Dissertation Course Progression
This journey is a marathon, not a sprint.
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Theory 1: Employee Involvement Model Basically, this model is a pre-step and the foundation for a rational decision making model (our second theory). The outcome of this model will be input into the first step in a rational decision making model (this part got wrong, the second part would also be wrong from the very beginning).
1. Preparation: Introduce more perspectives on problems as much as possible, for a more thorough picture on the issues.
2. Incubation: Brain-storming. Identify abundant potential problems. 3. Illumination: A long journey and a lot of effort in order to accurately define the
problem. 4. Verification: Eventually, successfully define the actual problem in urgency. Also to
review other potential problems.
Problematic Decision 2: Re-Evaluation. According to the rational decision making model, the company’s decision on re-evaluating George’s performance is problematic. Step 1: Problem identification - Again, the company lacks an accurate understanding of their actual office culture. The cause for George’s poor performance and his failure in meeting the expectation is the actual problem to be solved, not his performance itself.
Step 2: Choose the best decision making process - For the re-evaluation decision, the company chooses the wrong decision making model, which involves only the perspectives and opinions from the leaders and managers.
Step 3: Discover & Develop potential choices - If the company performs step 3 correctly, they should have a deep conversation with George, and ask his colleagues’ opinion, the company would have a better picture on George’s performance, and the mistake in Step 2 could be revised. Unfortunately, they didn’t.
Step 6: Post-Evaluation to Decision - The post-evaluation or an introspection is missing, which makes the decisions as whatever the decision makers say so. Even if the decision is wrong, it would never meet a correction.
Motivation
1. What causes George’s dissatisfaction? What does he want? What does the company offer?
The reason for George's dissatisfaction was that the company did not give George what it had promised him before he started.
When George started, he found it difficult to communicate with his colleagues and express his ideas. A colleague, Harry, told him it was better to do nothing and to listen and follow the team. And George found Harry's threatening behavior to other colleagues, which made him very depressed.
Then, the report George had worked so hard on was completely dismissed by his manager, Janet. His ideas were not taken seriously. Finally, at the review meeting, George was not given the expected access to the bonus system and was told to work for another three months.
Overall, George entered a company with the ambition and expectation of a work-life balance, a harmonious and relaxed work environment where he could be creative and his colleagues would be supportive a.
Theory 1- Employee Involvement ModelBasically- this model is a pre-ste.docxkdennis3
Theory 1: Employee Involvement Model Basically, this model is a pre-step and the foundation for a rational decision making model (our second theory). The outcome of this model will be input into the first step in a rational decision making model (this part got wrong, the second part would also be wrong from the very beginning).
1. Preparation: Introduce more perspectives on problems as much as possible, for a more thorough picture on the issues.
2. Incubation: Brain-storming. Identify abundant potential problems. 3. Illumination: A long journey and a lot of effort in order to accurately define the
problem. 4. Verification: Eventually, successfully define the actual problem in urgency. Also to
review other potential problems.
Problematic Decision 2: Re-Evaluation. According to the rational decision making model, the company’s decision on re-evaluating George’s performance is problematic. Step 1: Problem identification - Again, the company lacks an accurate understanding of their actual office culture. The cause for George’s poor performance and his failure in meeting the expectation is the actual problem to be solved, not his performance itself.
Step 2: Choose the best decision making process - For the re-evaluation decision, the company chooses the wrong decision making model, which involves only the perspectives and opinions from the leaders and managers.
Step 3: Discover & Develop potential choices - If the company performs step 3 correctly, they should have a deep conversation with George, and ask his colleagues’ opinion, the company would have a better picture on George’s performance, and the mistake in Step 2 could be revised. Unfortunately, they didn’t.
Step 6: Post-Evaluation to Decision - The post-evaluation or an introspection is missing, which makes the decisions as whatever the decision makers say so. Even if the decision is wrong, it would never meet a correction.
Motivation
1. What causes George’s dissatisfaction? What does he want? What does the company offer?
The reason for George's dissatisfaction was that the company did not give George what it had promised him before he started.
When George started, he found it difficult to communicate with his colleagues and express his ideas. A colleague, Harry, told him it was better to do nothing and to listen and follow the team. And George found Harry's threatening behavior to other colleagues, which made him very depressed.
Then, the report George had worked so hard on was completely dismissed by his manager, Janet. His ideas were not taken seriously. Finally, at the review meeting, George was not given the expected access to the bonus system and was told to work for another three months.
Overall, George entered a company with the ambition and expectation of a work-life balance, a harmonious and relaxed work environment where he could be creative and his colleagues would be supportive and cooperative. He wanted to be listened to and recognized in the workplace and encour.
This document discusses performance appraisals and provides an example case study. It outlines the purposes of performance appraisals which include improving performance, identifying training needs, and providing feedback. It also describes the performance appraisal process and discusses how the example case study relates to performance feedback and development. Suggestions are provided that the employee should prepare more and speak up about being new, while the employer should provide constructive criticism privately and follow up with training to help the employee improve.
Leadership and organizational behaviorMonicaVejar1
There is an issue with a new member of the sales team who, after 6 months, is still having work delays that are impacting the team's ability to share information with customers. While the team leader and a mentor had provided training and guidance, the person's results did not improve. There is no formal plan with goals and strategies to help them succeed. This could be due to difficulties learning processes remotely during the pandemic or confusion over varying work responsibilities. Without another new team member for comparison, it is hard to determine if the issues relate to personality traits or lack of commitment. The team should establish clear expectations and accountability through a formal plan to ensure improvement.
The document provides guidance on interview skills, salary negotiation, and understanding employment contracts in English. It discusses preparing for interview questions, negotiating salary and benefits packages, and understanding key legal terms and clauses in contracts. The document uses Clara as an example to demonstrate successful interviewing, negotiation of a higher salary than initially offered, and reviewing a contract before signing.
This document summarizes an HRM assignment for Dewandaru Culture Resto in Surabaya, Indonesia. It discusses:
1. An overview of Dewandaru Culture Resto, which combines Java and Chinese culture.
2. The main HR problems include employees not working optimally, easily leaving, thinking negatively of coworkers, and tension between senior and junior employees.
3. How to resolve these problems using HR functions like training and development, benefits, and community relations. Training and developing employees, implementing contracts and health benefits, and promoting open communication and bonding activities are recommended.
4. The recruitment and selection process involves advertising, psychological and skills tests, and training. External recruitment is also
ECE 203STEM and Early Childhood Education [WLO 1] [CLOs 1,.docxtidwellveronique
ECE 203
STEM and Early Childhood Education [WLO: 1] [CLOs: 1, 3, 4]
There are several early childhood curriculum activities that support the development of cognitive processes, science knowledge, and math knowledge. In Chapter 10 of your text, Jaruszewicz (2019) offers an explanation of these areas of development and ideas for educators and families to support these areas. You will use the knowledge you have gained from Chapter 10 and this week’s required readings to further elaborate on the ideal classroom you created in Week 2 of this course. Your elaboration will focus specifically on the subjects of science, technology, engineering, and math (STEM).
To prepare for this discussion,
· Read Chapter 10: Cognitive Development, Mathematics, and Science.
· Review the resources Why Is STEM Education so Important? (Links to an external site.)Links to an external site., Kids in STEM: Science, Technology, Engineering, and Math (Links to an external site.)Links to an external site., and Preschool STEM Activities (Links to an external site.)Links to an external site..
Review the classroom you designed in Week 2 of class, considering the feedback you received from your instructor.
For your initial post:
· Explain your ideal STEM classroom. Your description must include:
o A list of specific materials your STEM classroom will have.
o A specific activity that teaches/reinforces each STEM component:
§ One activity that incorporates science
§ One activity that incorporates technology
§ One activity that incorporates engineering and
§ One activity that incorporates math
o A description of how your activities and/or classroom is aligned to standards (these can be your state standards and/or NAEYC standards previously covered in Week 1 of class).
ECE 313
Attachment
The development of attachment is a process that children go through, which families and early care educators can have a positive impact on. Chapter 2 of the text and Nancy Balaban’s article, “Easing the Separation Process for Infants, Toddlers, and Families” explain the four types of attachment:
a. Secure attachment
b. Insecure/avoidant attachment
c. Insecure/resistant/ambivalent attachment
d. Disoriented/disorganized attachment.
Select one of the four attachment styles above. Imagine that a child in your program is exhibiting attachment issues in this type of attachment. For this discussion, explain how you might communicate with parents to help foster a positive attachment in the early care and education program. Your response should address the following:
a. Characteristics of this type of attachment to inform parents
b. Shared communication plan to engage parents
c. Suggestions that you would offer to foster a positive attachment in the classroom
Include your choice of attachment type in the Subject line of your discussion post. Be sure your discussion post also includes a reference to the textbook to support your ideas.
