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If I was in the situation of working in construction management in the U.S. for a few years and had a chance to work aborad in another country, I would choose Germany. This could be a great move for my career both now and down the line. Looking at Hofstede’s cultural dimensions (Cierri 2025), Germany is quite different from the U.S. For example, Germany scores higher in Uncertainty Avoidance, which means they like having clear rules and plans. On the construction site, having clear rules and regulations is essential for everyday operations. The U.S. is usually more flexible with dealing with unexpected changes. Germany also scores higher in Masculinity, showing they value hard work and achievement a lot, which fits the construction field. Both countries value individualism, but Germany tends to have a more formal work environment with clear hierarchies.

Besides that, work culture in Germany is different. People are very punctual, formal, and communication tends to be direct and to the point. German workplaces usually follow strict rules and regulations, especially in construction. Germany is known for having a better work-life balance, with shorter workweeks and strong labor protections, which is different from the often long hours in U.S. construction jobs.

If I were thinking about taking this opportunity, I’d consider things like how well I’d adapt to the culture and language, how the company would support me, and whether this would help me grow professionally. What would convince me to take it is the chance to get international experience in a country known for engineering and construction.

Resource:

Cieri, M. (2025, June 2nd.) International HRM [Lecture outline]

After taking the Coping & Stress Management Skills Test, I learned a couple of things about the way I handle stress. On the website’s snapshot report for problem-focused coping, on the 0-100 scale I landed on 58. My results indicate that I sometimes use problem focused strategies in order to cope with stress. Although using these methods is generally ineffective when dealing with situations I can’t change or control, they tend to be rather handy when the stressor I am facing is controllable. Thus, in certain cases it’s a good idea for me to take action in order to modify or take charge of a stressor in order to better cope with it. I fairly agree with the website’s assessment of my stress management.

After taking the Type-A Personality assessment, I learned a couple of things about the behavioral characteristics of the Type A Personality. The point of this test was to see if I’m a Type A person or Type B. A Type A tends to be continuously stressed out. Type B tends to be more laid backed. On the website’s snapshot report for impatience/irritability, on the 0-100 scale I landed on 29. Per the website analysis; my interactions with others, while characterized by warmth and tolerance the majority of the time, may occasionally be tinged with impatience and hostility. When I’m stressed or frustrated, I may lash out at others or end up stewing in anger or frustration, but this is very rare. Since I generally trust others, I’m willing to open up emotionally and value relationships for the sake of the people involved, instead of what they can do for me. A high amount Type A Behavior Pattern (TABP) can be harmful to relationships and my health. While originally it was thought that global TABP was the culprit in coronary heart disease, research now shows that hostility, impatience, and other related traits are the real source of the problem. Based on my results, I’m not likely at a very elevated risk of heart disease in relation to TABP. I think the assessment was accurate in some places regarding trust and emotions, but incorrect with occasionally lashing out.

Leaving a current job for another job or position is seen commonly in any work industry. The reason for leaving differs in every situation, but every decision to move from a position has some version of compensation involved. Compensation can be seen as a reason why someone may leave a current position for another. As mentioned in lecture outline Compensation, compensation has two components: extrinsic and intrinsic rewards. Extrinsic rewards can include the tangible, monetary and nonmonetary effects of compensation. Intrinsic rewards can include the intangible, psychological and social effects of compensation (Cieri 2025).

My first job was working as a crew member at a Burgerville location during my last year of high school. I started in the summer leading into my senior year and lasted until the first month of the following year. In all, I started August 2020 and left January 2021 lasting a total of 5 months. Personally, I left for a multitude of reasons. My justification for leaving relied on intrinsic rewards. At the time, I was stressed with handling a job and school at the same time. I knew eventually I wanted to leave my job so I could focus on scholarship applications for my upcoming first year in university. After I submitted my two weeks notice letter, I felt a great sense of relief. I could feel the psychological intrinsic reward already. My mood was brighter because psychologically, I knew I was going to feel free soon. After my two weeks were up, I felt relieved and stress free. My psyche was excited I didn’t have to deal with that job anymore and I felt happier. To sum up my reward for leaving my Burgerville job, I felt an intrinsic reward of peace.

Source:

Cieri, M. (2025, May 19th.) Compensation [Lecture outline]

A class I felt really beneficial was my CEM 431 class this past fall term. CEM 431 is one of the capstone options for CEM students. The class revolves around gearing up for a national student competition against other schools. What was special about CEM 431 was the training I received from my industry coaches. My coaches were from a general contractor named Lease Crutcher Lewis. Our emphasis was learning the ins and outs of mixed-use projects. What I felt the most beneficial was the overall knowledge our coaches taught us about the construction field. During my internship, I didn’t learn about the overall basic of what’s involved in a construction project such as sequential order of what the elements that make up a building. I made sure to learn a lot of sequencing and scheduling a project as that was what I most interested in learning. I felt my coaches did a good job in teaching me the basics of what makes up a building, but I wish they could’ve taught me timeliness of how long certain elements take to install. From what I could tell, the training method the coaches decided to use was hands-on. Our coaches made sure we were constantly working on creating logistic plans, schedules, estimates, and other key components of a construction project. Their training method worked. I finished the capstone class with more knowledge than I had before I started and a 2nd place trophy from the competition.

