Constructive criticism People, who become fully dedicated to their jobs, often have a hard time, while dealing with constructive criticism, directed at them. I am not the exception. My professional duty, as IT professional, used to include supervising the group of 30 employees, who possessed certain executive powers. At the same time, I was also working on the other project, which I associated with the prospects of my professional advancement. Since I assumed that employees under my supervision were capable of setting up their own working schedule, I did not pay close attention to whether these schedules allowed workers to realize their full potential. Apparently, quite a few employees decided to use the fact that I trusted them little too much to their own advantage. As result, the completion of the first project was not progressing as fast as it was originally anticipated by my superiors. Therefore, it was only natural, on their part, to suggest that I might need to reconsider my priorities.
My project Manager criticized me for not concentrating equally on both projects, which he suggested was the main reason why I continued to experience professional difficulties at workplace. He suggested that it was wrong, on my part, to allow my passion for the second project to affect overall effectiveness of my performance, as Module Leader. The project Manager wanted me to understand a simple fact that, even though some professional duties might not have a universal appeal, they nevertheless need to be executed. As Module Leader, I was expected to apply equal amount of time, while working on both – first and the second projects. The fact that I was clearly leaning towards giving preference to the second project did not have any logical explanation. I simply enjoyed working on it more, because of purely emotional considerations.
... project after the evaluation. It could create biased results because the PM might avoid a bad working relationship with the employee ... a goal for employees Provide a positive working environment Retain employees Diversity of activities Develop skills and potential Employees need to be ... people in the workplace. HR staff is spending more time recruiting, hiring and training replacements. The HR plan is ...
The second project represented a bigger challenge, in professional sense of this word, and, since I like dealing with challenges, I was subconsciously drawn to it more then to the first project. However, as my project Manager has rightfully pointed out, it did not give me the right to adopt a neglecting attitude, in regards to the first project. At first, I found it very difficult to look at the criticism, which was directed at me, from objective perspective. In fact, initially I thought that the reason why project Manager was criticizing my ways of addressing professional issues is that he simply did not like me personally. However, as time went by, I began to realize that he actually had a very good point, while telling me to start paying more attention to the first project. It helped me to accept his criticism, as something that was actually meant to help me, rather then to expose my professional weaknesses to others. After I had realized this, it became clear to me that I would have to discipline myself to the point, where I can master my own emotions at workplace, in order to prevent them from negatively affecting the quality of my performance.
I was able to open up to constructive criticism and it benefited me enormously. It is important to understand that we all tend to make mistakes, every once in a while. What counts, is our ability to recognize them as mistakes early enough, in order to avoid our professional performance being undermined by subjective factors. At present time, I am equally focused on supervising both projects. I try not to get too involved with either of them, because it would provide grounds for my colleagues to suggest that I am being professionally biased. It also allows me to look at these projects from the perspective of remote observer, which makes it possible to assess projects dynamic properties.
... subject, 2) price, 3) offered, 4) quantity, and 5) time for performance. Now applying one of the methods by which a contracts ... Jim handling any other expenses. Jim's offer lacked quantity, time for performance, and definite communication. Thus, this intended contract is non ... subject, 2) price, 3) offered, 4) quantity, and 5) time for performance and it must be communicated to the offered. Applying the ...
At the same time, the fact that I have learned of how to accept constructive criticism, does mean that I would tolerate groundless accusations, regarding my performance at work. In order for the criticism to be constructive, it cannot accentuate on the negativity alone. At the time I was being criticized by my project Manager, he used to stress out that the reason he does it is to increase my professional value. Had he suggested that I was not professionally adequate, it would probably cause me to ignore his criticism altogether. Nevertheless, it did not happen, because we both acted as responsible individuals, while being equally subjected to various emotions, throughout the ordeal..