UNIT-I

1. Meaning and Definition of Personality

Like many terms in psychology the word personality has a long popular usage. The term
personality is derived from the Latin root persona which means mask. In olden days the actors used
to put on the mask while coming on the stage so that their identity would not be made known to
the audience.
We may define personality as the individual social stimulus value. According to this the
personality of an individual refers to the behaviour and the physical appearance of an individual
and also how an individual impresses upon others by his behaviour. However the judgement of
others may be wrong because the behaviour of an individual towards others varies from person to
person and from time to time. Therefore it is wrong to judge a personality of an individual in terms
of social stimulus value.
G.W.Allport defines personality as "the dynamic organization, with in the individual of those
psychological systems that determines his unique adjustment to his environment". According to this
definition, the various psychological traits which determine the personal adjustment of the
individual are organized into a dynamic unit. So there is always flexible adjustment to the
environment.
Morton Prince defines personality as "Sum total of all, the biological innate dispositions,
impulses, tendencies, appetites and instincts of the individual and the acquired disposition and
tendencies.
Munn states that personality may be defined as "the most characteristic integration of an
individual structure, modes of behaviour, interest attitudes and abilities and aptitudes, especially
from the point of adjustment in social situations". This definition is a comprehensive one which
includes all the points about personality. Hence this definition is regarded as to most suitable one.

2.Psychoanalytic Theory of Personality

According to Sigmund Freud's Psychoanalytic Theory of Personality, personality is composed
of three elements. These three elements of personality viz. the id, the ego and the superego. work
together to create complex human behaviours. Sigmund Freud has given the topography of the
mind, which is also called Freuds Iceberg model for unconscious, preconscious and conscious.

The Id
The id is the only component of personality that is present from birth. This aspect of personality is
entirely unconscious and includes of the instinctive and primitive behaviours.

The id functions primarily based on the pleasure principle, wherein our mind seeks to achieve
pleasure and avoid any form of pain. The id is very important in early part of our life, because it
ensures that an infant's needs are met. If the infant is hungry or uncomfortable, he or she will cry
until the demands of the id are met. However this sort of behaviour by an adult would be both
disruptive and socially unacceptable.
-:2:The Ego
The ego is the component of personality that is responsible for dealing with reality. According to
Freud, the ego develops from the id and ensures that the impulses of the id can be expressed in a
manner acceptable in the real world. The ego functions in the conscious, preconscious,
and unconscious mind.
The ego operates based on the reality principle, which strives to satisfy the id's desires in realistic
and socially appropriate ways. The reality principle weighs the costs and benefits of an action before
deciding to act upon or abandon impulses. In many cases, the id's impulses can be satisfied
through a process of delayed gratification - the ego will eventually allow the behaviour, but only in
the appropriate time and place.
The Superego
The last component of personality to develop is the superego. The superego is the aspect of
personality that holds all of our internalized moral standards and ideals that we acquire from both
parents and society--our sense of right and wrong. The superego provides guidelines for making
judgments. According to Freud, the superego begins to emerge at around age five.
There are two parts of the superego:
1. The ego ideal includes the rules and standards for good behaviours. These behaviours
include those which are approved of by parental and other authority figures. Obeying
these rules leads to feelings of pride, value and accomplishment.
2. The conscience includes information about things that are viewed as bad by parents and
society. These behaviours are often forbidden and lead to bad consequences, punishments
or feelings of guilt and remorse.
The superego acts to perfect and civilize our behaviour. It works to suppress all unacceptable
urges of the id and struggles to make the ego act upon idealistic standards. The superego is present
in the conscious, preconscious and unconscious.
****
The Big Five Factors
Our various personality traits are generally categorized into what is referred to as the Big
Five Factors: extroversion, agreeableness, conscientiousness, neuroticism, and openness to
experience.
Openness Being curious, original, intellectual, creative and open to new ideas.
Conscientiousness Being organized, systematic, punctual, achievement-oriented and dependable.
Extroversion Being outgoing, talkative, sociable and enjoying social situations.
Agreeableness Being affable, tolerant, sensitive, trusting, kind and warm.
Neuroticism Being anxious, irritable, temperamental, and moody.
Each of these five factors is actually a sort of mega pair of opposites: extroversion v. introversion,
openness v. closedness, neuroticism v. emotional stability, agreeableness v. hostility,
conscientiousness v. spontaneity. For example, we find that there is one whole set of words which
describe either aspects of extroversion (outgoing, energetic) or its opposite, introversion (shy,
withdrawn).

