Myers and Briggs Personality Tests Essay - 1137 Words

Myers and Briggs Analysis The Myers and Briggs Analysis is a series of questions that when answered are examined and grouped together in order to determine the personalities of those taking this test. This particular test can result in sixteen different outcomes or types of personalities, which is determined by four different categories that judge if you are introverted or extroverted, use your senses or your intuition, your choice to think or use your feelings, and finally if you are judgmental or perceptive. These series of questions are designed to judge our personalities and help us to determine which career pathways we will be most suited for based on our personality traits and abilities to work well with others, which is important†¦show more content†¦I do find my values to be important to me, but I am not one to push my values onto others because I would never ask someone to believe in or do something they did not agree with. Overall this analysis of my personality se ems to be pretty accurate with a few traits from the ISFP category as well. Myers and Briggs created a personality test that not only will help people to figure out their personality types, but at the same time it aids in the discovery of which career pathways people should take based on their specific personality traits. Based on the personality trait INFP that was given to me from the Myer-Briggs test I have quite a few career pathways that fit my personality. Some of the career choices suited to my personality is a writer, counselor, teacher/professor, psychologist, psychiatrist, musician, or a religious worker; which seems like a pretty broad selection. Although there is a broad selection of careers that would suit my personality none of which are the career path that I have chosen; which is to become a physical therapist, but if I was not set on a goal some of these career ideas would not seem too bad. While reading the list of jobs suited for my personality I was surprised to see that psychologist was on the list because before I decided to go for physical therapy I wanted to pursue a career in that exact field. As for most of the other fields mentioned above IShow MoreRelatedThe Myers Briggs Personality Test1378 Words   |  6 PagesFor the Myers Briggs personality test I am an ISTP when I am stress and when I am at my best. I was surprised with these results due to the fact that my freshman year in the Harold Leadership Academy I was required to take the Myers Briggs assessment and scored the letters INFJ. I find myself leaning more towards INFJ because the test was at least seventy-five questions. When reading the definitions of ISTP and INFJ I find that I would agree with my personality having a little bit of both. The MyersRead MoreThe Myers Briggs Personality Test1369 Words   |  6 PagesThis paper describes the results of the Myers-Briggs personality types of extravert, intuitive, thinking, and judging (ENTJ). These personality results identif y potential careers and occupations, communication types, and partner compatibility information. The research will describe the validity of each personality trait and the characteristics associated with the personality of ENTJ. Additionally, the research is beneficial for my career to gain an understanding of how I can apply my strengthsRead MoreThe Myers Briggs Personality Test1278 Words   |  6 Pagesthe Myers-Briggs personality test was created; to understand diversity and help us learn and become better individuals to the world at large. This paper evaluates the results of my Myers-Briggs test and how it applies in my personal life and career. Furthermore, I discuss what I have learned and how it it would benefit me in the future. ïÆ' ¼Needs work The Myers-Briggs personality test is designed to categorize human personality and behavior. Based on Carl Jung’s theory, Katherine C. Briggs and herRead MoreThe Myers Briggs Personality Test768 Words   |  4 PagesLindsey Osbon Mrs. Brennan English II H - 6th 5 September 2014 Lindsey Madison Osbon: The Supervisor Who would have known that four letters can describe a person in complete detail! The Myers Briggs Personality Test can explain your own personality better than you ever thought you could. My personality falls under ESTJ, which stands for extraverted, sensing, thinking, judging. ESTJ s are usually hard workers that use logic and tradition to complete things efficiently while staying organizedRead MoreThe Myers Briggs Personality Test1343 Words   |  6 Pagesour personality type and temperament allows us to leverage our strengths and to recognize areas of weakness. This can also be extended to our interactions with others, so that we attempt to recognize the personality and temperaments of those around us, i.e. Typewatching, in order to facilitate more efficient and effective communication. In so doing, we can become better employees, managers, spouses, children, and, ultimately, for the Christian, more like Christ. The Myers-Briggs Personality TestRead MoreThe Myers Briggs Pe rsonality Test1478 Words   |  6 Pagesweek of class, we were asked to