The document summarizes key theories and aspects of leadership discussed in Chapter 12 of the textbook. It covers trait theories and how certain personality traits may correlate with leadership abilities. It also discusses behavioral, contingency, and contemporary theories of leadership that examine how leadership style depends on situational factors. Additionally, it addresses the roles of leaders in creating ethical organizations and how leaders can build trust within an organization through mentoring.
The document discusses personality and values in organizational behavior. It covers topics like defining and measuring personality, common personality frameworks like Myers-Briggs and Big Five, and how personality can impact behaviors like job searching. It also distinguishes between terminal and instrumental values and how values shape attitudes and motivation in the workplace. Key frameworks and models are presented to understand these important individual differences concepts.
The document discusses various ways that organizations can motivate employees through job design and compensation. It describes the job characteristics model which links job design features to motivation. Alternative work arrangements like telecommuting and flexible schedules are discussed as motivating by increasing flexibility. Variable pay programs from bonuses to profit sharing are covered as tying pay to performance or company success. Employee involvement through participation and representation is also presented as a way to boost motivation.
This document summarizes key aspects of organizational culture from an organizational behavior textbook. It defines organizational culture as shared meanings that distinguish an organization. Common characteristics include adaptability, collaboration, and integrity. Culture is created by founders and sustained through socialization, stories, and symbols. Culture affects outcomes like performance, innovation and ethics. Managing culture requires understanding transmission and influencing factors like leadership, recruitment and training. National culture also interacts with organizational culture globally.
The document discusses teams and team effectiveness in organizations. It covers why teams are popular in organizations, the differences between groups and teams, the five types of team arrangements, and the characteristics of effective teams, including team context, composition, processes, and roles. It also discusses how organizations can create effective team players and when to use individuals instead of teams.
This document summarizes key topics from Chapter 13 of the textbook "Organizational Behavior". The chapter discusses power and politics in organizations. It defines power as the ability to influence others, and contrasts power with leadership. It describes the different bases of formal and personal power, and explains how dependence impacts power relationships. It also identifies common power tactics, discusses the causes and consequences of abusing power, and how politics function within organizations.
The document discusses attitudes and job satisfaction. It defines attitudes as favorable or unfavorable evaluations of objects, people or events. Attitudes have three components - cognitive, affective, and behavioral. Job satisfaction is a positive feeling about one's job based on an evaluation of its characteristics. The main causes of job satisfaction are job conditions, personality and pay. Outcomes of job satisfaction include improved job performance, organizational citizenship behavior, customer satisfaction and life satisfaction. When dissatisfied, employees may respond through absenteeism, turnover or counterproductive work behaviors.
This document summarizes key points about organizational communication from Chapter 11 of the textbook Organizational Behavior. It discusses the functions and process of communication, including management, feedback, emotional sharing, persuasion, and information exchange. It also contrasts downward, upward, and lateral communication and examines communication channels and barriers. Throughout, exhibits and examples from the textbook are referenced to illustrate important concepts.
The document summarizes key concepts about group behavior from Chapter 9 of an organizational behavior textbook. It discusses different types of groups, including formal vs informal groups, and ingroups and outgroups. It also covers models of group development like punctuated equilibrium, how roles and norms influence behavior, and how status, size, cohesiveness, and diversity impact group performance and decision making. The learning objectives are to distinguish group types, describe models of group development, demonstrate how roles and norms influence individuals, and understand how other factors like status and diversity affect groups.
The document discusses personality and values in organizational behavior. It covers topics like defining and measuring personality, common personality frameworks like Myers-Briggs and Big Five, and how personality can impact behaviors like job searching. It also distinguishes between terminal and instrumental values and how values shape attitudes and motivation in the workplace. Key frameworks and models are presented to understand these important individual differences concepts.
The document discusses various ways that organizations can motivate employees through job design and compensation. It describes the job characteristics model which links job design features to motivation. Alternative work arrangements like telecommuting and flexible schedules are discussed as motivating by increasing flexibility. Variable pay programs from bonuses to profit sharing are covered as tying pay to performance or company success. Employee involvement through participation and representation is also presented as a way to boost motivation.
This document summarizes key aspects of organizational culture from an organizational behavior textbook. It defines organizational culture as shared meanings that distinguish an organization. Common characteristics include adaptability, collaboration, and integrity. Culture is created by founders and sustained through socialization, stories, and symbols. Culture affects outcomes like performance, innovation and ethics. Managing culture requires understanding transmission and influencing factors like leadership, recruitment and training. National culture also interacts with organizational culture globally.
The document discusses teams and team effectiveness in organizations. It covers why teams are popular in organizations, the differences between groups and teams, the five types of team arrangements, and the characteristics of effective teams, including team context, composition, processes, and roles. It also discusses how organizations can create effective team players and when to use individuals instead of teams.
This document summarizes key topics from Chapter 13 of the textbook "Organizational Behavior". The chapter discusses power and politics in organizations. It defines power as the ability to influence others, and contrasts power with leadership. It describes the different bases of formal and personal power, and explains how dependence impacts power relationships. It also identifies common power tactics, discusses the causes and consequences of abusing power, and how politics function within organizations.
The document discusses attitudes and job satisfaction. It defines attitudes as favorable or unfavorable evaluations of objects, people or events. Attitudes have three components - cognitive, affective, and behavioral. Job satisfaction is a positive feeling about one's job based on an evaluation of its characteristics. The main causes of job satisfaction are job conditions, personality and pay. Outcomes of job satisfaction include improved job performance, organizational citizenship behavior, customer satisfaction and life satisfaction. When dissatisfied, employees may respond through absenteeism, turnover or counterproductive work behaviors.
This document summarizes key points about organizational communication from Chapter 11 of the textbook Organizational Behavior. It discusses the functions and process of communication, including management, feedback, emotional sharing, persuasion, and information exchange. It also contrasts downward, upward, and lateral communication and examines communication channels and barriers. Throughout, exhibits and examples from the textbook are referenced to illustrate important concepts.
