If my superior looks forward to me being humble, I am not able to lead by example (Cameron 51). Asking for the impossible from known employees is a waste of time and reducing such defects of work is recommended. Therefore, supporting people with capital and labor force, and in times of crisis, will be able to maximize the efficiency of job performance. Eventually, my little humility will decrease the workload. One should be able to listen more than they speak, and active encouragement towards certain workers can be able to voice their concepts. The delegation of authority and responsibility can also bring about liability towards such employees. Individually, I can practice humility in the workplace to create a more pleasant-sounding and cooperative work surrounding since people feel as if they could contribute to ideas devoid of fear (Li (Annie) 18).
Developing humility and modesty can be brought about by use of other strengths that can compensate room for such virtues in my work activities and relations. Humility and modesty can also be developed if there were more role models and examples in the workplace. Practicing humility and modesty begins with the internal development of these virtues the people we are normally toughest on is ourselves (Cameron 55). Intercultural Training in Hotel Workplaces.
Cameron, Kim. Positive Leadership: Strategies for Extraordinary Performance: Easyread Edition. New York: ReadHowYouWant.com, 2009
Li (Annie), Xu. A Framework for Intercultural Training in Hotel Workplaces. Auckland: Auckland University of Technology
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