THC 6 - Professional Development and Applied Ethics Handout - Central Bicol State University of Agriculture

Republic of the Philippines CENTRAL BICOL STATE UNIVERSITY OF AGRICULTURE Calabanga | Pasacao | Pili | Sipocot THC 6- Professional Development and Applied Ethics Unit 1. The Work Environment in the Tourism Industry...

Republic of the Philippines CENTRAL BICOL STATE UNIVERSITY OF AGRICULTURE Calabanga | Pasacao | Pili | Sipocot THC 6- Professional Development and Applied Ethics Unit 1. The Work Environment in the Tourism Industry Compiled and Presented by ARDOLF B. ARCE, LPT, MM Faculty Member, Department of Tourism Management Talking Points: 2.1. The Tourism & The Hospitality Industry 2.2. Professional Career Framework 2.3. Knowledge-Skills-Values Inventory 2.4. Personal SWOC Analysis 2.5. The Role of Personality in the Workplace 2.6. Hippocrates Four (4) Temperaments 2.7. Four (4) DISC Personality Types 2.8. IQ-EQ-AQ in the Tourism Industry 2.9. Focus on Social Skills 2.10. Personal Branding & Image Enhancement at Work 2.11. Etiquette and Decorum Intended Learning Outcomes (ILO) By the end of the unit, students are expected to be able to: a. Articulate key concepts and rationale of the professional career framework; b. Identify the gap between one’s competency set and expectations in the industry; c. Enumerate personal career strengths, weaknesses, opportunities, and challenges; d. Evaluate the impact of different personality traits on professional interactions and performance, understand how personality influences workplace dynamics and career development, and apply strategies to leverage their own personality traits for enhanced professional effectiveness and interpersonal relationships; e. Enumerate and identify one’s personality type; and f. Observe and practice basic hygiene and professional grooming tips. 2.1. The Tourism & The Hospitality Industry 2.1. The Tourism & The Hospitality Industry Tourism is a global industry that, for many countries, is a major contributor to the economy. In the Philipines, the tourism industry’s contribution to the national economy was 12.7% of the country’s gross domestic product (GDP) in 2019. 2.1. The Tourism & The Hospitality Industry cnt. The tourism industry has eight (8) sectors that are all people-oriented and labor-intensified: 1. Sites and attractions (e.g. museums, parks, festivals, heritage sites, churches, agritourism estates, etc.) 2. Hospitality Accommodations (hotels, resorts, hostels, bed and breakfast, etc.) Food and beverage outlets (restaurants, bars, etc.) Auxiliary services (medical, fitness, and leisure centers) The tourism industry has eight (8) sectors that are all people- oriented and labor-intensified: cnt. 3. Travel Trade Transportation (land, sea, and air) Intermediaries (travel agencies and tour operators) 4. Public Sector (government agencies, regulators, and government-owned and controlled corporations) 5. M.I.C.E (meetings, incentives, conventions, and events) 6. Academe (schools and training centers) 7. Labor Sector (labor unions, labor-management councils, service providers, cooperatives, and contractors) 8. Media, NGOs, and marketing communication sector (networks, press, advertises, advocacy groups) 2.2. Professional Career Framework 2.2. Professional Career Framework 1. Employees hired in tourism do not necessarily have degrees or certificates in tourism or hospitality management as the industry also needs engineers, accountants, architects, lawyers, doctors, nurses, security officers, etc. 2. In many cases, proof of competency and a suitable personality are strongly preferred by employers over college degrees. These two are typically gauged through several ways like an apprenticeship, and a seriesof pre-employment techniques (e.g. interviews, trade tests, psychological tests, background checks, and national certifications). 2.2. Professional Career Framework cnt. The concept of a career in the tourism industry is dynamic and exciting because of the prospect of growth and learning opportunities over a long period. Career development is a process of managing work and learning that encompasses the whole life. It increases over time through lifelong learning. A career framework allows a business to identify skills and capabilities within job families, but perhaps more importantly, identify areas where learning and development can be beneficial. 