HHS 320
The Daring Lesson
In 250 – 300 words, consider and .
The file has the summary of that case study and additionally has solutions to every question with proper explanation. I had tried to solve every question with proper understanding.
Impression management technique. Do we need those in real life? Yes, its very important to create impression on Everyone. We alpha squad tried to relate it with the real life. Hope you like it. Don't Copy Paste any of its item, Use a proper citation. This report has been made on the book Organization Behavior By Robbins, Judge & Vohra. 15th ed.
Theory 1- Employee Involvement ModelBasically- this model is a pre-ste.docxkdennis3
Theory 1: Employee Involvement Model Basically, this model is a pre-step and the foundation for a rational decision making model (our second theory). The outcome of this model will be input into the first step in a rational decision making model (this part got wrong, the second part would also be wrong from the very beginning).
1. Preparation: Introduce more perspectives on problems as much as possible, for a more thorough picture on the issues.
2. Incubation: Brain-storming. Identify abundant potential problems. 3. Illumination: A long journey and a lot of effort in order to accurately define the
problem. 4. Verification: Eventually, successfully define the actual problem in urgency. Also to
review other potential problems.
Problematic Decision 2: Re-Evaluation. According to the rational decision making model, the company’s decision on re-evaluating George’s performance is problematic. Step 1: Problem identification - Again, the company lacks an accurate understanding of their actual office culture. The cause for George’s poor performance and his failure in meeting the expectation is the actual problem to be solved, not his performance itself.
Step 2: Choose the best decision making process - For the re-evaluation decision, the company chooses the wrong decision making model, which involves only the perspectives and opinions from the leaders and managers.
Step 3: Discover & Develop potential choices - If the company performs step 3 correctly, they should have a deep conversation with George, and ask his colleagues’ opinion, the company would have a better picture on George’s performance, and the mistake in Step 2 could be revised. Unfortunately, they didn’t.
Step 6: Post-Evaluation to Decision - The post-evaluation or an introspection is missing, which makes the decisions as whatever the decision makers say so. Even if the decision is wrong, it would never meet a correction.
Motivation
1. What causes George’s dissatisfaction? What does he want? What does the company offer?
The reason for George's dissatisfaction was that the company did not give George what it had promised him before he started.
When George started, he found it difficult to communicate with his colleagues and express his ideas. A colleague, Harry, told him it was better to do nothing and to listen and follow the team. And George found Harry's threatening behavior to other colleagues, which made him very depressed.
Then, the report George had worked so hard on was completely dismissed by his manager, Janet. His ideas were not taken seriously. Finally, at the review meeting, George was not given the expected access to the bonus system and was told to work for another three months.
Overall, George entered a company with the ambition and expectation of a work-life balance, a harmonious and relaxed work environment where he could be creative and his colleagues would be supportive and cooperative. He wanted to be listened to and recognized in the workplace and encour.
This document discusses performance appraisals and provides an example case study. It outlines the purposes of performance appraisals which include improving performance, identifying training needs, and providing feedback. It also describes the performance appraisal process and discusses how the example case study relates to performance feedback and development. Suggestions are provided that the employee should prepare more and speak up about being new, while the employer should provide constructive criticism privately and follow up with training to help the employee improve.
Leadership and organizational behaviorMonicaVejar1
There is an issue with a new member of the sales team who, after 6 months, is still having work delays that are impacting the team's ability to share information with customers. While the team leader and a mentor had provided training and guidance, the person's results did not improve. There is no formal plan with goals and strategies to help them succeed. This could be due to difficulties learning processes remotely during the pandemic or confusion over varying work responsibilities. Without another new team member for comparison, it is hard to determine if the issues relate to personality traits or lack of commitment. The team should establish clear expectations and accountability through a formal plan to ensure improvement.
The document provides guidance on interview skills, salary negotiation, and understanding employment contracts in English. It discusses preparing for interview questions, negotiating salary and benefits packages, and understanding key legal terms and clauses in contracts. The document uses Clara as an example to demonstrate successful interviewing, negotiation of a higher salary than initially offered, and reviewing a contract before signing.
This document summarizes an HRM assignment for Dewandaru Culture Resto in Surabaya, Indonesia. It discusses:
1. An overview of Dewandaru Culture Resto, which combines Java and Chinese culture.
2. The main HR problems include employees not working optimally, easily leaving, thinking negatively of coworkers, and tension between senior and junior employees.
3. How to resolve these problems using HR functions like training and development, benefits, and community relations. Training and developing employees, implementing contracts and health benefits, and promoting open communication and bonding activities are recommended.
4. The recruitment and selection process involves advertising, psychological and skills tests, and training. External recruitment is also
ECE 203STEM and Early Childhood Education [WLO 1] [CLOs 1,.docxtidwellveronique
ECE 203
STEM and Early Childhood Education [WLO: 1] [CLOs: 1, 3, 4]
There are several early childhood curriculum activities that support the development of cognitive processes, science knowledge, and math knowledge. In Chapter 10 of your text, Jaruszewicz (2019) offers an explanation of these areas of development and ideas for educators and families to support these areas. You will use the knowledge you have gained from Chapter 10 and this week’s required readings to further elaborate on the ideal classroom you created in Week 2 of this course. Your elaboration will focus specifically on the subjects of science, technology, engineering, and math (STEM).
To prepare for this discussion,
· Read Chapter 10: Cognitive Development, Mathematics, and Science.
· Review the resources Why Is STEM Education so Important? (Links to an external site.)Links to an external site., Kids in STEM: Science, Technology, Engineering, and Math (Links to an external site.)Links to an external site., and Preschool STEM Activities (Links to an external site.)Links to an external site..
Review the classroom you designed in Week 2 of class, considering the feedback you received from your instructor.
For your initial post:
· Explain your ideal STEM classroom. Your description must include:
o A list of specific materials your STEM classroom will have.
o A specific activity that teaches/reinforces each STEM component:
§ One activity that incorporates science
§ One activity that incorporates technology
§ One activity that incorporates engineering and
§ One activity that incorporates math
o A description of how your activities and/or classroom is aligned to standards (these can be your state standards and/or NAEYC standards previously covered in Week 1 of class).
ECE 313
Attachment
The development of attachment is a process that children go through, which families and early care educators can have a positive impact on. Chapter 2 of the text and Nancy Balaban’s article, “Easing the Separation Process for Infants, Toddlers, and Families” explain the four types of attachment:
a. Secure attachment
b. Insecure/avoidant attachment
c. Insecure/resistant/ambivalent attachment
d. Disoriented/disorganized attachment.
Select one of the four attachment styles above. Imagine that a child in your program is exhibiting attachment issues in this type of attachment. For this discussion, explain how you might communicate with parents to help foster a positive attachment in the early care and education program. Your response should address the following:
a. Characteristics of this type of attachment to inform parents
b. Shared communication plan to engage parents
c. Suggestions that you would offer to foster a positive attachment in the classroom
Include your choice of attachment type in the Subject line of your discussion post. Be sure your discussion post also includes a reference to the textbook to support your ideas.
HHS 320
The Daring Lesson
In 250 – 300 words, consider and .
The file has the summary of that case study and additionally has solutions to every question with proper explanation. I had tried to solve every question with proper understanding.
Impression management technique. Do we need those in real life? Yes, its very important to create impression on Everyone. We alpha squad tried to relate it with the real life. Hope you like it. Don't Copy Paste any of its item, Use a proper citation. This report has been made on the book Organization Behavior By Robbins, Judge & Vohra. 15th ed.
Student Seminar Brief – Level Six UndergraduateSM0381 Applied Bu.docxorlandov3
Student Seminar Brief – Level Six Undergraduate
SM0381 Applied Business Ethics
Seminar FiveTeam Tasks: Seminar Five
1. Reconsider the ethical dilemmas you identified in Seminar One.
2. Can you find any more in the case?
3. Are you satisfied that your original answers were right?
4. Work through each dilemma that you have identified and …
a. Identify the normative ethical theories that inform the character’s dilemma
b. Identify the descriptive ethical frameworks that can be used to explain the character’s dilemma
5. Team spokespersons will present conclusions to the seminar in plenary session.
6. Make notes of where your peer discussion highlights similarities and differences from your own thinking.Writing the assignment Portfolio Appendix B (after the seminar)
· Read the SM0381 Assignment Brief carefully.
· Briefly mention all the dilemmas discovered in the case.