The document summarizes key concepts about group behavior from Chapter 9 of an organizational behavior textbook. It discusses different types of groups, including formal vs informal groups, and ingroups and outgroups. It also covers models of group development like punctuated equilibrium, how roles and norms influence behavior, and how status, size, cohesiveness, and diversity impact group performance and decision making. The learning objectives are to distinguish group types, describe models of group development, demonstrate how roles and norms influence individuals, and understand how other factors like status and diversity affect groups.
The document discusses diversity in organizations and workplace discrimination. It covers two forms of workplace diversity: biological characteristics and other differentiating characteristics. Workplace discrimination undermines organizational effectiveness and can take many forms such as discriminatory policies, sexual harassment, intimidation, mockery, exclusion, and incivility. The document also examines how characteristics like age, sex, race, disabilities, tenure, religion, sexual orientation, cultural identity, intellectual abilities, and physical abilities are relevant to organizational behavior. Effective management of diversity is important for organizations.
This document summarizes key topics from Chapter 6 of an organizational behavior textbook, including perception, attribution theory, decision making, creativity, and implications for managers. It discusses how perception influences behavior, common biases that affect decision making, and a three-stage model of creativity involving preparation, incubation, and illumination. Managers are advised to consider perception, recognize decision biases, adjust decisions to cultural and organizational contexts, and combine rational analysis with intuition to improve decision making.
This document discusses organizational structure and different types of structures. It identifies seven key elements of organizational structure: work specialization, departmentalization, chain of command, span of control, centralization and decentralization, formalization, and boundary spanning. It then describes common structures like functional, divisional, matrix, virtual teams, and circular structures. It also discusses the implications of mechanistic versus organic structures and the behavioral effects of different organizational designs.
This document outlines key concepts and theories related to motivation. It discusses early theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's needs theory. Contemporary theories covered include self-determination theory, goal-setting theory, self-efficacy theory, reinforcement theory, expectancy theory, and forms of organizational justice. The document provides exhibits to illustrate concepts and implications for managers in applying motivation theories.
The document discusses organizational behavior and management. It provides learning objectives for a chapter on organizational behavior, which include demonstrating the importance of interpersonal skills, defining organizational behavior, showing the value of systematic study, identifying contributing behavioral science disciplines, demonstrating why few absolutes apply, and identifying managers' challenges and opportunities. It also discusses Mintzberg's managerial roles, management skills, effective versus successful managerial activities, and challenges managers face with concepts like responding to economic pressures and globalization.
This document discusses organizational change and stress management. It covers several topics:
1. It contrasts forces for change with planned change and describes change agents.
2. It identifies sources of resistance to change at the individual and organizational level and ways to overcome resistance like communication and participation.
3. It compares four main approaches to managing organizational change - Lewin's three-step model, Kotter's eight-step plan, action research, and organizational development.
4. It discusses ways to create a culture for change like managing paradoxes, stimulating innovation, and encouraging experimentation and risk-taking.
This document summarizes key points from Chapter 14 of the textbook "Organizational Behavior". It discusses three types of conflict: task conflict, relationship conflict, and process conflict. It also discusses three loci of conflict: dyadic, intragroup, and intergroup conflict. The conflict process is outlined in five stages: perception, intentions, behavior, outcome, and conflict resolution or escalation. Two approaches to bargaining are contrasted: distributive bargaining which is win-lose, and integrative bargaining which creates joint gains and is win-win. Individual differences that can influence negotiations are also discussed.
This document summarizes key concepts about emotions and moods from Chapter 4 of the textbook "Organizational Behavior". It defines emotions and moods, identifies common sources of emotions like personality, social activities and age. It describes emotional labor and its impact on employees, as well as affective events theory. Strategies for managing emotions through techniques like cognitive reappraisal are provided. The impact of emotions on organizational behavior issues like decision making, leadership and customer service is also discussed.
This document discusses work teams and their effectiveness in organizations. It begins by outlining the learning objectives which are to analyze the growing popularity of teams, contrast groups and teams, identify the five types of teams, characterize effective teams, develop team players, and determine when individuals are better. It then defines work teams and notes the increasing use of team structures in companies. The document differentiates groups from teams and analyzes why teams are becoming more popular for their flexibility, participation, and ability to quickly adapt. It outlines the five main types of teams - problem-solving, self-managed, cross-functional, and virtual - providing examples of each. The next sections identify factors that determine team success and how to effectively compose and develop team
This chapter discusses theories of motivation. It begins by defining motivation as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining an organizational goal. Early theories discussed include Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three needs theory. Contemporary theories covered are self-determination theory, job engagement, goal-setting theory and management by objectives, self-efficacy theory, equity theory, and expectancy theory.
This document discusses attitudes and job satisfaction. It defines the three components of an attitude as cognition, affect, and behavior. It explains that people generally seek consistency between their attitudes and behaviors. Job satisfaction is defined as a positive feeling about one's job. The main causes of job satisfaction are discussed as job conditions, personality, pay, and corporate social responsibility initiatives. Outcomes of job satisfaction include better job performance, organizational citizenship behaviors, customer satisfaction, and life satisfaction. The document also identifies four employee responses to dissatisfaction and implications for managers.
This chapter discusses attitudes and job satisfaction. It contrasts the three components of an attitude - affective, cognitive, and behavioral. There is a relationship between attitudes and behaviors, with attitudes influencing behaviors. The chapter compares major job attitudes like job satisfaction, job involvement, empowerment, and organizational commitment. Job satisfaction is defined and methods for measuring it are presented. The main causes of job satisfaction are summarized, including pay and personality factors. Finally, employee responses to dissatisfaction like absenteeism and turnover are identified.
Organizational Behavior Chapter 5 Perception and Individual Decision MakingDr. John V. Padua
This document discusses perception and decision making. It defines perception as how individuals organize and interpret sensory impressions to understand their environment. Perception is influenced by factors like the situation, perceiver, and target. Attribution theory holds that people try to explain behaviors as either internal or external to the person. Common shortcuts used in judging others include selective perception, halo effect, contrast effects, and stereotyping. Decision making is linked to perception, which can influence problem identification, information processing, and conclusions. The document also outlines rational decision making, bounded rationality, intuitive decision making, and common decision biases. [/SUMMARY]
The document discusses theories and models of personality including:
- Personality is shaped by both heredity and environment factors and can be measured through self-report surveys.
