Critical Incident Analysis Midterm Assignment[Sav 4419]
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The document discusses critical incidence analysis as a tool for avoiding cultural bias when interacting with individuals from other cultures. It provides steps for using critical incidence analysis, including: 1) identifying situations requiring cultural awareness, 2) observing behaviors objectively without judgment, 3) considering why others behave differently based on their cultural traits, and 4) continually learning and acquiring factual knowledge about other cultures. The assignment is to describe a cross-cultural misunderstanding using critical incidence analysis and explain how a more culturally sensitive response may have been possible.
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Forming strategies to deal with diversity issues can be a tricky business. The popular approach today is political correctness, which unfortunately, is often neither political nor correct. This is not to say that it is acceptable to behave or speak in a disrespectful manner to or about other persons, or to tolerate overt discrimination against others. What it does mean is that we should be focusing on the underlying power associated with these terms, attitudes, and behaviors. An example is the current view of the use of the n-word. It is considered so demeaning and insulting that it cannot even be spoken aloud, yet everyone knows exactly what the n-word is. The point is that it isn't the word, but rather the cultural understandings and reactions that are conjured up by the single letter
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To begin, we must look within our own social and cultural understandings. We all have prejudices and ideological values about ourselves and others, and we talked about these in a previous lecture. One of the problems with the politically correct approach is that it labels people whose understandings do not conform to doctrine as either racist or sexist. This amounts to trying to eliminate derogatory stereotyping by applying derogatory stereotypes and is; therefore, just as likely to arouse resentment and resistance in the dominant group as it is in any minority group.
The first step is to overcome the reluctance to admit that we base our reactions to, or understandings of, minority groups on values and assumptions that may not be accurate or factual. As was pointed out earlier in the course, much of what we know comes from a very limited set of information sources. Most people with whom we interact regularly are more like ourselves than not, and we tend to place value and acceptability on those things that are familiar and comfortable. Our educational system has for many years placed White, middle-class, and mostly male ideals, achievements, and values at the core of our curriculums. Much of what is learned about minorities is negative, in the sense that they are presented as subordinate groups who performed menial tasks and are often portrayed as simple, child-like people who needed care and nurturing. Little mention was made of people such as Dr. Charles Drew, Elijah McCoy, Otis Boykin, Garrett Mor.
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The Risk of ControversyControversial topics are topics about which people disagree.Many controversial topics confront people’s fundamental and closely-held values.There are often more than two perspectives on important controversial topics.How you treat your audience is just as important as how you treat your topic.
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Audience NeedsAudiences differ in their perspectives and readiness to accept new ideas.Even in a homogeneous audience, an audience composed of people who are similar to one another, different listeners will understand the same ideas in different ways.Every member of every audience has his or her own frame of reference generated by their unique life experience.
Categories of
Life Experiences Demographic information refers to gender, age range, marital status, race and ethnicity, all of which impact an audience’s perspectives and needs.Socioeconomic status refers to characteristics including income, wealth, level of education, and occupational prestige.Psychographic information involves the beliefs, attitudes, values, and opinions that are most often difficult to predict.
Respecting your audience means that you avoid offending, excluding, or trivializing the beliefs and values they hold.
DiversityRefers not only to racial and ethnic groups, but also to religion, sexual orientation, body size, and physical and mental ability.
Respecting Diverse AudiencesBeing mindful of diversity means being respectful of all people and avoiding racism, ethnocentrism, stereotyping, sexism, ageism, elitism, and other assumptions.It’s easy to assume that people from a given culture are just alike, but they’re not; their social roles, life experiences, and circumstances vary.Frame of reference may be difficult to predict; for instance, we might assume that a successful businessman is primarily interested in p ...
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Similar to Critical Incident Analysis Midterm Assignment[Sav 4419]
Here is the lecture from the week The article is in this lecture. .docx
Here is the lecture from the week: The article is in this lecture. Essentially I just need 2 to 3 paragraphs to answer the question above.
