Recent orders
Employee Assistance Program
An employee assistance program is considered as an arrangement between a corporation or a government agency, as the employer in this case, and the employee. It was established with an aim of curbing substance abuse, intoxication and major emotional distress in the workplace. This program provides a variety of support programs to the employees that help them with work-related difficulties (Richard 2009). Further, they assist employees with problems that may originate from outside the workplace but which will in one way or the other affect work-place attendance or on-the-job performance. It also includes services such as legal and financial services, child and elder care, mental health, housing, career planning and retirement among other services that are detrimental to the wellbeing of the individual. These services are offered to the employee and can also be given to the members of the employee’s family. The EAP consultations and referrals are free and confidential. The employer assumes all the cost implications (Richard 2009).
The cases of family feuds are a major hindrance to working performance in many working areas. A friend who was facing difficulties in raising the children due to the increasing charges in the present day cares was having difficulties in making it to work on time. This made it hard for her to concentrate on her work performance and keep at per with the working conditions. However, the EAP was there to assist her in taking care of the children and looking for a daycare for her children. Another instance was when a family friend was faced with a risk of being thrown out of the house by his landlord due to unpaid dues. The EAP offered financial services that assisted him sort out his financial problems and concentrate on his job. Further, they offered counseling services that enabled him manage his earnings and budget for it without living out any essentials that require being sorted out (Mannion 2004).
Work-related violence is taken to be incidents where people are abused, assaulted or threatened in circumstances relating to their work. This will involve an explicit or implicit challenge to the safety, health or well being of the worker. There are three broad forms that encompass these violent behaviors. There is the non-physical violence which merely includes intimidation, threats or abuse. There is the physical violence which may include punching, pushing or kicking. Then there is the aggravated physical violence which includes the use of weapons like knives, bottles or glasses (Kirk, 2003). By all means, violence in the work place can cause poor morale for the employees and poor image for the employer’s company. Extra costs will be incurred in terms of employee absenteeism, higher premium and legal fees, and compensation for cases of negligence.
Looking at two types of violence at the workplace, we note that there is more than meets the eye. Service user violence is one type where individuals receiving the service are frustrated say with the service delivery or some other products of the company’s core business activities. If EAP is carried out before hand, then the employee would have undergone counseling to assist them in keeping up with the working conditions and the expected efficiency (Kirk, 2003). The root cause of the inefficiency would have noted and rectified before it reaches extremes.
Domestic violence is the other type of violence that is perpetuated by individuals outside the organization but have a direct relationship with an employee in the organization. The EAP is very helpful in this case as the individual can attend counseling services that would ease up tension at home. With there being a chance for the individual’s family to undergo therapy, then the other member, whether a spouse or partner is also welcome to attend the sessions. This will decrease the rates of derailing the work place and increase the efficiency of the worker. Another plus will e that they will patch up things with the help of a qualified counselor (Kirk, 2003).
References:
Kirk, D. J. (2003), “Guidance and Training Advice for Business Owners and Managers: Violence in the Workplace.”, Business and Society Review 108: 523
Mannion L P. (2004) what works and what doesn’t: Employee assistance programs, Alabama; Greenwood Publishing Group
Richard M. A. (2009) wellness/enhancement programming: Employee assistance programs. Florida: Charles C Thomas Publishers
Employee adoption of information security measures in the manufacturing sector using extended TAM under a quantitative study
Dissertation Title
Employee adoption of information security measures in the manufacturing sector using extended TAM under a quantitative study Change Matrix for Revisions made as per comments
Comment Change
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Section 1. Research Problem, Significance, Question(s), Title
1.1 Research Study State the research problem your study will investigate, including its background. See Instructions. Significant developments in understanding information technology (IT) security measures in information systems has been in existence for decades (Kim, Tao, Shin, & Kim, 2010; Liang & Xue, 2010). Despite an increased investment in technology aimed at increasing system security whose lack is the main problem being addressed, striking failures that constitute much of the problem exist. Security breach in using information systems withinin leading organizations like HP is one of such failures. The same issue exists in mobile technology (Subashini & Kavitha, 2011; Weber, 2010). Concern on the issue has increased especially in the digital age (Bélanger & Crossler, 2011). Nevertheless, increased investment in security has not contributed much in stopping security breaches as seen in previous studies and surveys (Subashini & Kavitha, 2011). Consequently, the problem to be addressed entails the ability to adopt information security systems’ measures as an aspect of end-user behavior when using an information security system. Armerding (2012) indicates that incidence and severity of data breaches are related to size of organization and industry, with large organizations and those operating in the financial sector most affected. Human factors pose the greatest threat to security issues, which is typically a major challenge to organizations since human conduct contributes to most system vulnerabilities as well as security breaches (Chiu, Lin, & Tang, 2005; Jones, McCarthy, & Halawi, 2010). This aspect raises great security concerns (Alice, 2010; D’Arcy, Hovav, & Galletta, 2009; PEW, 2013).