- The popular Myers-Briggs Type Indicator (MBTI) classifies people into 16 personality types based on preferences for extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
- The Big Five model describes five broad dimensions of personality: extraversion, agreeableness, conscientiousness, emotional stability, and openness. Different levels of these traits predict behaviors in work contexts.
This chapter discusses personality and values in organizational behavior. It defines personality and describes common frameworks for understanding it, including the Myers-Briggs Type Indicator and Big Five model. Key personality traits like conscientiousness, extraversion, and emotional stability are linked to job performance. Values represent preferences about how to live and differ between generations and cultures. Managers should consider person-job and person-organization fit to match personalities and values with work. Hofstede's model describes cultural dimensions like individualism and power distance that influence values internationally. Overall, personality and values assessment can aid selection and development in organizations.
Organizational Behavior Chapter 7 Motivation - From Concepts to ApplicationDr. John V. Padua
The document discusses various ways to motivate employees through job design and rewards. It describes the job characteristics model which proposes that motivating jobs are autonomous, provide feedback, and have at least one meaningfulness factor. Jobs can be redesigned through methods like job rotation, job enrichment, and alternative work arrangements. Employee involvement measures like participative management and representative participation can also increase motivation. Reward programs include variable pay, flexible benefits, and employee recognition programs which provide intrinsic rewards.
This chapter discusses theories and models of leadership. Early theories focused on identifying traits of leaders but had limited success. Behavioral theories examined styles of leadership and their effectiveness. Contingency theories proposed that leadership effectiveness depends on matching the leader's style to situational factors. Contemporary views include transformational leadership and team leadership. Current issues addressed include gender differences, power dynamics, and substitutes for leadership.
This chapter introduces organizational behavior and defines it as the study of how individuals, groups, and structure impact behavior within organizations. It discusses the importance of interpersonal skills in the workplace and identifies management functions as planning, organizing, leading, and controlling. The chapter also outlines the major behavioral science disciplines that contribute to OB, including psychology, sociology, anthropology, and explains that few absolutes apply due to situational factors. Finally, it discusses the three levels of analysis in OB - inputs, processes, and outcomes.
The document discusses theories of motivation including Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's motivation-hygiene theory. It also discusses contemporary theories such as goal-setting theory, reinforcement theory, equity theory, and expectancy theory. Key aspects of motivation discussed include needs, goals, behavior, perception, and designing motivating jobs and rewards programs. The document provides an overview of important concepts in understanding motivation.
This document discusses the key issues in implementing business strategies. It explains that strategy implementation requires managing operational forces and focuses on efficiency, coordination among many people, and leadership skills. Some of the main issues covered are establishing objectives and policies, allocating resources, matching organizational structure to strategy, managing resistance to change, and developing human resources and production/operations processes that support the strategy. The overall purpose is to outline the operational and management considerations essential for successfully implementing business strategies.
Summarize the conclusions of trait theories of leadership.
12.2 Identify the central tenets and main limitations of behavioral theories.
12.3 Contrast contingency theories of leadership.
12.4 Describe the positive leadership styles and relationships.
This document summarizes several theories of leadership from organizational behavior literature. It discusses trait theories, which focus on personality characteristics of leaders. Behavioral theories are also covered, including findings from Ohio State studies about consideration and initiating structure behaviors. Contingency theories like Fiedler's model are introduced, which emphasize the importance of matching leadership style to situational factors. Transformational leadership is contrasted with transactional leadership. Contemporary theories evaluate factors like vision, risk-taking, and inspiring followers that distinguish transformational from charismatic leadership.
The document discusses diversity in organizations and workplace discrimination. It covers two forms of workplace diversity: biological characteristics and other differentiating characteristics. Workplace discrimination undermines organizational effectiveness and can take many forms such as discriminatory policies, sexual harassment, intimidation, mockery, exclusion, and incivility. The document also examines how characteristics like age, sex, race, disabilities, tenure, religion, sexual orientation, cultural identity, intellectual abilities, and physical abilities are relevant to organizational behavior. Effective management of diversity is important for organizations.
This document summarizes key topics from Chapter 6 of an organizational behavior textbook, including perception, attribution theory, decision making, creativity, and implications for managers. It discusses how perception influences behavior, common biases that affect decision making, and a three-stage model of creativity involving preparation, incubation, and illumination. Managers are advised to consider perception, recognize decision biases, adjust decisions to cultural and organizational contexts, and combine rational analysis with intuition to improve decision making.
This document discusses organizational structure and different types of structures. It identifies seven key elements of organizational structure: work specialization, departmentalization, chain of command, span of control, centralization and decentralization, formalization, and boundary spanning. It then describes common structures like functional, divisional, matrix, virtual teams, and circular structures. It also discusses the implications of mechanistic versus organic structures and the behavioral effects of different organizational designs.
This document outlines key concepts and theories related to motivation. It discusses early theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's needs theory. Contemporary theories covered include self-determination theory, goal-setting theory, self-efficacy theory, reinforcement theory, expectancy theory, and forms of organizational justice. The document provides exhibits to illustrate concepts and implications for managers in applying motivation theories.
The document discusses organizational behavior and management. It provides learning objectives for a chapter on organizational behavior, which include demonstrating the importance of interpersonal skills, defining organizational behavior, showing the value of systematic study, identifying contributing behavioral science disciplines, demonstrating why few absolutes apply, and identifying managers' challenges and opportunities. It also discusses Mintzberg's managerial roles, management skills, effective versus successful managerial activities, and challenges managers face with concepts like responding to economic pressures and globalization.
This document discusses organizational change and stress management. It covers several topics:
1. It contrasts forces for change with planned change and describes change agents.
2. It identifies sources of resistance to change at the individual and organizational level and ways to overcome resistance like communication and participation.