2.2. Professional Career Framework cnt. Three (3) Suggested Steps in Building a Career Framework: 1. Define job families and create globally consistent definitions of job levels. 2. Clarify skills and knowledge required for different types of work. 3. P r o v i d e e m p l o y e e s a c c e s s t o e ff e c t i v e c a r e e r management tools (e.g. online talent platforms to help connect employees with development opportunities). 2.2. Professional Career Framework cnt. Possible General Areas That May be Considered in Developing Diagnostic Tool for Tourism & Hospitality Students Knowledge Skills Attitudes & Values Tourism Industry Communication Skills Integrity Hospitality Sector Customer Service Teamwork & Collaboration Brand & Organization Human Relations Professionalism & Courtesy Company Policies & Time Management Creativity & Innovation Standards Product Knowledge Leadership Tact & Sensitivity Consumer Behavior Research Skills Foresigt & Proactiveness Geography Foreign Languages Resourcefullness Financial Literacy Planning Cleanliness & Neatness Workplace Safety & Security Stress Management Drive & Assertiveness Possible General Areas That May be Considered in Developing Diagnostic Tool for Tourism & Hospitality Students cnt. Knowledge Skills Attitudes & Values Disaster Management Diversity Management Resilence & Sacrifice Good Housekeeping & Conflict Management Grooming & Hygiene Sanitation Tourism Laws & Ordinances Critical & Analytical Positive Mental Attitude Thinking Records Management Problem-solving Environmentalism Community & Locale Salesmanship Focus F&B Sub-sector Customer Service Teamwork & Collaboration Brand & Organization Human relations Professionalism Company Policies & Time Management Creativity & Innovation Standards Product Knowledge Leadership Courtesy, Tact, & Sensitivity Possible General Areas That May be Considered in Developing Diagnostic Tool for Tourism & Hospitality Students cnt. Knowledge Skills Attitudes & Values Consumer Psychology Research Skills Foresight & Proactiveness Food Science Menu & Recipe Planning Resourcefullness Current Events Decision-making Grit & Determination Financial Literacy & Cost Food Preparation & Knife Cleanliness & Neatness Control Skills Food Safety & HACCP Cooking methods Drive & Assertiveness Disater Management Food Styling Resilience and Sacrifice Good Housekeeping & Conflict Management Grooming & Hygiene Sanitation Tourism Laws & Ordinances Diversity Management Positive Mental Attitude Records Management Problem-solving Environmentalism Community& Locale Stress & Conflict Management Focus & Energy 2.3. Knowledge-Skills-Values Inventory 2.3. Knowledge-Skills-Values Inventory Techniques used by companies in recruiting and selecting their prospective employment: crowdsourcing in social media online advertisements classified ads in the newspapers job fairs campus recruitment posters referrals word-of-mouth 2.3. Knowledge-Skills-Values Inventory cnt. Typical selection techniques: curriculum vitae scanning interviews trade tests psychological tests medical examinations background checking aptitude tests integrity tests 2.3. Knowledge-Skills-Values Inventory cnt. It is critical for students who are still in school to start assessing their competencies and personality to determine their readiness for the world of work. 2.4. Personal SWOC Analysis 2.4. Personal SWOC Analysis Knowing oneself and the personal circumstances well enough are going to prepare a student to pursue an apprenticeship of practicum program, making him or her more well-grounded, responsive, and ready for the world of work. Strengths, Weaknesses, Opportunities & Challenges (SWOC) Analysis - a tool to identify and process one’s strengths, weaknesses, opportunities and challenges. - will enable a person to reflect on attibutes to uphold, improve, harness, take advantage of, and mitigate. 