complete the Myers Briggs Personality test, and then to read up on our results. Once I had completed the typology â€Å"test†, I received my results in the form of four letters: INTJ, and afterwards, I decided to view what the four letters represented. Likewise, once I had begun to read the explanation provided by the website, I found that I was agreeing with several of the sentiments, as I felt it not only described my personality to near perfection, but also for the reasonRead MoreThe Myers Briggs Personality Test1166 Words   |  5 Pagesdevices attempt to tell us our personalities, or our combination of traits and behaviors that make up who we are. However, psychologists today deviate from those unsubstantiated methods and have concocted various personality tests that give us a better understanding of who we are. One such test is called the Myers-Briggs personality test. Based on theories by Carl Jung, but primarily created by Isabel Briggs Myers and her mother, Katharine Cook Briggs, the test gives people a standardized surveyRead MoreMyer Briggs Personality Test : Myer1516 Words   |  7 Pages Myer-Briggs Personality Test When taking the Myer-Briggs personality test I was somewhat nervous about my results because I was learning about myself answering the questions even before I completed the assessment. My results for the personality assessment were INFJ which means introverted intuitive feeling judging. According to the humanmetrics article, INFJs are distinguished by both their complexity of character and the unusual range and depth of their talents. The article also suggests theyRead MoreThe Myers Briggs Personality Test923 Words   |  4 Pagesto God that he gave me stubbornness when I know I am right†. John Adams, like myself was introverted, intellectual, thinking, and judging, or an INTJ on the Myers Briggs personality test. Like all INTJs, Adams was stubborn and flouted the ideas of others that he did not agree with. By using my results from the Meyers Briggs personality test, I can examine how I react to certain things and use this to improve my Spirituality, my relationship with God, and ultimately my relationship with others throughRead MoreThe Myers Briggs Personality Test2071 Words   |  9 PagesThe Myers-Briggs Personality Test is discussed in two steps. In Step 1, the results of my Myers-Briggs Personality test are discussed while going into detail about each letter. Real life examples are provided for context of each letter. The weaknesses of each letter are also discussed. In Step 2, the lessons learned about how it relates to organizational behavior and to my specific organization are discussed. Project 1: Myers-Briggs Personality Test Discussion The Myers-Brigg Typology test is designed

Taking a Look at Worker Compensation - 787 Words

The Human Resource is one of the main departments in a business that was established to serve the rights of the employees and the policy of the organization. It is then divided into sub disciplines which consist of Compensation and Benefits as one of the essence in the structure of managing an entire workforce. As being mentioned in www.boundless.com, Compensation deals with the salary and wages of the employees. There are several definitions about Compensation, but generally, Compensation is the overall form of monetary or non-monetary pay that is given to the employees as a reward for their required services and relationship to the employer. (Susan M. Heathfield, n.d.) The importance of Compensation is relatively apparent to an organization as it affects the wellbeing and performance of an employee. Thus, it gives impacts to the operation of a fit organization. Therefore, compensation should be abided by the objectives of itself that focuses on the four main units which are efficie ncy, fairness, compliance and ethics. According to Rose Johnson of Demand Media, the objectives of instituting a compensation deal can be distributed into three specific parts – motivation, retention, and compensation law. To deliberate on how compensation influences employees’ behavior, it is only relevant to emphasize on the motivation of the employees. The idea of compensation stimulates the drive of an employee to strive their best to meet up to the expectations of the organization goals. TheShow MoreRelatedRole of Compensation in Human Resources Management773 Words   |  4 Pages Compensation and Benefits: Definition and Importance Compensation, Benefits, Employee Benefits, fringe benefits, compensation and benefits Posted by Numan Nazir on Friday, 02/12/2010 12:07 am       Human Resource Management (HRM) has never been as significant as it is today. Companies want to attract, retain and motivate brains to meet objectives. Today Humans are regarded as one of every company’s assets so they need to be efficiently and effectively managed. One of the tools companies use to attractRead MoreEmployee Is Harmed At Work1581 Words   |  7 PagesIn the event an employee is harmed at work and they meet all the requirements for workers compensation they can get health advantages and salary for the amount of time they miss work. With a specific end