3. It compares four main approaches to managing organizational change - Lewin's three-step model, Kotter's eight-step plan, action research, and organizational development.
4. It discusses ways to create a culture for change like managing paradoxes, stimulating innovation, and encouraging experimentation and risk-taking.
This document summarizes key points from Chapter 14 of the textbook "Organizational Behavior". It discusses three types of conflict: task conflict, relationship conflict, and process conflict. It also discusses three loci of conflict: dyadic, intragroup, and intergroup conflict. The conflict process is outlined in five stages: perception, intentions, behavior, outcome, and conflict resolution or escalation. Two approaches to bargaining are contrasted: distributive bargaining which is win-lose, and integrative bargaining which creates joint gains and is win-win. Individual differences that can influence negotiations are also discussed.
This document summarizes key concepts about emotions and moods from Chapter 4 of the textbook "Organizational Behavior". It defines emotions and moods, identifies common sources of emotions like personality, social activities and age. It describes emotional labor and its impact on employees, as well as affective events theory. Strategies for managing emotions through techniques like cognitive reappraisal are provided. The impact of emotions on organizational behavior issues like decision making, leadership and customer service is also discussed.
This document discusses work teams and their effectiveness in organizations. It begins by outlining the learning objectives which are to analyze the growing popularity of teams, contrast groups and teams, identify the five types of teams, characterize effective teams, develop team players, and determine when individuals are better. It then defines work teams and notes the increasing use of team structures in companies. The document differentiates groups from teams and analyzes why teams are becoming more popular for their flexibility, participation, and ability to quickly adapt. It outlines the five main types of teams - problem-solving, self-managed, cross-functional, and virtual - providing examples of each. The next sections identify factors that determine team success and how to effectively compose and develop team
This chapter discusses theories of motivation. It begins by defining motivation as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining an organizational goal. Early theories discussed include Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three needs theory. Contemporary theories covered are self-determination theory, job engagement, goal-setting theory and management by objectives, self-efficacy theory, equity theory, and expectancy theory.
This document discusses attitudes and job satisfaction. It defines the three components of an attitude as cognition, affect, and behavior. It explains that people generally seek consistency between their attitudes and behaviors. Job satisfaction is defined as a positive feeling about one's job. The main causes of job satisfaction are discussed as job conditions, personality, pay, and corporate social responsibility initiatives. Outcomes of job satisfaction include better job performance, organizational citizenship behaviors, customer satisfaction, and life satisfaction. The document also identifies four employee responses to dissatisfaction and implications for managers.
This chapter discusses attitudes and job satisfaction. It contrasts the three components of an attitude - affective, cognitive, and behavioral. There is a relationship between attitudes and behaviors, with attitudes influencing behaviors. The chapter compares major job attitudes like job satisfaction, job involvement, empowerment, and organizational commitment. Job satisfaction is defined and methods for measuring it are presented. The main causes of job satisfaction are summarized, including pay and personality factors. Finally, employee responses to dissatisfaction like absenteeism and turnover are identified.
Organizational Behavior Chapter 5 Perception and Individual Decision MakingDr. John V. Padua
This document discusses perception and decision making. It defines perception as how individuals organize and interpret sensory impressions to understand their environment. Perception is influenced by factors like the situation, perceiver, and target. Attribution theory holds that people try to explain behaviors as either internal or external to the person. Common shortcuts used in judging others include selective perception, halo effect, contrast effects, and stereotyping. Decision making is linked to perception, which can influence problem identification, information processing, and conclusions. The document also outlines rational decision making, bounded rationality, intuitive decision making, and common decision biases. [/SUMMARY]
The document discusses theories and models of personality including:
- Personality is shaped by both heredity and environment factors and can be measured through self-report surveys.
- The popular Myers-Briggs Type Indicator (MBTI) classifies people into 16 personality types based on preferences for extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
- The Big Five model describes five broad dimensions of personality: extraversion, agreeableness, conscientiousness, emotional stability, and openness. Different levels of these traits predict behaviors in work contexts.
This chapter discusses personality and values in organizational behavior. It defines personality and describes common frameworks for understanding it, including the Myers-Briggs Type Indicator and Big Five model. Key personality traits like conscientiousness, extraversion, and emotional stability are linked to job performance. Values represent preferences about how to live and differ between generations and cultures. Managers should consider person-job and person-organization fit to match personalities and values with work. Hofstede's model describes cultural dimensions like individualism and power distance that influence values internationally. Overall, personality and values assessment can aid selection and development in organizations.
Organizational Behavior Chapter 7 Motivation - From Concepts to ApplicationDr. John V. Padua
The document discusses various ways to motivate employees through job design and rewards. It describes the job characteristics model which proposes that motivating jobs are autonomous, provide feedback, and have at least one meaningfulness factor. Jobs can be redesigned through methods like job rotation, job enrichment, and alternative work arrangements. Employee involvement measures like participative management and representative participation can also increase motivation. Reward programs include variable pay, flexible benefits, and employee recognition programs which provide intrinsic rewards.
This chapter discusses theories and models of leadership. Early theories focused on identifying traits of leaders but had limited success. Behavioral theories examined styles of leadership and their effectiveness. Contingency theories proposed that leadership effectiveness depends on matching the leader's style to situational factors. Contemporary views include transformational leadership and team leadership. Current issues addressed include gender differences, power dynamics, and substitutes for leadership.
This chapter introduces organizational behavior and defines it as the study of how individuals, groups, and structure impact behavior within organizations. It discusses the importance of interpersonal skills in the workplace and identifies management functions as planning, organizing, leading, and controlling. The chapter also outlines the major behavioral science disciplines that contribute to OB, including psychology, sociology, anthropology, and explains that few absolutes apply due to situational factors. Finally, it discusses the three levels of analysis in OB - inputs, processes, and outcomes.
