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CASE STUDY: Thready Handwriting of a Hector | Position: Senior Engineer | HR and Management Series | Human Behavior and Handwriting Analysis | Grapholistic International

6/15/2022

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Author: S.Sulianah 
S.Sulianah is also a ​Graphologist, HR and Management Consultant and Founder of Grapholistic International

Your Handwritings and Characters Analyst
Grapholistic International
www.grapholistic.com

INTRODUCTION TO CASE STUDY

What are the factors that you prioritize when recruiting for employees in your company? 

There could be clear or innate expectations that you will look for in an employee doesn’t matter whether you are recruiting fresh from the open market or from recommendations. The candidate should have the characteristics that fits your company’s objectives, with the appropriate work ethics apart from the ability to perform the roles and responsibilities of the position.

I had worked in corporate organisations for 20 years and had the opportunities to observe but  also be a part of the decision-making process in recruiting and managing personnel with the employers and business owners.

The one area in recruitment that I still questioned the effectiveness is the practice when employers recruit an individual based on the recommendations from their friends and acquaintances without analyzing the person’s characters first. Ignoring all the red flags which are obscured by the relationship they have with the person who had made the recommendation. It was like watching your parents take in a stranger into the house and let them stay with you. This is similar to when your employer does the same without knowing the candidate’s background, work ethics, or even asking in-depth questions that means an official job interview. And of course, in this case there is no such thing anymore as decision-making using their intuition. Recruiting decisions were solely by “Let us help my friend’s friend”, “Let us find something for him to do eventually we will get him a suitable position”,  “Oh I trust my friend so this person should be good”. At times, these individuals are not even needed by the company and eventually became a redundant resource. And most of the time, the employees do not fit in the company, become a problematic liability and then the employer and teams will end up in a backwards spiral or trying to save the company’s reputation. 

OBJECTIVE OF CASE STUDY

​This case study’s focal point is one of the many similar examples of A liability that could have been avoided in the first place if you learn from your past mistakes and intuition. It is one of those case studies that I hope employers and business owners should read. I had categorized this case in the negative spectrum. This spectrum is a nightmare of an experience for HR managers, executives, directors and employers as it involves employee’s work performance and most importantly work ethic. The employee in this case study used to work with this company for about 5 years before he was terminated due to his unacceptable behavior towards a client and staff, using words that were unpleasant and unprofessional. 

Profile

​Profile: Senior Engineer. Hector (not his actual name)
Age: 60+ years old
Worked with the company for about 5 years. Was an employee with the company few years back, but his contract were terminated due to his performance and cheating on his overtime reports. 
The following analysis were my personal observation as a HR Executive during the first year of this engineer’s employment. This was about 15 years ago when my boss who is now my ex-employer decided to recruit Hector as a full-time engineer in the company. When my ex-boss informed me of his decision to recruit Hector just because Hector approached him for help of an employment, I had expressed my disagreement and listed down my reasons.

When I first met him I didn’t know the back story of his previous termination with the company so I had relied on my personal impartial observation and analysis. Everything about my analysis of Hector especially my intuition screamed ‘Nope’ and ‘To be careful’. There were tints of This guy cannot be trusted when I was first introduced to him, and I could feel negative energy when he first entered the meeting room. When my ex-boss left me with him to settle the official employment process, he was totally different from before. He was arrogant and clearly acted in a way telling me who was 30 years younger than him that he is the superior one and has all the authority to influence anyone. And again, the uncomfortable energy that I was sensing during that time was actually more than whatever he had showed himself as. My feedback to my ex-boss about my perspectives were totally ignored. Thinking of it later it was not surprising since my ex-boss will usually recruit either his friends or friends’ friends based on his relationships with them. I let him be, however, at my side I interacted with Hector with a lot of precautions.
 
A few months later, there was this an incident that happened when Hector approached me and questioned about his salary. He questioned in an authoritative tone of voice once again how his salary does not fit with the consultation rates that our company had proposed to our client for a project he was involved in. Meaning, why is he getting a salary for example $4,000 per month when the project deal was closed at $350,000. A question that was unexpected. First and foremost is how can a person who kept bragging to his co-workers and employer that he has years of work experiences could not understand how running a business works. Since Hector has arrogance and egoistic in his character, I replied with “You actually have no rights to questioned how much the company charge the client. You had agreed with the salary he offered to you so whatever the company earned is actually none of your business.” I was expecting him to respond to me with another attack, but he turned timid right after that. I reported this case to my ex-boss immediately just in case the story turns to another telenovela if he heard it directly from Hector. Like I mentioned earlier, I had to take extra precautions when dealing with Hector.
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In the first few years of when Hector was on employment with us, I did not use my handwriting analysis (graphology) skills to look into Hector’s handwriting because at that time I wanted to challenge myself to learn to also understand people through their body language, tone of their voice, behavior and also learn to test my intuition and analysis. 

THE TRUSTWORTHY SCALE: Is he a trustworthy engineer?

During the first few years of Hector’s employment, there were evidence of his eat snake attitude. Eat snake is a phrase we use in Asia mainly Singapore and Malaysia which originates from a Hokkien phrase, Jiak Zhua. This means avoiding responsibilities and slacking off from tasks. Other co-workers who had worked  with him in projects had reported to the boss of his eat snake attitude. Reports were not completed, overseas projects that he was assigned by the boss to be the main person of contact ended up haywire.  Not only that they were victims of him whenever he will twist their words and stories for his advantage. Employees management were so bad at the project site he was in that I had to travel overseas to talk to the team members and him. His communication with our client, his co-workers and the company management were terribly unpleasant and not organised. There was an instance that he tried to embarrass our company in front of a client by complaining loudly in the client’s office main area without thinking about our company’s reputation that I had to hit his leg under the table to tell him to shut it up. And there were two instances that because of him, two well performed good employees left the company and another was terminated.

The employee who decided to leave the company had reported to our company that Hector cheated when reporting machines testing results for the project. Instead of siding to this employee, our ex-boss trusted Hector even though there were clear evidences. In terms of work performance and work ethics, I would rate this employee is at 10 while Hector is at 0.1 with a scale of 10 as most reliable and with good performance.

The other case was a tragic story because this employee who was terminated trusted Hector. This employee who also owns an employment agency company which my ex-boss was well aware of had told Hector that when he will be stationed in China with him, he will be taking the opportunities to also look into the market to expand his business. Yes it was a conflict of interest but also he trusted the wrong person to share his plans. So, Hector notified the boss behind his back. And because of that this employee was terminated immediately. Between Hector and this employee, the work performance is also totally incomparable. Hector will be at 0.1 while this employee is at 9.5 but all those again does not matter to the ex-boss in this case apparently.

In terms of trustworthiness, from the personal relationships’ perspectives between Hector and his co-worker, he was well-known as someone who the co-workers will avoid at any cost. From the side of professionalism which is encompassing responsibilities such as writing reports and completing projects, Hector does not fit to be in the scale of the Trustworthy and Reliable Employee category. However for the sake of this case study, I am placing him at 0.1 even though personally I will put him as 0.0. 

APPLYING HANDWRITING ANALYSIS AS A TOOL IN THIS CASE STUDY

​Let us study his handwriting whether he is actually that person that I had just analysed earlier solely based on my observations of his behavior, characters, mindset and work ethics. 
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HANDWRITING FORM

Hector’s handwriting form is thready. A wavy thread of connections between letters. This kind of handwriting is considered as cursory and is written with speed. There are words that are indecipherable because of the fast movement of the writing such as work or write? for or fr? airside or forside? Rm or Run?

HANDWRITING ANALYSIS: THE POSITIVE + SPECTRUM

​The positive part of the analysis of someone with a thready handwriting: adaptable in whatever conditions and situations he is in, able to make use of opportunities when he finds fit, diplomacy, with a considerable physical action, and inventive (Cited Nezos R., 2006). 
  • Out of all these traits, the one that Hector was always proud to tell everyone in the company is how he could still get married to women 20 years younger than him and still have children with them.
  • Adaptability, yes this I could not disagree. Hector was always selected for overseas projects because he has no issues with adapting to the foreign food and environment. Also, his ex-wives were from different countries such as Philippines and Indonesia. So, being able to adapt to unfamiliar environments should not be an issue for him.
  • I also agreed with making use of opportunities that he finds fit trait. And he was actually good at using the information which was shared by his co-workers who thought he could be trusted and then use it to manipulate them and the boss.
  • Diplomacy probably yes too. He could fit in easily when talking to any levels of people from different culture with his own communication styles.
  • Inventive wise, so far based on when he was with the company, there was no evidence to prove this side of him.

HANDWRITING ANALYSIS: THE NEGATIVE SPECTRUM

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The not so positive side of Hector’s personality analysis with reference to his handwriting was traits such as laziness, physical weakness, indecision, impatience, running away from responsibilities, often irresponsible behaviour, instability, dishonesty, deceit, defiance, questionable behaviour, pretense, intrigue, and overcompensation of inferiority complex. (Cited Nezos R., 2006)
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  • Laziness is evident in terms of Hector’s work performance, productivity, contents, and quality of deliverables. In many situations, he was caught coming in to work 2 to 3 hours late but reported as punctual in his attendance, sneaking out of the projects’ sites, and sleeping during working hours. Other than that, as mentioned earlier, his responsibilities as a project’s team leader or project-in-charge were not exercised as required of him which eventually the company had to mobilize other engineers and project managers to the site to takeover.

  • Remember the previous analysis which highlighted how he will brag and proudly announced to everyone in the company that he still could have children even though he is 60 years old? Are you surprised that the not so positive part of this spectrum also signifies this handwriting to show physical weakness? It also signifies overcompensation of inferiority complex which is visible from his large size capital letters that is not proportionate with the other small letters. So, in this analysis it shows the contrast of the ones he tried to portray to people and what actually he was feeling towards himself. This fits with the phrase The empty vessel made the louder noise.

  • Hector did prove his irresponsible behaviour based on the results of his work such as mentioned earlier, including tendency to cheat and report fraudulent readings on the final reports. This is not only irresponsible, but it is also traits of dishonesty. And when being reported by the other staff, he could twist his words, manipulate and be deceitful to gain support from the boss and HR. As for personal irresponsibility, he did share with us how his children who he had left to his first ex-wife refused to talk to him, seeking for our sympathy. Remarkably, the professional and personal evidence do corroborate well in this analysis.

  • As for pretense and defiance, he portrayed himself as an employee who disagrees with any of the company’s policy does not matter whether it is for the employees’ advantage or not. He is one of those handful who will argued about it behind the boss back, but will say “Yes, you are right, and I support you forever” in front of the boss.

  • Impatience is one of the traits that he accidentally misused and was the main ground of his dismissal. He was impatient and probably his ego boosted him to do whatever he did to one of the staff who unfortunately, our boss trusted more than him. Hector expressed his resentment by using vulgarities to this staff. And because of that this staff decided to lodge an official complain to the boss. I would categorise this staff as more manipulative and had the authoritative advantage because of his personal relationship with the boss. Hector’s last moments after half a decade in the company was when he is finally defeated by someone with similar personality as him but sad to say, had a favourable and superior personal relationship position with the boss than Hector does. 

SOLUTIONS FOR EMPLOYERS

DURING THE INTERVIEW AND SELECTION PROCESS

  1. Be open to observe and listen to your HR advisors, employees and consultants. You employ them to do their job for a reason that is to assist you to manage your company’s personnel. Yes, you are busy with your company and therefore if someone who is more professional with an eye for observing your employees’ characters, behind-your-back behaviour, personality, and work performance, be open to listen and analyse and then do something to improve on it. Do not let small problems sit for years and decades until those negative behaviour of that one employee seeps into the mind of the others and damage your company from within.

  2. If you are owning and have been running your business for years and recruiting people because of your relationships with them, please still perform the same process. Go through those interviews, go through same process like as if you are recruiting them through Jobstreet, JobsDb etc, do background checks with their previous employers, check their criminal records, check their resumes authenticity, be in the interview if you need to and do all those processes that you would do when recruiting strangers.

  3. Yes … your friend recommended that person to you, or you are in debt to your client or acquaintance but remember that your business is your asset and your dreams that you have been building since you were a teenager. Do not sacrifice those for a mere debt, welfare, relationships and just because you are being a supportive friend. Be brave to say No, This person does not fit in my company, I need time to look into it, or be brave to stay away if you do not need that type of person in your company.

  4. When you are part of the interview with your HR, be neutral. Do not be too excited and desperate to recruit that person your friend recommended. Observe the person at all angles and ask questions. Analyse their demeanour, what he says and what he did not. Also most importantly listen to your HR staff who is doing that interview with you. He or she may have more exposure with interviews than you have in your life. So let go of your ego and learn to listen to your instinct and your innate impression of the person, analyse, and decide with the facts in your hand not your emotional attachment to that person or your relationship with the friend. 

WHAT IF YOUR EMPLOYEE HAS A THREADY HANDWRITING?

After understanding an employee through your observations and analysing their personality through their handwriting, what is that one step further that you need to do to solve any issues that could arise? If your employee has the filiform, thready handwriting and they do not use it in a way that will impact your company’s business and your other employees, then leave them be.

However, if you have noticed those traits dominating your employee and negatively impacting your employees who are with good work ethics, good performance and behaviour leaving your company because of this one person’s behaviour, you have to open your eyes and mind to decide logically. For this case study, Hector’s boss was blinded by Hector’s assumed loyalty and let himself be manipulated for 5 years and not forgetting the previous 3 years. When you are running your business, be open to listen to your other employees who would have been giving you feedback about this person over the years. Personal relationships should be set aside when you are managing your business because you will lose the employees who genuinely would like to work hand-in-hand with you to build your company and also for their personal growth.
 
Learn to be self-aware, self-conscious when you observe your employees and make any decisions. Ask yourself the basis of your decision to justify why you are deciding to trust A but not B. Because in a span of as short as one year, your decision to let the good employee go and give someone like Hector to breed in your company, you will not only lose that one good employee, but you are also actually piling doubts in the other employees’ minds because of your favouritism, indecisions, and biasness. And you will keep repeating this same process for years and years, adamant and ended up being stagnant in your personal growth. Eventually 8 years later, the ones who will be left behind with you in your company are all the Hectors. 
References: Graphology Volume I: The Interpretation of Handwriting by Renna Nezos (2006)
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FICKLE IN DECISION-MAKING? IDENTIFY IT FROM YOUR HANDWRITING AND CHANGE IT WITH GRAPHOTHERAPY | Graphologist S.Sulianah | Grapholistic International

6/1/2022

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​Author: S.Sulianah (Graphologist and Founder of Grapholistic International)
Your Handwritings and Characters Analyst
www.grapholistic.com
Grapholistic Podcast Season 1 Episode 14 Transcript
If you are wondering, why am I including fickle-mindedness in the list of traits that could hinder your self-esteem and development, and how could it possibly influence your self-esteem?

Apart from the self-criticism trait that was highlighted in the earlier episode, the fickle-minded trait will make you questioned yourself and continuously changing your decisions.

It shows how you are not confident with your perspectives, opinions and even your own analysis. It tells you and of course the other people that you are working with or living with, that you have no idea why you had even made that decisions in the first place.

Furthermore, this trait will not only lower the perception you have towards yourself and diminish the confidence to make decision on your own,
it will also affect your relationship with others.

When you constantly decide in an erratic way, it will be unpleasant and irritating to those people who are affected by your indecision. Gradually, you will create distrusts. Those people who you are dealing with will questioned not only your leadership, most importantly your credibility and reliability.

What could be the possible causes of someone being fickle-minded?

To begin with, being inconsistent and unsure when making decisions can happen when you have no idea what is going on. Or even if you do, you may not be sure about that subject or could be that you do not have any experiences dealing in that kind of situations. 

Because you were not sure, you might be  worried that
“What if your decision could affect the entire team in a wrong way, or even tear apart the whole plan?”

Well, those worries are valid. Like for instance, your team is trying to save someone from drowning. The first step probably is to dive straight to the lake which you had instructed. But then suddenly someone saw an alligator. In this case, clearly you need to change the decision by probably getting a boat or rope instead of diving straight ahead to help. Changing decision like in this case is understandable. 

The kind of fickle decisions which could make you doubt yourself, or people to doubt your reliability is when you keep changing your 'final decisions' solely relying on others’ opinions.

For instance, you have decided with your team to fix those ceiling lights in your office. As usual, you had instructed your staff to source for suppliers and purchase those lights. Once you received the delivered items 2 weeks later, out of nowhere one of your friends who came to visit you in the office suggested you change the lights to bulb instead of LED. You decided to listen to your friend’s opinion even though you had spent hours deciding with your staff that LED is less costly for your office monthly electricity expenses.

You listened to a friend who was not involved in the decision-making and has no idea what is going on. The point is you rely on external inputs, wasting time and money. You did not even stop to think about it yourself. From your position you might not realized that your behavior is evident to your staff clearly showing how you are not confident with your own decisions and could easily be influenced. It is worst if this is not your first time. 
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I used to work with an owner of a company for over a decade who has this kind of decision-making process. It is understandable to change plans but doing it very often like 95% to 98% of the time shows how we could not rely on his decisions when it comes to serious matters. Not only that, it will and had also affected the credibility of the second person who is taking in his decisions and passing it to the other teams. ​
Because of the way he make decisions, employees do not trust him. They may look like they listened but in fact once they get out of the meeting, they let it go. It was not a surprise when employees could not handle it anymore that they decided to leave. Being fickle in small decisions for your personal one person situations may not affect anyone but if you are working in an organization, doesn’t matter whether you lead a team or not, the way you think, respond and when taking actions will impact you and other groups of people in a larger scale.

So, how can you make changes in the way you think?

  1. First and foremost, change it by being aware of your behavior and understand the way you think. You must first observe and analyze the way you respond to the surrounding and in different situations. How you will usually think, behave and respond in circumstances like when you have more time to decide, and in urgency.

  2. Then, learn to focus on the problem solving instead of relying on what if you don’t listen to them, and you might lose them as your friend if you don’t consider their opinions. Build your own backbone.
    ​

  3. If you have a boss or employee or even your partner who you think might have this character in them, you can check their handwriting slants.