2.4. Personal SWOC Analysis cnt. Example of SWOC Analysis for a Hospitality Management student aspiring to be a future “barista”. Full Name of Student Cardo M. Dalisay Course & Year Level B.S. Hospitality Management, 2nd Year Target Entry-Level Barista Position Strengths Course of Action Timeline Maturity (i.e., eldest child) Take up more leadership roles June to October Pleasing personaliy Build a circle of friends May to Novermber HIgh grades in school Apply concepts in practices May to November Passionate with coffee Practice diverse coffee recipes July to October drinks 2.4. Personal SWOC Analysis cnt. Example of SWOC Analysis for a Hospitality Management student aspiring to be a future “barista”. cnt. Full Name of Student Cardo M. Dalisay Course & Year Level B.S. Hospitality Management, 2nd Year Target Entry-Level Position Barista Weaknesses Course of Action Timeline Poor wardrove choices Consult a wardrove expert friend September to October Grammar lapses Watch self-learning tutotial June to August videos Lacks initiative Practice volunteering more often July to August Unkempt hair Consult a good hair stylist August to December 2.4. Personal SWOC Analysis cnt. Example of SWOC Analysis for a Hospitality Management student aspiring to be a future “barista”. cnt. Full Name of Student Cardo M. Dalisay Course & Year Level B.S. Hospitality Management, 2nd Year Target Entry-Level Position Barista Opportunities Course of Action Timeline New restaurants opening up Check out job/practicum July to September openings Abundant YouTube videos Research on coffee and May to September makeovers Auntie in the salon business Consult on grooming tips August to Sepember New NGO for coffee farmers Volunteer if time permits May to June 2.4. Personal SWOC Analysis cnt. Example of SWOC Analysis for a Hospitality Management student aspiring to be a future “barista”. cnt. Full Name of Student Cardo M. Dalisay Course & Year Level B.S. Hospitality Management, 2nd Year Target Entry-Level Position Barista Challenges Course of Action Timeline Scarcity of practicum slots Lodge application early enough June to July COVID-19 Pandemic Get vaccinated/observe protocols June August Traffic congestion Seek the quickest route July to September Internet connectivity Save up on data load July to December 2.5. The Role of Personality in the Workplace 2.5. The Role of Personality in the Workplace Personality - refers to the enduring characteristics and behavior that comprise a person’s unique adjustment to life, including major traits, interests, drives, values, self-concept, abilities, and emotional patterns. What is the role of personality in the workplace? “Workplaces are shaped by both policies and employees' personalities. Suppressing individual personalities can lead to dissatisfaction and frustration. Managers who recognize and leverage personality traits can effectively drive company growth and progress.” Creativity. Creativity is driven by personality. Allowing employees to apply their creativity benefits the company, but managers must regulate it to prevent dominance by aggressive personalities. 2.5. The Role of Personality in the Workplace cnt. Retention. Appealing to an employee's individual personality can help increase job satisfaction and reduce employee turnover. Teamwork. Some people may struggle with teamwork due to their independent nature. Identifying these traits through interviews and tests is crucial, as hiring someone who lacks teamwork skills can hinder team progress. Production. Some people are unmotivated and cannot be inspired, leading to missed deadlines and dragging down team productivity causing frustration among staff who must work harder and can lower overall morale.  2.6. Hippocrates Theory of Four (4) Temperaments (or Personality Types) 2.6. Hippocrates Theory of Four (4) Temperaments (or Personality Types) Hippocrates Theory of Four (4) Temperaments (or Personality Types) was introduced by Hippocrates (c.460–370 BC) in ancient Greece the first written theory on links between personality and health known today. humorism: the even older Egyptian and Mesopotamian philosophy where the theory took its origin. suggests that four bodily fluids (called humors)—namely, black bile, yellow bile, phlegm, and blood—directly affect an individual’s personality, behavior, and health. 2.6. Hippocrates Theory of Four (4) Temperaments (or Personality Types) cnt. Galen (c. AD 129–200) was another ancient Greek physician, surgeon, and philosopher who wrote the dissertation, “De temperamentis” where he described the first typology of temperaments based on on Hippocrates’ theory. argued that humors were bodily fluids that influenced the health, physiognomy, and character of man. the imbalance of pairs resulted in one of the four temperament categories (or personality types): sanguine (being optimistic & social), choleric (being short-tempered & irritable), melancholic (being analytical & quiet), and phlegmatic (being relaxed & peaceful). 