Art 126: Introduction to the Visual Arts Fall 2014
Paper Assignment 2: Reflection Essay
This assignment is about contemplating and reflecting upon your connection to one of the works we have
viewed this semester. Choose one work that we have discussed in class, and write a short essay discussing why
you were drawn to this work. It can be something you find particularly beautiful or ugly, something that
satisfies/challenges you intellectually, or something with which you feel a personal connection.
These questions are designed to guide you as you think about how to write this essay:
Why did I choose this particular work? Do I find it thought-provoking? Beautiful? Ugly? What aspects of
the work have elicited this response? Does it make me "think" (appeal to my intellect) or "feel" (appeal
to my emotions)? A little of both, perhaps?
Do not feel as though you need to reveal personal information about yourself in this essay. You can write
about something that appeals to you on an intellectual level.
Even if you choose something that appeals to your emotions, you must provide a critical analysis of how and
why this object speaks to you. A key part of this assignment is to discuss the artist’s intention in creating the
work. Attempt to view it from their perspective. What were they trying to convey?
The first page of your paper should have the following heading:
This paper is a personal reflection, but it should be coherently written and organized. Your paper should be
400–500 words, typed, double spaced, normal margins, in a standard font such as Times Roman, size 12.
Electronic Submission:
The paper must be submitted online through Blackboard by 11:59 p.m. on Thursday, November 13. Late
papers will be marked down 10 points for every day they are late.
Here are the instructions for submitting your paper through Blackboard.
1. Click on Assignments (on the menu list at the left)
2. Click on “Paper Assignment 2” at the very top
3. Scroll down to “browse my computer”
4. Select the file for your paper and upload
5. Click submit
The file formats supported by the inline grading system are Word (.doc/.docx) and PDF. I would greatly
appreciate it if you would use one of these file formats. Pages and ODT are acceptable but not preferred.
Please do not upload a zipped file.
Name Artist/Culture
Date Title
ART126: Paper Assignment 2 Date
Self- Assessment Paper
Estimating Your Locus of Control
Self-Assessment 2.10 is about your beliefs on jobs. I strongly believe that a job is what you make it, but I also realize that there may be different circumstances. I was always told and believe that you can do whatever you set your mind to do. I do believe that you should choose a job that you think you will enjoy and not just a job that will pay the bills. You have to have the right attitude about it.
I slightly agree that you can get a job by who you know. It helps if you are well talked about among other employees. Employees and Managers want someone that they ca ...
The document discusses the concept of being proactive. It states that when people are proactive, they make good choices in how they respond to situations with a calm attitude. They are prepared for what may happen and do things to help ensure positive outcomes. When things do not go their way, proactive people remain calm rather than becoming unhappy. It also distinguishes between things people can and cannot control in their lives.
How to break down barriers to give more feedback at workQuynh Nguyen
You are motivated to give more feedback to help your colleagues grow, but you often find yourself not doing it. There seems to be visible barriers that stops you giving feedback. Understand what they are, so you can break through and start growing with the people you value.
Leadership A Transferrable Skill - Part DSelf-Reflected Summa.docxsmile790243
Leadership: A Transferrable Skill - Part D
Self-Reflected Summary of Current Leadership Strengths and Development Needs (16% of project grade)
Employers are very interested in an applicant’s ‘people skills’ such as communication, interpersonal abilities, multi-culture sensibility, teamwork, and leadership. These are considered transferrable skills (applicable to any job, in any company, in any industry). Because your education/degree is generally proof of your technical skills, interviewers will generally ask a few, very direct questions (easily answered) about what you can actually do; and many, indirect and obtuse questions (harder to answer) about your people skills and personal attributes (integrity, dependability, etc.). Often these questions are direct, and ask you to state and explain your ‘strengths and weaknesses’ – so – the smart (and well-prepared) interviewee has already thought about how to answer this question.
Overview of Individual Project Part D – Self-Reflected Summary
The purpose of Part D is to assist you in not only answering the tough interview questions (what are your strengths and weaknesses) but in also phrasing your answers to highlight your leadership skills and abilities (a transferrable skill that every business organization needs).
To this end, Part D consists of completing a final insight/self-assessment (located at the end of this document); taking a second look at your Part B and the previous fifteen (15) insight assessments; and then submitting a 2-4 page reflective summary of your leadership orientation, your 3 or 4 current leadership strengths, and your 2 or 3 leadership skills, abilities, and/or traits that you believe you need to further develop to become an effective leader.
Explanation of Requirements and Evaluation Criteria for Part D
1. IMPORTANT – go back and re-read the twelve (12) reflective summaries you have submitted for the (15) insight assessments you should have completed for Part A (each insight was related to a different leadership competency and/or aspect of leadership) and the assessments and summary of your Part B (the summary was used to identify your current leadership strengths and development needs).
2. Then complete Insight 12.3 (located at the end of this document) assessment tool and reflect upon what it tells you about your leadership orientation and potential strengths-weaknesses as an effective leader.
3. Based upon all of your reflections, write a 2 - 4 page, double-line spaced summary in 12 pt. Times New Roman font, with the bolded title of Reflective Overview of My(meaning your)Leadership Skills and Abilities, followed by you name on the next line. Your summary should provide the reader (meaning the instructor) an overall picture/explanation of your current leadership strengths (3 or 4) and the areas/competencies you feel require further development (2 or 3).
Mostly true even 6
Mostly true odd 5
Leader’s Self-Insight 1.2
The high score for being a le ...
How to Boost Your Career Through Negative FeedbackEnergyCAP, Inc.
This presentation discusses ways to tap into the possibilities for career advancement by recognizing and responding appropriately to the feedback situations in your life.
Drawing on insights from authors Douglas Stone, Sheila Heen, and Brene' Brown, Chris Heinz focuses on the powerful role of the responder in a feedback conversation.
Learn how to:
- Recognize different types of feedback
- Identify triggers that can impact a feedback situation
- Understand the story you may be telling yourself
- Adopt a growth mindset
- Navigate the feedback conversation
Empower yourself through an understanding of the feedback process, pitfalls and potential.
Step 1 Think about the questions below and briefly explain them.docxrafaelaj1
Step 1: Think about the questions below and briefly explain them in the space below
What do you do best? I consider myself a great listener, providing rationale responds and answers.
What do you value most? I value my character first, then my family and real friends are valued tremendously.
When are you most effective at impacting people? At work, when I am handling my calls or emails on some high issues that arise. I’m a great problem solving, reaching agreements that both side love and appreciate.
When are you most satisfied with your work? When I know I have completed and ensured everything possible to create a better outcome of any issue that may come across to handle.
What kind of legacy do you want to leave behind? I hope I leave one, that everyone can say that I was always a go getter and enjoyed life to its fullest. Trying new things and never giving up on my dreams.
Step 2: Complete the table below. (Try to list 10 things per column.)
What I Care About
What I’m good at
Things I’d like to change
· My life
· Family
· Friends
· Happiness
· My health
· My job
· Exercise
· Time
· Character
· My future
· Listening
· Helping others
· Managing groups
· Being a sister
· Being a best friend
· Softball
· Swimming
· Learning
· Listening
· Cooking
· Racism
· Gun Violence
· Injustice among race
· Bullying
· Shortage of job
· Abandon babies
· College tuition
· Equality for everyone
· Stereotyping
· Sentencing of court cases
Step 3: Using the information above, write a draft of your purpose statement in the box below. (Remember to check the Quick Guide to Crafting Your Purpose Statement for a template and tips.)
Write your draft Purpose Statement below.
My purpose is to use my inspiration of overcoming life struggles to help others to achieved their life dreams.
No pressure! Remember this is only your first draft. It is not set in stone. As you learn more about yourself throughout this course, you will be able to update and refine this statement.
Note: This first draft will later evolve into your final purpose statement and will be used in your Personal Development Gameplan, which is due in Week 10.
2 | Page
Assignment 1: Understanding Your Values
Due week 3and worth 100 points.
“If you're going to build a great career, you had better have a strong foundation. It all comes back to the priorities and the values that you have in life. - Coach Gibbs
Understanding Your Values Worksheet
PART 1 IDENTIFY YOUR VALUES & GROUPS OF INFLUENCE
In the article What Self-Awareness Really Is (And How to Cultivate It) author Tasha Eurich states that “Research suggests that when we see ourselves clearly, we are more confident and more creative. We make sounder decisions, build stronger relationships, and communicate more effectively.” This worksheet will help you do just that.
