These slides were prepared for a writing workshop for postgraduate students writing a reflective journal based on their experiences of leadership for course 152707 at Massey University, Albany Campus, New Zealand.
These slides were prepared for Masters of Management students at Massey University, New Zealand. They focus on how to write a reflective journal for assignment 3 of Leading and Organising Change (152.707).
This document provides information and instructions for a writing workshop. It discusses how to structure a business report and story about leadership. It provides examples of business report elements like the executive summary, table of contents, and discussion section. It also gives instructions for an upcoming reflective journal assignment involving stories about personal leadership experiences. Students are advised to think about which experiences they will write about. The document encourages students to attend other upcoming workshops on academic writing and literature reviews.
These slides were prepared for students at Massey University, Albany in 2018. They focus on writing analytical paragraphs as part of a reflective journal.
These slides were prepared for a workshop with postgraduate Management students at Massey University, New Zealand. They focus on writing scholarly critique paragraphs, as part of the reflective journals for 152707 Leading and Organising Change.
Effective Leadership - Lori Floer RedactedLori Floer
The document discusses techniques for leaders to nourish a positive work environment. It identifies three key techniques: building cohesiveness, promoting excellence, and working with out-groups. Building cohesiveness creates a sense of unity and allows for open feedback. Promoting excellence involves setting clear expectations and providing frequent, specific feedback. Working with out-groups requires listening without judgment, showing empathy, recognizing contributions, and empowering out-group members to have equal involvement in planning and decisions. The presentation of these techniques was intended to benefit a specific executive team by providing leadership strategies not included in their formal training.
This document provides information about assignments and writing workshops for a course on leading and organizing change. It includes:
1. Details of the three assignments - a report, chapter for a book, and reflective journal.
2. An overview of five writing workshops that will cover report structure, story structure, and reflective writing.
3. Examples and guidance for structuring a business report, including the main parts and formatting for elements like the executive summary, table of contents, and references.
These slides were prepared for Masters of Management students at Massey University, New Zealand. They focus on how to write a reflective journal for assignment 3 of Leading and Organising Change (152.707).
This document provides information and instructions for a writing workshop. It discusses how to structure a business report and story about leadership. It provides examples of business report elements like the executive summary, table of contents, and discussion section. It also gives instructions for an upcoming reflective journal assignment involving stories about personal leadership experiences. Students are advised to think about which experiences they will write about. The document encourages students to attend other upcoming workshops on academic writing and literature reviews.
These slides were prepared for students at Massey University, Albany in 2018. They focus on writing analytical paragraphs as part of a reflective journal.
These slides were prepared for a workshop with postgraduate Management students at Massey University, New Zealand. They focus on writing scholarly critique paragraphs, as part of the reflective journals for 152707 Leading and Organising Change.
Effective Leadership - Lori Floer RedactedLori Floer
The document discusses techniques for leaders to nourish a positive work environment. It identifies three key techniques: building cohesiveness, promoting excellence, and working with out-groups. Building cohesiveness creates a sense of unity and allows for open feedback. Promoting excellence involves setting clear expectations and providing frequent, specific feedback. Working with out-groups requires listening without judgment, showing empathy, recognizing contributions, and empowering out-group members to have equal involvement in planning and decisions. The presentation of these techniques was intended to benefit a specific executive team by providing leadership strategies not included in their formal training.
This document provides information about assignments and writing workshops for a course on leading and organizing change. It includes:
1. Details of the three assignments - a report, chapter for a book, and reflective journal.
2. An overview of five writing workshops that will cover report structure, story structure, and reflective writing.
3. Examples and guidance for structuring a business report, including the main parts and formatting for elements like the executive summary, table of contents, and references.
The document discusses building effective teams and the importance of trust. It provides information on key components of trust, developing an understanding of trust's importance for team effectiveness, and the benefits of high trust in organizations. It also discusses characteristics of high-performing teams, such as a shared purpose, values, willingness to share practices, and consistency in approach. Participants are tasked with reflecting on trust within their own teams and schools and identifying actions to strengthen trust and team effectiveness.
Leadership and personal developement on self efficasyPragnya Sahoo
This document discusses improving self-efficacy as the author's career development objective. It analyzes Albert Bandura's theories on self-efficacy, including the four sources of self-efficacy and social cognitive theory. The author applied these theories by gathering past performance feedback, learning from others, receiving encouragement, and managing emotions. Observational learning and changing environments also helped develop self-efficacy. As a result, the author's self-confidence, motivation, and ability to take on challenges increased, positively impacting their career and personal life.
The document provides an overview of a training course titled "Effective People Management". The summary is:
1) The course aims to help managers build strong relationships with direct reports and confidently perform people management responsibilities.
2) Key topics include the critical role of managers, communication skills, leadership styles, motivation, and delegation.
3) Participants will apply the skills through exploring real employee situations and receiving coaching from others in trios.
Empathic Intervision; A Peer-to-Peer Practice [2nd Ed] - L.W. Niezink & K.J. ...Lidewij Niezink
Leaders and employees agree on the need for empathy in the workplace, yet crucial gaps remain between intentions and implementation. To bridge these gaps, empathy practice in organisations needs to be understood, implemented and studied. In this Ebook we introduce Empathic Intervision, a structured peer-to-peer method to apply empathy in organisation routines. We introduce intervision, combining work and learning, to handle situations, questions and problems with an intent to learn from each other, improve expertise and co-evolve insights and outcomes. We describe how Empathic Intervision supplements the advantages of intervision with five layered empathic capacities: self-empathy, kinesthetic, reflective, imaginative empathy as well as empathic creativity, to aid deeper hearing and understanding and consideration of each other’s perspectives. We contextualize this method within the emergence of practices such as human-centric design, agile self-organizing teams and co-creation with the aim to bridge silos, cross barriers and offer a hands-on practice for organisational development.