2.6. Hippocrates Theory of Four (4) Temperaments (or Personality Types) cnt. What is my personality temperament? Sanguine Temperament: fun-loving extrovert; outgoing, very social; “the life of the party”)- EXTROVERT Choleric Temperament: focused, extrovert, goal-oriented, “the achiever”)- EXTROVERT Melancholic Temperament: detailed, introspective, artistic, “the naturally-gifted”- INTROVERT Phlegmatic Temperament: easy going, stable, consistent, “the loyal friend”)- INTROVERT 2.6. Hippocrates Theory of Four (4) Temperaments (or Personality Types) cnt. What is my personality temperament blend? Everyone is a combination of the four temperaments: Primary temperament (highest score) Secondary temperament (second highest score) What is my personality temperament profile? 2.6. Hippocrates Theory of Four (4) Temperaments (or Personality Types) cnt. The 12 Blends of Temperaments from the book "Why You Act The Way You Do" by Tim LaHaye 1. The SanChlor: the strongest extrovert of all the blends of temperaments. 2. The SanMel: highly emotional people who fluctuate drastically. 3. The SanPhleg: the easiest person to like. 4. The ChlorSan: the second-strongest extrovert among the blends of temperament; the reverse of the first. 5. The ChlorMel: an extremely industrious and capable person. 6. The ChlorPhleg: the most subdued of all the extrovert temperaments; a happy blend of the quick, active, and hot with the calm, cool, and unexcited. 2.7. Four (4) DiSC® Personality Types 2.7. Four (4) DISC Personality Types DiSC® - the foundation for the DISC model comes from the work of a Harvard psychologist named Dr. William Moulton Marston in the 1920's. -is a theory that people tend to develop a self-concept based on one of four factors — Dominance, Inducement, Steadiness, or Compliance. - is a personal development model that helps people understand why they do what they do. - provides valuable insights into individuals’ behavioral tendencies and helps identify their predominant characteristics. By understanding the principles of DiSC, one can gain a deeper understanding of how different individuals interact and approach their work, fostering better communication and collaboration within teams. 2.7. Four (4) DISC Personality Types cnt. D: DOMINANCE (Dominant) ü both bold and skeptical ü typically dive into challenges produced by their environment and place a high priority on “winning” ü tend to be more receptive to logic, data and analysis than they are to somebody else’s “gut-level feel” or intuition ü pursue challenges in a dynamic, assertive and self-assured manner. ü can also become easily irritated with opposing points of view which elicits a response that can be categorized as indifference, intolerance or hostility 2.7. Four (4) DISC Personality Types cnt. i: INFLUENCE (Inspiring) ü both bold and accepting ü are “people oriented” and are motivated by their connections with others ü tend to welcome others in a warm and inviting manner that encourages collaboration and generates excitement ü pursue environmental challenges in an outgoing, enthusiastic and optimistic manner ü are prone to “keep people happy” and as a result may be reluctant to provide others with constructive feedback or pay adequate attention to follow-through or attention to detail. 2.7. Four (4) DISC Personality Types cnt. S: STEADINESS (Supportive) ü is both cautious and accepting ü are highly motivated to help others and maintain the stability of their environment ü excel at cooperation and are routinely described as “calm” or “patient” ü respond to the challenges of their environment in a thoughtful and comparatively methodical manner routinely providing others with empathy and support ü have a tendency to struggle with change that disrupts their routine and can be shocked, stunned or temporarily dazed by its emergence 2.7. Four (4) DISC Personality Types cnt. C: CONSCIENTIOUSNESS (Cautious) ü both cautious and skeptical ü can best be described as “detail oriented” and have a strong preference for an environment defined by its stability ü enjoy