In the table below, each row represents a group (past or present) that has influenced your values. Examples of these groups are your famil.
Assignment Please follow instructions and no late work. You can a.docxbraycarissa250
Assignment: Please follow instructions and no late work. You can answer 1 to 2 sentences for each value and principle.
No Plagiarism. The Personal Values survey you will need is attached.
· After taking the Personal Values Survey and reflecting on your results, determine the three character traits for which you scored highest.
· Then, rephrase them as values that are relevant to you in your professional and personal life. For instance, if one of your strongest character traits is “critical thinking,” your value statement might be: “I value thinking critically about situations in my life.”
· For each of your top three values, identify three principles that emanate from each one (you will have a total of nine principles). For instance, if your value statement is “I value thinking critically about situations in my life,” your principle might be: “It is important to fully understand a situation before making a decision.”
· Finally, create a goal that aligns with a principle you have identified. For example, if your principle is, “It is important to fully understand a situation before making a decision,” then your goal might be: “Evaluate career opportunities in my city.”
WMBA 6000: Dynamic LeadershipPersonal Values Survey
Each of the value categories listed below represents both a value and a personality strength. For example, “wisdom and knowledge” are values that you may embrace and strive for in your life through formal education and through learning what you can from your colleagues and family. At the same time, these are also strengths that you might leverage in your relationships as well as in the workplace.
The items under each value category are similar in that they could be considered both strengths and values, but think of them predominantly as strengths when you complete this survey. Ask yourself: To what extent is each of these a part of my personality?
Address each of the questions below by circling the number that best applies. Use the following scale when choosing the number:
1 = Not part of my personality at all
2 = Slightly a part of my personality
3 = Somewhat a part of my personality
4 = Very much a part of my personality
5 = Completely a part of my personality
Personal Values Survey
Value 1—Wisdom and Knowledge: Cognitive strengths in this value category entail the acquisition and use of knowledge.
Creativity
1 2 3 4 5
Thinking of new ways to do things is a crucial part of who you are. You are never content with doing something the conventional way if a better way is possible.
Curiosity
1 2 3 4 5
You are curious about everything. You are always asking questions, and you find all subjects and topics fascinating. You like exploration and discovery.
Love of Learning
1 2 3 4 5
You love learning new things, whether in a class or on your own. You have always loved school, reading, and museums—anywhere and everywhere there is an opportunity to learn.
Open-Mindedness
1 2 3 4 5
You value judgment, c ...
A minimum of 100 words each and References Response (#1 – 6) KEEP .docxronak56
A minimum of 100 words each and References Response (#1 – 6) KEEP RESPONSE WITH ANSWER EACH ANSWER NEED TO HAVE A SCHOLARY SOURCE with a Hyperlink
Make sure the Responses includes the Following: (a) an understanding of the weekly content as supported by a scholarly resource, (b) the provision of a probing question. (c) stay on topic
1. The relationship between a servant and leadership is paradoxical but achievable. According to Dierendonck & Patterson (2010), “the central meaning of it was that the great leader is first experienced as a servant to others”. This allows an individual to not only work their way from the bottom but learn humility on the way to the top. As they work their way through different stages or hierarchy of a job they learn the value and appreciate it. These individuals will make an impression on others because their driving force is to serve others and are focused on leadership, management service and personal growth (Dierendonck & Patterson, 2010).
2. Servant leadership could be viewed as a paradox because the perception about the two words individually is that they would be opposites. A servant is someone that is at the bottom of the food chain, so to speak. Someone who does not make decisions, but is told what to do and has little to no say in the matter. A leader on the other hand is at the front of the organization. They are someone who makes the decisions and delegates work for others to do. Because individually these two roles are so different someone could find the phrase servant leadership ironic before really sitting down and thinking about what the phrase means as a whole.
3. Servant Leadership on paper is a paradox, yes. While the dictionary definitions of each word of the phrase 'Servant Leader' may seem opposites, when combined into a phrase they are a proven type of leadership, which leads by serving rather than controlling. When acting as a servant leader, one focuses on the needs of others, putting them in a higher regard than your own needs. It is important for a servant leader to have empathy and listen to their team members. A servant leader supports their team, focusing on building and enriching a community rather than just focusing on deadlines and goals. A traditional leader who does not employ a servant leadership lifestyle is often seen as selfish. They view themselves as exclusively then one who's in charge, and do not take advantage of the benefits of active listening to their team or hearing their input. Unfortuantely, often times in this leadership mentality, the credit for ideas that the group comes up with is awarded exclusively to the leader.
In the long term, as servant leadership is highly effective. Servant leadership leads to trust, good relationships, and a good working environment. No one wants to work in an unhealthy work environment or under the leadership of a workplace 'tyrant', so servant leadership increases productivity as well. One example of the effectivness of servant l.
This document provides leadership lessons from Christine Y. Cruzvergara's experience as a leader. It discusses 5 key lessons:
1) Repetition builds reputation - leaders are defined by their daily actions, like how they treat others, more than big accomplishments.
2) Strive to respond, not react - take time to thoughtfully respond to situations rather than immediately reacting, which builds trust.
3) Your people are your most important resource - invest in your team by learning about them and their needs.
4) Hiring is important - take time to find the right fit for open roles rather than settling for less.
5) Authenticity is best - adapt lessons to your own style
The document discusses the concept of being proactive. It states that when people are proactive, they make good choices in how they respond to situations with a calm attitude. They are prepared for what may happen and do things to help ensure positive outcomes. When things do not go their way, proactive people remain calm rather than becoming unhappy. It also distinguishes between things people can and cannot control in their lives.
How to break down barriers to give more feedback at workQuynh Nguyen
You are motivated to give more feedback to help your colleagues grow, but you often find yourself not doing it. There seems to be visible barriers that stops you giving feedback. Understand what they are, so you can break through and start growing with the people you value.
Leadership A Transferrable Skill - Part DSelf-Reflected Summa.docxsmile790243
Leadership: A Transferrable Skill - Part D
Self-Reflected Summary of Current Leadership Strengths and Development Needs (16% of project grade)
Employers are very interested in an applicant’s ‘people skills’ such as communication, interpersonal abilities, multi-culture sensibility, teamwork, and leadership. These are considered transferrable skills (applicable to any job, in any company, in any industry). Because your education/degree is generally proof of your technical skills, interviewers will generally ask a few, very direct questions (easily answered) about what you can actually do; and many, indirect and obtuse questions (harder to answer) about your people skills and personal attributes (integrity, dependability, etc.). Often these questions are direct, and ask you to state and explain your ‘strengths and weaknesses’ – so – the smart (and well-prepared) interviewee has already thought about how to answer this question.
Overview of Individual Project Part D – Self-Reflected Summary
The purpose of Part D is to assist you in not only answering the tough interview questions (what are your strengths and weaknesses) but in also phrasing your answers to highlight your leadership skills and abilities (a transferrable skill that every business organization needs).
To this end, Part D consists of completing a final insight/self-assessment (located at the end of this document); taking a second look at your Part B and the previous fifteen (15) insight assessments; and then submitting a 2-4 page reflective summary of your leadership orientation, your 3 or 4 current leadership strengths, and your 2 or 3 leadership skills, abilities, and/or traits that you believe you need to further develop to become an effective leader.
Explanation of Requirements and Evaluation Criteria for Part D
1. IMPORTANT – go back and re-read the twelve (12) reflective summaries you have submitted for the (15) insight assessments you should have completed for Part A (each insight was related to a different leadership competency and/or aspect of leadership) and the assessments and summary of your Part B (the summary was used to identify your current leadership strengths and development needs).
2. Then complete Insight 12.3 (located at the end of this document) assessment tool and reflect upon what it tells you about your leadership orientation and potential strengths-weaknesses as an effective leader.
3. Based upon all of your reflections, write a 2 - 4 page, double-line spaced summary in 12 pt. Times New Roman font, with the bolded title of Reflective Overview of My(meaning your)Leadership Skills and Abilities, followed by you name on the next line. Your summary should provide the reader (meaning the instructor) an overall picture/explanation of your current leadership strengths (3 or 4) and the areas/competencies you feel require further development (2 or 3).
Mostly true even 6
Mostly true odd 5
Leader’s Self-Insight 1.2
The high score for being a le ...
How to Boost Your Career Through Negative FeedbackEnergyCAP, Inc.
This presentation discusses ways to tap into the possibilities for career advancement by recognizing and responding appropriately to the feedback situations in your life.