How to check the handwriting for fickle or inconsistent thinking and decision-making?

  1. In handwriting analysis, one of the handwriting traits that signifies inconsistent thinking like being fickle, you can observe that the handwriting will have variation in slants. Slants are the direction your letters are leaning to. Either left, right or upright. If the individual has inconstant decisions, their handwriting slants will be a mixture of two. The intensity will depend on the overall degree of slants and variations. 

    Also be careful if the person has three of this at one time in their handwriting. The person could be manipulative too. ​With reference to the previous example of an employer who I used to work with, he has two of slants mixed between left and upright most of the time. And sometimes the slants will be upright and towards the right. Yes, this could also signify someone who is flexible and in fact he was.

    However, if you have these traits you have to learn how and when to use it at the right place and at the right time. Because if not, the personality can turn to be an unpleasant behaviour not only to others but to your own disposition.

  2. Other than that, you can also observe other traits that could possibly exists on the handwriting that signifies indecision. The variation in the size of the handwriting that is the height and or width or both of the middle zone. If it fluctuates intensively, it signifies that how he is not sure of himself. He might be okay now but, in a few minutes, he will not be.  

    For instance, you might notice that your employer will be so into not getting involved with the same client who has not been paying the project’s fees on-time to your company. Because of that your boss insisted he will not get involved with any new projects with them anymore. He will spend four hours talking to you about the client and how he will refuse their new project offer next time until they pay the outstanding. Then, two days later, your boss came to your room and tell you with excitement and pride that he just signed off a new agreement for a new project with the same client. Well, if this is how unpredictable your boss is, high possibility his handwriting sizes varies extremely. 

  3. Another handwriting trait that will present in the person’s handwriting is low self-esteem. I had covered in earlier episode how to identify self-esteem on the handwriting. One of the low self-esteem trait is the placement of the t-bar which is below on the middle. T-bar is the horizontal line of your letter-t. If the person writes with a low t-bar, he is likely to be insecure about himself.

    High chances is he will doubt any of his decisions and tend to rely on others’ opinions. So, he will end up listening to someone else’s opinions instead of his especially if he has the desire to get approval from them mostly someone who sounds more authoritative.

What can you do if you have these handwriting traits?

  1. As for variation in slants, learn to be conscious of how you write and the direction the slants is leaning to. If you tend to write upright, focus on upright. If right or left, do the same. Mixing slants slightly is okay but if too much, it will be too extreme and will definitely affect your behavior and the way you think. Be self-aware with the way you write.
  2. This applies the same to the size of your handwriting. Be consistent. Not rigid just be consistent on your handwriting size.
  3. As for your t-bar, write it above the middle zone. That is enough. The method of changing the handwriting is called Graphotherapy. It will take some time to noticed changes in your personality but definitely with the correct technique you will see the difference.
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Please remember that if you noticed these handwriting traits on your employer, employees or anyone, please do not immediately tell them to change their handwriting.

Throughout the years I have been in this field, I have never told anyone randomly to change their handwriting even though I had a chance to glance on theirs. You can use the information to learn about their characters and to confirm your own personal observations or use those analysis to adjust or adapt your own behavior towards them. Other than that, never ever advise them to change when they never asked you for your opinions and inputs.

​

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​To re-post these contents on your website, social media, blogs, articles, YouTube etc, please remember to cite the Author's name, S.Sulianah, and link to her company's website www.grapholistic.com
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KAJIAN KES: Bergantung, Spontan, Gaya Membuat Keputusan yang Kurang Rasional dan Kurang Intuitif | Pengurus Projek | Analisis Tingkah Laku dan Tulisan Tangan Manusia | Buku Siri HR dan Pengurusan oleh Pengarang S.Sulianah (Terjemahan Bahasa Melayu)

5/26/2022

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​Pengarang: S.Sulianah (Ahli Grafologi dan Pengasas Grapholistic International)
Penganalisis Tulisan Tangan dan Karakter Anda
www.grapholistic.com
Read the English Version | Read the Indonesian Version |
Read the Arabic Version | Read the German Version

​PENGENALAN KEPADA KAJIAN KES

​Mempunyai pengurus projek yang sangat berkesan di syarikat anda adalah aset. Ini akan menentukan kejayaan bukan sahaja perniagaan syarikat anda tetapi juga persekitaran dan hubungan antara pekerja anda di tempat kerja anda. Semudah pengurus projek enggan mendengar dan menganalisis maklum balas atau penemuan kakitangan operasi anda. Tidak membiarkan ahli pasukan tahu pengurus projek ada ketika mereka perlu bercakap, yang secara beransur-ansur dapat menimbulkan kekecewaan. Seperti kesan domino, perasaan progresif untuk ditinggalkan dan tidak termasuk akan berkembang pada pekerja anda.

​OBJEKTIF KAJIAN KES

​Kajian kes ini adalah petikan dari buku saya yang akan segera diterbitkan di bawah HR and Management Series. Kajian ini difokuskan pada tingkah laku manusia dan bagaimana sifat watak dapat mempengaruhi pengambilan keputusan, corak pemikiran, pemerhatian, komunikasi dengan rakan sekerja, perspektif, cara mereka bercakap, cara mereka berfikir, pandangan ke arah tujuan peribadi mereka dan kebolehpercayaan mereka dalam persekitaran perniagaan. Selain itu, kajian ini juga menggunakan sains analisis tulisan tangan untuk mengkaji keperibadian, watak, tingkah laku dan kemungkinan sebab dan akibat, jika ada, semasa pemerhatian dan analisis saya.
 
Analisis kes adalah akaun jangka panjang yang komprehensif dengan bukti dalam persekitaran organisasi perniagaan korporat. Ini adalah analisis salah seorang pengurus projek kanan untuk jangka masa 13 tahun, yang penting dalam kaitannya dengan kajian kes lain dalam siri ini. 

​Profil

​Pengurus Projek, Scott (Bukan nama sebenarnya)
Lebih kurang 20 tahun pengalaman kerja
Pada pertengahan 30-an
​Scott telah bekerja di bidang kejuruteraan selama lebih dari 20 tahun dengan pengalaman sebagai jurutera dan pada masa ini, pengurus projek.
 
Kesan pertama yang saya miliki terhadap Scott adalah senyuman manisnya, mudah didekati dan boleh dipercayai. Sebagai pengurus sumber manusia selama bertahun-tahun saya di syarikat, salah satu cadangan yang akan saya cadangkan kepada bekas pengarah saya adalah membawanya ke mana-mana perjumpaan dengan pelanggan sekiranya ada keperluan. Bukan hanya kerana dia memiliki pengalaman bertahun-tahun dengan syarikat dan pendedahan untuk berurusan dengan pelanggan dalam industri itu, tetapi Scott juga dapat menyesuaikan diri dengan sekitarnya, hormat dan tahu apa yang harus dikatakan dan apa yang tidak boleh dilakukan dalam suasana formal. 

​MERASA DAN PEMIKIRAN YANG LUAR BIASA

​Sekiranya anda telah membaca kajian kes pertama pengurus projek kanan, Lewis, yang cenderung menyimpan perasaan dan pendapatnya kepada dirinya sendiri, Scott adalah kebalikan dari seniornya. Ini adalah sejauh mana ekspresi wajahnya. Walaupun mesej yang akan dia sampaikan kepada anda bukanlah berita buruk atau sesuatu yang pahit, dia tetap akan meluahkan perasaannya dengan cemberut. Pada tahun-tahun sebelumnya ketika kami bekerjasama, setiap kali dia datang ke bilik saya atau ketika dia mendekati saya untuk memberitahu saya sesuatu, dia akan kelihatan seolah-olah ingin memulakan konfrontasi, tidak bersetuju dengan apa yang ada dalam fikirannya. 

Bagaimana saya menangani perkara ini?

Oleh kerana saya tahu saya akan bekerja dengannya untuk masa yang lama, dan tidak lebih suka kesal setiap kali, Saya telah memberitahunya secara terus terang apa yang saya fikirkan tentang cara dia menghadirkan diri. Dan menambah bahawa tingkah lakunya mendorong saya untuk melampiaskan rasa tidak senang saya kepadanya, yang bukan merupakan amalan yang baik untuk kami berdua. Jadi, bagi saya, dia memang mengubah cara dia bercakap dengan saya, tetapi dengan yang lain dia tetap sama.

Bagaimana ketika dia memberi arahan kepada juruteknik atau jurutera junior dalam pasukannya?

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​Suara suaranya akan lebih tinggi daripada cara standard yang kita bicarakan antara satu sama lain, dengan nada suara yang menunjukkan kewibawaan. Selain itu, komen yang digunakan tidak menyenangkan termasuk kata-kata buruk, dan sindiran.
 
Apabila kita tidak aman terhadap diri kita sendiri dan tidak senang dengan sesuatu dalam hidup kita, sarkasme biasanya digunakan sebagai mekanisme pertahanan. Bagi kes Scott, terdapat dua sifat tulisan tangan utama yang sesuai dengan keperibadiannya. Pukulan akhir yang tiba-tiba dari huruf terakhir kata-kata dan t-barnya yang tajam, sesuai sepanjang tulisan tangannya. 
​Pukulan hujung yang tajam juga menandakan kekecewaannya terhadap orang lain, baik dalam kehidupan peribadinya atau dalam keadaan profesional. Dari segi mengekspresikan dirinya, Scott biasanya tidak pernah menyembunyikan perasaan ini. Dan dia akan membiarkannya dan orang yang tidak bernasib baik pada masa itu akan bertemu dengan kemarahannya. 

MEMPERCAYAI ORANG LAIN

​Scott berada di tahap 10 daripada 10 dalam spektrum ketika mempercayai orang lain. Sebagai permulaan, kerana dia membuat pilihan berdasarkan bagaimana perasaannya terhadap seseorang, pilihannya lebih kepada siapa yang dia gemari. Saya menjadi saksi contoh kehidupannya yang sebenarnya beberapa kali selama 13 tahun bagaimana dia ditipu oleh orang lain kerana 'kemurahan hati' dan apa sahaja yang serupa dengan itu. Dan tidak mungkin dia akan mendengar nasihat sesiapa untuk tidak mempercayai orang itu. Saya teringat satu hari selepas makan tengah hari, dia memberitahu saya bahawa dia telah memberitahu salah seorang juruteknik mengenai kes yang kononnya menjadi rahsia antara kami berdua. Saya memberitahunya bahawa "Saya sama sekali tidak mempercayai lelaki itu dan adakah anda pasti dia tidak akan berkongsi dengan sesiapa Analisis saya terhadap orang itu adalah ringkasan pemerhatian saya terhadap watak, keperibadian, bahasa badan dan tingkah lakunya selama 5 tahun, yang merangkumi naluri saya. Itulah juga alasan saya tidak pernah bersetuju untuk merekrut dia sejak awal. Pada masa itu, Scott membalas saya dengan "Anda terlalu memikirkan. Tebak apa yang berlaku tiga minggu selepas perbualan itu? Juruteknik ini yang sepatutnya kembali setelah mengunjungi kampung halamannya sama sekali tidak kembali ke pejabat. Dan yang paling teruk ialah Scott telah meminjamkannya sekitar $ 20,000 sebelum dia meninggalkan negara ini dengan alasan bahawa dia memerlukan wang untuk operasi ayahnya. Akhir minggu itu, Scott mendapat tahu bahawa ayah kakitangan itu baik-baik saja dan tidak pernah dimasukkan ke hospital. 
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Saya telah menulis lebih mendalam mengenai pinjaman dan pinjaman wang dalam buku saya Be Brave: Uncensored Motivational Quotes. Disoroti dalam buku ini adalah kemungkinan sebab mengapa anda cenderung membiarkan diri anda meminjamkan wang hasil kerja keras anda kepada orang lain. Salah satu penyebabnya adalah perlunya penerimaan oleh orang lain. Dalam kes Scott, ini bukan kali pertama dia mempercayai seseorang. Saya berkesempatan untuk menanyakan alasan dia cenderung melakukan penderitaan orang lain. Sebilangan besar tanggapannya berkaitan dengan bagaimana dia bersimpati dengan keadaan mereka. Tetapi kerana saya cukup prihatin dengan kejahilan Scott, saya bertanya kepadanya lagi “Adakah mereka benar-benar memerlukannya? Sekiranya mereka memerlukannya untuk bertahan hidup, mereka tidak akan dapat menghabiskan gaji mereka dengan susah payah untuk bir yang menikmati diri mereka pada waktu gembira dan hujung minggu setiap minggu Sebagai pengurus sumber manusia pada masa itu, saya juga prihatin tentang bagaimana Scott melihat keadaan ini. Dia juga menyebut tentang hubungan mereka. Sekiranya dia tidak meminjamkan wang kepada mereka, mereka tidak akan mendengar arahannya. Persamaan dan persepsi yang salah dari pihak Scott.
 
Jadi, apa yang saya perhatikan selama bertahun-tahun adalah bagaimana ketidakamanan Scott secara beransur-ansur mempengaruhi keputusan akhir dan cara dia memperlakukan dirinya dan orang lain. Dia akan berusaha untuk melaksanakan kewibawaannya tanpa peduli sama ada orang lain adalah juruteknik, seniornya atau seseorang yang bahkan tidak melaporkannya. 
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​T-bar yang rendah pada tulisan tangannya bukan sahaja menandakan harga dirinya yang rendah dan akhirnya mahu orang menerimanya. Ini juga mempengaruhi cara dia membandingkan dirinya dengan rakan-rakannya yang lain seperti tahap kelayakan, kecerdasan dan kisah kejayaan mereka.

Ini adalah beberapa frasa umum yang akan dia katakan setiap kali kita dalam perbincangan; "Ya, saya tahu anda lebih pintar daripada saya", "Sudah tentu, anda sekarang sudah mempunyai Master. 
​T-bar rendah disokong dengan tanda tangan yang menarik yang menambah intensiti sifat ini. Tidak menjadi perhatian, Saya telah menasihatinya beberapa kali untuk menyingkirkan teguran pada tandatangannya kerana intensiti cara dia memperlakukan dirinya sendiri dan jenis kata yang dia ajak bicara dirinya menjadi lebih jelas.
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GAYA MEMBUAT KEPUTUSAN

​Salah satu gaya membuat keputusan Scott yang biasa saya hormati adalah bagaimana dia dapat membuat keputusan dengan serta-merta ketika pelanggan meminta bayaran atau pertanyaan perundingan luar biasa yang berkaitan dengan ruang lingkup kerja. Dia biasanya memiliki kecenderungan untuk memutuskan tanpa meluangkan waktu untuk memikirkan mana yang mungkin menjadi kebaikan atau kadang-kadang keburukan dalam pengurusan projek. Sifat ini juga ditunjukkan pada tulisan tangannya dengan pukulan akhir yang tiba-tiba.
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Mengenai membuat dan menerima perubahan dan idea baru, dia cenderung untuk tetap berada di hari-hari gemilang. Mengubah cara kita berfikir dan memperbaiki sistem dan polisi syarikat akan membawanya masa untuk menyesuaikan diri dan menerima itu setelah berbulan-bulan berdebat dan mengeluh. Ini jelas secara khusus di mana dia mengakhiri kata terakhir pada setiap baris ayat, meninggalkan ruang besar di margin kanan. Margin kanan dalam analisis tulisan tangan menandakan masa depan, sementara kiri adalah masa lalu. Selain itu adalah bagaimana dia mengakhiri tanda tangan terakhirnya. Daripada menyimpulkan surat terakhirnya di tempat yang sepatutnya, dia menulisnya ke belakang ke kiri sebelum mengakhirinya di sebelah kanan. Sisi baiknya ialah dia akan menyelesaikannya di sebelah kanan yang bermaksud dia akhirnya akan belajar menerima hadiah. 
Ada banyak kesempatan bahawa saya tidak harus bergantung pada pandangan dan penilaiannya terhadap kakitangan yang bekerja dalam projek dengannya. Biasanya, pengurus projek akan diminta untuk menilai prestasi ahli pasukan mereka di mana maklum balas mereka akan mempengaruhi bonus ya kakitangan, dan kenaikan gaji. Namun, bagi kakitangan di bawah pasukan Scott, saya harus membuat pemerhatian dan analisis peribadi saya sendiri. Mengapa begitu? Penilaian Scott berubah pada tahap yang luas bahawa maklum balasnya menjadi sumber maklumat yang tidak boleh dipercayai. Sebagai contoh, hari ini dia akan memberi komen mengenai juruteknik yang bekerja dengannya di Projek A sebagai seseorang yang tidak akan mendengar arahannya, pada hari lain ketika moodnya baik-baik saja, dia akan mengatakan bahawa juruteknik memang mendengarkannya. Kerana situasi serupa telah berlaku berkali-kali selama bertahun-tahun, saya belajar untuk tidak bergantung pada pandangannya seratus peratus. Perhatikan bagaimana dia melenyapkan tulisan tangannya. Ekstrim kanan. 
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GAYA MEMBUAT KEPUTUSAN: KURANG RASIONAL, MENGHARAPKAN ORANG LAIN, PANTAS BUAT KEPUTUSAN, KURANG INTUITIF

Dengan merujuk kepada kajian mengenai gaya membuat keputusan oleh El Othman, R., El Othman, R., Hallit, R. et al.,  diperhatikan bahawa Scott mengikuti pengambilan keputusan yang lebih bergantung, dengan spontan dan kurang rasional.
 
Menurut kajian itu, skor ekstroversi dan neurotisme yang lebih tinggi dikaitkan dengan skor gaya rasional yang lebih rendah. Kesesuaian dan kesadaran yang lebih tinggi dikaitkan dengan skor gaya bergantung yang lebih tinggi. Skor kesesuaian, kesadaran dan neurotikisme yang lebih tinggi dikaitkan dengan skor gaya intuitif yang lebih rendah.
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Pada mulanya, Scott akan membuat keputusannya sendiri. Dan selalunya, dia akan mula membuat kekecewaannya apabila pihak lain seperti bosnya mempunyai perspektif yang berbeza daripada dia. Akhirnya, dia akhirnya akan dipengaruhi oleh pendapat orang lain sambil tetap tidak senang walaupun ideanya disokong oleh fakta yang kukuh.

