Simple ten principles series of tkjain on how to achieve best environment for problem solving and decision making in an organisation. It is especially useful for administrators and public servants of government and semi-government organisations and NGOs. It is also useful for MBA, CA, CS, ICWA, FRM, BBA, MCOM, PHD AND BCOM students.
The document outlines the company culture of Ultius, including its mission, vision, values, and descriptions of each value. The mission is to conveniently deliver high-quality content and offer tremendous client support. The vision is to be the trusted provider of content solutions worldwide. The values that guide decision-making include drive, accountability, client-first, agility, innovation, non-complacency, data-driven, autonomy, teamwork, productivity, decorum, and compassion. Descriptions and quotes are provided for each value.
1) People management is crucial for project success but requires understanding individual and team motivations. Different management styles aim to motivate in different ways.
2) Selecting the right staff involves defining requirements based on technical, organizational, and interpersonal factors, then evaluating candidates' skills, personalities, and availability.
3) Theories of motivation include satisfying basic, social, and esteem needs, with effective styles adapting to followers' development levels.
‘Service Excellence at Workplace and organizations’ is a management strategy for success towards excellence with total customer satisfaction.
Discover how these organizations achieved workplace excellence and put these strategies and best practices into action within your organization.
This document provides guidance and templates for career coaching strategies that can be used by postdoctoral offices. It includes examples of initial assessment questions to ask postdocs about their career goals and achievements. It then outlines various career development tools that postdocs need, such as creating success stories, defining their personal style, making a value inventory, developing their career story, setting a career target, and creating a networking plan. Templates and examples are provided for each of these tools to help postdocs clearly articulate and pursue their career goals.
The document discusses key characteristics of an effective idea process in an innovative environment. It outlines that ideas should be encouraged, submitting ideas should be simple, evaluation and feedback should be quick and constructive, and implementation and recognition should be rapid. It also notes that the process and people's ideas should be regularly reviewed to improve the system over time. The document provides examples of guerrilla tactics that individuals can take to encourage ideas from employees without managerial approval, such as giving attention to first ideas, making personal commitments, and helping people develop their ideas.
How to Manage a UX Team (without losing your mind!)Autodesk
This document provides advice on managing a UX team. It discusses hiring by looking for people with a passion for the work and strong communication and collaboration skills. It emphasizes diversifying the team with complementary skill sets. Inspiring the team involves being a good coach, giving clear direction while allowing autonomy, and encouraging learning. Addressing performance issues requires having regular check-ins, documenting problems, and giving clear feedback for improvement. Motivating yourself as a manager involves finding value in administrative work, client relations, and your team's success.
This document discusses the importance of leadership in organizational change and development. It states that leadership is critical for change management and organizational development as leaders are responsible for setting direction and influencing people to follow. Effective leadership is needed to provide vision, support strategies, aid in cultural change, and ensure resources and accountability for change efforts. The document also outlines various leadership skills that are important for organizational development, such as decision making, communication, goal setting and coaching. It emphasizes that leadership is the key critical factor for business success.
The document discusses recruitment trends for 2018, including a shift from an "Advertise & Apply" model to a "Find & Engage" model using technology and data to proactively find and engage candidates. It also discusses how job seekers can enhance their personal brand using video and provides tips on becoming a learning organization, including the role of leaders in fostering learning and communication of a shared vision.
The document outlines the company culture of Ultius, including its mission, vision, values, and descriptions of each value. The mission is to conveniently deliver high-quality content and offer tremendous client support. The vision is to be the trusted provider of content solutions worldwide. The values that guide decision-making include drive, accountability, client-first, agility, innovation, non-complacency, data-driven, autonomy, teamwork, productivity, decorum, and compassion. Descriptions and quotes are provided for each value.
1) People management is crucial for project success but requires understanding individual and team motivations. Different management styles aim to motivate in different ways.
2) Selecting the right staff involves defining requirements based on technical, organizational, and interpersonal factors, then evaluating candidates' skills, personalities, and availability.
3) Theories of motivation include satisfying basic, social, and esteem needs, with effective styles adapting to followers' development levels.
‘Service Excellence at Workplace and organizations’ is a management strategy for success towards excellence with total customer satisfaction.
Discover how these organizations achieved workplace excellence and put these strategies and best practices into action within your organization.
This document provides guidance and templates for career coaching strategies that can be used by postdoctoral offices. It includes examples of initial assessment questions to ask postdocs about their career goals and achievements. It then outlines various career development tools that postdocs need, such as creating success stories, defining their personal style, making a value inventory, developing their career story, setting a career target, and creating a networking plan. Templates and examples are provided for each of these tools to help postdocs clearly articulate and pursue their career goals.
The document discusses key characteristics of an effective idea process in an innovative environment. It outlines that ideas should be encouraged, submitting ideas should be simple, evaluation and feedback should be quick and constructive, and implementation and recognition should be rapid. It also notes that the process and people's ideas should be regularly reviewed to improve the system over time. The document provides examples of guerrilla tactics that individuals can take to encourage ideas from employees without managerial approval, such as giving attention to first ideas, making personal commitments, and helping people develop their ideas.
