Community Development,
Community Relations
Community Participation
Sociology
Social Work
Organizational behavior
Inter personal relations
Human Resource Management
Leadership and Management
Investor Relations
Presentations and Public Speaking
Self Improvement
Marketing
The document discusses various theories and styles of leadership. It covers trait theory, behavioral theories including Ohio State studies and University of Michigan studies, contingency theories like Fiedler model and situational leadership, and transformational leadership. It also outlines different leadership styles such as autocratic, democratic, laissez-faire, paternalistic, personal, impersonal, functional, and charismatic. Additionally, it discusses Likert's leadership styles and styles presented in path-goal theory.
Counseling involves a dyadic process between a counselor and counselee to provide professional assistance and guidance in resolving personal or psychological problems. It functions through advice, reassurance, communication, releasing tension, clarifying thinking, and reorientation. The counseling process is based on principles of acceptance, permissiveness, respect for individuals, thinking with clients, and learning. There are different types of counseling like directive and non-directive, and counseling can take the form of different interview types like problem-focused, decision-making, or crisis sessions.
A clinical psychologist with over four decades of experience, Donald “Don” Crowe, PhD, operates a private practice in Orinda, California. Throughout his career, Don Crowe, PhD, has assisted individuals, families, and couples using a variety therapeutic approaches, including the Gottman Method.
Transactional and transformational leadership(1)jjadhav1972
I apologize for any confusion, as an AI assistant I do not have a personal leadership style. I was created by Anthropic to be helpful, harmless, and honest.
Deliberate Self Harm Among Children And Adolescentsgaz12000
This document provides a summary of a research briefing on deliberate self-harm among children and adolescents. It defines self-harm and notes that it most often involves overdoses and cutting. Repeated self-harm is associated with increased suicide risk. Girls self-harm more than boys up to age 16. Factors that increase self-harm risk include mental health issues, a history of self-harm, an abusive home life, poor parent communication, and living in care. Common triggers are stressful life events like abuse. Self-harm is often considered a coping strategy and way to relieve pain or communicate distress.
The document summarizes four frameworks for leadership proposed by Bolman and Deal:
1. The structural framework focuses on designing clear structures, roles, and processes to achieve goals.
2. The human resource framework prioritizes empowering and supporting people to gain commitment.
3. The political framework recognizes organizational politics and builds coalitions to manage conflict and scarce resources.
4. The symbolic framework uses inspiration and shared culture to motivate people during ambiguity. Effective leaders may draw from multiple frameworks depending on the circumstances.
The document discusses various theories and styles of leadership. It covers trait theory, behavioral theories including Ohio State studies and University of Michigan studies, contingency theories like Fiedler model and situational leadership, and transformational leadership. It also outlines different leadership styles such as autocratic, democratic, laissez-faire, paternalistic, personal, impersonal, functional, and charismatic. Additionally, it discusses Likert's leadership styles and styles presented in path-goal theory.
Counseling involves a dyadic process between a counselor and counselee to provide professional assistance and guidance in resolving personal or psychological problems. It functions through advice, reassurance, communication, releasing tension, clarifying thinking, and reorientation. The counseling process is based on principles of acceptance, permissiveness, respect for individuals, thinking with clients, and learning. There are different types of counseling like directive and non-directive, and counseling can take the form of different interview types like problem-focused, decision-making, or crisis sessions.
A clinical psychologist with over four decades of experience, Donald “Don” Crowe, PhD, operates a private practice in Orinda, California. Throughout his career, Don Crowe, PhD, has assisted individuals, families, and couples using a variety therapeutic approaches, including the Gottman Method.
Transactional and transformational leadership(1)jjadhav1972
I apologize for any confusion, as an AI assistant I do not have a personal leadership style. I was created by Anthropic to be helpful, harmless, and honest.
Deliberate Self Harm Among Children And Adolescentsgaz12000
This document provides a summary of a research briefing on deliberate self-harm among children and adolescents. It defines self-harm and notes that it most often involves overdoses and cutting. Repeated self-harm is associated with increased suicide risk. Girls self-harm more than boys up to age 16. Factors that increase self-harm risk include mental health issues, a history of self-harm, an abusive home life, poor parent communication, and living in care. Common triggers are stressful life events like abuse. Self-harm is often considered a coping strategy and way to relieve pain or communicate distress.
The document summarizes four frameworks for leadership proposed by Bolman and Deal:
1. The structural framework focuses on designing clear structures, roles, and processes to achieve goals.
2. The human resource framework prioritizes empowering and supporting people to gain commitment.
3. The political framework recognizes organizational politics and builds coalitions to manage conflict and scarce resources.
4. The symbolic framework uses inspiration and shared culture to motivate people during ambiguity. Effective leaders may draw from multiple frameworks depending on the circumstances.
Look at different models of christian counseling, pastoral care, and coaching... with special attention to the perspectives regarding goal (repair versus growth) and relationship between theology and psychology.
