Individual Analysis Paper on Organizational Behaviour

Individual Analysis Paper Albert Sherman September 30, 2011 MGMT 320-52 Robert J. Niemi, Ph. D 1. What is the brief history of the company and its line of business is it involved in? Background/History: The field of Social Services happens to be one of the many areas in the State of Minnesota that provide serves to people with Developmental Disabilities and also mental health/behavioral. It can be further complicated by the overwhelming number of service options, multiple home care companies and other people’s opinions of what’s best. Seeing the need to serve these people Jamie Fenh was move to establish a company that will meet the needs of these people. Thereby in 2003 Pinnacle Services (PS) was founded to be a part†¦show more content†¦Thereby, allowing them to maximum productivity in the rendering of care for their consumers. These enthusiastic employees become a part of the team that yields efficiency and output. We offer a great benefits package including: That affect the lives of the people they serve According to the adaptive perspective of organizational culture, organizations must be ready and willing to adapt to the ever-changing and evolving environment. This type of perspective shows that employees working within a successful adaptive culture support each other, are trusting of each other, and truly strive for the betterment of the organization. Nothing could be truer of the culture at SWA. This ï ¿ ½chip-inï ¿ ½ attitude is found to be one that promotes a feeling of confidence in the organization and an expectancy of its long-term continued success. Pinnacle Services focuses on providing only what is necessary to promote the dignity of independence†¦.Read More The people we serve are capable, dependable and enthusiastic members of the workforce. Our philosophy is to support individuals only as much as they require and to teach them the skills necessary to obtain and maintain community employment†¦.Read More Careers Pinnacle Services is dedicated to providing high quality services to people with disabilities. We believe that our employees are the mostShow MoreRelatedImpact of Cultural Differences, Internal and Environmental Factors at Airbus1619 Words   |  7 PagesImpact of cultural differences, internal and environmental factors at Airbus Introduction Employees are affected by a number of internal and external forces that when combined produce given behaviours and attitudes. In this paper, I will consider the key factors affecting individual and groups’ behaviour and their corresponding relationship to the personal and organisational performance. 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Business Foundation Social Action Plan