Bélanger and Crossler (2011) have conducted a study on security issues focusing on the digital age and indicated that information systems have a significant weakness. It has been difficult to determine whether participants provide the desirable answers expected of them or not with self-reported data. A major problem could be in adhering to information security policies as studied by Bulgurcu, Cavusoglu, and Benbasat (2010). Jones et al. (2010) intended to determine the mode of conducting study and its coverage in developing the sampling procedures. Similarly, no insights or empirical studies on employee adoption of information systems security measures based on specific industries, with studies assuming that adoption is similar across all sectors (Chuttur, 2009; Jones et al., 2010).
1.2 Purpose of the Research
State the purpose of the study. Typically, the purpose is to contribute to knowledge and solve the research problem. See Instructions. The purpose of this quantitative study is to establish the relationship between independent factors like employee perception, attitudes, and management support to the user behaviors regarding information systems security measures under the Theory of Planned Behavior. The independent variables, which include employees’ perceptions, attitudes, and management support, determine the change in the dependent variable. Behavior in using information security system measures is highly considered (Trochim, 2006; Vogt, 2007). The factors considered in this case will be evaluated according to their effect on the user behavior regarding the use of information system. Factors like employees’ perceptions, attitudes, and management support have the potential of influencing employee adoption regarding the use of information system security measures for a specific industry. The industry of concern is the manufacturing industry that could be found to have either vast differences or no differences between organizations and employees when it comes to observing information security measures. Differences among employees could also occur within a given company. The industry has reported high incidences of security breaches due to unobserved security protocols (Rieback, Crispo, & Tanenbaum, 2007).This research uses a non-experimental study with the original Technology Acceptance Model (TAM), as an outgrowth of the Theory of planned Behavior (TPB), which will be extended to be comparable to the one used in Jones et al. (2010).
The research aims to extend the original TAM model for comparison to that of Jones et al (2010) in order to take into account the attitudes of the employees with regards to their peers, managers, and supervisors, or the job with respect to the same model according to Kozar, Larsen, and Lee (2003). This is because their attitudes may affect the intention of the employees to adopt and follow information systems security measures (Phelps, Nowak, & Ferrell, 2000). This would be done, through an empirical research, using a theoretical framework according to the Theory of Planned Behavior on which TAM is based. The Theory of Planned Behavior considers attitude and subjective norm as important constructs. Literally, the study by Jones et al. (2010) showed that subjective norm highly influenced employees’ intention to adopt and use system security measures. The model by Jones et al. (2010) is applied by considering companies operating in the US in a specific industry, and by incorporating the variable of management support. This marks one of the gaps to be addressed. Further, by determining the influence generated by the attitudes of the employees with regards to their peers, managers, and supervisors, or the job, this research extends the use of Jones et al. (2010) extended TAM model, which incorporates management support as the intervening variable on subjective norms according to Jones, McCarthy, Halawi, and Mujtaba (2010).