Pada tulisan tangannya, t-bar rendah yang menandakan persepsi tidak sihat terhadap harga dirinya menyokong cara dia memahami ideanya. Sementara margin kiri yang menjadi lebih luas ketika bergerak ke bawah perenggan menandakan ketakutan dan kegelisahannya ketika mengambil apa-apa yang asing baginya. Sekiranya dia melengkapkan panjang t-barnya dan bukannya berhenti di tengah jalan, semangatnya akan lebih jelas dari masa ke masa. 
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​Intuisi pasti tidak terdapat dalam buku panduan Scott's How to Stay Alive. Bukannya dia tidak memiliki intuisi untuk bergantung sebelum membuat keputusan seperti mempercayai orang, dia tidak mengendahkan untuk berhenti dan memikirkan sebelum membuat langkah pertamanya. Baginya, dia mengaitkannya dengan pemikiran berlebihan dan oleh itu dia akan bertindak balas secara spontan. Selain itu adalah cara dia biasanya akan mudah marah dengan tindak balas penanganan yang tidak sesuai ketika dia berusaha mengatasi cabaran peribadinya. 

​BATASAN KARAKTER DAN KESANNYA

​Scott mungkin tidak memahami pentingnya bagaimana tingkah lakunya mempengaruhi hubungannya dengan orang-orang yang dia bekerjasama. Tidak mengutamakan berhenti dan berfikir sebelum menyatakan pendapat dan kegusarannya akan dan memberi kesan riak kepada hubungannya dengan individu di syarikat itu. Mereka mula menjauhkan diri dari dia, semakin banyak individu yang meninggalkan organisasi terutama mereka yang mempunyai komunikasi langsung dengannya, kurang menghormati dia sebagai orang dan kedudukannya dalam syarikat, tidak mempercayai kredibilitinya, tahap miskomunikasi yang tinggi antara dia dan kakitangan, ahli pasukan enggan mendengar arahannya dan dengan itu menyalahgunakan kewibawaannya sebagai pengurus ini dan akan mempengaruhi pengurusan kakitangan syarikat pada tahun-tahun mendatang.  

PENYELESAIAN

Berikut ini adalah beberapa cara yang berhasil saya terapkan ketika saya berada di organisasi. Hanya antara Scott dan saya sendiri, ketika saya adalah manajer sumber daya manusia dan operasional perusahaan, dan dia sebagai manajer proyek tim. 
  1. Terus terang bahawa saya tidak menyukai cara dia berkelakuan terhadap saya. Mengecewakan kekecewaan peribadinya ketika saya tidak ada kaitan dengan rasa tidak senangnya terhadap dirinya atau orang lain.

  2. Saya tidak berdiam diri dan malu ketika bercakap dengannya. Agar anda tahu ini bukan sahaja berlaku untuk diri anda yang sebenarnya tetapi juga bagaimana anda menggambarkan diri anda kepadanya. Yang bermaksud bahawa jika kita ingin membandingkan tanda tangan dan tanda tangan saya, dari segi ukuran dan rupa, saya menunjukkan keyakinan, keberanian dan pemikiran ke depan. Juga, apa yang saya perhatikan adalah pekerja bersama dengan tandatangan yang lebih kecil daripada dia, atau lebih kecil untuk dibandingkan dengan teks tulisan tangan utama mereka sendiri, cenderung tidak mempunyai keberanian untuk bercakap dengannya. Terdapat dua jurutera, dan Lewis yang mempunyai tandatangan yang serupa dengan saya. Kami adalah satu-satunya yang biasanya tidak berani Scott untuk meningkatkan suaranya dan akan berjaga-jaga dalam perjalanan dia bercakap dengan kami.

  3. Terus mempersoalkan keputusannya. Ini pasti akan mengganggu dia yang saya lakukan tetapi siapa yang peduli? Kerja berpasukan adalah apabila anda harus mempersoalkan keputusan jika anda mendapati ada sesuatu yang tidak tepat dengannya.

  4. Dia akan cenderung memotong anda separuh sebelum anda menyelesaikan ayat anda. Jadi, jangan biarkan dia. Jujur dan beritahu dia dari kelawar untuk berhenti dan mendengar.

  5. Dalam perbincangan yang boleh beralih kepada hujah, bersiaplah dengan contoh kes sebelumnya yang serupa dan sudah serba salah. Bersiaplah juga bahawa dia akan berkeras. Kembalikan dia ke realiti.  

  6. Ketika dia sedang menyindir, bersiaplah untuk bertindak balas. Anda boleh mendiamkannya jika anda tidak mengganggu lagi, tetapi bagi saya saya menikmati membalas budi.

  7. Kekananan tidak akan memberi perbezaan kepada keputusannya melainkan dari pihak atasan. Jadi, gunakan perkataan yang betul dan mengalihkan perhatiannya sehingga dia akan mengikuti arahan anda.
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  8. Apabila dia tidak aman dan mula membandingkan dirinya dengan anda, anda boleh bersetuju dengan mengatakan "Anda betul" atau anda boleh melakukan sebaliknya dengan membalas, "Ah, anda juga boleh melakukan yang lebih baik jika anda mahu. Tidak ada yang menghalang anda."

  9. Merujuk pada kecenderungan emosinya, diharapkan dia akan terikat secara emosional dengan keputusan yang dibuatnya seperti bimbang jika dia meninggalkan tempat itu, dia tidak berterima kasih, menerima pendapat tanpa had antara hak dan kesalahan dan perkara yang serupa dengan ini. Biasanya, saya akan mengingatkannya tetapi untuk situasi seperti ini, saya mempunyai had peribadi saya sejauh mana dia harus memutuskan apa yang terbaik untuk dirinya sendiri.
    ​
  10. Seperti disebutkan sebelumnya, Scott nampaknya mengabaikan kemampuannya untuk menilai watak dan sering memilih orang yang salah untuk dipercayai. Satu-satunya cara saya mempengaruhinya adalah dengan mengingatkannya agar berhati-hati tetapi dari semua penyelesaian di atas, saya tidak dapat berbuat banyak dengan ini. Kadang kala, orang harus belajar dari kesalahan mereka sendiri, jika pernah dia melakukannya. 
Untuk menyiarkan semula kandungan ini di laman web, media sosial, blog, artikel, YouTube dan lain-lain, ingatlah untuk menyebut nama Pengarang, S.Sulianah, dan pautan ke laman web syarikatnya www.grapholistic.com

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دراسة الحالة: أنماط اتخاذ القرار المعتمدة والعفوية والأقل عقلانية والأقل بديهية | مدير المشروع | تحليل السلوك البشري والكتابة اليدوية | مؤل

5/26/2022

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​المؤلف: S.Sulianah (عالم الجرافيك ومؤسس شركة الجرافيك الدولية)
محلل كتاباتك وشخصياتك
www.grapholistic.com
Read the English Version | Read the Translated to Indonesian Version | Read the Translated to German Version

​مقدمة لدراسة الحالة

​إن وجود مدير مشروع فعال للغاية في شركتك هو أحد الأصول. سيحدد نجاح ليس فقط أعمال شركتك ولكن أيضًا البيئة والعلاقة بين موظفيك في مكان عملك. ببساطة عندما رفض مدير المشروع الاستماع وتحليل تعليقات أو نتائج موظفي التشغيل. عدم السماح لأعضاء الفريق بمعرفة أن مدير المشروع موجود عندما يحتاجون إلى التحدث ، الأمر الذي قد يؤدي إلى الإحباط تدريجيًا. مثل تأثير الدومينو ، ستتطور المشاعر التقدمية للتخلي وغير الشاملة في موظفيك.

​هدف دراسة الحالة

دراسة الحالة هذه مقتطف من كتابي الذي سيتم نشره قريبًا تحت سلسلة الموارد البشرية والإدارة. تركز هذه الدراسة على السلوك البشري وكيف يمكن لسمات الشخصية أن تؤثر على صنع القرار الفردي ، ونمط التفكير ، والملاحظة ، والتواصل مع الزملاء ، والمنظورات ، وطريقة التحدث ، وطريقة تفكيرهم, نظرة مستقبلية لأهدافهم الشخصية وموثوقيتهم في بيئة الأعمال. بالإضافة إلى ذلك ، استخدمت هذه الدراسة أيضًا علم تحليل الكتابة اليدوية لدراسة شخصيتهم وشخصياتهم وسلوكياتهم والسبب والنتيجة المحتملة ، إن وجدت, خلال ملاحظتي وتحليلاتي.
 
تحليل الحالة هو حساب شامل طويل الأجل مع أدلة في بيئة منظمة الأعمال التجارية. كان تحليلاً لأحد كبار مديري المشاريع لمدة 13 عامًا ، وهو أمر مهم فيما يتعلق بدراسات الحالة الأخرى في هذه السلسلة. 

​الملف الشخصي

​مدير المشروع ، سكوت (ليس الاسم الحقيقي)
حوالي 20 عامًا من الخبرة العملية
في منتصف الثلاثينيات من عمره
يعمل سكوت في المجال الهندسي لأكثر من 20 عامًا من خلال الخبرة كمهندس وحتى يومنا هذا ، مدير مشروع.
 
الانطباع الأول الذي كان لدي عن سكوت هو ابتسامته اللطيفة ، ودودة وموثوقة. بصفتي مدير موارد بشرية خلال سنوات عملي في الشركة, كان أحد الاقتراحات التي أوصي بها لمديرتي السابقة هو إحضاره إلى أي من الاجتماعات مع العملاء إذا كانت هناك حاجة لذلك. ليس فقط لأنه لديه سنوات من الخبرة مع الشركة والتعرض للتعامل مع العملاء في هذه الصناعة ، ولكن سكوت يمكن أن يتكيف أيضًا مع المناطق المحيطة, محترم ومعرفة ما يجب أن تقوله وما لا يجب أن يكون في بيئة رسمية. 

​التعبير عن المشاعر والأفكار

​إذا كنت قد قرأت أول دراسة حالة لكبير مديري المشروع ، لويس ، الذي يميل إلى الاحتفاظ بمشاعره وآرائه لنفسه ، فإن سكوت هو عكس ذلك تمامًا لكباره. هذا إلى حد تعبير وجهه. حتى إذا كانت الرسالة التي سيخبرك بها ليست أخبارًا سيئة أو شيء مريرًا ، فسيظل يعبر عن مشاعره بغطاء. في السنوات السابقة عندما كنا نعمل معًا ، كلما جاء إلى غرفتي أو عندما اقترب مني ليخبرني بشيء, سيبدو كما لو أنه يريد بدء مواجهة ، يختلف مع كل ما كان يدور في خلده. 

​كيف تعاملت مع هذا?

​بما أنني كنت أعلم أنني سأعمل معه لفترة طويلة ، ولا أفضل أن أزعجني في كل مرة, أخبرته بصراحة ما أفكر به في الطريقة التي قدم بها نفسه. وأضاف أن سلوكه كان يشجعني على التنفيس عن استيائي منه ، وهو ليس ممارسة جيدة لكلينا. لذا ، بالنسبة لي ، قام بتغيير الطريقة التي تحدث بها معي ، ولكن مع الآخرين استمر في نفس الشيء.

​ماذا عن متى يعطي تعليمات للفنيين أو المهندسين المبتدئين في فريقه?

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سيكون حجم صوته أعلى من الطريقة القياسية التي تحدثنا بها مع بعضنا البعض ، بنبرة صوت تظهر السلطة. بالإضافة إلى ذلك ، كانت التعليقات المستخدمة غير سارة بما في ذلك الكلمات السيئة والسخرية.
 
عندما نكون غير آمنين بشأن أنفسنا وغير راضين عن شيء ما في حياتنا ، عادة ما يتم استخدام التوابيت كآلية دفاعية. بالنسبة لحالة سكوت ، هناك صفتان رئيسيتان للكتابة اليدوية تتوافقان مع شخصيته. الضربات الحادة المفاجئة للحروف الأخيرة من الكلمات وشريطه الحاد ، المتسق طوال خط يده. 
​تشير الضربات الحادة الحادة أيضًا إلى إحباطه تجاه الآخرين ، سواء كان ذلك في حياته الشخصية أو في البيئات المهنية. من حيث التعبير عن نفسه ، عادة لا يخفي سكوت هذه المشاعر أبدًا. وسيخرجها ، وسيواجه الشخص الذي لم يحالفه الحظ خلال تلك اللحظة غضبه. 

​الثقة في الآخرين

سكوت في مستوى 10 من أصل 10 في الطيف عند الثقة بالآخرين. بادئ ذي بدء ، نظرًا لأنه يقوم باختياراته بناءً على ما يشعر به تجاه شخص ما ، فإن اختياراته أكثر تجاه من يفضله. لقد كنت شاهداً على أمثلة حياته الواقعية عدة مرات على مدى 13 سنة كيف خدعه الآخرون بسبب "سخائه" وأي شيء مشابه لذلك. ولم يكن هناك أي طريقة للاستماع إلى نصيحة أي شخص بعدم الثقة في ذلك الشخص. تذكرت بوضوح بعد يوم واحد من الغداء ، أخبرني أنه أبلغ أحد الفنيين بقضية يفترض أنها سرية بيننا. أخبرته أنني "لا أثق بهذا الرجل على الإطلاق ، وهل أنت متأكد من أنه لن يشاركه مع أي شخص كان تحليلي لهذا الشخص خلاصة لملاحظتي لشخصيته وشخصيته ولغة جسده وسلوكه على مدى 5 سنوات ، والتي تشمل غرائزي. كان هذا أيضًا سبب عدم موافقتي على تجنيده في المقام الأول. في ذلك الوقت ، رد علي سكوت بـ "أنت تفكر. خمن ماذا حدث بعد ثلاثة أسابيع من تلك المحادثة? هذا الفني الذي كان من المفترض أن يعود بعد زيارة مسقط رأسه لم يعد إلى المكتب على الإطلاق. وكان أسوأ جزء هو أن سكوت أقرضه حوالي $ 20000 قبل أن يغادر البلاد لسبب أنه بحاجة إلى المال لعملية والده. في وقت لاحق من ذلك الأسبوع ، اكتشف سكوت أن والد الموظفين كان على ما يرام ولم يتم إدخاله إلى المستشفى أبدًا. 
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​لقد كتبت المزيد من التعمق حول الإقراض والاقتراض في كتابي Be Brave: Uncensored Motivational Quotes. يسلط الضوء في الكتاب على الأسباب المحتملة التي تجعلك تميل إلى السماح لنفسك بإعارة أموالك التي تكسبها بشق الأنفس للآخرين. أحد الأسباب الجذرية هو الحاجة إلى القبول من قبل الآخرين. في حالة سكوت ، هذه ليست المرة الأولى التي يثق فيها بشخص ما. أتيحت لي الفرصة لأسأله عن الأسباب التي تجعله يميل إلى الالتزام ببؤس الآخرين. كانت معظم ردوده مرتبطة بكيفية تعاطفه مع ظروفهم. ولكن لأنني كنت مهتمًا جدًا بجهل سكوت ، سألته مرة أخرى "هل يحتاجون إليه حقًا? إذا كانوا بحاجة إليها من أجل البقاء ، فلن يتمكنوا من إنفاق راتبهم الذي حصلوا عليه بشق الأنفس على البيرة الذين يستمتعون بأنفسهم خلال ساعات سعيدة وعطلات نهاية الأسبوع كل أسبوع بصفتي مدير موارد بشرية خلال تلك الفترة ، كنت قلقة أيضًا بشأن كيفية نظر سكوت إلى هذا الموقف. وذكر أيضا عن علاقاتهم. إذا لم يقرضهم المال فلن يستمعوا لتعليماته. معادلة خاطئة وإدراك من جانب سكوت.
 
لذا ، ما لاحظته على مر السنين هو كيف أثر انعدام الأمن في سكوت تدريجيًا على قراراته النهائية والطريقة التي عامل بها نفسه والآخرين. سيبذل جهداً لممارسة سلطته دون حتى الاهتمام بما إذا كان الشخص الآخر فنيًا أو كبيرًا أو شخصًا لا يبلغه حتى. 
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​لا يشير شريط t المنخفض على خط يده إلى انخفاض احترامه لذاته ويريد في النهاية أن يقبله الناس. كما أنه يؤثر على الطريقة التي يقارن بها نفسه بزملائه الآخرين مثل مستوى مؤهلاته وذكائهم وقصص نجاحهم.

