MPD

Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Semester: Third Semester
Name of the Subject:
MPD-211

Define Assertiveness
Assertiveness is a skill regularly referred to in social
and communication skills training. Being assertive
means being able to stand up for your own or other
people's rights in a calm and positive way, without
being either aggressive, or passively accepting
'wrong'.

Assertive Behavior Includes
Assertive behavior includes:
• Being open in expressing wishes, thoughts and
feelings and encouraging others to do likewise. See
our page on Managing Emotions.
• Listening to the views of others and responding
appropriately, whether in agreement with those
views or not. See our page on Active Listening.

• Accepting responsibilities and being able to delegate
to others. See our page on Delegation Skills for more.
• Regularly expressing appreciation of others for what
they have done or are doing. See our page on
Gratitude and Being Grateful.
• Being able to admit to mistakes and apologise.
• Maintaining self-control. See our page on Self-
Control for more.
• Behaving as an equal to others. See our page on
Justice and Fairness to explore further.

• Being Passive
• Responding in a passive or non-assertive way tends to mean
compliance with the wishes of others and can undermine
individual rights and self-confidence.
• Many people adopt a passive response because they have a
strong need to be liked by others. Such people do not regard
themselves as equals because they place greater weight on
the rights, wishes and feelings of others. Being passive results
in failure to communicate thoughts or feelings and results in
people doing things they really do not want to do in the hope
that they might please others. This also means that they allow
others to take responsibility, to lead and make decisions for
them.

• Being Aggressive
• By being aggressive towards someone else, their
rights and self-esteem are undermined.
• Aggressive behaviour fails to consider the views or
feelings of other individuals. Those behaving
aggressively will rarely show praise or appreciation of
others and an aggressive response tends to put
others down. Aggressive responses encourage the
other person to respond in a non-assertive way,
either aggressively or passively.

Active listening
Active listening involves listening with all senses. As
well as giving full attention to the speaker, it is
important that the ‘active listener’ is also ‘seen’ to be
listening - otherwise the speaker may conclude that
what they are talking about is uninteresting to the
listener.

Signs of Active Listening
Smile
Eye
Contact
Posture
Mirroring Distraction

Win- Win approach
• A win-win negotiation is a careful exploration
of both your own position, and that of your
opposite number, in order to find a mutually
acceptable outcome that gives you both as
much of what you want as possible. If you
both walk away happy with what you've
gained from the deal, then that's a win-win!

In an ideal win-win situation, you will find that the
other person wants what you are prepared to trade,
and that you are prepared to give what he or she
wants. If this is not the case, and one of you must
give way, then it is fair to negotiate some form of
compensation for doing so. But both sides should
still feel comfortable with the outcome.

Win-Win Scenario
• Separate People From the Problem
• Focus on Interests, Not Positions
• Invent Options for Mutual Gain
• Use Objective Criteria
• Know Your BATNA (Best Alternative To a
Negotiated Agreement)

Be A team Player
• Team players are not only those who play on sports
teams; they are also people who work for an
organization. A team player is a person who plays or
works well as a member of a team or group. Teams
in organizations need strong team players to perform
well and reach their goals.

Always reliable
Communicates with confidence
Does more than asked
Adapts quickly and easily
Displays genuine commitment
Qualities of team player

SELF INTRODUCTION
Self introduction is a one – off make
or break opportunity where you will
start from a baseline position ,where
the person on other side have no
experience of who you are and what
you are like.

KEY POINTS OF CONCERN- Do’s
• Interviewers often rely on first impression and interview
becomes merely a confirmation of that first impression.
• The most important aim should be to make a positive first
impression.
• Look them in the eye, give a firm handshake, Be sure you
appear confident and open.
• Thank them for inviting you to the interview.

KEY POINTS OF CONCERN- Do’s
• Should be short focused statement That sounds
interesting to the listener.
• Make it interesting by keeping it less than 3 min.
• Start at the earliest point in your career , moving forward
so that last thing you say is recent and relevant.
• You must highlight your key strengths which fit the need
of the prospective employer.
• Speak clearly with eye contact
• Include examples of your key strength

WHAT TO INCLUDE
1. Start with a smile on your face & give details
about Name, Place after greeting.
2. If necessary only add your family details.
3. Tell about your educational details.
4. Share about why you want to do JOB so.
5. About your Project in Brief.