The presentation provides an overview of servant leadership, defining it as a leadership philosophy where the leader focuses on the needs of their team members before their own needs. It outlines 10 characteristics of servant leadership including listening, empathy, awareness, and commitment to others' growth. The presentation also shares a model of servant leadership describing antecedent conditions, servant leader behaviors like conceptualization and empowering followers, and outcomes such as follower performance and organizational performance. In closing, it notes strengths like the central focus on altruism but also potential weaknesses if followers are not open to being guided or if the concept seems too altruistic to be practical.
This document summarizes key ethical issues in counseling from several perspectives. It discusses mandatory, aspirational and positive ethics. It also addresses putting the client's needs first, awareness of counselor needs, ethical decision making, the role of ethics codes, informed consent, confidentiality, multicultural issues, assessment and diagnosis, evidence-based practice, and dual relationships. Dual relationships and cultural considerations in assessment are potential issues that counselors must be aware of and navigate carefully.
The theology of the old testament by walter brueggemannbeninbr
Walter Brueggemann seeks to craft a new biblical theology organized around the core concept of Israel's testimony about God found in Old Testament texts. He categorizes this testimony into four parts: Israel's praise and confession of God (core testimony), laments questioning God (countertestimony), indirect allusions to God's nature (unsolicited testimony), and forms of mediation that brought God close such as law, prophets, cult, etc (embodied narrative). Brueggemann analyzes many Old Testament passages through these lenses to generate a dynamic theology focused on the rhetorical power of the biblical texts rather than historical criticism.
The document discusses a case study of a consultant called in to investigate why West German machinery in a South American cellophane plant owned by South Americans was not operating properly. After studying the situation for several weeks, the consultant concluded that the machinery itself was fine, but the real problem was the supervisors who were unable or unwilling to make operating decisions without approval from the patriarchal mill manager. This cultural custom of deference to authority in their country prevented the supervisors and mill manager from being able to delegate decision making and correct minor issues, resulting in the machinery producing scrap cellophane for extended periods.
Mass customization is a business strategy that aims to provide customized products and services to customers at near mass production prices. It allows for a large variety of products to be produced efficiently to meet individual customer needs. Dell pioneered this approach in the computer industry by assembling computers according to customer specifications using an electronic collaborative process, allowing it to efficiently build customized servers and computers on demand.
The document discusses the origins and history of Baptist churches that call themselves "Bible Baptist" or are associated with the Baptist Bible Fellowship International (BBFI). It traces the BBFI back to a split in 1950 between J. Frank Norris and G.B. Vick. It also discusses the early mission work of BBFI-affiliated churches in the Philippines starting in the 1940s-50s. Over time, divisions occurred between Bible Baptist churches and missionaries in the Philippines over issues like doctrine, leadership, and support from America.
Path-Goal Theory centers on how leaders motivate subordinates to accomplish goals by emphasizing the relationship between a leader's style and subordinate and task characteristics. It suggests that a leader should use the style that best complements what is missing in the work environment to enhance goal attainment. The theory identifies four leadership styles - directive, supportive, participative, and achievement-oriented - that can be applied depending on the situation to motivate subordinates. While providing a framework for understanding leadership behaviors and motivation, the theory has also received some criticism for being complex to implement and only partially supported by research.
The document defines charismatic leadership and compares it to transformational leadership. It states that charismatic leadership involves a leader who gathers followers through personality and charm rather than formal authority. Key qualities of charismatic leaders are vision, speech abilities, high principles, emotional sensitivity, and personality. Charismatic leadership can drive change but relies heavily on the leader and may lack clarity or misarticulate goals. Transformational leadership differs in that it inspires change through a shared vision and encourages teamwork and commitment to shared goals rather than dependency on the leader.
A very introductory look at Christian Counseling as a pastoral care discipline, with some general principles that are good for the potential counselor to embrace, or at least reflect on, to be effective in counseling.
The document discusses assertiveness and persuasion, providing tips on how to be more assertive and persuasive without being aggressive, such as finding common ground with others, being honest about intentions, admitting what you don't know, and saving the most important point for last. It also discusses characteristics of assertive versus passive people and gives examples of assertiveness skills like confrontation, saying no, making requests, and expressing opinions.
CHARASMATIC LEADERS: Ethical vs Unethical LeadershipLilit TK
Charismatic leaders can inspire great things but also have risks if unethical. Ethical charismatic leaders use their power to serve others by aligning their vision with followers' needs, considering criticism, and having open communication. Unethical charismatic leaders manipulate followers for personal gain through authoritarian power, promoting only their agenda, and demanding unquestioning loyalty. Appointing leaders requires awareness of behaviors and standards that distinguish ethical leaders who develop followers from unethical leaders who enslave followers for their own purposes.