· Select one of the dilemmas in the Holiday Case for full ethical analysis using the normative ethical theories and descriptive ethical frameworks taught on this module.
CASE STUDY (REVISITED)
The Case of the Holiday (based on actual events)
This case concerns a young medium sized advertising agency in Germany. It had had grown rapidly in the four years since it was founded and had just opened a new office in the US. The company operates in a highly competitive market in which failure to meet customers’ deadlines incurs substantial penalties. Work is almost exclusively project-based, in a high pressure but largely informal environment where teams predominate and hierarchy is little in evidence. The company pays well, and its employees are highly skilled, overwhelmingly graduates and equally overwhelmingly young with over 35 year-olds a rarity.
Employees work an average of 50 hours a week and when deadlines are tight some arrive as early as 5 a.m. and leave as late as 1 a.m. If there is a personnel ‘problem’ it is that turnover is high. Employees tend either to be dismissed quickly after their unsuitability emerges or leave voluntarily after only two or three years. While there however, involvement and ‘ownership’ of tasks is evident and employees enjoy a culture which emphasizes working hard and playing hard. Much of the employees’ social time is spent, unsurprisingly, with other employees and strong bonds of friendship have developed between staff.
The company is privately owned by its two founders who work from their German Head Office. Employees are not represented by a trade union. Unlike publicly limited and/or government organizations where a variety of stakeholder organizations can be identified and corporate governance may be contested (by shareholders, government, regulatory authorities, consumer associations, trade unions, pressure groups and so on), internal relations here are far clearer and the voices that count are those of management and customers.
The incident that forms the focus for this case concerns an Account Executive, Borries, who was due to g.
This document outlines the midterm requirements for a seminar course. Students must conduct interviews with company executives on traits of Filipino employees and managers. They must also analyze the human resource recruitment process and policies of a company. Additionally, students must design a training plan, analyze issues with a company's performance evaluation system, and answer questions relating to motivation and human behavior in organizations.
Conflicts in the workplace can arise from many sources such as conflicting needs, styles, perceptions, goals, pressures, roles, values, and policies. Managers should resolve conflicts through open communication, active listening, establishing boundaries, demonstrating emotional intelligence, and implementing behavioral consequences if needed. Resolving issues early and addressing the root causes can help create a more positive work environment where employees feel comfortable communicating.
In-House (Legal) interview preparation supportNathan Smith
This document provides tips for preparing for and excelling in a job interview for an in-house legal position. It recommends thoroughly researching the company and interviewers beforehand. During the interview, the applicant should give a 3-5 minute high-impact statement about their background and qualifications in chronological order. For behavioral questions, the applicant should provide concrete examples using the STAR method of describing the situation, task, action, and result. Finally, the applicant should ask insightful questions of the interviewer to leave a strong final impression.
This document provides tips for preparing for and excelling in a job interview for an in-house legal position. It recommends thoroughly researching the company and interviewers beforehand. During the interview, the applicant should give a 3-5 minute high-impact statement about their background and career progression using concrete examples from their resume. For technical and behavioral questions, the applicant should structure their answers using a beginning, middle, and end to describe a relevant personal experience. The applicant should also ask thoughtful questions of the interviewer at the end to learn more about the role and company. Maintaining a positive attitude and body language throughout is also advised.
Read this to understand how to approach a job change when you are changing domains, say going from banking to real estate. It is not only about sending your resume out, it is also about knowing what to write in resume so that hiring managers can understand.
InstructionsRespond to Amy Fowler post with 200 words and at le.docxcarliotwaycave
Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
My original Post. Use for a reference only if needed.
How you would manage such a person and encourage them to approach you instead of other members of management.
Triangulation in the workplace more often than not triggers unintended consequences. Direct communication is therefore recommended to prevent such consequences. To encourage employees to approach me instead of other members of management, I would put several measures in place. Firstly, my department would have an open-door policy where they can walk in and talk about matters at hand fearlessly. Secondly, during orientation, I would encourage employees to address issues and complaints directly as opposed to discussing it with other people first. Thirdly, I would also give feedback to the intended persons instead of having feedback make rounds. Importantly, I would also create structured opportunities for real dialogues within the organization. I would also strive to find out why employees were making triangulations instead of approaching me directly. Lastly, I would organize a communication workshop that would refresh employee skills of workplace communication as well as sensitize them on the consequences of triangulation (Gee & Gee, 2011).
Describe similar conflicts you have witnessed in your own work experience and share information as to how the problem was resolved.
I have participated in triangulation in the past. The work environment did not take complaints and suggestions positively, therefore the only way to let management know was through triangulation such that the information cannot be traced to a specific employee. Another instance is when a colleague at a company I worked for could not address the manager directly since she claimed he had harassed her sexually. In the first scenario, the triangulation problem should have been resolved by the management investigating why information reached them through triangulation. Since employees were not ready to be fired or bullied for pointing out issues, the management should have stepped in by establishing better communication structures. In the second scenario, the sexual harassment matter should have been dealt with first by the human resource department. Once that matter is put to rest, then the manager and employee should find an amicable way to communicate and especially the systems put in place in the workplace.
Reference
Gee, V., & Gee, S. (2011). Business improv: Experiential learning exercises to train employees to handle every situation with success. New York : McGraw-Hill Professional.
Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
Amy Fowler Post
Triangulation can be tricky if you are the person being spoken about or if you are the third party that the complainer is speaking to. I feel both positions have an obligation to stop the behavior. “There are three general responses to tackle t ...
Kiranjit Kaur (100423832) - Scored Interview and Feedback.docxKiran Dubb
The document appears to be an interview scoring sheet for a candidate named Hannah who interviewed for the position of Human Resources Manager at WorkSafeBC. It includes scores and feedback for various competency and behavioral questions asked in the interview. The scoring sheet provides the candidate's answers to questions about handling disagreements, managing tasks under tight deadlines, resolving conflicts between coworkers, addressing biased hiring practices, and valuable lessons learned from previous jobs. The interviewer notes areas where the candidate could have elaborated further in their responses.
This document provides a standard operating procedure for conducting human resources recruitment interviews. It outlines the objectives and structure of the interview process, including guidelines for assessing candidates' qualifications, work experiences, decision-making skills, interpersonal skills, and fit for the position. The interview is conducted in two parts - the first focuses on work history and qualifications, while the second evaluates soft skills and personal attributes. Questions are provided to guide discussion on the candidate's career, qualifications, previous roles and responsibilities, decision-making style, leadership approach, and perceptions of the open position.
Your Communications PlanFirst step Choose a topic. Revi.docxhyacinthshackley2629
"Your Communications Plan"
First step: Choose a topic. Review the Communication Challenge Topics and choose one that is relevant and interesting to you. Make sure to review the examples and anecdotes that follow each topic in this document. You can also find this information under the Course Info tab.
Second step: Review the Strategic Communication Plan example. Your plan should mirror this example in format and length. You can also find this example under the Course Info tab.
Third step: In this discussion, please respond to the following:
Part 1: What is your topic?
Part 2: Provide a rough draft of your Strategic Communications Plan for peer review and instructor feedback. Your draft should include enough detail that we can provide strong constructive feedback and input.
COM510 ASSIGNMENT COMMUNICATION CHALLENGE TOPICS
In the world of business, we can create opportunities through strategic communication. Throughout our professional careers, there are key events that raise the stakes of our communications approach.
WHAT YOU’LL DO
1) Review the Communication Challenge Topics and their accompanying case study examples.
2) Select 1 topic that is professionally relevant for you.
3) Use for your COM510 assignments (the topic you have selected, not the case study example).
Note: If there is another challenge or current opportunity in your professional life that is more relevant for you, you may choose a topic that is not on this list. Keep in mind that the communication challenge you select must in- clude both written and verbal communication elements to meet the needs of this course. (Your professor must approve your selection before you proceed.)
1
Examples of each scenario are provided to demonstrate what thoughtful, professional communication would look like in each of these situations. These are only examples and should not be used for completing the assignment. You can create and establish all necessary assumptions. The scenario is yours to explain.
COMMUNICATION CHALLENGE TOPICS
Choose one of the following topics for your assignments.
• Internal Promotion Opportunity
• New Job Opportunity Interview
• Running a Meeting
• Coaching Your Direct Employees
• Pitching a Project Idea
INTERNAL PROMOTION
Seeking a promotion from within your company is one opportunity in which strategic communication could mean the difference be- tween success and failure. If you choose this scenario, you’ll need to create both a written and a verbal (audio or video) communica- tion. These elements should explain why you are the right person for the internal promotion while addressing potential questions you might need to answer as part of the process.