Management support is incorporated in this study as an independent variable alongside employees’ attitudes and perceptions, while factors such as age and management level are used as intervening variables. The research provides new insights into ways of promoting employee acceptance of technology as well as assist in the development of appropriate security measures through the analysis of employee attitudes, management support and external controls on technology acceptance levels. An empirical study of the management support would validate the development of intervention measures relating to employee support.
1.3 Significance of the Study.
Describe the significance of your study’s investigation of the research problem. Include a statement of the study’s particular significance to the field of Organization and Management. See Instructions. This study is significant because it shows the usefulness of the study of the research problem to all stakeholders: system developers, policy makers, entrepreneurs, and managers, and information system users since it will offer additional insights with regards to promoting employee adoption and acceptance, as well as use of computer information system security measures. Managers can gain new insight into ways that promote employee acceptance and use of security systems policies, particularly for large corporations, by using the findings of the study. The empirical study will also help in determining the major factors that influence employees’ adoption of information systems security measures.
The research will thus contribute to new knowledge about the adoption information system and the respective security measures within a specific industry such as manufacturing, which may contribute to reducing system security measures adoption failures in organizations. Important information and insight is also provided, which security professionals and management can use in designing information security measures that promote usage by employees, and communicating them to the employees (Jones et al., 2010). Its significance to the academic field of study is that students, using future researcher, can gain an insight of the problem from a broader perspective since the study would bring together various aspects from previous studies and include some aspects that have never been tackled in such studies. Researchers would also gain a basis of arguing for the need to focus on information security measures even at an individual level (Chin, Felt, Sekar, & Wagner, 2012).
1.4 Research Question
Write out your research question. If there are sub-questions or more than one, number them accordingly. See Instructions. Using information system is a sensitive practice, but some employees within some organizations may not observe the necessary security measures adequately. The failure in this aspect could be associated with a number of factors, which are the variables to be used for the research. The statistical model used to test the omnibus/overall hypothesis is TAM, which is a modification from Jones et al. (2013) using a probability sample obtained using the random sampling method.
These variables then lead to the following research questions:
Main RQ: To what extent do employees’ perceptions, attitudes, and management support predict end-user behavior in adopting information security systems based on the theory of planned behavior?
Sub-Questions
RQ1: To what extent do employees’ perceptions predict end-user behavior in adopting information security systems, based on the theory of planned behavior?
RQ2: To what extent do employees’ attitudes predict end-user behavior in adopting information security systems, based on the theory of planned behavior?
RQ3: To what extent does management support predict end-user behavior in adopting information security systems, based on the theory of planned behavior?
1.5 HypothesesFor each quantitative question and sub-question (sub-Q), list hypotheses for their investigation. Give nulls and alternates for each sub-Q. See Instructions. Ho1: There is no significant relationship between employees’ perceptions in predicting end-user behavior when using Information Systems
Ha1: There is a significant relationship between employees’ perceptions in predicting end-user behavior when using Information Systems
Ho2: There is no significant relationship between employee attitudes in predicting end-user behavior when using Information Systems
Ha2: There is a significant relationship between employees’ attitudes in predicting end-user behavior when using Information Systems
Ho3: There is no significant relationship between management support influence to employees’ behavioral intentions when using Information Systems
Ha3: There is a significant relationship between management support influences to employees’ behavioral intentions when using Information Systems.
1.6 Method overview Briefly describe the methodologies and methods (data collection, statistical models, and analysis) that will be used to conduct the study. The proposed method is a quantitative study that is non-experimental. Quantifiable data is used to derive a solution to the research problem as a quantitative study. A meaningful research design would be considered for the quantitative study. The design is based on targeting major corporations in the manufacturing industry approach on a sample of 2*102 respondents from 10 leading major corporations in the manufacturing sector, specifically those operating in the US. This implies that from each corporation, 20 respondents would be selected from 10 corporations through random sampling and the final list maintained for the research. Permission will be obtained from the responsible management. This sample size would be large enough to minimize biasness of the research results. Only the corporations having information systems security measures in place would be considered. An online survey tool, specifically Survey Monkey, will be used. The link for the survey will be distributed via e-mail to potential respondents. Questionnaires will be used for the survey. Each of the respondents would be chosen randomly and completely by chance. All the respondents would have an equal probability of being selected from any of the 10 corporations during the sampling process. The technique would be a surveying technique that is hardly biased (Yates, David, Daren, 2008).