opportunities to demonstrate their expertise and share the quality of their work ü are driven by logic and objective analysis. As such, they will typically respond to disruptions in their routine by openly questioning the feasibility and viability of the proposed path forward. ü have a tendency to “overanalyze” but when they reach a level of comfort, they can serve as a calming source of objective support 2.7. Four (4) DISC Personality Types cnt. The DISC Model of Human Behavior 2.8. IQ-EQ-AQ in the Tourism Industry 2.8. IQ-EQ-AQ in the Tourism Industry “The tourism industry characteristics has a high a high turnover of employees, especially in sectors and companies where work burnout is common.” Intelligence Qoutient (IQ) a normative measure of the capacity of a person’s brain to think in a variety of domains (numeracy, creativity, abstract reasoning, communication skills, memory , and general knowledge). essentially pertains to cognitive abilities: the ability to think, process, express ourselves, and make decisions. the traditional way of labelling people’s intellectal level or capacity: i.e. genius, superior, above average, average, below average). 2.8. IQ-EQ-AQ in the Tourism Industry cnt. Intelligence is both hereditary (genetic) and acquired (environment). Observation in the tourism and hospitality industry: many high IQ employees tend to deliver mediocre work performance, less emphasis in placed on IQ tests and IQ itself as a barometer of Theory of Multiple Intelligences the suitability of an applicant for hiring. By Howard Gardner 2.8. IQ-EQ-AQ in the Tourism Industry Intelligence is both hereditary (genetic) and acquired (environment). Emotional Intelligence (EI) or Emotional Qoutient (EQ) the ability to monitor one’s own as well as other people’s emotions, discriminate and label them properly, and use emotional information to guide thinking and behavior. managing emotions is especially important in situations when people are under pressure, like when one is: ü giving and receiving feedback ü meeting tight deadlines ü dealing with challenging relationships ü not having enough resources ü navigating change’ ü working through seatbacks and failure 2.8. IQ-EQ-AQ in the Tourism Industry People with high EQ have better mental heath, job performance, and leadership competencies. A well-developed EQ is an instrumental tool in accomplishing goals. The dark side of having a well-developed EQ: becoming manipulative of others. 2.8. IQ-EQ-AQ in the Tourism Industry cnt. At work, EQ’ manifest in many ways, such as: ü how employees interact and conduct productive meetings; ü the quality of service rendered to guests and tourists; ü upholding the integrity and good governance in all processes; ü the way business owners and superiors treat their employees and subordinates; and ü observing ethical practices in negotiations, etc. 2.8. IQ-EQ-AQ in the Tourism Industry cnt. Adversity Qoutient (AQ) - refers to a person’s capacity to deal with problems in adversities in life. - often referred to as the science of human resilience. Enhancing AQ results in gains in productivity, capacity, performance, innovation, and morale. Recent studies show a high incidence of mental depression and suicide rate among young people. 2.8. IQ-EQ-AQ in the Tourism Industry cnt. Today’s workers have predominantly become “professional job -hoppers.” In the tourism industry, the average length of stay in a job is approximately 2-3 years, which is relatively shorter compared to opther industries. Adversity Response Profile (ARP) - was developed by Paul Stolz - the only scientifically grounded tool or test to measure one’s AQ - a valid predictor of one’s success, stress threshold, performance, risk- taking, capacity for change, prodctivity, perseverance, improvement, energy and health. 2.8. IQ-EQ-AQ in the Tourism Industry cnt. 2.9. Focus on Social Skills 2.9. Focus on Social Skills Social Skills or Soft Skills the essence of a person’s EI or EQ involves not only direct interaction with clients, but also the management of teams whose goal is to satisfy customers in what is regarded as a labor-intensive industry. 