How to Manage a UX Team (without losing your mind!)Autodesk
This document provides advice on managing a UX team. It discusses hiring by looking for people with a passion for the work and strong communication and collaboration skills. It emphasizes diversifying the team with complementary skill sets. Inspiring the team involves being a good coach, giving clear direction while allowing autonomy, and encouraging learning. Addressing performance issues requires having regular check-ins, documenting problems, and giving clear feedback for improvement. Motivating yourself as a manager involves finding value in administrative work, client relations, and your team's success.
This document discusses the importance of leadership in organizational change and development. It states that leadership is critical for change management and organizational development as leaders are responsible for setting direction and influencing people to follow. Effective leadership is needed to provide vision, support strategies, aid in cultural change, and ensure resources and accountability for change efforts. The document also outlines various leadership skills that are important for organizational development, such as decision making, communication, goal setting and coaching. It emphasizes that leadership is the key critical factor for business success.
The document discusses recruitment trends for 2018, including a shift from an "Advertise & Apply" model to a "Find & Engage" model using technology and data to proactively find and engage candidates. It also discusses how job seekers can enhance their personal brand using video and provides tips on becoming a learning organization, including the role of leaders in fostering learning and communication of a shared vision.
The document provides an overview of a conference for new managers and leaders. It discusses tools and approaches for transitioning into management roles, understanding personal tendencies, and creating motivating environments for employees. It emphasizes the importance of communication, setting clear expectations, understanding employees' strengths and needs, and focusing on people. The document also provides examples of goals and disciplines for new managers to focus on in their first year.
This document provides information on setting career objectives and developing potentials. It discusses unlocking one's potentials through knowledge, skills, experience, and developing the right mindset. It then defines what a career is and provides a 3-step process to set career objectives: 1) Make a career plan with long-term and short-term goals, 2) Follow the career plan, and 3) Regularly review and update the plan. The document also covers market need analysis, time management techniques, preparing for interviews, office etiquette, and keys to success.
Putting Value Back in Evaluations - Mary Bushingtlcook1029
This document discusses the importance of providing meaningful feedback and continuous evaluation and improvement in organizations. It argues that without feedback, performance declines over time. It then provides suggestions for how to structure evaluations, including focusing on core goals and mission, involving all staff, selecting specific initiatives to work on incrementally, and regularly recognizing both successes and areas for improvement. The key is to make the process engaging, focused on growth, and less rigid than traditional bureaucratic reviews.
This document discusses best practices for non-profit boards to be fulfilling, effective, and smart. It emphasizes the importance of having a common vision, clear roles and responsibilities for the board and staff, and focusing on strategic issues rather than micromanagement. Essential questions are provided to guide board members in investing their time to improve strategy, relationships, public standing and the position of the CEO.
The document provides advice from over 50 CEOs for new CEOs taking on their first CEO role. The key pieces of advice are to:
1) Move quickly to establish a narrow set of high-impact priorities and drive them relentlessly with a sense of urgency in the first 6-9 months.
2) Make fast decisions around talent, even if difficult, and remove underperforming people from key roles.
3) Stop doing your old job and establish a new identity as the leader, delegating tasks even if you think you can do them better.
4) Admit your weaknesses and seek help from other talented leaders to complement your skills and focus on areas of maximum impact.
ASSIGNMENT - DEVELOPING EMPATHY FOR SOMEONE WHO HAS A STAKE IN THE SCHOOL-TO-...Preeti Chopra
Team Building activities that foster team success yet are easy and cost-effective - It helps in improving communication, boosting morale, motivation, ice breakers which help get to know each other better, learning effective strategies, improving productivity, learning about one’s strengths and weaknesses and many others.
Engage employees by encouraging them to take initiative - A culture which encourages an employee to take initiative and do what needs to be done without waiting to be told is greater than ever. In addition to helping the organization save money, improve processes, and delight customers, taking initiative makes the employee's job more exciting as they make things happen and get a reputation for doing so.
This document provides 10 tips for managers to improve their management skills. The tips include being an example without being the only example, properly monitoring delegated tasks, having effective meetings, giving constructive feedback, improving negative workplace cultures, properly planning staff reviews, avoiding gossip, guiding culture with corporate values, knowing when to hire an executive assistant, and handling IT issues with care. The overall document aims to help managers navigate challenges and engage and motivate their staff.
Empowerment involves giving team members authority and responsibility to make their own decisions to reach goals. It develops trust and accountability. Empowerment means sharing some authority and responsibilities with team members to develop their skills and involvement while reducing the manager's workload. It allows working on the business rather than in it. Empowerment involves risk but can be managed by learning from mistakes.
This document provides advice from various entrepreneurs on optimizing a team's productivity. It discusses assembling a winning team by focusing on character over technical skills. It emphasizes the importance of a strong onboarding process to set new hires up for success. It also stresses putting people first by treating all employees equally and developing a culture of entrepreneurship where problems are solved at the front lines. Maintaining a scrappy culture through scale requires hiring the right people and fighting bureaucracy.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Asset-Based Coaching: Using Strengths and Coaching Strategies to Assist Job S...Michele Martin
This document discusses asset-based coaching strategies to help consumers reach vocational goals. It explains that coaching focuses on strengths rather than barriers. The GROW model is presented as a framework for coaching sessions, with the stages being Goal, Reality, Options, and Will. A variety of asset-based tools are described, including vision boards, inspirational interviewing, reframing experiences, goal setting, and career mastermind groups. The benefits of group coaching are also outlined. The overall summary is that asset-based coaching identifies individuals' strengths and abilities in order to help them define and achieve career goals.