Things to Consider
• Have you checked the listings on your company’s job board lately?
• Is there a new position you would like to secure?
• Have you taken on more responsibility at work?
• Have your outcomes been positive?
• Do your job title and job description match what you do? .
ASSIGNMENT - DEVELOPING EMPATHY FOR SOMEONE WHO HAS A STAKE IN THE SCHOOL-TO-...Preeti Chopra
Team Building activities that foster team success yet are easy and cost-effective - It helps in improving communication, boosting morale, motivation, ice breakers which help get to know each other better, learning effective strategies, improving productivity, learning about one’s strengths and weaknesses and many others.
Engage employees by encouraging them to take initiative - A culture which encourages an employee to take initiative and do what needs to be done without waiting to be told is greater than ever. In addition to helping the organization save money, improve processes, and delight customers, taking initiative makes the employee's job more exciting as they make things happen and get a reputation for doing so.
DISCUSSION 1Assignment DetailsThis assignment has 4 pahuttenangela
The document discusses the Nominal Group Technique (NGT) method for group decision making. It involves group members meeting to discuss ideas and possible solutions privately before voting. The response discusses how NGT allows for equal participation, removes social influences, and can incorporate technology for remote groups. NGT aids organizational change by allowing anonymous employee feedback to identify needed changes.
The document discusses different perspectives on management including the humanistic perspective advocated by Mary Park Follett and Chester Barnard. It also discusses the human relations movement sparked by the Hawthorne studies, which found that workers performed better when treated positively by managers. Maslow's hierarchy of needs is presented, arguing a manager should understand an employee's various psychological, safety, social, esteem, and self-actualization needs. The document concludes by discussing a case study on whether a manager's contributions outweigh complaints of inappropriate treatment of employees and proposing the solution is to develop stronger policies on harassment and meet with both parties.
This document provides guidance on creating effective hiring strategies. It discusses the importance of performance profiles over traditional job descriptions, focusing on what the candidate will do rather than their qualifications. It also emphasizes using a two-question interview format centered around accomplishment-based questions and visualization exercises. The closing section notes that candidates are more motivated by career opportunities than compensation alone, so the job should be differentiated to emphasize growth, stretch assignments, and manager involvement. The overall message is that nothing is more important to business success than hiring great people.
Managing a project team requires deliberate team building efforts from the start. This includes having the team participate together in planning so they feel committed to the plans. It is also important to select team members that have the needed skills, will have their needs met through the project, and will fit with the team's temperament. Providing training to develop members' interpersonal skills can help minimize conflicts that often arise from personality clashes and lack of communication skills. Building an effective team is key to ensuring the project's success.
This document summarizes a student business project on motivating employees. The project aims to understand the importance of motivation within companies and how motivated employees can increase performance, productivity and economic results. It discusses Frederick Herzberg's theory of motivation and factors that motivate employees such as professional development, responsibilities, and recognition. The document also covers advantages like higher productivity and commitment, as well as disadvantages like lack of confidence in management that can impact motivation.
1. The document discusses the interview process at Buzzfeed according to Joel Greengrass, including qualities they look for in candidates like collaboration and leadership.
2. It explains how learning about the interview process helps with the anticipatory socialization phase and preparing applicants for the encounter phase during their interview.
3. The summary provides examples of interview questions and tips on researching the company and culture in order to discuss during the interview and further one's socialization should they receive a job offer.
Ldr 531 final exam latest uop final exam questions with answersEmmajons
Job dissatisfaction and poor relationships with coworkers can lead to undesirable behaviors in organizations like unionization attempts, substance abuse, and tardiness. This is known as employee withdrawal syndrome. Organizational momentum can both benefit and inhibit organizations and increases with the implementation of new programs. The best approach for transformational change may have the CEO create an atmosphere for change, establish a reward system, and begin establishing a vision.
Create a study guide for language- speech and communication disorders-.docxnoel23456789
Create a study guide for
language, speech and communication disorders
. Your study guide should be in the form of an outline with references, and you should incorporate visual elements such as concept maps, charts, diagrams, images, color coding, mnemonics, and/or flashcards. Be creative! It should not be in the format of an APA paper. Your guide should be informed by the
DSM-5-TR
but also supported by at least three other scholarly resources.
Areas of importance you should address, but are not limited to, are:
· Signs and symptoms according to the
DSM-5-TR
· Differential diagnoses
· Incidence
· Development and course
· Prognosis
· Considerations related to culture, gender, age
· Pharmacological treatments, including any side effects
· Nonpharmacological treatments
· Diagnostics and labs
· Comorbidities
· Legal and ethical considerations
· Pertinent patient education considerations
.
create a presentation that focuses on a 21st century movement- This co.docxnoel23456789
create a presentation that focuses on a 21st century movement. Â This could be a social movement (like a cult or new religious movement) or an extremist/terrorist group.
Specifically, you will create a presentation that summarizes your chosen movement, including providing a summary of the group’s value system.
Contrast the value system of the movement with media portrayal of the group. Is the media portrayal biased? Why or why not?
Describe and analyse the reciprocal relationship between the group’s value system and the tools of globalization (e.g., how has the group used social media or other tools of globalization to communicate its values and how has social media and other tools of globalization impacted the values of the group)?
Describe the role of the value system for the movement and why it is important for us to understand the perspective of members within the group.
.
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Seminar FiveTeam Tasks: Seminar Five
1. Reconsider the ethical dilemmas you identified in Seminar One.
2. Can you find any more in the case?
3. Are you satisfied that your original answers were right?
4. Work through each dilemma that you have identified and …
a. Identify the normative ethical theories that inform the character’s dilemma
b. Identify the descriptive ethical frameworks that can be used to explain the character’s dilemma
5. Team spokespersons will present conclusions to the seminar in plenary session.
6. Make notes of where your peer discussion highlights similarities and differences from your own thinking.Writing the assignment Portfolio Appendix B (after the seminar)
· Read the SM0381 Assignment Brief carefully.
· Briefly mention all the dilemmas discovered in the case.
· Select one of the dilemmas in the Holiday Case for full ethical analysis using the normative ethical theories and descriptive ethical frameworks taught on this module.
CASE STUDY (REVISITED)
The Case of the Holiday (based on actual events)
This case concerns a young medium sized advertising agency in Germany. It had had grown rapidly in the four years since it was founded and had just opened a new office in the US. The company operates in a highly competitive market in which failure to meet customers’ deadlines incurs substantial penalties. Work is almost exclusively project-based, in a high pressure but largely informal environment where teams predominate and hierarchy is little in evidence. The company pays well, and its employees are highly skilled, overwhelmingly graduates and equally overwhelmingly young with over 35 year-olds a rarity.
Employees work an average of 50 hours a week and when deadlines are tight some arrive as early as 5 a.m. and leave as late as 1 a.m. If there is a personnel ‘problem’ it is that turnover is high. Employees tend either to be dismissed quickly after their unsuitability emerges or leave voluntarily after only two or three years. While there however, involvement and ‘ownership’ of tasks is evident and employees enjoy a culture which emphasizes working hard and playing hard. Much of the employees’ social time is spent, unsurprisingly, with other employees and strong bonds of friendship have developed between staff.
The company is privately owned by its two founders who work from their German Head Office. Employees are not represented by a trade union. Unlike publicly limited and/or government organizations where a variety of stakeholder organizations can be identified and corporate governance may be contested (by shareholders, government, regulatory authorities, consumer associations, trade unions, pressure groups and so on), internal relations here are far clearer and the voices that count are those of management and customers.
The incident that forms the focus for this case concerns an Account Executive, Borries, who was due to g.
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Conflicts in the workplace can arise from many sources such as conflicting needs, styles, perceptions, goals, pressures, roles, values, and policies. Managers should resolve conflicts through open communication, active listening, establishing boundaries, demonstrating emotional intelligence, and implementing behavioral consequences if needed. Resolving issues early and addressing the root causes can help create a more positive work environment where employees feel comfortable communicating.
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This document provides tips for preparing for and excelling in a job interview for an in-house legal position. It recommends thoroughly researching the company and interviewers beforehand. During the interview, the applicant should give a 3-5 minute high-impact statement about their background and career progression using concrete examples from their resume. For technical and behavioral questions, the applicant should structure their answers using a beginning, middle, and end to describe a relevant personal experience. The applicant should also ask thoughtful questions of the interviewer at the end to learn more about the role and company. Maintaining a positive attitude and body language throughout is also advised.
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Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
My original Post. Use for a reference only if needed.
How you would manage such a person and encourage them to approach you instead of other members of management.