هذه بعض العبارات الشائعة التي سيقولها كلما كنا في المناقشات. "نعم ، أعلم أنك أذكى مني" ، "بالطبع ، لديك الآن درجة الماجستير بالفعل. 
يتم دعم شريط t المنخفض بتوقيع شطب يضيف إلى كثافة هذه السمة. بدافع القلق, لقد نصحته عدة مرات للتخلص من الضربة على توقيعه لأن شدة الطريقة التي عامل بها نفسه ونوع الكلمات التي يتحدث بها أصبح أكثر وضوحا.
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​اتخاذ القرار

كان أحد أنماط صنع القرار في سكوت التي كنت أحترمها هو كيف يمكنه أن يقرر على الفور متى طلب العملاء رسومًا أو استفسارات استشارية خارج نطاق العمل. عادة ما يكون لديه ميل لاتخاذ قرار دون أخذ الوقت للتفكير في أيهما يمكن أن يكون إيجابيًا أو في بعض الأحيان سلبيات في إدارة المشاريع. تظهر هذه السمة أيضًا على خط يده بضربات النهاية المفاجئة الحادة.
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​أما بالنسبة لإجراء وقبول التغييرات والأفكار الجديدة ، فهو يميل إلى البقاء في الأيام المجيدة. إن تغيير طريقة تفكيرنا وتحسين نظام الشركة وسياستها سيستغرقه بعض الوقت للتكيف وقبول ذلك بعد أشهر من المناقشات والشكاوى. هذا واضح على وجه التحديد حول المكان الذي أنهى فيه الكلمة الأخيرة في كل سطر من الجمل ، تاركًا مساحات كبيرة على الهامش الأيمن. يشير الهامش الأيمن في تحليل الكتابة اليدوية إلى المستقبل ، بينما اليسار هو الماضي. بالإضافة إلى ذلك ، كيف أنهى آخر ضربة له في توقيعه. بدلاً من اختتام رسالته الأخيرة حول المكان الذي كان يجب أن يكون عليه ، كتبه للخلف إلى اليسار قبل إنهائه على الجانب الأيمن. الجانب الجيد من هذا هو أنه سينهيها على اليمين مما يعني أنه سيتعلم في النهاية قبول الحاضر. 
​كانت هناك مناسبات عديدة لم يكن علي فيها الاعتماد على آرائه وتقييماته للموظفين الذين كانوا يعملون في مشاريع معه. عادة ، سيُطلب من مديري المشاريع تقييم أداء أعضاء فريقهم حيث ستؤثر ملاحظاتهم على مكافأة الموظفين السنوية ، وزيادة الرواتب. ومع ذلك ، بالنسبة للموظفين تحت فرق سكوت ، كان علي أن أقوم بملاحظتي الشخصية وتحليلاتي. لماذا هذا? يتغير تقييم سكوت بدرجة كبيرة من أن ملاحظاته أصبحت مصدرًا غير موثوق به للمعلومات. على سبيل المثال ، سيعلق اليوم على الفني الذي يعمل معه في المشروع أ كشخص لن يستمع إلى تعليماته ، في يوم آخر عندما يكون مزاجه على ما يرام, سيقول أن الفني يستمع إليه. نظرًا لأن مواقف مماثلة حدثت عدة مرات على مر السنين ، فقد تعلمت عدم الاعتماد على وجهة نظره مائة بالمائة. لاحظ كيف أنه مائل بخط يده. اليمين المتطرف. 
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​أنماط اتخاذ القرار: أقل وطنية ، واعية ، ومبهرة ، وأقل حميمية

بالإشارة إلى دراسة حول أنماط صنع القرار من قبل العثمان ، ر. ، العثمان ، ر. ، هاليت ، ر. وآخرون.,  لوحظ أن سكوت يتبع عملية صنع قرار أكثر اعتمادًا ، مع كونه عفويًا وأقل عقلانية.
 
وفقًا للدراسة ، ارتبطت درجات الانقلابية والعصبية بشكل كبير بانخفاض درجات النمط العقلاني. ارتبط التوافق والضمير العالي بدرجات نمط أعلى. ارتبطت درجات التوافق والضمير والعصبية بشكل كبير مع درجات النمط البديهية الأقل.
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​في البداية ، سيتخذ سكوت قراراته بمفرده. وفي معظم الأحيان ، سيبدأ في ممارسة إحباطه عندما يكون للطرف الآخر مثل رئيسه وجهات نظر مختلفة عن وجهة نظره. في نهاية المطاف ، سينتهي به الأمر بالتأثر بآراء الشخص الآخر بينما لا يزال مستاءً على الرغم من أن أفكاره كانت مدعومة بحقائق قوية.

على خط يده ، يدعم شريط t المنخفض الذي يشير إلى إدراكه غير الصحي لتقديره الذاتي الطريقة التي أدرك بها أفكاره. في حين أن الهامش الأيسر الذي يصبح أوسع أثناء تحركه لأسفل الفقرة يشير إلى مخاوفه وقلقه من أخذ أي شيء غريب عليه. إذا أكمل طول شريط t الخاص به بدلاً من التوقف في منتصف الطريق ، فسيكون حماسه أكثر وضوحًا بمرور الوقت. 
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​الحدس ليس بالتأكيد في دليل سكوت كيف تبقى على قيد الحياة. ليس الأمر أنه ليس لديه الحدس للاعتماد عليه قبل اتخاذ قرارات مثل الثقة في الناس ، فقد تجاهل التوقف والتفكير قبل اتخاذ خطوته الأولى. بالنسبة له ، ربط ذلك بالتفكير وبالتالي سوف يتفاعل بشكل عفوي. بالإضافة إلى ذلك ، فإن الطريقة التي عادة ما يغضب بها بسهولة مع استجابات التكيف غير المناسبة عندما يحاول التغلب على تحدياته الشخصية. 

​تحديد الأحرف وتأثيرها

​قد لا يفهم سكوت أهمية كيف أثر سلوكه على علاقته مع الأشخاص الذين يعمل معهم. عدم إعطاء الأولوية للتوقف والتفكير قبل التعبير عن آرائه وإزعاجه سيكون له تأثير مضاعف على علاقته مع الأفراد في الشركة. بدأوا في إبعاد أنفسهم عنه ، والمزيد والمزيد من الأفراد الذين يغادرون المنظمة وخاصة أولئك الذين كان لديهم اتصال مباشر معه, احترام أقل له كشخص وموقفه في الشركة ، وعدم الثقة بمصداقيته ، وارتفاع مستوى سوء التواصل بينه وبين الموظفين, رفض أعضاء الفريق الاستماع إلى تعليماته ومعه يسيء استخدام سلطته كمدير كان لها وسيؤثر على إدارة موظفي الشركة في السنوات القادمة.  

الحلول

فيما يلي عدد من الطرق التي تمكنت من تنفيذها عندما كنت في المنظمة. فقط بين سكوت وأنا ، عندما كنت المدير البشري للشركة والمدير التشغيلي ، وكان مدير المشروع للفرق. 
1. كن صريحًا لأنني لم يعجبني الطريقة التي تصرف بها تجاهي. تنفيس عن إحباطه الشخصي عندما لم يكن لي علاقة مع استيائه تجاه نفسه أو شخص آخر.

2. لم أبقى هادئا وخجولا عندما تحدثت معه. فقط لكي تعرف أن هذا لا ينطبق فقط على نفسك الفعلية في الداخل ولكن أيضًا كيف تصور نفسك له. مما يعني أنه إذا أردنا مقارنة توقيعه وتوقيعه ، من حيث الحجم والمظهر منه ، فإن ملكي يظهر الثقة والجرأة والتفكير المستقبلي. أيضا ، ما لاحظته هو أن زملائه بتوقيع أصغر من توقيعه ، أو أصغر للمقارنة مع نصوص الكتابة اليدوية الرئيسية الخاصة بهم, تميل إلى عدم امتلاك الشجاعة للتحدث معه. كان هناك مهندسان ، ولويس لديه توقيعات مماثلة لي. كنا الوحيدين الذين لم يكن لدى سكوت عادة شجاعة لزيادة صوته وسنكون متيقظين في الطريقة التي تحدث بها إلينا.

3. استمر في التشكيك في قراره. هذا بالتأكيد سيزعجه مما فعلته ولكن من يهتم? العمل الجماعي هو عندما يتعين عليك التشكيك في قرار إذا وجدت أن هناك شيئًا غير دقيق فيه.

4.سوف يميل إلى قطعك في منتصف الطريق قبل الانتهاء من الجمل الخاصة بك. لذا ، لا تدعه. كن صادقًا وأخبره بالخفاش للتوقف والاستماع.

5. في المناقشات التي يمكن أن تتحول إلى حجج ، كن مستعدًا مع أمثلة للحالات السابقة التي كانت متشابهة والتي سارت بالفعل. كن مستعدًا أيضًا لأنه سيصر. أعده إلى الواقع. 
 
6. عندما يكون ساخرًا ، كن مستعدًا للرد. يمكنك الحفاظ على الهدوء إذا لم تعد تهتم ، ولكن بالنسبة لي استمتعت بإعادة الجميل.

7. الأقدمية لن تحدث أي فرق في قراره إلا إذا كان من الرئيس. لذا ، استخدم الكلمات الصحيحة وحرف انتباهه حتى يتبع تعليماتك.

8. عندما يكون غير آمن ويبدأ في مقارنة نفسه معك ، يمكنك إما الموافقة بقول "أنت على حق" أو يمكنك فعل العكس بالرد, "آه ، يمكنك أن تفعل أفضل أيضًا إذا كنت ترغب في ذلك. لا أحد يمنعك ".

​9. بالإشارة إلى ميله العاطفي ، من المتوقع أن يكون مرتبطًا عاطفيًا بالقرارات التي اتخذها مثل القلق إذا غادر المكان ، فهو ناكر للجميل, قبول الآراء بلا حدود بين الحقوق والخطأ وأي شيء مماثل لهذه. عادة ، أود أن أذكره ولكن في هذه المواقف ، لدي حدود شخصية إلى حد أن الأمر متروك له ليقرر ما هو الأفضل لنفسه.

10. كما ذكرنا سابقًا ، يبدو أن سكوت يتجاهل قدرته على الحكم على الشخصيات وغالبًا ما يختار الشخص الخطأ الذي يثق به. الطريقة الوحيدة التي أثرت بها عليه هي تذكيره بالحذر ولكن من بين جميع الحلول المذكورة أعلاه ، لم أستطع فعل الكثير بهذا. في بعض الأحيان ، يجب على الناس أن يتعلموا من أخطائهم ، إذا فعل ذلك. 
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FALLSTUDIE: Abhängige, spontane, weniger rationale und weniger intuitive Entscheidungsstile | Projektmanager | Analyse des menschlichen Verhaltens und der Handschrift | Buch der HR- und Management-Reihe von S. Sulianah (Übersetzt ins Deutsche)

5/26/2022

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​Autor: S. Sulianah (Graphologe und Gründer von Grapholistic International)
Ihr Handschrift- und Zeichenanalyst
www.grapholistic.com
Read the English Version | Read the Indonesian Version

​EINLEITUNG ZUR FALLSTUDIE

​Ein hochwirksamer Projektmanager in Ihrem Unternehmen zu haben, ist von Vorteil. Es bestimmt den Erfolg nicht nur des Geschäfts Ihres Unternehmens, sondern auch das Umfeld und die Beziehung zwischen Ihren Mitarbeitern an Ihrem Arbeitsplatz. So einfach wie damals, als sich ein Projektmanager weigerte, zuzuhören und das Feedback oder die Ergebnisse Ihrer operativen Mitarbeiter zu analysieren. Die Teammitglieder nicht wissen lassen, dass der Projektmanager da ist, wenn sie sprechen müssen, was allmählich zu Frustrationen führen kann. Wie ein Dominoeffekt entwickeln sich bei Ihren Mitarbeitern die fortschreitenden Gefühle der Verlassenheit und Nicht-Inklusivität.

​FALLSTUDIENZIEL

​Diese Fallstudie ist ein Auszug aus meinem bald erscheinenden Buch unter der HR- und Management-Reihe. Diese Studie konzentriert sich auf menschliches Verhalten und darauf, wie ein Charaktermerkmal die Entscheidungsfindung, das Denkmuster, die Beobachtung, die Kommunikation mit Kollegen, die Perspektiven, die Art und Weise, wie sie sprechen, die Art und Weise, wie sie denken, beeinflussen kann, Ausblick auf ihre persönlichen Ziele und ihre Zuverlässigkeit in einem Geschäftsumfeld. Darüber hinaus hatte diese Studie die Wissenschaft der Handschriftanalyse genutzt, um ihre Persönlichkeit, Charaktere, Verhaltensweisen und mögliche Ursache und Wirkung zu untersuchen, falls vorhanden, im Verlauf meiner Beobachtung und Analyse.
 
Die Fallanalyse ist ein umfassendes Langzeitkonto mit Beweisen in einer Unternehmensorganisation. Es war eine Analyse eines der leitenden Projektmanager für einen Zeitraum von 13 Jahren, was im Zusammenhang mit den anderen Fallstudien in dieser Reihe von Bedeutung ist. 

​Profil

​Projektmanager Scott (nicht richtiger Name)
Über 20 Jahre Berufserfahrung
Mitte 30
​Scott arbeitet seit über 20 Jahren im Ingenieurwesen mit Erfahrungen als Ingenieur und seit heute als Projektmanager.
 
Der erste Eindruck, den ich von Scott hatte, ist sein süßes Lächeln, zugänglich und zuverlässig. Als Personalmanager während meiner Jahre im Unternehmen, Einer der Vorschläge, die ich meinem ehemaligen Direktor empfehlen würde, war, ihn zu einem der Treffen mit Kunden zu bringen, wenn dies erforderlich ist. Nicht nur, weil er jahrelange Erfahrung mit dem Unternehmen hat und mit Kunden in dieser Branche in Kontakt steht, sondern Scott könnte sich auch an die Umgebung anpassen, respektvoll und wissen, was zu sagen ist und was nicht in einem formalen Umfeld. 

​AUSDRÜCKUNG VON GEFÜHLE UND GEDANKEN

​Wenn Sie die erste Fallstudie des leitenden Projektmanagers Lewis gelesen haben, der dazu neigt, seine Gefühle und Meinungen für sich zu behalten, ist Scott das genaue Gegenteil seines Senior. Dies ist im Ausmaß seines Gesichtsausdrucks. Selbst wenn die Botschaft, die er Ihnen sagen wird, keine schlechte Nachricht oder etwas ist, worüber er bitter sein muss, wird er seine Gefühle immer noch mit einem finsteren Blick ausdrücken. In den früheren Jahren, als wir zusammenarbeiteten, wann immer er in mein Zimmer kam oder als er sich mir näherte, um mir etwas zu sagen, er wird so aussehen, als wollte er eine Konfrontation beginnen und nicht mit dem übereinstimmen, was er vorhatte. 

Wie bin ich damit umgegangen?

​Da ich wusste, dass ich lange mit ihm zusammenarbeiten werde und nicht jedes Mal verärgert sein würde, Ich hatte ihm ehrlich gesagt, was ich über die Art und Weise denke, wie er sich präsentierte. Und fügte hinzu, dass sein Verhalten mich ermutigte, mein Missfallen über ihn auszudrücken, was für uns beide keine gute Praxis ist. Also änderte er bei mir die Art und Weise, wie er mit mir sprach, aber bei den anderen fuhr er immer noch dasselbe fort.

Wie wäre es, wenn er den Technikern oder Junioringenieuren in seinem Team Unterricht gibt?

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Die Lautstärke seiner Stimme ist höher als die Standardmethode, mit der wir miteinander gesprochen haben, mit einem Tonfall, der Autorität zeigt. Darüber hinaus waren die verwendeten Kommentare unangenehm, einschließlich schlechter Worte und Sarkasmen.
 
Wenn wir uns in Bezug auf uns selbst unsicher sind und mit etwas in unserem Leben unzufrieden sind, werden Sarkasmen normalerweise als Abwehrmechanismus eingesetzt. Was Scotts Fall betrifft, gibt es zwei Hauptmerkmale der Handschrift, die zu seiner Persönlichkeit passen. Die scharfen, abrupten Endschläge der letzten Buchstaben der Wörter und seine scharfe T-Bar, die in seiner gesamten Handschrift konsistent sind. 
​Die scharfen Endschläge bedeuten auch seine Frustrationen gegenüber anderen, sei es in seinem persönlichen Leben oder in der beruflichen Umgebung. In Bezug auf den Ausdruck verbirgt Scott diese Gefühle normalerweise nie. Und er wird es rauslassen und derjenige, der in diesem Moment Pech hat, wird sich mit seinem Zorn treffen. 

​VERTRAUEN ANDEREN

Scott liegt im Spektrum auf der Stufe 10 von 10, wenn er anderen vertraut. Da er seine Auswahl basierend darauf trifft, wie er sich zu jemandem fühlt, sind seine Entscheidungen zunächst eher dahin gerichtet, wen er bevorzugt. Ich war in den 13 Jahren einige Male Zeuge seiner Beispiele aus dem wirklichen Leben, wie er von anderen wegen seiner „Großzügigkeit“ und ähnlichem betrogen wurde. Und auf keinen Fall wird er auf den Rat von irgendjemandem hören, dieser Person nicht zu vertrauen. Ich erinnerte mich eindeutig an einen Tag nach dem Mittagessen, als er mir sagte, er habe einen der Techniker über einen Fall informiert, der angeblich zwischen uns beiden vertraulich behandelt werden soll. Ich sagte ihm: "Ich vertraue diesem Kerl überhaupt nicht und bist du sicher, dass er mit niemandem teilen wird Meine Analyse dieser Person war ein Kompendium meiner Beobachtung seines Charakters, seiner Persönlichkeit, seiner Körpersprache und seines Verhaltens über 5 Jahre, einschließlich meiner Instinkte. Es war auch der Grund, warum ich mich überhaupt nicht darauf geeinigt habe, ihn zu rekrutieren. Zu dieser Zeit antwortete Scott mir mit "Du überdenkst. Ratet mal, was drei Wochen nach diesem Gespräch passiert ist? Dieser Techniker, der nach einem Besuch in seiner Heimatstadt zurückkehren sollte, kam überhaupt nicht ins Büro zurück. Und das Schlimmste war, dass Scott ihm ungefähr $ 20.000 geliehen hatte, bevor er das Land verließ, mit dem Grund, dass er das Geld für die Operation seines Vaters brauchte. Später in dieser Woche fand Scott heraus, dass es dem Vater des Personals gut ging und er nie ins Krankenhaus eingeliefert wurde. 
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Ich hatte in meinem Buch Be Brave: Unzensierte Motivationszitate ausführlicher über das Ausleihen und Ausleihen von Geld geschrieben. In dem Buch werden die möglichen Gründe hervorgehoben, warum Sie sich dazu neigen, Ihr hart verdientes Geld anderen zu leihen. Eine der Hauptursachen ist die Notwendigkeit der Akzeptanz durch andere. In Scotts Fall ist es nicht sein erstes Mal, dass er jemandem vertraut. Ich hatte die Gelegenheit, ihn nach den Gründen zu fragen, aus denen er sich dem Elend anderer verschrieben hat. Die meisten seiner Antworten bezogen sich darauf, wie er mit ihren Bedingungen sympathisierte. Aber weil ich ziemlich besorgt über Scotts Unwissenheit war, fragte ich ihn noch einmal: „Brauchen sie es wirklich? Wenn sie es brauchen, um zu überleben, können sie ihr hart verdientes Gehalt nicht für Biere ausgeben, die sich jede Woche während der Happy Hour und am Wochenende amüsieren. “ Als Personalmanager war ich in dieser Zeit auch besorgt darüber, wie Scott diese Situation sah. Er erwähnte auch ihre Beziehungen. Wenn er ihnen das Geld nicht geliehen hat, werden sie nicht auf seine Anweisungen hören. Eine falsche Gleichung und Wahrnehmung von Scotts Seite.
 