Feedback the mechanics inspiration for you to do feedback workshops june 2020...Nels Karsvang
The document provides information about an upcoming feedback session for a management team. The purpose is to get feedback tools that help create adaptive movement in agile environments and for team members to get to know each other better. The program includes exploring temperaments in agile landscapes using MBTI, learning three approaches to feedback, and integrating learnings around what participants will stop, continue and start doing regarding feedback. Participants are encouraged to engage in experimentation and try different feedback approaches.
The document provides guidance on successfully involving youth in decision-making. It outlines 15 key points for organizations to consider, including defining decision-making, assessing readiness for youth involvement, overcoming barriers, developing youth leaders, and fostering youth-adult partnerships. The overall recommendations are to create an equitable process where youth have equal say and responsibilities in organizational decisions.
This document provides an overview of effective stakeholder engagement through a two-day workshop. Day 1 focuses on stakeholder engagement fundamentals, identifying and analyzing stakeholders, leading stakeholders, and establishing connections. Day 2 covers engaging different personalities, aligning stakeholder groups, active listening and handling objections, and sustaining momentum. The workshop aims to deepen participants' skills as leaders through applying the science and art of stakeholder engagement to achieve shared outcomes.
ABC Asia Pacific Presentation on Listeningpetercardon
1) The study examined the impact of team listening environment on team coordination. It surveyed 231 individuals and measured their perceptions of team listening environment and team coordination.
2) Regression analysis found that team listening environment significantly predicted team coordination, with better listening environments associated with better coordination.
3) Additional analysis showed that as team listening environment improved from poor to average to excellent, the percentage of individuals reporting high team coordination increased from 7.5% to 38.5% to 56.3%.
Jenny Cham is a lead user experience architect at EMBL-EBI who facilitates workshops using techniques like gamestorming. Effective facilitation includes giving clear objectives and time boundaries, ensuring participants understand the task, and promoting discussion. Facilitators should involve all participants, ask questions to clarify outcomes, and reflect participants' ideas back to the group rather than providing their own answers. Proper facilitation requires suitable workshop spaces, healthy snacks, and good logistical support.
This document describes a strategic peer advisory board for CEOs, MDs, and senior leaders. It discusses how external peer groups can help large companies maximize collaboration and growth. The peer groups allow leaders to gain insights from trusted peers, learn new solutions to problems, and get candid feedback in a confidential environment. They help address challenges leaders face including isolation, dysfunctional teams, and high performance pressure. The peer groups meet monthly for open discussions and problem solving to help members become better leaders and make improved decisions that achieve better business results.
The role of Psychological Safety & Mission Critical Behaviours for organizati...Kye Andersson
A presentation held together with AI Sweden. Focusing on the importance of psychological safety, clear goals and mission critical behaviours to build functioning organizations where individuals can come to their full potential.
The document provides guidance on effective leadership, particularly in times of change and uncertainty. It discusses key aspects of leadership including developing a vision, taking action, and facing challenges. It also covers leading successful change by understanding contexts, managing reactions, and focusing on strategic leadership through shared values and outcomes. Leaders are advised to solve problems collaboratively, enable others, and recognize complexity while maintaining commitment.
Hear from Nexus' new CEO, Dr. Michelle K. Murray, on her leadership style and what the organization can expect in the years to come. This issue also includes articles on how to be heard at work, budgeting, Nexus COA re-accreditation process, the upcoming legislative session, and Nexus' 7th Annual Conference.
The document provides advice and guidance for leadership, hiring, and business strategy. It emphasizes the importance of having a clear vision, goals, and plan. Good leaders execute on their goals and recruit experts in different areas to help realize their vision. Leaders should study both successes and failures to learn, and hire people who are stronger in areas where they are weak. The document also provides tips on assessing job candidates, negotiating terms, and using one's time effectively.
The document provides an overview of a conference for new managers and leaders. It discusses tools and approaches for transitioning into management roles, understanding personal tendencies, and creating motivating environments for employees. It emphasizes the importance of communication, setting clear expectations, understanding employees' strengths and needs, and focusing on people. The document also provides examples of goals and disciplines for new managers to focus on in their first year.
This document provides information on setting career objectives and developing potentials. It discusses unlocking one's potentials through knowledge, skills, experience, and developing the right mindset. It then defines what a career is and provides a 3-step process to set career objectives: 1) Make a career plan with long-term and short-term goals, 2) Follow the career plan, and 3) Regularly review and update the plan. The document also covers market need analysis, time management techniques, preparing for interviews, office etiquette, and keys to success.
Putting Value Back in Evaluations - Mary Bushingtlcook1029
This document discusses the importance of providing meaningful feedback and continuous evaluation and improvement in organizations. It argues that without feedback, performance declines over time. It then provides suggestions for how to structure evaluations, including focusing on core goals and mission, involving all staff, selecting specific initiatives to work on incrementally, and regularly recognizing both successes and areas for improvement. The key is to make the process engaging, focused on growth, and less rigid than traditional bureaucratic reviews.