Surname 8 nameinstructorcoursedateleadership and team brock73
The document contains summaries of multiple articles on leadership and team-building. It discusses theories and styles of leadership and their relevance to educational management. It also examines the impact of team-building on communication, job satisfaction, and organizational performance based on various studies. Leadership is found to influence organizational culture, innovation, and effectiveness depending on the adopted style. Transactional and transformational leadership styles are identified as important. Team-building is also found to improve interpersonal skills and communication within organizations.
A reflective session on leadership, management, and managing up for the New Jersey Bonner VISTAs. Part of the mid-year retreat, March 2015. With Ariane Hoy and Afnan Rashid, Bonner Foundation.
Facilitative Leadership is an approach that promotes a collaborative, strategic, and effective leadership styles. Drawing on the frameworks from the Interaction Associates, this short workshop for VISTAs in the Bonner Network explored some of the attributes of facilitative leadership including balancing results, process, and relationships and levels of decision making.
The document outlines an 8 milestone program for leading teams to success. It includes milestones such as reflecting on leadership goals, developing a vision for success, understanding team members, and creating a dynamic team environment. Each milestone has associated notes and actions that can be found in an ambition template within the ME+ app. The program guides users through completing actions and tracking progress towards their leadership ambition over the 8 milestones.
I have just finished leading a large organisation and I thought I would share my views on leadership. This is a personal view but hopefully someone will benefit.
Aspen University EDD830 Module 5 Discussion Questioneckchela
This is EDD830 Module 5 Discussion 1, at Aspen University. The post is written in APA format with references: What is the difference between criticism and coaching feedback?
Transformational Leadership 1 Day Workshop
11th February 2014 in Rossett, Chester
Realise the aspirations of your business | Develop the talent of your people
Discover how colleagues who may drive us to distraction could provide the necessary balance within a team...
...and much MUCH more!
The document discusses Aristotle's view that excellence is a habit developed through repeated practice and action, rather than an innate virtue. It states that we become virtuous by performing virtuous acts, and that excellence involves habitual behavior rather than a single act.
The document discusses managing teams and conflicts in IT projects. It identifies several common challenges that teams face, including lack of teamwork, team members not getting along, difficult members to manage, and high turnover. It provides discussion on the impacts of these challenges and suggests actions that can be taken. For example, it recommends implementing joint tasks to address lack of teamwork, assigning shorter term tasks to limit damage from turnover, and devoting meeting time to aimless discussions to improve communication. The overall document focuses on identifying issues IT project teams face and strategies to improve team dynamics and management of conflicts.
This document summarizes a workshop on facilitative leadership skills. The workshop covered creating a personal mission statement, practicing active listening, giving and receiving feedback, participatory facilitation techniques, and leaving a legacy. Participants learned how to actively listen using the EARS model, give positive and constructive feedback using the SHARE model, and facilitate inclusive discussions that honor all points of view. The goal was for participants to gain skills to be effective facilitative leaders.
Camilla Dahle presents a masterclass on building trust in teams and with clients. The presentation covers: creating trust through open communication; understanding team dynamics using models like Tuckman's stages and the Johari Window; the importance of inclusion and seeing all members as part of the team; and using cases to demonstrate how improved communication can help teams perform better even in difficult situations. Attendees participate in exercises to identify challenges and opportunities in their own teams and discuss actions to increase trust through improved collaboration.
Leadership in open source projects involves shouldering responsibility to ensure work gets done without roadblocks. It means communicating a shared vision, coordinating activities, and mentoring others. Effective leadership requires attributes like honesty, fairness, and approachability. Leaders must self-reflect on their strengths and weaknesses, and receive feedback without defensiveness. Mentoring is important for developing skills and norms, with key aspects including setting expectations, giving feedback, and experiential learning.
Why is leadership a key issue in management? eckchela
This is Aspen University (EdD) Module 1 Assignment: Leadership Theory. It is written in APA format, and it has been graded by Dr. Campbell (A): Orlanda - From the first section to the last, I can tell that you truly do understand the importance of scholarly writing and citing. Your well referenced and organized presentation quickly allowed me to enjoy reading your various points that you made concerning managerial and leadership options in regards to effective relationships within an organization. I appreciate your introduction and concluding remarks that helped to tie the assignment together.
For more classes visit
www.snaptutorial.com
The Johari Window emphasizes that we may not be aware of everything that there is to know about
ourselves. Others may know things about us that we just cannot see or are unwilling to admit. One way to
improve our personal relationships is to increase what we know about ourselves and what others know
Based upon the 2008 book by Conyne, Crowell & Newmeyer, called Group Techniques: How to Use Them More Purposefully, the presentation introduces the PGTM model (Purposeful Group Techniques Model) for selecting group interventions. Group leaders are challenged to know just how to deal with each situation until they gain experience and a lot of practice! This model helps group leaders to decide what to do, and the book includes a large number of actual techniques collected in the appendix for ease of use.
Due Finals weekContent 3-4 + cover and refrence page = 5-6.docxsagarlesley
This document outlines the requirements for an individual final paper for an Organizational Behavior course. The paper must be 5-7 pages long, following APA format, and include an introduction, analysis of organizational behavior from a group presentation, compelling and difficult components learned, and how the knowledge can be used in a career. It will be graded on synthesizing course concepts, grammar, spelling, and format. A well-written 7-page paper that cites sources would receive an A. The paper must be completed in Microsoft Word and submitted through Blackboard.
The document discusses building effective teams and the importance of trust. It provides information on key components of trust, developing an understanding of trust's importance for team effectiveness, and the benefits of high trust in organizations. It also discusses characteristics of high-performing teams, such as a shared purpose, values, willingness to share practices, and consistency in approach. Participants are tasked with reflecting on trust within their own teams and schools and identifying actions to strengthen trust and team effectiveness.