Drawing on insights from authors Douglas Stone, Sheila Heen, and Brene' Brown, Chris Heinz focuses on the powerful role of the responder in a feedback conversation.
Learn how to:
- Recognize different types of feedback
- Identify triggers that can impact a feedback situation
- Understand the story you may be telling yourself
- Adopt a growth mindset
- Navigate the feedback conversation
Empower yourself through an understanding of the feedback process, pitfalls and potential.
Step 1 Think about the questions below and briefly explain them.docxrafaelaj1
Step 1: Think about the questions below and briefly explain them in the space below
What do you do best? I consider myself a great listener, providing rationale responds and answers.
What do you value most? I value my character first, then my family and real friends are valued tremendously.
When are you most effective at impacting people? At work, when I am handling my calls or emails on some high issues that arise. I’m a great problem solving, reaching agreements that both side love and appreciate.
When are you most satisfied with your work? When I know I have completed and ensured everything possible to create a better outcome of any issue that may come across to handle.
What kind of legacy do you want to leave behind? I hope I leave one, that everyone can say that I was always a go getter and enjoyed life to its fullest. Trying new things and never giving up on my dreams.
Step 2: Complete the table below. (Try to list 10 things per column.)
What I Care About
What I’m good at
Things I’d like to change
· My life
· Family
· Friends
· Happiness
· My health
· My job
· Exercise
· Time
· Character
· My future
· Listening
· Helping others
· Managing groups
· Being a sister
· Being a best friend
· Softball
· Swimming
· Learning
· Listening
· Cooking
· Racism
· Gun Violence
· Injustice among race
· Bullying
· Shortage of job
· Abandon babies
· College tuition
· Equality for everyone
· Stereotyping
· Sentencing of court cases
Step 3: Using the information above, write a draft of your purpose statement in the box below. (Remember to check the Quick Guide to Crafting Your Purpose Statement for a template and tips.)
Write your draft Purpose Statement below.
My purpose is to use my inspiration of overcoming life struggles to help others to achieved their life dreams.
No pressure! Remember this is only your first draft. It is not set in stone. As you learn more about yourself throughout this course, you will be able to update and refine this statement.
Note: This first draft will later evolve into your final purpose statement and will be used in your Personal Development Gameplan, which is due in Week 10.
2 | Page
Assignment 1: Understanding Your Values
Due week 3and worth 100 points.
“If you're going to build a great career, you had better have a strong foundation. It all comes back to the priorities and the values that you have in life. - Coach Gibbs
Understanding Your Values Worksheet
PART 1 IDENTIFY YOUR VALUES & GROUPS OF INFLUENCE
In the article What Self-Awareness Really Is (And How to Cultivate It) author Tasha Eurich states that “Research suggests that when we see ourselves clearly, we are more confident and more creative. We make sounder decisions, build stronger relationships, and communicate more effectively.” This worksheet will help you do just that.
In the table below, each row represents a group (past or present) that has influenced your values. Examples of these groups are your famil.
Assignment Please follow instructions and no late work. You can a.docxbraycarissa250
Assignment: Please follow instructions and no late work. You can answer 1 to 2 sentences for each value and principle.
No Plagiarism. The Personal Values survey you will need is attached.
· After taking the Personal Values Survey and reflecting on your results, determine the three character traits for which you scored highest.
· Then, rephrase them as values that are relevant to you in your professional and personal life. For instance, if one of your strongest character traits is “critical thinking,” your value statement might be: “I value thinking critically about situations in my life.”
· For each of your top three values, identify three principles that emanate from each one (you will have a total of nine principles). For instance, if your value statement is “I value thinking critically about situations in my life,” your principle might be: “It is important to fully understand a situation before making a decision.”
· Finally, create a goal that aligns with a principle you have identified. For example, if your principle is, “It is important to fully understand a situation before making a decision,” then your goal might be: “Evaluate career opportunities in my city.”
WMBA 6000: Dynamic LeadershipPersonal Values Survey
Each of the value categories listed below represents both a value and a personality strength. For example, “wisdom and knowledge” are values that you may embrace and strive for in your life through formal education and through learning what you can from your colleagues and family. At the same time, these are also strengths that you might leverage in your relationships as well as in the workplace.
The items under each value category are similar in that they could be considered both strengths and values, but think of them predominantly as strengths when you complete this survey. Ask yourself: To what extent is each of these a part of my personality?
Address each of the questions below by circling the number that best applies. Use the following scale when choosing the number:
1 = Not part of my personality at all
2 = Slightly a part of my personality
3 = Somewhat a part of my personality
4 = Very much a part of my personality
5 = Completely a part of my personality
Personal Values Survey
Value 1—Wisdom and Knowledge: Cognitive strengths in this value category entail the acquisition and use of knowledge.
Creativity
1 2 3 4 5
Thinking of new ways to do things is a crucial part of who you are. You are never content with doing something the conventional way if a better way is possible.
Curiosity
1 2 3 4 5
You are curious about everything. You are always asking questions, and you find all subjects and topics fascinating. You like exploration and discovery.
Love of Learning
1 2 3 4 5
You love learning new things, whether in a class or on your own. You have always loved school, reading, and museums—anywhere and everywhere there is an opportunity to learn.
Open-Mindedness
1 2 3 4 5
You value judgment, c ...
A minimum of 100 words each and References Response (#1 – 6) KEEP .docxronak56
A minimum of 100 words each and References Response (#1 – 6) KEEP RESPONSE WITH ANSWER EACH ANSWER NEED TO HAVE A SCHOLARY SOURCE with a Hyperlink
Make sure the Responses includes the Following: (a) an understanding of the weekly content as supported by a scholarly resource, (b) the provision of a probing question. (c) stay on topic
1. The relationship between a servant and leadership is paradoxical but achievable. According to Dierendonck & Patterson (2010), “the central meaning of it was that the great leader is first experienced as a servant to others”. This allows an individual to not only work their way from the bottom but learn humility on the way to the top. As they work their way through different stages or hierarchy of a job they learn the value and appreciate it. These individuals will make an impression on others because their driving force is to serve others and are focused on leadership, management service and personal growth (Dierendonck & Patterson, 2010).
2. Servant leadership could be viewed as a paradox because the perception about the two words individually is that they would be opposites. A servant is someone that is at the bottom of the food chain, so to speak. Someone who does not make decisions, but is told what to do and has little to no say in the matter. A leader on the other hand is at the front of the organization. They are someone who makes the decisions and delegates work for others to do. Because individually these two roles are so different someone could find the phrase servant leadership ironic before really sitting down and thinking about what the phrase means as a whole.
3. Servant Leadership on paper is a paradox, yes. While the dictionary definitions of each word of the phrase 'Servant Leader' may seem opposites, when combined into a phrase they are a proven type of leadership, which leads by serving rather than controlling. When acting as a servant leader, one focuses on the needs of others, putting them in a higher regard than your own needs. It is important for a servant leader to have empathy and listen to their team members. A servant leader supports their team, focusing on building and enriching a community rather than just focusing on deadlines and goals. A traditional leader who does not employ a servant leadership lifestyle is often seen as selfish. They view themselves as exclusively then one who's in charge, and do not take advantage of the benefits of active listening to their team or hearing their input. Unfortuantely, often times in this leadership mentality, the credit for ideas that the group comes up with is awarded exclusively to the leader.
In the long term, as servant leadership is highly effective. Servant leadership leads to trust, good relationships, and a good working environment. No one wants to work in an unhealthy work environment or under the leadership of a workplace 'tyrant', so servant leadership increases productivity as well. One example of the effectivness of servant l.
This document provides leadership lessons from Christine Y. Cruzvergara's experience as a leader. It discusses 5 key lessons:
1) Repetition builds reputation - leaders are defined by their daily actions, like how they treat others, more than big accomplishments.
2) Strive to respond, not react - take time to thoughtfully respond to situations rather than immediately reacting, which builds trust.
3) Your people are your most important resource - invest in your team by learning about them and their needs.
4) Hiring is important - take time to find the right fit for open roles rather than settling for less.
5) Authenticity is best - adapt lessons to your own style
The document outlines the key learning objectives of a course on dealing with difficult people. Participants will learn to recognize behavioral traits, determine appropriate actions, confront people when needed, apply preventative strategies, explain what conflict is, and use resolution techniques. It discusses different types of difficult behaviors and personalities, including hostile, aggressive, complainers, quiet, super agreeable, negative, and know-it-alls. The document provides strategies for dealing with difficult people by focusing on changing one's own approach rather than trying to change the other person or situation.
