Bad Structure About Organizing
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Here we look at how"Rational Focus Ignores Our Emotional Mind". Also, how our "Top Down Rationality" of workplace structures presents an environment where everybody has the permission of their position to tell the people below them what to do.
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Balancing IQ vs EQ in workplace
This document discusses the importance of balancing IQ (intelligence quotient) and EQ (emotional quotient) in workplace settings, especially in healthcare. It argues that EQ is more important than IQ for life success, with EQ accounting for 80% of success and IQ only 20%. It provides examples of high IQ individuals like Einstein who struggled socially, while high EQ individuals like Obama are very effective leaders. The document then discusses various EQ skills that are important for workplace performance like taking initiative, collaboration, flexibility, and communication. It also provides strategies for developing EQ, addressing EQ imbalances, and cultivating good EQ practices in the workplace.
HRM
This document discusses three types of intelligence beyond IQ that are important for success: emotional intelligence (EQ), moral intelligence (MQ), and body intelligence (BQ). It argues that EQ, MQ, and BQ are actually more important than IQ alone in predicting career achievement and standing out. EQ involves self-awareness, self-regulation, and relationship building. MQ relates to integrity, responsibility, and forgiveness. BQ reflects self-awareness of one's physical health and needs. Developing strengths in these other forms of intelligence, in addition to IQ, can lead to greater success than relying solely on academic skills and intelligence.
Human-behavior-in-Organization by Parts
Human Behavior in Organizations discusses important topics such as the goals of studying human behavior, the nature of people, individual differences, self-concept, personality, emotions, values, attitudes, abilities, job satisfaction, and motivation. It also covers group behavior, organizational culture, management, and organizational change. The key goals are to describe, understand, predict, and control human behavior in work settings in order to improve performance and achieve organizational goals.
Role of ethics and spiritualism in corporate
This document discusses the role of ethics and spiritualism in corporate leadership. It argues that ethics and integrity help build trust with customers, employees and investors, which benefits the company. Spiritualism in the workplace involves seeing work as a way to grow and contribute meaningfully to society through compassion. An effective leader balances ethics, treating people with respect, and allowing for diverse spiritual beliefs, while also guiding the organization towards its goals. Workplace spirituality and ethics are positively correlated with financial performance when they promote socially responsible behavior and internal/external development. Overall the document advocates for integrating ethics and spiritualism into leadership and business for long term sustainability.
Please Follow directions or I will dispute!Please answer origi.docx
1. Justin discusses how his small budget office fosters open communication and trust between its four members and larger finance office of 12. The manager promotes a culture of teamwork and risk-taking to achieve goals. Leaders allow flexibility but provide help when needed.
2. Giovanna discusses how her organization fosters open communication through an open-door policy and weekly meetings. It defines teamwork, power, and authority. Common goals are accurately processing veteran and third-party payments. The culture has hierarchical and team-oriented aspects.
3. Recommendations include continuing open communication and process improvement practices, and providing accountability and feedback to avoid mistakes. Both responses integrate readings to support views on leadership and organization.
ORGANIZATIONAL BEHAVIOR.pptx
The document discusses key topics related to organizational behavior including its goals, importance, and objectives. Specifically, it outlines three main goals of organizational behavior as explaining behavior, predicting behavior, and controlling behavior. It also lists eight objectives including job satisfaction, finding the right people, organizational culture, leadership and conflict resolution, understanding employees better, developing good leaders, developing good teams, and higher productivity. The document provides examples and explanations for each of these objectives.
Emotional intelligence in project management
Emotional Intelligence for Project Managers- How to promote a culture of ownership and collaboration while leading projects
Nature of organisational behaviour.
- Organizational behavior is the interdisciplinary study of human behavior in organizational settings, drawing from psychology, sociology, and anthropology.
- It examines individual, group, and organizational level factors that impact behavior and performance. The goal is to apply evidence-based theories to improve organizational effectiveness.
- While organizational behavior incorporates some subjective elements, it aims to study human behavior scientifically and apply empirical findings to optimize people management in a way that benefits both individuals and organizations.
Road Map To Greatness
The document discusses finding and using one's voice to inspire and lead others. It begins by outlining the pain of people feeling unfulfilled at work, and proposes the solution is transcending negative mindsets like ego and competitiveness. It then discusses discovering one's voice through gifts like free will and different types of intelligence. Expressing one's voice involves developing energy into vision, discipline, passion and conscience. The leadership challenge is enabling people to realize their potential by contributing their talents and passion. Leaders must model the four intelligences and empower others while holding them accountable. The document emphasizes the importance of trustworthiness, communication, and blending voices to find third alternatives. It discusses pathfinding a shared vision and executing through alignment,
organization culture
This document discusses organizational culture and provides definitions and concepts related to culture. It defines culture as shared beliefs, values, and norms of a group. It discusses Edgar Schein's definition of organizational culture as basic assumptions learned by a group to solve problems. There are three main levels of culture - artifacts and behaviors, values, and underlying assumptions. Understanding organizational culture is useful for managers to predict responses and assess challenges. Strategic and culture change may be needed when the future arrives. Culture can be a powerful tool for managers to achieve goals and ensure consistent decision making. Subcultures can form within larger organizations. Evaluating culture is important for mergers and acquisitions when acquiring intangible assets like processes and business models.