*****
2.Determinants of Personality
Personality is the outcome of a continuous personal quality development process. The role of
personality becomes clear in a particular situation. It is the result of personal quality interaction in
a particular condition.
The factors that determine personality are many, but nature and nurture really are the
fundamental building blocks of the personality. Everyone on the earth has an individual personality
that is reflective of their genetics and upbringing. The following are the major determinants of
personality:-

-:3:

Biological Factors
Cultural Factors
Family Factors
Social Factors
Situational Factors

(1) Biological Factors

(i) Heredity:
Heredity is the transmission of the qualities from the ancestor through a mechanism primarily lying
in the chromosomes of the germ cell. Heredity predisposes a certain mental, physical, and
emotional states. It has been established that psychological characteristics can be transmitted
through heredity. Physical stature, facial attractiveness, sex, temperament, muscle composition
and reflexes, energy level, and biological rhythms are characteristics that are generally considered
to be either completely or substantially influenced by parents.
Heredity approach argues that the ultimate explanation of an individual's personality is the
molecular structures of the genes, which are located in the chromosomes.
(ii) Brain:
Brain is the second biological approach to determine personality. The structure of brain determines
personality. However the psychologists are unable to prove empirically the contribution of human
brain in influencing personality. Father and children generally adopt the same type of stimulation.
(iii) Physical Features:
Perhaps the most outstanding factor that contributes to personality is the physical stature of an
individual. An individual's external appearance is proved to be having a tremendous effect on
personality. For example, the fact that a person is short or tall, fat or thin, handsome or ugly, dark
or fair will undoubtedly influence the person's effect on others and in turn will affect the selfconcept.
(2) Cultural Factors:
The accepted norms of social behaviour are known as culture. Culture was traditionally considered
as the major determinant of an individual's personality. It refers to traditional practice, customs,
procedure, norms and rules and regulation followed by the society. The western cultures influence
on Indian society is the best example of the cultural factor.
(3) Family Factors:

Family is the first factor affecting personality development, after hereditary characteristics are
endowed. Familys role is very important for nurturing and personality development of their
children. Children nurtured under a warm and loving environment are positive and active as
compared to children neglected by their parents. Children develop negative personalities if their
parents dont have good relationship. Proper parental guidance to children makes them active and
efficient.
(4) Social Factors:
Social factors are also major factors which influence to determine individual personality. It involves
the reorganization of individuals in an organization or society. Socialization process is starting from
home and extending to work environment in an organization or society.
(5) Situational Factors:
Situational factors are very important to change the individual behaviour in a different
circumstance at different situations. In general, personality is stable and consistent and it does
change in different situations. Many a times, the behaviour of a person is determined not by how
that man is but by what the situation is in which he is placed. An employee who is hard working
and always gets ahead may prove lazy and trouble maker if he is put under unfavourable situation.
This aspect is very important because it can be kept in control by the management.
*****
-:4:3.Assessment of personality
Personality assessment, is the measurement of personal characteristics. Assessment is an
end result of gathering information intended to advance psychological theory and research and to
increase the probability that wise decisions will be made in applied settings (e.g., in selecting the
most promising people from a group of job applicants).
Personality assessment is conducted through
1) Behavioural observations,
2) Interviews,
3) Objective Personality Tests/Paper and pencil tests and
4) Projective techniques.
In order to be useful, such assessments must be constructed using the established criteria of
standardization, reliability, and validity. The information can be used in several areas, including
clinical work, vocational counseling, education, and research.
1.
o
o

Behavioural observations
Most people use behavioural observations to form impressions of others.
Such observations are also an important part of clinical assessments by clinical
psychologists and other professionals.

2.