This document discusses best practices for non-profit boards to be fulfilling, effective, and smart. It emphasizes the importance of having a common vision, clear roles and responsibilities for the board and staff, and focusing on strategic issues rather than micromanagement. Essential questions are provided to guide board members in investing their time to improve strategy, relationships, public standing and the position of the CEO.
The document provides advice from over 50 CEOs for new CEOs taking on their first CEO role. The key pieces of advice are to:
1) Move quickly to establish a narrow set of high-impact priorities and drive them relentlessly with a sense of urgency in the first 6-9 months.
2) Make fast decisions around talent, even if difficult, and remove underperforming people from key roles.
3) Stop doing your old job and establish a new identity as the leader, delegating tasks even if you think you can do them better.
4) Admit your weaknesses and seek help from other talented leaders to complement your skills and focus on areas of maximum impact.
ASSIGNMENT - DEVELOPING EMPATHY FOR SOMEONE WHO HAS A STAKE IN THE SCHOOL-TO-...Preeti Chopra
Team Building activities that foster team success yet are easy and cost-effective - It helps in improving communication, boosting morale, motivation, ice breakers which help get to know each other better, learning effective strategies, improving productivity, learning about one’s strengths and weaknesses and many others.
Engage employees by encouraging them to take initiative - A culture which encourages an employee to take initiative and do what needs to be done without waiting to be told is greater than ever. In addition to helping the organization save money, improve processes, and delight customers, taking initiative makes the employee's job more exciting as they make things happen and get a reputation for doing so.
This document provides 10 tips for managers to improve their management skills. The tips include being an example without being the only example, properly monitoring delegated tasks, having effective meetings, giving constructive feedback, improving negative workplace cultures, properly planning staff reviews, avoiding gossip, guiding culture with corporate values, knowing when to hire an executive assistant, and handling IT issues with care. The overall document aims to help managers navigate challenges and engage and motivate their staff.
Empowerment involves giving team members authority and responsibility to make their own decisions to reach goals. It develops trust and accountability. Empowerment means sharing some authority and responsibilities with team members to develop their skills and involvement while reducing the manager's workload. It allows working on the business rather than in it. Empowerment involves risk but can be managed by learning from mistakes.
This document provides advice from various entrepreneurs on optimizing a team's productivity. It discusses assembling a winning team by focusing on character over technical skills. It emphasizes the importance of a strong onboarding process to set new hires up for success. It also stresses putting people first by treating all employees equally and developing a culture of entrepreneurship where problems are solved at the front lines. Maintaining a scrappy culture through scale requires hiring the right people and fighting bureaucracy.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Asset-Based Coaching: Using Strengths and Coaching Strategies to Assist Job S...Michele Martin
This document discusses asset-based coaching strategies to help consumers reach vocational goals. It explains that coaching focuses on strengths rather than barriers. The GROW model is presented as a framework for coaching sessions, with the stages being Goal, Reality, Options, and Will. A variety of asset-based tools are described, including vision boards, inspirational interviewing, reframing experiences, goal setting, and career mastermind groups. The benefits of group coaching are also outlined. The overall summary is that asset-based coaching identifies individuals' strengths and abilities in order to help them define and achieve career goals.
Feedback the mechanics inspiration for you to do feedback workshops june 2020...Nels Karsvang
The document provides information about an upcoming feedback session for a management team. The purpose is to get feedback tools that help create adaptive movement in agile environments and for team members to get to know each other better. The program includes exploring temperaments in agile landscapes using MBTI, learning three approaches to feedback, and integrating learnings around what participants will stop, continue and start doing regarding feedback. Participants are encouraged to engage in experimentation and try different feedback approaches.
The document provides guidance on successfully involving youth in decision-making. It outlines 15 key points for organizations to consider, including defining decision-making, assessing readiness for youth involvement, overcoming barriers, developing youth leaders, and fostering youth-adult partnerships. The overall recommendations are to create an equitable process where youth have equal say and responsibilities in organizational decisions.
This document provides an overview of effective stakeholder engagement through a two-day workshop. Day 1 focuses on stakeholder engagement fundamentals, identifying and analyzing stakeholders, leading stakeholders, and establishing connections. Day 2 covers engaging different personalities, aligning stakeholder groups, active listening and handling objections, and sustaining momentum. The workshop aims to deepen participants' skills as leaders through applying the science and art of stakeholder engagement to achieve shared outcomes.
ABC Asia Pacific Presentation on Listeningpetercardon
1) The study examined the impact of team listening environment on team coordination. It surveyed 231 individuals and measured their perceptions of team listening environment and team coordination.
2) Regression analysis found that team listening environment significantly predicted team coordination, with better listening environments associated with better coordination.
3) Additional analysis showed that as team listening environment improved from poor to average to excellent, the percentage of individuals reporting high team coordination increased from 7.5% to 38.5% to 56.3%.
