Confirmation Bias And Non Critical Thinking Qualities

To thoroughly analyze how and to what extent confirmation bias and non-critical thinking qualities have contributed and essentially modified my overall approach to the Meeting of the Minds project, I first have to clarify the meaning of the terminologies that may need some defining and recapping, for they are not words that would come up in a casual conversation. This will be especially useful for me to be able to accurately address how these readings and discussions over the last few weeks have influenced my way of thinking. Notably, confirmation bias is the act of having a predetermined idea of a certain subject at hand that affects further decisions about that particular subject that will reflect on your already present belief. For example, a video we watched in class illustrated that someone who acts on conformational bias would likely google, â€Å"how is coconut oil good for you?† (assuming it is already good for you) rather than a someone who is not acting on conformati onal bias would search, â€Å"is coconut oil good for you?† Moreover, in a nutshell, non-critical thinking comprises of what is called the â€Å"sponge method† of thinking. It is the method that is useful for merely absorbing information and does not require arduous mental effort, and is presented in a clear-cut fashion. In my opinion, this can be thought of thinking without thinking – which goes against what critical thinking comprises of. 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I Am Keith Anthony James - 2079 Words

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Pension reform in Europe Free Essays

Task 6 Are future pensions secured? Bruno Miguel Silva Abrantes Current Issues in Economic Policy Academic year 2012-2013 Contents Are pensions secured? Understanding pensions Pensions aim to handle the transition of a person as worker to retired. So that he enjoy an income provided by the state or another organization and maintain a similar standard of living to what he had while employed and thus have a comfortable life economically, until the end of his life. The second objective of a pension is related to the fght against poverty which is done through a redistribution of income that romotes equity, within the elderly class. We will write a custom essay sample on Pension reform in Europe or any similar topic only for you Order Now 1 There is a growing concern on the part of the European Commission on the sustainability of pension systems in the various countries of the European Union. The recent financial and economic crisis has revealed weaknesses that several countries have and bring into question the sustainability of the pension system. Economic growth slowed, unemployment has risen and the public accounts are in poor condition. One of the more serious implications on future pensions is related to the fact that a large part of the population remains unemployed or is forced to accept Jobs where they get lower ncomes, or work less time, which will result in a lower pension. 2 Further compounding the situation is a major demographic trend towards an aging population. The increase in life expectancy over the past decades, combined with low fertility rates is creating a change in the composition of the population. The number of active workers will decrease while the number of people who are retired will increase. Moreover, the numbers of years that a person remains employed is dwindling, partly because people start to work later, due to the many years spent in education. On the other hand there is a great tendency in obtaining early retirement ue to existing policies and management ot age in What are the main systems of pension funding? the labor market. In several countries of the EIJ-27 the public sector is largely responsible for pensions, early retirement, disability and survivors. However there are some differences between the various members of the European Union at the level of pensions related to occupational or private pensions. In a generalized way pensions can be classified into three pillars: The public social security system, mandatory or voluntary occupational schemes and voluntary private schemes. The first, public social security system is undoubtedly largely responsible for the allocation of pensions to the population in most member states of the EIJ-27. This pillar can be characterized mainly by the Pay-as-you-go system (PAYG). In this system pensions are financed directly from taxes and social contributions that workers are paying in the present. The taxes are used to pay pensions in the short-term instead of being used to create funds that may grow in the long-term and benefit future generations. 3 Schemes within the second pillar can be mandatory or voluntary occupational schemes. Participation in these funds is usually mandated by law and aims to provide an adequate pension to retired people according to what they saved during their working life. These funds are created by a company or organization in order to provide proper pensions to their employees, which should correspond to the effort and contribution the workers exercised. Both the employee and the employer contribute to the fund, which grows with the return rates that vary with the state of the market and the economy. The amount of the pension depends on the number of years of service and final salary of the employee. These funds are important to relieve the responsibility of the state to secure pensions in the whole population, but also because it is believed that these organizations are able to grow a fund more effectively than the state would. 