goal to get these advantages, the representative must lose their entitlement to sue their manager for the offense of disregard. There are a wide range of arrangements, which fluctuate from state to state. The workers that fit the bill for pay can get week after week installments as opposed to beingRead MoreCOMPENSATION CH. 11449 Words   |  4 PagesTurn†¦ 1. The replacement of highly paid workers with lower-paid workers did not cause Circuit City to perform so poorly. I have come to this conclusion based off of the section, Caveat Emptor, and am confident in my response. I do feel as though the variables were measured effectively and were useful in their research. However, just because it was useful does not mean they were actually related. The replacement of the highly paid workers with the lower paid workers is not necessarily the reason for CircuitRead MoreThe Ethics Behind A Ceo Making 600 Times More Than An Average Worker1440 Words   |  6 PagesThe ethics behind a CEO making 300 times more than an average worker. The problem in America today isn t that some people are getting rich. We d probably all like to be rich. The problem is, most people are getting nowhere,† David Bonior (D-MI) has argued. Why is it that Chief Executive Officers of large companies are making upwards of 500 times more than their average worker? And why are some CEOs only making $1 per year in salary? This paper gives a forefront for different types of CEOs, includingRead MoreThe Objectives And Objectives Of Hr Administration1585 Words   |  7 Pagessteam clients in downtown Milwaukee. Despite the fact that everyone needs electricity and jobs in today s economy, organizations try to look after gainfulness, pull in and hold gifted workers, and stay in front of its opposition. These objectives require strategic planning to adequately convey particular purposes to deliver results, for example, making compensation and benefit plans for their representatives. WE Energies understands that pay and benefits are a necess ary piece of HR administration,Read MoreAnalysis Of The Hr Department With The Ideals And Goals Of The Organization1525 Words   |  7 PagesIt is great that this meeting is taking place because in order for human resources to work, it is important to communicate and link the strategies of the HR department with the ideals and goals of the organization. There are three levers of Human Resource Management, staffing, training, and compensation. Compensation is the most important of the three because it deals a lot with pay. Echo’s compensation is going to have a big effect on the employee’s attitudes and behaviors as well as impact theRead MoreThe Female Employer May Sue For Emotional Distress956 Words   |  4 Pagesfemale employer could file a Workers Compensation claim. In the Supreme Court of Virginia. Ms Butler filed a workman s comp claim, Butler v. Southern States Coop. Inc., __ Va. __, 620 S.E.2d 768 (Nov. 4, 2005), stating among other things, her employer was responsible for the emotional distress when a co-worker grabbed her and tried to kiss her while conducting business duties. However Ms. Butler lost her case, with the courts stating the workers compensation law does not cover distress,Read MoreThe Goals Of Disability Management Programs1419 Words   |  6 Pageswho are attempting to return to work following an injury or illness via change in job task and or the work environment to enable workers with temporary or permanent disability to perform work productively. In light of financial and legislative realities, organizations develop disability management programs to prevent workplace injury and illness and to accommodate workers in a manner that facilitates early and safe return to work. The goals of disability management programs include promotion of safeRead MoreThe Primary Determinant Of Rate Of Pay Essay1472 Words   |  6 Pagesher pay category, skills do. The more skills a worker has, the higher the wage. Skill-based p ay systems seems to mean nicely with the changing nature of jobs and the new world of work, Henderson (2004). Another factor that influences an employee’s pay is the kind of business the organization is in. private-sector jobs typically provides higher-rate of pay than public-sector or non-profit jobs. The nature of the business and its impact on compensation also applies to different industries. For exampleRead MoreWhat Are Transactional Hr Responsibilities?857 Words   |  4 Pagesresponsibilities are generally considered more task-oriented processes such as â€Å"Administrative, order-taking, updating an individual employees’ HR Records, filling a vacant position or locating a training program for an individual† (Jones, 2009). These responsibilities usually have to do with an organization’s compliance to federal and state regulations. Some of these include: recruiting, staffing, benefits and compensation, payroll, and some types of training. Strategic HR responsibilities surpass transactional

Self-Reflection, Essay Sample Free Essays