2.9. Focus on Social Skills cnt. Top 10 Essential Soft Skills Expected of Future Tourism & Hospitality 1. Customer Service 6. Languages 2. Networking 7. Commitment 3. Communication 8. Self-Efficacy 4. Flexibility 9. Multitasking 5. Organization Skills 10. Cultural Awareness 2.10. Personal Branding & Image Enhancement at Work 2.10. Personal Branding & Image Enhancement at Work cnt. Professional Image a reflection of an employee’s entire organization. contributes to efficiency, productivity, and morale. pormotes goodwill and an improved network. Professionalism leads to personal growth and career development. Credibility and integrity are vital in the conduct of a tourism and hospitality professional’s work. 2.10. Personal Branding & Image Enhancement at Work cnt. Are looks really important? Professional grooming conveys credibility. What should tourism and hospitality professional look like? Many people tends to be influenced by looks when giving their trust and confidence, particularly on sensitive matters and tasks. There is a strong preference for a neat, pleasant, and professional-looking employee over someone who is not. 2.10. Personal Branding & Image Enhancement at Work cnt. What influences professionalism in appearance? 1. Professional standards 2. Organizational norms 3. Physical (body and face) features 4. Personal taste and fashion sense 5. Suggestions from one's circles, media, and trends 6. Wardrobe budget and other limitations 2.10. Personal Branding & Image Enhancement at Work cnt. Think of your favorite brands. What makes them memorable? What value do they provide, and how do they communicate it? 2.10. Personal Branding & Image Enhancement at Wo cnt. “How do we apply everything we know about branding pro and services to branding our most important product, whi ourselves? Every time we apply for a job or vie for promotion or try to land a new client or try to land a new we have to market ourselves. How do we apply the theor branding to understand how to best express and communica own personal value proposition about the difference that we to make in the world?” - Jill Avery, Harvard Business School Senior Lecture 2.10. Personal Branding & Image Enhancement at Wo cnt. Personal Branding is the intentional, strategic practice of definin expressing your value. “It’s the amalgamation of the associations, beliefs, feel attitudes, and expectations that people collectively hold you.” - Jill Avery, Harvard Business School Senior Lecturer and Rachel Gree HBS Executive Fellow 2.10. Personal Branding & Image Enhancement a Work cnt. Personal branding goal is to ensure the narr about you is: Accurate: Is it true? Coherent: Does it make sense? Compelling: Does it draw people in? Differentiated: Does it demonstrate what m you unique? 2.10. Personal Branding & Image Enhancement at Work cn Why is personal branding important? By determining your unique value and living way that promotes it, you can become know your defining attributes. That reputation can help attract opportunit your career and life that align with your auth self. 2.10. Personal Branding & Image Enhancement at Work cnt. Steps in Building Your Personal Brand at Work 1. Define your personal brand. Identify three things: 1) Your uniqueness; 2) values; and 3) contributi 1. Your uniqueness. What unique perspective do you bring to the organization? Think ab vastness of your intersectional identity: your background, cultur ethnicity, gender, sexual orientation, class, caste, religious beliefs, and s Considering these factors, ask yourself: How does my identity im understanding of the world and this business? What can I bring to t that no one else can? Your differences are your superpowers. Steps in Building Your Personal Brand at Work cnt. 1. Define your personal brand. cnt. 2. Your values. What do you stand for? What problems — global, domes at the community-level — concern you? In which cau you believe? Climate change, equality, health, human disruption, sustainability — these are just a few examp causes that may drive your actions or give you a se purpose at work. Steps in Building Your Personal Brand at Work cnt. 1. Define your personal brand. cnt. 3. Your contributions. Given your business experience or studies, what can you to the table in your industry? Whatever your area of exp how do you use it to add value to your individual work, or field at large? Steps in Building Your Personal Brand at Work cnt. 1. Define your personal brand. cnt. Your Uniqueness+Your Values+Your Contributions= Your