4 The third and final pillar is characterized by private schemes. These are schemes that help people to accumulate savings for their retirement. The people who wish to do so can choose from a wide range of schemes who best match their needs. There are funds that are riskier; however the contribution that person does is less than the benefit you will receive if all goes well. On the other hand there are safer funds in which the benefit will match the contribution made. Typically these funds are voluntary and are complementary to government reforms that people receive from the state. 5 Looking at table 7(in appendix) we can divide public pensions, which are part of the first pillar of pensions in various sub-groups. Among which we can find Minimum pension / social allowance, Old age, early retirement, disability and survivors’ pensions. Early- retirement, old-age pensions, disability and survivors’ pension exist in almost all 27 member states. Early retirement does not exist in the Netherlands, Malta, United Kingdom and Norway. These schemes operate mostly in the form of earnings-related, which means that pensions are assigned according to what people earned and contributed during their working life. However not all countries have adopted this scheme in the same way. In Denmark, survival and disability pensions are awarded according toa flat rate, offering a pension with a fixed value over time. This way of organizing pensions can promote greater social equity it the people who are the target of these flat-rate pensions have not worked or contributed enough to receive a ension that is sufficient to have a good quality of life in old age. However the state has to make an extra effort to fund this pension scheme, an effort that ultimately fall on taxpayers, since the people who will receive these pension contributed less than the amount of pension they will receive. Minimum pension or social allowance schemes exist in all EIJ member-state. These pensions are usually means-tested, in the sense that people are tested to understand whether they are , that is according to what the person has earned and contributed as an employee, or if they did not ork and had no and any gain if they have worked and which contributed received is not enough to access a normal pension. This type of pension is normally financed by taxes on citizens rather than individual contributions of individuals to pension funds. In the 2nd pillar we find Mandatory / voluntary schemes occupation. How to cite Pension reform in Europe, Papers

Personal Self Analysis Strengths and Opportunities

Question: Discuss about the Personal Self Analysis for Strengths and Opportunities. Answer: Introduction Just like an organization individuals are required to carry out their personal self-analysis to determine their strengths and opportunities as well as threats and opportunities which might accrue to them. Raelin (2002), defined personal self-analysis as a systematic process by an individual to determine his or her personality. This can also be achieved with the individual seeking the opinions and observations of other people close to him or her. According to Leise (2012), personal self-assessment is very critical in helping people excel in life. Studies show that someone is like to be successful if he or she uses his or her talents to the maximum. Similarly, someone is deemed to experience few problems if he or she knows his or her weaknesses as he will be able to manage the weaknesses. Eaton1 (2013) noted that self-assessment would not be effective if it is not carried out in relation to a particular object. He noted that personal self-analysis can be undertaken comparing someone st rengths and weaknesses in relation to his or her profession career. This helps in matching individual strengths and weakness features with the requirements of the profession Ross (2006). This paper has been designed to carry out my personal self-analysis as a manager and a change agent in the organization. Additionally, it addresses my potential and capability as a leader of the team. The paper goes further and develops my future development plan as a leader. For effective and comprehensive self-analysis, the essay has used SWOT Analysis. Personal Strengths and Weaknesses as a Manager Manager as a leader has been endowed with a position of authority and therefore cannot afford to be termed as an ineffective Aguinis (2011). However, it cannot be disputed that as human beings managers have weaknesses (James, 2013). Even though a manager can acquire the right people equipped with the required skills and knowledge to compensate for his her weaknesses, the studies indicate that his or her weaknesses will still make him or her less effective. Therefore, this calls for the manager to understand his or weaknesses fully and at the same time be able to avoid them as they can hamper his or her performance level. The most common known tools of analyzing people strengths and weaknesses are SWOT Analysis and Johari. This essay opts to use SWOT analysis in analyzing my personal assessment. SWOT Analysis is the most simple to prepare and interpret and understand. Additionally, SWOT Analysis help an individual to identify the opportunities and threats that may come across. Suresh Rajini, (2013) noted that SWOT analysis can help someone uncover the potential opportunities that otherwise he or she could not have identified. Besides helping the individuals realize the available opportunities, SWOT Analysis is also critical in helping the understanding of the personal weaknesses and how to manage the threats that can derail the potential of the person to move forward(Singh, 2010). Robbins Coulter (2007) argued that if someone analyzes herself or himself using the SWOT framework he or she will be able to isolate himself from the peers. This well help in