Teacher Leaders
Teachers are seen as leaders in their schools and play an important role in student achievement and school culture. However, many school districts struggle to attract and retain qualified candidates for leadership positions. The document discusses concepts from leadership literature like confronting "brutal facts", having the right people in key positions, developing a culture of discipline, and viewing technology as an accelerator rather than a driver of success. It encourages teachers to see themselves as leaders and analyze how their school compares to highly successful organizations to help move from being good to great.
book review
The document summarizes Stephen Covey's book "The 7 Habits of Highly Effective People". It provides background on the book and author, then outlines each of the 7 habits: (1) Be Proactive, (2) Begin with the End in Mind, (3) Put First Things First, (4) Think Win-Win, (5) Seek First to Understand, Then to Be Understood, (6) Synergize, and (7) Sharpen the Saw. The habits are presented as principles for personal and interpersonal effectiveness that allow one to live a purposeful, principled life.
How to build a culture of motivation
This document summarizes a presentation on building a culture of motivation. It discusses:
1. The costs of disengaged employees to businesses in lost productivity.
2. The difference between motivation, which drives employees, and engagement, which is the extent employees are plugged into their work.
3. Actions and behaviors of motivated employees like giving 100% effort and being proactive.
4. Actions of engaged employees like using their talents daily and having emotional commitment.
5. Focusing on intrinsic rather than extrinsic motivators like autonomy, mastery, and purpose to better engage conceptual thinkers.
Leadership & emotional intelligence
This document discusses leadership and emotional intelligence. It defines key differences between managers and leaders, highlighting that leaders focus more on people while managers focus more on systems and structure. It also outlines various challenges leaders may face, including external challenges from situations and people, as well as internal challenges stemming from insecurities or inability to be objective. The document emphasizes that emotional intelligence is important for leaders to connect with their people and motivate them. It provides frameworks for measuring emotional intelligence competencies like interpersonal skills, adaptability, stress management, and general mood/state of mind.
Session 1-2 ORGANIZATION AND MANAGEMENT.pptx
An organization is a collection of people working together to achieve common goals. Organizations exist to accomplish work that individuals cannot achieve alone. They are influenced by their members and use management to achieve goals. Management involves planning, organizing, leading, and controlling resources. Managers perform roles like figurehead, leader, monitor, and decision maker. They need conceptual, human, and technical skills, with more emphasis on conceptual skills for top managers.
Topic 3 moral purpose and change fullan
Fullan's model for change involves 6 key components: having a moral purpose; understanding the change process and complexity; improving relationships; sharing new knowledge through learning communities; coherence making as change causes discomfort; and developing leadership at all levels with a shared commitment. Effective leaders focus on relationships, sharing information, adapting to feedback, and making the change process make sense for people. They see the bigger picture and cultivate new leaders for the future.
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Breaking Bad at Work...Managing People with Love and Logic
Breaking Bad at Work...Managing People with Love and Logic
Please Follow directions or I will dispute!Please answer origi.docx
Please Follow directions or I will dispute!Please answer origi.docx
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Part 2 Deep Dive: Navigating the 2024 Slowdown
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
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Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Top mailing list providers in the USA.pptx
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Digital Transformation Frameworks: Driving Digital Excellence
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
2022 Vintage Roman Numerals Men Rings
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Creative Web Design Company in Singapore
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Digital Marketing with a Focus on Sustainability
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
Understanding User Needs and Satisfying Them
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
The Genesis of BriansClub.cm Famous Dark WEb Platform
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
-- June 2024 is National Volunteer Month --
Check out our June display of books on voluntary organisations
Organizational Change Leadership Agile Tour Geneve 2024
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Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & InnovationOperational Excellence Consulting
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentationsRecently uploaded (20)
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Easily Verify Compliance and Security with Binance KYC
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Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
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Organizational Change Leadership Agile Tour Geneve 2024
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Innovation Management Frameworks: Your Guide to Creativity & Innovation
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Bad Structure About Organizing
- 2. Rational Focus Ignores Our Emotional Mind • Our rational mind depends on the long term memory storage of our emotional mind to be able to think at all. • These include cultural schema – patterns of acceptable behavior we have absorbed since birth • Organizational structure is a deeply held schema. If we’re building an organization our emotional mind simply delivers an automatic cultural response – somebody must be in control communicateforlife.ca 2
- 3. Top Down Rationality • Our emotional minds present these schema as positive judgments of reality – there’s nothing neutral about this – it’s the “right stuff” • So most workplaces are “naturally structured” as hierarchies - everybody has the permission of their position to tell the people below them what to do. communicateforlife.ca 3
- 4. communicateforlife.ca 4 Most of us believe that hierarchy and control ARE the reasons organizations actually function and productive work happens.
- 5. Top Down Rationality • Well-known organizations that successfully function without top-down control – Google and W.L. Gore for example – are seen as outliers, unusual, a bit mysterious. • Our automatic belief in control also reinforces our belief that managers make rational decisions and communicate them thoughtfully. They don’t!!!! communicateforlife.ca 5
- 6. Learn More From Dr. Talk Follow me @Dr_Talk_ Connect on ca.linkedin.com/in/communicate4life Dr. Dalton Kehoe has been a teacher, organizational change practitioner and communications consultant for over 40 years. Routinely voted one of the top teachers at York University, and chosen by the province’s educational television network as one of the best lecturers in the province, Dalton Kehoe is a dynamic business speaker. He is also a top-rated instructor in the Executive Education Center at the Schulich School of Business at York University, where he trains executives from leading companies. Now the President of Communicate for Life, Ltd. a firm dedicated to helping people to improve their workplace communication skills. Download the book! Mindful Management: The Neuroscience of Trust and Effective Workplace Leadership Top 5 books to add to your coaching library