Month: May 2025

After taking the Life Stress Inventory, Coping and Stress Management Skills Test, and the Type A Personality Survey, I learned a lot about how I handle stress. My Life Stress score was just over 250 which means there’s a 50/50 chance I could face health problems if I don’t manage my stress well. Some of the things that added to my score were changes at home, family, and dealing with stress in my daily life.

The coping skills test showed that I already do a few good things to manage stress like staying organized and talking to people I trust. But it also showed that I sometimes overthink things, which is something I need to work on. The Type A Personality Survey told me that I’m driven and like to get things done fast, but I can also be too hard on myself. I need to relax more and learn to not take things as serious.

To handle stress better in the future, I’m going to focus on three things: First staying active by going on walks exercising, Second writing down my thoughts when I feel overwhelmed, and Lastly setting boundaries so I’m not always thinking about work. Knowing how I respond to stress will help me take care of myself and look for jobs at companies that care about mental health too.

A little while ago my dad Dean, made a choice that really stuck with me. He left his longtime job at a shipping company that handled cargo to start working somewhere else. Why? The new job paid more and gave him a better schedule. At first I didn’t get it he knew everyone at his old job and had been there for years. after he gave his justification we understood and supported him.

My Dad wasn’t chasing money just to have more of it. He wanted to be able to do more for us. The higher pay meant less stress about bills, more savings for the future and the ability to fix up things around the house without worrying about every cent. I could tell it gave him a sense of pride, like he was finally in a place to give us the kind of life he’s always wanted to. He got his new job that was very similar however paid more and had a better route for him. He also got more time to spend with the family and being more present in our lives instead of working as much.

That decision taught me something simple but real compensation isn’t just about money it’s about what that money and time can give you. For my dad, it gave him a chance to be more present and take care of us in a way that mattered to him.

Reflecting on my experiences with different training programs two stand out the most. I can identify clear distinctions between effective and ineffective training approaches. One particularly beneficial training is the underwent was a two-week shipping class I went too. This program was structured, comprehensive, and delivered by professionals in the field that were active. The instructors ensured that every participant thoroughly understood the material which earned a basic certification of standard watch keeping and safety. The seriousness and dedication of the training professionals created an environment of learning and skill acquisition.

In contrast my experience with restaurant cook training was less favorable. The training lacked structure and guidance. I was expected to know how to prepare most dishes without any formal instruction. This lack of proper training left me feeling unprepared and undervalued. Reflecting on these experiences the difference aligns closely with the insights from the Fortune article, “The Making of a UPS Driver.” UPS realized that their traditional rigid training wasn’t working for younger workers and responded by redesigning their training to be immersive and tailored to how modern workers learn (Hira, 2007). Rather than abandon high standards they changed the delivery of training to meet new learners where they are.

Just like UPS invested in understanding their workforce the shipping class I took was effective because it respected the learning process. The restaurant training failed because it lacked investment in the training process. Effective training programs consider the learner’s needs provide structure and reinforce knowledge with real application.

Sources:

https://money.cnn.com/magazines/fortune/fortune_archive/2007/11/12/101008310/

Reflecting on my interview experiences I have seen both effective and ineffective practices. after reading “The perfect Hire” and the SHRM articles on reducing bias helped me understand more.

The most recent interview I completed was for a shipping company that deals with cargo. The interview was very straightforward and a bit dry. The interview got its point across effectively. The questions were clear and I liked how they focused directly on the responsibilities of the role. Thinking back the consistency of the questions enhanced reliability, as each candidate likely went through the same process. The focused on practical related issues, helped boost validity as the interview was designed to see if I could actually handle the job. The utility was great because the company was able to quickly gauge my fit without wasting time.

On the other side I’ve also had interviews in the past that were much less effective. These were often terrible as it was very informal with interviewers asking unrelated questions or personal questions not pertaining to the job. They would try to create small talk or be your friend rather then follow the structures assessment of my abilities. This approach hurts reliability and validity. After reading those articles I can now see how bias likely affected those interviews. Its important to keep interviews structured and focused, behave based off the situations and have a solid rubric for picking applicants.

Sources:

7 Practical Ways To Reduce Bias Hiring Process

https://www.shrm.org/topics-tools/news/talent-acquisition/7-practical-ways-to-reduce-bias-hiring-process

The Perfect Hire

https://canvas.oregonstate.edu/courses/1997074/files/110561618?wrap=1