Interviews
Interviews, during which subjects' behaviours are observed. It may be structured or
unstructured.
a. Structured interview
The Structured Interviews are very formal. The participants will be asked set questions which
have previously been carefully thought out in order to get the best findings for the research. As
these questions have already been set, the participants will all receive the same questions in the
same order which makes the research fair and able to collect quantitative data.
b. Unstructured interview

Unstructured interviews are very informal and provide qualitative data (descriptive data). As the
interview is informal, more like a chat than an interview the participants may feel a lot at ease
in the situation. Unstructured interview is effective in finding out more about the candidates
personality, how a candidate reacts in a pressure situation and in learning other details about a
candidate before making hiring decision.
3.

Objective Personality Tests/Paper and pencil tests

Objective personality tests are usually self-report inventories. Self-report inventories are
paper-and-pencil tests that require people to answer questions about their typical behavior.
Commonly used objective tests include the MMPI-2, the 16PF, and the NEO Personality Inventory.
Many objective tests are used for a variety of purposes. In order to be useful, such tests must
be reliable i.e., they must yield very close scores each time they are administered to a particular
individual.
Advantages of Self-Report Inventories :
Self-report inventories are useful because they allow psychologists to get precise answers to
standardized questions. All subjects who take a test answer the same questions, and all subjects
have to select answers from the same range of options. Inventories are also objective, which means
that different people scoring the same test would score them in the same way. However, these
scores might be interpreted differently by different people.
Disadvantages to self-report inventories :
Self-report inventories often contain transparent questions, which means subjects can figure out
what a psychologist wants to measure. Therefore, subjects can lie intentionally fake personality
traits they dont really have. Researchers who develop tests address this problem by including lie
scales in tests, which provide information about the likelihood that a subject is lying.
-:5:When filling out an inventory, people might state what they wish were true, rather than what is
true. Test developers can minimize this bias by dropping questions that are likely to evoke it. People
sometimes dont understand the questions on the test. Test developers try to address this issue by
wording questions very clearly so that they have only one possible interpretation. People sometimes
dont remember aspects of the experience they are asked about.
4.
Projective Personality Tests
Projective personality tests require subjects to respond to ambiguous stimuli, such as pictures and
phrases, that can be interpreted in many different ways. Projective tests are based on the projective
hypothesis, which is the idea that people interpret ambiguous stimuli in ways that reveal their
concerns, needs, conflicts, desires, and feelings.
Clinical psychologists and researchers often use two projective tests: the Rorschach test and the
Thematic Apperception Test.
The Rorschach Test
The Rorschach test consists of a series of ten inkblots. Psychologists ask subjects to look at the
inkblots and describe what they see, and the psychologists then use complex scoring systems to
interpret the subjects responses. Scores are based on various characteristics of responses, such as
the originality of the response and the area of the blot described in the response. The Rorschach
gives psychologists information about the subjects personality traits and the situational stresses
the subject may be experiencing.
The Thematic Apperception Test

The Thematic Apperception Test (TAT) consists of a series of pictures containing a variety of
characters and scenes. Psychologists ask subjects to make up stories about each picture and look
for themes that run through the subjects responses. For example, a person with a high need for
achievement may consistently come up with stories that have achievement-related themes.
*****
4.Misconceptions and Clarifications
There are lots of misconceptions regarding the personality and personality development among the
people, they are:
Personality is all about external appearance :
External appearance is one aspect of personality but it is not the only aspect. While personal
grooming is important, the mental, emotional, and spiritual aspects of personality are also
important. The inner being and inner self are the essential aspect of personality.
Personality is limited to body language:
Personality is limited to body language. According to psychologists all of us have personality. Body
language has to supplement personality, not replace it. If you are a calm balanced person, your
body language will automatically match your behaviour not Vice versa.
Some people have a personality, some do not:
All of us have a personality. When we understand that personality is also about thinking, creativity,
intelligence, adjustment to environment, we can break the myth that only macho males and
beautiful females have a personality. According to psychologists all of us have personality.
*****