Triangulation in the workplace more often than not triggers unintended consequences. Direct communication is therefore recommended to prevent such consequences. To encourage employees to approach me instead of other members of management, I would put several measures in place. Firstly, my department would have an open-door policy where they can walk in and talk about matters at hand fearlessly. Secondly, during orientation, I would encourage employees to address issues and complaints directly as opposed to discussing it with other people first. Thirdly, I would also give feedback to the intended persons instead of having feedback make rounds. Importantly, I would also create structured opportunities for real dialogues within the organization. I would also strive to find out why employees were making triangulations instead of approaching me directly. Lastly, I would organize a communication workshop that would refresh employee skills of workplace communication as well as sensitize them on the consequences of triangulation (Gee & Gee, 2011).
Describe similar conflicts you have witnessed in your own work experience and share information as to how the problem was resolved.
I have participated in triangulation in the past. The work environment did not take complaints and suggestions positively, therefore the only way to let management know was through triangulation such that the information cannot be traced to a specific employee. Another instance is when a colleague at a company I worked for could not address the manager directly since she claimed he had harassed her sexually. In the first scenario, the triangulation problem should have been resolved by the management investigating why information reached them through triangulation. Since employees were not ready to be fired or bullied for pointing out issues, the management should have stepped in by establishing better communication structures. In the second scenario, the sexual harassment matter should have been dealt with first by the human resource department. Once that matter is put to rest, then the manager and employee should find an amicable way to communicate and especially the systems put in place in the workplace.
Reference
Gee, V., & Gee, S. (2011). Business improv: Experiential learning exercises to train employees to handle every situation with success. New York : McGraw-Hill Professional.
Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
Amy Fowler Post
Triangulation can be tricky if you are the person being spoken about or if you are the third party that the complainer is speaking to. I feel both positions have an obligation to stop the behavior. “There are three general responses to tackle t ...
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First step: Choose a topic. Review the Communication Challenge Topics and choose one that is relevant and interesting to you. Make sure to review the examples and anecdotes that follow each topic in this document. You can also find this information under the Course Info tab.
Second step: Review the Strategic Communication Plan example. Your plan should mirror this example in format and length. You can also find this example under the Course Info tab.
Third step: In this discussion, please respond to the following:
Part 1: What is your topic?
Part 2: Provide a rough draft of your Strategic Communications Plan for peer review and instructor feedback. Your draft should include enough detail that we can provide strong constructive feedback and input.
COM510 ASSIGNMENT COMMUNICATION CHALLENGE TOPICS
In the world of business, we can create opportunities through strategic communication. Throughout our professional careers, there are key events that raise the stakes of our communications approach.
WHAT YOU’LL DO
1) Review the Communication Challenge Topics and their accompanying case study examples.
2) Select 1 topic that is professionally relevant for you.
3) Use for your COM510 assignments (the topic you have selected, not the case study example).
Note: If there is another challenge or current opportunity in your professional life that is more relevant for you, you may choose a topic that is not on this list. Keep in mind that the communication challenge you select must in- clude both written and verbal communication elements to meet the needs of this course. (Your professor must approve your selection before you proceed.)
1
Examples of each scenario are provided to demonstrate what thoughtful, professional communication would look like in each of these situations. These are only examples and should not be used for completing the assignment. You can create and establish all necessary assumptions. The scenario is yours to explain.
COMMUNICATION CHALLENGE TOPICS
Choose one of the following topics for your assignments.
• Internal Promotion Opportunity
• New Job Opportunity Interview
• Running a Meeting
• Coaching Your Direct Employees
• Pitching a Project Idea
INTERNAL PROMOTION
Seeking a promotion from within your company is one opportunity in which strategic communication could mean the difference be- tween success and failure. If you choose this scenario, you’ll need to create both a written and a verbal (audio or video) communica- tion. These elements should explain why you are the right person for the internal promotion while addressing potential questions you might need to answer as part of the process.
Things to Consider
• Have you checked the listings on your company’s job board lately?
• Is there a new position you would like to secure?
• Have you taken on more responsibility at work?
• Have your outcomes been positive?
• Do your job title and job description match what you do? .
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The document discusses the Nominal Group Technique (NGT) method for group decision making. It involves group members meeting to discuss ideas and possible solutions privately before voting. The response discusses how NGT allows for equal participation, removes social influences, and can incorporate technology for remote groups. NGT aids organizational change by allowing anonymous employee feedback to identify needed changes.
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3. The summary provides examples of interview questions and tips on researching the company and culture in order to discuss during the interview and further one's socialization should they receive a job offer.
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Create a study guide for language- speech and communication disorders-.docxnoel23456789
Create a study guide for
language, speech and communication disorders
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DSM-5-TR
but also supported by at least three other scholarly resources.
Areas of importance you should address, but are not limited to, are:
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.
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create a presentation that focuses on a 21st century movement. Â This could be a social movement (like a cult or new religious movement) or an extremist/terrorist group.
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Key Stakeholders
Key Activities
Communications Team
Communication Goals
Key Messages and Stories
Target Personas
Communication Channels and Techniques
Communications Budget
Tracking/Measuring Results
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Treatment plan
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osteoarthritis and
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Strengths and Weaknesses
Identify the strengths and weaknesses of the company relating to diversity issues.
Discuss how its diversity strengths and weaknesses impact perceptions of fairness, justice, social problems, social change, and respect.
Effectiveness
Are the company’s efforts effective?
Explain how the company’s efforts, policies, and programs positively impact perceptions of fairness, justice, social problems, social change, and respect.
.
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Leaders and Managers
Discuss how the company that you selected addresses diversity at the highest leadership levels.
Include specific actions that it has taken to promote diversity throughout the company.
Does the company demonstrate a corporate responsibility related to diversity?
What actions has it taken?
Do the leaders and managers encourage a corporate culture that supports diversity?
In what ways do they develop that culture?
Diversity Data
Discuss whether the leadership and management efforts have resulted in a diverse workplace and a culture that supports diversity.
Include any available statistical data on the company’s diverse populations (gender, race, ethnicity, nationality, etc.), and analyze whether those data accurately reflect the company’s efforts to support diversity.
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.
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Note:
watch this video to understand the culture of the moment (what is happening in Picasso’s country and the world): https://www.youtube.com/watch?v=tI4OABAP4Is
Mention the following Art terms
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.
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Your evaluation has determined that Johnny meets the criteria for attention-deficit/hyperactivity disorder. Johnny’s parents are coming to your office tomorrow to discuss the results of your evaluation.
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Discuss symptoms of attention-deficit/hyperactivity disorder in light of normal development in the following domains: language, cognition, emotion, and social. In other words, what is noticeably different in children with attention-deficit/hyperactivity disorder versus what you might see in their same-age peers? Speak briefly to the controversy regarding these differences.
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at least one
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Consider how you might answer if the parents ask, “How did our child end up with this disorder? What did we do wrong? Is there any hope for him?â€
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Complete the “Putting It All Together: Summarizing Theories of Career Development” chart located in the Week 3 Learning Resources.
Complete the reflections questions at the bottom of the chart. Compare and contrast traditional and recent theories of career development and discuss new insights you gained regarding the applicability of these theories to marginalized populations since the Week 1 Discussion.
Required Resource
Theories that were used Holland's Theory and Super's Theory
Niles, S. G., & Harris-Bowlsbey, J. (2022).
Career development interventions
(6th ed.). Pearson.
Chapter 3, “Understanding and Applying Recent Theories of Career Development”
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complete the Qualitative Research Approaches Matrix Template with eight qualitative research approaches
which are
Generic qualitative inquiry
Qualitative case study
Grounded theory and realism
Phenomenology and heuristic inquiry
Social constructionism and narrative inquiry
Systems theory
Ethnography/autoethnography
Interactive and participatory qualitative applications
.
Complete the following sentences using suitable words from the listsA-.docxnoel23456789
Complete the following sentences using suitable words from the lists
A. bygone
B. untimely
C. fascinating
D. realized
E. juxtaposed
F. myth
G. adversities
H. stoicism
1. majesty
J. magnificent
1. She________
that he had been lying her. He no longer lies her.
2. He does not have uncle. The uncle he boasts about is only a________
3. She made________
achievement in her education from time to time. She will
graduate with promising grade if she continues.
4. Your journey sounds absolutely_______
5. Modern architecture________
with ancient Gothic Cathedrals
6. She showed great_______during her mother's final illness.
7. The sheer_________
of the mountain scenery attracts lost of tourists.
8. In________
days, my grandfather used to tell me interesting stories
9. Life is not smooth. There are many ups and downs. In order to survive you are expected to ove
all these______
10. He came to an______
end, died before he had
completed his life's work
.