Leadership and personal developement on self efficasyPragnya Sahoo
This document discusses improving self-efficacy as the author's career development objective. It analyzes Albert Bandura's theories on self-efficacy, including the four sources of self-efficacy and social cognitive theory. The author applied these theories by gathering past performance feedback, learning from others, receiving encouragement, and managing emotions. Observational learning and changing environments also helped develop self-efficacy. As a result, the author's self-confidence, motivation, and ability to take on challenges increased, positively impacting their career and personal life.
The document provides an overview of a training course titled "Effective People Management". The summary is:
1) The course aims to help managers build strong relationships with direct reports and confidently perform people management responsibilities.
2) Key topics include the critical role of managers, communication skills, leadership styles, motivation, and delegation.
3) Participants will apply the skills through exploring real employee situations and receiving coaching from others in trios.
Empathic Intervision; A Peer-to-Peer Practice [2nd Ed] - L.W. Niezink & K.J. ...Lidewij Niezink
Leaders and employees agree on the need for empathy in the workplace, yet crucial gaps remain between intentions and implementation. To bridge these gaps, empathy practice in organisations needs to be understood, implemented and studied. In this Ebook we introduce Empathic Intervision, a structured peer-to-peer method to apply empathy in organisation routines. We introduce intervision, combining work and learning, to handle situations, questions and problems with an intent to learn from each other, improve expertise and co-evolve insights and outcomes. We describe how Empathic Intervision supplements the advantages of intervision with five layered empathic capacities: self-empathy, kinesthetic, reflective, imaginative empathy as well as empathic creativity, to aid deeper hearing and understanding and consideration of each other’s perspectives. We contextualize this method within the emergence of practices such as human-centric design, agile self-organizing teams and co-creation with the aim to bridge silos, cross barriers and offer a hands-on practice for organisational development.
Surname 8 nameinstructorcoursedateleadership and team brock73
The document contains summaries of multiple articles on leadership and team-building. It discusses theories and styles of leadership and their relevance to educational management. It also examines the impact of team-building on communication, job satisfaction, and organizational performance based on various studies. Leadership is found to influence organizational culture, innovation, and effectiveness depending on the adopted style. Transactional and transformational leadership styles are identified as important. Team-building is also found to improve interpersonal skills and communication within organizations.
A reflective session on leadership, management, and managing up for the New Jersey Bonner VISTAs. Part of the mid-year retreat, March 2015. With Ariane Hoy and Afnan Rashid, Bonner Foundation.
Facilitative Leadership is an approach that promotes a collaborative, strategic, and effective leadership styles. Drawing on the frameworks from the Interaction Associates, this short workshop for VISTAs in the Bonner Network explored some of the attributes of facilitative leadership including balancing results, process, and relationships and levels of decision making.
The document outlines an 8 milestone program for leading teams to success. It includes milestones such as reflecting on leadership goals, developing a vision for success, understanding team members, and creating a dynamic team environment. Each milestone has associated notes and actions that can be found in an ambition template within the ME+ app. The program guides users through completing actions and tracking progress towards their leadership ambition over the 8 milestones.
I have just finished leading a large organisation and I thought I would share my views on leadership. This is a personal view but hopefully someone will benefit.
Aspen University EDD830 Module 5 Discussion Questioneckchela
This is EDD830 Module 5 Discussion 1, at Aspen University. The post is written in APA format with references: What is the difference between criticism and coaching feedback?
Transformational Leadership 1 Day Workshop
11th February 2014 in Rossett, Chester
Realise the aspirations of your business | Develop the talent of your people
Discover how colleagues who may drive us to distraction could provide the necessary balance within a team...
...and much MUCH more!
The document discusses Aristotle's view that excellence is a habit developed through repeated practice and action, rather than an innate virtue. It states that we become virtuous by performing virtuous acts, and that excellence involves habitual behavior rather than a single act.
The document discusses managing teams and conflicts in IT projects. It identifies several common challenges that teams face, including lack of teamwork, team members not getting along, difficult members to manage, and high turnover. It provides discussion on the impacts of these challenges and suggests actions that can be taken. For example, it recommends implementing joint tasks to address lack of teamwork, assigning shorter term tasks to limit damage from turnover, and devoting meeting time to aimless discussions to improve communication. The overall document focuses on identifying issues IT project teams face and strategies to improve team dynamics and management of conflicts.
This document summarizes a workshop on facilitative leadership skills. The workshop covered creating a personal mission statement, practicing active listening, giving and receiving feedback, participatory facilitation techniques, and leaving a legacy. Participants learned how to actively listen using the EARS model, give positive and constructive feedback using the SHARE model, and facilitate inclusive discussions that honor all points of view. The goal was for participants to gain skills to be effective facilitative leaders.
Camilla Dahle presents a masterclass on building trust in teams and with clients. The presentation covers: creating trust through open communication; understanding team dynamics using models like Tuckman's stages and the Johari Window; the importance of inclusion and seeing all members as part of the team; and using cases to demonstrate how improved communication can help teams perform better even in difficult situations. Attendees participate in exercises to identify challenges and opportunities in their own teams and discuss actions to increase trust through improved collaboration.
Leadership in open source projects involves shouldering responsibility to ensure work gets done without roadblocks. It means communicating a shared vision, coordinating activities, and mentoring others. Effective leadership requires attributes like honesty, fairness, and approachability. Leaders must self-reflect on their strengths and weaknesses, and receive feedback without defensiveness. Mentoring is important for developing skills and norms, with key aspects including setting expectations, giving feedback, and experiential learning.
Why is leadership a key issue in management? eckchela
This is Aspen University (EdD) Module 1 Assignment: Leadership Theory. It is written in APA format, and it has been graded by Dr. Campbell (A): Orlanda - From the first section to the last, I can tell that you truly do understand the importance of scholarly writing and citing. Your well referenced and organized presentation quickly allowed me to enjoy reading your various points that you made concerning managerial and leadership options in regards to effective relationships within an organization. I appreciate your introduction and concluding remarks that helped to tie the assignment together.