Im Laufe der Jahre bemerkte ich also, wie sich Scotts Unsicherheit allmählich auf seine endgültigen Entscheidungen auswirkte und wie er sich selbst und andere behandelte. Er wird sich bemühen, seine Autorität auszuüben, ohne sich darum zu kümmern, ob die andere Person ein Techniker, sein Senior oder jemand ist, der sich nicht einmal bei ihm meldet. 
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​Die niedrige T-Bar auf seiner Handschrift bedeutet nicht nur sein geringes Selbstwertgefühl und schließlich den Wunsch, dass die Leute ihn akzeptieren. Es beeinflusst auch die Art und Weise, wie er sich mit seinen anderen Kollegen vergleicht, wie z. B. das Niveau seiner Qualifikationen, seiner Intelligenz und seiner Erfolgsgeschichten.

Dies sind einige der gebräuchlichen Sätze, die er sagen wird, wenn wir in Diskussionen waren. "Ja, ich weiß, dass du schlauer bist als ich", "Natürlich hast du jetzt schon einen Meister. 
Die niedrige T-Stange wird mit einer auffälligen Signatur unterstützt, die zur Intensität dieses Merkmals beiträgt. Aus Sorge, Ich hatte ihm mehrmals geraten, den Streik bei seiner Unterschrift loszuwerden, weil die Intensität seiner Behandlung und die Art von Worten, mit denen er spricht selbst wurden offensichtlicher.
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​ENTSCHEIDUNG

​Einer von Scotts Entscheidungsstilen, den ich respektierte, war, wie er sofort entscheiden konnte, wenn Kunden Off-the-Hand-Beratungsgebühren oder Anfragen zum Arbeitsumfang beantragten. Normalerweise hat er die Tendenz zu entscheiden, ohne sich Zeit zum Nachdenken zu nehmen, was im Projektmanagement Vor- oder manchmal Nachteile sein könnte. Dieses Merkmal zeigt sich auch auf seiner Handschrift mit den scharfen, abrupten Endschlägen.
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​Was das Nehmen und Akzeptieren von Änderungen und neuen Ideen angeht, so bleibt er in den glorreichen Tagen. Wenn er die Art und Weise ändert, wie wir denken und das System und die Politik des Unternehmens verbessern, braucht er Zeit, um sich anzupassen und zu akzeptieren, und zwar nach monatelangen Debatten und Beschwerden. Dies ist besonders klar, wo er das letzte Wort in jeder Satzzeile beendet hat und große Räume am rechten Rand gelassen hat. 
Der rechte Spielraum in der Handschriftanalyse bedeutet die Zukunft, während der linke die Vergangenheit ist. Außerdem beendet er so seinen letzten Schlag seiner Unterschrift. Anstatt seinen letzten Brief dort abzuschließen, wo er hätte sein sollen, schrieb er ihn rückwärts nach links, bevor er ihn auf der rechten Seite beendete. Die gute Seite dabei ist, dass er es rechts beenden wird, was bedeutet, dass er irgendwann lernen wird, die Gegenwart zu akzeptieren. ​
​Es gab viele Gelegenheiten, in denen ich mich nicht auf seine Ansichten und Bewertungen der Mitarbeiter verlassen musste, die mit ihm in Projekten arbeiteten. In der Regel werden Projektmanager gebeten, die Leistungen ihrer Teammitglieder zu bewerten, bei denen sich ihr Feedback auf den Yearend-Bonus der Mitarbeiter und die Gehaltserhöhungen auswirkt. Für die Mitarbeiter unter Scotts Teams musste ich jedoch meine persönliche Beobachtung und Analyse durchführen. Warum ist das so? Die Bewertung von Scott ändert sich in hohem Maße, dass sein Feedback zu einer unzuverlässigen Informationsquelle wurde. Zum Beispiel wird er heute einen Kommentar über den Techniker abgeben, der mit ihm in Projekt A als jemand zusammenarbeitet, der seine Anweisungen nicht hört, an einem anderen Tag, an dem seine Stimmung gut ist, er wird sagen, dass der Techniker ihm zuhört. Da im Laufe der Jahre mehrmals ähnliche Situationen aufgetreten waren, hatte ich gelernt, mich nicht hundertprozentig auf seinen Standpunkt zu verlassen. Beobachten Sie, wie er seine Handschrift geschräg hatte. Extrem rechts. 
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​ENTSCHEIDUNGSSTILLE: WENIGER RATIONAL, ABHÄNGIG, SPONTANEOUS, WENIGER INTUITIV

​In Bezug auf eine Studie über Entscheidungsstile von El Othman, R., El Othman, R., Hallit, R. et al.,  Es wird beobachtet, dass Scott einer abhängigeren Entscheidungsfindung folgt, spontan und weniger rational ist.
 
Der Studie zufolge waren höhere Extroversions- und Neurotikwerte signifikant mit niedrigeren rationalen Stilwerten verbunden. Höhere Übereinstimmung und Gewissenhaftigkeit waren mit höheren abhängigen Stilwerten verbunden. Höhere Zustimmungs-, Gewissens- und Neurotikwerte waren signifikant mit niedrigeren intuitiven Stilwerten verbunden.
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​Am Anfang wird Scott seine Entscheidungen selbst treffen. Und die meiste Zeit wird er anfangen, seine Frustrationen auszuüben, wenn die andere Partei wie sein Chef andere Perspektiven hat als seine. Schließlich wird er von den Meinungen der anderen Person beeinflusst, obwohl er immer noch unzufrieden ist, obwohl seine Ideen durch solide Fakten gestützt wurden.

Auf seiner Handschrift unterstützt die niedrige T-Bar, die seine ungesunde Wahrnehmung seines Selbstwertgefühls bedeutet, die Art und Weise, wie er seine Ideen wahrnahm. Während der linke Spielraum, der beim Herabsetzen des Absatzes breiter wird, seine Befürchtungen und seine Angst bedeutet, alles zu erfassen, was ihm fremd ist. Wenn er die Länge seiner T-Bar vervollständigen würde, anstatt auf halber Strecke anzuhalten, wird seine Begeisterung im Laufe der Zeit deutlicher. 
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Intuition ist definitiv nicht in Scotts Leitfaden "Wie man am Leben bleibt" enthalten. Es ist nicht so, dass er nicht die Intuition hat, sich darauf zu verlassen, bevor er Entscheidungen wie das Vertrauen in Menschen trifft. Er ignorierte es, anzuhalten und nachzudenken, bevor er seinen ersten Schritt machte. Für ihn hat er das mit dem Überdenken in Verbindung gebracht und wird daher spontan reagieren. Darüber hinaus wird er normalerweise leicht über unangemessene Bewältigungsreaktionen irritiert, wenn er versucht, seine persönlichen Herausforderungen zu bewältigen. 

​CHARAKTERBESCHRÄNKUNG UND SEINE AUSWIRKUNGEN

Scott versteht möglicherweise nicht, wie wichtig es war, wie sich sein Verhalten auf seine Beziehung zu den Menschen ausgewirkt hat, mit denen er arbeitet. Nicht priorisieren, anzuhalten und nachzudenken, bevor er seine Meinung und seinen Ärger zum Ausdruck brachte, und hatte einen Welleneffekt auf seine Beziehung zu den Personen im Unternehmen. Sie begannen sich von ihm zu entfernen, immer mehr Personen verließen die Organisation, insbesondere diejenigen, die direkte Kommunikation mit ihm hatten, weniger Respekt gegenüber ihm als Person und seiner Position im Unternehmen, was seiner Glaubwürdigkeit und seiner hohen Missverständnisse zwischen ihm und den Mitarbeitern misstraut, Teammitglieder, die sich weigerten, auf seine Anweisungen zu hören, und mit ihm seine Autorität als Manager missbrauchten, hatten und würden sich in den kommenden Jahren auf das Personalmanagement des Unternehmens auswirken.  

​LÖSUNGEN

The following were a number of ways that I managed to implement when I was in the organisation. Just between Scott and myself, when I was the company’s human resource and operational manager, and him as the project manager of the teams. ​
  1. Seien Sie ehrlich, dass mir das Verhalten gegenüber mir nicht gefallen hat. Seine persönlichen Frustrationen ablüften, als ich nichts mit seinem Missfallen gegenüber sich selbst oder jemand anderem zu tun hatte.
  2. Ich blieb nicht ruhig und schüchtern, als ich mit ihm sprach. Nur damit Sie wissen, dass dies nicht nur für Ihr tatsächliches Selbst gilt, sondern auch, wie Sie sich ihm gegenüber darstellen. Das heißt, wenn wir seine und meine Unterschrift in Bezug auf Größe und Aussehen vergleichen möchten, zeigt meine Vertrauen, Kühnheit und vorausschauendes Denken. Mir wurde auch aufgefallen, dass diejenigen seiner Mitarbeiter mit kleinerer Unterschrift als seine oder kleiner mit ihren eigenen Haupttexten für Handschriften zu vergleichen waren, neigen dazu, nicht den Mut zu haben, sich mit ihm zu äußern. Es gab zwei Ingenieure und Lewis, die ähnliche Unterschriften wie ich hatten. Wir waren die einzigen, die Scott normalerweise nicht mutig hatte, seine Stimme zu erhöhen, und die Art und Weise, wie er mit uns sprach, wachsam sein wird.
  3. Stellen Sie seine Entscheidung weiter in Frage. Das wird ihn definitiv nerven, was ich getan habe, aber wen interessiert das? Eine Teamarbeit ist, wenn Sie eine Entscheidung in Frage stellen müssen, wenn Sie feststellen, dass etwas Ungenaues daran ist.
  4. Er wird dazu neigen, dich auf halbem Weg abzuschneiden, bevor du deine Sätze beendet hast. Also lass ihn nicht. Sei ehrlich und sag ihm von der Stange, er soll anhalten und zuhören.
  5. Seien Sie in Diskussionen, die sich in Argumente verwandeln könnten, bereit mit Beispielen früherer Fälle, die ähnlich waren und bereits schief gelaufen waren. Seien Sie auch darauf vorbereitet, dass er darauf bestehen wird. Bring ihn zurück in die Realität.  
  6. Wenn er sarkastisch ist, seien Sie bereit, zurück zu antworten. Sie können es ruhig halten, wenn Sie sich nicht mehr darum kümmern, aber für mich habe ich es genossen, den Gefallen zu erwidern.
  7. Dienstalter wird seine Entscheidung nur beeinflussen, wenn sie vom Chef stammt. Verwenden Sie also die richtigen Wörter und lenken Sie seine Aufmerksamkeit ab, damit er Ihren Anweisungen folgt.
  8. Wenn er unsicher ist und sich mit Ihnen vergleicht, können Sie entweder zustimmen, indem Sie „Sie haben Recht“ sagen, oder Sie können das Gegenteil tun, indem Sie mit antworten, „Ah, dann kannst du es auch besser machen, wenn du willst. Niemand hält dich auf. "
  9. In Bezug auf seine emotionale Tendenz wird erwartet, dass er emotional an die Entscheidungen gebunden ist, die er getroffen hat, wie zum Beispiel, wenn er den Ort verlässt, er ist undankbar, Akzeptieren von Meinungen ohne Grenzen zwischen den Rechten und dem Unrecht und Ähnlichem. Normalerweise würde ich ihn daran erinnern, aber für diese Situationen habe ich meine persönlichen Grenzen, soweit es an ihm liegt, zu entscheiden, was für sich selbst am besten ist.
  10. Wie bereits erwähnt, scheint Scott seine Fähigkeit, Charaktere zu beurteilen, zu ignorieren und hat oft die falsche Person ausgewählt, der er vertrauen kann. Der einzige Weg, ihn beeinflusst zu haben, bestand darin, ihn daran zu erinnern, vorsichtig zu sein, aber von all den oben genannten Lösungen konnte ich nicht viel damit anfangen. Manchmal müssen Menschen aus ihren eigenen Fehlern lernen, wenn er es jemals tut. 
Um diese Inhalte auf Ihrer Website, in sozialen Medien, in Blogs, Artikeln, auf YouTube usw. erneut zu veröffentlichen, geben Sie bitte den Namen der Autorin, S. Sulianah, an und verlinken Sie auf die Website ihres Unternehmens www.grapholistic.com

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STUDI KASUS: Gaya Pengambilan Keputusan yang Tergantung, Spontan, Kurang Rasional dan Kurang Intuitif | Manajer Proyek | Analisis Perilaku Manusia dan Tulisan Tangan | Penulis S.Sulianah - (Terjemahan Bahasa Indonesia)

5/26/2022

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Author: S.Sulianah (Graphologist and Founder of Grapholistic International)
Your Handwritings and Characters Analyst
www.grapholistic.com
Read the English Version | Read the German Version

PENDAHULUAN UNTUK STUDI KASUS

​Memiliki manajer proyek yang sangat efektif di perusahaan anda adalah aset. Ini akan menentukan keberhasilan tidak hanya bisnis perusahaan anda tetapi juga lingkungan dan hubungan antara karyawan anda di tempat kerja anda. Sesederhana ketika seorang manajer proyek menolak untuk mendengarkan dan menganalisis umpan balik atau temuan staf operasional anda. Tidak membiarkan anggota tim tahu bahwa manajer proyek ada di sana ketika mereka perlu berbicara, yang secara bertahap dapat membangun frustrasi. Seperti efek domino, perasaan progresif pengabaian dan non-inklusif akan berkembang pada karyawan anda.

​TUJUAN STUDI KASUS

​Studi kasus ini adalah kutipan dari buku saya yang akan segera diterbitkan di bawah buku series HR and Management. Studi ini difokuskan pada perilaku manusia dan bagaimana sifat karakter dapat memengaruhi pengambilan keputusan, pola berpikir, pengamatan, komunikasi dengan kolega, perspektif, cara mereka berbicara, cara mereka berpikir, pandangan ke arah tujuan pribadi mereka dan keandalan mereka dalam pengaturan bisnis. Selain itu, penelitian ini juga menggunakan ilmu analisis tulisan tangan untuk mempelajari kepribadian, karakter, perilaku mereka dan kemungkinan sebab dan akibat, jika ada, selama pengamatan dan analisis saya.

​Analisis kasus adalah akun jangka panjang yang komprehensif dengan bukti dalam pengaturan organisasi bisnis perusahaan. Itu adalah analisis dari salah satu manajer proyek senior untuk jangka waktu 13 tahun, yang signifikan dalam kaitannya dengan studi kasus lainnya dalam seri ini. 

Profil

​Manajer Proyek, Scott (Bukan nama asli)
Sekitar 20 tahun pengalaman kerja
Di pertengahan 30-an
Scott telah bekerja di bidang teknik selama lebih dari 20 tahun dengan pengalaman sebagai insinyur dan pada hari ini, seorang manajer proyek.
 
Kesan pertama yang saya miliki tentang Scott adalah senyum manisnya, mudah didekati dan dapat diandalkan. Sebagai manajer sumber daya manusia selama tahun-tahun saya di perusahaan, salah satu saran yang akan saya rekomendasikan kepada mantan direktur saya adalah untuk membawanya ke salah satu pertemuan dengan klien jika ada kebutuhan. Bukan hanya karena ia memiliki pengalaman bertahun-tahun dengan perusahaan dan paparan untuk berurusan dengan klien di industri itu, tetapi Scott juga bisa beradaptasi dengan sekitarnya, hormat dan tahu apa yang harus dikatakan dan apa yang tidak harus dilakukan dalam lingkungan formal. 

PERASAAN DAN PIKIRAN YANG MENGUNGKAPKAN

​Jika anda telah membaca studi kasus pertama dari manajer proyek senior, Lewis, yang cenderung menyimpan perasaan dan pendapatnya sendiri, Scott adalah kebalikan dari seniornya. Ini sejauh ekspresi wajahnya. Bahkan jika pesan yang akan dia sampaikan kepada Anda bukanlah berita buruk atau sesuatu yang pahit, dia masih akan mengungkapkan perasaannya dengan cemberut. Pada tahun-tahun sebelumnya ketika kami bekerja bersama, setiap kali dia datang ke kamar saya atau ketika dia mendekati saya untuk memberi tahu saya sesuatu, dia akan terlihat seolah-olah ingin memulai konfrontasi, tidak setuju dengan apa pun yang ada dalam pikirannya. 

Bagaimana saya menangani ini?

Karena saya tahu saya akan bekerja dengannya untuk waktu yang lama, dan tidak akan suka merasa terganggu setiap kali, Terus terang saya telah mengatakan kepadanya apa yang saya pikirkan tentang cara dia menampilkan dirinya. Dan menambahkan bahwa perilakunya mendorong saya untuk melampiaskan ketidaksenangan saya padanya, yang bukan praktik yang baik bagi kami berdua. Jadi, untuk saya, dia memang mengubah cara dia berbicara kepada saya, tetapi dengan yang lain dia masih melanjutkan hal yang sama.

Bagaimana ketika dia memberikan instruksi kepada teknisi atau insinyur junior di timnya?

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Volume suaranya akan lebih tinggi dari cara standar kami berbicara satu sama lain, dengan nada suara yang menunjukkan otoritas. Selain itu, komentar yang digunakan tidak menyenangkan termasuk kata-kata buruk, dan sarkasme.
 
Ketika kita merasa tidak aman tentang diri kita sendiri dan tidak bahagia dengan sesuatu dalam hidup kita, sarkasme biasanya digunakan sebagai mekanisme pertahanan. Adapun kasus Scott, ada dua sifat tulisan tangan utama yang cocok dengan kepribadiannya. Stroke ujung tajam tiba-tiba dari huruf terakhir dari kata-kata dan t-bar tajamnya, konsisten di seluruh tulisan tangannya. 
​Stroke ujung yang tajam juga menandakan frustrasinya terhadap orang lain, baik itu dalam kehidupan pribadinya atau dalam pengaturan profesional. Dalam hal mengekspresikan dirinya, Scott biasanya tidak pernah menyembunyikan perasaan ini. Dan dia akan membiarkannya keluar dan orang yang tidak beruntung pada saat itu akan bertemu dengan murka-Nya. 