Introduction
|
Step 1
|
Step 2
|
Step 3
|
Step 4
|
Step 5
|
Summary
Introduction
Back to Top
Forming strategies to deal with diversity issues can be a tricky business. The popular approach today is political correctness, which unfortunately, is often neither political nor correct. This is not to say that it is acceptable to behave or speak in a disrespectful manner to or about other persons, or to tolerate overt discrimination against others. What it does mean is that we should be focusing on the underlying power associated with these terms, attitudes, and behaviors. An example is the current view of the use of the n-word. It is considered so demeaning and insulting that it cannot even be spoken aloud, yet everyone knows exactly what the n-word is. The point is that it isn't the word, but rather the cultural understandings and reactions that are conjured up by the single letter
n
. What we have done is to simply replace one word with another without changing the underlying meaning and power of the term. It seems that many think that by making the speaking of the word taboo, the racist meaning behind it no longer exists. Unfortunately, nothing is that simple.
A Class Divided - PBS Frontline Video
Please click on the link to view the PBS Frontline video titled
A Class Divided
.
Step 1
Back to Top
To begin, we must look within our own social and cultural understandings. We all have prejudices and ideological values about ourselves and others, and we talked about these in a previous lecture. One of the problems with the politically correct approach is that it labels people whose understandings do not conform to doctrine as either racist or sexist. This amounts to trying to eliminate derogatory stereotyping by applying derogatory stereotypes and is; therefore, just as likely to arouse resentment and resistance in the dominant group as it is in any minority group.
The first step is to overcome the reluctance to admit that we base our reactions to, or understandings of, minority groups on values and assumptions that may not be accurate or factual. As was pointed out earlier in the course, much of what we know comes from a very limited set of information sources. Most people with whom we interact regularly are more like ourselves than not, and we tend to place value and acceptability on those things that are familiar and comfortable. Our educational system has for many years placed White, middle-class, and mostly male ideals, achievements, and values at the core of our curriculums. Much of what is learned about minorities is negative, in the sense that they are presented as subordinate groups who performed menial tasks and are often portrayed as simple, child-like people who needed care and nurturing. Little mention was made of people such as Dr. Charles Drew, Elijah McCoy, Otis Boykin, Garrett Mor.
Audience Analysis Sections 16.1What Is a.docx
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Sections 16.1
What Is an Audience Analysis?
&
Why Conduct an Audience Analysis?
Public Speaking as
Shared ActivityThe interaction between speaker and audience; speakers jointly create meaning with audiences.Public speaking is an audience-centered activity in which the speaker considers the needs and interest of the audience.Audience analysis is the process of gathering information about the people in the audience so a speaker can understand their needs, values, and expectations.Find an appropriate way to acknowledge and greet your audience.
Choose a
Worthwhile TopicYour topic should reflect regard for the audience; audiences do not want to listen to a speech that is too simple or a topic they already know a great deal about.Many students are tempted to choose an easy topic or a topic they already know a great deal about because it decreases their own workload rather than engaging audience interest.Choose a topic that is interesting enough for you to research and your audience to listen to.
Clarity is ImportantUse straightforward vocabulary and avoid convoluted sentences.
The Risk of ControversyControversial topics are topics about which people disagree.Many controversial topics confront people’s fundamental and closely-held values.There are often more than two perspectives on important controversial topics.How you treat your audience is just as important as how you treat your topic.
Adapting to
Audience NeedsAudiences differ in their perspectives and readiness to accept new ideas.Even in a homogeneous audience, an audience composed of people who are similar to one another, different listeners will understand the same ideas in different ways.Every member of every audience has his or her own frame of reference generated by their unique life experience.
Categories of
Life Experiences Demographic information refers to gender, age range, marital status, race and ethnicity, all of which impact an audience’s perspectives and needs.Socioeconomic status refers to characteristics including income, wealth, level of education, and occupational prestige.Psychographic information involves the beliefs, attitudes, values, and opinions that are most often difficult to predict.
Respecting your audience means that you avoid offending, excluding, or trivializing the beliefs and values they hold.
DiversityRefers not only to racial and ethnic groups, but also to religion, sexual orientation, body size, and physical and mental ability.
Respecting Diverse AudiencesBeing mindful of diversity means being respectful of all people and avoiding racism, ethnocentrism, stereotyping, sexism, ageism, elitism, and other assumptions.It’s easy to assume that people from a given culture are just alike, but they’re not; their social roles, life experiences, and circumstances vary.Frame of reference may be difficult to predict; for instance, we might assume that a successful businessman is primarily interested in p ...
