Register now or log in to join your professional community.
If an employee physically attractive, so admired, considered "Special".
If an employee perform well, accomplish great things, considered "Accepted".
If an employee obtain social status, recognised, considered "Significant".
What about an employee who is not so entertaining, or not starring or not striking ?
Are we leaders not rejecting or ignoring in comparison basing the false value the society promoting?
SELF ESTEEM and SELF ACCEPTANCE is a closed concept used to convey the positive regard you have for yourself. It is based on your judgment of your own worth and importance. One’s self-picture or self-image is influenced by one’s interaction with others. It reflects the messages received and taken in about oneself from ‘significant others’ whether these messages are explicit or implicit, verbal or non-verbal, valid or invalid. If people can gain an understanding of how they can build and support their own self worth it will help considerably in the primary prevention of substance mistreatment. This understanding will also support preventive work in relation to many personal and interpersonal problems.
In organizations, Low self esteem is manifested in
• Extreme concern with what other people think.
• A lack of autonomy and individuality.
• Boasting or wanting to impress in order to disguise low self esteem.
Low self esteem comes from such growing up experiences as:
• Absence of affection, encouragement, challenge.
• Conditional love and acceptance.
• Criticism, ridicule, sarcasm, cynicism.
• Absence of recognition and praise for achievements.
• Uniqueness not being reinforced.
The troubled leadership which foster low self esteem are characterized by:
• Criticism for being different.
• Punishment for mistakes.
• Distorted communication.
• Inflexible rules.
An employee who is not so entertaining, or not starring or not striking who piloted these materials emphasized the need for repeated attention to this area of self esteem, especially for poor performers employees with a poor self image. One stage in developing self esteem is receiving validation for just being yourself. In order to develop a sense of well being in oneself and to go out into the world with confidence, to try out what one has learned and practiced. Any effective work done in building self esteem in school can contribute in a very important way to the prevention of drug abuse in later life. It is crucial for responsible behaviour.
Reference: IDENTITY AND SELF ESTEEM ,2007, Dept. of Education and Science, Marlborough St., Dublin 1, Ireland
It is the job of a manager to identify the talent in each of his employees and accordingly give work to him in a field he is specialized and more comfortable. Personality of a person depends on many things not only on his physical appearance and social movement, but also on how intelligent, knowledgeable, hardworking, enthusiastic, proactive, honesty and ready to take up assignments. It is all depends on self confidence and courage if one lacks physical appearance or physically handicapped or suffering from inferiority complex.
It's looks like a case of poor self-esteem, which should be handled in a careful way from the leader. In this case, a leader should focus on motivation at the level 4 of Maslow's hierarchy of needs theory (The self-esteem level). Also, a leader should be using the S3 leadership style in the situational leadership model, which is a participating style high on relationship and low on task.
I've personally used this strategy a lot before and it works.
We should coach that employee and help him/her discover what they're really good at.
Thanks
Mrs. Ghada covered the question by her great answer
Agree with experts answer ,,,,,,,,,,,,,,,,,,,,
Encourage him to prove her confidence under the supervision of experts to prove itself in the far as possible given him
Try to help him all the ways you can and give him ideas to read the motivation theory of Maslow's hierarchy of needs , related various blocks on Forbes & Harvard business review and S3 Leadership practices.
Most of us are relying on these pervasive principles and attempt to applaud children if they are cute, if they say funny things or if they hit home runs. Thus the children find their identity wrapped up in external values like performance and appearance. Why ? Largely because those are values we parents and teachers glorify and reinforce. Hence these internalised and begin to live by these principles.
Those who are not so very cute, or entertaining or win a starring role, grown to become adult and tragically are often compared, rejected or ignored by managers and team leaders. Here these employees begin to question their identity and doubt their worth.
So we matured leaders should not take advantage of the false values our society promoted.
Thanks for the invite I agree with the experts answers
agree with answer add by ms. gahda