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Prioritize nursing care strategies for clients with cardiovascular disorders.
Scenario
Cardiac disease a one of the leading causes of death in the United States. Since it is so prevalent, you want to ensure your co-workers are fully prepared to care for patients. You are hosting a lunch to provide a refresher on heart disease and how to care for patients. During the lunch, you will present a PowerPoint Presentation to your co-workers.
Instructions
Choose one of the cardiac diseases that we covered in the last two modules. Within your presentation include:
Provide a detailed overview of the disease process
Diagnosis
Treatment
Multidimensional care including risk reduction, health promotion, and nursing interventions specific to the disease process
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Competency
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You will act as a critic for some of the main subjects covered in the humanities. You will conduct a series of short, evaluative critiques of film, philosophy, literature, music, and myth. You will respond to five different prompts, and each response should include an analysis of the topics using terminology unique to that subject area and should include an evaluation as to why the topic stands the test of time. The five prompts are as follows:
1:
Choose a film and offer an analysis of why it is an important film, and discuss it in terms of film as art. Your response should be more than a summary of the film.
2:
Imagine you had known Plato and Aristotle and you had a conversation about how we
fall in love
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3:
Compare and contrast the two poems below:
LOVE’S INCONSISTENCY
I find no peace, and all my war is done;
I fear and hope, I burn and freeze likewise
I fly above the wind, yet cannot rise;
And nought I have, yet all the world I seize on;
That looseth, nor locketh, holdeth me in prison, And holds me not, yet can I ’scape no wise;
Nor lets me live, nor die, at my devise,
And yet of death it giveth none occasion.
Without eyes I see, and without tongue I plain;
I wish to perish, yet I ask for health;
I love another, and yet I hate myself;
I feed in sorrow, and laugh in all my pain;
Lo, thus displeaseth me both death and life,
And my delight is causer of my grief.
PetrarchAfter great pain a formal feeling comes—
The nerves sit ceremonious like tombs;
The stiff Heart questions—was it He that bore?
And yesterday—or centuries before?
The feet mechanical go round
A wooden way
Of ground or air or ought
Regardless grown,
A quartz contentment like a stone.
This is the hour of lead
Remembered if outlived
As freezing persons recollect
The snow—
First chill, then stupor, then
The letting go
Emily Dickinson
4:
Compare and contrast these two pieces of music:
Beethoven’s Violin Romance No. 2Scott Joplin’s Maple Leaf Rag
5:
Explain in classical terms why a modern character is a hero. Choose from either Luke Skywalker, Indiana Jones, Bilbo Baggins, Harry Potter, Katniss Everdeen, or Ender Wiggins.
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Bro. Oh Teik Bin 🙏🤓🤔🥰
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...indexPub
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...EduSkills OECD
Andreas Schleicher, Director of Education and Skills at the OECD presents at the launch of PISA 2022 Volume III - Creative Minds, Creative Schools on 18 June 2024.
CandidateChairCommittee Member 1Committee Member 2Dissertation Course.docx
1. Candidate Chair
Committee Member 1 Committee Member 2
Dissertation Course Progression
DSRT 736 Dates
Milestone 1 – Topic Approval
Goals
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Milestone 2 – Chapter Two Draft
Goals
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Milestone 3 – Chapter Two Final Draft
Goals
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This journey is a marathon, not a sprint.
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Theory 1: Employee Involvement Model Basically, this model is a pre-step and the foundation
for a rational decision making model (our second theory). The outcome of this model will be
input into the first step in a rational decision making model (this part got wrong, the second part
would also be wrong from the very beginning).
1. Preparation: Introduce more perspectives on problems as much as possible, for a more
thorough picture on the issues.
2. Incubation: Brain-storming. Identify abundant potential problems. 3. Illumination: A long
journey and a lot of effort in order to accurately define the
problem. 4. Verification: Eventually, successfully define the actual problem in urgency. Also to
2. review other potential problems.
Problematic Decision 2: Re-Evaluation. According to the rational decision making model, the
company’s decision on re-evaluating George’s performance is problematic. Step 1:
Problem identification - Again, the company lacks an accurate understanding of their actual
office culture. The cause for George’s poor performance and his failure in meeting the
expectation is the actual problem to be solved, not his performance itself.
Step 2: Choose the best decision making process - For the re-evaluation decision, the company
chooses the wrong decision making model, which involves only the perspectives and opinions
from the leaders and managers.
Step 3: Discover & Develop potential choices - If the company performs step 3 correctly, they
should have a deep conversation with George, and ask his colleagues’ opinion, the company
would have a better picture on George’s performance, and the mistake in Step 2 could be
revised. Unfortunately, they didn’t.
Step 6: Post-Evaluation to Decision - The post-evaluation or an introspection is missing, which
makes the decisions as whatever the decision makers say so. Even if the decision is wrong, it
would never meet a correction.
Motivation
1. What causes George’s dissatisfaction? What does he want? What does the company offer?
The reason for George's dissatisfaction was that the company did not give George what it had
promised him before he started.
When George started, he found it difficult to communicate with his colleagues and express his
ideas. A colleague, Harry, told him it was better to do nothing and to listen and follow the team.
And George found Harry's threatening behavior to other colleagues, which made him very
depressed.
Then, the report George had worked so hard on was completely dismissed by his manager, Janet.
His ideas were not taken seriously. Finally, at the review meeting, George was not given the
expected access to the bonus system and was told to work for another three months.
Overall, George entered a company with the ambition and expectation of a work-life balance, a
harmonious and relaxed work environment where he could be creative and his colleagues would
be supportive and cooperative. He wanted to be listened to and recognized in the workplace and
encouraged and supported when he was not doing his job well. However, the entire company
gives him negative reactions, harsh words, and an unattainable bonus system.
2. Using motivational theories, recommend how the company can motivate George? (and others)
3. According to Expectancy theory, we suggest to set up a bonus system in the company and
implement it, such as: rewarding bonus for completing projects, reimbursing office electronics,
etc. Strengthen the motivational training of supervisors to make employees comfortable in the
work environment.
According to McClelland's needs theory, we suggest that the company organize more group
activities to enhance the understanding between employees, improve the relationship, and
strengthen the sense of collective honor of employees.
Group 5 Conflict
Conflict Defined: The process in which one party perceives that its interests are being opposed or
negatively affected by another party.
NEGOTIATION:The process whereby two or more conflicting parties attempt to resolve their
divergent goals by redefining the terms of their interdependence:need to consider desired
outcomes, tactics, deal design and the scope of the negotiation.
1. Using the Conflict model, analyse the escalation of conflict in the case? Consequences?
The conflict model is designed to provide a way for law and other professionals to understand
why people act the way they do in conflict situations. He describes patterns of how humans
operate in the context of conflict, and why they do so. Understanding the causes and mechanisms
allows us to hopefully learn how to cope more effectively with and ditch. George thought that he
was in accordance with the requirements of Janet carefully completed the customer report, but
Janet thinks George's report is good for nothing, but also he carefully prepared the report all torn,
since then George also does not work seriously, passive work, late and leave early
Later in the meeting, Janet thought that George was not able to enjoy the bonus benefits of the
company and that George's ability was insufficient, so George was severely hit. Both sides may
have verbal or even physical conflicts, which seriously affected both sides and even the whole
working process of the company. Finally, George might be fired or resign. It could also affect
George's future work
2. Using relevant theories, recommend how to solve conflicts in this case.
Consultation and negotiation is a better way to solve this kind of problem, this is because:
through consultation, both sides can know about and understand each other's problems, and
consultation is a good way to vent. George As a new employee, he should actively raise
questions and express his predicament so as to better integrate into the new working
environment. In this context, the conflict comes from George's silence and the old staff's refusal
to communicate. Their authoritarian style is difficult for newcomers to adjust to. Especially if,
like George, a graduate student without any work experience. Therefore, company should
provide appropriate employment training such as on-the-job training to avoid the problem of new
employees can not fit in.
4. 3. Using relevant theories, recommend how George can negotiate with other to get what he
wants.
The first thing to do is to allay Janet's and the company's doubts about him and make them think
that George is up to the job. Avoid conflicts with people in the company, listen carefully to the
opinions of others, and treat them with respect. If you think your content is better, you should
move the evidence to prove it and convince others.
Question 1. Who are the powerful people in this company? And sources of power.
HR Director- Legitimate power, Reward power
Janet- Coercive power
Danie- Coercive power
Harry Main- Referent power, Expert power
Question 2. Recommend some ways for George to (1) increase his power and (2)deal with
powerful colleagues in this case ?