Cross Cultural Communication
Cross Cultural Communication with reference to India, Netherlands and New Zealand.
What is culture ?
I
ceberg Theory Of Culture
Cross Culture Communication
Organizational Culture
Brief Introduction of Countries
India, Netherlands and New Zealand
Fundamental Dimensions of Culture
Trompenaars’ and Hampden-Turner’s 7 dimensions of culture
Etiquette and Customs
India
Netherlands
New Zealand
Business Etiquette and Protocol
India
Netherlands
New Zealand
Management Styles And Business Systems
The document discusses several topics related to culture and its influence on management and business practices internationally. It first covers the concept of culture and the required degrees of adaptation when working across cultures. It then summarizes typical American management styles and contrasts them with styles found in other parts of the world. The document also briefly touches on topics like gender bias, business ethics, and how culture can shape strategic thinking. Finally, it differentiates between relationship-oriented and information-oriented cultures.
httpswww.youtube.comwatchv=Br7XGAwC80EIntercultural.docx
https://www.youtube.com/watch?v=Br7XGAwC80E
Intercultural Competence?
https://www.youtube.com/watch?v=XUO59Emi3eo
Intercultural Competence
https://www.youtube.com/watch?v=SJqBhLgSNQY
Mind Set
Similarities: Differences
Heart Set
Self-esteem
Self-monitoring
Empathy
Open-mindedness
Reserving judgment
Socially relaxed
Skill Set
Agility
Message skills
Appropriate self-disclosure
Behavioral flexibility
Interaction management
(Louise Giesbrecht and Janet M. Bennett, PhD, 2013)
Key terms for Intercultural Competence and Civic
Engagement Project
Ingroup
The groups to which we belong that enhance our perceptions of self. They are important to our self-esteem. We are typically favorably biased about our ingroups and ingroup members.
Outgroup
The groups to which we do not belong, and to whom we may develop biases and/or prejudice (if threatened).
Culture
Culture includes the following
History
Politics
Economics
Communication styles
Set of values, beliefs, traditions and practices, norms, and attitudes
And is shared within a group and transmitted to other members
She may eat primarily Korean with her family, speak Korean in her home, and celebrate the Korean New Year.
Additionally, this person may be a practicing Korean Buddhist who honors sacred Buddhist holidays with visits to a temple, or an altar to deceased ancestors in her home, and special foods.
She may feel a special obligation to take care of her aging parents when they can no longer take care of themselves.
And, she may enjoy American music, eat Mexican food, and celebrate the 4th of July and Thanksgiving with her friends.
9
Worldview
Cognitive and affective lens through which people construe their experiences and make sense of the world around them.
How would you characterize the worldview of the man in the video?
Civic Engagement
Active participation in the public life of a local, national, and/or global community in an informed, committed, and constructive manner. Civic engagement includes focusing on a shared or common goal that enhances the defined “community.”
Civic engagement can start by learning about how to get involved with the intention of becoming involved in a shared goal.
Adapted from Balls Organista, P., Marin, G., & Chun, K.M. (2010). The Psychology of Ethnic Groups in the United States. Thousand Oaks, CA: Sage Publications, Inc.
PARTNERS IN SOCIAL RESPONSIBILITY AND INTERCULTURAL COMPETENCE
Social responsibility includes intercultural competence, knowledge of civic responsibility, and the ability to engage effectively in regional, national, and global communities, including the workplace. These skills are rated highest as desirable skills among hiring managers.
Intercultural competence includes:
1. Knowledge of your own culture and how it has shaped your world view.
2. Knowledge of significant characteristics of other cultures.
3. Awareness of differences and similarities in cultures.
4. Ability to adjust y ...
Positive Work Culture
This document discusses the importance of a positive work culture for employee well-being and performance. It notes that managers sometimes unwittingly contribute to employee psychological distress through their actions. While occupational health services aim to support individuals, they often do not address the root causes within the work culture or manager behaviors. A positive work culture is essential and is built on cultural foundations of virtuous intent that promote well-being and performance. However, subtle signals from managers must also reflect these foundations, otherwise employee distress can still occur. The document outlines other factors like professional and leadership subcultures that can influence work culture positively or negatively.