The document discusses the roles and responsibilities of Christian leadership. It defines Christian leadership as shepherd leadership that serves others humbly through relationships and stewardship. Effective Christian leaders build teams, resolve conflicts, delegate tasks, ensure accountability, and develop followers' abilities. Christian leaders are held to high moral and ethical standards that represent Christ and adhere to biblical qualifications for leadership.
This document summarizes key points about interpersonal relationships from a presentation. It discusses how relationships can form between family, friends, coworkers and in other social settings. It also outlines several relationship theories and factors like communication patterns, passion, intimacy and commitment that influence relationships. The document stresses that good relationships are built on understanding another's needs and communicating effectively throughout the stages of a relationship.
This document contains a leadership style survey to help assess a leader's dominant leadership style. It describes three main leadership styles: authoritative, participative, and delegative. For each statement, respondents rate their agreement on a 5-point scale. Their scores are then totaled in each of the three columns to identify their strongest style. The document provides descriptions of each style and when they are most appropriate to use. It aims to help leaders understand their natural tendencies and when different styles may be warranted.
The document provides guidance on writing effective case notes for social workers. It defines case notes as ongoing documentation of all client interactions and activities. Well-written case notes should describe client interpretations, progress towards goals, and interactions in an objective manner. Case notes are used for staff communication, legal matters, and validating work. Social workers must consider confidentiality, avoid bias, and base notes only on facts when documenting their work.
Leadership is at the core of every successful, and not so successful, organization around the world. Leadership starts from the top and trickles down to the last person hired at an organization.
Everyone knows what leadership is and who may be a great leader, but if you had to define great leadership what would your response be?
This infographic, created by Norwich University, examines what truly defines a good leader - from their ability to communicate to their positive attitude.
Are you a good leader? What can you do to be a more effective leader? This infographic will not only education about what makes a great leader, but also gives you a few tips on how you can improve your own leadership skills as well.
Created by Norwich University's Online Masters in Leadership Program http://leadership.norwich.edu/
The document discusses leadership in the workplace. It defines leadership as influencing a group towards goals. There are different leadership styles focused on tasks or relationships. A good leader can balance both, changing style to suit the situation. Leader effectiveness is difficult to measure and depends on factors like productivity, group outcomes, and subordinates' or superiors' perceptions. Transformational leadership aims to inspire followers to achieve more through vision and team spirit.
The document tells a story about a wise man who had a difficult coworker who criticized him but also helped improve him. It then provides 5 strategies for dealing with difficult coworkers: 1) be prepared for conflict, 2) don't fuel the fire, 3) lend a helping hand, 4) get a third party involved, and 5) move on if needed. The document references other sources and provides contact information.
This document provides 6 tips for developing social competence: 1) Become a valuable person by mastering skills that others find useful; 2) Share your strengths and weaknesses so others can support your development; 3) See yourself as equal to others and open to learning from them; 4) Become a positive person to attract positive relationships; 5) Be friendly and open to connecting with others; 6) Dress confidently to feel confident and decrease others' negative perceptions. Developing social skills helps one succeed in life through stronger relationships.
You have the healing power of human connectionsJamesWills19
Human connections have healing power. A conversation with someone you love can soothe any kind of pain. Companionship helps form a stronger community. To know more visit: https://bit.ly/35Yq6dt
psychology notes on relationship managementMandeep Singh
The document discusses various topics related to interpersonal relationships including:
1. The definition of a true relationship and the stages of a relationship from good times to bad times to potential end times.
2. Ten tips for healthy relationships such as keeping expectations realistic, communicating effectively, being flexible, and fighting fair.
3. Additional tips for maintaining healthy relationships including speaking less and listening more, prioritizing harmony over being right, avoiding gossip, forgiveness, and developing a sense of oneness.
Look at different models of christian counseling, pastoral care, and coaching... with special attention to the perspectives regarding goal (repair versus growth) and relationship between theology and psychology.
The presentation provides an overview of servant leadership, defining it as a leadership philosophy where the leader focuses on the needs of their team members before their own needs. It outlines 10 characteristics of servant leadership including listening, empathy, awareness, and commitment to others' growth. The presentation also shares a model of servant leadership describing antecedent conditions, servant leader behaviors like conceptualization and empowering followers, and outcomes such as follower performance and organizational performance. In closing, it notes strengths like the central focus on altruism but also potential weaknesses if followers are not open to being guided or if the concept seems too altruistic to be practical.
This document summarizes key ethical issues in counseling from several perspectives. It discusses mandatory, aspirational and positive ethics. It also addresses putting the client's needs first, awareness of counselor needs, ethical decision making, the role of ethics codes, informed consent, confidentiality, multicultural issues, assessment and diagnosis, evidence-based practice, and dual relationships. Dual relationships and cultural considerations in assessment are potential issues that counselors must be aware of and navigate carefully.