For more classes visit
www.snaptutorial.com
The Johari Window emphasizes that we may not be aware of everything that there is to know about
ourselves. Others may know things about us that we just cannot see or are unwilling to admit. One way to
improve our personal relationships is to increase what we know about ourselves and what others know
Based upon the 2008 book by Conyne, Crowell & Newmeyer, called Group Techniques: How to Use Them More Purposefully, the presentation introduces the PGTM model (Purposeful Group Techniques Model) for selecting group interventions. Group leaders are challenged to know just how to deal with each situation until they gain experience and a lot of practice! This model helps group leaders to decide what to do, and the book includes a large number of actual techniques collected in the appendix for ease of use.
Due Finals weekContent 3-4 + cover and refrence page = 5-6.docxsagarlesley
This document outlines the requirements for an individual final paper for an Organizational Behavior course. The paper must be 5-7 pages long, following APA format, and include an introduction, analysis of organizational behavior from a group presentation, compelling and difficult components learned, and how the knowledge can be used in a career. It will be graded on synthesizing course concepts, grammar, spelling, and format. A well-written 7-page paper that cites sources would receive an A. The paper must be completed in Microsoft Word and submitted through Blackboard.
From your reflective blogs throughout the semester think about the.docxshericehewat
From your reflective blogs throughout the semester think about the content that was most impactful. You will write one reflective commentary which will include an overview of what you learned. The paper should be approximately 3 pages.
· Introduction—An overview of your paper’s layout (typically one paragraph)
· Overview- Synthesize key concepts that spoke to you covered in the chapters and lectures (not a chapter by chapter synopsis—just overview and integrate key concepts that you covered within
your blogs). (NO MORE THAN ONE PAGE)
· Lessons Learned—What key take away did you gain from this course through the self-
assessments and the discussion board? What best practices did you learn about that you hope to
exercise? What did the self-assessments teach you about yourself?
· Personal Action Plan—How will you apply what you learned from this course? What are your
strengths and weaknesses and how will you work to improve your managerial skills?
The overview and impact section should draw upon what you have learned thus far in the course. It will be helpful to review the chapters before completing this assignment and jot down key take always from lectures and blogs. Your personal action plan should include specific things you will do and work on as a management professional. You should include at least 3 actionable items that you will address over the next year.
MGMT 303: Grading Rubric for Reflective Commentary
Criteria Unacceptable Developing Competent Exemplary
1.Introduction (5 pts)
Content is absent or no clear direction
In part, content lacks full development and direction
Provides descriptive information with supportive structure
Clearly outlines the paper and provides clear direction for reader.
2. Overview of Content (10pts)
Content is absent or understanding of the concepts are not apparent
Attempts to demonstrate understanding of the concepts, but aspects are confused or underdeveloped
Exercises basic analytical skills in determining the key change concepts
Aptly synthesizes the concepts of management; uses high level critical analysis skills supported with convincing arguments
3. Lesson Learned (10pts)
Content is absent or does not address the issues at hand
Identifies, the application of methodologies in practice; analysis is incomplete or unsubstantiated
Thoroughly identifies and compares the application of methodologies in practice; reasoning is defensible
Exhaustively Identifies, compares, contrasts the application of methodologies in practice; exercises critical reflection and conducts comprehensive analysis
4. Personal Action Plan (10pts)
Content is absent or information does not demonstrate understanding of the subject area and no application
Discussion is incomplete; there is limited analytical support for proposed personal action to be taken
Thoughts and ideas are clearly expressed and represent reasonable plan of action
Presents clear and definitive managerial approaches that represen ...
Sheet1Team Ring Toss ResultsRound 1Round 2Total PointsTeam NameDis.docxmaoanderton
Sheet1Team Ring Toss ResultsRound 1Round 2Total PointsTeam NameDistancePayoffDistancePayoffBlue Cheetahs661206Team Gucci82483660The Winners8129384396Big Reds12126938451056s12010576576
Sheet2
Sheet3
Ring Toss
Rules
1.
Each team will choose a team member (the player), who will have 4 official tosses per round.
2.
The same player must toss the rings for all rounds.
3.
Once the player selects a distance and tosses the first ring, all other rings must be tossed from that same distance for that round. Adjustments may be made between rounds.
4.
The player achieves team points according to the payoff schedule (see below).
5.
The player must toss the rings with his/her toes behind the distance line.
6.
The playing field cannot be changed.
7.
Time limits may be imposed by the instructor and must be strictly adhered to or loss of points may result.
Process
A.
Preparation and practice (5 minutes): Teams will come up with a team name to be used throughout this activity. During this time, each team may have 8 practice tosses. Rings may be tossed from any distance during practice.
B.
Round 1: Teams will take their turn in an order determined by number draw.
C.
Caucus (5 minutes): Each team may hold a brief team meeting to reorganize strategy (although the same player must toss the rings each round).
D.
Round 2: Teams will take their turn in the same order as in round 1.
Payoff Schedule
Distance
Payoff
1
1
2
1
3
1
4
2
5
4
6
6
7
8
8
12
9
16
10
24
11
32
12
42
Journal Entries: Format and Grading Criteria
Points: /100 points
Following specific in-class exercises (see Syllabus for Learning Journal Activities) you will choose one of the LJ activities and write a 3-6 page journal entry. This assignment is your way of reflecting and commenting on the experience. The format is designed to mirror the learning process, making you conscious of each element as you work to actively learn from the class or group exercises. The following questions should be used as a guide for structuring your journal entries; however the content of each entry is up to you. That is, which elements of an exercise you choose to address depend upon what you feel was most important, interesting, and/or surprising about the experience.
