51 STASHED IDEAS
An ethical dilemma (ethical paradox or moral dilemma) is a problem in the decision-making process between two possible options, neither of which is absolutely acceptable from an ethical perspective.
The biggest challenge of an ethical dilemma is that it does not offer an obvious solution that would comply with ethics al norms.
The following approaches to solve an ethical dilemma were deduced:
How everything proceeds depend on you. Tackling the issue is important but you don't have to do what you don't want to do. However, being placed with the responsibility of handling a team or a handful number of employees is a much better practice to seek first and understand.
When a project misses the mark, try focusing on the possibilities that might have happened; was there a miscommunication? Have you said something different? Is there a way to approach this with fresh eyes?
With every output, teams usually hold meetings to discuss every part of the project. It is important to clarify any questions that everyone on the team has so that time won't be wasted.
Make it a practice to recap the project, the expectations, and the next possible steps to be taken with everyone. Not only does this reduce the risk of unclear directions but it helps everyone keep on track of the project.
Many of us believe that having emotional intelligence means being “nice.” But this belief conceals some fundamental benefits to developing one’s EI.
For example, simply saying someone is nice can belie the fact that they’re only nice to some people and not others. Niceness is also interpreted as someone who tries to avoid confrontations and is thus easily manipulable.
They are: self-awareness, self-management, social awareness, and relationship management.
None of these is aligned with “niceness.” In fact, being skilled in each of the four components of emotional intelligence would allow you to have confrontations when you need to, and to do it more strategically and productively.
They reside in different parts of the brain:
A critical skill for leaders is the ability to figure out what kind of thinking is necessary to address a given challenge.
The wrong kind of thinking about a problem happens all the time because different types of effort require different types of knowledge. For example, you may analyze scientific data when a values-informed judgment call is needed, or you'll trust your instincts where a data analysis would expose your faulty thinking.
Aristotle outlined distinct types of knowledge required to solve problems in three realms.
Aristotle outlined these three kinds of knowledge because they require different styles of thinking. If you have a phronetic problem to solve, don't use an epistemic thinker.
Most leaders haven't thought much about the realms of knowledge and what problems they can solve. If you're a leader of a large corporation with challenges in all three of these realms, it's a big part of your job to ensure the right kinds of thinking are used and in which situation it is required.
That means you should be able to recognize which mode of thinking is the best fit for a given problem, and which people are able to best deal with it.
Online applications can take hours of candidates' time when applying for a job. While some firms are moving away from these online systems, many companies move towards them.
A recent survey states that 73% of businesses of all sizes use talent acquisition software to source, track, analyse, and onboard new recruits. 99% of the US Fortune 500 companies use applicant tracking system (ATS) providers, allowing them to customise questions and set filters, and automate the bulk of the filtering labour.
What serves the employer well may not work for the prospective employee.
From a hiring manager's perspective, applicant tracking systems are beneficial, especially with a higher volume of applicants for every open role.
ATS systems can collate the data from every applicant's resume and display it in a searchable spreadsheet. More advanced software can separate candidates without human oversight and present a sifted pool of priority applicants.