Although we all can agree that there are myriads of qualities for illustrious leadership: integrity, trustworthiness, transparency, confidence, vision, passion, patience, tolerance, the aptitude to execute ideas, etc. But one leadership quality that I believe rests at the core of effective, great leadership – and one that whenever it is embraced, leaders often break out into a sweat, and some still prefer to avoid it altogether. Most leaders would say they do it, that sounds great, but it can be quite a painful process. We will write a custom essay sample on Self-Reflection, Essay Sample or any similar topic only for you Order Now I’m speaking, of course, about â€Å"self-reflection†. If I were to pick just one leadership quality that was guaranteed to remaining constant throughout my leadership journey, self-reflection would be my choice. Honest self-reflection is extremely important and vital for all people; it is critical for Army leaders – for those with significant influence. Besides to influencing a leader’s personal growth, the absence of honest self-reflection of leaders decreases the ability and capacity of teams to change and attain goals in an effective manner. Why self-reflection? Simply it is because everything starts with knowing who you are, what you’re doing, how you’re doing it, and why you’re doing it. It’s one thing to read about self-reflection as a leader, actually it is another thing altogether to do the work of honest self-reflection. As a leader, it’s important to take time to pause for self-reflection as well as to evaluate your engagement with those on your team. As leaders, if you don’t take time out to reflect frequently on yourselves and where you are headed you run the risk of bumping into failure. When you pause for reflection it allows you the opportunity to correct shortfalls in your leadership, improve follower job-satisfaction, and to increase team effectiveness. As great leaders you have to be in the right state of mind to reflect on what’s driving your behavior, to consider what got you in that situation and how you may avoid it in the future. Probably not. The natural reaction is, â€Å"well, I’ll be harder, or I’ll just go faster.† But, that’s mistaking activity for productivity. Leaders, productivity demands self-reflection. Engaging in honest self-reflection requires leader humility. It requires a capacity for self-awareness. It requires a willingness to reflect on personal faults and shortcomings which shape the organizational environment and the experience that followers have in the organization. When you face challenges, as leaders, in motivating and empowering subordinates it is important to first look to you as leaders to begin seeing how you personally may have contributed to demotivating subordinates. We may argue that the greatest challenge to motivating and empowering followers is me and you. It is about self-reflection and self-leadership first. As leaders, we must have a unique blend of both professional will and personal humility. With such a blend, we can attain self-confidence and self-efficacy to own that we do not have all the answers and that we have less control than we may have initially thought. Leaders must also be willing to look into the mirror to see what they contribute to the lack of motivation among their followers. Humility plays a key role in self-reflection and is a crucial starting point in making such motivation and empowerment come to life. Self-reflection is not spending hours after hours contemplating your umbilicus. It’s what are your values, and what are you going to do about it? It’s all about knowing yourself as leaders, and getting better at what you do and who you are; it’s self-improvement, and being self-aware – a non-judgmental understanding on how you respond, react, engage, and interact. There’s no doubt or query about it; being a leader signifies having many responsibilities. Many look up to you, and you are always expected to perform and execute your responsibilities at an enormously high standard. You also have the responsibility to self-reflect. Great leaders are the ones that display an ability set that cannot be impersonated – meaning they lead from the heart. Effective leaders today or in the future should realize they will lead from their hearts and know the hearts of their team members. Although commitment to quality readiness, drive, and passion are all very important, a passionate commitment to your team for cohesion and readiness is what will determine your success, effectiveness, and enthusiasm as great leaders. While compassion and leadership are seldom definitely correlated, to build a better workforce and better culture leaders at all echelons need to practice zealous commitment throughout the organization. Strong leaders should always have at the core of their focus a drive to be of benefit to the people they are leading. Passionate, compassionate, humble leadership begins with the intention to see as others see. In leadership the merit of self-reflection is not to be underestimated. All too often, leaders invest too little or no time into self-reflection. Leaders should strive to improve how they create engagement in followers and build human capital-centric cultures. Amongst other traits, the