The theology of the old testament by walter brueggemannbeninbr
Walter Brueggemann seeks to craft a new biblical theology organized around the core concept of Israel's testimony about God found in Old Testament texts. He categorizes this testimony into four parts: Israel's praise and confession of God (core testimony), laments questioning God (countertestimony), indirect allusions to God's nature (unsolicited testimony), and forms of mediation that brought God close such as law, prophets, cult, etc (embodied narrative). Brueggemann analyzes many Old Testament passages through these lenses to generate a dynamic theology focused on the rhetorical power of the biblical texts rather than historical criticism.
The document discusses a case study of a consultant called in to investigate why West German machinery in a South American cellophane plant owned by South Americans was not operating properly. After studying the situation for several weeks, the consultant concluded that the machinery itself was fine, but the real problem was the supervisors who were unable or unwilling to make operating decisions without approval from the patriarchal mill manager. This cultural custom of deference to authority in their country prevented the supervisors and mill manager from being able to delegate decision making and correct minor issues, resulting in the machinery producing scrap cellophane for extended periods.
Mass customization is a business strategy that aims to provide customized products and services to customers at near mass production prices. It allows for a large variety of products to be produced efficiently to meet individual customer needs. Dell pioneered this approach in the computer industry by assembling computers according to customer specifications using an electronic collaborative process, allowing it to efficiently build customized servers and computers on demand.
The document discusses the origins and history of Baptist churches that call themselves "Bible Baptist" or are associated with the Baptist Bible Fellowship International (BBFI). It traces the BBFI back to a split in 1950 between J. Frank Norris and G.B. Vick. It also discusses the early mission work of BBFI-affiliated churches in the Philippines starting in the 1940s-50s. Over time, divisions occurred between Bible Baptist churches and missionaries in the Philippines over issues like doctrine, leadership, and support from America.
Path-Goal Theory centers on how leaders motivate subordinates to accomplish goals by emphasizing the relationship between a leader's style and subordinate and task characteristics. It suggests that a leader should use the style that best complements what is missing in the work environment to enhance goal attainment. The theory identifies four leadership styles - directive, supportive, participative, and achievement-oriented - that can be applied depending on the situation to motivate subordinates. While providing a framework for understanding leadership behaviors and motivation, the theory has also received some criticism for being complex to implement and only partially supported by research.
The document defines charismatic leadership and compares it to transformational leadership. It states that charismatic leadership involves a leader who gathers followers through personality and charm rather than formal authority. Key qualities of charismatic leaders are vision, speech abilities, high principles, emotional sensitivity, and personality. Charismatic leadership can drive change but relies heavily on the leader and may lack clarity or misarticulate goals. Transformational leadership differs in that it inspires change through a shared vision and encourages teamwork and commitment to shared goals rather than dependency on the leader.
A very introductory look at Christian Counseling as a pastoral care discipline, with some general principles that are good for the potential counselor to embrace, or at least reflect on, to be effective in counseling.
The document discusses assertiveness and persuasion, providing tips on how to be more assertive and persuasive without being aggressive, such as finding common ground with others, being honest about intentions, admitting what you don't know, and saving the most important point for last. It also discusses characteristics of assertive versus passive people and gives examples of assertiveness skills like confrontation, saying no, making requests, and expressing opinions.
CHARASMATIC LEADERS: Ethical vs Unethical LeadershipLilit TK
Charismatic leaders can inspire great things but also have risks if unethical. Ethical charismatic leaders use their power to serve others by aligning their vision with followers' needs, considering criticism, and having open communication. Unethical charismatic leaders manipulate followers for personal gain through authoritarian power, promoting only their agenda, and demanding unquestioning loyalty. Appointing leaders requires awareness of behaviors and standards that distinguish ethical leaders who develop followers from unethical leaders who enslave followers for their own purposes.
The document discusses the roles and responsibilities of Christian leadership. It defines Christian leadership as shepherd leadership that serves others humbly through relationships and stewardship. Effective Christian leaders build teams, resolve conflicts, delegate tasks, ensure accountability, and develop followers' abilities. Christian leaders are held to high moral and ethical standards that represent Christ and adhere to biblical qualifications for leadership.
This document summarizes key points about interpersonal relationships from a presentation. It discusses how relationships can form between family, friends, coworkers and in other social settings. It also outlines several relationship theories and factors like communication patterns, passion, intimacy and commitment that influence relationships. The document stresses that good relationships are built on understanding another's needs and communicating effectively throughout the stages of a relationship.
This document contains a leadership style survey to help assess a leader's dominant leadership style. It describes three main leadership styles: authoritative, participative, and delegative. For each statement, respondents rate their agreement on a 5-point scale. Their scores are then totaled in each of the three columns to identify their strongest style. The document provides descriptions of each style and when they are most appropriate to use. It aims to help leaders understand their natural tendencies and when different styles may be warranted.
