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a Work Ethic
a Work Ethics

  

a 6 he work ethicµ is a phrase that describes actions and beliefs
of certain people.
a For Example: If a person works very hard and exhibits a great
deal of pride in that work, that person is said to have a good
6work ethic.µ
a hese people tend to be loyal, dependable, self-motivated, and
satisfied workers.
a hey believe that they have an obligation to work hard in order
to provide for their families, contribute to the economic health
of their community, and achieve a level of success for their own
self-esteem.
a he 6work ethicµ concept originated back in the early
Protestant church, as part of the Reformation movement in
Europe.
a People believed that God had given them each a talent, gift,
or skill (or maybe several skills) that they were expected to
use to the best of their ability.
a o not use their God-given abilities in service to their fellow
citizens was a form of sin, and the 6Reformationalistsµ
dedicated their entire lives to avoiding sin.
a hey wanted to serve God and their fellow citizens with all
their heart, thus fulfilling their purposes in life.
a us you may see, some aspects of this 6work ethicµ concept
remain in our society today.
a he moral obligation that many people feel to engage in
productive, demanding, and appropriate work comes from
these religious roots.
a In fact, our society sees this desire as a very good one.
Employers are pleased when their employees exhibit qualities
of this 6work ethic.µ
a he more of these qualities the worker exhibits, the better
worker he or she is considered to be.
a £o the 6work ethicµ could be defined

6as the belief that one should work diligently, beyond

minimum expectations, striving for excellence in every
aspect of the labor. his belief, along with resulting similar
actions by a worker, makes for an employee that any
supervisor would be pleased to have.µ

  

a With an 6sµ on the end, 6work ethicsµ means something slightly
different.
a With roots in the same religious belief system, the 6ethics of the
workplaceµ are usually thought of today as a set of moral standards
for each trade, profession, or job classification.
a For example, psychologists would never disclose information
about their clients outside of their professional duties. o do so
would be a violation of their workplace ethics (or their
moral/professional standards).
a u good mechanic would never repair one item in a car while
sabotaging another part to malfunction later. It would be
unethical.
a In the same way, it is considered unethical to advertise a certain
product as having certain qualities if it really doesn·t.
£

 
 
   
 

  

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udd up your score and see
where you could improve:
udd up your score and see where you could improve:

a 40-50 - what a worker!

a 30-40 - not bad, most employers would be happy
a 20-30 - you could stand to improve your work ethic
a below 20 - you may soon be unemployed
a 6 hat work ethic became Ripken·s true calling card. He
became a legend for showing up at spring training in
midseason condition and never seemed to tire as he fielded
one ground ball after another during pre-game warm-ups.
Younger players found it impossible to keep up, even as
Ripken became one of the game·s 6graybeardsµ at age 41.
6 hat was stubbornness as much as anything else,µ he says of
his unwillingness to let men half his age outwork him.
6£ometimes, stubbornness is a negative. It was a positive for
me.µµ
ure Personality est Color
Blind?
M $
%
 
% 
a Factor I- Extraversion, £ociability, £urgency
a High
a £ociable
a Energetic
a udventurous
a Enthusiastic
a Outgoing
a Low
a Quite
a Reserved
a £hy
a Factor II-  
 
a High
a Forgiving
a Kind
a uppreciative
a rusting
a £ympathetic
a Low
a Cold
a Unfriendly
a Quarrelsome
a Factor III -  
  
a #
a Organized
a horough
a Deliberate
a Responsible
a Precise
a Low
a Careless
a Disorderly
a Frivolous
a Factor IV - 2
$
%" 
)
a High
a ense
a Moody
a unxious
a Fearful
a ouchy
a Low
a £table
a Calm
a Contented
a Factor V - ´ 2 

a Curious
a Imaginative
a Wide interests
a Original
a Intelligent
a Low
a Narrow interests
a £imple
a £hallow
a Extraversion and Conscientiousness- highly predictors of
success in obtaining jobs
a Black Psychologists question the appropriateness of the five
factor model for ufrican umericans
a It doesn·t describes the Blacks because their personality has
been shaped by the adverse cultural influences of generations
of racial prejudice.
a he real question 6 Whether the five
factor model of personality can be
related to job success for Blacks?µ
a 6 he results of a study by Collins and Gleaves (1998)
regarding job applicants indicated no significant differences in
the Five-Factor Model between ufrican umerican and
Caucasian applicants, although both groups tended to provide
socially desirable survey responses regarding the Five-Factor
dimensions.µ
M  




 &
a 1. Blacks- left more unanswered questions, more reluctant to
reveal aspects of their personality because of a general
distrust and culture paranoia
a 2. Past experience motivated Blacks to distort their
responses
a http://www.outofservice.com/bigfive/
 here may be more than six billion people
on the planet, but many researchers believe
variations in human behaviours and
characteristics can be boiled down to five
broad personality groups. Find out just how
neurotic or extrovert you are by taking
Daniel Nettle's personality test
M ' 
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a Very unlikely = 1
Moderately unlikely = 2
Neither likely or unlikely = 3
Moderately likely = 4
Very likely = 5
a  & '
()
a Very unlikely = 5
Moderately unlikely = 4
Neither likely or unlikely = 3
Moderately likely = 2
Very likely = 1
a 1. £tart a conversation
a 2. Make sure others are comfortable and happy
a 3. Use difficult words
a 4. Prepare things for advance
a 5. Feel blue or depressed
a 6. Plan parties or social events
a 7. Insult people
a 8. hink about philosophical or social questions
a 9. Let things get in a mess
a 10. Feel stressed or worried
For each dimension, 2, 3 and 4 are low scores, 5 and 6 are
low-medium, 7 and 8 are medium-high, and 9 and 10 are
high scores.