Bringing Out the Best in People discusses 10 ways to bring out the best in others. These include growing one's emotional intelligence, giving and earning trust and respect through sincerity and competence, having positive expectations of others, understanding others' needs, establishing high standards, creating a safe environment for failures, recognizing achievements, allowing for personal problems, and keeping one's own motivation high. The document provides explanations and examples for each strategy to effectively motivate teams and individuals.
The document discusses the results of a survey given to 10 teachers to assess their personal attributes that are important for being an effective teacher. The survey included 60 questions across 12 attributes: intelligence, emotional stability, resourcefulness, compassion, buoyancy, objectiveness, self-motivation, self-confidence, pleasantness, refinement, cooperativeness, and reliability.
The student administering the survey analyzed the results, calculating the average score for each attribute for the 10 teachers. They found refinement had the highest average at 4.7, while emotional stability and objectiveness had the lowest at 3.1. They also observed 4 teachers scored high in compassion and identified the 6 strongest and weakest attributes among the teachers based on
This document provides a summary of a book about managing worries. It discusses various types of worries people experience and provides advice on how to overcome worries. Some key points include:
1. The book defines WOW as "Work on Worries" and advises that worrying can lead people to hurry and make mistakes, causing more worries.
2. Personal problems should be kept separate from work to avoid negatively impacting one's team. Focus on completing work before thinking about personal issues.
3. To overcome feeling like one isn't a good fit for a team, maintain a positive attitude and be willing to say "I don't know" when unsure rather than giving uninformed answers. Participation is more important than
This document provides a summary of a book about managing worries. It discusses various types of worries people experience and provides advice on how to overcome worries. Some key points include:
1. The book defines WOW as "Work on Worries" and advises that worrying can lead people to hurry and make mistakes, causing more worries.
2. Personal problems should be kept separate from work to avoid negatively impacting one's team. Focus on completing work before thinking about personal issues.
3. To overcome feeling like one isn't a good fit for a team, maintain a positive attitude and be willing to say "I don't know" when unsure of something. Participation is more important than performance comparisons.
Are you wanting to feel more fulfilled and purposeful in your career and your life, but are feeling stuck and unsure of how to get there? Use these 5 steps to start discovering your passions and living with purpose!
The document provides guidance for students on developing self-worth and self-esteem through classroom activities and exercises. It includes instructions for an activity where students reflect on times they felt valued by others and made others feel valued. Another activity has students talk to themselves in a mirror, imagining a friend or family member is listening. The document also aims to clarify the difference between self-worth, which is an internal sense of value, and self-esteem, which is confidence in oneself. It offers tips for improving self-worth, such as challenging negative self-talk, and improving self-esteem, such as setting goals and helping others.
When you believe in yourself, you can achieve success through positive thinking and action. Developing belief in yourself requires focusing on success over failure, practicing positive self-talk, and surrounding yourself with supportive people who encourage growth. Successful people take responsibility for their accomplishments rather than making excuses. Developing creativity, listening to others, and cultivating ideas are key to achieving more. How you think determines your actions and environment.
The document discusses how to build dynamic, high-performing teams through leadership and team building workshops. It provides steps to drive, strive, thrive and arrive at building effective teams that clearly define goals and roles, provide feedback, resolve conflicts, and celebrate successes. It also discusses potential roadblocks like changes in team members and the need to periodically reevaluate goals and responsibilities.
Final Essay Wk 4 AssignmentThis FINAL ESSAY applies modern, rese.docxcharlottej5
Final Essay Wk 4 Assignment
This FINAL ESSAY applies modern, research-based theories of personality (chapters 9 – 17) to describe/ explain your personality. It is similar to your Midterm Essay, but applies more recent kinds of theories, and concludes with a critical comparison of these theories to the psychoanalytic ones you used for the midterm essay. Using observations from your journal, assessments and personal experiences, write a cohesive 5 to 7 page essay. Use concepts and vocabulary from 3 or more of these recent chapters. Include external references like journal articles and books. Conclude by explaining how your profile is different here from your first essay. Compare and contrast, and make a concluding statement about the view you find most accurate or useful.
COURSE TEXTBOOK: Engler, B. (2014). Personality theories: An introduction (9th ed.). Belmont, CA: Wadsworth, Cengage Learning
a. Do not rely solely on the text. At a minimum, cite two or more additional (credible) references in addition to our textbook.
b. Use personality assessment or tests where useful to make a point about your personality. Cite your sources.
c. Full assignment is 7-10 pages, which includes a title page, and abstract and a reference page. This allows for 4-7 pages of actual content.
d. Paraphrase rather than quote, and when quoting, no more than a few lines (2-3) embedded in the text. Give a page number for directquotes.
e. Write clearly and succinctly. Avoid long rambling sentences.Big words and long sentences may be wasteful. Avoid rhetorical questions and dictionary definitions.
f. Visual aids (any graphics: tables, pictures, graphs) must be in an appendix after the reference page. This includes results of questionnaires or tests. In the essay, refer to appropriate appendix and figure or table (e.g., see appendix). These are not counted toward the pages of your assignment.
g. Fonts: Arial, Calibri, Times Roman or Courier New, size 12 or smaller - no bold or italics.
Grading criteria from rubric: Engagement 25%, Clarity of Delivery 20%, Accuracy and APA Style 25%, Organization 15%, Examples and Evidence 15%
During this presentation, I will provide an understanding of my leadership role and at the same time, I will provide a clear understanding of the competencies consisting of my Outer and Inner Game.
Outer Game Characteristics
· Managerial skills
· Sense of humor
· Interaction
· Confidence
· Trainer
· Experience
· Vision
· Emotion management
· Conciliator
One of the most important keys to what makes me an effective leader is possessing the ability and knowledge to influence those in my work around me. Aiming to mold those around you to follow how you continue to develop and hone your ability to think in all sorts of different scenarios, is required for effectiveness. Both experience and confidence are what allows a leader to be able to interact with their surrounding environment effectively.
One of the main leadership qualities for my outer gam.
The document discusses critical thinking and decision making in corporate environments. It examines the relationship between critical thinking and the decision making process. Critical thinking involves weighing evidence, examining arguments, and constructing rational bases for beliefs. Decision making requires choosing the best solution among multiple good options by considering potential outcomes. The document concludes that good managers use both critical thinking and decision making skills to arrive at effective solutions and make good decisions.
This document appears to be an emotional intelligence self-assessment test consisting of 15 multiple choice questions regarding social awareness, self-awareness, self-regulation, and relationship management. The assessment is presented as a series of prompts asking the respondent to reflect on their typical behaviors and reactions in social and emotional situations, and choose the response that best describes them. The overall goal seems to be for the respondent to gain insight into their emotional intelligence strengths and areas for improvement.
A report writingAt least 5 pagesTitle pageExecutive Su.docxfredharris32
A report writing
At least 5 pages
Title page
Executive Summary
Table of Contents (automated)
Clear Purpose and Problem
Clear Recommendations
Clear plan for implementing those recommendations
References page
easy-to-ready format
pdf so formatting doesn't shift
.
A reflection of how your life has changedevolved as a result of the.docxfredharris32
A reflection of how your life has changed/evolved as a result of the pandemic. The following are general questions to get you going (and to give you an idea of what I’m looking for).
· What has challenged you as a result of COVID-19?
· In what way has it changed your thinking of some of the topics we covered in class – food, gender, race, class, etc.?
· How has this pandemic affected your perspective of food, social media, news, and/or critical thinking (such as evaluating sources/information)?
· In what way has the shift into online learning affected your perspective of education, access to technology, and/or social inequity?
How you answer the above questions (all, a few, or just one) is up to you. In other words, what you say and how you say it, as well as what medium you want to convey the reflection is entirely your choice. The story, nonfiction essay, poem, play, art – these are all viable options in creating your reflection. But more than anything else, reflect on the impact of COVID-19 in a personal way.
2-3 pages
Double-spaced
.
A Princeton University study argues that the preferences of average.docxfredharris32
A Princeton University study argues that "the preferences of average American appear to have only a minuscule, near zero, statistically non-significant impact upon public policy." If that is indeed the case, can we still say that we have strong political institutions in the United States? Does this case pose a threat to our future economic growth?
must be atleast 400 words
.
A rapidly growing small firm does not have access to sufficient exte.docxfredharris32
A rapidly growing small firm does not have access to sufficient external financing to accommodate its planned growth. Discuss what alternatives the company can consider in order to implement its growth strategy.
