Reflections on doing, being and becoming Assignment

Reflections on doing, being and becoming - Assignment Example The idea that was most interesting and which I would like to explore more is the part of doing as an occupation which many people have focused on much to the extent of destroying our planet and nature. This is of interest because of all the theories that have been put forward about the destruction of nature and the planet, no one has focused deeply on occupation being related to the act of doing which is driven by the notion of an individual’s being. If the being can be addressed in detail, then the doing in relation to occupation can be addressed as well. What additional questions or wonderings do you have about this? The explanation of being in the article has not really touched on psychological explanation and how whether a being can be changed or not and if it is changed, what kind of effect can it have on the becoming as well as doing of an individual. If the inner life of an individual can be changed, can it make an individual better, enable them make better choices and decisions or there will be no much effect felt or seen. Why, in your opinion, do you believe this warrants further discussion? The article itself has not delved deeply into the three aspects and they are all interconnected. If further research can be carried out in the aspect of being, then the results can be able to shed much insight into how to make the occupations of people better the planet rather than destroy them, or even enable them chose better occupations. The aspect of being is much more important than indicated in the article.

Employee -Employer Relationship and Expectations Essay

Employee -Employer Relationship and Expectations - Essay Example Even in the modern world where technology and machines have made lives easier for many, the need of human capital still persists because the common sense, creativity, problem solving skills and decision making abilities cannot be substituted by the automatic mechanics or computers. Therefore an efficient and effective interaction between the employers and employees leads to the success of the business (Buren & Greenwood, 2008). The smooth operation and organisational consistency greatly relies on setting the standard operating procedures which ensures that the working environment is safe and the work is carried out in the most -efficient manner. The SOP’s can be re-evaluated and re-established with a proper feedback from the employees. If the management has an open door policy, this can be an advantage in the betterment of the business because of the positive input of employees due to the natural free thinking. The feedback is analysed by the employees and is utilised in the b est way possible that helps the business without compromising its quality, consistency and reliability. This also improves on the decision making of the management. But, the employee- employer relationship is very critical. The both of employees and employers are different from each other and if these are not somehow met, it results in a conflict. EMPLOYEE – EMPLOYER RELATIONSHIP AND EXPECTATIONS: The relationship between an employer and its employees is not just based merely on economic terms, but it is much more than that. It is an important relationship that is based on mutual dependency and has a great impact on the working and progress of an overall organisation. A set of values and norms that are applicable on all members of the organisation members persists and must be followed. This makes the culture of an organisation that gives it a uniqueness and identification (Zientara, 2009). The workplace in professional life, is like a second home to an individual, so his job is an extremely valued possession that has an effect on a lot of factors. The relationships that an individual maintains at the workplace are different from those that are his personal, and therefore must be very carefully sustained. The employer-employee relationship is the most complicated one and each has a level of expectations from one another. There always has been and will always be an assured push and pull between the employers and employees that cannot be evaded. But if they work together with a mutual consent, they can come up to each other’s level (Zhang, Tsui, Song, Li, & Jia, 2008). Experts say that this tug of war between employer and employee helps to build the synergy vital for focused approach towards the collective goals of the organisation (Evanschitzky, Groening, Mittal, & Wunderlich, 2011). The organisation is a collection of numerous units working together collectively to achieve one goal; the organisations goal. Along the way, the employee tries to achi eve his/her goals be it experience, thirst for knowledge, or the never ending need to financial security while using the employees goal as a driving force the employers try to align these goals with the strategy of the organisation. Experts also say that this is the best way to make a winning solution, using the zeal and creativity of the employee, help them achieve their goals but align them according to the goals of the organisation. Why is it so necessary to align all the expectations and the goals together? Why does an organisation needs this synergy? The