Question: Discuss about theBusiness Foundation for Social Action Plan. Answer: Introduction Social action plan refers to the addressed strategies of the organisations in order to enhance their business goals. This study has considered several issues in regards to it and selected diversity management of the organisations in international context. The study has found diverse possibilities for the organisations through the implementation plans of diversity management. Thus it has assessed several issues in relation to it. Background of the Issue Culture usually has diverse layers of meaning that varies from a group of people to another. As per the statement of Eagly and Chin (2010, p.934), cultural diversity defines the idea of greater cultural formation on the basis of distinctive social groups. However, it is liable to encompass several additional issues, such as art, literature, religious beliefs, values, lifestyle, practices, tradition and ways of living together. However, in most of the cases these people from diverse cultural backgrounds are united by the same goals A certain amount of respectfulness is always demanded in the workplaces across the world. Respect for diverse cultural backgrounds followed by tolerance, inter-relation, cooperation and dialogue are the keys of success in every sector. Mutual trust and understanding in a particular climate are considered as the best guarantees in the workplaces across the global context. They are liable to guarantee international peace and security in broader aspects. However, massive cultural diversity issues have been observed since the beginning of 21st Century, where it has emerged as a major global challenge for several international corporations. As per the UNESCOs World Report on Cultural Diversity Alserhan et al. (2010, p.31), the cultural diversity issues have also been observed violating human right opportunities extensively. The report has demonstrated several opportunities from cultural diversities in communication, language, education and creativity. It has also emphasised on the major importance of cultural diversity and indicated at the essential dimensions of intercultural dialogues. Social cohesion and democratic governance have also been acknowledged in the report as the major keys of successful workplace environment. In the supportive words of Barak (2005, p.41), managing cultural diversity can be objectified as an integral approach to ensure sustainable development in an organisation. The key of diversity management usually hinges on the strategic thinking of the management or the people responsible for the human resource development. Diversity management mostly approaches towards resolving the employee issues in regards to their cultural differences. It is a process that enables all the employees in a workplace to perform cooperatively with each other. Objectives of the Action Plan Objectives of the action plan for diversity management refer to the strategies that resolve the diversity issues among the employees in a workplace. It is implied in planning the priorities and needful actions to manage the cultural differences of the employees. The fundamental objectives of the action plan include several factors, such as collaboration, creating future orientations, developing cultural identity, prioritising employee beliefs, creating contents, capturing value, forging connection. According to Catalyst (2015, p.39), the management of an organisation always emphasis on the collaboration process of the employees at the initial stage, as it increases the possibilities of growth of an organisation. (Refer to Appendix) Figure 1: Objectives of the Action Plan (Source: Kinyanjui et al. 2009, p.22) Proposed Actions As mentioned earlier, collaboration is always considered as the major key part of proper governance. It usually expands beyond the art sectors in a society, mostly in the global context, where people are found sharing thoughts to each other. Collaboration tends towards extensive government goals, where the people are advised to make bridges between the cultures, aiming to contribute in the policies and programme objectives. As opined by Kinyanjui et al. (2009, p.21), developing better cooperative goals are liable to ensure future goals of an organisation globally. It also enables multi-cultural opportunities for the organisations in order to ensure benefits in global context. Developing collaboration and creating future for diverse cultures lead the process to develop cultural identity. Developing cultural identity is always implied in the international context for the organisations, where they provide proper leadership goals through coordinated approaches. It is also liable to create new opportunities in the context of social exchange. Creating content is the next proposed action in the management process of diversity. It indicates at facilitating new partnership opportunities and explore reflective programmes. Utilising cultural aspects in the beneficial models of the organisations are always prioritised in this action, which is followed by enabling forging connections. This part of the proposed actions aims at conducting research works on the best practice models and developing stronger global business links. Investigating a community cultural ambassador network is a major part of this action that deals with collaborating diverse knowledge into work pr ocess. It is also dedicated at association the collective knowledge of the participants from different cultural identities. Forging actions is followed by capturing the value process, which is again an important factor of community diversity management. This process investigates the mechanisms for managing collections from diverse communities. This also indicates at an evaluation process that ensures proper value to different cultures in same manner and without any discrimination. Capturing value often associates the strategies as per the government, which encourage the organisations to follow local government legislations, while approaching at global contexts. Anticipated Outcomes Managing cultural diversity globally is always involved with the process of organisational development and consultation. Thus, the action plan generated for it is targeted to contribute towards the cultural opportunities by resolving differences. However, in the argumentative words of Kearney and Gebert (2009, p.79), the outcomes of diversity management is always expected to be resulted from certain information on cultures. As per the planned action of this study, the primary outcome is connected with the collaborative measurements. Employees of an international organisation are expected to be working collaboratively regardless of their national or cultural identities. It is always aimed towards enhancing the ability of an entire organisation globally. Creating the future in a professional sector is always expected from a global context, where the profits are subjected to be associated with both economical and social exchanges. The planned actions have fruitful possibilities in terms of outcomes. Developing proper cultural identities and acknowledge their presence categorically are often found useful in providing desired outcomes. However, in the contradictory words of Kearney and Gebert (2009, p.80), this process is expected to be identifying the opportunities and addressing the barriers in order to foster the cultural exchanges. Creating content is involved with utilising the government supports along with all user responses. Thus, it is meant to be focused categorically to ensure positive outcomes along with wider recognition. Forging connections are the other most essential contributions in diversity management. It aims at supporting and demonstrating the project as per the needs in order extracts the positive outcomes. Buildin g new audience is also considered as a positive outcome in the projected action. Developing all the possible cultural resources are believed to be projecting maximum amount of positive outcomes. As per the projected action plan, the process of capturing value provides the last set of outcomes. It generates valued outcomes through investigative mechanisms and culturally specific marketing tools. Key Roles and