developing the special abilities and talents necessary to advance the personal profession and help in achieving the personal goals. Upon using SWOT analysis tool my personal strengths and weaknesses are as follows: Self-Reflective SWOT Analysis Strengths Innovative and Creative Determined and Self-Motivated Success Oriented Team Player Hardworking Self Confidence and Intelligent Weaknesses A lot of Commitments Ability to Focus Sensitive Person Too Helpful Opportunities Fast Growing Industry Advancing my profession Economic Boom Threats Lack of support from top management Professional Standards changing Demand for Skills reducing Innovative and Creative: The attributes of being innovated and creative are not only associated with me because I am a manager but are naturally acquired features. Despite having applied them in my current working organization, I started exhibiting the same since my school days. In one of the school scenario, I was selected as one of the team members in helping the school plan for the event management. In the work context, I have helped the company maintain their market share in the market as well as penetrate into the new markets through products development and diversification. Besides, I have greatly impressed the organization clients by the continuous provision of new brands. Determined and Self-Motivated: I have been a successful manager by being determined and self-motivated. This in support of the Cole (2006) you said that without self-motivation, it would be difficult even for the best company employees to achieve any success. Success Oriented: I can say the main reason why was promoted to a managerial position is because of my self-drive. In my organization, I don't just wait for the top management to request for the new ideas but I always provide them at the appropriate time and when they are much needed. Team Player: Apart from being a team leader, I am also a team player. Rubin, Munz, Bommer (2005) argued that even being a leader of the team; you should act in a manner that makes the team members perceive that you are also part of the team. I have learned that in the modern business world a person needs a group of individuals who can help him achieve the established objectives. Hardworking: Any successful employee or a manager is a hardworking person(Ommani, 2011). To maintain this, I have held to the notion that "success is ninety percent hard work and ten percent thinking." The reflection of hard work in my personality has portrayed through commitment and dedication to the task at hand. Self Confidence and Intelligent: My simple, practical and logical knowledge has been very crucial in helping me manage the team properly. However, I have learned that being intelligent does not necessarily require you to be a person who can accomplish a big complicated task but be able to execute the assignment at hand systematically and effectively. Weaknesses A lot of Commitments: Sometimes I find it difficult to make promises and be able to uphold to them all. This has been due to a lot of commitments, and as a result, I have not been able to address some of the employees question within the required time frame. Ability to Focus: I am the kind of the manager who believes in concentrating on many projects at hand at once. This reduces my ability to focus on a specific project at a time. My multi-tasking trait has resulted in the failure of the projects as well as inefficiency and ineffectiveness in the completion of some projects. Sensitive Person: Most of the times I take things personally and I usually feel so bad and become disappointed when things are done in a wrong way. Too Helpful: This may fall either as the strength or a weakness depending on the context being applied. For the managerial position, this would be a weaknesses. I am too helpful that sometimes I find myself going beyond the operational boundaries to help my teammates. Opportunities The industry I am working in is growing very first, and thus there is a possibility of finding a new job. I have an opportunity to go back to school and advance my knowledge level so that I may become more competitive. The economy has started booming and therefore avails me a great opportunity of quit the employment and starting my own business. Threats Company top management decision makers do not like supporting me. The professional standards are changing rapidly, and I may find my skills obsolete. The demand for my skills is declining at a higher rate. Essential Competencies to my Future Role as a Manager The achievement of the plans and goals requires an individual to be equipped with the right skills and knowledge to be able to accomplish the future tasks(Rainer, Turban, Potter, 2007). Upon evaluating my, SWOT Analysis results it is evident that I possess some weakness and threats. These threats need to be gotten rid of to avoid jeopardy of my future roles as a manager. To overcome the threats and weaknesses, I will focus more on my opportunities as well as some of my strengths. Al-Busaidi (2010) argued that for someone to be able to execute his future roles effectively, he or she has to define himself or herself regarding strengths and the weaknesses. The evaluation should be able to tell whether someone possesses the required competencies needed in the future tasks or not. Three to five years from now corporations will be totally different. The business operates in an ever changing environment, characterized by the rapid change in technology. Therefore, this demands that as a man ager I should have a future personal development plan that will aid me in executing my future managerial roles. Future Personal Development Plan Information Communication Technology (ICT) Knowledge: Bearing in