Workflows in share point

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Business

Humans are inherently collaborative, we have been evolved to work in teams and
share the purpose. Organizations are naturally social places, where co-workers interact
on daily basis through emails, in person, on phones, in conference rooms etc. Growing
organizations need a platform to stay on same page, collaborate in a better way. An
effective intranet facilitates rather than impose this collaboration. An effective intranet
helps organizations reflect their culture and structure, while satisfying the needs of
their people at work.
Humans are inherently collaborative, we have been evolved to work in teams and
share the purpose. Organizations are naturally social places, where co-workers interact
on daily basis through emails, in person, on phones, in conference rooms etc. Growing
organizations need a platform to stay on same page, collaborate in a better way. An
effective intranet facilitates rather than impose this collaboration. An effective intranet
helps organizations reflect their culture and structure, while satisfying the needs of
their people at work.

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Communityconference sq

Martin Christensen

Why does Diversity, Equity, and Inclusion (DEI) matter to build a robust community engagement strategy? Having diverse voices help inform inclusive and more equitable programs and services that are more effective to deliver the intended outcomes, especially in solving complex social and environmental challenges. And the process of engagement itself usually creates a sense of ownership from community members. When people are meaningfully engaged, it increases the likelihood for the initiatives to be adopted by the community, and empower community members to be the drivers of change. Whether we call it user research, co-design, or community engagement, the purpose of the activities is similar, which is to create spaces where people, especially those who will be most impacted, can meaningfully inform, shape, design, envision, and evaluate the interventions. Behind all of these activities is the belief that participatory approach to solving problems leads to better outcomes. There are many resources available that talk about best practices in engaging community members for program design. I would like to add to this conversation by using the Diversity, Equity, and Inclusion lens to approach community engagement, user research, or co-design based on my experience working with community members who are historically under invested and marginalized.

How to apply DEI lens to community engagement

Muryani Kasdani

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Connie White

IN THIS SUMMARY In The New Social Learning, the authors make the case that the deepest, most enduring impact of social media might be on workforce learning. They show how social media can improve the way companies recruit talent, engage employees, and build a workforce’s capabilities. While social learning is not a replacement for training and employee development, it can accomplish what traditional approaches often cannot. Networks of knowledgeable people can make informed decisions and solve complex problems in ways they could not have dreamed of years ago. Social media has the potential to transform the workplace into an environment where learning is as natural as it is powerful. SUBSCRIBE TODAY http://www.bizsum.com/summaries/new-social-learning

The New Social Learning

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CULTURAL INTELLIGENCE 2 Cultural Intelligence Edwin Villa Rivera MKTG 410 American Military University 4 April 2021 Cultural intelligence in the enhancement of personal and organizational effectiveness Introduction Current times call for interaction with people of different cultural backgrounds. Places of work, sports, and even when undertaking our education promote the cultural exchange. It is difficult sometimes to get along with individuals with these varying cultural backgrounds, but it is our obligation to understand those cultures to feel at ease when interrelating. Therefore, it is critical for one to have cultural intelligence to enhance their effectiveness. What is cultural intelligence? Cultural intelligence can be defined as cultural awareness and sensitivity in places where people are of diverse cultures such as corporations. It can also be defined, in broad terms, as the ability to relate to culturally diverse situations and work effectively in them. it affects the effectiveness of individuals and the level of their performance. Van, Ang & Tan (2016) states that the individual with high cultural intelligence has the ability to accomplish goals in respectful and effective ways regardless of cultural context. Impacts of cultural intelligence in the enhancement of personal and organizational effectiveness Daily interaction with different individuals in different cultural backgrounds is something unavoidable. However, this cultural background affects the understanding and our getting along. It is common in some instances that we may not be at ease with the individual because of different believes and norms exhibited by those cultures. Therefore, must be culturally tolerant to be able to be effective in our undertakings. Cultural tolerance is key for acceptance as they are what other culture do or believe though differs sharply from ours without affecting our effectiveness. With high cultural intelligence, an individual can gain a better understanding of different cultures and enable them to work positively and compassionately with an individual from different cultures. Culture leads to the development of advanced knowledge of traditions, nationalities, corporate cultures, and discipline that have an impact on a business. it also enhances the development of insights into the ways various cultures do business and use them to develop appropriate language and behaviors in the concerned professional settings. With cultural intelligence, one is able to deal with differences in working methods and behaviors coming along with a mix of cultures operating together in an organization. Some organizations have a developed culture that new employees can find hard to adjust to. However, with cultural intelligence one can understand and adapt to the culture faster and thus perform exceptionally in their undertakings. Administrations can organize orientation to prepare new employees for the new working environment. The effectiveness of on ...