I. CONCRETE EXPERIENCE Exercise Description: What happened during the experience?
Does this section contain a clear, objective description of the exercise? (e.g., as if describing to others)
Does it contain a subjective description of feelings and perceptions that occurred during the experience?
Does it provide too much irrelevant detail? This section should not be longer than 1-2 paragraphs
II. REFLECTIVE OBSERVATION Themes: Upon further review, what seemed to be happening?
Does this section look at the experience from the different points of view of the major actors involved?
Did you attempt to figure out why the people involved, and you in particular, behaved as they did?
Did you make use of verbal and non-v.
OverviewWrite 10–15 pages in which you consolidate your experien.docxkarlhennesey
The Civil Right Act 1964 is the hallmark of American civil rights movement where it aims to completely ban all forms of discrimination in public places and provide equal rights and opportunities to all citizens. The key aspects of the act include giving equal voting rights, removing discriminatory registration procedures, banning discrimination in employment and public accommodations. It also aims to improve social life for minority communities by creating a just society and positive culture with equal rights and treatment for all. The act was a major milestone in achieving racial equality and justice in the US.
MODULE 1 CASE ASSIGNMENTManaging Individual BehaviorAssignment O.docxclairbycraft
This document provides an overview and instructions for Module 1 of a course on managing individual behavior. Students are asked to complete a case assignment analyzing a personal experience of feeling extremely motivated using Kolb's model of experiential learning. The assignment involves writing a 4-6 page paper with sections on concrete experience, reflective observation, abstract conceptualization, and active experimentation. Students are provided grading criteria and expectations for completing the assignment, which is due at the end of the module. Additionally, students are asked to complete a self-assessment personality test and develop a personal management profile and action plan for a student learning project.
Module 1 - Case
Managing Individual Behavior
Assignment Overview
The cases in this class follow an experiential approach. This means you will reflect on your own experience in an organization and then apply the concepts from the module materials to
think critically
about these experiences and understand them better. The structure of the course and the assignments follow Kolb’s model of the adult learning process, which is discussed on the
Module 1 Home page
. [If you skipped the Module 1--Home page, you should read it now before you attempt to go any further.]
Case Assignment
Think about an experience you have had where you felt extremely motivated. Then, in a 4- page paper, analyze this experience according to the Kolb format below. Each subtitle represents a different section of the paper. You can use the subtitles as headings.
Introduction:
Discuss the topic of the paper and how you will approach it. It is best to write this section after you have written the rest of the paper.
Concrete Experience:
Begin with a specific situation/event. Describe the experience where you felt extremely motivated. Be objective and focus on just the facts: who, what, where, when, and how – similar to how a newspaper article is written -- as if you were composing a newspaper article.
Reflective Observation:
Reflect upon that experience from the multiple perspectives of other people involved or affected in the experience. Step back from the situation, look at the experience from your own viewpoint,
and
the viewpoints of all other parties involved or affected. You want to look at the circumstances surrounding the experience from every relevant perspective. Why was the experience motivating to you? What did others do that increased your motivation? Was the situation (or would the situation) also be motivating to others? (Note: Your discussion of theories and models from your module materials belongs in the following section.)
Abstract Conceptualization:
Use critical thinking skills in order to understand and interpret the experience at a deeper, more generalizable level. Interpret and understand the events you have described by drawing on the concepts, theories, and models in the background material from this module. What behavior patterns can you identify in yourself and others that are similar to the ones described in the material on motivation, values, and/or goals? How do these concepts and principles explain
why
you were motivated? What general principles of motivation can you derive from this analysis? Be sure to cite all references to concepts, ideas, and quotes you use that come from any outside source. Be sure to apply
at least
three concepts, theories, and/or models and cite all references to concepts, ideas, and/or quotes that you use from any outside source.
[This Abstract Conceptualization section is the “heart” of your paper. Using critical thinking skills, provide a clear, specific discussion on the logic, theories ...
This document provides an overview of classroom assessment. It defines classroom assessment as formative rather than summative, involving practical classroom activities and dialogue between teachers and learners. It discusses three key types of classroom assessment: providing feedback on tasks, effective questioning, and self-assessment and peer-assessment. The document emphasizes that classroom assessment should focus on supporting learning, help learners understand goals and progress, and help teachers improve instruction. It provides examples of techniques for each type of assessment.
This document provides an overview of a leadership course. It includes sections on self-leadership, interactive exercises, and course logistics.
The document begins with introductions to course sections and an overview of the course agenda, which includes an intro discussion, an activity on pandemic leadership, self-leadership science, and next steps. It then covers topics like the importance of authenticity and transparency in leadership. Data is presented showing that leadership matters for team and organizational outcomes.
The document concludes with details on course assessments, learning groups, and an interactive exercise analyzing leadership during the pandemic. Students are asked to consider challenges leaders faced and how they could better support leaders and develop their own leadership skills.
This reflective essay discusses what the writer has learned during their first semester module. The writer focuses on developing critical analysis skills as a psychology student and covering various topics through their coursework, including counseling skills, study skills, developmental psychology, and biological and cognitive psychology. The writer reflects on peer feedback received during an eight-week writing course, highlighting how it helped them select a topic, understand different perspectives, and learn additional writing strategies to improve their work.
Biology 112 Spring 2016
Scientific Journal Article Critique
Each time you evaluate an article, you will complete Part I and Part II. You will submit on a typed hardcopy Part I., and Part II on the due date listed in your syllabus.
Part I.
1. Skim the article (take light notes)
· Read the abstract. The abstract informs you of the major findings of the study, and the importance.
· What is the big picture of the study (this is done as you read the article)
· Record terms or techniques you are not familiar with.
· Include questions to parts of the article you do not understand.
· If you are unfamiliar with concepts discussed throughout the article, then perform a Google search.