The document provides guidance on writing effective case notes for social workers. It defines case notes as ongoing documentation of all client interactions and activities. Well-written case notes should describe client interpretations, progress towards goals, and interactions in an objective manner. Case notes are used for staff communication, legal matters, and validating work. Social workers must consider confidentiality, avoid bias, and base notes only on facts when documenting their work.
Leadership is at the core of every successful, and not so successful, organization around the world. Leadership starts from the top and trickles down to the last person hired at an organization.
Everyone knows what leadership is and who may be a great leader, but if you had to define great leadership what would your response be?
This infographic, created by Norwich University, examines what truly defines a good leader - from their ability to communicate to their positive attitude.
Are you a good leader? What can you do to be a more effective leader? This infographic will not only education about what makes a great leader, but also gives you a few tips on how you can improve your own leadership skills as well.
Created by Norwich University's Online Masters in Leadership Program http://leadership.norwich.edu/
The document discusses leadership in the workplace. It defines leadership as influencing a group towards goals. There are different leadership styles focused on tasks or relationships. A good leader can balance both, changing style to suit the situation. Leader effectiveness is difficult to measure and depends on factors like productivity, group outcomes, and subordinates' or superiors' perceptions. Transformational leadership aims to inspire followers to achieve more through vision and team spirit.
The document tells a story about a wise man who had a difficult coworker who criticized him but also helped improve him. It then provides 5 strategies for dealing with difficult coworkers: 1) be prepared for conflict, 2) don't fuel the fire, 3) lend a helping hand, 4) get a third party involved, and 5) move on if needed. The document references other sources and provides contact information.
This document provides 6 tips for developing social competence: 1) Become a valuable person by mastering skills that others find useful; 2) Share your strengths and weaknesses so others can support your development; 3) See yourself as equal to others and open to learning from them; 4) Become a positive person to attract positive relationships; 5) Be friendly and open to connecting with others; 6) Dress confidently to feel confident and decrease others' negative perceptions. Developing social skills helps one succeed in life through stronger relationships.
You have the healing power of human connectionsJamesWills19
Human connections have healing power. A conversation with someone you love can soothe any kind of pain. Companionship helps form a stronger community. To know more visit: https://bit.ly/35Yq6dt
psychology notes on relationship managementMandeep Singh
The document discusses various topics related to interpersonal relationships including:
1. The definition of a true relationship and the stages of a relationship from good times to bad times to potential end times.
2. Ten tips for healthy relationships such as keeping expectations realistic, communicating effectively, being flexible, and fighting fair.
3. Additional tips for maintaining healthy relationships including speaking less and listening more, prioritizing harmony over being right, avoiding gossip, forgiveness, and developing a sense of oneness.
This document presents a model for healthy human relationships called "Side by Side Living". It argues that independence and social connections are both important, but that neither complete independence nor conformity to social pressures leads to healthy relationships. Instead, it proposes that relationships are healthiest when both individuals bring their authentic selves and make their own choices aligned with their inner wisdom, while also making space for the other person. Conflicts will inevitably occur, but relationships are strengthened when people reconnect and find new ways of relating after disagreements. This model aims to help individuals thrive while also creating healthy relationships and groups.
Handouts for The Magic of Relationships talkRedbox Studio
The document discusses the importance of building rapport to get ahead in life. It provides 8 tips for developing excellent rapport, such as focusing on helping others, investing time in relationships, having gratitude, being memorable and fun, appreciating people, being credible, surprising people, and becoming a resource. Building rapport gets prospects to know, like, and trust you, leading to more customers and opportunities. The document encourages practicing these tips to cultivate relationships and attract abundance.
The advent of social media has revolutionized the way we connect with others, offering us the ability to create and nurture relationships across vast distances. These virtual connections, commonly referred to as social media friendships, have become an integral part of modern society. However, they differ significantly from the depth and authenticity found in real friendships that flourish through genuine, face-to-face interactions.
In this article, we explore the key differences between social media friendships and real friendships while emphasizing how genuine connections can be built and sustained in the real world.
This document discusses interpersonal relationships in young adolescents. It defines interpersonal relationships as strong bonds developed with family, friends, teachers, and colleagues. Good relationships are important for both mental and physical health. The document outlines different types of interpersonal relationships adolescents form, including with parents, peers, teachers, and future work colleagues. It stresses the importance of developing strong interpersonal skills during adolescence to lay the foundation for future career and personal relationships. Finally, it provides seven essential skills for building strong interpersonal relationships: relax optimistically, listen deeply, feel empathetically, respond carefully, synchronize cooperatively, act authentically, and acknowledge generously.
Positive relationships are important for well-being as humans are social animals. Good relationships are built on trust, effective communication, mutual respect and valuing differences. Teachers and parents can develop positive relationships by listening to understand each other's perspectives, respecting different views, and working together for mutual benefit rather than competition. Children learn relationship skills from role models, so adults should build trust with kids and encourage friendships.