Advice for the Case 1 :
(1) First of all, as a newcomer to the company, George shouldn't be in a hurry to show himself.
Although he has the expert power because he successfully passed the MBA program, he lacks
the knowledge and experience of someone who has been doing this job for decades.
(2) George should first work with those experienced employees for a period of time, after
accumulating enough relevant knowledge and work experience, his expert power will be
improved, after that, George can start to put forward his own ideas gradually and his ideas will
be more easily accepted by his colleagues.
Advice for the Case 2 :
(1) George was so eager to present himself at the beginning that the customer report he spent a
lot of time writing was not necessarily a good customer report. George's boss, Janet, exerts
coercive energy on George and demands that he do exactly what she wants him to do. In this
case, Janet should also make some changes. She could not force George to write the report
according to her idea, or she could tell George how to promote himself instead of denying his
report completely.
(2) George should have a self-reflection after being completely rejected by Janet. Although Janet
insisted on his own idea and forced him to change it, if his report was good enough, even if he
had different opinions, it should be able to make Janet accept part of George's idea.
Advice for the Case 3 :
5. (1) Because his idea was not accepted by his boss Janet, George began to abandon himself, just
for the bonus and muddle in the company, finally told that he could not get the bonus. First of all,
as a new employee of the company, George should learn from those experienced old employees,
which can enhance his expert energy. Secondly, when his report is denied, he should actively
reflect on himself instead of giving up on himself. Only if he completes the work seriously and
actively can he get the bonus.
(2) George should work hard to deserve the bonus, however, unfortunately, George, as a rookie,
gave up on himself completely after some setbacks, which caused him to lose the reward Power.
Group 4 influence
How did others influence George
1. In a calm but very firm voice, Harry said: ‘George, I am sorry to say, but you have to
integrate yourself more into the culture. Most of the office members have been working together
for many years now, we are very used to each other, and we expect cohesive consensus. We have
so much experience, and we are experts in this field, so we just expect you to listen carefully.
Otherwise this will get very difficult for all of us.’
As you can see here, Harry is trying to convince George to fit into the office culture. Persuasion
is part of the soft influence,This strategy is based on persuading people of their appeal and
then convincing them through logic, facts, or emotional needs
2. George spent the entire weekend revising the report, following precisely Janet’s
comments. He removed all of his ideas since it was clear they were not valued.On Monday
morning George did not feel like going to work. He wanted to call in sick, but instead decided to
sleep in and go in later than usual. Stuff them! he thought. Why should I work this hard when
they treat me like this? A feeling of anger and resentment began to build up inside him.
Janet, the account manager, shredded George's report and criticized all his ideas, which is kind of
hard types of influence tactics.Silent authority, Following requests without overt influence.Based
on legitimate power, role modelling.Common in high power distance cultures
3. We don’t offer big salaries’, the HR director added, ‘but you’ll be eligible for
our bonus system after three months’. The company offered a 10% annual bonus to all
confirmed employees. ‘To be clear, you’ll be eligible upon successful completion of your
three-month probation, but that’s just a formality, everyone gets onto the bonus system after
three months’, the HR Director said reassuringly.
The HR director and Janet made it clear at this meeting that George would be eligible for the
bonus system after three months. This is one of the soft influences in the influence
strategy,exchange.Exchange, means promising or reminding of past benefits in exchange for
compliance,includes negotiation and networking.
How People Influence Others in the ABCs
6. Example: Our projects involve lots of collaboration and thinking outside the box. Most of
your time will be spent in brainstorming meetings where you can dazzle us with your
genius!’ Janet said with a smile.
The manager at ABC places a high value on collaboration between employees and requires most
projects to be completed through collaboration. This has led to a particular culture at ABC where
the general workforce becomes very cohesive and it can be difficult for new employees to fit in
with the older workforce.
Example : She has just built herself a network of colleagues in the organisation which makes
her so confident. She does not work hard, nor is she clever, but she tries to get involved in every
decision. She speaks up at every team meeting and often talks to influential people in the
cafeteria.’
She has just built herself a network of colleagues in the organisation which makes her so
confident. She does not work hard, nor is she clever, but she tries to get involved in every
decision. She speaks up at every team meeting and often talks to influential people in the
cafeteria.’
How George can use these tactics to improve his visibility in company
Once we understand the principles of influence based on activities and exam
ples, there are a number of ways in which we can use influence. Firstly,Â
we can see from the examples that the essence of influence is that people
 change passively in response to changes in their environment, much of whi
ch we can consider to be in our control.
First of all, we need to understand that influence is mutual.Â
If I were George, firstly, it would be necessary to cheer myself up everyÂ
day. Secondly, it is important to integrate into the company environment by
 managing my expressions and behaving appropriately. I have to be assertive
 when I'm being accused. Because George is a capable person anyway, heÂ
just isn't good enough in certain areas, so we need to recognise our own
 value. Finally, it's important to choose the right environment for you
Group 6 Leadership
Leadership defined:
Leadership is the ability to influence, motivate and enable others to contribute towards the
effectiveness of the organisations of which they are members.
1. Who are the leaders in the case ? what are their leadership styles?
Case 1: Janet finally broke the awkward moment, ‘Well, George, in consulting you need to
think on your feet, you need to make sense of information very quickly. I guess we thought you
were a little more extroverted.
7. Characteristic:people-oriented style, helps relieve embarrassment and shows concern for
employees.
Case 2: "Daniel and Janet stared at him inquisitively. Janet finally broke the awkward
moment―. Daniel is only in the case to specify the time and view the results collected by each
member. No action was taken in the face of George's awkward situation.
Characteristic:Task-oriented leadership, Only cares about the quality and performance of
employees within a set time limit.
2. Does George exhibit any leadership traits/potential?
George has three leadership traits/potential:drive,self-concept and emotional intelligence
Drive:George has an intrinsic drive to pursue his goals,He says “it's not the money that
attracts him, It is interesting projects with great people.â€ï¼ˆintrinsic motivation to pursue his
goals)
Self-concept:George has a positive self-assessment of himself, believes he can work in a great
team and will have ample opportunities to contribute creative and innovative ideas.
leadership potential:George has emotional intelligence, he knows how to self-regulate his
emotions and understand.George felt upset and anxious because of something that happened in
the company, so he went to her good friend Anna to talk to her.(reached self-regulation and
understanding)
3. Using relevant theories, recommend how the leaders in the case can improve their
leadership skills further ?
Case 1: Janet had gone through his report paragraph by paragraph, criticising everything,
including all of his ideas. The report had been ripped to shreds. ‘Hopefully, we’ll have
something useful to present on Monday’, her email concluded.
Characteristic:Unstable emotional intelligence, Lack of integrity
Recommendation: Not Giving new employees a unreal vision, more communications with
employees
Case 2: In a calm but very firm voice, Harry said: ‘George, I am sorry to say, but you have to
integrate yourself more into the culture. Most of the office members have been working together
for many years now, we are very used to each other, and we expect cohesive consensus. We have
so much experience, and we are experts in this field, so we just expect you to listen carefully.
Otherwise this will get very difficult for all of us.’
8. Characteristic:strong Personality, Integrity and Self-concept, but weak Emotional intelligence
and Knowledge of business
Recommendation: Improve self-skills, go to a higher position, organize speeches to make people
more acceptable
Case study: Not As Easy AS 123
BY KOHYAR KIAZAD, MONASH UNIVERSITY
The resignation
George, a graduate consultant at ABC Consulting, sat nervously outside his manager’s office
thinking how to quit. He had joined the company only three months earlier, never thinking things
would deteriorate so quickly. Looking at his watch, which read 11.07 am, he reflected on why he
took the job in the first place and why he was quitting so soon.
The offer
Having completed an MBA, George was excited about stepping into ‘the real world’ and
becoming a management consultant. He had two offers; one from a Big 4 organisation and the
other from ABC Consulting, a medium-sized company. The Big 4 organisation offered a better
salary and exposure to big-name clients and multimillion-dollar projects. However, George
assumed that consultants in larger organisations worked extremely long hours, in conflict-ridden
environments, and under the ‘kiss up, kick down’ management style. Money was
important to George, but more important was a work–life balance, the freedom to be creative
and having supportive and collaborative colleagues. In the end, George chose ABC Consulting
because he believed that the company’s espoused values matched what he wanted.
George’s first day began with a meeting involving the HR director and Janet, his area
manager. ‘We’re excited to have you here, George’, Janet said. ‘Your interview was
impressive; you’re exactly the sort of person we’re looking for!’ ‘We don’t
offer big salaries’, the HR director added, ‘but you’ll be eligible for our bonus system
after three months’. The company offered a 10% annual bonus to all confirmed employees.