​PERCAYA ORANG LAIN

Scott berada di level 10 dari 10 dalam spektrum ketika mempercayai orang lain. Untuk memulainya, karena dia membuat pilihannya berdasarkan bagaimana perasaannya tentang seseorang, pilihannya lebih ke arah siapa yang dia sukai. Saya adalah saksi contoh kehidupan nyata beberapa kali selama 13 tahun bagaimana dia ditipu oleh orang lain karena 'kemurahan hatinya' dan hal-hal serupa dengan itu. Dan tidak mungkin dia akan mendengarkan saran siapa pun untuk tidak mempercayai orang itu. Saya ingat dengan jelas suatu hari setelah makan siang, dia memberi tahu saya bahwa dia telah memberi tahu salah satu teknisi tentang sebuah kasus yang seharusnya menjadi rahasia di antara kami berdua. Saya mengatakan kepadanya bahwa "Saya sama sekali tidak mempercayai pria itu dan apakah Anda yakin dia tidak akan berbagi dengan siapa pun Analisis saya terhadap orang itu adalah ringkasan pengamatan saya tentang karakter, kepribadian, bahasa tubuh, dan perilakunya selama 5 tahun, yang mencakup naluri saya. Itu juga alasan saya tidak pernah setuju untuk merekrutnya sejak awal. Pada saat itu, Scott menanggapi saya dengan "Anda terlalu banyak berpikir. Coba tebak apa yang terjadi tiga minggu setelah percakapan itu? Teknisi yang seharusnya kembali setelah mengunjungi kota asalnya tidak kembali ke kantor sama sekali. Dan bagian terburuknya adalah bahwa Scott telah meminjamkannya sekitar $ 20.000 sebelum dia meninggalkan negara itu dengan alasan dia membutuhkan uang untuk operasi ayahnya. Belakangan minggu itu, Scott mengetahui bahwa ayah staf baik-baik saja dan tidak pernah dirawat di rumah sakit. 
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Saya telah menulis lebih mendalam tentang meminjamkan dan meminjam uang dalam buku saya Be Brave: Uncensored Motivational Quotes. Disorot dalam buku adalah alasan yang memungkinkan mengapa Anda cenderung membiarkan diri Anda meminjamkan uang hasil jerih payah Anda kepada orang lain. Salah satu akar penyebabnya adalah perlunya penerimaan oleh orang lain. Dalam kasus Scott, ini bukan pertama kalinya dia mempercayai seseorang. Saya memiliki kesempatan untuk bertanya kepadanya alasan dia cenderung berkomitmen pada kesengsaraan orang lain. Sebagian besar tanggapannya terkait dengan bagaimana dia bersimpati dengan kondisi mereka. Tetapi karena saya cukup peduli dengan ketidaktahuan Scott, saya bertanya lagi kepadanya, “Apakah mereka benar-benar membutuhkannya? Jika mereka membutuhkannya untuk bertahan hidup, mereka tidak akan dapat menghabiskan gaji mereka yang diperoleh dengan susah payah untuk menikmati bir selama jam-jam bahagia dan akhir pekan setiap minggu. ” Sebagai manajer sumber daya manusia selama waktu itu, saya juga khawatir tentang bagaimana Scott memandang situasi ini. Dia juga menyebutkan tentang hubungan mereka. Jika dia tidak meminjamkan uang kepada mereka, mereka tidak akan mendengarkan instruksinya. Persamaan dan persepsi yang salah di pihak Scott.
Jadi, apa yang saya perhatikan selama bertahun-tahun adalah bagaimana rasa tidak aman Scott secara bertahap memengaruhi keputusan terakhirnya dan cara dia memperlakukan dirinya sendiri dan orang lain. Dia akan berusaha untuk menggunakan otoritasnya tanpa peduli apakah orang lain adalah seorang teknisi, seniornya atau seseorang yang bahkan tidak melapor kepadanya. 
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Jadi, apa yang saya perhatikan selama bertahun-tahun adalah bagaimana rasa tidak aman Scott secara bertahap memengaruhi keputusan terakhirnya dan cara dia memperlakukan dirinya sendiri dan orang lain. Dia akan berusaha untuk menggunakan otoritasnya tanpa peduli apakah orang lain adalah seorang teknisi, seniornya atau seseorang yang bahkan tidak melapor kepadanya. 
T-bar rendah didukung dengan tanda tangan yang mencolok yang menambah intensitas sifat ini. Karena khawatir, Saya telah menasihatinya beberapa kali untuk menyingkirkan pemogokan pada tanda tangannya karena intensitas cara dia memperlakukan dirinya sendiri dan jenis kata yang dia ucapkan dirinya menjadi lebih jelas.
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PEMBUATAN KEPUTUSAN

​Salah satu gaya pengambilan keputusan Scott yang saya hormati adalah bagaimana ia dapat memutuskan secara instan ketika klien meminta biaya konsultasi atau pertanyaan yang tidak langsung terkait dengan ruang lingkup pekerjaan. Dia biasanya memiliki kecenderungan untuk memutuskan tanpa meluangkan waktu untuk memikirkan yang bisa menjadi pro atau kadang-kadang kontra dalam manajemen proyek. Sifat ini juga ditunjukkan pada tulisan tangannya dengan sapuan ujung yang tiba-tiba tajam.
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Adapun membuat dan menerima perubahan dan ide-ide baru, ia cenderung tinggal di masa yang mulia. Mengubah cara kita berpikir dan meningkatkan sistem dan kebijakan perusahaan akan membutuhkan waktu baginya untuk beradaptasi dan menerima yang setelah berbulan-bulan perdebatan dan mengeluh. Ini secara khusus jelas di mana ia mengakhiri kata terakhir pada setiap baris kalimat, meninggalkan ruang besar di margin kanan. 
Margin kanan dalam analisis tulisan tangan menandakan masa depan, sedangkan kiri adalah masa lalu. Selain itu adalah bagaimana ia mengakhiri pukulan terakhir dari tanda tangannya. Alih-alih menyimpulkan surat terakhirnya di tempat yang seharusnya, ia menulisnya mundur ke kiri sebelum mengakhirinya di sisi kanan. Sisi baiknya adalah dia akan menyelesaikannya di sebelah kanan yang berarti dia akhirnya akan belajar untuk menerima hadiah. ​
Ada banyak kesempatan bahwa saya tidak harus bergantung pada pandangan dan penilaiannya terhadap staf yang bekerja dalam proyek dengannya. Biasanya, manajer proyek akan diminta untuk menilai kinerja anggota tim mereka di mana umpan balik mereka akan mempengaruhi bonus staf, dan kenaikan gaji. Namun, untuk staf di bawah tim Scott, saya harus melakukan pengamatan dan analisis pribadi saya sendiri. Kenapa begitu? Evaluasi Scott berubah pada tingkat yang luas bahwa umpan baliknya menjadi sumber informasi yang tidak dapat diandalkan. Misalnya, hari ini dia akan berkomentar tentang teknisi yang bekerja dengannya di Proyek A sebagai seseorang yang tidak akan mendengarkan instruksinya, pada hari lain ketika suasana hatinya baik-baik saja, dia akan mengatakan bahwa teknisi itu mendengarkannya. Karena situasi serupa telah terjadi berkali-kali selama bertahun-tahun, saya telah belajar untuk tidak bergantung pada sudut pandangnya seratus persen. Amati bagaimana dia telah mencoret tulisan tangannya. Benar ekstrim. 
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​GAYA PEMBUATAN KEPUTUSAN: KURANG RASIONAL, TERGANTUNG, SPONTANEOUS, KURANG INTUITIF

Dengan mengacu pada studi tentang gaya pengambilan keputusan oleh El Othman, R., El Othman, R., Hallit, R. et al.,  diamati bahwa Scott mengikuti pengambilan keputusan yang lebih tergantung, dengan menjadi spontan dan kurang rasional.
 
Menurut penelitian, skor ekstroversi dan neurotikisme yang lebih tinggi secara signifikan dikaitkan dengan skor gaya rasional yang lebih rendah. Kesesuaian dan kesadaran yang lebih tinggi dikaitkan dengan skor gaya ketergantungan yang lebih tinggi. Kesesuaian yang lebih tinggi, kesadaran dan skor neurotikisme secara signifikan dikaitkan dengan skor gaya intuitif yang lebih rendah.
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​Pada awalnya, Scott akan membuat keputusan sendiri. Dan sebagian besar waktu, dia akan mulai mengerahkan rasa frustrasinya ketika pihak lain seperti bosnya memiliki perspektif yang berbeda dari dia. Akhirnya, ia akhirnya akan dipengaruhi oleh pendapat orang lain sementara masih tidak senang meskipun idenya didukung oleh fakta yang kuat.

Pada tulisan tangannya, t-bar rendah yang menandakan persepsinya yang tidak sehat tentang harga dirinya mendukung cara dia memahami ide-idenya. Sementara margin kiri yang menjadi lebih luas saat bergerak ke bawah paragraf menandakan ketakutan dan kegelisahannya untuk mengambil apa pun yang asing baginya. Jika dia menyelesaikan panjang t-barnya alih-alih berhenti di tengah jalan, antusiasmenya akan lebih jelas dari waktu ke waktu. 
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​Intuisi jelas tidak ada dalam buku panduan How to Stay Alive milik Scott. Bukannya dia tidak memiliki intuisi untuk diandalkan sebelum membuat keputusan seperti mempercayai orang, dia mengabaikan untuk berhenti dan berpikir sebelum membuat langkah pertamanya. Baginya, ia menghubungkannya dengan penggulingan dan karena itu ia akan bereaksi secara spontan. Selain itu adalah cara dia biasanya akan mudah kesal dengan tanggapan koping yang tidak pantas ketika dia mencoba untuk mengatasi tantangan pribadinya. 

​BATASAN KARAKTER DAN DAMPAKNYA

Scott mungkin tidak memahami pentingnya bagaimana perilakunya memengaruhi hubungannya dengan orang-orang yang bekerja dengannya. Tidak memprioritaskan untuk berhenti dan berpikir sebelum mengungkapkan pendapatnya dan kekesalan akan dan memiliki efek riak pada hubungannya dengan individu-individu di perusahaan. Mereka mulai menjauhkan diri darinya, semakin banyak orang meninggalkan organisasi terutama mereka yang memiliki komunikasi langsung dengannya, kurang menghargai dia sebagai pribadi dan posisinya di perusahaan, tidak mempercayai kredibilitasnya, tingkat miskomunikasi yang tinggi antara dia dan staf, anggota tim menolak untuk mendengarkan instruksinya dan dengan dia menyalahgunakan wewenangnya sebagai manajer ini dan akan berdampak pada manajemen personel perusahaan di tahun-tahun mendatang.  

​SOLUSI

​Berikut ini adalah beberapa cara yang berhasil saya terapkan ketika saya berada di organisasi. Hanya antara Scott dan saya sendiri, ketika saya adalah manajer sumber daya manusia dan operasional perusahaan, dan dia sebagai manajer proyek tim. 
  1. Jujur saja, aku tidak suka cara dia bersikap padaku. Melampiaskan frustrasi pribadinya ketika saya tidak ada hubungannya dengan ketidaksenangannya terhadap dirinya sendiri atau orang lain.
  2. Saya tidak tinggal diam dan malu-malu ketika berbicara dengannya. Asal tahu saja ini tidak hanya berlaku untuk diri Anda yang sebenarnya di dalam tetapi juga bagaimana Anda menggambarkan diri Anda kepadanya. Yang berarti bahwa jika kita ingin membandingkan tanda tangannya dan tanda tangan saya, dalam hal ukuran dan tampilannya, tanda saya menunjukkan kepercayaan diri, keberanian dan pemikiran ke depan. Juga, yang saya perhatikan adalah rekan-rekan kerjanya dengan tanda tangan lebih kecil dari miliknya, atau lebih kecil untuk dibandingkan dengan teks tulisan tangan utama mereka sendiri, cenderung tidak memiliki keberanian untuk berbicara dengannya. Ada dua insinyur, dan Lewis yang memiliki tanda tangan yang mirip dengan saya. Kami adalah satu-satunya yang Scott biasanya tidak berani untuk meningkatkan suaranya dan akan waspada dengan cara dia berbicara kepada kami.
  3. Terus mempertanyakan keputusannya. Ini pasti akan mengganggunya yang saya lakukan tetapi siapa yang peduli? Kerja tim adalah ketika Anda harus mempertanyakan keputusan jika Anda menemukan ada sesuatu yang tidak akurat dengannya.
  4. Dia akan cenderung memotong Anda setengah sebelum Anda menyelesaikan kalimat Anda. Jadi, jangan biarkan dia. Jujur dan katakan padanya kelelawar untuk berhenti dan mendengarkan.
  5. Dalam diskusi yang bisa berubah menjadi argumen, bersiaplah dengan contoh-contoh kasus sebelumnya yang serupa dan sudah serba salah. Bersiaplah juga bahwa dia akan bersikeras. Bawa dia kembali ke kenyataan. 
  6. Ketika dia sedang menyindir, bersiaplah untuk merespons kembali. Anda bisa tetap diam jika tidak repot lagi, tetapi bagi saya saya senang membalas budi.
  7. Senioritas tidak akan membuat perbedaan pada keputusannya kecuali dari bos. Jadi, gunakan kata-kata yang benar dan alihkan perhatiannya sehingga dia akan mengikuti instruksi Anda.
  8. Ketika dia merasa tidak aman dan mulai membandingkan dirinya dengan Anda, Anda bisa setuju dengan mengatakan "Anda benar" atau Anda dapat melakukan yang sebaliknya dengan membalas, “Ah, kalau begitu kamu bisa melakukan yang lebih baik juga jika kamu mau. Tidak ada yang menghentikan Anda. "
  9. Dengan mengacu pada kecenderungan emosionalnya, diharapkan bahwa ia akan secara emosional terikat pada keputusan yang ia buat seperti khawatir jika ia meninggalkan tempat itu, ia tidak tahu berterima kasih, menerima pendapat tanpa batas antara hak dan kesalahan dan hal serupa dengan ini. Biasanya, saya akan mengingatkannya tetapi untuk situasi ini, saya memiliki batasan pribadi saya sejauh terserah padanya untuk memutuskan apa yang terbaik untuk dirinya sendiri.
  10. Seperti disebutkan sebelumnya, Scott tampaknya mengabaikan kemampuannya untuk menilai karakter dan sering memilih orang yang salah untuk dipercaya. Satu-satunya cara saya memengaruhinya adalah mengingatkannya untuk berhati-hati tetapi dari semua solusi di atas, saya tidak bisa berbuat banyak dengan ini. Terkadang, orang harus belajar dari kesalahan mereka sendiri, jika dia melakukannya. 

Untuk memposting ulang konten ini di situs web anda, media sosial, blog, artikel, YouTube dll, harap ingat untuk mengutip nama Penulis, S.Sulianah, dan tautan ke situs web perusahaannya www.grapholistic.com

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CASE STUDY: Dependent, Spontaneous, Less Rational and Less Intuitive Decision-Making Styles | Project Manager | Human Behavior and Handwriting Analysis | HR and Management Series Book by S.Sulianah

5/19/2022

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Author: S.Sulianah (Graphologist and Founder of Grapholistic International)
Your Handwritings and Characters Analyst
www.grapholistic.com

INTRODUCTION TO CASE STUDY

Having a highly effective project manager in your company is an asset. It will determine the success of not only your company’s business but also the environment and relationship between your employees in your workplace. As simple as when a project manager refused to listen and analyse your operational staff’s feedback or findings. Not letting the team members know the project manager is there when they need to talk, which could gradually build frustrations. Like a domino effect, the progressive feelings of abandonment and non-inclusive will develop in your employees.

​CASE STUDY OBJECTIVE

​This case study is an excerpt from my soon to be published book under the HR and Management Series. This study is focused on human behavior and how a character trait could influence individual’s decision-making, thinking pattern, observation, communication with colleagues, perspectives, the way they speak, the way they think, outlook towards their personal goals and their reliability in a business setting. In addition to that, this study had also used the science of handwriting analysis to study their personality, characters, behaviors and possible cause and effect, if any, during the course of my observation and analysis.
 
The case analysis is a comprehensive long-term account with evidence in a corporate business organisation setting. It was an analysis of one of the senior project managers for a period of 13 years, which is significant in the connection with the other case studies in this series. 

Profile

Project Manager, Scott (Not real name)
About 20 years of work experience
In his mid-30s
​Scott has been working in the engineering field for over 20 years with experiences as an engineer and as of this present day, a project manager.
 
The first impression I had of Scott is his sweet smile, approachable and reliable. As a human resource manager during my years in the company, one of the suggestions I would recommend to my former director was to bring him to any of the meetings with clients if there is a need to. Not only because he has years of experience with the company and exposure to deal with clients in that industry, but Scott could also adapt to the surrounding, respectful and know what to say and what not to in a formal setting. 

EXPRESSING FEELINGS AND THOUGHTS

​If you have read the first case study of the senior project manager, Lewis, who tend to keep his feelings and opinions to himself, Scott is the complete opposite of his senior. This is to the extent of his facial expression. Even if the message that he is going to tell you is not bad news or something to be bitter about, he will still express his feelings with a scowl. In the earlier years when we were working together, whenever he came to my room or when he approached me to tell me something, he will look like as if he wanted to start a confrontation, disagreeing with whatever he had in mind. 

How did I dealt with this?

​Since I knew I will be working with him for a long time, and would not prefer to be annoyed everytime, I had told him frankly what I think about the way he presented himself. And added that his behaviour was encouraging me to vent my displeasure at him, which is not a good practice for both of us. So, as for with me, he did change the way he spoke to me, but with the others he still continued the same.

How about when he is giving instruction to the technicians or junior engineers in his team?

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The volume of his voice will be higher than the standard way we talked to each other, with a tone of voice that shows authority. In addition to that, the comments used were unpleasant including bad words, and sarcasms.
 