The document discusses theories of motivation including Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's motivation-hygiene theory. It also discusses contemporary theories such as goal-setting theory, reinforcement theory, equity theory, and expectancy theory. Key aspects of motivation discussed include needs, goals, behavior, perception, and designing motivating jobs and rewards programs. The document provides an overview of important concepts in understanding motivation.
This document discusses the key issues in implementing business strategies. It explains that strategy implementation requires managing operational forces and focuses on efficiency, coordination among many people, and leadership skills. Some of the main issues covered are establishing objectives and policies, allocating resources, matching organizational structure to strategy, managing resistance to change, and developing human resources and production/operations processes that support the strategy. The overall purpose is to outline the operational and management considerations essential for successfully implementing business strategies.
Summarize the conclusions of trait theories of leadership.
12.2 Identify the central tenets and main limitations of behavioral theories.
12.3 Contrast contingency theories of leadership.
12.4 Describe the positive leadership styles and relationships.
This document summarizes several theories of leadership from organizational behavior literature. It discusses trait theories, which focus on personality characteristics of leaders. Behavioral theories are also covered, including findings from Ohio State studies about consideration and initiating structure behaviors. Contingency theories like Fiedler's model are introduced, which emphasize the importance of matching leadership style to situational factors. Transformational leadership is contrasted with transactional leadership. Contemporary theories evaluate factors like vision, risk-taking, and inspiring followers that distinguish transformational from charismatic leadership.
This document provides an overview of leadership concepts from a textbook on principles of management. It begins by defining leadership and distinguishing between leaders and managers. It then covers traditional theories of leadership including traits, behavioral, and contingency approaches. Characteristics of effective leadership are described as well as functions of leaders in setting goals, planning, and serving as symbols. New approaches like charismatic, transformational and situational leadership are introduced. The document also discusses assessing leadership potential and analyzing leadership styles in Indian organizations.
Strategic leadership refers to a manager's ability to express a strategic vision for an organization and motivate others to achieve that vision. Effective strategic leaders demonstrate loyalty to their vision, keep themselves updated about their organization, make judicious use of power, and have a wide perspective and outlook. They create organizational structure, allocate resources, and express strategic vision to guide employees in supporting organizational goals. Strategic leadership requires the potential to foresee the work environment and take a broad view of opportunities and challenges.
The document discusses developing a leadership strategy for organizational success. It defines what a leadership strategy is and provides steps for creating one, including analyzing the business strategy to identify key drivers and their implications for leadership, assessing the current and desired future leadership states, and identifying gaps to focus the leadership strategy. The leadership strategy should specify the quantity, qualities, skills/behaviors, collective capabilities, and culture needed for leaders to implement the business strategy.
The document provides an outline for a 1-day workshop on inspirational and transformational leadership. The workshop aims to help participants understand the changing demands of leadership and develop skills in emotional intelligence and flexible leadership styles.
The workshop overview describes the new realities of leadership involving empowerment, collaboration, diversity and ethical purpose rather than control and self-interest. It will cover emotional intelligence competencies, different leadership styles, and how leadership impacts organizational climate and performance.
The learning outcomes are to help participants gain understanding of effective leadership in engaging employees, develop emotional intelligence, understand situational leadership styles, learn coaching skills, and create a personal leadership development plan. The workshop will use methods like videos, assessments, exercises and case studies
Running head JOB SATISFACTION IN PHILIPPINES1JOB SATISFACTION.docxwlynn1
Running head: JOB SATISFACTION IN PHILIPPINES 1
JOB SATISFACTION IN PHILIPPINES 2
JOB SATISFACTION IN PHILIPPINES
Name
Course title
Institution
According to this article Philippines are less happy at work even though most of them look forward to career development. This unhappiness is attributed to lack of career development, lack of training opportunities and organizations’ management styles. Job dissatisfaction has continued to go down as it was 4.97 in 2016 while in 2017 it was 5.25.
In a survey that was conducted with the aim of knowing what would make people more satisfied with their jobs most people mentioned pay rise while others insisted that they would like to leave their jobs and get new ones. Good relationship with colleagues was the only reason why they were still in their jobs.
The extent to which workers were dissatisfied was different depending on workers age and professional stage. Those workers who were born before 1960 were found happier compared to those born after 1995. In terms of position those at the executive level were found to be more satisfied compared followed by new graduates.
For the baby boomers were happy about a job because of the schedule while the younger were interested in work location and work relationships. Older employees are dissatisfied due to lack of training, career development, and low wages. The managers need to communicate with employees on what factors would boost their job satisfaction.
Job satisfaction in Philippines is very different compared to US. In US 51% of all employees are satisfied while in Philippines job satisfaction is very low. Philippines can borrow much from what US has done to ensure that workers are satisfied with their jobs. The similarity in the two countries is that the rate of job satisfaction has been declining in the recent past. Philippines have much to learn from US than it is for US to learn from Philippines.
Philippines can make sure that its labor markets are tight to ensure low layoff rates. It can also improve working conditions and increase opportunities for its labor markets. As baby boomers continue to retire labor demand will go up and the rates of job satisfaction would go up.
Relationships are also important in ensuring job satisfaction. To ensure this there should be good relationships with coworkers, supervisors and their physical work environment. Job quality is also a mechanism of increasing job satisfaction. Employees should be given opportunities to develop their careers and be taken through trainings. They should also be given quality pay for their work and have good benefits e.g. health and retirement benefits.
For both countries, there must be communication with the employees to identify what things make them be dissatisfied with their jobs and something can be done to improve the situation. The labor market should be looked into if the situation has to improve.
Reference
https://cnnphilippines.com/news/2017/10/25/Filipinos-work-satis.
The document discusses different theories of leadership including trait theory, behavioral theories, situational theories and contemporary perspectives like transformational leadership. It summarizes several models of situational leadership including Fiedler's contingency model, the leadership continuum model, path-goal theory, and Hersey and Blanchard's situational leadership model. It also discusses leadership substitutes theory and addresses ethical questions about leadership and gender.