How can the firm determine the cost of those alternative sources of capital?
Provide your explanations and definitions in detail and be precise. Comment on your findings. Provide references for content when necessary. Provide your work in detail and explain in your own words. Support your statements with peer-reviewed in-text citation(s) and reference(s).
.
A psychiatrist bills for 10 hours of psychotherapy and medication ch.docxfredharris32
A psychiatrist bills for 10 hours of psychotherapy and medication checks for a deceased woman. Has he committed fraud or abuse? Why? Can the deceased woman’s estate press charges if the bills were sent to Medicare, and not to the family?
S
upported by at least two references.
Must be 250 words
.
A project to put on a major international sporting competition has t.docxfredharris32
A project to put on a major international sporting competition has the following major deliverables: Sports Venues, Athlete Accommodation, Volunteer Organization, Security, Events, and Publicity (which has already been broken down into pre-event publicity and post-event publicity.) Prepare a WBS for any single major deliverable on the list. Remember the 100 percent rule, and number your objectives.
.
A professional services company wants to globalize by offering s.docxfredharris32
A professional services company wants to globalize by offering services to businesses and governments in other countries. What are the risks in globalization of services and how should the company address those risks in order to move forward with their plan?
Follow the ERM holistic Approach .Below are the holistic approach key points
1. Identify risk/challenges
2. Assess risks
3. Select risk response
4. Monitor risk
5. Communicate and report risks
6. Align ERM process to goals and objectives.
Below are challenges that need follow the ERM holistic approach:
1. Physical distance and Employees requirement in new locations.
2. Local taxes and export fees.
.
A presentation( PowerPoint) on the novel, Disgrace by J . M. Coetzee.docxfredharris32
A presentation( PowerPoint) on the novel, Disgrace by J . M. Coetzee. t
This is the prompt:
" Black and white relationships in Disgrace cross lines from the personal to the political. Examine and evaluate the way South African politics impacts the personal relationships for Professor Lurie and his daughter."
8 slides
.
a presentatiion on how the over dependence of IOT AI and robotics di.docxfredharris32
a presentatiion on how the over dependence of IOT AI and robotics distances the need for a medical practicioner for a patient .
do you agree with the technology or do you prefer the traditional medical system with doctor pateint diagnosis?
give examples or instances on situtions
.
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This document provides a summary of a book about managing worries. It discusses various types of worries people experience and provides advice on how to overcome worries. Some key points include:
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2. Personal problems should be kept separate from work to avoid negatively impacting one's team. Focus on completing work before thinking about personal issues.
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Final Essay Wk 4 AssignmentThis FINAL ESSAY applies modern, rese.docxcharlottej5
Final Essay Wk 4 Assignment
This FINAL ESSAY applies modern, research-based theories of personality (chapters 9 – 17) to describe/ explain your personality. It is similar to your Midterm Essay, but applies more recent kinds of theories, and concludes with a critical comparison of these theories to the psychoanalytic ones you used for the midterm essay. Using observations from your journal, assessments and personal experiences, write a cohesive 5 to 7 page essay. Use concepts and vocabulary from 3 or more of these recent chapters. Include external references like journal articles and books. Conclude by explaining how your profile is different here from your first essay. Compare and contrast, and make a concluding statement about the view you find most accurate or useful.
COURSE TEXTBOOK: Engler, B. (2014). Personality theories: An introduction (9th ed.). Belmont, CA: Wadsworth, Cengage Learning
a. Do not rely solely on the text. At a minimum, cite two or more additional (credible) references in addition to our textbook.
b. Use personality assessment or tests where useful to make a point about your personality. Cite your sources.
c. Full assignment is 7-10 pages, which includes a title page, and abstract and a reference page. This allows for 4-7 pages of actual content.
d. Paraphrase rather than quote, and when quoting, no more than a few lines (2-3) embedded in the text. Give a page number for directquotes.
e. Write clearly and succinctly. Avoid long rambling sentences.Big words and long sentences may be wasteful. Avoid rhetorical questions and dictionary definitions.
f. Visual aids (any graphics: tables, pictures, graphs) must be in an appendix after the reference page. This includes results of questionnaires or tests. In the essay, refer to appropriate appendix and figure or table (e.g., see appendix). These are not counted toward the pages of your assignment.
g. Fonts: Arial, Calibri, Times Roman or Courier New, size 12 or smaller - no bold or italics.
Grading criteria from rubric: Engagement 25%, Clarity of Delivery 20%, Accuracy and APA Style 25%, Organization 15%, Examples and Evidence 15%
During this presentation, I will provide an understanding of my leadership role and at the same time, I will provide a clear understanding of the competencies consisting of my Outer and Inner Game.
Outer Game Characteristics
· Managerial skills
· Sense of humor
· Interaction
· Confidence
· Trainer
· Experience
· Vision
· Emotion management
· Conciliator
One of the most important keys to what makes me an effective leader is possessing the ability and knowledge to influence those in my work around me. Aiming to mold those around you to follow how you continue to develop and hone your ability to think in all sorts of different scenarios, is required for effectiveness. Both experience and confidence are what allows a leader to be able to interact with their surrounding environment effectively.
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Similar to Art 126 Introduction to the Visual Arts Fall 2014Paper Assignme.docx (13)
A report writingAt least 5 pagesTitle pageExecutive Su.docxfredharris32
A report writing
At least 5 pages
Title page
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References page
easy-to-ready format
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A reflection of how your life has changed/evolved as a result of the pandemic. The following are general questions to get you going (and to give you an idea of what I’m looking for).
· What has challenged you as a result of COVID-19?
· In what way has it changed your thinking of some of the topics we covered in class – food, gender, race, class, etc.?
· How has this pandemic affected your perspective of food, social media, news, and/or critical thinking (such as evaluating sources/information)?
· In what way has the shift into online learning affected your perspective of education, access to technology, and/or social inequity?
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2-3 pages
Double-spaced
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A Princeton University study argues that "the preferences of average American appear to have only a minuscule, near zero, statistically non-significant impact upon public policy." If that is indeed the case, can we still say that we have strong political institutions in the United States? Does this case pose a threat to our future economic growth?
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upported by at least two references.
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A project to put on a major international sporting competition has the following major deliverables: Sports Venues, Athlete Accommodation, Volunteer Organization, Security, Events, and Publicity (which has already been broken down into pre-event publicity and post-event publicity.) Prepare a WBS for any single major deliverable on the list. Remember the 100 percent rule, and number your objectives.
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A professional services company wants to globalize by offering services to businesses and governments in other countries. What are the risks in globalization of services and how should the company address those risks in order to move forward with their plan?
Follow the ERM holistic Approach .Below are the holistic approach key points
1. Identify risk/challenges
2. Assess risks
3. Select risk response
4. Monitor risk
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Below are challenges that need follow the ERM holistic approach:
1. Physical distance and Employees requirement in new locations.
2. Local taxes and export fees.
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A presentation( PowerPoint) on the novel, Disgrace by J . M. Coetzee.docxfredharris32
A presentation( PowerPoint) on the novel, Disgrace by J . M. Coetzee. t
This is the prompt:
" Black and white relationships in Disgrace cross lines from the personal to the political. Examine and evaluate the way South African politics impacts the personal relationships for Professor Lurie and his daughter."
8 slides
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a presentatiion on how the over dependence of IOT AI and robotics distances the need for a medical practicioner for a patient .
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A
nursing care plan (NCP)
is a formal process that includes correctly identifying existing needs, as well as recognizing potential needs or risks. Care plans also provide a means of communication among nurses, their patients, and other healthcare providers to achieve health care outcomes. Without the nursing care planning process, quality and consistency in patient care would be lost.
Medical Diagnosis: Alzheimer's disease
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A nurse educator is preparing an orientation on culture and the workplace. There is a need to address the many cultures that seek healthcare services and how to better understand the culture. This presentation will examine the role of the nurse as a culturally diverse practitioner.
Choose a culture that you feel less knowledgeable about: HISPANIC OR MEXICAN
Compare this culture with your own culture: ISLAND PACIFIC
Analyze the historical, socioeconomic, political, educational, and topographical aspects of this culture
What are the appropriate interdisciplinary interventions for hereditary, genetic, and endemic diseases and high-risk health behaviors within this culture?
What are the influences of their value systems on childbearing and bereavement practices
What are their sources of strength, spirituality, and magicoreligious beliefs associated with health and health care?
What are the health-care practices: acute versus preventive care; barriers to health care; the meaning of pain and the sick role; and traditional folk medicine practices?