-:6:UNIT-II
1. (i) SELF ANALYSIS THROUGH SWOT
SWOT analysis is a strategic planning method introduced by Albert Humphrey. SWOT is an
acronym for Strengths, Weaknesses, Opportunities and Threats. By definition, Strengths (S) and
Weaknesses (W) are considered to be internal factors over which you have some measure of control.
Also, by definition, Opportunities (O) and Threats (T) are considered to be external factors over
which you have essentially no control.
POSITIVE/
INTERNAL

NEGATIVE/
EXTERNAL

STRENGTH

WEAKNESS

SWOT Analysis is the

most renowned tool for audit and
analysis
of
the
overall OPPORTUNITY
strategic position of the business
THREATS
and its environment. Its key
purpose
is
to
identify
the
strategies that will create a
firm specific business model that
will
best
align
an
organizations
resources
and
capabilities to the requirements of the environment in which the firm operates. It views all positive
and negative factors inside and outside the firm that affect the success. A SWOT analysis can be
carried out for a product, place, industry or person.
1. Strengths - Strengths are the qualities that enable us to accomplish the organizations mission.
These are the basis on which continued success can be made and continued/sustained. Strengths
can be either tangible or intangible. Strengths are the beneficial aspects of the organization or the
capabilities of an organization, which includes human competencies, process capabilities, financial
resources, products and services, customer goodwill and brand loyalty. Examples of organizational
strengths are huge financial resources, broad product line, no debt, committed employees, etc.
2. Weaknesses - Weaknesses are the qualities that prevent us from accomplishing our mission and
achieving our full potential. These weaknesses deteriorate influences on the organizational success
and growth. Weaknesses are the factors which do not meet the standards we feel they should meet.
Weaknesses in an organization may be depreciating machinery, insufficient research and
development facilities, narrow product range, poor decision-making, etc. Weaknesses are
controllable. They must be minimized and eliminated. For instance - to overcome obsolete
machinery, new machinery can be purchased. Other examples of organizational weaknesses are
huge debts, high employee turnover, complex decision making process, wastage of raw materials,
etc.
3. Opportunities - Opportunities are presented by the environment within which our organization
operates. These arise when an organization can take benefit of conditions in its environment to plan
and execute strategies that enable it to become more profitable. Organization should be careful and
recognize the opportunities and grasp them whenever they arise. Opportunities may arise from
market,
competition,
industry/government
and
technology.
Increasing
demand
for
telecommunications accompanied by deregulation is a great opportunity for new firms to enter
telecom sector and compete with existing firms for revenue.
4. Threats - Threats arise when conditions in external environment jeopardize the reliability and
profitability of the organizations business. They compound the vulnerability when they relate to the
weaknesses. Threats are uncontrollable. When a threat comes, the stability and survival can be at

stake. Examples of threats are - unrest among employees; ever changing technology; increasing
competition leading to excess capacity, price wars and reducing industry profits; etc.
*****
7:-

(ii) JOHARI WINDOW

Johari Window is a model for self-awareness, personal development, group development and
understanding relationship A simple and useful tool for understanding and training self-awareness,
personal development, improving communications, interpersonal relationships, group dynamics,
team development and intergroup relationships. It is developed by American psychologists Joseph
Luft and Harry Ingham in the 1950's, calling it 'Johari' after combining their first names, Joe and
Harry. This tool is relevant due to emphasis on, and influence of, 'soft' skills, behaviour, empathy,
cooperation, inter-group development and interpersonal development.
Known to
self