Partial Least Squares (PLS), which is an element-based structural equation modeling method, will be used to analyze the data collected. PLS graph, build 1126, version 3 will be used for data analysis. The guidelines specified in Chin et al. (2003) shall be followed while analyzing the data; additionally, other exemplars in Information Systems research will also be followed. Modeling of the constructs will be done using reflective indicators. Employee attitude will be coded as per the score of each participant, while perception will be coded as an ordinal variable; this will be consistent with Davis (2000).
Ordinal data would be tested for normality in order to be used for parametric testing with respect to the numerical scores placed on the variable (Sheskin, 2007). Prior to indicating the terms of interaction, the variables will be mean-centered at the indicator level. This will help limit certain multicollinearity. To test the various PLS models, bootstrapping method will be employed.
1.7 Dissertation Title
Do not write the title until Items 1.1-1.6 are complete. See Instructions. Employee adoption of information security measures in the manufacturing sector using extended TAM under a quantitative study
DISSERTATION RESEARCHERS: STOP!!!
If this RP is for your dissertation (after comps), forward completed Section 1 plus your references gathered so far (section 8) to your Mentor for review and for Specialization Chair’s Approval. (Work on your full Literature Review while waiting for topic approval)
Section 2. Overall Methodology and Approach
2.1 Research Design
Describe your research design in words. See Instructions. The study would be based on a quantitative research methodology, which focuses on gathering data, usually in numerical form. The data would then be generalized across large groups of people, especially employees within similar organizations. A non-experimental approach shall be used on a sample of 200 respondents from 10 leading major corporations in the manufacturing sector, specifically those operating in the US. From each corporation, 20 respondents shall be considered for the research. Each of the companies must have information systems security measures in place. Since the research is quantitative in nature, quantitative methods of data collection and analysis shall be used for the survey. An online survey tool and a Survey Monkey will be used since the data will be collected through online means. To make the online survey possible online questionnaires will be distributed via e-mail to potential respondents, which would be done through the Survey Monkey audience service. The potential respondents will be typically selected using a random sampling technique. Each of the 10 organizations will offer an opportunity for testing the research model in real world settings. The potential respondents will be derived from the ten different organizations offering different functional areas. In all the ten organizations, data will be collected over a period of five months with four measurement points. The data shall then be compiled for analysis. The analysis shall also be quantitative.
2.2 Approach
Quantitative approaches include experimental, quasi-experimental, or non-experimental. Please state the approach, then how it is consistent with your research problem/question. See Instructions for details. The approach that shall be utilized for this study, as has already been mentioned, shall be a non-experimental approach, which either describes something that has happened or evaluates the relationships between variables. This approach is selected since this study has a number of independent variables that are to be studied against a dependent variable, which cannot be manipulated; the research question is what drives this study. Non-experimental research approach is used in determining the nature of a given situation as it is at the time of a given study. With this kind of approach, no control or administration of treatment is required as is the case with experimental approach. Despite the fact that non-experimental is not usually meant to test hypothesis, a casual comparative approach, which is directed towards hypothesis testing is used. This hypothesis testing is used because it can provide a good description of the relationship between perceptions, attitudes, and management support influence when using Information Systems.
2.3 Methodological Model
Describe the statistical model. If using a particular quantitative model (e.g., structural equation modeling or a specific kind of regression analysis), describe it here. The model must align with the research question. If not, type N/A. See Instructions for details. PLS, Partial Least Squares, which is an element-based structural equation modeling method, will be used to analyze the data collected. PLS graph, build 1126, version 3 will be used for data analysis. According to Chin, Marcolin, and Newsted (2003), PLS have very minimal restrictions with regards to the sample size used as well as the distributional assumptions. The guidelines specified in Chin et al. (2003) shall be followed while analyzing the data; additionally, other exemplars in Information Systems research will also be followed such as Structured Equation Modeling (SEM). Modeling of the constructs will be done using reflective indicators. Employee attitude will be coded as per the score of each participant, while perception will be coded as an ordinal variable; this will be consistent with Davis (2000). Prior to indicating the terms of interaction, the variables will be mean-centered at the indicator level. This will help limit certain multicollinearity. Bootstrapping method will be employed to test the various PLS models.