Jenny Cham is a lead user experience architect at EMBL-EBI who facilitates workshops using techniques like gamestorming. Effective facilitation includes giving clear objectives and time boundaries, ensuring participants understand the task, and promoting discussion. Facilitators should involve all participants, ask questions to clarify outcomes, and reflect participants' ideas back to the group rather than providing their own answers. Proper facilitation requires suitable workshop spaces, healthy snacks, and good logistical support.
This document describes a strategic peer advisory board for CEOs, MDs, and senior leaders. It discusses how external peer groups can help large companies maximize collaboration and growth. The peer groups allow leaders to gain insights from trusted peers, learn new solutions to problems, and get candid feedback in a confidential environment. They help address challenges leaders face including isolation, dysfunctional teams, and high performance pressure. The peer groups meet monthly for open discussions and problem solving to help members become better leaders and make improved decisions that achieve better business results.
The role of Psychological Safety & Mission Critical Behaviours for organizati...Kye Andersson
A presentation held together with AI Sweden. Focusing on the importance of psychological safety, clear goals and mission critical behaviours to build functioning organizations where individuals can come to their full potential.
The document provides guidance on effective leadership, particularly in times of change and uncertainty. It discusses key aspects of leadership including developing a vision, taking action, and facing challenges. It also covers leading successful change by understanding contexts, managing reactions, and focusing on strategic leadership through shared values and outcomes. Leaders are advised to solve problems collaboratively, enable others, and recognize complexity while maintaining commitment.
Hear from Nexus' new CEO, Dr. Michelle K. Murray, on her leadership style and what the organization can expect in the years to come. This issue also includes articles on how to be heard at work, budgeting, Nexus COA re-accreditation process, the upcoming legislative session, and Nexus' 7th Annual Conference.
The document provides advice and guidance for leadership, hiring, and business strategy. It emphasizes the importance of having a clear vision, goals, and plan. Good leaders execute on their goals and recruit experts in different areas to help realize their vision. Leaders should study both successes and failures to learn, and hire people who are stronger in areas where they are weak. The document also provides tips on assessing job candidates, negotiating terms, and using one's time effectively.
The first webinar in See3's diversity series discusses how to create inclusion strategies within your organization. Joined by Desiree Adaway of The Adaway Group.
For professional development, I need to use evidence to analyse and incorporate the experiences so that I can form an instructive part for my future practice and work. Professional growth and development is strongly encouraged. So it is advised to become involved with professional associations (Boyle, 2013, p.12). I should participate in professional conferences. Involvement and attending in conferences, helps to develop in professional skills as well as forming and maintaining professional relationship with colleagues. Placement can put me at a distinct advantage when applying for future employment.
Water Conservationoral communicationFaten Alnassar20130224.docxcelenarouzie
Water Conservation
oral communication
Faten Alnassar
201302248
Outline
What is water conservation?
Statistics and figures.
What is wasting our water?
How to conserve water?
How to reuse the waste water?
Are we willing to conserve water?
What is water conservation?
Simply! It is saving water.
Reducing our use of water.
Think of more ways to treat the waste water.
Correcting the wrong acts of consuming water.
Statistics and figures
Almost 97% of the water in our planet is a salty water. Another 2% is iced water. So only 1% of water that we can drink.
Only 1% of treated water is used for drinking and other goes for washing machines, under the drains,… etc.
What is wasting our water?
Leaving the tap water open when you wash your face and brush your teeth.
Filling the whole cup with water and you know you wont drink it all.
Filling the hot tub and all you need is a quick shower.
Select the right level of water in the washing machine depending on your need.
How to conserve water?
Do not leave the tap water open all the time take only the amount of water you need.
If you were drinking water and some left in the cup don’t through it keep it in the refrigerator.
Take a quick shower rather than using the hot tub.
Use the needed amount of water to wash your clothes no need to take more.
How to reuse the waste water?
We can use the waste water in the agriculture.
We can retreat the water and use it for washing our cars.
We can retreat it and use it for industrials cooling machines.
We can use it to produce energy by using the hydrogen power in industries.
Are we willing to conserve water?
We all must conserve water and think about our future.
We must think of the other countries which has no water to drink. Do we want to be the same?
Allah gave us this gift and we must thank him for his gift by conserving water.
We must all promise to conserve water and save the humanity and our planet.
Summary
Water is an important thing in our life and it’s the thing after Allah which makes us alive.
Reduce your use because every drop counts.
Use the water wisely and be smart.
Don’t forget there is always a way to get a benefits of the waste water.
If you have any questions please raise your hand
Thank you for listening
Advertising
Name: Faten Alnassar
Student’s ID: 201302248
Oral Communication
Outline
Introduction
Persuasion Topic
What must be done to satisfy the Need?
Positive Outcomes
Negative Outcomes
Actions
Conclusion
Introduction
Advertising helps us to send a picture of a product or a message.
The importance of advertising: -
Increasing sales, Launching a new product, Loyalty
Advertising types: -
Magazine, TV, Cell phone, Newspaper, Mail
Persuasion Topic
Advertisements need to be true.
Using new technologies to present the advertisement for example using 3D advertising
What must be done to satisfy the Need?
To satisfy the need: -
Give true messages.
Use the right colors
Make it simple, short, brief and related to .