Responsibilities The cultural diversity has been emerged as a major issue in international business sectors in last few years. Thus, the managements of the organisations are always recommended to address this issue categorically and take responsibilities to meet the needful requirements. According to Kunze et al. (2011, p.p.272), dropping homogeneity is mostly recognised as the superior criterion of maximum participation. The managements of the organisations are always liable to ensure this policy in order to enhance the maximum participation of the employees. In most of the cases, the human resource people are responsible for enhancing the management goals of the organisation. They use to plan and operate the needful actions accordingly towards the benefits of the organisation. The HRM is responsible to conduct a set of distinctive approaches towards diversity management. These approaches are meant to be executed through several activities, functions and processes. All these actions are aimed at attracting, directing and maintaining the organisational tasks. Encouraging all the employees within a workplace to work under a cooperative ambience can be measured as the superior most responsibility of the human resource team. They always need to influence the collaboration process among the employees in order to achieve maximum supports from them Creating future goals in diversity management is always recommended to the organisations, while entering other geographic locations of the world. Managing cultural identity and acknowledging them are also recommended to enhance cultural diversities. However, the human resource managements of the organisations are also responsible to emphasis communication goals among the governments along with all the other participants of the business, such as employees, shareholders, stakeholders and users. They are also trusted to develop the bridges between the management of the organisations and employees by addressing all their challenges regardless of their cultural identities. In the words of McGuire et al. ( 2006, p.262), creating value is always recommended for the human resource practices in order to ensure proper communication among the employees. However, they are also found liable to increase the communication goals largely with proper implementation of diversity management. Timelines and Resources Required The strategies of diversity management are required to be involved with different resources for successful implementation. As opined by Littrell and Salas (2005, p.p.328), the managements of the organisations are always recommended to incorporate several resources and timelines in order to ensure diversity management. However, they often face several challenges in regards to the diversity issues, which are potentially harmful for the growth of the organisation. Thus they are recommended to consider appropriate resources and timelines accordingly. The widely most considered stages of timelines and resource varieties are visible and strong hierarchical support, adequacy of resources for successful goals, accountability built-in, extensive involvement of participants, and Timelines respectively. Key Risks Timelines and resources used by HRM, in regards to the diversity management are always surrounded with both possibilities and risks. However, a proper implementation may reduce the risks. Community, character and collaboration are the major goals addressed by the managements in order to achieve success in the diversity management. Addressing the community behaviours are often found with major dilemmas, mostly in the international businesses. According to Anand and Winters (2008, p.p.368), organisations are often surrounded by their global objectives and the actions taken by them in international business contexts. However, in many cases they fail to access effective strategies due to their international market images, which is potential to their value orientations as well. Character is another major risk for the organisational diversity management, as the nature of the businesses is often liable to provide identities to the organisations. It often creates barriers for the organisations beyond their set criterion. Collaboration is another risk issue that is involved with the images of other brands too. In many cases, the most convincing collaborations can play negative roles for the businesses in developing their images. In the argumentative words of Kinyanjui (2013, p.p.21), companies are always liable to set distinctive images in different national contexts and play diverse roles in the diversity management plan as per the cultural orientations of the targeted countries. Evaluation Method The methods of diversity management are always surrounded with both positive and negative outcomes. However, they are always subjected to be evaluated in every definite interval in order to ensure prominent implementation of the processes. According to Catalyst (2015, p.42), increasing the cultural values within the organisations are always recommended for the human resource managements. It is highly responsible to enhance corporate reputations as well as the trustworthiness among the global users. However, this policy is also liable to help the organisations to attract the talented persons from different corners of the society instead of the majority groups only. In the words of Munjuri (2012, p.19), diversity management is always dedicated to find the maximum number of talents irrespective of their cultural hegemonies. Managing the diversity issues categorically, aims at promoting innovation powers within the workplaces and also enhance the creative goals. It has often been found promoting higher productivity goals among the employees and increase trustworthiness for the large scale consumers globally. The proper ways of diversity managements are also liable to overcome the labour storage issues globally and reduce labour turnovers. Conclusion Diversity management and their possibilities are widely extended in the context of international business. This study has addressed background of the study at a stretch followed by their objectives and action plans. The anticipated outcomes have also been discussed in this study categorically followed resources and organisational responsibilities. However, the risks have also been analysed in the study along with their evaluation methods. Reference List: A.H. Eagly and J.L. Chin (2010), Are membership in race, Ethnicity, and Gender Categories Merely Surface Characteristics? American Psychologist, 65(1), pp.934-935. Alserhan, B. A., Forstenlechner, I., and Al-Nakeeb, A. (2010). Employeesà ¢Ã¢â€š ¬Ã… ¸ attitudes towards diversity in a nonwestern context. Employee Relations Journal. 32(1). UK: Emerald Group Publishing Limited Anand, R. and Winters, M.F. (2008). A retrospective view of corporate diversity training from 1964 to the present. Academy of Management Learning Education, 7(3), pp.356-372. Barak, M. E. (2005). Managing Diversity towards a Globally Inclusive Workplace, London: Sage Publications Catalyst. (2015). Connecting corporate performance and gender diversity. New York: Author Kearney, E. and Gebert, D. (2009). Managing diversity and enhancing team outcomes: the promise of transformational leadership. Journal of applied psychology, 94(1), pp.77-80. Kinyanjui, S. (2013). Innovative Strategies for Managing Workforce Diversity in Kenyan Leading Corporations in Present Global Scenario. International Journal of Business and Management, 8(15), pp.20-22. Kunze, F., Boehm, S.A. and Bruch, H. (2011). Age diversity, age discrimination climate and performance consequencesa cross organizational study. Journal of organizational behavior, 32(2), pp.264-290. Littrell, L.N. and Salas, E. (2005). A review of cross-cultural training: Best practices, guidelines, and research needs. Human Resource Development Review, 4(3), pp.305-334. McGuire, D., Garavan, T.N., Saha, S.K. and O'Donnell, D. (2006). The impact of individual values on human resource decision-making by line managers.International Journal of Manpower, 27(3), pp.251-273. Munjuri, M.G. (2012). Workforce Diversity Management and Employee Performance in the banking sector in Kenya. DBA Africa Management Review, 3(1), pp.1-21.