What are cultural issues related to learning styles, autonomy, and educational preparation of content for this culture?
This PowerPoint® (Microsoft Office) or Impress® (Open Office) presentation should be a minimum of 20 slides, including a title, introduction, conclusion and reference slide, with detailed speaker notes and recorded audio comments for all content slides. Use at least four scholarly sources and make certain to review the module’s Signature Assignment Rubric before starting your presentation. This presentation is worth 400 points for quality content and presentation.
Total Point Value of Signature Assignment:
400 points
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A NOVEL TEACHER EVALUATION MODEL 1
Branching Paths: A Novel Teacher Evaluation Model for Faculty Development
Kim A. Park,1 James P. Bavis,1 and Ahn G. Nu2
1Department of English, Purdue University
2Center for Faculty Education, Department of Educational Psychology, Quad City University
Author Note
Kim A. Park https://orcid.org/0000-0002-1825-0097
James P. Bavis is now at the MacLeod Institute for Music Education, Green Bay, WI.
We have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to Ahn G. Nu, Dept. of
Educational Psychology, 253 N. Proctor St., Quad City, WA, 09291. Email: [email protected]
jforte
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Page numbers begin on the first page and follow on every subsequent page without interruption. No other information (e.g., authors' last names) are required.
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Note: Green text boxes contain explanations of APA 7's paper formatting guidelines...
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...while blue text boxes contain directions for writing and citing in APA 7.
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The paper's title should be centered, bold, and written in title case. It should be three or four lines below the top margin of the page. In this sample paper, we've put three blank lines above the title.
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The running head is a shortened version of the paper's title that appears on every page. It is written in all capitals, and it should be flush left in the document's header. No "Running head:" label is included in APA 7. If the paper's title is fewer than 50 characters (including spaces and punctuation), the actual title may be used rather than a shortened form.
jforte
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Author notes contain the following parts in this order:
1. Bold, centered "Author Note" label.
2. ORCID iDs
3. Changes of author affiliation.
4. Disclosures/ acknowledgments
5. Contact information.
Each part is optional (i.e., you should omit any parts that do not apply to your manuscript, or omit the note entirely if none apply).
Format each item as its own indented paragraph.
jforte
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Authors' names appear two lines below the title. They should be written as follows:
First name, middle initial(s), last name.
Omit all professional titles and/or degrees (e.g., Dr., Rev., PhD, MA).
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Authors' affiliations follow immediately after their names. If the authors represent multiple institutions, as is the case in this sample, use superscripted numbers to indicate which author is affiliated with which institution. If all authors represent the same institution, do not use any numbers.
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ORCID is an organization that allows researchers and scholars to register professional profiles so that they can easily connect with one another. To include an ORCID iD in your author note, simply provide the author's name, followed by the green iD icon (hyperlinked to the URL that follows) and a hyperlink to the appropriate ORCID page.
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A Look at the Marburg Fever Outbreaks
This week we will examine: Marburg Fever in Africa.
MARBURG VIRUS
The largest and deadliest outbreak of Marburg hemorrhagic fever on record occurred in 2005. The Ministry of Health (MOH) in Angola reported a total of 374 cases, including 329 deaths reported countrywide. The Angolan Government, WHO and other partners,
established a surveillance system for identification of suspected cases and follow up of their contacts. Mobile teams were sent to the field to investigate rumors, obtain clinical specimens for laboratory tests, hospitalize suspected patients and monitor their contacts
B. For the Marburg fever case, you will discuss the major obstacles and difficulties that public health officials and health care workers had in controlling the outbreak of Marburg fever and the solutions they found to these difficulties. Your response must also include the following:
1. What is Marburg hemorrhagic fever?
2. How is Marburg hemorrhagic fever prevented?
3. What needs to be done to address the threat of Marburg hemorrhagic fever?
Must be at least 250 words and supported by at least two references
.
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A network consisting of M cities and M-1 roads connecting them is given. Cities are labeled with distinct integers within the range [o. (M-1)] Roads connect cities in such a way that each pair of distinct cities is connected either by a direct road or along a path consisting of direct roads. There is exactly one way to reach any city from any other city. In other words, cities and direct roads form a tree. The number of direct roads that must be traversed is called the distance between these two cities. For example, consider the following network consisting of ten cities and nine roads: 2 0 Cities 2 and 4 are connected directly, so the distance between them is 1. Cities 4 and 7 are connected by a path consisting of the direct roads 4-0,0-9 and 9-7; hence the distance between them is 3. One of the cities is the capital, and the goal is to count the number of cities positioned away from it at each of the distances 1,2,3,.., M -1. If city number 1 is the capital, then the cities positioned at the various distances from the If city number 1 is the capital, then the cities positioned at the various distances from the capital would be as follows: . 9 is at a distance of 1 · 0, 3, 7 are at a distance of 2; 8,4 are at a distance of 3; 2, 5, 6 are at a distance of 4. Write a function: class
Solution
t public int[] solution(int[] T)h that, given a non-empty array T consisting of M integers describing a network of M cities and M 1 roads, returns an array consisting of M-1 integers, specifying the number of cities positioned at each distance 1, 2,..., M - 1. Array T describes a network of cities as follows: · if T[P] Q and P = Q, then P is the capital; if T[P Q and P Q, then there is a direct road between cities P and Q. For example, given the following array T consisting of ten elements: T[2] 4 T[6]8 T[9] = 1 = 9 T[7] the function should return [1, 3, 2,3,0,0,0,0,01, as explained above. Write an efficient algorithm for the following assumptions: M is an integer within the range [1..100,000]; each element of array T is an integer within the range [0.M-1] there is exactly one (possibly indirect) connection between any two distinct cities.
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The structure of the paper is as follows:
Abstract
Introduction
Statement of the problem
The purpose of the study
Method of the study (qualitative, quantitative or mixed study)
Literature review (10-15 peer-reviewed articles)
Results & Analysis
Conclusion & recommendations
References
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Include a title slide, reference slide, and presenter’s notes.
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A detailed description and how the technology works to engage students and enhance math instruction
A rationale for the benefits of using the technological tools to facilitate the creation or transfer of knowledge and skills
The safety precautions including the safe, legal, and ethical use of technology both at home and at school.
Description of how each form of technology can be used to support collaboration with families, students, and school personnel.
Description of how each form of technology engages students in collaboration with others in face-to-face or virtual environments
Support your findings with a minimum of three scholarly resources.
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A New Mindset for Leading Change [WLO: 1][CLO: 6]
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A N A M E R I C A N H I S T O R YG I V E M EL I B.docxfredharris32
A N A M E R I C A N H I S T O R Y
G I V E M E
L I B E R T Y !
W . W . N O R T O N & C O M P A N Y
N E W Y O R K . L O N D O N
★ E R I C F O N E R ★
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SE AGU L L F I F T H E DI T ION
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Victoria
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Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
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.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
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Article: https://pecb.com/article
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A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Art 126 Introduction to the Visual Arts Fall 2014Paper Assignme.docx
1. Art 126: Introduction to the Visual Arts Fall 2014
Paper Assignment 2: Reflection Essay
This assignment is about contemplating and reflecting upon
your connection to one of the works we have
viewed this semester. Choose one work that we have discussed
in class, and write a short essay discussing why
you were drawn to this work. It can be something you find
particularly beautiful or ugly, something that
satisfies/challenges you intellectually, or something with which
you feel a personal connection.
These questions are designed to guide you as you think about
how to write this essay:
Why did I choose this particular work? Do I find it thought-
provoking? Beautiful? Ugly? What aspects of
the work have elicited this response? Does it make me "think"
(appeal to my intellect) or "feel" (appeal
to my emotions)? A little of both, perhaps?
Do not feel as though you need to reveal personal information
about yourself in this essay. You can write
about something that appeals to you on an intellectual level.
Even if you choose something that appeals to your emotions,
you must provide a critical analysis of how and
why this object speaks to you. A key part of this assignment is
to discuss the artist’s intention in creating the
work. Attempt to view it from their perspective. What were they
trying to convey?
The first page of your paper should have the following heading:
This paper is a personal reflection, but it should be coherently
written and organized. Your paper should be
400–500 words, typed, double spaced, normal margins, in a
standard font such as Times Roman, size 12.
Electronic Submission:
The paper must be submitted online through Blackboard by
11:59 p.m. on Thursday, November 13. Late
2. papers will be marked down 10 points for every day they are
late.
Here are the instructions for submitting your paper through
Blackboard.