This document discusses various aspects of effective management. It begins by explaining the importance of managers in organizations and their responsibilities. It then discusses skills managers should focus on developing, including creativity, emotional intelligence, interpersonal skills, team-building, leadership, time management, dealing with stress, and cultural sensitivity. Throughout the document, it provides examples and tips managers can use to strengthen these skills and become more effective in their roles.
OB Individual assignment by Iliyas Sufiyan Abdella Iliyas Sufiyan
This document contains an individual assignment submitted by Iliyas Sufiyan Abdella for an Organizational Behavior course. It discusses several topics related to organizational behavior including individual differences, personality, perception, motivation, conflict management, and diversity. The key benefits of studying organizational behavior mentioned are helping managers understand employee behavior to increase performance and motivation, develop better human resource strategies, and predict human behavior to improve organizational effectiveness. Elements of organizational behavior that impact an organization's performance are its people, structure, technology, and external environment.
This document discusses various aspects of effective management. It begins by explaining the importance of managers in organizations and their responsibilities. It then discusses skills managers should focus on developing, including creativity, emotional intelligence, interpersonal skills, team-building, leadership, time management, dealing with stress, and cultural sensitivity. Throughout the document, it provides examples and tips managers can use to strengthen these skills and become more effective in their roles.
CTR Workshop:
• Relationship Between Talents and Strengths
* Clifton StrengthsFinder® Assessment
• 34 Talent Themes
• Four Leadership Domains
• Understanding and Leveraging Team Member Strengths
• Benefits and Challenges of High Performing Teams
Contact www.CTR-Consulting.com for complete PowerPoint presentation and more information about company and services.
Most valued workplace skills employee seek in 2017Bizeducator.com
Top Valued Workplace Skills include leadership , organizational, communication , interpersonal ,computer,analytical, problem solving, time management, mathematical and professional skills.
The document discusses 12 steps to achieving a successful life, including taking responsibility for your actions, having positive self-esteem, believing in yourself, associating with successful people, having clear goals and visions, and taking daily actions to achieve your goals. It also discusses the importance of being assertive, involving employees in quality improvement efforts, and empowering employees.
The document discusses 12 steps to achieving a successful life, including taking responsibility for your actions, having positive self-esteem, believing in yourself, associating with successful people, having clear goals and visions, and taking daily actions to achieve your goals. It also discusses the importance of being assertive, involving employees in quality improvement efforts, and empowering employees.
The document outlines an effective management and leadership skills training presented by Douglas Lawson of Gentiva Healthcare Services. It discusses developing management mindsets, keys to effective leadership such as clear goals and recognizing employees, learning to delegate, and developing influence. The training emphasizes building relationships and motivating employees. It provides tips on managing different personality types and developing a personal action plan to improve management skills.
Similar to 10 principles of problem solving and decision making strategies for administrators (20)
Examination reforms are essential to transform the education system according to the document. The current examination system focuses only on rote memorization but needs to evaluate creativity and problem-solving. The document outlines steps to reform examinations including setting goals based on program and course objectives, evaluating whether objectives are achieved through direct and indirect methods, using continuous evaluations, and adopting open book exams and multiple evaluation methods.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
10 principles of problem solving and decision making strategies for administrators
1. TKJAIN’S 10 SIMPLE PRINCIPLES
Problem Solving and
Decision Making
Techniques
Specially Designed for Indian Administrators
Professor Trilok Kumar Jain
12/10/2013
The ideas, views, thoughts and opinions expressed in this e-book are the personal views of the author.
The author is only responsible for any mistakes, errors and lapses with regard to facts and information
in this booklet. The purpose of this study material to help a proper discussion.
2. Approaches to Problem Solving
& Decision Making Strategies
by : Trilok Kumar Jain
Dean, ISBM, Suresh Gyan Vihar University, Jaipur, India
jain.tk@gmail.com
residence : Parakh Niwas, Sivakamu Veterinary Hospital Road, Gogagate Circle, Bandrabas,
Bikaner
Mobile : 9414430763
Story of the wood chopper : Once there was a wood chopper, he was so busy trying to chop down trees with
his very blunt axe, that he complained he could never manage the time to
sharpen his axe. Thus he was taking a long time to cut the wood. Someone
suggested him to sharpen the axe. This increased his effectively trmendously and
while he was taking a long time earlier, now it was taking a few minutes.
One generation plants the trees, and another gets the shade
Live as if you were to die tomorrow. Learn as if you were to live forever
"Tell me, I'll forget. Show me, I'll remember. Involve me, I'll understand"
“Anyone who stops learning is old, whether at twenty or eighty. Anyone who
keeps learning stays young. The greatest thing in life is to keep your mind
young.” - Henry Ford
Every problem is an opportunity. It gives you the chance to prove that you are an
administrators. Great administrators are known by their decisions. The greater
your decision making skills, the great prestige and value you will have.
Administrators have to invest their time and energies in decision making. The
capability to take the best possible decision in the given situation will ensure that
3. you are able to perform your role and your appointment to the post is justified.
You can see that great administrators have transformed their organisation after
every problem. One executive transformed training academy, when it was
devastated by floods.