The most practical ways to make any person fall in love with youAnanthunair17
Introducing how to make anyone fall in love with you in minutes,uncover the hidden chemistry and find your true love ,you will discover topics about analysing yourself ,changing the way you think,persuading someone's mind,your interactions with people,improving personality.
Hanjie Ouyang completed a survey to identify their top five signature themes of talent. The report revealed Harmony, Consistency, Responsibility, Communication, and Relator as the most dominant themes. [1] Hanjie seeks agreement and consensus over conflict. [2] They value a consistent and predictable environment where rules are applied equally. [3] Hanjie feels bound to follow through on commitments and make things right. [4] They enjoy explaining ideas and energizing information to capture people's attention. [5] Hanjie derives strength from close relationships and risks genuine intimacy.
The document discusses the important people who shape a person's life, beginning in youth. It describes how parents provide shelter, security, and teach valuable first lessons. Siblings extend help and teach social skills. Teachers are like second parents who guide intellectual and emotional growth. Friends give a sense of belonging and support each other. Community leaders inspire youth through outreach and serve as role models of effective leadership.
Soft skills is a sociological term relating to a person's "EQ" (Emotional Intelligence Quotient), the cluster of personality traits, social graces, communication, language, personal habits, friendliness, and optimism that characterize relationships with other people.[1] Soft skills complement hard skills (part of a person's IQ), which are the occupational requirements of a job and many other activities.
Many sources of social support can help people cope with stress and challenges in life. Social support can come from family, friends, communities like school, work, or places of worship. Having people who provide emotional support through listening and empathy, practical help, a sharing of perspectives, and information can benefit physical and mental health by protecting from stress. It is important to nurture social support networks and seek support from trusted individuals while also reciprocating support to others.
This document summarizes 25 principles for building successful relationships from the book "Winning with People" by John C. Maxwell. Some of the key principles discussed include focusing on self-improvement and self-awareness, putting oneself in others' shoes, developing trust over time, investing in others, and having patience as relationships take time to cultivate. The overall message is that positive relationships are foundational for achievement and fulfilling lives.
1. Developing self-confidence through believing in yourself and your choices is important for personal growth and can help you bounce back from challenges.
2. Getting to know your date by asking questions can help uncover common interests and values to build a better connection.
3. Being honest about your intentions when dating is essential for developing trust and preventing misunderstandings.
The document discusses challenges facing communities like peak oil, climate change, food and water security, and an aging population. It argues that effective responses require collaboration between diverse groups through honest dialogue. Communities need to cultivate skills like cooperation and shared responsibility. Building a strong community involves engaging in conversations to imagine possibilities and prototype the desired future. Personal ownership and small group work are keys to transformative change at a local level.
This document discusses the concepts of social conformity and individuality. It begins by defining conformity as "yielding to group pressures" and describes some common types of conformity like compliance, internalization, and identification. It then summarizes key classic conformity studies by Sherif and Asch that demonstrated people's tendency to conform to group norms and pressures. The document concludes by arguing that individuality should be valued over conformity and that being a non-conformist takes bravery. Conformity may provide short-term acceptance but can lead to loss of personal identity, while individuality is rare and sets influential people apart.
Supporting people with intellectual and developmental disabilitiesCoreHealthproject
This document discusses the values that support life in the community for people with developmental disabilities. It emphasizes person-centered practices that respect individual choices and involvement in the community. The five principles of person-centered practices are listening to choices, supporting community relationships, self-direction, using talents and gifts, and shared responsibility. Providing support requires considering the individual's wants, talents, input from those who know them, and facilitating self-expression, decision making, flexibility, respect and responsiveness. Person-centered thinking and planning are also discussed as skills to get to know the individual and support them in pursuing their dreams and community connections. Risk and community involvement are valued as part of living a normal life.
This document discusses healthy relationships for youth as they prepare for marriage. It emphasizes building good relationships within the family and developing friendships with both boys and girls to gain social skills. Dating is described as a way for couples to explore compatibility through shared social activities. Guidelines are provided for healthy dating, such as equal partnership, good communication, and resolving conflicts through negotiation. Potential risks of dating like abuse and unwanted sexual contact are also outlined.
The document discusses the development of self and personality from a symbolic interactionist perspective. It covers key concepts such as the looking glass self, how social interaction shapes identity, and the three categories of identity - situated, personal, and social. Mead's view of self as something that develops through social interactions and being able to see oneself through the perspective of others is also summarized.
This document discusses various philosophical foundations and theories relevant to social work. It outlines several key thinkers and their theories, including Immanuel Kant's view on treating humanity as an end in itself. It also summarizes three major conceptual views in social work - positivism, constructivism, and pragmatism. Additionally, it outlines theories such as conflict theory, development theory, family life cycle theory, grounded theory, and psychoanalytic, psychosocial, functional, behavior modification, systems, social constructionist, social learning, electic, and transpersonal theories. The document provides an overview of philosophical perspectives and theoretical frameworks important to the field of social work.