2.4 Rationale
Discuss how your design is suited to answering your research question(s). See Instructions for details. The 10 organizations will offer an opportunity for testing the research model in real world settings. This design will enable hypothesis testing, specifically allow for the description of the relationship between perceptions, attitudes, and management support influence when using Information Systems. The use of a large sample would provide results that reflect close to the actual population being studied due to lack of biasness.
Section 3. Framework, Constructs, Variables, Operational Definitions
3.1 Theoretical Framework
Describe the business theory base that guides or focuses this study or defines the constructs it will investigate. See Instructions. Previous studies using TAM such as Jones et al. (2010) have focused more on three wide areas including some of them replicating TAM and focusing on psychometric features of TAM constructs; other have offered theoretical underpinning of great importance for TAM constructs, specifically with regards to perceived ease of use and perceived usefulness; others have sought to extended the TAM model by adding some more constructs as determinants of the original TAM constructs. The behavioral theory also explains two of the three constructs, attitude and perception in terms of cognitive dissonance theory and the self-perception theory respectively.
Such theories explain how these variables relate to one another and the way they can influence the adoption of information security measures by employees. Motivation theory of management could be used for management support construct to strengthen the moderation aspect of the variable as discussed further in the paper. Further, studies into employee adoption of information system security measures that have been carried out using the extended TAM such as that of Jones et al. (2010), have focused on self-reported data, which are usually considered to cause a lot of concern since it is difficult to accurately rate their behavior. In fact, with self-reported data, it is difficult to determine whether participants’ gives expected desirable answers or the most truthful answers.
There are no insights or empirical studies on employee adoption based on specific industries as well. Most studies assume that such adoption is similar across all sectors (Chuttur, 2009; Jones et al., 2010). With this in mind, this research develops a theoretical framework which incorporates and somewhat extends TAM with the aim of assessing the factors that influence employee adoption and use of information system security measures for a specific industry, the manufacturing industry, which has reported high incidences of security breaches.
The TAM model proposed is comparable to that used in Jones et al. (2010) but takes into account additional constructs including the attitudes of the employees with regards to their peers, managers, and supervisors, or the job. This is because employees’ attitudes may affect the intention of the employees to adopt and follow information systems security measures. Thus, this theoretical framework is based on the Theory of Planned behavior. This is because the Theory of Planned behavior considers attitude and subjective norm as important constructs. In fact, the study by Jones et al. (2010) also showed that subjective norm had the largest effect on employees’ intention to adopt and use system security measures. Further, by determining the effect of the attitudes of the employees with regards to their peers, managers, and supervisors, or the job, this research extends the use of Jones et al (2010) extended TAM model which incorporates management support as the intervening variable on subjective norms. Management support is however incorporated as the intervening variable on employees’ attitudes to use in this study.
The research consequently provides new insight into ways of promoting employee acceptance of technology as well as assist in the development of appropriate security measures through the analysis of employee attitudes, management support and external controls on technology acceptance levels. An empirical study into the management support would validate the development of intervention measures relating to employee support.
3.2 Unit(s) of Analysis
Describe the unit(s) of analysis for this study. Typically, the unit of analysis will be individual or group. Multiple research questions may require different units of analysis. See Instructions. This study focuses on analyzing employee behavior and adoption of information security systems. In order to analyze employee adoption of security systems, data regarding employee perceptions, attitudes, and management support will be collected, and will be used to determine whether these variables influence employee adoption of security systems. In this study, the unit of analysis is an individual from the sample versus a behavior portrayed by the individual, particularly, employee attitudes and perception with regards to adoption of information security systems. In this regard, to determine and accept whether the hypothesis is probably true or false, certain steps are taken. The research questions and the related hypothesess being addressed are:
Main RQ: To what extent do employees’ perceptions, attitudes, and management support predict end-user behavior in adopting information security systems based on the theory of planned behavior?