2. Re-read the article
· Go to the Materials and Methods and Results section, and ask the following questions within each section
· Was the study repeated? (You should know why a study must be repeated. If you do not know ask Prof. Olave or Dr. Bignami ASAP)
· What was the sample size? Is this representative of a large population?
· What were the variables? Controls?
· What factors might affect the outcome (according to the investigators)
· Interpret the data within each figure without looking at the text. Once you have done this, then read the text.
· Understand the purpose of the Materials and Methods
3. Preparing to summarize the article:
· Describe the article in your own words first. Can you explain to a friend without looking at your notes? If not, then most likely you do not understand. Go over your notes again.
· What was the purpose of the study?
· A reader who has not read your article must understand your summary.
4. Write a draft of your summary:
· Begin to write the article without looking at your notes. If you choose to look at your notes, then you may not understand the article, and may unintentionally plagiarize.
· Ask yourself the following questions to write your summary (without looking at your notes) in your own words:
· What was the purpose of the study?
· What questions were asked?
· How did the study address these questions?
· What assumptions did the author make?
· What were the major findings?
· What questions are still unanswered (according to the authors of the article)
Part II. Critical Review and Assessment of the Article
· In your summary, include your own analysis and evaluation of the article.
· Do not include personal opinions
· Use professional language. For example:
Common language: Dipodomys merriami is a kangaroo rat that has a longer Loop of Henle, and this helps it survive better in the desert by retaining more water.
Professional language: A longer Loop of Henle in Dipodomys merriami allows for greater water absorption, an adaptation that has led to survival in an arid environment.
· How did this study answer questions proposed in the introduction section of the paper?
· Include the limitations of the study:
· Does the data support the co ...
OL 328 Milestone Two Rubric This milestone will explo.docxvannagoforth
OL 328 Milestone Two Rubric
This milestone will explore the practices of Challenge the Process and Enable Others to Act, which you learned about in Modules Four and Five. Factoring in the
feedback from Milestone One and using your leadership development action plan, address the following:
Analyze how you will use the Challenge the Process and Enable Others to Act practices to improve the three leadership areas that you selected in
Module One.
Select one leadership theory you reviewed in this course and analyze how it will help you with the leadership areas you selected.
Note: The following leadership theories were initially discussed in the module 2 resources: transformational, authentic, and servant leadership.
The following leadership theories were initially discussed in the module 3 resources: situational, contingency, and path-goal.
Guidelines for Submission: Submit assignment as a Word document with double spacing, 12-point Times New Roman font, and one-inch margins.
Critical Elements Proficient (100%) Needs Improvement (70%) Not Evident (0%) Value
Leadership Areas of
Improvement: Challenge
the Process and Enable
Others to Act
Analyzes how the Challenge the Process
and Enable Others to Act practices can
improve the leadership areas, with real-
world examples as support
Analyzes how the Challenge the Process
and Enable Others to Act practices can
improve the leadership areas, but the
connection is vague or support does not
include real-world examples
Does not analyze how the Challenge the
Process and Enable Others to Act
practices can improve the leadership
areas
35
Leadership Theory
Applied: Challenge the
Process and Enable Others
to Act
Analyzes how the selected leadership
theory can improve the leadership areas,
with real-world examples as support
Analyzes how the selected leadership
theory can improve the leadership areas,
but the connection is vague or support
does not include real-world examples
Does not analyze how the selected
leadership theory can improve the
leadership areas
35
Articulation of Response Submission has no major errors related to
citations, grammar, spelling, syntax, or
organization
Submission has major errors related to
citations, grammar, spelling, syntax, or
organization that negatively impact
readability and articulation of main ideas
Submission has critical errors related to
citations, grammar, spelling, syntax, or
organization that prevent understanding
of ideas
30
Earned Total 100%
Sheet1Rubric for the final assignmentMaxStudentSubmitted on time203 kanban boards were created45WIP limits were indicated15Work states and team size were indicated201000
s
14.5
Efficiency: 17.4%
Value Stream 1
Value Stream 2
Value Stream 3
2 hrs 5 hrs 5 hrs
1 hr 0.5 hr 13 hrs
12
1 day
7 days
160
15
Efficiency: 1068%
Pareto Diagam
Day cycle = 8 hrs
36
59
Efficiency: 61.01%
1 hrs
4 hrs
2 hrs
1 hr
3 days
4 hrs
3 ...
This document provides an overview of the first session of a module on personal and professional development. It introduces the module's focus on improving communication, teamwork skills, and understanding values in healthcare contexts. Students are advised to take reflective notes throughout the module for assessments. Exercises are used to get students acquainted with each other and discuss goals and learning from a prior module. The main assessment involves undertaking a real-world team exercise and submitting a group report. An initial scenario tasks students with understanding their role in developing multi-disciplinary teams as part of an integrated care system.
The document reflects on the author's leadership style through several sections. It begins by defining leadership and outlining the author's personal leadership assets like taking feedback and using different conflict resolution approaches. It then details a personal action plan to develop areas like flexibility, delegation, and time management. The author discusses how textbooks informed their style, focusing on developing skills suggested in readings. In conclusion, the author reflects on challenges of self-reflection but values feedback to grow professionally.
This document provides an overview of a presentation on reflective writing. It defines reflective writing as focusing on personal experiences and questioning beliefs and knowledge. The document outlines different purposes for reflective writing, such as for professional development, critical thinking, and processing experiences. It also discusses challenges of reflective writing and provides a framework and examples. One example reflective journal entry describes a situation, analyzes factors, and links it to leadership theory. The document concludes with a checklist for evaluating reflective writing.
ASSESSMENT 1Identify, contact, and engage a real-life group o.docxdavezstarr61655
ASSESSMENT 1:
Identify, contact, and engage a real-life group or team that you can work with in two sessions to conduct a team development exercise. Then, write a team development plan and post-session summary based on your first completed team session.