A class I felt wasn’t beneficial was ART 101. The class revolved around learning about different art techniques and looking at paintings. The training method for ART 101 was presentation. The professor instructed twice a week.The knowledge I gained from that class didn’t feel beneficial because I wasn’t interested in the material from the class as it pertains to nothing I’m interested in or studying.

During my career-life, I’ve had my fair share of experience being interviewed for position such as internships and full-time positions. I’m aware interviewers tend to jump to conclusions and make snap judgments during the first few minutes of the interview. I tend to focus on creating a great first impression with all my interviews. I focus on having great energy, great body language, and maintaining eye contact.

In my eyes, the interviews I have been apart of have all felt effective. During the interviews, I would get asked about a quick background into who I am and how I got started on the path I’m currently on. That question gives me a chance to express myself and give the interviewer a glimpse into who I am. After the introduction, I speak about my qualifications and the work I’ve done. When I was looking for an internship, I spoke about my experience on the residential side of construction and my desire to face a larger challenge in construction. When I was searching for a job, I referenced my internship and ambitions. After discussions about my qualifications and experience, the interviewer and I would exchange questions. During the questions, I would strategically “sell-myself” to the interviewer to make myself more appealing as a potential hire. The question period is very effective as it gives me a chance to get to know the interviewer better and I’d use the opportunity to make a good impression.

The only ineffective interviews I’ve experienced are ones where I’m not given a chance to make “sell” my personality and showcase how I am as a person.

If I were to go back and advise my employers on how to improve the effectiveness of their interviews is if time allows, try to get to know the interviewee. I’ve had great experiences in all my interviews because I felt that the employer also cared about learning my background and who I am as a person.

Job descriptions are a provided outline which detail what a person can expect to encounter during the everyday lifestyle of said job. Per Job Analysis and Job Design lecture, job descriptions includes a multitude amount of information.

Job Descriptions Include:

• Job Description

• Job Summary

• Task Assessments

• KSAO’s required

• Physical Demands

• Working Conditions

To met the standards set by the job descriptions can be overwhelming and challenging. In my personal experience, I’ve had confidence in my abilities to fulfill every requirement outlined in job descriptions except KSAO’s required.

Per Job Analysis and Job Design lecture, KSAO’s required is used to describe the attributes workers need to carry out their work effectively. The attributes outlined in KSAO’s are knowledge, skill, ability, and other characteristics such as personality or certifications.

When it came time to do interviews for jobs and internships, I focused on selling my other characteristics to my future employers. I felt my knowledge for the construction field wasn’t up to standard as I was new to the general contractor role. My skill was good and my confidence to increase my skill is a strong trait of mine. In comparison to other classmates of mine, I definitely felt separation between us when it came to knowledge of the construction field. Since my knowledge wasn’t something that was up to par yet, I knew my next best selling point was my character and personality. I spoke with great energy and presented myself as someone with great ambition and with a keen sense to learn. My strategy worked and I received offers for work after graduation.

The challenged I faced with job descriptions was the feeling I wasn’t qualified in comparison to my classmates. I was able to overcome that challenge by focusing in on what my strengths are and using those to receive job offers.

Effective human resource management is crucial for the success of a company. An effective human resource management department is formed through systems that empowers the individual. Companies have figured out key components necessary to build an effective human resource management system. Throughout examining Fortune 100 Best Companies to Work For, the companies which have stood out due to their practices are Hilton, Cisco, and Capital One.

Hilton embraces a practice of creating a family-like culture. Employee state how they don’t feel like a “number”. The Hilton ensures they make every employee feel apart a family, boosting morale and performance from the employees.

Something I love about Cisco is the diversity in the executive leadership. I’ve been taught about the significance about ensuring every employee feels represented in the executive leadership. When each demographic present in a company is represented, a clear image of what the company stands for is displayed. The strong support system present in Cisco provides a solid backbone for all people to rely on. Employees who feel supported perform the best.

The practice from Capital One that stood out is the inclusivity. Employees preach how the company allows individuals to express themselves for who they are. Capital One allows employees to express their individuality. Capital One’s emphasis on individuality has resulted in an environment which allows for innovation in the workplace.

As a future manager, I want to create an inclusive environment which promotes the individuality each employee brings when they enter the doors. Creating an environment where everyone feels welcomed and supported with a strong system is a goal I want to pursue. I want to make sure the leadership reflects what the company strives for. A leadership team which represents all the different backgrounds in a company will help inclusivity. Including systems which allow for employees to be properly trained is the key to surpassing challenges and help employees thrive.