These are My

Jeo Anne Laurice

G. Guzman
BSA 1-4
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CHAPTER 2:
PERSONALITY
 An Ever-Changing Reflection
of One’s Identity

A human being embodies many different aspects of identity and the influence
of reality. Yet, up to this day, I still have questions about us being human. Can
someone truly describe their own personality? Is it up to us to convey our
authentic selves? Are we able to label someone's personality? How truthful are
our narratives about our own and other individual characteristics? When I
discovered how to determine and assess the character of an individual, I had
several realizations. Personality becomes an important component of one's
holistic self because it represents one's psychological, cognitive, and spiritual
self. Our personalities express the patterns of behaviors, ideas, and feelings that
define us as humans. It is a crucial part of our entire being since it defines and
forms the responses and actions to specific situations, people, and events. With
the ever-changing world and events in our lives, how personalities emerge is
designed to be dynamic. We adjust to blend into our surroundings. We grow to
be better people. We evolve to be comfortable with discovering and channeling
the various aspects of ourselves. Since personalities can vary over time, I've
realized that knowing the factors and strategies for understanding our
personalities is imperative. Methods like the Big Five Model and the Myers-
Briggs Type Indicator can be effective. Recognizing our true colors requires
putting in more effort to grasp how we are. How thoroughly do we perceive
ourselves? What's our true sense of self And how do we use our awareness of our
personality in different settings such as organizations?
As long as we exist, we will face adversity, learn from our experiences, and
grow. Every challenge and triumph in life allows us to gain insight about,
evaluate, and shape our personalities, which are what define us as humans. We
can identify the factors that influence our personality. Reflecting on my 18 years
of existence, I've realized that our nature as individuals also has a significant
impact on who we are. Our personality is built on what is innate beneath us. It is
the foundation of our identities. For instance, my mother is a powerful and
outspoken individual. In contrast, my father is more composed and lenient. I've
observed that I significantly inherited my mother's personality. Nonetheless, I
occasionally see the composure and tolerance that my father instilled in me. The
combination of genes working together as biological processes in the body has a
major effect on my maturation and thinking. The physical attributions and
cognition of a person can be determined by their inherent traits.
Aside from our inherent traits, upbringing is equally important. This is the
primary factor of personality for me. What we watch, see, and adapt to in our
immediate environment could shape our personalities. Since we are placed in an
environment where repetitive behavior occurs, we tend to adapt to it. Primarily,
the people around us shape our personalities. Our behavior, speech, and thought
patterns can be influenced by those around us. Growing up in a home where we
don't say sorry right away and prefer to downplay our mistakes, I developed an
unapologetic personality. I prefer to avoid admitting my mistakes while still
justifying myself. Still, I work on not doing this and becoming more open and
communicative with my emotions. On the positive note, my ability to be
compassionate and mindful has evolved as a result of my environment, as many
around me have taught and demonstrated the importance of these qualities.
Furthermore, culture and society have a bearing on our abilities and actions
because they impose conventions, values, and interpersonal relationships that we
must adhere to and cultivate. For example, as Fiipinos, we are inevitably
hospitable. We live with this mindset since it is already ingrained in our society
and conventions to be welcoming and pleasant to strangers and guests from all
backgrounds. Our personalities are shaped by the expressions, systems, points of
view, and actions that we recognize and understand.
Knowing oneself would not be attainable unless one is keen to put in the
effort. With personality measurement approaches, we can also attain more
accurate, bias-free, and fact-based findings. We have more ways to analyze
personality through observations, self-report surveys, tools, and theories such as
the Myers-Briggs Type Indicator (MBTI) and the Big-Five Model. Recognizing
my personality has always come from seeing developments in my conduct and
notions as I grew older. But as I grew older and learned more about the MBTI
and the Big-Five Model, my interest in them intensified. I became intrigued in
learning about myself through these ideas, seeing how my observations differed
from the outcomes and inferences of these models. Personally, I enjoyed
answering the MBTI questionnaire. I was able to reflect on my own strengths,
weaknesses and preferences. Since then, I've consistently been given the MBTI
"INTJ-T". To be honest, this reflects my attitude and behavior in various
scenarios. I am truly intuitive, autonomous, analytical, and logical in every
instance.