The document discusses leadership behavior, attitudes, styles, and effectiveness. It begins by outlining the objectives of explaining key leadership dimensions, behaviors, attitudes, styles, and selecting the most appropriate style. It then covers classic dimensions of initiating structure and consideration behaviors. It describes task-related and relationship-oriented leadership attitudes and behaviors. 360-degree feedback is explained as a tool for leaders to improve. Participative, autocratic, entrepreneurial, and Leadership Grid styles are outlined. Research on gender differences in styles is discussed, noting that effectiveness is perceived the same between men and women. The conclusion emphasizes selecting leadership styles based on diagnosing the situation.
You were recently appointed as a new manager. You face a number o.docxjeffevans62972
You were recently appointed as a new manager. You face a number of issues in your new position. Please address each.
The previous manager used a transactional leadership approach, which has been relatively ineffective. Evaluate one leadership style and describe which you would take.
An experienced executive assistant discovered that she made the same amount of money as a newly hired janitor. Consider the role the human resources department plays in driving organization performance. What HR strategies would you employ to address this?
To keep people motivated in a tough economic environment, the company has shifted from annual to semiannual bonuses. Do you think offering semiannual bonuses is a good way to motivate the kind of behaviors organizations need to survive the economic downturn? What might be some potential problems associated with this approach? What other strategies would you use?
Post answers in paragraph form (minimum of 500-600 words)
SCORING AND INTERPRETATION: A recent view of leadership called Level 5 leadership says that the most successful leaders have two prominent qualities: humility and will. Give 1 point for each item marked Mostly True.
· Humility: Items 1, 2, 3, 4
· Will: Items 5, 6, 7, 8
“Humility” means a quiet, modest, self-effacing manner. A humble person puts group or organizational success ahead of personal success. “Will” means a quiet but fierce resolve to stay the course to achieve the group's desired outcome and to help the group succeed. The traits of humility and will are opposite the traditional idea of leadership as loud and self-centered. If you scored 3 or 4 on either humility or will, you are on track to Level 5 leadership, which says that ordinary people often make excellent leaders.
Remember This
·
(Daft, 2012, p.493)
Nature of Leadership
In most situations, a team, military unit, department, or volunteer group is only as good as its leader. Yet there are as many variations among leaders as there are among other individuals, and many different styles of leadership can be effective.
So, what does it mean to be a leader? Among all the ideas and writings about leadership, three aspects stand out—people, influence, and goals. Leadership occurs among people, involves the use of influence, and is used to attain goals.2Influence means that the relationship among people is not passive. Moreover, influence is designed to achieve some end or goal. Thus, leadership as defined here is the ability to influence people toward the attainment of goals. This definition captures the idea that leaders are involved with other people in the achievement of goals. Leadership is reciprocal, occurring among people.3 Leadership is a “people” activity, distinct from administrative paperwork or problem-solving activities.
Remember This
· • The attitudes and behaviors of leaders shape the conditions that determine how well employees can do their jobs; thus, leaders play a tremendous role in the .
This document outlines the development of a leadership strategy, which is described as a critical ingredient for organizational success. It discusses assessing the current leadership situation, identifying gaps compared to desired future states, and using this information to create a leadership strategy aligned with business strategy and goals. The leadership strategy should specify the quantity, qualities, skills, collective capabilities, and culture needed for leaders to implement key business drivers and strategies.
MSL 6000, Psychological Foundations of Leadership 1 .docxShiraPrater50
MSL 6000, Psychological Foundations of Leadership 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Summarize the major psychological foundations of leadership.
1.1 Describe various foundational traits of leadership.
1.2 Articulate the importance of correlating personal leadership traits and models.
4. Evaluate various leadership models.
4.1 Analyze various leadership models.
4.2 Relate leadership models to a successful leader.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 1
Unit I Essay
1.2
Unit Lesson
Chapter 1
Unit I Essay
4.1
Unit Lesson
Chapter 3
Unit I Essay
4.2
Unit Lesson
Chapter 3
Unit I Essay
Reading Assignment
In addition to a physical copy of the textbook, each unit contains the eTextbook version of the assigned
reading chapters. If preferred, click on Unit I in the course navigation menu to access the online version of the
assigned chapters.
Chapter 1: What Does It Mean to Be a Leader?, pp. 3–24
Chapter 3: Contingency Approaches to Leadership, pp. 65–88
UNIT I STUDY GUIDE
Leadership Approaches and Models
MSL 6000, Psychological Foundations of Leadership 2
UNIT x STUDY GUIDE
Title
Unit Lesson
Welcome to Unit I! There are many types of leaders in the business world today; some are successful at
leading their team to accomplish organizational goals, while others are not. Leadership is a popular and
sought-after asset in business today. Therefore, it is important to understand what is required for one to
become a good leader and acknowledge the important aspects of leadership. Being that leadership is
complex and often misunderstood, those who are seeking to become effective leaders must possess a desire
to establish meaningful relationships with others while leading with a vision. Daft (2018) describes leadership
as the “ability to support and inspire the people who are needed to achieve organizational goals” (p. 5).
This course covers the history and psychology
of leadership studies, leadership vision,
culture, courage, morals, and values. Our
focus will be on leadership concepts and
theories and correlating that knowledge into
practical use. At the bottom of each study
guide, there will be activities that focus on self-
assessment, goal setting, and overcoming
barriers—all related to how you can apply what
you learn in the course to your everyday life.
The activities are not graded but will assist in
developing your own leadership skills.
Let’s get started, as your next step in becoming a leader awaits.
When we consider the psychology of leadership, the psychodynamic or systematic approach to studying
human behavior, there are a myriad of ways of looking at leadership. The underlining forces that affect
leaders’ ability to lead include their personalities, their feelings and emotions, and how they relate to others.
Leaders’ persona ...
MSL 6000, Psychological Foundations of Leadership 1 .docxgertrudebellgrove
MSL 6000, Psychological Foundations of Leadership 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Summarize the major psychological foundations of leadership.