About Tkjain’s 10 Principle Series
As an author of management, I have identified 10 essential principles in each functional aspect
and have written e-books on those fundamental 10 principles – which are simple, easy to
remember, easy to understand and can reflect the most important aspects. These e-books are
freely available on internet. Some of these are as under: Entrepreneurs’ guide to Managing Human Resource
Entrepreneurs’ Guide to managing Marketing for Tomorrow
Entrepreneurs’ Guide to Managing Finance
Entrepreneurs’ Guide to Managing Business Negotiations
The Entrepreneur’s Guide to Digital Marketing and Webpreneurship
Decision making depends on following factors : a. your understanding of the vision, mission, strategies, values and goals of the
organisation
b. your ability to collect facts, information, data, ideas, opinions and resources
c. your ability to create a participative decision making climate, which enable the
organiational participants to own the decision
d. your ability to generate the required clarity, motivation, understanding, and
zeal for the implementation of the decision
e. your ability to break communication barriers and establish an environment of
trust, mutual support, coordination and collaboration, openness and
transparency, public accountability and commitment.
10 Fundamentals of decision making : -
4. a. convert the problem (challenge) into an opportunity
b. identify, evaluate and discuss alternatives
c. dig the facts beyond the surface and collect information beyond the
information available to everyone
d. visualise solution, simulate it, anticipate the problems in implementation
e. discuss, share and sell your decision so that you are able to convince everyone
about your decision
f. be flexible, be prepared to adapt as per situation
g. work as per guidelines of the higher authorities / take higher authorities in
confidence
h. acquire training, change mental horizon for enhancing your vision
i. empathise - develop understanding of others' perspectives and their problems
j. give credit to your team, own the mistakes and failures
10 Types of problems and their administrative management
1. Role Conflict
2. Resource Constraints
3. Emotional Outbursts, Prejudices etc.
4. Lack of Work Culture
5. Lack of Initiative
6. Administrative Poicies and Bureaucratic Structure
7. Resistance to Change
8. Conflicts
5. 9. Lack of information and necessary guidelines
10. Lack of coordination and control
These points are discussed below : Role Conflict : You are asked to work on projects, where you are not clear about
your authority or you dont have required authority or you are working on a
project on which some other is also working and noone is sure about clarity of
roles or you have some project which is beyond your competency.
suggestions: As an administrator, organise role clarity sessions, coordination
sessions and become a great organiser. Organise role discussions, role clarity
sessions, have clarity regarding what others expect from you and how they wish
you to work. Two persons started working to promote family planning. One went
from home to home requesting for familly planning - but failed. The other went to
villagers to solve their problems and establish friendship with them without
talking about family planning and ultimately achieved his goals. A clarity of role
and clarity of goal helped the person.
Resource Constraints / organisational constraint / discriminatory system: There
are some resources, which are always in short supply. Some of these are : a. time
b. money c. manpower d. authority e. office equipments and tools f. wrong
policies and practices. You will always find that you have to work with less
resources. You will always find some limitations in the systems and procedures.
Treat these as opportunities.
suggestions:
Prepare a strategy to demand for resources, project your resource requirements
clearly and properly and tell clearly what is the work to be done to the higher
authorities so that you may get the required resources. Clearly specify the
constraints under which you are working. Yet, prepare yourself to work under less
resources. Innovate, stretch and extend the existing resources and ensure that
you are able to outperform with less resources.
Examples: -
6. Because Nick Vujicic didnt have hands and legs, he emerged as the best motivator
and inspirational leader for masses. Because Jagdish Bhai Patel was a blind, he set
up Blind Mens' Association (now Blind People's Association) and transformed lives
of blind people all over the country. Because Gandhi ji was denied 1st class travel
in South Africa, he changed his path from being an advocate to being a human
right champion and ultimately as a freedom fighter.
Dr. Mahendra Khadgawat, the Director of Rajasthan Archieves completed
digitalised over 35 lakh documents including over 1000 years old documents
relating to princely states and old documents relating to land records in a very
short span of time inspite of resistence, and hurdles that he faced in the process.
For details, please read the case study on Dr. Mahendra Khadgawat by clicking
here.
Dr. Lateef Usta completely transformed Jawahar Kala Kendra Bikaner and started
a new folk art & traditional Rajasthani museum in the Kalakendra. For this he
didnt have the required resources, manpower and time. However, he used the
services of students who came for summer training in this project and he
achieved his goals with perfection. Truly an amazing project without required
resources.
Emotional Outburst, Prejudices etc : handing emotional issues is a difficult task.
Organisations are not just bundle of people. To develop great teams, you have to
have a motivated teams and therefore handling emotional issues with care is very
important.
suggestions: Prepare your strategy to handle emotional issues. Stick to your goal
and achieve it. Kabir Khan in Chak De film faces prejudice of people, but proves
himself by performance and ensures that with his dedicated performance, he is
able to bring victory for India.
Lack of Work Culture : there are some organisations, where people dont wish to
work. You may try hard, yet, you will notice that they are there just to kill time.
They fail to realise the immense joy of doing honest and committed work. They
fail to enjoy the satisfaction of achievements. They lack achievement motivation
7. and any willingness to perform.