This document provides an overview of social science research methodologies. It defines research and discusses qualitative and quantitative research methods. Qualitative research involves collecting and analyzing non-numerical data through methods like observations, interviews, and focus groups to understand meanings and social interactions. Quantitative research uses statistical techniques to measure variables and test hypotheses, often through surveys and experiments. The document also outlines steps in the research process and describes key aspects of research design, data collection and analysis for quantitative studies.
Is Caste rigidity present in Indian social structure? or is it a myth. the researcher argued the caste as a social institution is dying but as a political institution is getting corporatized and serving the vote banks.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
12 steps to transform your organization into the agile org you deserve
Community Relations.pptx
1. Dr. M. Swarna Latha
Associate Professor
Chair Person, Board of Studies
Dept. of Sociology and SocialWork
Kakatiya University
2. Merriam-Webster defines “community” as a
group of people with a common characteristic
or interest living together within a larger
society.
A group of people can be considered two or
more and commonalities can be anything that
those individuals share with one another.
Examples include occupational communities,
religious communities, cultural communities,
etc.
3. Community relations is the function that
evaluates public attitudes
Identifies the mission of an organization
with the public interest and
Executes a program of action to earn public
understanding and acceptance
4. The process of working collaboratively
with and through groups of people to
address issues affecting the well-being of
these people affiliated by:
geographic proximity,
special interest, or
similar situations
5. Relationships are the building blocks for all community organizing
activities.
Community building occurs one-to-one.You need to build
relationships with people one-to-one if you want them to become
involved in your group or organization. Some people become
involved in organizations because they believe in the cause.
However, many people become involved in a community group or
organization, just because they have a relationship with another
person who is already involved.
We need relationships in order to win allies to our cause. In order to
get support from people outside our organizations, we need to
build relationships in which people know and trust us.
Our relationships give meaning and richness to our work and to our
lives.We all need a community of people to share the joys and the
struggles of organizing and making community change. A little bit
of camaraderie goes a long way.
6. As community organizers with few resources, we are
often under enormous pressures that distract us from
paying attention to relationships.
We feel the urgency of achieving important goals.
We mistakenly feel that spending time on
relationships is the fluffy stuff that makes a person
feel good, but doesn't get the job done.
Often, however, relationships are the key to solving a
problem or getting the job done.
Building and sustaining many solid, strong
relationships is central to our work as community
leaders.
7. A two-way benefit to its society
Positions businesses as civically and
ethically responsible in their local
communities
Fosters goodwill among the locals–your
potential customers, and
Helps the community thrive as a whole
8. The underlying principle of community
relations is that when a company accepts its
role and responsibility as a good corporate
citizen and takes an active interest in the
well-being of its community, then in return,
it gains a number of long-term benefits in
terms of community support, loyalty, and
goodwill.
10. When you plan a project, you need to include
the time it takes to build relationships into your
plan. People need time to build trust.
Whenever people work together, they need
to have trusting relationships.When trust is
missing, people usually have a difficult time
functioning cooperatively.
It's always better to build
relationships before you need them or before
a conflict arises
11. It's always better to build
relationships before you need them or before a
conflict arises. If you already have a good
relationship with the grocery store owner in your
neighborhood, you will be in a better position to
help solve a dicey conflict between him and
some neighborhood teens. If you have already
established a relationship with your school
committee representative, she might be more
willing to respond to your opinions about special
education funding.
12. It is not impossible to establish relationships
during a crisis, and often a crisis can bring
people together.While it may seem unusual,
make the most of your organization's crises.
Call for help and people will rise to the call.
You can build relationships when you are in
need, because people often want to help.
13. Build relationships one at a time. Fortunately or unfortunately, there are
no short cuts. Sending out a newsletter helps you keep in touch with lots
of folks, but it's no substitute for getting to know a real person.
Be friendly and make a connection.This may seem self-evident, but a
friendly word or smile can make someone's day.Try to find something in
common: all of us want to have close connections with our fellow
humans.
Ask people questions. People love to talk about themselves and about
what they think. If you ask people about themselves and then take the
time to listen attentively, they can become your fast friend.
Tell people about yourself. People won't trust you unless you are willing
to trust them.Tell them what you genuinely care about and what you
think.
Go places and do things.When asked why he robbed banks, the robber
replied, "Because that's where the money is." If you want to make
friends, you have to go where the people are: picnics, conferences,
events, fundraisers, parties, playgrounds, bowling alleys, little league
games, bake sales, etc..
14. Accept people the way they are. You don't have to agree with them all the time
in order to form a relationship with them. No one likes to be judged.
Assume other people want to form relationships, too. Underneath the crabbiest
looking person is often a lonely soul hoping someone will make a crack in their
shell.
