paragraph on moral value
Answers
Moral Values
Life without moral values is like ship without rudder. Values work as guidance system and help us reach our destination. Education without values or edification will fall short of achieving its goal. Mere teaching, learning, improving knowledge and skills without building character and mind may not contribute to the holistic development of children, which is a must for the world to become a better place. In spite of the increasing literacy rate and more people receiving education, the crime rate is refusing to come down! The rise in crimes, violence and other destructive activities in the society can be ascribed to poor inculcation of values. It has been seen in the recent terrorist attacks in various parts of the world, that those who carried out the attacks were educated men and women. What they lacked was edification. Had they been thoroughly taught the values of human character, it is possible they would have shuddered to think of killing so many innocent people. Education policy makers need to lay more stress on education with much stress on imparting human values and edification. This will have better results than mere education. The need of the hour is to impart value based education. The stress should be on the values such as patience, honesty, tolerance, sympathy, and love for fellow brethren and sisters. The students must be indoctrinated to keep values as top priority. The youngsters need not only to be taught how to develop their skills, talents, and abilities, they must also be taught how to use these skills, talents and abilities for the welfare and betterment of all. Once values become everyone's priority in life, all the negative aspects of life will automatically dwindle. The world direly needs people with high values to make it a better place to live in.
Answer:
Explanation:
Hey mate here is your answer..
This is a real story!!
In the last decade, Google has spent millions of dollars on measuring nearly every aspect of its employees’ lives – from which traits the best managers share to how often particular people eat together. The tech giant was determined 8 to find out how to compile ‘the perfect team’.
to find out how to compile ‘the perfect team’.The company’s executives worked hard on finding the perfect mix of individuals necessary to form a stellar team. They believed that building good teams meant combining the best people. But it wasn’t that simple.
In 2012 Google ran a project known as Project Aristotle. It took several years and included interviews with hundreds of employees. They analysed data about the people on more than 100 active teams at the company.
In 2012 Google ran a project known as Project Aristotle. It took several years and included interviews with hundreds of employees. They analysed data about the people on more than 100 active teams at the company.“We looked at 180 teams from all over the company. We had lots of data, but there was nothing showing that a mix of specific personality types or skills or backgrounds made any difference. The ‘who’ part of the equation didn’t seem to matter.’’ – Abeer Dubey, a manager in Google’s People Analytics division
In 2012 Google ran a project known as Project Aristotle. It took several years and included interviews with hundreds of employees. They analysed data about the people on more than 100 active teams at the company.“We looked at 180 teams from all over the company. We had lots of data, but there was nothing showing that a mix of specific personality types or skills or backgrounds made any difference. The ‘who’ part of the equation didn’t seem to matter.’’ – Abeer Dubey, a manager in Google’s People Analytics divisionGoogle’s intense data collection led to the same conclusions that good managers have always known: In the best teams, members show sensitivity, and most importantly, listen to one another.
In 2012 Google ran a project known as Project Aristotle. It took several years and included interviews with hundreds of employees. They analysed data about the people on more than 100 active teams at the company.“We looked at 180 teams from all over the company. We had lots of data, but there was nothing showing that a mix of specific personality types or skills or backgrounds made any difference. The ‘who’ part of the equation didn’t seem to matter.’’ – Abeer Dubey, a manager in Google’s People Analytics divisionGoogle’s intense data collection led to the same conclusions that good managers have always known: In the best teams, members show sensitivity, and most importantly, listen to one another.Matt Sakaguchi, a midlevel manager at Google, was keen to put Project Aristotle’s findings into practice. He took his team off-site to open up about his cancer diagnosis. Although initially silent, his colleagues then began sharing their own personal stories.
At the heart of Sakaguchi’s strategy, and Google’s findings is the concept of “psychological safety” – a shared belief that the team is safe for interpersonal risk-taking.
At the heart of Sakaguchi’s strategy, and Google’s findings is the concept of “psychological safety” – a shared belief that the team is safe for interpersonal risk-taking.Google now describes psychological safety as the most important factor in building a successful team.