When we are insecure about ourselves and unhappy with something in our life, sarcasms are usually used as a defensive mechanism. As for Scott’s case, there are two main handwriting traits that matched with his personality. The sharp abrupt end strokes of the last letters of the words and his sharp t-bar, consistent throughout his handwriting. 
The sharp end strokes also signifies his frustrations towards others, be it in his personal life or in the professional settings. In terms of expressing himself, Scott usually never hides these feelings. And he will let it out and the one who is unlucky during that moment will meet with his wrath. 

TRUSTING OTHERS

Scott is in the level of 10 out of 10 in the spectrum when trusting others. To begin with, since he makes his selections based on how he feels about someone, his choices are more towards who he favors. I was a witness to his real life examples a handful of times over the 13 years how he got cheated by others for his 'generosity' and anything similar to that. And there were no way he will listened to anyone's advice to not trust that person. I clearly remembered one day after lunch, he told me that he had informed one of the technicians about a case which is supposedly to be a confidential between the two of us. I told him that “I don’t trust that guy at all and are you sure he will not share with anyone?” My analysis of that person was a compendium of my observation of his character, personality, body language and behaviour over 5 years, which includes my instincts. It was also the reason I never agreed in recruiting him in the first place. At that time, Scott responded to me with “You are overthinking”. Guess what happened three weeks after that conversation? This technician who was supposed to return after visiting his hometown did not come back to the office at all. And the worst part was that Scott had lent him about $20,000 before he left the country with a reason that he needed the money for his dad’s operation. Later that week, Scott found out that the staff’s dad was fine and never was hospitalized. 
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I had written more in-depth about lending and borrowing money in my book Be Brave: Uncensored Motivational Quotes. Highlighted in the book are the possible reasons why you tend to let yourself lent your hard-earned money to others. One of the root causes is the need for acceptance by others. In Scott’s case, this is not his first time trusting someone. I had the chance to ask him the reasons he tend to commit himself into others’ misery. Most of his responses were related to how he sympathized with their conditions. But because I was quite concerned with Scott’s ignorance, I asked him again “Do they really need it? If they do need it for to survive, they will not be able to spend their hard-earned salary on beers enjoying themselves during happy hours and weekends every week.” As a human resource manager during that time, I was also concerned about how Scott viewed this situation. He also mentioned about their relationships. If he did not lend them the money, they will not listen to his instructions. A wrong equation and perception on Scott’s part.
 
So, what I noticed over the years was how Scott’s insecurity gradually impacted his final decisions and the way he treated himself and others. He will put in effort to exert his authority without even caring whether the other person is a technician, his senior or someone who does not even report to him. 
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The low t-bar on his handwriting not only signifies his low self-esteem and eventually wanting people to accept him. It also affects the way he compares himself to his other colleagues such as the level of his and their qualifications, intelligence and success stories.

These are some of the common phrases he will say whenever we were in discussions; “Yes I know you are smarter than me”, “Of course, you now have a Masters already”. 
The low t-bar is supported with a striking off signature that added to the intensity of this trait. Out of concern, I had advised him a number of times to get rid of the strike off on his signature because the intensity of the way he treated himself and the kind of words he speaks to himself were becoming more evident.
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DECISION-MAKING

​One of Scott’s decision-making styles that I used to respect was how he could decide instantly when clients requested for off-the-hand consultancy fees or enquiries related to the scope of works. He usually has the tendency to decide without taking time to think through which could be pros or sometimes a cons in projects management. This trait is also shown on his handwriting with the sharp abrupt end strokes.
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​As for making and accepting changes and new ideas, he tends to stay in the glorious days. Changing the way we think and improve on the company’s system and policy will take him time to adapt and accept that is after months of debates and complains. This is specifically clear on where he ended the last word on every line of sentences, leaving large spaces on the right margin. Right margin in handwriting analysis signifies the future, while the left is the past. In addition to that is how he end his last stroke of his signature. Instead of concluding his last letter on where it should have been, he wrote it backwards to the left before ending it at the right side. The good side of this is that he will finish it at the right which means he will eventually learn to accept the present. 
There were many occasions that I had to not rely on his views and appraisals of the staff who were working in projects with him. Usually, project managers will be asked to appraise their team members’ performances in which their feedback will affect the staff’s yearend bonus, and salary increments. However, for the staff under Scott’s teams, I had to do my own personal observation and analysis. Why is that so? Scott evaluation changes at an extensive degree that his feedback became an unreliable source of information. For instance, today he will comment about the technician working with him in Project A as someone who will not listen to his instructions, on another day when his mood is fine, he will say that the technician does listens to him. Because similar situations had happened numerous times over the years, I had learned to not rely on his point of views a hundred percent. Observe how he had slanted his handwriting. Extreme right. 
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DECISION-MAKING STYLES: LESS RATIONAL, DEPENDENT, SPONTANEOUS, LESS INTUITIVE

​With reference to a study on decision-making styles by El Othman, R., El Othman, R., Hallit, R. et al.,  it is observed that Scott follows a more dependent decision-making, with being spontaneous and less rational.
 
According to the study, higher extroversion and neuroticism scores were significantly associated with lower rational style scores. Higher agreeableness and conscientiousness were associated with higher dependent style scores. Higher agreeableness, conscientiousness and neuroticism scores were significantly associated with lower intuitive style scores.
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In the beginning, Scott will make his decisions on his own. And most of the time, he will start to exert his frustrations when the other party like his boss has different perspectives than his. Eventually, he will end up being influenced by the other person’s opinions while still displeased even though his ideas were supported by solid facts.

​On his handwriting, the low t-bar which signifies his unhealthy perception of his self-worth supports the way he perceived his ideas. While the left margin that becomes wider as it moves down the paragraph signifies his fears and anxiety on taking into anything that is foreign to him. If he were to complete the length of his t-bar instead of stopping halfway, his enthusiasm will be more evident over time. 
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​Intuition is definitely not in Scott’s How to Stay Alive guidebook. It is not that he does not have the intuition to rely on before making decisions like trusting people, he ignored to stop and think through before making his first step. For him, he associated that with overthinking and therefore he will react spontaneously. In addition to that is the way he usually will get easily irritated with inappropriate coping responses when he is trying to overcome his personal challenges. 

CHARACTER LIMITATION AND ITS IMPACT

Scott might not understand the importance of how his behaviour had impacted his relationship with the people he is working with. Not prioritizing to stop and think before expressing his opinions and annoyance will and had a ripple effect to his relationship with the individuals in the company. They started to distant themselves from him, more and more individuals leaving the organisation especially those who had direct communication with him, less respect towards him as a person and his position in the company, distrusting his credibility, high level of miscommunication between him and the staff, team members refusing to listen to his instructions and with him misusing his authority as a manager these had and would impact the company’s personnel management in the years ahead.  

SOLUTIONS

The following were a number of ways that I managed to implement when I was in the organisation. Just between Scott and myself, when I was the company’s human resource and operational manager, and him as the project manager of the teams. ​
  1. Be frank that I did not like the way he behaved towards me. Venting his personal frustrations when I had nothing to do with his displeased towards himself or someone else.
  2. I did not stay quiet and timid when speaking to him. Just so you know this not only applies to your actual self within but also how you portray yourself to him. Which means that if we would like to compare his signature and mine, in terms of size and a look of it, mine shows confidence, boldness and forward thinking. Also, what I noticed was that those of his co-workers with smaller signature than his, or smaller to compare with their own main handwriting texts, tend to not have the courage to speak out to him. There were two engineers, and Lewis who had signatures similar to mine. We were the only ones who Scott usually had no courage to increase his voice and will be watchful on the way he talked to us.
  3. Keep questioning his decision. This definitely will annoy him which I did but who cares? A teamwork is when you have to question a decision if you find that there is something inaccurate with it.
  4. He will tend to cut you off halfway before you finished your sentences. So, don’t let him. Be honest and tell him off the bat to stop and listen.
  5. In discussions that could turned to arguments, be ready with examples of previous cases that were similar and had already gone awry. Also be prepared that he will insist. Bring him back to reality.  
  6. When he is being sarcastic, be prepared to respond back. You can keep it quiet if you do not bother anymore, but for me I enjoyed returning the favour.
  7. Seniority will not make any difference to his decision unless it is from the boss. So, use the correct words and divert his attention so he will follow your instructions.
  8. When he is being insecure and starts to compare himself with you, you can either agree by saying “You are right” or you can do the opposite by replying with, “Ah then you can do better too if you want to. No one is stopping you.”
  9. With reference to his emotional tendency, it is expected that he will be emotionally attached to the decisions that he made such as worrying if he leaves the place, he is being ungrateful, accepting opinions with no limits between the rights and the wrongs and anything similar to these. Usually, I would remind him but for these situations, I do have my personal limits to the extent of it is up to him to decide what is best for himself.
  10. As mentioned earlier, Scott seems to ignore his ability to judge characters and often chose the wrong person to trust. The only way I had influenced him was to remind him to be cautious but of all the above solutions, I could not do much with this. Sometimes, people have to learn from their own mistakes, if ever he does. 

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How to Enhance Your Writing Skills? | By S.Sulianah | Grapholistic Podcast Episode 9 Season 1

2/9/2022

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Hello Everyone!! Welcome back to another episode of Grapholistic Podcast. The pod all about handwritings and characters analysis. I am your podcaster, S.Sulianah.
 
In this episode, we are taking an in-depth look at Phase 4 in developing your communication skills. This episode I will teach you how to enhance your writing skills.  These are practical ways that will be helpful to guide you when you find that your writing skills is a bit questionable. When you realized that it is not up to a certain standard or you feel like you need to improve it.
 
Before you go ahead to apply for a course on how to write creatively or fluently to improve this writing skills of yours, the first step is to know what you want out of being skillful in your writing. Such as is it to get better grades, to write a convincing presentation, to publish your books, to write scripts and many other possible reasons.  Because there are many courses out there that have different objectives. If you want to write for your books, then it is better to look for courses that is related to authorship and publishing instead of writing movie scripts. If you want to improve on your English writing skills as a beginner, it is better to look for courses that fits the level you are looking for. Focus on your main objectives.
 
The second step is to focus first on your basics like grammar, forming sentences, using the correct vocabulary that suits the environment you are in. You can learn bombastic vocabulary which I used to do but nowadays I can rely on thesaurus to help add more spice to the words in my articles. As for conversation like this, I will usually use the simplest words depending on my audience.  
 
 
The third step is to keep writing. Write in private before publishing anything if you have no confident yet to let people read your contents. Start by writing on your diary about your daily feelings and thoughts. Write about your ideas. Write your own blogs. When you travel, write about your experiences, the food you eat, how you feel about the landscapes and the people you met. When you read books or articles, watch movies or went to a concert or listen to a music album, write your opinions about it like a review. Apply what you had learnt in those courses you had taken and test whether it is practical. If writing a full paragraph is too heavy for you, start with writing mind maps or in points first. Then, gradually from there build your momentum. 
 
The last step is to let people read what you had written. This part usually will develop when it is time. There will this moment when you feel comfortable sharing your thoughts and opinions and feelings to strangers. These could be through any forms like blogs, books, articles, websites, newspapers, magazines or even writing to your friends. It doesn’t mean that you felt that whatever you had written are perfect. I don’t believe in 100% perfection in writing because there will be at some points on the final article there could still be space for improvements even after final edit and after you published.

How to Overcome Complacency to Complete Your Writing Projects?

​I hope you get all the main four points. So, now what are the possible challenges that you might face while trying to achieve your target to be a published author, or well-known quality scriptwriter or even having A+ for your thesis, for your reports?
 
Firstly, remember that all these steps are to be done phase by phase. It takes time. When I say time means months and years. So, keep writing and keep learning. Do not give up.
 
When your readers shared with you their perspectives on what you had written, listen. Then if you would like to tell them why you wrote like that, tell them your points respectfully. They are your readers and usually for me I will listen to those who reads my contents but not to people who criticized but didn’t even care about reading what I had written. So focus on your readers, your followers and your fans.
 
Secondly, since your main goal is to be better in your writing skills, you have to be opened to learn and gain new knowledge. If you disagree with the instructor’s opinions and teachings in class or lectures, process the information first before telling her or him that you disagree or if you do not like what was shared. Be respectful.
 
Also, there is no need to be embarrassed when you want to take any courses. Doesn’t matter your age, your status quo, or any excuses that you have in mind. When I was in secondary 1, I told my dad to enrol for me a creative English class because I feel like I was really weak with my English writing skills. The class was conducted in one of the community centers near my place and the instructor was quite detailed with the technicality which for me was what I needed during that time. I was not embarrassed to request my dad to help me register for it and telling him frankly I need to improve. And when I had completed that course, I felt one more level of confidence achieved because I get to learn new techniques which raised my knowledge and skills in writing.
 
The third challenge is applying whatever you had learnt into actions. Because it will be such a waste of money and time if you don’t. Frankly, I don’t apply everything I had learnt because there are a load of information to be applied. So, I will selectively apply whenever I needed it. But don’t waste your money and time if you don’t think that is what you want.
 
The fourth point is made sure you complete everything and never ever do anything halfway and leave without finishing your tasks. Again, it will be waste of money and time if you do things halfway or you study halfway. If you are 1/3 working on it, and you get tired of it like really you hated it not because you feel lazy about, if you really hated it, find out why. Is it because of the course’s syllabus or the instructor? Is it because somebody told you that it is not worth it? Is it because you have no energy to do it anymore? That is why before you embark on anything, or register your application, think first.
 
And on the other type of challenges especially when you start writing a book, why are you doing it halfway? You have to ask yourself why can’t you finish it? Possible reasons when you are unable to finish the book you are writing are for instance there is still not much evidence to support your theory so you need more time, it could be because you think you have writers’ block, or probably you need to be heartbroken first to finish the poetry book. Find out the reasons and attempt to it immediately. Do not drag. Just for your information, whenever you have writers’ block, go grab a book and read. This will make you go back to writing fluently and complete it within the next few days. About the heartbroken or frustrated situations, sometimes this could be a trigger to make you write. My first poetry book that I published years ago it was an immediate decision which I managed to compile all the poems I had written over the years and publish it within 2 to 3 days. My 2nd poetry book was when I was a little bit heartbroken and I wanted to shut off the chapter immediately, so I wrote the last few pages in a day and then proceed to publish it after a week. As for my latest book, Be Brave : Uncensored Motivational Quotes, it took me about 8 hours to write all the quotes plus 2 days to add in details to the backstory of those quotes before I proceed to publish it. This was written when I wanted to vent my last few feelings of frustrations towards a group of individuals. So, because I wanted to change to a new chapter in my life, I had to let go of the past in that way.
 
Make full use of your current situations to complete your writing tasks and goals. This is one of the possible important reasons to complete your writings.
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Before I end this episode, I have a story to share with you, my personal journey when I was trying to improve my writing skills.
 
Over the years, my writing skills had the ups and downs moments. It was not like I became so good in a year after doing all those steps I just shared with you earlier. But there is one significant moment that happened about 14 years ago which made a lot of difference to this journey and I can say after that it goes up gradually in a positive way.
 
14 years ago when I was taking my part-time bachelor degree, I encountered with problems of not having good results for my psychology thesis. Just so you know, I was a business management student and psychology was foreign to me. The requirements for their reports are totally different from when I was doing my diploma in business management, 5 years before that. My thesis grades were like C, B- It was actually stressing me out in a way that my psychology modules grades were not as good as when I was taking my diploma.
 
There was this classmate of mine who I admired who is now one of my closest friends. She is so good in her conversational and writing skills. I was exposed to her everyday which made me want to make sure I can speak well like her. She is so fluent in her conversation that sometimes she can be witty and will always make me laughed. I don’t laugh easily usually. And not only the way she speaks, apparently she is also good in writing. I mean her background study was in law and she probably speaks English with her family.
 
Anyway, remember when I mentioned in earlier episode about having a model that you have to imagined you would like to be like as your target before you start improving on certain skills? Okay, this friend of mine was my model target.
 
I said to myself literally, and in my prayers daily that I want to speak and write as fluent as her. Yes guys, if you pray at home whatever your beliefs are, please do it in a way that when you pray say in detailed. I have said this many times in my podcast too. Prayers is actually saying it out loud to yourself what you want and need, your problems, your thoughts. Some may called this the manifestation technique.
 
For this case, I literally mentioned my friend’s name and the aspects that I want to improve for myself and which part of her skills that I would like to improve myself on. So, in terms of the communication aspect of her, I admired how she is so fluent when she speaks. She could express herself well and also so cool when she said something witty. I was on the other hand during that time more to like yes, was confident, but I feel like constricted to speak out what I feel or think. I felt that was because I was thinking about how my English language was not that good in terms of forming sentences and not using the correct grammar. Oh, before I forget, during this period, my reading habit was slacking too. I was too much focused on my daily work in office and responsibilities that I did not even spend time to read. Just so you know, this is one of the reasons.
 
One day, I accidentally read one of her psychology thesis reports. I have no idea why all my classmates’ thesis reports were right in front of me during that time. And then, by reflex, I had a glance on how she writes and forms her sentences on that thesis while another friend of mine who was beside me checked who has the highest score in class. It was actually just a glance I am not kidding. I was not even reading a whole paragraph and I didn’t even try to read the whole thesis and understand what she wrote.
 
This was what I found out. Usually, I will write a sentence like this, “The weather is hot”…for her, she made her sentence like this, “The weather is scorching hot.” That was what I caught from that seconds of glance on her psychology thesis.
 
Then, what I did next was for my next psychology assignment, I tried to write exactly that way. Guess what everyone? My grade was usually B- and C. And then all my thesis and overall grades turned out to A+, A- after that.
 
Funny, right? I was surprised with the results, it was crazy. I was like wow just like that? So, I used that formula for my marketing thesis too during that time and it works all damn good. I was so impressed how it turns out.
 
Another most important moment in that timeline was what happened after that. Since then, my confidence to write kept building up. And I didn’t stop writing. It is not only about writing, but also the confidence to write the contents and let people to read. Because of that confidence, the difference was so obvious. This was like a big change that made a lot of difference in my interest to express myself and my feelings into words. Since then, I have been writing articles related to handwriting analysis, motivation, poems and even have the courage to publish it in my websites and also as physical books for people to read.
 