In the film Lagaan, we find that when there is a super-ordinate goal, a very
important cause, everyone joins and supports the cause. Those who were
considered insignificant, small and otherwise incapable, became instrumental in
achieving success. Once there is a great work culture, everyone becomes the
winner. We can learn from the leadership style of Bhuvan in Lagaan.
Lack of Initiative : Organisations can grow only if employees are proactive and
take initiatives to solve problems, however, most employees dont do it. You have
to create a culture for initiative and innovations and ensure that those who fail to
take required initiatives are given proper orientation / training / motivation for
this.
Administrative Policies and Bureaucratic Structure: most organizations create
policies for the development of organizations; however, these same policies later
become hurdles as these policies become bureaucratic. Policies, procedures,
practices and structure give stability, order, and discipline to the organizations.
But over a period of time, these can convert organization into a bureaucratic
organization and it may completely mar the performance of the organization.
Resistance to Change: People resist change. Technological issues, changing
circumstances, changing habits, changing life style, changing political philosophy,
increasing competition and other factors force organizations to change and adapt
to the situations. However, employees do resist to changes due to many reasons
like their own working habits, their vested interests, their own ire-rational
projections of future, fear and peer pressure. There is a need of managing change
properly. The administrators must learn the art of strengthening the forces in
favor of change and minimize the forces against change. The executives must try
to create an environment in favor of change management.
Conflicts: conflicts are natural to the organizations, however, there are always
situations when these conflicts become too difficult to handle. These issues must
be handled carefully and try to ensure that there are mechanisms to manage
conflicts.
8. Lack of information and necessary guidelines: there may be situations when you
have to take a decision, for which you don’t have any helping information /
guidelines / procedure / instructions. You may find yourself perplexed. It is
necessary to seek guidelines of higher authorities in such situations. However,
when there is an emergency, you can’t postpone. You have to take a decision. The
decision must reflect your capability. The quality of decision must prove that you
understand the vision, mission, strategies, values, and goals of the organization
and all your decisions are in line with these.
Lack of coordination and control: you can control yourself, but can’t control
others. You have to create controls for others (controls = standards, guidelines,
set of expectations etc.). Create controls and parameters that can ensure that you
are able to handle potential problems.
10 Problem Solving and Decision Making Techniques
11. Learn and practice the positives of the Japanese Management including JIT
(just in time inventory management), TQM (total quality management) ,
Kanab, TPM, Kaizen (small improvement), Ringiseido (proposal approved by
higher authorities discussed for implementation), Genchi Genbutsu (dirty
your hand in factory to understand it), quality forum / quality circle
(voluntary group to monitory quality and improve it)
12. Learn and Practice the positives of the Chinese management including SUE
(Chinese organisation system to equate to family management system) and
Guanxi (informal relation management)
13. Learn from Indian leaders: - Learn and practice Birla's Management style of
devotion to the God, a holy work place, and creating residential facilities
before factories. Learn and practice Bajaj's management style of
contributing for the cause of the nation, promoting and advocating national
values. Learn and practice Tata's management style of employee welfare
and employee involvement.
14. OCTAPACE (create a work culture based on the values of : - openness,
collaboration, trust, autonomy, proaction, authenticity, creativity,
9. experimentation)
15. Create SMART (specific, measurable, achievable, realistic and time bound)
Goals
16. learn from the Indian family management system (joint food taking, joint
responsibilites, joint discussions and respect to elders). Read case studies
on Family Business Management. For your reference one such case study is
as follows : - Family Business Management Case Study
17. learn from anecdotes, culture, and rituals (Learn from Ganesha : - keep a
head like an elephant - large enough to accommodate ideas, think deep
and meditate, keep a long nose to collect every information from ground,
keep a large stomach to digest every information, insult and even
humiliation etc)
18. learn positive techniques from nature, animals and surroundings (eagle -
focus on goals, geese & Honey bee - amazing team work etc.)
19. MBO(management by objectives), MBWA (management by wandering
about), Balanced Scorecard (financial perspective, customer perspective,
learning and growth perspective and business process perspective), 360
appraisal system (involve colleagues, subordinates and stakeholders in
appraisal system besides the superiors)
20. Learn positive techniques from Meister system of Germany, Gurukul, Marja
and Munim systems of India and ,
10. experimentation)
15. Create SMART (specific, measurable, achievable, realistic and time bound)
Goals
16. learn from the Indian family management system (joint food taking, joint
responsibilites, joint discussions and respect to elders). Read case studies
on Family Business Management. For your reference one such case study is
as follows : - Family Business Management Case Study
17. learn from anecdotes, culture, and rituals (Learn from Ganesha : - keep a
head like an elephant - large enough to accommodate ideas, think deep
and meditate, keep a long nose to collect every information from ground,
keep a large stomach to digest every information, insult and even
humiliation etc)
18. learn positive techniques from nature, animals and surroundings (eagle -
focus on goals, geese & Honey bee - amazing team work etc.)
19. MBO(management by objectives), MBWA (management by wandering
about), Balanced Scorecard (financial perspective, customer perspective,
learning and growth perspective and business process perspective), 360
appraisal system (involve colleagues, subordinates and stakeholders in
appraisal system besides the superiors)
20. Learn positive techniques from Meister system of Germany, Gurukul, Marja
and Munim systems of India and ,