Sub-Question and Respective Hypotheses
RQ1: To what extent do employees’ perceptions predict end-user behavior in adopting information security systems, based on the theory of planned behavior?
Ho1: There is no significant relationship between employees’ perceptions in predicting end-user behavior when using Information Systems
Ha1: There is a significant relationship between employees’ perceptions in predicting end-user behavior when using Information Systems
RQ2: To what extent do employees’ attitudes predict end-user behavior in adopting information security systems, based on the theory of planned behavior?
Ho2: There is no significant relationship between employee attitudes in predicting end-user behavior when using Information Systems
Ha2: There is a significant relationship between employees’ attitudes in predicting end-user behavior when using Information Systems
RQ3: To what extent does management support predict end-user behavior in adopting information security systems, based on the theory of planned behavior?
Ho3: There is no significant relationship between management support influence to employees’ behavioral intentions when using Information Systems
Ha3: There is a significant relationship between management support influences to employees’ behavioral intentions when using Information Systems.
3.3 Constructs
Define each construct required by the research question and title. Provide citations showing your theoretical framework. Number each construct. See Instructions. Various constructs are required by the research questions and title in this study. A construct refers to a conceptual term that describes a scenario that cannot be directly observed; it is basically an abstract idea or image meant for a given study. The constructs are defined as follows:
Employees’ Attitudes
The study evaluates employee behavior particularly, employee attitudes and perception with regards to adoption of information security systems. Attitude and perception are mainly attributed to lack of experience among people. Attitudes and perception can be explained through the Cognitive Dissonance Theory, which allows the action of dissonance between the factors causing levels of uncomfortable feeling and a determination wavering thereby reflecting the need to change due to this. This aspect could ultimately generate some variation in the way employees respond to the use of information systems (Jeffrey, 2005).
Employees’ Perception
The study also evaluates employees’ perceptions towards the use of information security measures. Perception is essentially the way an individual perceives something in terms of the benefits or issues associated with it (Ion & Langheinrich et al., 2010). The theory of Self-perception can explain this construct and accounts for attitude formation among people. According to the theory, individuals develop their attitudes due to lack of experience (Laird, 2007). The lack of experience determines the way people would perceive something such as using information security measures in the case of this study.
Management Support
The research investigates employees’ behavioral intention to adopt and use information security measures and the relationship to management support, employee attitudes and employee perception. Management happens within an organizational setting that is well structured with prescribed roles, and it is set to achieve aims and objectives by influencing employees’ efforts. Management support can be achieved through the Theory of Motivation, in which the management provides the best motivational support possible to its employees (Kautish & Thapliyal, 2012).
The IVs (Independent Variables) in this study are employee’s perception and employee’s attitudes while the dependent variable is the employees’ behavioral intention to adopt and use information security systems. Management support, on the other hand, acts as an MV, Moderating Variable. Other MV, Moderating Variables related to the research question and the hypothesis include: (i) age, (ii) level of management or work, and (iii) years of employment. Age is a demographic variable used as an MV. It has some impact on Internet usage besides haltering the attitude and perception of people towards the use of information security measures (Teo, 2001; Zukowski & Brown, 2007).
3.4 Variables (Definitions of Constructs as variables)
Define each construct (in Item 3.3) as a variable. Provide citations to theoretical framework or previous research supporting the selection of variable type. See Instructions. Employee’s Perception: Perception refers to people’s sensory experience of their environment, involving both recognition and actions in response to environmental stimuli and contributes to the way one perceives something in real life (Goldstein & Cialdini, 2009). In this study, employee perceptions are considered as being reality; it is what the employees perceive or consider about security measures regardless of the management’s intent about security measures (Sandhu & Samarati, 1994).