Overcome your fear of rejection. Most of us suffer from a fear of rejection, and
there's only one thing to do about that: get over it. If you want to form
relationships, plan on being rejected some of the time.You will be richly
rewarded the rest of the time with the new relationships you have made.
Be persistent. People are often shy and suspicious. It takes a while to win trust.
You can almost always form a relationship if you stick with it.
Invite people to get involved. People want to become part of something bigger
than themselves. Many people are looking for an opportunity to meet other
people who share common goals. At the worst, people will be flattered that you
invited them to join.
Enjoy people. If you genuinely enjoy people, others will be attracted to your
attitude. People will more likely want to be around you.
15. Learn about the person's culture. Any effort will go a long way in showing
that you care enough to find out about the reality of another person's
life.
Put yourself at the center of another person's culture. Especially if you are
getting to know someone who is not a part of majority culture, try going
to their cultural events where you are the minority. If you are willing to
take risks and put yourself in a situation in which you might feel
uncomfortable, people will be more inclined to want to get to know you.
Take a stand against the person's oppression. Actions speak louder than
words. People who experience oppression need allies to speak out
against injustice. Strong relationships are forged when people act
courageously on behalf of each other.
It's okay to make mistakes.You may have to make mistakes as you build
relationships with people who have different cultural backgrounds than
your own, but people are generally forgiving, especially if your intentions
are good. Remember, hang in there even if you feel rejected.
16. Don't be intimidated. People who hold titles or
positions of political power are humans, too.They like
to form relationships just like everyone else does.
Listen and withhold judgment. People with titles
rarely get a chance to be listened to.They rarely get a
chance to think through an issue without someone
pressuring them to vote one way or another. One way
to befriend such a person is to take the time to listen
to them. See what you can offer them, not just in a
political context but as a sympathetic human being.
17. Pay attention to people. Check in with people when you need to.
This may take only a few minutes a week, but those few minutes
can make the difference in helping your friend or co-worker
remember the importance of the work you are doing together.
Communicate openly. People need to communicate. It's a good
idea to set aside some time just to talk about the way things are
going.When people don't have a chance to talk about important
issues, misunderstandings can occur and tensions often build up.
Communication is a discipline that has to be practiced regularly;
it's like taking vitamins or doing push-ups.
Appreciate each other. Everyone needs to be appreciated in
order to keep relationships going. If you notice that someone did a
stellar job of collecting the necessary data for the committee, say
so. If you enjoy working with someone, let them know.We are all
human beings and appreciation helps us thrive.
18. Extend yourself. Go a little out of your way, at least once in a
while. If your co-worker needs to spend some extra time with his
daughter, you might tell him go home early and you'll finish up the
grant proposal.
Volunteer to do some work for their organization (if they are not
already in yours). If you lend them a hand, they are likely to think
well of you and give something back in return.
Challenge each other to do better. We all need a buddy to help us
stretch ourselves beyond what we think we can do.We can also
build stronger relationships by challenging our work partners to
take on bigger challenges.
Back each other when things get tough. Loyalty is essential to
keeping relationships healthy. We may not agree with a co-worker
or friend, but we can stand by him or her when they are in a jam.
19. Take time to listen to each other.This is not always easy. Each person
should take time some time to listen without interrupting, while the
other person talks.
Put yourself in the other person's shoes. Everyone in a conflict has
distinctly different views of a situation. In the thick of a fight, people are
usually convinced they are absolutely right.Try to see why the other
person sees things the way they do. Just your attempt to do so will help
the other person see that you are trying.
Look at what is true about what the other person is saying.See if you
can correct the situation. If you need to apologize, go ahead. It may feel
horrible, but an apology can often help a relationship get back on the
right track.
Separate emotions from reality. Everyone has emotions that surface
intermittently. People often say things they don't mean when they are in
the middle of an emotional upset. Allow time and space for people to feel
their emotions before you try to work things out.
20. Continue to appreciate and respect each other. Even though it may be
difficult, focus on the positive aspects of the relationship. If you model
appreciation, the other person will often follow.
Speak from your heart. As you try to unravel the difficulty, keep focused
on what you and the other person care about most: the goals of the
project, each other, the community, etc.
Don't give up your principles. Don't sacrifice what you believe in just to
make a relationship work. If you give up on your principles, you won't be
effective and the relationship won't work anyway.
Hang in there when things get hard.You can take some breathing
room, but try not to give up on the relationship altogether.When things
are the toughest, there are important lessons to be learned. It's best to
keep a relationship that you've invested your time and caring into?
You can act independently to improve any relationship. Even if the
other person or group of people is acting rotten, you can act in a way that
is positive, respectful, constructive, and thoughtful.This may surprise
people, and they may follow your lead.
21. MaryaAxner: Building and Sustaining
Relationships
https://ctb.ku.edu/en/table-of-
contents/leadership/leadership-
functions/build-sustain-relationships/main
Viewed on 22.03.2022 at 13.31.pm.