On the other hand, I enjoy the Big-Five Model because it includes five
qualities that could help identify my personality. Each dimension encompasses
comparable characteristics that have been scientifically tested and proven
reliable. According to Costa and McRae's Big-Five Model, openness,
conscientiousness, and assertiveness are personality traits that I possess.
Extraversion and neuroticism are two personality qualities that I am less likely
to express. I am open to new experiences, and I approach each task and problem
with inventiveness, wisdom, and curiosity. I noticed that I have this personality
whenever I face academic obstacles. I try to make challenges more interesting
and engaging to conquer by including ideas from other perspectives. In addition,
I am usually very conscientious. In my daily life, I am ambitious, disciplined,
and structured in terms of plans and goals. I also adapted this as the eldest
daughter, who is expected to be responsible, hardworking, and goal-oriented.
Ultimately, I've determined that I am an assertive person who is firm with their
decisions, communicative, and assured. I can stand on my own and set healthy
boundaries with others in order to avoid disputes, protect myself, and forbid
unwanted behavior against me. While I rarely exhibit extraversion and
neuroticism because I am not particularly outgoing. Further, I am able to self-
regulate emotions and do not allow unpleasant feelings to overwhelm me.
Personality demonstrates how humans differ substantially from one another.
One may have a trait that the other does not have. We may use our personality to
express ourselves anywhere. We might express, develop, and reflect our
personalities in our homes, schools, workplaces, and organizations. As a result,
there is a "person-organization fit" paradigm, in which an employee's personality
is considered compatible with the organization's culture and structure. Moreover,
our personality may be reflected in our behavior within an organization. This
demonstrates how vital it is for us humans to understand where our personalities
actually belong and fit. When we can recognize ourselves, we may foster
satisfaction, commitment, and clear perception. In particular, when our
personality matches our job, it boosts job satisfaction and loyalty to the firm.
When our identity aligns with our employment, we are totally content with what
 what we are doing. Having a personality is not just for ourselves; we extend our
image or identity to others as well. We could build lasting connections, attract
trustworthy people, and form deep ties with others who share our personality
traits. Additionally, when we exhibit unfavorable traits, we become more
conscious of how to make internal adjustments and improvements. Most
significantly, when we understand the factors of our personality, we may
eliminate those that are destructive to our system while strengthening holistically.
In addition, our bad inherited qualities should not be used to justify our
organizational conduct. There is still potential for personality development once
we start recognizing and eliminating what is detrimental to us. Employees in a
business should not only demonstrate their characteristics, but also learn to adapt
and progress in all areas. Having a personality is more than just having an
identity; it is about nurturing our individuality as humans in this context. Even if
our personalities are ever-changing, this only implies that we are blossoming into
individuals with elevated sense of self-worth and peculiarity over time.
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CHAPTER 4:
JOB
ATTITUDES
 Job Attitudes Representing
Our Path in Life