WHAT TO INCLUDE
6. The person who inspired you a lot.
7. Then about your interests/hobbies.
8. Also how you will spend your time when you
are free.
9. Tell about skills.
10. Then conclude by saying THANKS to the
Person who is listening to you.

KEY POINTS OF CONCERN- DON’TS
• Don’t mumble, know your stuff.
• Don’t use jargons.
• Don’t start telling long stories
• Don’t exaggerate a lot on your personal life and
family background
• Be honest and don tell lie as the person sitting on the
other side of the table is smart enough to judge.
• Don’t dress up casually
• Don’t sit a posture not acceptable
• Don’t boast yourself.

EXAMPLE
• Good morning mam/sir.
It's my pleasure to introduce my self..well, I'm
Rehana born and raised in Anantapur.
I have done my schooling in Little flower Montessori
English Medium High School with 77% ,then i did my
plus 12 from S.S.B.N junior college with 77.7% and
now i'm pursuing my final year B.tech from Anantha
Lakshmi Institute of Technology and Sciences
Anantapur with an aggregate of 78.33%

EXAMPLE (contd…)
• My strengths are my attitude that i like to take
challenges that I CAN do it,my way of thinking that i
take both success and failure in a balanced manner..
I dont like to say weakness but i like to say scope for
improvement that is i wont leave any ask in
completely,i believe in my self and my hard work and
i want perfection in every thing.
• My short term goal is i want a such a platform where
i can grow my career along with the organisation
growth like yours and
•Chanderprabhu Jain College of Higher Studies & School of Law

EXAMPLE (contd..)
• My Long term goal is i want to be one of the
reason for the success of the organisation and
i want to see your organisation as a bench
mark to other organisations.
• My ethic is "i never neglect an opportunity for
my improvement".
• Thats all about me sir....thank you for giving
me such a wonderful oppourtunity.

Polish your CV
Make It As Long As It Needs to Be
State Your Objective
Avoid Too-Trendy Words
Sell Your Accomplishments
Take a Less Is More Approach
Don’t Forget to Proofread Beyond Spell Check
When to Hire a Résumé Stylist

What is the definition of Interviewing skills?
 Interviewing skills are actions candidates take during job interviews that
make them stand out. These actions can include proper interview behavior,
controlling nervousness or asking intelligent questions. If you have
interviewing skills, you will probably receive more job offers than those
without them. You are better at convincing interviewers you are the right
candidate for the job. The best way to acquire interviewing skills is through
practice. Hiring managers must also have interviewing skills so they choose
the right candidates for jobs.

ESSENTIALS OF INTERVIEWING SKILLS
HANDLING
NERVES
PRESENTATION
SKILLS
PREPARED
FOR YOUR
INTERVIEW
STAR
TECHNIQUE
ROLE-PLAY
ACTIVITIES
TEAMWORK
STAY POSITIVE STAY CALM

TYPES OF INTERVIEWS
Every employer has a preferred style of obtaining the information they need
for their hiring decision.
Following are some of the Interview types:

1. Structured Interview
• Here, every single detail of the interview is decided in advance. The questions to
be asked, the order in which the questions will be asked, the time given to each
candidate, the information to be collected from each candidate, etc. is all decided
in advance. Structured interview is also called Standardised, Patterned, Directed or
Guided interview. Structured interviews are preplanned. They are accurate and
precise. All the interviews will be uniform (same). Therefore, there will be
consistency and minimum bias in structured interviews.

2. Unstructured Interview
• This interview is not planned in detail. Hence it is also called as Non-Directed
interview. The question to be asked, the information to be collected from the
candidates, etc. are not decided in advance. These interviews are non-planned and
therefore, more flexible. Candidates are more relaxed in such interviews. They are
encouraged to express themselves about different subjects, based on their
expectations, motivations, background, interests, etc. Here the interviewer can
make a better judgment of the candidate's personality, potentials, strengths and
weaknesses. However, if the interviewer is not efficient then the discussions will
lose direction and the interview will be a waste of time and effort.