I have been writing poems in my second language since I was in secondary school but never had the courage to publish it. But since that moment, like I said the confidence just keep building up.
 
This is exactly the same when I am planning to produce and write the contents for this podcast. I know that there are so much for me to add or improve but I also know if I don’t start to speak and broadcast what I had written for my podcasts, I will never do it ever. I managed to get rid of all those excuses that I created for myself when I wanted to publish my podcasts. Excuses like I don’t like my voice, or I will be sharing my deepest secrets that I have kept and what if my friends or family listens to it. Or excuses like my room is not suitable for podcast recording because of the echo blah blah blah. So, what I did is to fight off those excuses and worries I had in my mind and go ahead with it anyway.
 
Remember that it is not about perfection in the writing. For sure there will still be mistakes and errors in the use of grammar and how you express yourself. Nothing will be perfect until you start on practising what you have in mind into writing. Listen … the most important thing is you work on your goals. Then gradually make improvements along the way.
 
Also meanwhile, please don’t stress yourself. Do all these steps at your own pace and whenever needed. Do not compare with others. You can use them as a model goal but never ever underestimate your potential.
 
I would like to wish you all the best in developing your writing skills. A simple quote for you before I end this episode… Write, read, edit, re-write and remember to publish.
 
See you next week. Byeee
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CASE STUDY Rational and Dependent Decision-Making Styles | Project Manager | Human Behavior and Handwriting Analysis | HR and Management Series Book by S.Sulianah

11/22/2021

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​The following case study is an extract from my soon to be published book under the HR and Management Series. I am starting with the case study of one of the Project Managers whom I used to worked with for 13 years. I decided to choose this first is because of its significance in the thread for the other case studies. Other than that, it will be a comprehensive story with evidence from the long-term study in a business organisation setting. In this book and its case studies, the areas that I focused on are mainly on human behavior and how  a personal trait could influence the individual’s decision-making, thinking pattern, observation, communication with colleagues, perceptions, the way they speak, the way the think, outlook towards their personal goals and their credibility in a business setting. In addition to that, I had also used the science of handwriting analysis to study their characters, behaviors and possible cause and effect, if any, during the course of my observations.
 
 
CASE STUDY
​
PROFILE:
Project Manager (Not real name: Lewis)
Over 30 years of work experiences
In his mid-50s
 
ABOUT THE PROJECT MANAGER, LEWIS
The first case study is of one of the most senior project managers in the company, Lewis. Lewis have been working in the engineering field for over 30 years with experiences as an engineer and as of this present day, a project manager.
 
EXPRESSING FEELINGS AND THOUGHTS (i.e. Ideas, opinions, feedback) 
The first few instances that I had noticed about his character is he is not the type who will say it out loud about his concerns such as what he is feeling or thinking toward others or situations unless I start talking about it and eventually when asked for his opinions. It is one of the good points in a relationship with co-workers or with anyone as you can expect that he can be trusted and will not share information to others. Which means when I tell him to ‘Keep this information to yourself because I do not trust others’, he will keep it to himself.
 
There are no handwriting traits that shows he is of a secretive nature. However, it is observed that his letters O are mainly closed and so, it is more likely that he will not share the information I had shared with him to others compared to if a person writes it with an open O.

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Year 2007/2008
There are traits of cautiousness shown on his left slanted handwriting even though the base of his writing is fixated on the ground pulling towards the right. Lewis has the desire to move one step ahead but usually will take another step backward to be careful with the things he says. He rather kept it to himself than to define his thoughts to the person he is talking to.
 
Since his opinions are well-kept and will only share with me when asked, I noticed it is quite difficult to understand what he thinks based on his expressions. However, the only areas I could analyse were based on the volume and the tone of his excitement, or disappointment. He will only be more inclined to share his feelings about something when I tell him my own personal story that might be related to the matter.
 
Another trait which I noticed is his positive expectation towards a thing that might not be necessary for me which by nature I will not do it anyway because I do not feel like wasting my time to do something which I do not deemed required. However, his attitude towards it is more “Yes, can! Why cannot??!” even though the matter is not even possible to do it that way. The handwriting trait visible signifying this is the all-capitals throughout his handwriting. On the other hand, even though ascending baselines are associated with someone with a positive mindset or more precise, optimism, his baseline mostly varies in ascending and declining, and eventually descending towards the end.
 
He does trusts others easily and could not see it in another angle. So, he will believe others and tell what is in his mind or the things people told him about without probably giving it a second thought just because he had known them for years. There was an incident that at first I thought I should not have told him but I am glad now looking back that my instinct was right, to tell him. About 8 years to our work relationship, during one of our conversations, I told him to be careful with whatever he shared with a certain colleague of ours. I decided to tell this because of the situations I had observed at every different angle — what our boss knows and told me, what other employees were chatting about him and the projects he was managing, what this colleague of ours told me and also based on my years of observing, understanding and analyzing each and everyone’s style of working and communicating with one another. Even though I am not the type who will usually do this but because I noticed that this Project Manager of ours seemed to be too gullible and trust everyone, I decided to advise him to just be careful with whatever he shares in the work site with employees. Especially anything to do with his conversation with the boss. Because apparently some works were shared around when it is supposed to be kept between them. Other than that, there was a few times our boss told me about what he found out from that colleague of ours about Lewis which I knew is a one-sided perspective and assumption. I was more assured of this when that colleague of ours were saying things behind his back and also to other employees in a not friendly tone. So, when Lewis found out the reason why I had advised to him which I usually don't, he was surprised. Because all this while he trusted this colleague and he really looked shocked with what happened. Their friendship actually had became more personal with him lending money to this guy and also being involved here and there with this guy’s relationship with his girlfriend during that time. And that is why he did not expect that this guy will talk behind his back. 

AGREEABLE TRAITS
Another trait that I observed from his demeanour is his tendency to agree to something that might not be feasible. I assumed probably is because that he is worried that it will affect his position or what others will think about him. He used to argue back to our boss and even to colleagues including me. But that changes over time. Based on my observations, this behaviour might have changed because of the changes in the work environment. The boss’ attitude and unfairness towards individuals at some points were emerging when we were both at our tenth year in the company. What I noticed is that this Project Manager tend to agree without arguments like he used to. The present handwriting that supported this are the closed spaces between letters. The spaces are closer than the ones he wrote ten years ago. This handwriting trait signifies the desire to be associated with people around him and forge a relationship. He prefers attachments with individuals.
Handwriting Analysis Project Manager All Capital Letters Sample Copyright Grapholistic International Prohibited to be Reuse
Year 2013
DECISION-MAKING STYLE
They said that he could not make decisions properly and not professionally. They here refers to most of the co-workers. I believed there are still bias perspectives here. Firstly, there probably were envy. Secondly, people do not look at their own weaknesses but see it clearly in others. I have worked with each and everyone of them, and I will rather choose this Project Manager to handle the company’s projects completely than 90% of the staff who were complaining about him. Thirdly, remember that colleague I told my Project Manager to be careful with. I can confidently say that he is involved in telling the other co-workers about the unpleasant opinions he had about this Project Manager. I am very sure because I noticed it happened right in front of me and also not only to him but to me, my boss, and another Project Manager. There is this tinge of emotions that he can influenced others which will embed in the mind of those he talked to. Personally, I nearly fall into that hole, but I quickly let myself out and stay away. The fourth point is they could be comparing this project manager with themselves. So as humans with different mindset which I can safely say that most of them are having more of a fixed mindset than a growth mindset, they feel that they can perform better than this project manager. 
 
My analysis is that this Project Manager could make his own decisions, but he feel restricted because he is reporting to a boss who in reality does not really support decisions that are made not only by this project manager. Even when the boss might give a green light at first, eventually he will change his mind in front of the other team members which will give an impression that this Project Manager is not a professional and hence not a reliable manager. His colleagues feel like he couldn’t make the decision immediately and the title does not fit him which did really happened at the work sites.

This character will then show another trait which is him as someone who is not flexible when making decisions. Because for him inflexibility is equivalent to fickle mindedness which is not a good sign and is associated with not reliable. This trait can be seen from his all-capital letters handwriting. And also, the consistent straight left margins. Once he planned and made a decision, 
he will not change his mind.

One day, I asked him why is he writing his texts in capital letters? He said that if he writes it in cursive (which he showed me during that conversation how it looks like), he is worried that the person who is reading his reports will make a mistake. Writing with capital letters will avoid readings errors. Reading errors are common in the field he is working in. It is not impossible that a reading from an instrument can be misread because it is indecipherable to the person reading it. Reading errors could affect the entire analysis of the project.

 
Other than that, Lewis' decides mostly based on logic and also after he contemplates on the subject for quite some time. But surely, his decisions are not based on his emotions and moods at that time. That is why most of the time when I need to ask his opinions about matters related to policy that could be improved or his perspectives of employees’ performances, I will rather ask him. As from the perspectives of his team members who had spoken to me about their opinions, for them it seems like he takes time to decide and sometimes he could not tell them immediately what they need to do in the projects. Simply, it is because from his position, he has to look into those matters at every angle and he could not afford to make any mistake for anything under his watch. 
 
The indisputable fact about the way he thinks is that he will share his opinions and views from the logical perspectives and not influenced by his personal feelings towards the person. Mostly too this will be consistent if I asked him again on the same subject on another time just to see whether he changes his mind. This is in contrast with another Project Manager whose case study I will write in the next article. The second Project Manager will have different opinions when asked at different time so it depends on how he feels instead of in reality what could be the reasons to his opinions of the person or situations.
 
The handwriting trait that can be observed from Lewis related to logical way of thinking and hence when making decisions can be observed from his upright slants (70% on his handwriting), and the left slants (30% of his handwriting).
 
With reference to a study done on decision-making styles by El Othman, R., El Othman, R., Hallit, R. et al., Lewis follows a more rational decision-making and at times dependent. These two styles have similarities in a way that they both are of high agreeableness and high conscientiousness. The characters that were associated with agreeableness according to this study are cooperation, morality, sympathy, low self-confidence, high level of trust in others, and happy and satisfied with close inter-relationships. As for the characters associated with conscientious are competence, hard work, self-discipline, organization, strive for achievement, goal orientation, capable of analyzing pros & cons and high level of deliberation.
Handwriting Analysis Project Manager All Capital Letters Sample Copyright Grapholistic International Prohibited to be Reuse
Year 2014
During the period I was working in the company as a HR and Operational Manager, another factor I respected about this Project Manager’s work attitude is the way he follows the system. Even though we created new systems and yet to test whether it might work or maybe not in our company, he is open to new changes and will try it out. He is very consistent when he follows it. I can say in the company, he is the only Project Manager and employee who will follow each and every steps of the processes. He will also try first before saying that it did not or will not work. So, as someone who is managing the entire process in the company, this character is a plus point for an employee. And I believed this trait is also another factor that will not make him entertained any of his team members’ complacent behavior. This is evident as shown by the straight left margin of his handwriting. 
Handwriting Analysis Project Manager All Capital Letters Sample Copyright Grapholistic International Prohibited to be Reuse
Year 2020
Handwriting Analysis Project Manager All Capital Letters Signature Sample Copyright Grapholistic International Prohibited to be Reuse
Signature Handwriting Analysis
The only aspect that I think he might oversee about himself is that with his reliability, his experiences, and his attitude towards his work, he could actually go far in his career as an engineer and project manager. It doesn’t matter whether what his age is. He should not feel that his age or work status in the country put a standstill to his desire to move forward and look for better opportunities. The one trait that I had suggested him to improve on his handwriting four years ago was his signature. It is the way he strikes off his signature, which might not be an obvious strike-off in the first glance. Striking-off signature signifies eliminating off oneself from the presence. I noticed individuals with strike-off signatures are usually self-distrustful, self-doubting, and do self-criticize. And if it is with smaller signature or ending last stroke to the left, usually they will portray themselves as timid, complacent, or unable to move on. As for this Project Manager, his signature size shows boldness but it is more on how he showed his confidence to the public, but probably not himself. There is tints of reluctance to move forward as shown on the strokes of his signature maintained on the specific area and not moving forward.
BUY OUR IN-HOUSE CREATED HANDWRITING ANALYSIS TRAITS CHART
Suitable to assist you in recruiting the positions: Project Managers, Engineers
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Written By: S.Sulianah
(Certified Handwriting Analyst, Graphotherapy and Personality Consultant of Grapholistic International)

To re-post these contents on your website, social media, blogs, articles, YouTube etc, please remember to cite the Author's name, S.Sulianah, and link to her company's website www.grapholistic.com.
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How to Spot a Confident Job Interview Candidate from their Handwriting? | Corporate Personnel Selection for HR and Recruiters | Graphology | Grapholistic International

9/7/2021

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How to Spot a Confident Job Interview Candidate from their Handwriting? | Corporate Personnel Selection for HR and Recruiters | Graphology | Grapholistic International
You are searching for someone to fill up the job position in your company.
 
This person has to be confident in speaking up when he needs to, not only to the colleagues he will be working with in the team, but also to your clients. He has to be confident to make decisions without worrying about how he is intimidated by the presence of your clients or even his colleagues. He has to have the confidence to represent your company.
 
So now, you have to select The One out of the 15 applicants you have interviewed over the last couple of weeks. You are trying to learn their genuine character beneath the ones they portrayed to you during the interviews.
 
How to identify out of these candidates, who is the one with confidence from their handwritings? 

1. Check the Letter t-bar

​First, check the letter t-bar. Where is it placed on the t-stem? If he placed it below the middle zone, the candidate is expected to set low goals and is not confident to have a long-term vision for himself. This trait also shows the level of his self-esteem.
 
He will have doubts on his own capabilities and will feel like he does not have the desire and self-encouragement to push himself back up again when he is facing with challenges or failures.
Low t-bar | How to Spot a Confident Job Interview Candidate in their Handwriting? | Personnel Selection | Handwriting Analysis | Grapholistic International | S.Sulianah

While for the candidate with the higher placed t-bar on the upper zone, like this, he will be more confident about his talents and what he can do. Which means he will be self-assured when he is with your clients and his colleagues. ​
High t-bar | How to Spot a Confident Job Interview Candidate in their Handwriting? | Personnel Selection | Handwriting Analysis | Grapholistic International | S.Sulianah

2. Size of Signature

​The second step is to observe the size of his signature and his main text. His main text refers to the paragraphs of the essay he has written.
 
If his signature is smaller than the main text, he is more inclined to be less confident from the one who writes with a larger signature. Not only that, he feels intimidated and inferior compared to those around him. Usually this will be obvious from the eye of the beholder. 
 
A more confident person can be seen from his larger signature which is larger than the main text of his essay, bold and optimistic signature.
Small Signature | How to Spot a Confident Job Interview Candidate in their Handwriting | Personnel Selection | Handwriting Analysis | Graphology | Grapholistic International | S.Sulianah

3. Placement of Signature

​Then, the next trait you can check is where he placed his signature on the paper. Is it on the left or the right side of the paper?
 
If it is on the left, he will tend to avoid introducing himself to your clients, for instance at a company event. So, if this position is related to marketing, sales, PR, or similar to these, the other applicant who signs on the right side of the paper will be more inclined and comfortable to present himself to your clients without you, the employer, by his side.
Sign on the Left | How to Spot a Confident Job Interview Candidate in their Handwriting | Personnel Selection | Handwriting Analysis | Graphology | Grapholistic International | S.Sulianah
Vertical Divider
Sign on the Right | How to Spot a Confident Job Interview Candidate in their Handwriting | Personnel Selection | Handwriting Analysis | Graphology | Grapholistic International | S.Sulianah

4. Pressure of Signature

Since we are looking at your candidate’s signature, let us look at the fourth point. The pressure of his signature. Is it heavy or is it light?
 
Hold that paper in between your fingers. Feel the back of the paper. If you can feel the texture of the words written through the piece, then the pressure is heavy. So, if the pressure is heavy, he is the type of person who will be confident when he makes decision. He will take that risk to decide whatever the outcome will be. 

​As for the candidate who signs in a lighter pressure, he will not be comfortable in social settings. He will tend to force himself to be there when in reality he doesn’t want to. When he feels that way, he will not feel like himself hence, this will be reflected in his behaviour, the way he speaks and his energy when he presents himself to your clients and even to his colleagues.
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Touch the back of the paper for handwriting pressure | How to Spot a Confident Job Interview Candidate in their Handwriting | Personnel Selection | Handwriting Analysis | Graphology | Grapholistic International | S.Sulianah
Heavy Pressure Signature | How to Spot a Confident Job Interview Candidate in their Handwriting | Personnel Selection | Handwriting Analysis | Graphology | Grapholistic International | S.Sulianah
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Light Pressure Signature | How to Spot a Confident Job Interview Candidate in their Handwriting | Personnel Selection | Handwriting Analysis | Graphology | Grapholistic International | S.Sulianah
So, did you manage to find any of these traits on your candidates’ handwriting? 

To get your job interview candidates’ handwriting analysed, go to www.grapholistic.com 

Interview Candidates Handwriting Analysis for Recruiters and HR | Corporate Personnel Selection | Handwriting Analysis | Graphology | Grapholistic International | S.Sulianah
Interview Candidates Handwriting Analysis for Recruiters and HR | Corporate Personnel Selection | Handwriting Analysis | Graphology | Grapholistic International | S.Sulianah
Written By S.Sulianah (Certified Handwriting Analyst and Personality Growth Consultant of Grapholistic International). S.Sulianah ​has been practicing human resource management in organisations for over 15 years. She has worked with companies from manufacturing, service, engineering and construction industries. 

A keen explorer and curious to understand why human behave in a certain way. ​She has been applying this science in selecting personnel. Recruiting is not merely understanding the candidates’ capabilities, it is to learn how their personality traits could be the enhancer to their talents which would then benefit the organisation.
To re-post this contents on your website, social media, blogs, articles, YouTube etc, please remember to quote the Author's name, S.Sulianah, and link to her company's website www.grapholistic.com.
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