ability to differentiate one’s faults, to be broken as the result of such faults, and in response to seek a meaningful change is one of the most important characteristics of great leaders. Leaders are not excused from this significant human characteristics. The issue is not about having faults and making mistakes in your usual leadership routine. Instead, the issue is whether or not leaders have the ability and capacity to reflect on these mistakes and engage in honest self-reflection. Leaders who do this are able to learn from their mistakes and then grow as persons and as great, humble leaders. Self-reflection commands giving earnest thought to your character, actions, behaviors, and beliefs. It also encompasses asking yourself thought-provoking questions so that you can develop a deeper understanding of you. Am I being a leader others can respect and follow? Am I meeting the expectations I set for others around me? Am I using my talents fully? Am I performing at my peak ability and capacity? Am I giving my followers, my family, and friends my most and my best? Am I engaging in the worthy activity? Am I making a positive impact? Am I on the path to my desired future? How to cite Self-Reflection, Essay Sample, Essays

Capital Allocation Competency on Business

Question: Discuss about the Capital Allocation Competency on Business. Answer: Introduction This study has highlighted the marketing behaviour of Wesfarmers Limited. In this connection, this study has highlighted stakeholders perceptions regarding the performance of the organisation. In addition, this study has provided the reputation, mission and corporate service responsibility of Wesfarmers. On the other hand, in this study the annual ranking of Wesfarmers would be mentioned. This study has also identified the stakeholders of the organisation. The business objectives of Wesfarmers would be discussed in this connection. Background of the company In this section, Wesfarmers Limited is a renowned Australian conglomerate and the head quarter is in Western Australia. Wesfarmers is famous for its retailing business. In addition, Wesfarmers is also famous for the production of chemicals, fertilisers, coal mining and other safety products. As opined by Ohata Kumar (2012), it can be mentioned that Wesfarmers has earned highest revenue in the year of 2015 within the industry. Wesfarmers has earned AUS$ 62.7 billion revenue. Moreover, it can be added that Wesfarmers overtook its rival Woolworths Limited. The number of employees in this organisation is approximately 205000 and therefore, it can be identified that Wesfarmers is the largest private organisation of Australia. On the other hand, it can be mentioned that the number of shareholders of Wesfarmers are approximately 530,000. Wesfarmers cooperative limited was developed in the year of 1914 as a cooperative organisation. In the year of 1919, more than 65 cooperative organisation s were treated as the agents of Westralian farmers association. On the other hand, it can be stated that after becoming a renowned public organisation, Wesfarmers has aimed to acquire other businesses. In this context, Wesfarmers has acquired Coles group, departmental stores, Kmart automobile organisations, chemical, energy and the fertilisers companies. In the words of Arrfelt et al., (2015), the objectives of Wesfarmers can be discussed briefly in the following: The primary objective of the organisation is to satisfy the necessity of the consumers by providing greater quality of goods and services. In this context, it can be mentioned that Wesfarmers has tried to deliver good quality of services to the customers. This is the competitive advantage of Wesfarmers. In the point of Hsu et al., (2014), it can be added that Wesfarmers also focused to provide a greater working business environment for the subordinated of the organisation. In this purpose, the organisation has provided awards to the employees for their good performance. As a result, the employees also willing to increase the individual performance. This would in turn improve the overall organisational productivity. Moreover, it can be mentioned that the business opportunities would be inevitably open up to the employees of the organisation. On the other hand, it can be opined that Wesfarmers has aimed to contribute a larger share of the business to the economy for the growth of the country. Therefore, it can be mentioned that the national income of the country would be increased. According to Buniamin et al., (2012), it can be mentioned that Wesfarmers has followed the corporate social responsibility program in their production process. This would increase the consumers satisfaction level. Therefore, it can be inferred that Wesfarmers has aimed to maintain a long term relationship with the organisation. In addition, corporate social responsibility program is helpful to reduce the waste disposal, which would create during the production process. Lastly, Wesfarmers always tried to focus to maintain integrity and honesty within the business environment. This study also highlights the mission statement of Wesfarmers. In