Unknown
to self

Known
to
others

Open area

Blind Area

Unknown
to
others

Hidden
area

Closed area

1. Open area
It is information about the person - behaviour, attitude, feelings, emotion, knowledge, experience,
skills, views, etc., which is known by the person ('the self') and known by the team ('others'). The
aim in any team is to develop the 'open area' for every person, because when we work in this area
with others we are at our most effective and productive, and the team is at its most productive too.
The open free area is the space where good communications and cooperation occur, free from
distractions, mistrust, confusion, conflict and misunderstanding.
2. Blind area
What is known about a person by others in the group, but is unknown by the person him/herself.
It could also be referred to as ignorance about oneself. Also include issues that others are
deliberately withholding from a person. The aim is to reduce this area by seeking or soliciting
feedback from others and thereby to increase the open area, i.e., to increase self-awareness. Team
members and managers take responsibility for reducing the blind area - in turn increasing the open
area - by giving sensitive feedback and encouraging disclosure. Managers promote a climate of nonjudgemental feedback, and group response to individual disclosure, and reduce fear.
3. Hidden area
What is known to ourselves but kept hidden from others, and therefore unknown. Represents
information, feelings, etc, anything that a person knows about him/herself, but which is not
revealed or kept hidden from others. Relevant hidden information and feelings, etc, should be
moved into the open area through the process of 'self-disclosure' and 'exposure process'.
Organizational culture and working atmosphere have a major influence on team members'
preparedness to disclose their hidden selves. The extent to which an individual discloses personal
feelings and information, and the issues which are disclosed, and to whom, must always be at the
individual's own discretion.
4. Unknown self

Information, feelings, latent abilities, aptitudes, experiences etc, that are unknown to the person
him/herself and unknown to others in the group. Can be prompted through self-discovery or
observation by others, or through collective or mutual discovery. Counselling can also uncover
unknown issues. Again as with disclosure and soliciting feedback, the process of self discovery is a
sensitive one. Managers and leaders can create an environment that encourages self-discovery, and
to promote the processes of self discovery, constructive observation and feedback among team
members.
*****

-:8:2. ELEMENTS OF MOTIVATION

Introduction
Motivation is, as the word itself suggests, a motive for action. Motivation is, basically, the reasons
for what you do. One can do the wrong things for the right reasons and the right things for the
wrong reasons, but motivated persons do the right things for the right reasons.
A vision that motivates is the standard constant for success across all social classes and/or
lifestyles. It does not matter how many years a person spent in classrooms, a motivating vision is
the common denominator for achievement. President Abraham Lincoln never went to school; he
became President because he had a vision that motivated him. In addition, his vision was so
powerful that it motivated everyone around him and that energy motivated the country.
Three Elements of Motivation: Motivation starts with the desire to be free, to be free from
dependency on others, freedom to live the lifestyle we dream of, freedom to explore our ideas. Total
freedom is not possible or desirable, but the struggle to achieve that ideal is the basis for
motivation.
Motivation is built on three basic elements:
1. Motivation starts with a need, vision, dream or desire to achieve the seemingly impossible.
Creativity is associated with ideas, projects and goals, which can be considered a path to freedom.
2. Develop a love-to-learn, become involved with risky ventures and continually seek new
opportunities. Success is based on learning what works and does not work.
3. Developing the ability to overcome barriers and to bounce back from discouragement or failure.
Achievers learn to tolerate the agony of failure. In any worthwhile endeavour, barriers and failure
will be there. Bouncing back requires creative thinking as it is a learning process. In addition,
bouncing back requires starting again at square one.
3. Seven Rules of Motivation
#1 Set a major goal, but follow a path. The path has mini goals that go in many directions.
When you learn to succeed at mini goals, you will be motivated to challenge
grand
goals.
#2 Finish what you start. A half finished project is of no use to anyone. Quitting is a habit.
Develop the habit of finishing self-motivated projects.
#3 Socialize with others of similar interest. Mutual support is motivating. We will develop
the attitudes of our five best friends. If they are losers, we will be a loser. If they are
winners, we will be a winner. To be a cowboy we must associate with cowboys.
#4 Learn how to learn. Dependency on others for knowledge supports the habit of
procrastination. Man has the ability to learn without instructors. In fact, when we learn the
art of self-education we will find, if not create, opportunity to find success beyond our
wildest dreams.
#5 Harmonize natural talent with interest that motivates. Natural talent creates motivation,
motivation creates persistence and persistence gets the job done.
#6 Increase knowledge of subjects that inspires. The more we know about a subject, the
more we want to learn about it. A self-propelled upward spiral develops.

#7 Take risk. Failure and bouncing back are elements of motivation. Failure is a learning
tool. No one has ever succeeded at anything worthwhile without a string of failures.