Employee’s Attitude: Attitude can be defined as being an investigative and evaluative judgment either unfavorable or favorable that is directed or is possessed by an individual towards an object, attitude object according to Laird (2007) An object or attitude object can either be concrete, such as the internet, or abstract, such as information technology security measures.An individual or a group could depict the attitude. (Sarker, Valacich, & Sarker, 2005). Usually, employees are typically somewhat biased towards those objects, in which their examination is positive; they are also against those attitude objects in which their evaluation is negative.
Management Support: Management support is a moderating variable. Management support entails the use of prescribed roles to assist employees in their activities by enhancing their efforts. The support can be offered through employee motivation, through guidance, leading by example, as well as through encouragement (Kautish & Thapliyal, 2012). The theory of motivation can be useful in this case such as security protection motivation (Herath & Rao, 2009). In their study, Kautish and Thapliyal (2012) investigated decision support system and established that it is highly related to knowledge management, which is an aspect of management support.
3.5 Operational Definitions
Present an operational definition for each construct you will measure (with citations for published measures). See Instructions. Employee’s Attitude: In this study, the interest is to the extent to which an employee’s attitude towards information system’s security measures are moderated by their age, employment or management level, and management support.
Employee’s Perception: The interest in this research is to the extent to which an employee’s perception of information system’s security measures is moderated by their age, employment or management level, and management support. The perception can determine the effort employed in the fight to protect information (Sovern, 1999).
Management Support: The interest in this research is show the effect of each independent variable with respect to the support by the management can influence information security measures among employees within the 10 corporations.
3.6 Relationships among Variables
1) State the relationships between or among variables. Ensure consistency with research question and title. 2) Draw a picture of the relationship of the relationship of the DVs, IV and any other variables with the appro
Employability And Personal Development
Employability And Personal Development
Personal development, relationships as well as, careers can be improved with good and well-developed social skills. However, people with anxiety, particularly social society always find social situations to be unbearable. Improving social skills and building a solid social network can help in improving self-esteem, increase satisfaction in the job while improving relationships along with providing a more well-balanced life. One source for pretty reliable advice is what has been repeated throughout a person’s life, but not throughout history. However, time tested advice, advice that have been rediscovered over a period of time often has a good deal of practical value (Hutchings, Sue, &Judy 2002, pg 189). Therefore, I think that this also applies to ways of improving social skill and building solid social network in the future. In summary, this paper will discuss on how to improve social skill and to build solid social network in the future.Improving social skill is significant because it builds a confidence interacting with people as well as, developing strong communication skills that would increase the chance for successful relationships, hence building a solid social network in the future. Social skills can be improved through good communication skills. It is evident that people are not born with good communication skills like any other trial; however, it is learned through error, trials and repeated practice. Presently, social skills have become an integral part of functioning both in communities and organizations. Therefore, displaying good manners, communicating effectively with others and expressing personal needs are all essential components of solid social skills.There are various ways in which social skills can be improved. These include being smart small. For instance, if talking to a crowd of people is a scary proposition, one can start small. This means that, one does not necessarily need to start out by having a long and a meaningful conversation with others, but he/she can simply share a smile with someone. Starting small is significant in increasing a persons’ confidence. The other way of improving social skills is through use and practice. Social skills may be practiced, however, people with anxiety may find this to be a scary prospect. In spite of all these, the good news is that any type of social interaction can help a person to develop his/her skills, which will help them in building a solid social network even in the future.The other way to improve social skills is through observing the behaviors of people with good social skills. For instance, in a workplace, people usually get to socialize with other people from different background. Some of them may be having good social skills while others may be having bad social skills. Therefore, if one wants to improve his/her social