this connection, Haar White (2013) opined that Wesfarmers aimed to deliver a satisfactory return to the organisational shareholders. Moreover, it can be stated that Wesfarmers has aimed to develop and maintain a disciplined business culture. Furthermore, it can be mentioned that Wesfarmers has focused on four core values such as openness, integrity, boldness and accountability, with refer to the appendix 1. As per the concept of integrity, Wesfarmers tried to do right thing, whereas the openness mission is helpful to work together as one team. The boldness mission highlighted that Wesfarmers always aimed to improve their business performance to earn more revenue compared to its competitors. The accountability factor aimed to the cost structure of the organisation. Mehta Gupta (2014) added that Wesfarmers aimed to follow end to end relationship with the stakeholders and aimed to manage each of the phase of partners w ork wear cycle. Wesfarmers group has also aimed to the entire systems and processes to meet the organisational passion for the business. Review regarding the performance of Wesfarmers According to Benn, Dunphy Griffiths (2014), it can be mentioned that Wesfarmers is at thirteenth position as per the ranking of corporate reputation index of 2015. The shares of Wesfarmers Limited are higher by 1%. On the contrary, Jia et al., (2014) argued that over the last 12 months the performance of Wesfarmers is not at all impressive along with the gaining of the share price by 3.6%, compared to the 8.1% gain in the index. As per the review, it can be added that the retail market offer the investors of the organisation a steadier growth profile. Therefore, it can be opined that the return on earnings from the business has increased. As a result, the overall profitability of the organisation would be increased (Wesfarmers.com.au). Identification of key stakeholders As per the statement of Kim, Lee Prideaux (2014), it can be stated that Wesfarmers used to listen and understand the necessity and requirements of the stakeholders in order to make the business of the organisation successful. This stud has identified the employees, consumers, shareholders, suppliers, media, government and the non government organisations as the stakeholders of the company. Employees: As per the recent study, it can be noticed that Wesfarmers has employed 220000 people in the year of 2016. Cosby (2014) mentioned that the employees of Wesfarmers seek to be a part of the decision making procedure and provide their valuable review, which would be helpful for the business restructuring. The organisation has also aimed to receive feedback from the employees to improve the performance of the organisation. In this connection, the whistle blower process is benefitted to receive the reviews of the subordinates annually (Ellinger et al., 2012). Consumers: Wesfarmers always tried to communicate with its consumers in order to identify the satisfaction of them. In this connection, the organisation has tried to contact with them through emails, letters, telephones and also trough official websites. After collecting the information and consumers feedback, the management supervise the feedback of the consumers based on the collected information. Shareholders The main issue, which the shareholders of Wesfarmers increased, is connected with the balance sheet and the industrial competitiveness. This would be helpful to operate the dividend policy and portfolio management. Suppliers Wesfarmers aimed to maintain a long term relation with the suppliers. In this context, Shen et al., (2013) cited that the long term business sustainability would be improved. Wesfarmers is able to return the investment of the suppliers from the business. Corporate character With refer to the appendix 2, the seven dimensions of corporate culture figure depicted that corporate competency is helpful to analyse the connection between the corporate communication strategy, organisational stakeholders position and the performance of the organisation. In the point of Killingsworth Flynn (2016), it can be mentioned that although there are some small inconsistencies within the model, these minor shortcomings would be reflected in case of the application of seven dimensions of corporate personality scale. On the other hand, it can be added that this corporate connection can be discussed with the help of seven following dimensions, which are benefitted to achieve the mission and the vision statement of an organisation. Agreeableness: As per the concept of agreeableness, it can be mentioned that agreeableness is depending upon four dimensions such as social justice, sustainability, and openness and employee engagement. Wesfarmers has aimed to maintain the open arm business culture and follow the corporate social responsibility to improve the business performance and also increase the satisfaction level of the consumers. Enterprise: In this context, Ohata Kumar (2012) opined that the Wesfarmers also looking for the product innovation in order to improve the performance of the organisation. In addition, the organisation has planned to implement