1.1 Describe various foundational traits of leadership.
1.2 Articulate the importance of correlating personal leadership traits and models.
4. Evaluate various leadership models.
4.1 Analyze various leadership models.
4.2 Relate leadership models to a successful leader.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 1
Unit I Essay
1.2
Unit Lesson
Chapter 1
Unit I Essay
4.1
Unit Lesson
Chapter 3
Unit I Essay
4.2
Unit Lesson
Chapter 3
Unit I Essay
Reading Assignment
In addition to a physical copy of the textbook, each unit contains the eTextbook version of the assigned
reading chapters. If preferred, click on Unit I in the course navigation menu to access the online version of the
assigned chapters.
Chapter 1: What Does It Mean to Be a Leader?, pp. 3–24
Chapter 3: Contingency Approaches to Leadership, pp. 65–88
UNIT I STUDY GUIDE
Leadership Approaches and Models
MSL 6000, Psychological Foundations of Leadership 2
UNIT x STUDY GUIDE
Title
Unit Lesson
Welcome to Unit I! There are many types of leaders in the business world today; some are successful at
leading their team to accomplish organizational goals, while others are not. Leadership is a popular and
sought-after asset in business today. Therefore, it is important to understand what is required for one to
become a good leader and acknowledge the important aspects of leadership. Being that leadership is
complex and often misunderstood, those who are seeking to become effective leaders must possess a desire
to establish meaningful relationships with others while leading with a vision. Daft (2018) describes leadership
as the “ability to support and inspire the people who are needed to achieve organizational goals” (p. 5).
This course covers the history and psychology
of leadership studies, leadership vision,
culture, courage, morals, and values. Our
focus will be on leadership concepts and
theories and correlating that knowledge into
practical use. At the bottom of each study
guide, there will be activities that focus on self-
assessment, goal setting, and overcoming
barriers—all related to how you can apply what
you learn in the course to your everyday life.
The activities are not graded but will assist in
developing your own leadership skills.
Let’s get started, as your next step in becoming a leader awaits.
When we consider the psychology of leadership, the psychodynamic or systematic approach to studying
human behavior, there are a myriad of ways of looking at leadership. The underlining forces that affect
leaders’ ability to lead include their personalities, their feelings and emotions, and how they relate to others.
Leaders’ persona.
This document outlines developing a leadership strategy, which is critical for organizational success. It defines what a leadership strategy is and provides steps to create one. A leadership strategy considers the quantity and qualities of leaders needed, their skills and behaviors, collective capabilities, and leadership culture. It is created by analyzing a business strategy to identify key drivers and their implications for leadership. Data is collected on the current leadership situation and compared to the desired future to develop the leadership strategy and subsequent leadership development strategy.
The document discusses the drivers and pressures for organizational change. It identifies that change comes from both external environmental pressures such as competition, regulations and technological changes as well as internal pressures like growth, leadership changes, and politics. Some of the key external pressures mentioned are globalization, hypercompetition, and reputation concerns. The document also examines why organizations may not change in response to environmental pressures or after crises, citing factors such as organizational learning difficulties and defensive priorities over innovation.
This document discusses evolutionary developmental biology and how changes in development can lead to evolutionary changes. It provides examples of modularity and molecular parsimony which help explain this. Modularity means parts of the body and DNA can develop differently. Molecular parsimony means organisms share developmental toolkit genes. The document then discusses specific examples like stickleback fish pelvic spines being due to different Pitx1 expression, and Darwin's finches having beak shape variations due to differing Bmp4 and Calmodulin expression levels. Mechanisms of evolutionary change include changes in location, timing, amount, or kind of gene expression.
Developmental plasticity allows an organism's phenotype to change in response to environmental conditions during development. There are two main types of phenotypic plasticity: reaction norms, where the environment determines the phenotype from a continuum of genetic possibilities, and polyphenisms, where discrete alternative phenotypes are produced. Examples include caterpillars changing appearance to match plant growth stages, frogs hatching early in response to vibrations, and temperature determining sex in crocodiles. Stressors like water levels can also influence development, as seen in spadefoot toads. Symbiotic relationships between organisms, like nitrogen-fixing bacteria in plant roots, are important to development and often involve vertical transmission from parents. Gut bacteria are also necessary for
This document discusses several genetic and environmental factors that can influence human development. Genetic factors like pleiotropy and mosaicism can result in syndromes with multiple abnormalities. The same genetic mutation can also produce different phenotypes depending on gene interactions. Environmental teratogens during critical periods of embryonic development can irreversibly damage organ formation, with alcohol, retinoic acid, and endocrine disruptors like bisphenol A and atrazine posing particular risks like fetal alcohol syndrome, cleft palate, lower sperm counts, and cancer. Both genetic and environmental heterogeneity contribute to the complexity of human development.
The endoderm forms the epithelial lining of the digestive and respiratory systems. It gives rise to tissues like the notochord, heart, blood vessels, and parts of the mesoderm. The endoderm comes from two sources - the definitive endoderm and the visceral endoderm. The transcription factor Sox17 marks and regulates the formation of the endoderm. The endoderm lines tubes in the body and gives rise to organs like the liver, pancreas, lungs and digestive system through the formation of buds and pouches along the foregut.
The document summarizes the development of the intermediate mesoderm and lateral plate mesoderm. The intermediate mesoderm forms the urogenital system including the kidneys, ureters, ovaries, fallopian tubes, testes and vas deferens. Kidney development occurs through the pronephros, mesonephros and metanephros stages. The lateral plate mesoderm splits into somatic and splanchnic layers and forms the heart through the merging of cardiac progenitor cells from both sides of the embryo. The heart tube loops to the right to begin resembling the four-chambered adult heart.
The paraxial mesoderm lies just lateral to the notochord and gives rise to vertebrae, skeletal muscles, and skin connective tissue. It is divided into somites which then form dermomyotomes and sclerotomes. Dermomyotomes develop into dermatomes that make dermis and myotomes that form back, rib, and body wall muscles. Sclerotomes form the vertebrae and rib cage. Somitogenesis occurs through a clock-wavefront model where somites sequentially segment from cranial to caudal regions under the influence of signaling molecules like retinoic acid and FGF.