I have always had an unwavering sense of the future. I tend to envision who
I want to be, make plans ahead of time, and get fixated with accomplishing my
goals. Since then, I've imagined myself in the field of accounting. Still, it is
inevitable as a human to have questions and wonder how far we could get in this
world. Sometimes I mistrust myself. Am I suitable for the job? Will I be a
successful accountant five years from now? So, how do you know how far you
may pursue your dreams? How well do you understand whether your job path is
right for you? What level of assurance do we have that we are truly meant to be
doing this work? Despite the negative noises in my head, I have a deep trust in
myself. Assessing my job attitude was a key factor in deciding to pursue a career
in accounting. Knowing how I manifest my attitude into behavior can help me
understand my work ethics and job performance. My job attitudes would
represent my cognitive ability, behavior, and responses to any work obstacles or
stressors that I would encounter. In the long run, having a positive attitude
toward my job could significantly improve my job performance, relationships
with fellow workers, passion, and overall career. It is undeniable that an
individual's behavior reflects his or her outlook. I act in accordance with my
current thoughts and feelings. Nonetheless, I've realized that my attitude—
whether negative or positive—may impact my job choice, work abilities, and
career progress.
Over the course of 18 years, I've observed and reflected on my attitudes
toward situations. I've always recognized that I value working on being
compassionate, trustworthy, respectful, self-confident, and other positive
attitudes. On the contrary, there are negative attitudes that I, as a person, cannot
resist, such as being resistant to change and unadventurous in dealing with
situations that I dislike. For instance, there are things I enjoy and dislike,
expressing how I would react to certain subjects. When I don't like okra or
ampalaya, I avoid eating them. Understanding our attitudes allows us to identify
when and how to eliminate negative ones while nurturing positive ones. As we
develop attitudes, we become increasingly accountable for how we display and
communicate them to others in order to avoid conflict or adverse effects. As a
result, if we encounter incongruence or dissonance with our several attitudes, we
must be willing to learn about the underlying moderating variables such as
environment, societal pressures, people and personal experience. This is for
humans to have behavioral control and assess behavioral intentions before
behaving irrationally and create psychological discomfort within oneself due to
incongruence. Thus, it enables humans to exercise behavioral control and
examine behavioral goals before acting impulsively and causing psychological
discomfort within themselves as a result of incongruence.
What truly stands out for me is Albert Ellis' "ABC Model of Attitude". The
model's three components (emotion, cognition, and behavior) represent how an
individual's conduct is formed and expressed. I approve of how interconnected
they are and how each component impacts the others. Everything begins with how
we view or believe a subject or circumstance via cognition. Then, when we
continue to think about it, a certain feeling or reaction emerges within us as a
result of our newfound understanding or view. Finally, the behavioral component
 refers to the conduct or behavior taken in response to the situation following the
cognitive processes. For example, since I was a child, I've been told that Quiapo,
Manila, is a dangerous place where there are beggars, criminals, and
pickpockets. As I grew older, my fear of coming to Quiapo, Manila, heightened
and remained. Even if I want to visit Quiapo Church, I don't want to go because
of my perception of the place. If feasible, I would go with adults for further
safety. With my experience with this paradigm, it is clear that humans may
identify the underlying causes of their behavior through a set of beliefs, opinions,
or sentiments about a specific subject.
Furthermore, job attitudes reflect on the level of self-awareness, productivity,
healthy work relationships, career advancement, and, most importantly, job
satisfaction. When people understand their work ethics and attitudes concerning
work, they can assess the extent of alignment between their interests and beliefs
and their choice of job. Personally, as a person and student, I am very detail-
oriented, organized, analytical, adaptable, and innovative when it comes to
problem solving and situational response. I find my attitudes in working on school
activities and real-world tasks align with how an accountant should be. I feel that
accounting is an ideal match for me because I enjoy working on tasks that
demand a high degree of analytical abilities and problem solving, which I can
apply in keeping finances, devouring financial records, and examining financial
information. This shows alignment between my persona and job choice, which
may manifest in the process of becoming an accountant until I become one.
Additionally, this may enhance my motivation, discipline, and energy to deliver
high-quality results at work. While I am aware of the negative attitudes I may
exhibit at work, I can engage in self-reflection and become more responsible in
dealing with them. Promoting positive job attitudes leads to improved
organizational citizenship behaviors. This could help to foster trust, harmony,
and healthy boundaries among employees. As well, interpersonal conflicts and
miscommunication could be prevented by removing negative job attitudes. As an
outcome, it is critical to assess your coworkers' and the organization's views to
determine whether or not they are matched with your own. This is known as
"Perceived Organizational Support," a significant job attitude.
Ultimately, of all the aforementioned factors, job satisfaction is the most
significant variable in determining how our job attitudes affect our lives. When
we are able to utilize our abilities and knowledge, we feel a sense of
accomplishment within ourselves. I've understood how technical and important it
is to analyze our degree of job satisfaction even if we know our job attitudes
because this is where the implications of committing to the job will be most
evident. In addition, I'm amazed that instruments for measuring job satisfaction
exist, such as the Single Global Rating Method and the Summation Score
Method. Personally, I like the Single Global Rating Method because it asks only
a few direct and meaningful questions about one's degree of satisfaction. Having
tools like this demonstrates how important job satisfaction is. Employees that
feel genuinely connected and true enjoyment with their work, regardless of
income, are satisfied with their performance and outputs. Beyond that, persons
become more actively interested in their task and exhibit a strong sense of self-
control. On the other hand, when dissatisfaction occurs, humans may be able to
identify the negative attitudes and dissonance that cause it. Most importantly, we
can prioritize our mental, emotional, and physical well-being. Overall, everything
starts with us. It is truly a matter of embracing ourselves and being keen to grow,
not just in our attitudes. When we progress in all aspects, it extends to our
established goals, job, and future. Everything else will indeed flourish. It is
crucial to understand the core factors, such as attitude, in order to have a work
worth staying and a life worth living.
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CHAPTER 5:
MOTIVATION
CONCEPTS
 The Vehicle Towards
Organizational Success