3. Group Interview
• Here, all the candidates or small groups of candidates are interviewed together.
The time of the interviewer is saved. A group interview is similar to a group
discussion. A topic is given to the group, and they are asked to discuss it. The
interviewer carefully watches the candidates. He tries to find out which
candidate influences others, who clarifies issues, who summarizes the
discussion, who speaks effectively, etc. He tries to judge the behavior of each
candidate in a group situation.

4. Stress Interview
The purpose of this interview is to find out how the candidate behaves in a
stressful situation. That is, whether the candidate gets angry or gets confused
or gets frightened or gets nervous or remains cool in a stressful situation. The
candidate who keeps his cool in a stressful situation is selected for the
stressful job. Here, the interviewer tries to create a stressful situation during
the interview. This is done purposely by asking the candidate rapid questions,
criticising his answers, interrupting him repeatedly, etc.

5. Informal Interview
• Informal interview is an oral interview which can be arranged at any place.
Different questions are asked to collect the required information from the
candidate. Specific rigid procedure is not followed. It is a friendly interview.
6. Formal Interview
• Formal interview is held in a more formal atmosphere. The interviewer asks
pre-planned questions. Formal interview is also called planned interview.

7. Panel Interview
• Panel means a selection committee or interview committee that is
appointed for interviewing the candidates. The panel may include three or
five members. They ask questions to the candidates about different aspects.
They give marks to each candidate. The final decision will be taken by all
members collectively by rating the candidates. Panel interview is always
better than an interview by one interviewer because in a panel interview,
collective judgment is used for selecting suitable candidates.

8. Group Interview
• It is designed to save busy executive’s time and to see how the candidates may be brought
together in the employment office and they may be interviewed.
9. Depth Interview
• It is designed to intensely examine the candidate’s background and thinking and to go
into considerable detail on particular subjects of an important nature and of special
interest to the candidates. For example, if the candidate says that he is interested in tennis,
a series of questions may be asked to test the depth of understanding and interest of the
candidate. These probing questions must be asked with tact and through exhaustive
analysis; it is possible to get a good picture of the candidate.

DEFINE PRESENTATION
presentation is the process of presenting a topic to an audience.
It is typically a demonstration, introduction, lecture, or speech
meant to inform, persuade, inspire, motivate, or to build good
will or to present a new idea or product.[1] The term can also
be used for a formal or ritualized introduction or offering, as
with the presentation of a debutante.

How to make Presentation Interesting
Break the ice. Tell stories Add videos
Embrace the
power of non-
linear presenting.
Ask questions
during your
presentation
Poll the audience
Use props Share the glory

1. Visme is a cloud-based presentation tool that allows you to
create highly visual presentations to engage viewers and
communicate your ideas.
2. Haiku Deck is a platform that prioritizes simplicity. Business
owners can create elegant, basic presentations with high-
quality images.
3. Pitcherific is not only a presentation solution, but also a
platform for building and practicing your presentation. It's a
template-based program that guides you through the
presentation creation process.
Presentation tools

Canva is an online platform that provides templates
for a wide-range of business-related publications,
like resumes, newsletters, business cards, media
kits, brochures and info graphics.
Slide Camp provide slide templates for creating
company presentations. You can adjust color
schemes, add company logos, import charts and
data, build info graphics, and organize presentations
into sections with Slide Camp

 Flat or monotone voice.
 A static presentation of facts and figures without
real life examples.
 Over-use of words such as: like, um, uh, ok, you
know.
Factors affecting Boredom

 Not giving the audience a chance to warm up. A
speaker can avoid this bymaking a joke or telling a
funny story to break the ice.
 No enthusiasm for the subject matter.
 Lack of facial expression
 Being unprepared and unorganized
 Uncomfortable venue.
 Lack of handouts or informational literature

Good presenter should be:
Skills of Good presenter
Confident
Knowledgeable (of
subject,
presentation
structure and
audience)
Enthusiastic
Humorous
(possibly)
Able to speak
clearly and
passionately
Prepared and
practiced
empathetic with
audience

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