Personal B Ex. “I’m a woman passionate about technology, with an international backgro has experienced the challenges of being a working mother and immigrating country (uniqueness). I stand for equality and want to help people from backgrounds find good jobs in our digital world (values). I lead a technical team company, and people come to me for career advice — tips around how to get int how to upskill their workforce (expertise). Combined, these elements of my pro and personal identity create a personal brand that is entirely unique to me, my va my expertise.” Steps in Building Your Personal Brand at Work cnt. 1. Define your personal brand. cnt. Your Uniqueness+Your Values+Your Contributions= Your Personal B Ex. “I’m a woman passionate about technology, with an international backgro has experienced the challenges of being a working mother and immigrating country (uniqueness). I stand for equality and want to help people from backgrounds find good jobs in our digital world (values). I lead a technical team company, and people come to me for career advice — tips around how to get int how to upskill their workforce (expertise). Combined, these elements of my pro and personal identity create a personal brand that is entirely unique to me, my va my expertise.” Steps in Building Your Personal Brand at Work cnt. 2. Find initiatives and organizational goals that are a with your brand. 3. Connect with colleagues who have similar interests. 4. Create and share content. 2.10. Personal Branding & Image Enhancement at Work cn Define Your Value and Make an Impact A strong personal brand can help you attract the people, land a job or promotion, and make conne that lead to new opportunities. With reflection and intentional actions, you can confidence in your personal value and project it in life and career. 2.11. Etiquette and Decorum 2.11. Etiquette and Decorum Etiquette a set of rules indicating the proper and polite way to behave. refers to the conduct or procedure required by good breeding or prescribed by authority to be observed in social or official life. “Some people say the proof of schooling is a diploma, proof of education is wisdom, and proof of culture is manners.” Manners define a person. Manners convey many messages to the people we interact with. 2.11. Etiquette and Decorum cnt. Professionals need to gain the trust of their clients. Our decorum can make or break a deal. Manners reflect some of our innermost values (courtesy, integrity, assertiveness, diplomacy, cooperation, helpfulness, resourcefulness, creativity, kindness, peace, etc.). Good manners help us avoid stress or conflict with colleagues, clients, and other stakeholders. Social graces should be a way of life and business practice. Our manners reflect our personality, education, and culture. Reference/s: A m a z o n. c o m. ( n. d. ). E n t r e p r e n e u r i a l S e l f - A s s e s s m e n t S u r v e y. R e t r i e v e d f r o m c h r o m e - extension://efaidnbmnnnibpcajpcglclefindmkaj/https://s3-us-west 2.amazonaws.com/oerfiles/WMBusiness/Entrepreneur-Self-Assessment-Survey.pdf Araneta Cabulay, D. (2023). Professional Development and Applied Ethics (1st ed.). Rex Book Store, Inc. Dammeyer, J., & Zettler, I. (2018). Chapter 1 - A Brief Historical Overview on Links Between Personality and Health. In Personality and Disease (pp. 1–16). Academic Press. https://www.sciencedirect.com/topics/psychology/four-temperament DISCPersonalityTesting.com & DISC Personality Testing. (2024, June 28). Home - DISC Personality testing. DISC Personality Testing. https://discpersonalitytesting.com/ Karch, G., & Peters, M. (2017). The Impact of Employee Uniforms on Job Satisfaction in the Hospitality I n d u s t r y. J o u r n a l o f H o t e l & B u s i n e s s M a n a g e m e n t. https://www.researchgate.net/publication/318821369_The_Impact_of_Employee_Uniforms_on_Job_Satisfac tion_in_the_Hospitality_Industry Root, G., III. (2017, November 21). The role of personality in the workplace. Small Business - Chron.com. https://smallbusiness.chron.com/role-personality-workplace-10471.html Orduña, N. (2022, September 28). How to build your personal brand at work. Harvard Business Review. https://hbr.org/2022/09/how-to-build-your-personal-brand-at-work sWordPress.com. (n.d.). The Adversity Response Profile® (ARP) QuickTake.