CULTURAL INTELLIGENCE2Cultural Intelligenc

OllieShoresna

At Entreprise Collaborative, we are beginning a journey to create a cross-cultural idea laboratory to exchange perspectives on collaboration in the enterprise with experts and practitioners. We will strive to connect social learning and networked enterprise in order to develop more resilient organizations. This White Paper is the first in a series on a theme. It provides multiple perspectives on social learning, in two languages and from various business cultures. Social learning can be viewed as the development of knowledge, skills and attitudes while connected to others (peers, mentors, experts) in an electronic surround of digital media, both real-time and asynchronous. The contributors to this paper have provided their perspectives on what we believe will be an important factor for the future success of all organizations. One way to read this paper is by using a lens given us by Marshall and Eric McLuhan*. We can ask how social learning will extend, obsolesce, retrieve or reverse what we are currently doing in our workplaces. This may afford some ideas as to what we should be doing.

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Management Communication Management Communication 11 1. Explain effective communication norms in a business setting The idea that people need to have feedback, appreciation and information is a good basis for understanding how and why excellent business communication is important and compelling for success. In fact, not only do they need it for appreciation, they need it to continue to be effective and be successful. If we do not give feedback and communicate we will lose our influence and cut into creating successful results. Some of the basic business communication norms include responding to business needs. These needs include returning phone calls, following up on a request, listening intently, appreciative communication, and clear communications with details and directions, doing what you say you will do, remembering what is important to them, and valuing what is most important to them (Thompson, 2009). Our communication styles and methods are being stretched to the limit by email, technology, lack of time and demands on our ability to do so much in our days. Email – not only should you be returning emails in a timely way, but you need to set the context each and every time of why the email is important and what information it is that you want to deliver. Cell phones – the ring tones that are available now are fun outside of the office, networking situations, client lunches, etc. Put them on vibrate or shut them off. Take and make calls when you are with people sparingly. Most people are not interested in listening to your conversations no matter how stimulating you think they might be. Returning phone calls –Whether you think you have time to return the call or not, find out what people need, make sure you are clear on whether you can help them or not and then get back to your own work. People who return phone calls are trusted and respected. You do not need to make the calls long. Handshake, body language and eye contact – ask a friend to shake hands with you and then ask them to give you feedback. Firm is good. Learn to look at a person when they are speaking. A good part of our non verbal communication is our body – watch what your body is saying about you. Business cards – get one and have them with you at ALL times. Do include an address, email and phone number. Name and what you do – a title is very good. If your company does not provide a business card, get one for yourself anyway. 2. Describe the role of interpersonal communication both as a manager and as an employee. What specific techniques have you used to overcome barriers to communication? Be sure to specify your role in the communication. Role of Interpersonal Communication Interpersonal communication plays a vital role in the business organization, is essence without communication one can't think of the existence of organization in real world. Followings are t ...

Management CommunicationManagement Communication .docx

infantsuk

Virtual team management is the ability to organize and coordinate with effect a group whose members are not in the same location or time zone, and may not even work for the organization. The predictor of success is–as always–clarity of purpose. But, virtual team management requires deeper understanding of people, process, and technology, and recognition that trust is a more limiting factor compared with face-to-face interactions.

Building Strong Virtual Teams

Olivier Serrat

List some of the key elements that make a team effective, as discussed in Ch. 1 of the text. Note: Posts must be at least 150 words to be considered substantive!!! Human beings are creatures who collaborate. We need to establish relationships with others. We are raised in family groups. We are educated and entertained in groups, and we work and worship in groups. Regardless of your career choice, you will spend a considerable part of your work life collaborating with others. One survey of Fortune 500 companies found that 81 percent use team-based approaches to organize the work that needs to be done.1 In addition, 77 percent use temporary teams and work groups when new projects develop.2 The typical manager spends a quarter of the workweek in group meetings. The higher you rise in position and leadership authority, the more time you’ll spend in meetings. Top-level leaders spend up to two-thirds of their time—an average of three days a week—in meetings or preparing for meetings.3 Not all of our collaborations are face-to-face. In the twenty-first century, our collaboration has dramatically increased because of our use of technology. We are hypercon-nected. Computer power that once needed a room-size space now fits in our pocket. We not only GoToMeetings online (thanks to GoToMeeting software), but because of “iCommunication” devices (iPhone, iPad, iPods), numerous apps, Skype, Facebook, Twitter, LinkedIn, and ultra-high-speed-big-data-cloud-computing methods, we are connected to virtual groups and teams nearly all of our waking moments. Collaboration is a daily element of our work, family, and social lives.4 Yet despite our constant collaboration, we sometimes (even often) have difficulty working collectively. Collaboration is hard. Collaboration takes skill. And groups can exist for constructive as well as destructive reasons.5 Communication researcher Susan Sorenson coined the term grouphate to describe the dread and repulsion many people have about working in groups, teams, or attending meetings.6 We have good news. Grouphate diminishes when people receive training and instruction about working in groups. The purpose of this book, therefore, is to help you learn communication principles and become skilled in the practices that make working in groups productive and enjoyable. Communication is the central focus of this book. Communication makes it possible for groups and teams to exist and function. If you use the book as a tool to help you learn to communicate in groups, you will distinguish yourself as a highly valued group member. What Is Small Group Communication? Consider these situations: After the stock market plunges 1000 points in a week, the President of the United States appoints a high-level team of economists to identify the causes of the market collapse. In a bid by the social networking site Connect.com to merge with a rival company, Relate.com, the Chair of the Board of Connect.com calls the board together to consider the .

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