1. Click on Assignments (on the menu list at the left)
2. Click on “Paper Assignment 2” at the very top
3. Scroll down to “browse my computer”
4. Select the file for your paper and upload
5. Click submit
The file formats supported by the inline grading system are
Word (.doc/.docx) and PDF. I would greatly
appreciate it if you would use one of these file formats. Pages
and ODT are acceptable but not preferred.
Please do not upload a zipped file.
Name Artist/Culture
Date Title
ART126: Paper Assignment 2 Date
Self- Assessment Paper
Estimating Your Locus of Control
Self-Assessment 2.10 is about your beliefs on jobs. I strongly
believe that a job is what you make it, but I also realize that
there may be different circumstances. I was always told and
believe that you can do whatever you set your mind to do. I do
believe that you should choose a job that you think you will
enjoy and not just a job that will pay the bills. You have to have
the right attitude about it.
I slightly agree that you can get a job by who you know. It helps
if you are well talked about among other employees. Employees
and Managers want someone that they can work well with and
someone that can work well with others: when employees don’t
get along with each other the environment and work ethic may
3. decrease over time.
I don’t believe promotions are all about who you know. Family
members and friends shouldn’t help determine whether someone
gets paid more or not. I also don’t believe in luck when it comes
to a job. I believe that if you want a promotion or a job then you
should work for it. Most the time the supervisor knows exactly
what is going on and who is making the effort. I also believe
that most employees have more influence on their supervisor
than they think they do.
On this self-assessment, I scored a 33. Scores range from 16 to
96. A score of 16-42 indicates more of an internal locus, 43-69
indicates an in between an internal locus and an external locus,
and 70-96 indicates more of an external locus. The assessment
indicates that I feel that people are very much in charge of their
own destiny in a workplace. I don’t believe anyone’s work or
pay is determined upon fate or luck.
Perceived Stress Scale
Self-assessment 4.9 is about your estimated perceived level of
stress. When I saw this test I thought I had to take it. I feel like
I stress out a lot with school and work. I am a person that would
love to have everything planned out and I admit that I get upset
if things don’t go as planned. I think that out of everything that
goes on in my life, school is the number one thing I stress out
about. I have been in school for over four years now and should
be done but I have changed my major causing me to lack a year
or two. I often feel like things aren’t going my way, I wasn’t
coping efficiently to important changes being made in my life,
or I have been angry because I felt things were happening
outside of my control.
4. I scored a 29 on this self-assessment. The scores ranged from 0-
56. A score from 0-19 indicates that you perceive your current
life situations as low stress. A score from 20-39 indicates that
you perceive your current life situations as moderate stress.
Last, a score from 40-56 indicates that you perceived your
current life situations as high stress.
I expected to receive that my score had indicated that I
perceived my current life situations as high stress, instead of as
moderate stress. If mine only indicates moderate stress then I
would hate to be someone who really does have high stress. I
will admit that I think I am getting better and not stressing out
as much.
Decision Making Style Inventory
Self-assessment 7.9 is about how individuals go about making
important decisions. Decisions can be hard to make at times and
also can be life changing. Some decisions I have made in the
past have determined how I am where I am today. Decisions are
having to be made every day, whether big or little. It could be
as easy as what to eat, or as hard as what house to buy.
I would prefer to say that I make my decisions based on facts
and logic, but at times I don’t. Sometimes your gut feeling is
the right decision even when others say it isn’t. Sometimes you
can’t control what your inner feeling is. I have always been told
that the answer you mark first is usually the right one, so could
that go for the first way you feel or think about something?
This self-assessment had two different scores. The first score
was a 14 for rational decision style. My score indicated
moderate performance for rational decision making. Moderate
performance for rational decision making means that I use both
my gut instinct and facts and logical analysis when making
decisions. The second score was a 13 for intuitive decision
5. style. My score indicated moderate performance for intuitive
decision style. This self-assessment described me so well and
was right on point.
Are you a team player?
Self-Assessment 8.6 is all about working as a team. The people
on the team depends on if I like working as a team. I agree that
having a team project makes many people think they don’t have
to make that much of an effort in their part in a project. I
believe that working alone is somewhat better than working as a
team. You can see who actually cares and works hard for a
grade. Overall, I work better working alone. Working alone
helps me by not having to worry if someone will do his/her part
or not. If working alone, I will be sure the work gets done. I
would agree that working in a team helps me hear other
peoples’ ideas and can help me think more creative. I also agree
that at times team work is not always needed when it is
assigned. At times, teams are used too often when individual
work would be more efficient. I haven’t had great experiences
working as a team. Whether it be that my team members drop
the class, don’t show up for meetings, show up late to meetings,
leave early, or they try to be a leader and want everything to go
their way. I believe that the best thing about team work is that
more solutions and ideas are generated when working in a team
situation then working alone.
I scored a 26 on self-assessment 8.6, Are you a team player?
Scores range from 10 to 50. 50 meaning you really enjoy
working in teams and believe it’s beneficial, where 10 means
you really dislike working in teams and think it’s not beneficial
at all. A score ranging from 10-20 shows you have low
performance of team work. A score ranging from 21-39 shows
you have moderate performance of team work. A score from 40-
50 shows you have strong performance for team work.
6. I believe team work may or may not be beneficial in different
situations. Sometimes it is better to be in teams because some
people work better in teams than others. Personally, I wouldn’t
want to be in a group with someone that scored a 10-20 because
that would tell me that they dislike team projects. I would rather
team up with someone that would enjoy being around others and
would be willing to show up and do his/her part.
How trusting are you?
Self-assessment 8.7 is about trust. Trust is something I thought
I was good at until taking this self-assessment. I always used
the saying “I trust someone until they give me a reason not to”.
I guess now I should say I try to trust but sometimes people
make it really hard to do. Some people can be counted on to do
what they say they are going to do, but I wouldn’t say most
people could be. I don’t really trust people at first. It is
something they have to gain from me. I do believe people can
and will take advantage of you if you don’t stay alert. Whether
it be making you do more on a team project or just looking off
of one of your papers in class for an answer. I strongly agree
that I typically will be cautious of people until they have
demonstrated their trustworthiness. I really can’t stand someone
being selfish. I usually don’t give anyone the benefit of the
doubt if they do something that seems selfish. I believe that
most people pretend to be more honest than they already are. I
really do try to believe that most people are generally
trustworthy, but it is hard at times to do so.
On this self-assessment, I scored a 21. Scores range from 8-48.
A score of 8 to 48 indicates a low propensity to trust, 24 to 35
indicates a moderate propensity to trust, and 36-48 indicates a
high propensity to trust. If I had a choice I would wish that I
was more moderate to trust. Being low makes me think that I am
a little selfish since I can’t trust people as much. I think
7. someone with too much trust could hurt them in the long run. I
believe you have to realize that you can’t trust everyone, even
though I wish you could.
Activity 2.11: Assessing Your General Self-Efficacy
Your score was 32. The range of possible scores is from 8 to 40.
ew General Self-Efficacy Scale
To what extent does each statement describe you? Indicate your
level of agreement by marking the appropriate response on the
right.
Top of Form
I will be able to achieve most of the goals that I have set for
myself.
When facing difficult tasks, I am certain that I will accomplish
them.
In general, I think I can obtain outcomes that are important to
me.
I believe I can succeed at most any endeavour to which I set my
mind.
I will be able to successfully overcome many challenges.
8. I am confident that I can perform effectively on many different
tasks.
Compared to other people, I can do most task very well.
Even when things are tough, I can perform quite well.
Bottom of Form
Interpreting your Score
Self-efficacy refers to a person’s belief that he or she has the
ability, motivation, and resources to complete a task
successfully. This particular scale is called a “general” self-
efficacy scale because it estimates a person’s self-efficacy in a
broad range of situations. The average general self-efficacy
score varies from one group of people to the next. For example,
managers tend to have a somewhat higher general self-efficacy
than young undergraduate psychology students. The following
table allows you to compare your general efficacy score to the
range of scores among undergraduate psychology students in the
United States (77% female; average age 23).
Activity 3.7: Assessing Your Emotional Empathy
The source of this scale is: M. H. Davis, "A multidimensional
approach to individual differences in empathy," JSAS Catalog
of Selected Documents in Psychology, 10 (1980), p. 85.
Empathy refers to a person's understanding of and sensitivity to
the feelings, thoughts, and situation of others. The "sensitivity"
part of empathy is called emotional empathy. It refers to
experiencing the feelings of the other person.