The Shining Essay Example For Students

The Shining Essay Have you ever been so frightened of someone or something that it controls your thoughts and actions? When I was a small child, this something was the movie The Shining. With the directors used of good actors and actresses, a vivid story line, and terrifying special effects, this movie frightens children, as well as adults alike. As the story unfolds, the main characters are a family of a father, mother, and young son. They have to stay in a huge hotel as caretakers, snowed in for the winter months. The father, Jack Torrance, cant take the solidarity and ends up going crazy. His son, Danny, is also noticing dead people living in the house as ghosts. He has a special sense and only he can see and talk to these spirit people. These ghosts soon possess the child and his mother, Wendy, must shake him out of his trances. Jack becomes psycho at the end and attempts to kill his wife and son to live in the hotel with the spirits of the once living. We will write a custom essay on The Shining specifically for you for only $16.38 $13.9/page Order now When they arrived at the scary hotel, just the sight of it made my insides hurt. Large, empty hotels are very scary to me now. As the young boy wanders throughout the hotel, he stops and talks to these mysterious dead people that once inhabited the hotel. He was advised at the very beginning to stay out of room number 217. The child is led, of course, down the corridors to this room by spirit children every chance they could get. Since I was a child, this scared me because they were my age. The horrors in that hotel room are what scarred my abilities to take showers or be alone as a child. In this terrible, forbidden room, as the boy entered it, the floor was wet. The dead woman in the bathtub that attempts to strangle poor Danny has special effects makeup that is incredible. When Danny and Wendy are trying to escape the murderous Jack, I was terrified to see a wave of blood spew from the elevator. Everything looked and sounded believable in this movie; a key factor in scaring its audience. It seems this movie was definitely generated and aimed for the adult audience. Im not really sure why my parents let me see this disturbing movie in the first place! Through the believable acting, terrifying plot, and gruesome special effects, this movie was an instant classic. Even as it aims for the older audience, even then it is only for the strong of mind, heart, and of course, stomach.

Free Essays on Exemption Of Grades

Exemption of Grades: Taking away grades at a college or university level will do nothing but hurt the students. Grades are the measurement of the student’s academic performance. Most students who have a high grade point average do not want to be put on the same pass/ fail grading system with students who have a lower G.P.A. Many students with a high G.P.A. take pride in their work and constantly are doing work to keep it that way. There is not a good way to look at taking away grades from students besides for the students who do not try in school. Grades are a way for the colleges and universities to measure the progress over the years. Transcripts from transfer students would all have to be looked at equally besides their sports, and activities. On the pass/fail transcript students who work and have no activities with a 3.6 G.P.A. looks worse then students who have a 2.4 G.P.A. that is in the environmental club. Grades are also a great motivation tactic. Many students would not put a lot of effort into school if they knew that they could pass a course by doing the minimum. The courses at Richard Stockton College of New Jersey that are pass/ fail are looked at by the students to be easier. In the classes most students generally do not learn as much from the lack of motivation. The reason classes are attended, homework is completed, and tests are studied for is to receive good grades. The grading system forces students to excel and makes the students care what grades they get at the end of the semester. Many students have to keep a certain G.P.A. for a certain job or to go to graduate school. Employers will also have trouble hiring employees from a pile of transcripts that only says if a student passed or failed. Most employers look at the students’ academic level as a reference to how much the students know. On many students transcripts over the years there shows an improvement or is steady in grades. If the students G... Free Essays on Exemption Of Grades Free Essays on Exemption Of Grades Exemption of Grades: Taking away grades at a college or university level will do nothing but hurt the students. Grades are the measurement of the student’s academic performance. Most students who have a high grade point average do not want to be put on the same pass/ fail grading system with students who have a lower G.P.A. Many students with a high G.P.A. take pride in their work and constantly are doing work to keep it that way. There is not a good way to look at taking away grades from students besides for the students who do not try in school. Grades are a way for the colleges and universities to measure the progress over the years. Transcripts from transfer students would all have to be looked at equally besides their sports, and activities. On the pass/fail transcript students who work and have no activities with a 3.6 G.P.A. looks worse then students who have a 2.4 G.P.A. that is in the environmental club. Grades are also a great motivation tactic. Many students would not put a lot of effort into school if they knew that they could pass a course by doing the minimum. The courses at Richard Stockton College of New Jersey that are pass/ fail are looked at by the students to be easier. In the classes most students generally do not learn as much from the lack of motivation. The reason classes are attended, homework is completed, and tests are studied for is to receive good grades. The grading system forces students to excel and makes the students care what grades they get at the end of the semester. Many students have to keep a certain G.P.A. for a certain job or to go to graduate school. Employers will also have trouble hiring employees from a pile of transcripts that only says if a student passed or failed. Most employers look at the students’ academic level as a reference to how much the students know. On many students transcripts over the years there shows an improvement or is steady in grades. If the students G...