skills which will hell in building solid social network in the future, he/she should interact with people who have good social skills by watching on how they act while trying to emulate some of their habits.Conversely, a future solid social network can be built by making social skills a priority in life. Study shows that interpersonal skills cannot improve without practice as well as, dedication; as a result, a person should schedule time at least each day to work specifically on social skills. Social skills should be made a priority rather than avoiding it. Developing social skills within a person prepares them for a healthier interacting in all aspects life (Alston, 2005, pg. 134). Proficiency in reflective, creative, and collaborative skills can be developed through joining a support group. For instance, talking with other people with anxiety can help a person to feel more comfortable as well as, enabling one to practice their skills (Sidell, Nancy, & Denise, 2008, pg. 145).Improving social skills and building a future solid social network can be developed through observing how other people react to one another. This is not by becoming over analytic and worrying about what others may be thinking about someone else, but watching on other people’s reactions so as to determine what is working and what is not working. This is significant because it will help a person to improve the skills which work as well as, discard what is not working.Accepting mistakes is also another way in which a person can develop his/her social skills that will build a solid social network in the future. Everyone makes mistakes, therefore, if one makes a mistake, he/she should be ready to admit, this will help in noting what did not work well, hence trying it out once more. However, one should not spend a lot of time going over mistakes that were once done given that not all people will be judgmental about ones behaviors (Csóti, 2009, pg.145).Having knowledge on how to build rapport is also important in improving social skills. Good rapport can be practiced by feeding back what one has heard while reflecting back language and speech such as tone and words. Good rapport includes improving body language. Body language plays a significant part in building solid social network in the future, for instance at workplaces or training centres, people may be taught on how to improve on their words, whereas they learn to improve their language and words to impress, but when these people grow up, they learn very little beyond improving their words (Broadhead, 2004, pg. 167). Conversely, empathy, and interest in others’ situations can also help in improving ones social skills as well as developing a solid social network with others in the future. For example, a fascination with another’s conversation does not only increase an individual’ comfort levels, but make them feel motivated (Hargie, Owen, Christine & David, 2006, Pg. 134).ConclusionImproving social skills are the most significant set of abilities one can have. Great social skills help people to get what they want, meet other interesting people, despite the fact that some other people are naturally blessed with good social skills as well as, easy smooth conversation. Conversely, lack of good social skills can cause anxiety and depression. Most people find it easier to talk, and listen confidently, but like any set of skills, social skills can be learned, honed and developed by anyone. However, social skills training are significant of building confidence, hence a solid social network in the future.
Lists of References
HYPERLINK “http://www.bibme.org/” o “Edit this item” Alston, Margaret. Rural Social Work Practice. London: EContent Management Pty Ltd., 2005.
HYPERLINK “http://www.bibme.org/” o “Edit this item” Broadhead, Pat. Early years play and learning: developing social skills and cooperation. London: RoutledgeFalmer, 2004.
HYPERLINK “http://www.bibme.org/” o “Edit this item” Cooper, Cary L.. Developing social skills in managers: advances in group training. New York: Wiley, 2006.
HYPERLINK “http://www.bibme.org/” o “Edit this item” Csóti, Márianna. Developing children’s social, emotional, and behavioural skills. London: Continuum, 2009.
HYPERLINK “http://www.bibme.org/” o “Edit this item” Hargie, Owen, Christine Saunders, and David Dickson. Social skills in interpersonal communication. 3rd ed. London: Routledge, 2006.
HYPERLINK “http://www.bibme.org/” o “Edit this item” Huskins, John. Quality work with young people: developing social skills and diversion from risk : a handbook for those working with young people, youth workers, teachers, managers and trainers. London: John Huskins, 2001.
HYPERLINK “http://www.bibme.org/” o “Edit this item” Hutchings, Sue, Jayne Comins, and Judy Offiler. The social skills handbook practical activities for social communication. London: Winslow, 2002.
HYPERLINK “http://www.bibme.org/” o “Edit this item” Kelly, Alex. Talkabout activities: developing social communication skills. New York: Speechmark, 2003.
HYPERLINK “http://www.bibme.org/” o “Edit this item” lberg, Joni, and Christene A. Petry. The social skills planning guide. London: Center for Research in Education, Research Triangle Institute ;, 2006.
HYPERLINK “http://www.bibme.org/” o “Edit this item” Sidell, Nancy, and Denise Smiley. Professional communication skills in social work. London: Allyn & Bacon/Pearson, 2008.