Paper Example on Calling and Vocation Questionnaire

2021-06-04 17:22:02
3 pages
680 words
University/College: 
University of California, Santa Barbara
Type of paper: 
Course work
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Step 1 involved completion of the assessment and summarization of the results.

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A high score in the first part is an indicator of a high degree of sense to my banking operations calling. The third and fourth questions hand a significantly high reflecting or the determination to get my true calling in the banking service sector. It is clear that I gunned excellent scores in both sections of questioning and that can be attributed to my continuous quest to maintain and expand my calling.

Step 2 involves reflection on what the results reveal about me and respond to the questions.

What have you learned from completing the exercise?

Completing this assessment was important in understanding my values, personality, skills and interests. It is a good thing to note that my drive goes beyond the pay and instead it trickles down to personal satisfaction. Interesting enough, it has been my ambition to be a bank. The society considers this as a successful career. The fact that I'm self-aware casts doubts whether this is my calling or I'm the one perceiving it in that light. Sometimes Monday come, and I wish I were in a different career or even staying at home. There is probably my ideal calling somewhere.

How has your self-understanding increased?

Before taking the assessment analysis my calling seemed to be banking, yes I like it. Sometimes I feel empty in this career. I feel like I'm contributing in suffocation of the humanity with exorbitant interests on loans and assets. I spend most of my life pampering the rich while the middle class and the poor cannot access my services. I have a calling, and maybe banking is not my calling as I thought. I need to get more satisfaction from my job other than just the pay. My view and understanding towards my career have revolutionized.

What does the assessment reveal about your potential strengths and weaknesses as an ethical change agent?

I will start licking at the strength where aggression is very conspicuous in the first instance. I also exhibit analytical, intellectual power, adaptively and open-mindedness that often present itself as flexibility.

On the flip side, I also acknowledge to having some weaknesses that need to be checked. To start with, my response to criticism is destitute. I take a lot of criticism as personal as opposed to being a tool for betterment. Another weakness is impatience. Being too focused on success has precipitated a scenario where I become impatient when success delays or never comes. This is not necessarily a poor habit. With fine tuning, it can lead to lots of success.

Based on the assessment, how can you improve your effectiveness as an ethical change agent?

Despite the banking sector being multifaceted and ever changing, there is need to take a keen look at the definable competencies that can be learned and understood. A real change agent has to have the ability to

Diagnose problems: understanding drivers and pillars that hold the banking sector and being able to perform critical analysis and to understand both their short-term and long-term effects on the banking operation.

Build a relationship with clients: Trust comes along by a combination of many factors that include relationship, perceived competence and risk factors.

In addition to the discussed issues, a qualified change agent should implement plans to achieve change goals, solve problems, set a leadership agenda and the visions are articulated.

Step 3 Outlining specific measures you will take to become a more efficient change agent based on the analysis in step 2.

There being a clearly articulated model of competency for change agents is one thing, acquisition of skills and knowledge has over time proves to be important. We mention four elements that are crucial to developing confidence and competence. The steps are:

Education and training

Practice opportunities

Feedback and reflection

Support system

Reference

Dik, B. J., Eldridge, B. M., Steger, M. F., & Duffy, R. D. (2012). Development and Validation of the Calling and Vocation Questionnaire (CVQ) and Brief Calling Scale (BCS). Journal of Career Assessment, 20(3), 242-263. doi:10.1177/1069072711434410

Johnson, C. E. (2016). Organizational ethics: a practical approach. Thousand Oaks, CA: SAGE.

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