Assessments 1 and 3 in this course will allow you to:
· Demonstrate your ability to facilitate a team in building capacity towards becoming a learning organization.
· Analyze the use of specific change management learning disciplines in a team setting.
These two assessments will be based on a pair of team development sessions that you will facilitate with a real-world group of about five individuals.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
· Competency 1: Apply change management interventions.
. Describe a team development exercise used with a team, based on a relevant learning discipline.
. Describe a team development experience based on a relevant learning discipline.
. Explain lessons learned for chosen discipline and group dynamics.
· Competency 2: Analyze applications of change management principles.
. Define change management and change management principles.
. Explain the learning disciplines of personal mastery, mental models, and shared vision.
. Explain the process used to select a learning discipline and the rationale for its selection.
. Explain successful and unsuccessful aspects of team development.
. Explain lessons learned for planned and unplanned team facilitation journeys.
Submit your first team exercise plan and post-session summary based on your completed team session.
Plan your first team exercise and write a team development plan for your first session. Your exercise for this session should be based on one of the following three disciplines identified by Senge:
· Personal mastery.
· Mental models.
· Shared vision.
Facilitate the first team development session, addressing the following:
· Define change management and the first three disciplines: personal mastery, mental models, and shared vision.
· Explain the learning discipline you have chosen and why it is important.
· Explain how you will use the organizational team development material (the exercise) during the session.
· Briefly introduce the problem or issue the team will work through, using the exercise.
· While conducting the exercise, take copious notes. Record the session, if possible.
Write a post-session summary based on the completed experience. Include the following in your assessment:
1. Define change management and change management principles.
2. Explain the three learning disciplines that you examined for this assessment: personal mastery, mental models, and shared vision.
3. Describe the organization of the team you have selected for your assessment and identify the sector of the organization (non-profit, government, business, or industry). If you will not be working with employees of an organization.
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The document provides an overview of an academic writing workshop for a graduate certificate in nursing. It outlines the topics that will be covered, including a review of the previous workshop, time management for assignment writing, paragraph structure, and making a paragraph plan. Examples of an academic paragraph are analyzed in detail. The document concludes by explaining the expectations for students' assignments, which should include citations and be written in multiple paragraphs addressing given scenarios.
The document discusses academic writing style. It outlines the "4 Cs" of academic writing: concise, credible, clear, and correct. Concise writing avoids unnecessary words. Credible writing cites authoritative sources. Clear writing uses simple language and structure. Correct writing follows formatting conventions. The document also contrasts features of academic versus non-academic writing styles using examples. Academic writing is evidenced-based, avoids first/second person pronouns, and flows logically between sentences.
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Writing findings & discussion chapters for qualitative theses.pdfMartin McMorrow
This presentation was designed for postgraduate students at the University of Notre Dame Australia. It provides advice on how to write findings and discussion chapters for theses based on qualitative research.
This presentation is intended for students of the Bachelor of Nursing at the University of Notre Dame Australia. It focuses on the first two assessments in NURS 1018: an annotated bibliography and a report.
Studying at Australian & NZ Universities for i-Kiribati studentsMartin McMorrow
This document provides information about applying for university in New Zealand and Australia. It outlines the structure of a typical bachelor's degree program, including that degrees usually take 3 years, are split into semesters, and require passing a certain number of credits. The document then discusses the application process for Australian and New Zealand scholarships, noting different deadlines, requirements to choose courses from multiple universities, and word limits for supporting statements on skills, challenges, and relevance to Kiribati's development. Finally, it lists the key steps to take in the application process.
These slides were prepared for a workshop for teachers at King George V & Ellaine Bernacchi School in Kiribati. The presenter was Martin McMorrow, who was an English language advisor at the school in 2019 under the auspices of VSA (Volunteer Service Abroad), New Zealand.
Masters of Applied Social Work academic writing orientation 2018Martin McMorrow
KIA ORA from the NCTL
This document provides information about an orientation quiz and tips for MaSW writing. It begins with details about joining an orientation quiz using Kahoot, including entering a game pin and nickname. It then lists 10 tips for MaSW writing, such as using NCTL online resources, treating study like a job, starting assignments early, and learning APA referencing style. Key information is concisely summarized while maintaining the overall context and purpose of the document.
Writing up results and discussion for qualitative researchMartin McMorrow
This document provides guidance on writing the results and discussion chapters for qualitative research theses. It discusses styles for presenting qualitative results and analysis in a way that makes sense based on the research aims, methods, and theoretical framework. The results should be organized selectively around themes or chronologically and include evidence from the data to support interpretations. Pseudonyms or codes should be used to refer to participants. The discussion chapter should locate findings in the broader context of existing literature and theory, and discuss implications. Both chapters should have clear introductions to guide the reader and remind them of the research questions. The findings and discussion may be organized in parallel thematic sections.
Writing results and discussion chapters for quantitative researchMartin McMorrow
This document provides guidance on writing the results and discussion chapters for quantitative research theses. It discusses the structure and style of these chapters, including how to present tables and figures, summarize results, and compare findings to previous research. Examples are given from published theses. Resources for thesis writing are also listed, such as referencing guides, counseling services, and online phrasebooks.
This document provides guidance for students on completing two parts of Assignment 3 for a university course. For Part 1, it recommends structuring a 1500-word report in 4 sections with 10 paragraphs and tips for an objective writing style using examples. For Part 2, it suggests including biographical information, reasons for entering the profession, and challenges in an introductory page along with reflecting on competency development with examples and goals. Additional resources and support services from the university's Center for Teaching and Learning are also listed.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
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Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
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A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
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6. Suggested Journal Structure
Introduction (one or two paragraphs)
Vignette 1 (four paragraphs)
Vignette 2 (four paragraphs)
Vignette 3 (four paragraphs)
Conclusion (two or three paragraphs)
7. Suggested structure for each vignette
Story of a leadership experience (1 paragraph)
Analysis of the leadership experience (1
paragraph)
Critical discussion of the leadership experience (2
paragraphs)
8. TASK 1: Story of a
leadership experience
You will reread the leadership story from week 1.