The document summarizes ectodermal placodes and the epidermis. It discusses how placodes give rise to sensory structures like the eye lens, inner ear, and nose. It describes the different cranial placodes that form sensory tissues and nerves, including the anterior placodes that form the pituitary gland and eye lens. The intermediate placodes form nerves involved in sensation of the face and hearing/balance. The epidermis derives from surface ectoderm under the influence of BMPs and forms the protective outer layer of skin and its appendages like hair, sweat glands, and teeth.
- The neural plate transforms into a neural tube through a process called neurulation regulated by proteins like BMP and transcription factors like Sox1, 2, and 3.
- Primary neurulation involves the elongation, bending, and convergence of the neural folds before their closure at the midline to form the neural tube. Key regulation events involve hinge points at the midline and dorsolateral edges.
- Neural tube defects can occur if closure fails, as in spina bifida where the posterior neuropore remains open, preventing proper spinal cord development.
Mammalian development begins with fertilization and cleavage of the egg. The egg develops membranes that allow development outside of water. In mammals, the placenta exchanges gases and nutrients between the embryo and mother. Cleavage is rotational, with zygotic genes activating later than other animals. Cells compact and the morula forms an inner cell mass and trophoblast cells. The trophoblast secretes fluid to form a blastocyst cavity. The inner cell mass forms the epiblast and hypoblast, which generate the embryo and extraembryonic tissues through gastrulation. Axis formation is guided by gradients of genes like HOX and left/right asymmetries are regulated by proteins including Nodal.
- Drosophila melanogaster is a useful model organism for studying development due to its short life cycle, fully sequenced genome, and ease of breeding.
- Early Drosophila development involves syncytial cleavage where nuclei divide without cell division, specifying the dorsal/ventral and anterior/posterior axes.
- Fertilization occurs when sperm enters an egg that has already begun specifying axes; maternal and paternal chromosomes remain separate during early divisions.
This document summarizes key patterns in animal development. It describes that animals undergo gastrulation where cells migrate to form germ layers and axes. Animals are categorized into 35 phyla based on features like germ layers, organ formation, and cleavage patterns. It describes that diploblastic animals have two germ layers while most are triploblastic with three germ layers. Triploblastic animals are further divided into protostomes and deuterostomes based on mouth formation. The document also provides examples of cleavage patterns in snails which are spirally arranged in either a dextral or sinistral pattern determined by maternal factors.
1) Sex determination in mammals is primarily determined by the XY sex determination system, with females having XX and males having XY. The SRY gene on the Y chromosome causes the development of testes.
2) The gonads are initially bipotential but develop into either ovaries or testes based on the sex chromosomes. Testes secrete AMH and testosterone to direct male development while ovaries secrete estrogens for female development.
3) Gametogenesis includes the process of meiosis which produces haploid gametes from diploid germ cells in the gonads. In females, oogenesis begins in the embryo but arrests until puberty while spermatogenesis only occurs at puberty in males.
Stem cells are unspecialized cells that can divide and differentiate into specialized cell types. There are several types of stem cells defined by their potency, including totipotent stem cells found in early embryos, pluripotent stem cells in the embryo, and multipotent adult stem cells. Stem cell regulation is controlled through extracellular signals from the stem cell niche and intracellular factors that influence gene expression and cell fate. Researchers have also induced pluripotency in adult cells by introducing genes that code for key transcription factors.
This document discusses cell-to-cell communication and how it allows for the development of specialized tissues and organs through three main mechanisms: cell adhering, cell shape changing, and cell signaling. It describes how cells interact at the cell membrane through various receptor and ligand proteins. These interactions can be homophilic or heterophilic, and occur through direct contact between neighboring cells (juxtacrine signaling) or over short distances (paracrine signaling). Differential adhesion and cadherins allow cells to sort themselves into tissues based on adhesion strengths. The extracellular matrix and integrins also influence cell communication and development.
Differential gene expression refers to the process where different genes are activated in different cell types, leading to cellular specialization. While all cells contain the full genome, only a small percentage of genes are expressed in each cell. Gene expression is regulated at multiple levels, including differential transcription, selective pre-mRNA processing, selective mRNA translation, and posttranslational protein modification. The most common mechanisms involve regulating transcription through epigenetic modifications of chromatin and the use of transcription factors.
The document summarizes key stages in animal development from fertilization through organogenesis. It begins with fertilization and cleavage, followed by gastrulation where the three germ layers (endoderm, mesoderm, ectoderm) are formed. During organogenesis, organs develop from the germ layers. Metamorphosis may also occur to transition organisms like frogs from immature to sexually mature forms. Examples are provided of developmental processes in frogs and other model organisms like fruit flies and plants. Cell behavior and patterning during these stages are also discussed.
The document discusses considerations for small businesses when hiring employees. It covers deciding when to hire an employee, defining job roles, writing job descriptions, attracting and evaluating candidates, selecting the right hire, training employees, rewarding and compensating employees, and managing ownership and dividends when there are family business partners involved. The key aspects of setting up an employee program for a small business are planning job roles, writing thorough job descriptions, developing fair hiring and review processes, providing training, and establishing clear compensation and ownership structures.
This document discusses various legal issues that small business owners should be aware of, including:
- Understanding the different types of laws (federal, state, local) that may apply to a small business.
- Hiring an experienced small business attorney to provide legal advice and represent the business as needed.
- Choosing an appropriate legal structure for the business, such as a sole proprietorship, partnership, corporation, or LLC.
- Protecting the business name as intellectual property and complying with regulations regarding contracts, liability, taxation and other legal matters.
This document discusses risk management and insurance for small businesses. It begins by defining risk for business owners and identifying common sources of risk such as financial investments, theft, nonpayment of debts, and natural disasters. It then examines risks related to a business's property, personnel, customers, and intangible property. The document provides strategies for managing these risks, such as developing policies and procedures, securing valuable assets, and obtaining different types of insurance. It concludes by discussing ways for businesses to share risk through joint ventures, industry groups, and government funding programs.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
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
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
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.
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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