Why do consumers purchase fair trade products Discuss Essay

Why do consumers purchase fair trade products Discuss - Essay Example The traditional theories of consumer behaviour were strongly related to the rational aspect of consumers whereas in the present scenario the consumers buy more of justice, intangibility and conscience. The issue of ethical consumerism has gained its importance in the recent times which clearly states that while making purchase decisions the factor of ethics is highly integrated by the consumers. The concept of fair trade can be related to an organized social movement with a goal to help the producers located in developing countries to make the best practices of trading and even to encompass sustainability. The fair trade practices comprise of high environmental and social standards and even advocates a higher price payment to the exporters. It is a kind of trading partnership that is based majorly on transparency, respect and dialogues that secures more of equity in the practice of international trade (Ransom, 2006, pp. 94-95). The major benefit of such fair trade is that it tries to establish the best conditions for trading and even secures rights for those marginalized workers or producers. These fair trade practices usually demands for the support of the consumers in order to raise awareness, campaign for changes, and even support the producers so as to eliminate the loopholes that are in conventional trading. There are certain fair trade organizations such as FLO Intern ational, World Fair Trade organization, Network of European Worldshops, European Fair Trade Association that involves into various forms of ethical marketing programs and aims at selling fair trade products mainly through supermarket channel so as to create a real impact through large volumes of product sales. The fair trade products provide the opportunity to the customers to shop everyday and help to reduce the level of the poverty across the world and develop a bright future (White, Macdonnell and Ellard, 2012, pp. 103-118). The fair trade mark on the

Business Law Essay Example | Topics and Well Written Essays - 1500 words - 4

Business Law - Essay Example This method of justice strives to create an alternative forum away from the Courts which is more relaxed in nature, which allows for a more chilled out atmosphere and where the procedural importance given to the cases is reduced in order to allow the human touch a greater importance. Following is the definition of Alternate Dispute Resolution: â€Å"Procedures for settling disputes by means other than litigation; e.g., by arbitration, mediation, or minitrials. Such procedures, which are usually less costly and more expeditious than litigation, are increasingly being used in commercial and labor disputes, Divorce actions, in resolving motor vehicle and Medical Malpractice tort claims, and in other disputes that would likely otherwise involve court litigation.†1 Reading and understanding from the above definition, it can be interpreted that ADR is an alternate mechanism for justice which is less costly and more expeditious. Alternate Dispute Resolution consists of Arbitration, M ediation and Conciliation. Arbitration is a process by which the parties to the dispute appoint an independent Arbitrator who judges the case for the respective parties. This independent arbitrator is appointed on the behest of both the parties. Once the arbitrator is decided, the venue for the arbitration depends upon the parties to the matter. ... These systems envisage a concept where the parties mediate and conciliate with the other parties on their own without the admission of an arbitrator. The process of Mediation and Conciliation is considered to be more in the zone of a personal conversation rather than a legal case going on.2 The idea of ADR has always been to allow a more open and calm approach towards justice delivery system. And it has ben quite successful in the Europe and UK with a streamlined method of arbitration, medication and conciliation process in practice. The ADR Group is a world-renowned commercial arbitration organization, which indulges in systematic approach towards the problem solving of arbitration. ADR, thus, improves the judicial system in the following ways: 1. Less Burden on the courts 2. Less expensive than litigation 3. Less time consuming than litigation 4. Less stressful than litigation 5. More freedom to the parties to represent their case 6. Greater opportunity for the party to be heard 7. More chances of better justice delivery since every argument is taken into proper consideration Tribunals The UK Tribunal system is extremely diligent in nature. The UK Tribunal system is part of the administrative justice system, which is the place for justice delivery. It is known as Non-Departmental Public Bodies. The Tribunals take the parallel role of dealing with issues ranging to different areas of law, such as Competition Law, Environmental Law, Taxation Law etc. The Tribunals are quasi judicial bodies which are responsible for granting justice as a means away from the basic court justice delivery system. â€Å"The tribunals are managed by the Tribunals Service, which is an executive agency of the Ministry of Justice. Recently, the tribunals have been re-organized, so that