strategic plans to achieve the objectives of the organisation. Competence: Core competencies are helpful to develop the organisational strategic management. Strategic development would in turn help Wesfarmers to set the business goals. In addition, it can be mentioned that knowledge would provide the managers of the organisation relevant information. This information is required to recognise the opportunities within the business environment. Ruthlessness: In the words of Haar White (2013), this dimension is able to control the inward looking, aggressive and the arrogant corporate personality of Wesfarmers. In this purpose, the managers of Wesfarmers need to monitor the performance of the employees significantly. Chic: With the help of this dimension, Wesfarmers would be able to overcome the challenging situation in the business. Informality: As opined by Mehta Gupta (2014), it can be mentioned that the management of an organisation can maintain a stronger relationship with the external stakeholders. Machismo: This dimension of corporate characteristics refers that Wesfarmers only recruited the efficient and skilled employees. Moreover, it can be added that the employees, who have experiences in this field get the opportunity to recruit. The performance of the skilled employees would in turn increase the overall productivity of the organisation. Analysis of the company character In order to develop the corporate communication strategies of Wesfarmers, this study has mentioned some relevant approaches. It is necessary to achieve the organisations goal to meet the business objectives. According to Benn, Dunphy Griffiths (2014), these corporation strategies can increase the reputation of the organisation. In this purpose, Wesfarmers could improve the relationship with the stakeholders. The stakeholders also will willing to maintain a long term relationship with the organisation. Moreover, the corporate competencies are aimed to implement product innovation strategy in order to improve the business strategy. Therefore, it can be inferred that core competencies of the business would be increased. In addition, Cosby (2014) mentioned that it is necessary to develop the trust of the stakeholders. This is also important to make a business successful. On the other hand, it can be mentioned that Wesfarmers requires to improve the brand image and the brand valuation. This would increase the consumer purchase intentions and consumer loyalty. The consumers also would like to purchase goods from the organisation. Therefore, it can be inferred that the revenue earning by the organisation would be increased. This would in turn increase the profitability statement of the organisation. The business by the organisation would be expanded in the global market. On the other hand, Killingsworth Flynn (2016) cited that based on the SWOT analysis, the strength and weakness of the organisation would be identified. This would in turn help the organisation to improve the performance by identifying the shortcomings in their performance. Therefore, these approaches can significantly improve the performance of Wesfarmers. Recommendation After analysing the overall study, it can be recommended that seven dimension of competency is required to implement within the organisation. This can effectively increase the performance of an organisation. Moreover, it can be stated that the organisation also requires to follow corporate social responsibility program to achieve the business objectives. The performance of the organisation would be successful. Conclusion This study has highlighted the importance of corporate communication. In this context, this study has described the background of the organisation. In addition, this study has mentioned the position of Wesfarmers as per the RepTrak review. This highlights the financial performance of the organisation. On the other hand, this study is important to identify the stakeholders of the organisation and how they reflect the business of the company. The mission and the vision statement of Wesfarmers has described in this connection. In this study, the importance of seven dimensions of corporate competency has discussed which has enhanced the essence of the study. References Arrfelt, M., Wiseman, R. M., McNamara, G., Hult, G. T. M. (2015). Examining a key corporate role: The influence of capital allocation competency on business unit performance.Strategic Management Journal,36(7), 1017-1034. Benn, S., Dunphy, D., Griffiths, A. (2014).Organizational change for corporate sustainability. Routledge. Buniamin, S., Johari, N. H., Rahman, N. R. A., Rauf, F. H. A. (2012). Board diversity and discretionary accruals of the Top 100 Malaysia corporate governance (MCG) index company.African Journal of Business Management,6(29), 8496. Cosby, D. M. (2014). Sustainability Program Leadership for Human Resource Development Professionals: A Competency Model.Journal of Organizational Culture, Communication and Conflict,18(2), 79. Ellinger, A., Shin, H., Magnus Northington, W., Adams, F. G., Hofman, D., O'Marah, K. (2012). 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