This self-assessment is designed to help you to estimate
your propensity for emotional empathy. It includes 7
9. statements, and you are asked to indicate the degree to which
each statement does or does not describe you very well. You
need to be honest with yourself to for a reasonable estimate of
your level of perspective taking.
Top of Form
When I see someone being taken advantage of, I feel kind of
protective toward them.
Does NOT describe me well 1 2 3 4 5 Describes me well
When I see someone being treated unfairly, I sometimes don't
feel much pity for them.
Does NOT describe me well 1 2 3 4 5 Describes me well
I often have tender, concerned feelings for people less fortunate
than me.
Does NOT describe me well 1 2 3 4 5 Describes me well
I would describe myself as a pretty soft-hearted person.
Does NOT describe me well 1 2 3 4 5 Describes me well
Sometimes I don't feel very sorry for other people when they are
having problems.
10. Does NOT describe me well 1 2 3 4 5 Describes me well
Other people's misfortunes do not usually disturb me a great
deal.
Does NOT describe me well 1 2 3 4 5 Describes me well
I am often touched by the things that I see happen.
Does NOT describe me well 1 2 3 4 5 Describes me well
Your score was 23. The range of possible scores is from 7 to 35.
Understanding Your Score on the Emotional Empathy Scale
This self-assessment is designed to help you to estimate your
propensity for emotional empathy. Emotional empathy is an
important part of the perceptual process because it makes us
more aware of the external causes of another person's
performance and Behavior. It also improves the communication
process by helping us to put the words of other people in their
proper context.
Your score represents your personal estimate of how
sensitive you are to the feelings, thoughts, and situation of
others. Scores on this scale range from 7 to 35. A higher score
indicates a higher level of emotional empathy. The following
graph shows the range of emotional empathy scores and where
you score in comparison. The average score in recent studies
11. across several Canadian and U.S. groups of people is
approximately 23. Also, keep in mind that women tend to score
about 2 points higher than men on this emotional empathy scale.
Activity 3.6: Assessing Your Perspective-Taking (Cognitive
Empathy)
The source of this scale is: M. H. Davis, "A multidimensional
approach to individual differences in empathy," JSAS Catalog
of Selected Documents in Psychology, 10 (1980), p. 85.
Empathy refers to a person's understanding of and sensitivity to
the feelings, thoughts, and situation of others. The
"understanding" part of empathy is called perspective taking or
cognitive empathy. It represents an intellectual understanding of
another person's situational and individual circumstances.
This self-assessment is designed to help you to estimate
your propensity for perspective taking. It includes 7 statements,
and you are asked to indicate the degree to which each
statement does or does not describe you very well. You need to
be honest with yourself to for a reasonable estimate of your
level of perspective taking.
Top of Form
Before criticizing somebody, I try to imagine how I would feel
if I were in his/her place.
Does NOT describe me well 1 2 3 4 5 Describes me well
If I'm sure I'm right about something, I don't waste much time
listening to other people's arguments.
Does NOT describe me well 1 2 3 4 5 Describes me well
12. I sometimes try to understand my friends better by imagining
how things look from their perspective.
Does NOT describe me well 1 2 3 4 5 Describes me well
I believe that there are two sides to every question and try to
look at them both.
Does NOT describe me well 1 2 3 4 5 Describes me well
I sometimes find it difficult to see things from the other
person's point of view.
Does NOT describe me well 1 2 3 4 5 Describes me well
I try to look at everybody's side of a disagreement before I
make a decision.
Does NOT describe me well 1 2 3 4 5 Describes me well
When I'm upset at someone, I usually try to "put myself in
his/her shoes" for a while.
Does NOT describe me well 1 2 3 4 5 Describes me well
13. S
core the Exercise
Clea
r
the AnswersYour score was 29. The range of possible scores is
from 7 to 35.
Understanding Your Score on the Perspective Taking Scale
This self-assessment is designed to help you to estimate your
propensity for perspective taking. Perspective taking is an
important part of the perceptual process because it makes us
more aware of the external causes of another person's
performance and Behavior. It also improves the communication
process by helping us to put the words of other people in their
proper context.
Your score represents your personal estimate of how well
you can understand the feelings, thoughts, and situation of
others. Scores on this scale range from 7 to 35. A higher score
indicates a higher level of perspective taking (also called
cognitive empathy). The following graph shows the range of
perspective taking scores and where you score in comparison.
The average score in recent studies across several Canadian and
U.S. groups of people is approximately 20. Also, keep in mind
that women tend to score about 1.5 points higher than men on
this perspective taking scale.
Understanding Your Score on the Decision Making Style
Inventory
The decision making style inventory estimates the extent to
14. which you prefer rational and intuitive decision making. Both
the "rational" and "intuitive" decision styles have a maximum
score of 20 points and a minimum score of 4 points. Notice that
you can have higher or low levels of BOTH decision-making
styles. For example, you might score very high on both rational
and intuitive decision making. This is not contradictory. Some
people engage in more intense rational and intuitive thinking.
Low preference
for rational
decision making
4-9
Moderate preference
for rational
decision making
10-14
Strong preference
for rational
decision making
15-20
4
20
Your score was 15. The range of possible scores is from 4 to 20.
15. Rational decision style
People with high scores on this scale like to make decisions
based on facts and logical analysis. They try to avoid or ignore
gut instinct when it contradicts objective information.
Low preference
for intuitive
decision making
4-9
Moderate preference
for intuitive
decision making
10-14
Strong preference
for intuitive
decision making
15-20
4
20
Your score was 14. The range of possible scores is from 4 to 20.
Intuitive decision style
People with high scores on this scale like to make decisions
based on their inner feelings or "gut instinct". They try to avoid
rational choices if they are inconsistent with their intuition.
16. Activity 7.9: Decision Making Style Inventory
The source of this scale is: Inspired from ideas in C. W.
Allinson and J. Hayes, J, "The Cognitive Style Index: A
Measure of Intuition-Analysis for Organizational
Research," Journal of Management Studies, 33 (1996), pp. 119-
35; S. G. Scott and R. A. Bruce, "Decision-Making Style: the
Development and Assessment of a New Measure," Educational
& Psychological Measurement, 55 (October 1995), pp. 818-31.
The statements in this self-assessment describe how individuals
go about making important decisions. Read each statement in
this decision making style inventory and indicate the extent to
which you personally agree or disagree with the statement.
Answer each item as truthfully as possible so that you get an
accurate estimate of your decision making style.
Top of Form
I make decisions more on facts than my gut instincts.
I feel more comfortable making decisions in a logical and
systematic way.
When making decisions, I rely upon my intuition more than
anything else.
When I make a decision, it is more important for me to feel the
decision is right than to have a rational reason for it
17. I won't make a choice that doesn't feel right, even when the
facts indicate it is the right choice.
My decision making tends to involve careful analysis of facts
and weighting of decision criteria.
When I make a decision, I trust my inner feelings and reactions.
The best decisions I make are based on detailed analysis of
factual information.
Bottom of Form
Activity 8.6: Are You a Team Player?
The source of this scale is: T. J. B. Kline, "The Team Player
Inventory: Reliability and Validity of a Measure of
Predisposition Towards Organizational Team Working
Environments," Journal for Specialists in Group Work, 24
(1999), pp. 102-12.
Some people would like to work in teams for almost everything,
whereas other people would like to keep as far away from teams
as possible. Most of us fall somewhere in between. This self-
assessment estimates the extent to which you are positively
predisposed to work in teams.
Read each statement in this self-assessment and indicate the
extent to which you agree or disagree with that statement.
18. Top of Form
I enjoy working on team projects
Team project work easily allows others not to 'pull their weight'
Work that is done as a team is better than the work done
individually
I do my best work alone rather than in a team
Team work is overrated in terms of the actual results produced
Working in a team gets me to think more creatively
Teams are used too often when individual work would be more
effective
My own work is enhanced when I am in a team situation
My experiences working in team situations have been primarily
negative
More solutions or ideas are generated when working in a team
19. situation then when working alone
Bottom of Form
Bottom of Form
Bottom of Form
Your score was 31. The range of possible scores is from 10 to
50.
Understanding Your Score on the Team Player Inventory
The Team Player Inventory estimates the extent to which you
are positively predisposed to working on teams. The higher your
score, the more you enjoy working in teams and believe that
teamwork is beneficial. This scale has a range from 10 to 50.
The graph shows your score on this scale compared with results
from a sample of Canadian undergraduate psychology students.
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