****
-:9:-

4.Techniques & Strategies for Self Motivation

Here are some tips that you can follow to improve your self-motivation 1. Get out of your usual comfort zone
Dont be afraid to make mistakes. Wisdom helps us avoid making mistakes and comes from making
a million of them, said Mike Moore, an international motivational speaker and writer. Great things
usually happen outside of our comfort zones and this is a skill you definitely need to master on
your way to self-confidence.
2. Finish what you start
This is a problem for many people; they are quick to work on something new or take up a challenge,
but when it comes to pulling through, they simply dont. Make an effort to finish off what you have
started this is a great way to accomplish your goals and improve your self-esteem.
3. Educate yourself
Read motivational books, follow industry leaders, or watch video clips of famous speakers doing it
right. An informed person will always make better choices and seize opportunities where they
present themselves.
4. Believe that you can do it
Many therapists will agree that this is probably the first step in gaining self-confidence. Think
about it; if you dont believe in something, how can you accomplish it? Dont get held back on this
stumbling block know that you have the ability to accomplish your goals.
5. Never give up when you are frustrated
Keep going and focus on your end goal. Moving forward is the only way you will ever reach your
potential; there is no success in failure. Visualizing what you want to accomplish is a common
technique that many motivational speakers will encourage; it helps you to stay focused and
constantly remind you why you are doing something. Your mind will associate pain and pleasure
with success and failure; so it will help you to visualize all the rewarding aspects that come with
success, while reminding you of all the negatives in failing a task or goal.
All of these aspects can significantly contribute to self-motivation, but remember the basic rule: you
have to want it.
****
5.MOTIVATON CHECKLIST AND GOAL SETTING principle of SMART.
1. Set goals. Be sure they are realistic and achievable. Make them small to start.
2. Establish rewards for progress toward your goals.
3. Expect set-backs and when they happen, re-direct and renew your energy toward your goals.
Dont give up.
4. Use the power of positive thinking and believe in yourself. Overcome discouragement.
5. Tell others what you are trying to accomplish and seek support from loved ones.
6. Learn to say no to options and distractions that deter you from your goal.
7. Establish routine and regular exercise; meditation, prayer or yoga, which will help you to
cultivate discipline.

8. Use positive imagery to help you achieve your goals. Imagine yourself as you will be and feel when
your goal is achieved.
9. Spend time reflecting or talking to others about what has stopped you from achieving your goals
in the past.
10. Post reminders and inspirational quotes in prominent places about what you want to achieve.
11. Get professional help and support to overcome physical or mental roadblocks (depression and
anxiety are just two examples)
12. Practice extreme self care. Good health is essential to positive thinking and feeling, which will
take you a long way toward achieving your goals.
6.SMART Goal Setting
Motivation can be defined as a concept used to describe the factors within an individual which
arouse, maintain and channel behaviour towards a goal. Another way to say this is
that motivation is goal-directed behaviour.
-10There are two types of motivation: external and internal. They are that which comes from within us
or from outside in the environment a social group for example, like a team. Now dont get caught
up in whether it should be external or internal, just recognize that its motivation a purpose,
cause, reason.
Whether to lose weight for your health or to enjoy your family, its important to recognize what
motivates our actions. To learn what you really should pursue as your primary passions, I
encourage you to pick up a pen and a piece of paper and jot down the goals you want to reach.
Have two sets of goals, one for today and one for long term goals. Look at each goal and evaluate it.
Make any changes necessary to the long term goals, while going after the short term ones everyday.
You know youve selected a goal when it meets the criteria as a SMART goal. Goals must meet the
following test:
S = Specific
M = Measurable
A = Attainable
R = Realistic
T = Timely
Specific
Goals should be straightforward and emphasize what you want to happen what motivates you.
Specifics, defined goals help us clearly define what we are going to do and focus our efforts in it
pursuit.
Specific is: What, Why, and How.
WHAT are you going to do? Use action words such as direct, organize, coordinate, lead,
develop, create, plan, build, make, do, etc.
WHY is this important to do at this time? What do you want to ultimately accomplish?
HOW are you going to do it? What are the means to make it happen? (By way of...).
Ensure the goals you set are specific, clear and easy. Instead of setting a goal to lose weight
or be healthier, set a specific goal to lose 10 lbs. or to start exercising.
Measurable
If you can't measure it, you can't achieve it. In the big picture sense, the goal statement is a
measure for the project. If the goal is accomplished, there is progress and success. Success can be
measured on different time lines as well. Along with daily goals, there are usually several smaller
measurements or short-term goals milestones - that can be built into the long term goal.
Whether short term or long term, choose a goal with measurable progress, so you can see the
change occur. Be specific when you see will your reach your goal. There is an element of quantity
and time. This shows the specific target to be measured. "I want to be rich" is not as measurable,
but I want to earn a million dollars in 5 years, is measurable. When you reach your target dates,