mind how technology is rapidly changing as a future manager I should be endowed with ICT skills and knowledge capable of executing risk management tasks, mobile commerce and knowledge of the social media. Organizing Skills: The future organizations are likely to be filled by few people and may professionals. Alternatively, they are expected to be large and flexible. As a manager I will require organizing skills to be able to network in the economy, outsource the services and be able to manage with flexibility and efficiently. Global Awareness: The world is becoming very transparent hence requiring any business minded person to be aware of what is happening across the globe. This is because a manager activities and operations will also be visible by other organizations. International Minded Citizen: The world is turning into a global village. Therefore, as a future manager, I should perceive things not from the point of view of my organization but with a wider perception of the whole world. Cooperation and Networking Skills. The organizations and businesses are turning to more of an association of persons than a separate legal entities( Northouse Peter, 2010). For this to be achieved I as a manager I should be ready to cooperate with other organization having similar objectives. Description of Team Dynamics in my department The behavioral relationships among the member in a particular group affect the responsibilities and roles of the team. According to Nicolescu (2013), team dynamics are very vital elements of the working life. They positively or negatively affect the profitability of the organization; company reputation; individual and team performance and job satisfaction. From the evaluation of the team under my department, I can advocate that my team has the following descriptions; Open Communication: The main aspect that has glued my team together is open communication. Effective communication has enabled by the department to listen to each other attentively, to provide updates often, seek for clarification on unclear issues and provide constructive feedback. Full Participation: In my department, all the team members provide their efforts and time to the project at hand. To ensure that they have the perception that they are part of the project, as a leader, I usually include them in the decision-making process. Trust: My department team relationship is built on trust. Therefore, everybody contributes towards the project without any suspicion. My team is majorly built on the above three dynamics. The team members always argue that this has been achievable due to my unique approaches as a leader. Even though my team argues that being involved in a decision-making process is a motivation, it only lasts for a short while. Therefore, through the dynamism of open communication my team has challenged me to look for long lasting motivation way. Conclusion Carrying out regular personal self-analysis is very fundamental in determining whether someone is meeting his or her professional or personal goals. From the above-discussed issues, it has been clear that self-analysis should be a continuous process. When done continuously it enables individuals to develop a list of priorities which will help them pursuing their goals. Alternatively, it helps the professionals and employees to stay within the confines of the industry and organization requirements. Employees will always ensure they are equipped with the relevant skills and knowledge or else they will be eliminated out of the labor market. References Northouse, Peter, G. (2010). Leadership Theory and Practice. Thousand Oaks: Sage Publications. Aguinis, H. (2011). Performance Management. Edinburgh: Heriot-Watt University. Al-Busaidi, K. A. (2010). Revealing the Strengths and Weaknesses of a Corporate Portal. Oman: Sultan Qaboos University. Cole, G. A. (2006). Management Theory and Practice. London: Book Power. Eaton1, M. (2013). Student Self-Assessment: Thinking about the Way We "Know." Bellingham: Western Washington University. JAMES, O. (2013). Transformational vs. Transactional Leadership Theories: Evidence in Literature. International Review of Management and Business Research, 2(2), 355-361. Leise, C. (2012). Improving the quality of reflecting on performance. International Journal of Process Education, 2(2), 65-74. Nicolescu, O. (2013). The Main Strengths And Weaknesses Of The Dynamic Romanian Management. Proceedings Of The 7th International Management Conference, (pp. 23-34). BUCHAREST. Ommani, A. R. (2011). Strengths, weaknesses, opportunities and threats (SWOT) analysis for farming system businesses management: Case of wheat farmers of Shadervan District, Shoushtar Township, Iran. African Journal of Business Management, 5(22), 9449-9454. Raelin, J. A. (2002). I dont have time to think! versus the art of reflective practice. Reflections, 4(1), 66-79. Rainer, J., Turban, E., Potter, R. (2007). Introduction to Information Systems: Supporting and Transforming business. USA: John Wiley Sons, Inc, Robbins, S. P., Coulter, M. (2007). Management. London: Prentice- Hall. Ross, J. A. (2006). The Reliability, Validity, and Utility of Self-Assessment. Practical Assessment Research Evaluation, 11(10), 1-13. Rubin, R. S., Munz, D. D., Bommer, W. H. (2005). Leading from Within: Effects of Emotional Recognition and Personality on Transformational Leadership Behavior. Academy of Management Journal, 845 858. Singh, N. (2010). SWOT Analysis A Useful Tool For Community Vision. A concept paper of central Himalayan village, 2(9), 16-18. Suresh, A., Rajini, J. (2013). Transformational Leadership Approach In Organisations -Its Strengths And Weaknesses. International Journal of Social Science Interdisciplinary Research, 2(3), 155-160.