Journal Writing Essay Example for Free

Journal Writing Essay During this class I have made two self- discoveries that will positively impact my career goals. Those self- discoveries has helped to mold, and shape me into a student that I have never thought I would be. Those discoveries were that I am an organized learner, because I made a study plan to help me determine when, and how I would study. Being that I have five children, I had to make sure that I had set a schedule so that my course work including study time would not affect my family time and take away from spending time with my children and fiance`. Since these are the competing priorities in my life right now learning to obtain trust and consistency in the home while I have been attending school has also improved because not only do I see my success so does my children and fiancà ©. Knowing that I had that support also has made it possible to do my best in school, setting the pace for them to do the same in school also, whether it be good grades, sports, etc. I know that they will continue to be good at what they do and have proven to do so time after time. Another self- discovery that I have made that will positively impact my career goals is my willpower. Willpower has become my greatest strength. Being able to control what I do, leaded to personal improvement. I realize that lack of willpower not only causes you to lose focus it also allows you to fail to achieve goals. My ability to resist short-term temptations have helped me to meet some of my long term goals already. There has never been a day that I thought that I could not achieve my goals. I kept a positive mindset just so I could keep going. Negativity takes a lot of willpower from you and I think success is a part of having a positive mindset. Having that determination was not easy at first I can say that, but having that willpower and thinking about my future will positively impact my career goals. Two self-discoveries that I believe will positively impact my personal life, o ne is my happiness. If I am not happy there is nothing good that will come out of being unhappy. In my life I noticed that unhappy people wait for something to make them happy. Happy people make themselves happy without hesitation because they choose to have  positivity surround them in all areas of their lives. I am that happy person, I do not feel like being unhappy because it drains energy, it drains potential, it sucks the life out of you, and it keeps you from becoming successful. I am happy because I am not afraid of change, I am valued, and I attend school knowing that I am a success story. I learned to create positive changes in my life. In doing so this has made a positive impact on my personal life. My character will also have a positive impact on my life. Knowing who I am, my beliefs, values, and morals. The clearer I became about what I value and what I believed in the more effective I became not only for me, but for my family, my friends, and my peers. I have this thirst for knowledge and a thirst to make the best out of any situation and this impacts my personal life in so many positive ways because when I know who I am , my children will learn their true identity because they are my children and they share the same DNA. My grandmother use to tell me that I can be different from everyone else and still be blessed and fabulous, and I believed her.So this has played a part in my self- identity. I also had to explore what my heart wanted, so that I could truly identify who I was, the most beautiful thing that could have happened to me was unfolding that I was an excellent mother, a great friend, and a superb student. Knowing these few things lead me to know who I was in the beginning and knowing this has made a positive impact in my personal life. My biggest take way from this course is keeping a growth mindset and knowing that I always have room for improvement. I want to keep ownership over my learning experience. I am in control of my success. I am able to keep this in mind and always grow with it. This is something that I had to develop because when I was younger I had a fixed mindset I did not want to change because I was set in my ways and it felt like everything I was doing had failed me, so I figured that I would quit trying and give up. One day that change I started thinking of other approaches of how to be better and I used trial and error as a way of figuring out what I needed to do. So as I was thinking and applying I realized that I had that growth mindset and I have kept it all through the years. While learning about the fixed mindset and growth mindset I gained a better understanding on what life is really about also and I saw the bigger picture. The way I perceived it to be is to  noticed that if something is not working right the way you are doing it, then try another way and if that works out better than stick with it, but have fun with it and be creative and then you will be successful that way . Life is about trial and error and never giving up no matter what.