you experience the exhilaration of achievement that spurs you on to continued efforts required to
reach your goals.
Attainable
Goals you set which are too far out of your reach, you probably won't commit to doing. Although
you may start with the best of intentions, the knowledge that it's too much for you means your
subconscious will keep reminding you of this fact, and will stop you from even giving it your best.
A goal needs to stretch you slightly stretching your abilities. While it may be out of your comfort
zone, you should still feel you can do it, though it may need a real commitment from you. For
instance, if you want to lose 20lbs in one week, we all know that isn't achievable. But setting a goal
to lose 1lb in a week, and when you've achieved that, aiming to lose another 1lb, will make it
attainable and will keep it achievable for you.
The feeling of success which this brings helps you to remain motivated.

Realistic
Realistic, in this case, means "do-able." It means that the learning curve is not a vertical slope but
the skills needed to accomplish the work are available or can be acquired. The efforts and project fit
with the overall strategy and goals both in the short term and the long term. A realistic project may
push the skills and knowledge of the people working on it but it shouldn't break them. It shouldnt
it be so easy either that the progress is immeasurable, and the sense of accomplishment in
negligible.
-11 In the process you need to devise a plan or a way of getting there which makes the goal realistic.
The goal needs to be realistic for you and where you are at the moment. You cant win the lottery
unless you buy a ticket, as the expression goes. A goal of never eating sweets again may not be
realistic for someone who really enjoys them.
It may be more realistic to set a goal of eating a piece of fruit a day instead of a piece of candy. You
can then choose to work towards reducing the amount of sweets gradually as this feels realistic for
you.
Set goals that you can attain with some degree of effort. If they are too difficult, you may set the
stage for failure. Too low and you send yourself the message that you aren't very capable. Set the
bar high enough for a satisfying achievement but not too high so that you feel frustrated and
dispirited!
Timely (Time bound)
Set a timeframe for the goal: for next week, in three months, by the end of the year. Putting an end
point or end date to your goals gives you the centre of the clear target to aim for or work towards. It
also provides closure and an element of assessment and measurability of your progress.
If you don't set a time, your commitment is too vague and scattered. It tends not to happen because
you feel you can start at any time. Without a time limit, there's no urgency to starting or taking
action now, no necessity in acquiring the resources or the skills to make it happen.
Time must be measurable, attainable and realistic.
*****

SPECIALISED ORGANISATIONS AND AGENCIES OF UNITED NATION

No.

Acronyms

Agency

FAO

Food and Agriculture Organization

IAEA

International Atomic Energy Agency

ICAO

International Civil Aviation Organization

IFAD

International Fund for Agricultural Development

ILO

International Labour Organization

IMO

International Maritime Organization

IMF

International Monetary Fund

ITU

International Telecommunication Union

UNESCO

United Nations Educational, Scientific and Cultural Organization

10

UPU

Universal Postal Union

11

WBG

World Bank Group

12

WIPO

World Intellectual Property Organization

13

WMO

World Meteorological Organization

14

UNWTO

World Tourism Organization

15

UNODC

United Nations Office on Drugs and Crime

16

WHO

World Health Organization

17

UNICEF

United Nations Children's Fund

18

UNHRC

United Nations Human Rights Commission

19

UNEF

United Nations Emergency Force

20

UNEP

United Nations Environment Programme

1. NOBEL PRIZE WINNERS FOR 2015

2. Prime Ministers visit to US and Ireland
3. Health Effects of tobacco
4. Spread of dengue fever and prevention methods