But two of the elements of the story are missing.
Identify the two missing elements.
9. I was Training Manager of an organisation in London. There were 10 trainers in
my team. I developed a new assessment system, based on 10 different criteria
that trainees had to achieve. For each criterion, they received 0, 1, or 2 points
– adding up to a maximum of 20. Any student who received 12 points or more
out of 20 passed. I piloted this new system myself with a group of trainees and
it worked like a dream. I made a few minor improvements and then presented
the improved system to the other trainers, expecting them to adopt it
immediately and enthusiastically. Instead, they complained that they found the
new system confusing and time-consuming and continued to assess the
trainees in their own way. I felt frustrated and disappointed that they couldn’t
see the obvious logic of the new system and that I was powerless to make
them.
10. Typical elements of a story
Context
Issue / Challenge / Problem
Response
Outcome
Evaluation is an optional extra element
11. The missing elements were:
Issue / Challenge / Problem
Outcome (this was incomplete)
Evaluation
12. I was Training Manager of an organisation in London. There were 10
trainers in my team. I was concerned about the way they assessed the
trainees’ projects. Too many trainees were failing and some complained
that they didn’t understand why. As Head of Training, I saw it as my duty to
solve this problem. So, I developed a new assessment system, based on
10 different criteria that trainees had to achieve. For each criterion, they
received 0, 1, or 2 points – adding up to a maximum of 20. Any student
who received 12 points or more out of 20 passed. I piloted this new system
myself with a group of trainees and it worked like a dream. I made a few
minor improvements and then presented the improved system to the other
trainers, expecting them to adopt it immediately and enthusiastically.
Instead, they complained that they found the new system confusing and
time-consuming and continued to assess the trainees in their own way. I
felt frustrated and disappointed that they couldn’t see the obvious logic of
the new system and that I was powerless to make them. A short while
later, I resigned. It made me wonder if I was really ‘leadership material’.
context
problem
response
outcome
evaluation
14. An analysis of experience
Establishes a new perspective on the experience
Suggests possible causes and effects
Identifies issues for further investigation
Raises significant questions
15. TASK 2: Analysis of an
experience of leadership
Read this analytical paragraph based on the story
you have read (in task 1)
How effectively does it analyse the experience?
16. This experience highlights the ‘inert conservatism’ of organisations (Brown,
2003, p. 24). This was what caused the other trainers to reject the innovation
and continue to use the old assessment system. Conservative organisational
cultures are common in contexts where both the internal and external
environments are stable (Smith, 2004). Organisational culture can be
measured according to the extent to which the values, beliefs and practices
are in alignment (Jones, 2003). Conservative organisational cultures are
characterised by ‘groupthink’. This phenomenon means that members share
common beliefs and values. However, as a result, they are resistant to
change (Evans, 2001). Organisations need to encourage diversity in
recruitment and provide channels for divergent options in order to avoid the
limitations of groupthink. Effective strategies include Edward de Bono’s ‘six
hats’ approach to meetings. This encourages members to approach issues
from six different perspectives so that they avoid closing off their decision-
making process before they have had a chance to fully consider the various
aspects of the problem (Bennett, 2010).
17. Although this is well written, it is NOT an
effective analysis of experience because …
• there’s too little about the experience
• the claims it includes about the problem and solutions are
too absolute; reflection means NOT jumping to
conclusions
• the paragraph raises no questions for further investigation
• it is closed, where it needs to be open; if you know
it all, you have nothing to learn!
18. TASK 3
Read another analytical paragraph based on the
story you have read (in task 1)
Identify the ways it successfully analyses the
experience.
19. It was clear to me at the time that this was not a successful attempt at change
leadership. But back then, my response was to personalise the failure in terms of my
own shortcomings and those of my colleagues. What I did not have was a clear
concept of leadership roles and methods or a framework for leading changes (such
as Tamworth, 1996). In retrospect, my story seems very much focused on myself as
the originator and implementer of each of the few stages my story included. It makes
me ask, ‘What kind of leader was I, and why? Another thing that strikes me looking
back on this experience is my dependence on the rationality of my project alone.
Even now, it convinces me. Why didn’t it convince my colleagues? Lastly, that word
‘powerless’ stands out. How can one be a leader and at the same time, ‘powerless’.
It begs the question: Can one be a leader without power? Indeed, if not from the
leader, where can the power be found to drive forward the difficult process of
change?
21. Issues and questions which are raised in the analysis should be:
relevant to your story (i.e. related to the context, problem, response or
outcome).
related to significant issues in Change Leadership (e.g. power, role of
leader, leadership style, stages in leading a change, gender).
truly problematic (i.e. not simple, not fully understood).
different from the issues and questions in your other two vignettes.
23. Establishing a new perspective
to comment on your past understanding:
• Back then / At the time / What I did not have was …
to comment or introduce questions based on your present understanding
of what happened:
• In retrospect / Looking back (on this experience) …
24. Raising significant questions
• It makes me ask, ‘What kind of leader was I, and why?’
• How can one be a leader and at the same time, ‘powerless’?
• It begs the question: Can one be a leader without power?
• Indeed, if not from the leader, where can the power be found to drive forward
the difficult process of change?
25. Identifying problematic issues
• What I did not have was a clear concept of leadership roles and methods
or a framework for leading changes.
• My story seems very much focused on myself as the originator and
implementor of each of the few stages my story included.
• Another thing that strikes me … is my dependence on the rationality of
my project alone.
• Lastly, that word ‘powerless’ stands out