What keeps a person moving forward in life? Amidst hurdles, self-doubt, and
disappointments, what motivates you to continue and complete every endeavor in
your daily life? Every human being carries motivation, which serves as a vehicle
for directing us toward the path we desire and belong to. It is apparent how
strong motivation can be in altering our thoughts and behavior towards achieving
our goals, job, and life aspirations. Every motivation I have keeps me energized
and reminds me of why I am living my life. I am continually pushed to be more of
an effective worker, student, and person. Without motivation, we would be unable
to assess the amount and extent of effort exerted in self-improvement and goal
achievement. In an organizational context, it is critical to examine and
comprehend the motivations that keep individuals productive, passionate, and
efficient at work. Aside from this, motivation theories developed in the early
1950s have proven useful for managers. These include Maslow's Hierarchy of
Needs Theory, McGregor's Theories X and Y, Herzberg's Two-Factor Theory,
and McClelland's Theory of Needs. As time passed, contemporary ideas
emerged, including Cognitive Evaluation Theory, Goal-Setting Theory, Self-
Efficacy Theory, Equity Theory, and Expectancy Theory. These theories are
wonderful to me because they were all well-conceived and might be used as a
guide to increase workplace motivation. Yet, given the differences in human
nature, which theory should be employed in organizations? How do motivation
concepts shape our perceptions of how to cultivate motivation at work? What
theory of motivation strikes a deep resonance with people?

Understanding motivation requires knowing an individual's level of intensity,

direction, and persistence. I feel that motivation to strive in everyday life and
achieve organizational goals is demonstrated via behavior. Employees who
demonstrate a strong sense of tenacity, enjoyment, commitment, and enthusiasm
are more likely to be driven to work and create high-quality results. After
considering the importance of motivational theories, I am still intrigued by
Maslow's Hierarchy of Needs Theory. The concept is well imprinted in my brain
because I encountered and studied it numerous times in school. Nonetheless, the
five requirements stated in this theory (psychological, safety, social, esteem, and
self-actualization) continue to play a vital part in my life, serving as motivators
for me to work hard and do my best. In real life, I don't strictly adhere to the
order as long as I'm still pursuing self-actualization. Each level might actually
motivate people to work harder and progress one level at a time.
Among the early theories, I believe Herzberg's Two-Factor Theory is the
most useful for managers. It taught me that employee satisfaction and
dissatisfaction may be assessed via hygiene and motivation factors such as
payment, supervision quality, recognition, job security, and promotional
opportunities. Recognizing what people want and keeping them engaged can help
organizations succeed. For example, obtaining such recognition, high pay, and
opportunities in the workplace may boost motivation. Personally, when my
efforts are recognized and appreciated, I am delighted and motivated to work
harder. What more for employees who are constantly stressed, burned out, or
underperforming? Knowing the root causes of dissatisfaction and eliminating
them can help them feel better and operate more productively.
 In terms of contemporary theories, I particularly like Edwin Locke's Goal-
Setting theory. If this concept were applied to me, I believe I would be more
driven and dedicated to my work. Setting difficult yet attainable goals could
increase my motivation to achieve them. Knowing the specific organizational
goals fuels my motivation to be innovative, critical, and enthusiastic throughout
the process. I've observed that when jobs are challenging yet rewarding to do,
employees grasp them better. For instance, my father is a desktop engineer, and
when he knows exactly what he needs to accomplish, even if it is difficult, he is
motivated because he knows what to do. Most importantly, this theory
demonstrates how positive, consistent feedback and constructive criticism
improve engagement among employees and managers. It is critical for employees
to understand where they can develop in order to achieve their goals. I believe
each feedback gradually creates opportunities for continual learning and
progress.
Motivation theories may aid managers become more observant, accountable,
visionary, and adaptable. However, negative factors such as stress, burnout, low
energy, and organizational conflicts should be addressed by managers who are
connected with their personnel. Because, even if an employee works hard,
thinking negatively in an instant reduces their motivation to continue. Just like
me, when I get a wave of uncertainties and burnout while doing my studies, I
sometimes give up for a while and occasionally encounter an academic slump. On
the contrary, when I am motivated, I complete my assignments quicker and more
effectively. Ultimately, any unmotivated and motivated individual in an
organization may be simply recognized by their behavior at work. When they
show signs of stagnant development, they may be unmotivated. When they show
signs of enthusiasm and consistently develop good results, they may be motivated.
Consequently, it is vital to understand individuals' levels of motivation through
their behavior and boost them. Motivation can still be sustained in an
organization using theoretical frameworks and other strategies. Having
empowering concepts and objectives for staying motivated, not only at work but
also in everyday life, allows us a greater capacity to change obsolete habits and
achieve long-term goals. Positive motivating forces cause organizational
relationships, personality, and, most significantly, work performance to flourish
over time. Undoubtedly, motivation shapes humans to partake in goal-directed
behaviors with the aim to fulfill organizational and personal success.