‘To be clear, you’ll be eligible upon successful completion of your three-month probation,
but that’s just a formality, everyone gets onto the bonus system after three months’, the
HR Director said reassuringly. George sensed the target was easily achievable.
‘As you know’, George said, ‘it’s not the money that attracted me, I’m mostly
looking forward to working with good people on interesting projects’. ‘Well, that’s
what differentiates us from other firms’, Janet replied. ‘Clients like us because we deliver
creativity and innovation. Our projects involve lots of collaboration and thinking outside the box.
Most of your time will be spent in brainstorming meetings where you can dazzle us with your
genius!’ Janet said with a smile. This was exactly the environment George was seeking. He
sensed he would have long future with the company.
9. The office dynamics
The first week at work was very exciting. George was asked to interact with his colleagues at
office while the management decided on a project to assign him. George was very impressed by
how much experience the other office colleagues had; most of them had been working together
for a long time and they knew each other very well. However, George soon found it was difficult
to introduce or suggest new ideas to his colleagues as they were very experienced and cohesive
in their approach to deal with problems.
Despite his growing anxiety about the office culture, George persisted in suggesting new ideas.
But soon, one of the office colleagues, Harry Main, asked George to have a one-on-one talk after
an office meeting. In a calm but very firm voice, Harry said: ‘George, I am sorry to say, but
you have to integrate yourself more into the culture. Most of the office members have been
working together for many years now, we are very used to each other, and we expect cohesive
consensus. We have so much experience, and we are experts in this field, so we just expect you
to listen carefully. Otherwise this will get very difficult for all of us.’
George was surprised and upset and kept thinking all weekend about what to do and how to react
to Harry’s comments. His first job out of university was so important to him, and he
remembered what he was promised in this role when he received his job offer. They had told him
that he would work in a wonderful team, and would have ample opportunities to contribute
creative and innovative ideas.
After this incident with Harry, George noticed something else in Harry’s behaviour towards
another team member, Enrique Armo. George had overheard a conversation between the two.
Harry had threatened to tell the head of human resources (HR) that Enrique sometimes leaves the
office earlier, in response to urgent family issues. It was quite clear to George what that
meant—the head of HR was the team’s disciplinary supervisor. The issue could cause a lot
of trouble for Enrique if the head found out.
George was increasingly feeling more anxious and upset. He decided to tell his best friend Anna.
‘I don’t understand why Harry thinks he has authority over the team and can threaten
Enrique’, George told her. ‘Harry is neither the supervisor, nor known for doing a good
job or knowing a lot. And, I can’t believe he spoke to me, he is not my boss, nor the project
leader. I am yet to be assigned a project in the first place!’
Anna just responded. ‘I know exactly what you are talking about’, she replied. ‘We have
a similar situation in my workplace. A colleague of mine has been working in the same position
for ages. She has just built herself a network of colleagues in the organisation which makes her
so confident. She does not work hard, nor is she clever, but she tries to get involved in every
decision. She speaks up at every team meeting and often talks to influential people in the
cafeteria.’
‘We have to learn how we can respond to those situations’, Anna continues, ‘and even
influence people at work with this dominating attitude and behaviour’.
10. George felt slightly reassured after talking to Anna. Moreover, he was looking forward to be
assigned a project where he could prove that he was very capable.
The project
George was quickly assigned to a project team, which also included Daniel, the project manager,
and Janet, the client manager. George spent several nights reviewing the project brief and
developed what he thought were fairly creative ideas that would impress Janet and Daniel. Over
the next month, the team had collected a mountain of data, which would form the basis of their
first client report. George was responsible for writing the report, due in less than a week. One
afternoon, Daniel scheduled a team meeting to discuss the report. As the meeting began, George
was taken aback by how quickly and easily Daniel and Janet were throwing ideas around and
interpreting the vast amount of data they had. George suddenly thought he knew very little about
the project and knew that soon they would expect him to say something. His heart began to
pound. Sure enough, Janet turned to George, ‘What do you think, George?’ George felt a
knot in his stomach. ‘Umm . . . ,’ his mind went blank as he flipped aimlessly through his
notebook. Just say something! Anything! he thought to himself, ‘I just need some time to
absorb all this stuff, I think’, he finally said. Daniel and Janet stared at him inquisitively.
Janet finally broke the awkward moment, ‘Well, George, in consulting you need to think on
your feet, you need to make sense of information very quickly. I guess we thought you were a
little more extroverted.’ George sensed from Janet’s comment that she was disappointed.
With his review meeting approaching, George decided he would make amends with the client
report. He saw it as a good opportunity to be creative and add his own ideas. He would be in the
office by 7 am and not leave before 7 pm, and often continue working at home.
In the end, he completed what he thought was an excellent report, and emailed it to Janet and
Daniel two nights before it was due.
As always, he was at the office first thing in the morning, and was surprised to see that Janet had
already replied. What followed, however, came as a complete shock. Janet had gone through his
report paragraph by paragraph, criticising everything, including all of his ideas. The report had
been ripped to shreds. ‘Hopefully, we’ll have something useful to present on Monday’,
her email concluded.
George spent the entire weekend revising the report, following precisely Janet’s comments.
He removed all of his ideas since it was clear they were not valued.
On Monday morning George did not feel like going to work. He wanted to call in sick, but
instead decided to sleep in and go in later than usual. Stuff them! he thought. Why should I work
this hard when they treat me like this? A feeling of anger and resentment began to build up inside
him. He decided that from then on, he would not do anything on the project unless instructed to.
I’ll only do the absolute minimum, nothing more! he told himself.
Over the next few weeks, George’s enthusiasm for the job gradually diminished. He came to
work later, left earlier than usual, and took increasingly longer breaks. He was no longer
12. 1. Facilitation | Group |20%
2. Report | Individual | 30%
1. Facilitation | Group | 25 minutes |worth 20% Students will be allocated into groups and
able to select an organisational behaviour’ topic/theme. Using the case study, textbook and
additional sources, your group is to deliver a 25 minute facilitation during the workshop. The
‘theme’ will correspond with the weekly topic. Remember that this is a facilitation – not
a presentation - innovative facilitation techniques will be discussed in the workshops. Students
will be aware of the case study, so you do not need to re-tell the case study as part of the
presentation.
The facilitation should outline:
· A theory (or theories) linked to the topic area, explaining the theory and relevance to the case.
· Outline other situations when this topic might relate to the workplace, drawing on your
team’s own work experiences
· Suggestions for how work situations might be better managed in light of the theories.
The facilitations will cover the following topics/themes:
· Motivation
· Decision Making
· Conflict & Negotiation
· Power
· Influence
· Leadership in organisational settings
Students need to participate in this formative activity to be able to complete the report.
You are required to complete a self and peer-assessment form and email to your tutor on the day
of your facilitation. The self and peer assessment form can be accessed on BB under the
assessments tab. Please note that this form is not marked but important for ensuring fairness in
marks provided to group members.
2. Report| Individual | 30%: Your assessment will be a 3000 word written report that includes
the following:
Part A: Case study analysis
13. A comprehensive critical analysis of the case study, incorporating any 3 topics/ themes , with
help of relevant OB concepts and research, should be provided. Please note that you need to
identify important issues, as related to the 3 topics/themes chosen, and offer recommendations
to solve the problems based on relevant OB concepts, theories and research and not restrict
yourself to your facilitation topic only. As such, you are strongly recommended to attend all
facilitations by all groups as this would help you to produce a more comprehensive analysis of
the case study by integrating various topics in your report. You will use a mix of scholarly and
practitioner journal articles to analyse the main problems and offer recommendations to the
problems. (2000 words)
PART B: Critical refection on team processes using OB theories
B1. You will reflect on and critically evaluate your group dynamics using either
‘Tuckman’s Model’ or ‘Punctuated Equilibrium Model’ of team development.
(500 words)
B2. You will reflect on and critically evaluate your own performance and contribution to the case
study analysis process within the group using the concept of ‘team roles'. This will provide
you an opportunity to reflect on your role in the team. (500 words)
The report should cite at least twelve peer-reviewed journal articles in addition to the textbook
and other non-scholarly resources to get a high grade.
You should use Chicago 17B referencing style for this report. Please note that both Part A and
Part B need to be supported by OB theories and research with appropriate citations.
A task sheet has been provided as a guide to the expected content and structure.
You will submit your report via a Turnitin submission link that will be provided to you closer to
the individual report submission due date.
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