Sales Across Cultural Context
This document summarizes a student honors thesis from Western Michigan University. The thesis analyzed how culture impacts sales practices. The student used Hofstede's cultural dimensions model and the CLAP sales model from WMU to examine Brazil, Germany, and China. The largest cultural differences from the U.S. were compared to the CLAP model. The student concluded with recommendations for salespeople to adapt when working across cultures, including preparing for cultural differences and adapting communications. An experiment was proposed to test the findings.
Ccdm ppt 2011
This document provides an overview of the Cross Cultural & Diversity Management course at Fore School of Management. The course aims to enhance knowledge of cross-cultural issues and sensitivity working in culturally diverse situations. Key topics covered include culture and its dimensions, cultural diversity priorities, Hofstede's cultural dimensions model, ethics and social responsibility, and managing across cultures. Evaluation includes assignments, projects, discussions, and assessments. Ground rules are also outlined.
Corporate culture management training
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
The cultural environments_facing_business
This chapter discusses cultural environments and their impact on international business. It examines problems in cross-cultural learning and differences in business practices across countries. Major causes of cultural change are explored, like traditions, language, and religion. Factors like power distances, individualism, and uncertainty avoidance are examined in how they influence workplace relationships and risk-taking. The chapter concludes that companies must consider cultural guidelines and maximize their effectiveness when operating internationally across diverse cultural environments.
Module 3 ConclusionThrough this module’s online lectures and textb.docx
Module 3 Conclusion
Through this module’s online lectures and textbook readings, you analyzed how values and ethics are developed. You also evaluated the importance of accepting and managing diversity effectively.
Here are the key points covered:The six value orientations—individualism or collectivism; preferred personality; view of human nature; human-nature relationship; power distance; long-term vs. short-term orientation—all influence how individuals and groups understand and respond to the world, which in turn, affects how they interact with others.In addition to being truthful, ethical communication involves deciding which information can and should be disclosed or withheld as well as assessing the benefits or harm associated with specific messages.Truthfulness plays a fundamental role in ethical communication due to two reasons, you expect messages to be truthful and messages have consequences. The ethical consequences of sharing or withholding information depend on whether it is likely to help people to make informed decisions or not. A message is considered legitimately private when other parties have no right to expect access to it. Finally, to be an effective communicator, you have to discern the benefits or harm associated with your messages.The process of determining ethical choices and decisions can be based on both individual perspective and communal perspective. When ethics are discussed in an organizational context, the rights of the individual, such as the right to free speech or privacy, assume importance. However, a communal approach focuses on the common good or the best interests of the entire community. The morality of an action is assessed based on its consequences for the group.The three barriers to accepting diversity include preconceptions or lack of knowledge, stereotyping, and prejudice. These internal barriers however, can be overcome by increasing motivation, increasing knowledge of self and others, and avoiding stereotypes.Diversity can enhance your interpersonal effectiveness by increasing your opportunities, enhancing your abilities at work, and improving your self-awareness.
Diversity; Interpersonal Effectiveness
Learning about and accepting diversity can improve your interpersonal effectiveness and increase your personal and professional opportunities. It also allows you to widen your circle of friends and acquaintances and may even open up new business opportunities by helping you work in or manage diverse work groups.
Learning about diversity can increase your effectiveness at work. It can also help improve your ability to communicate with colleagues and customers or clients who differ from you. This may pave the way for organizational rewards and opportunities. In addition, accepting diversity and honing your skills in this area can enhance your self-awareness. Part of accepting and understanding diversity is the ability to understand and critique your own cultural beliefs and values. This understanding ...
Chnagingworkplaces
The document discusses the importance of cultural awareness and cross-cultural communication in multicultural workplaces. It notes that cultural awareness helps teams identify differences that could cause issues if not addressed, and provides some tips for building cultural awareness including learning about other cultures, treating people as individuals rather than stereotypes, implementing cultural knowledge, avoiding assumptions, and actively listening. It emphasizes that cross-cultural communication skills are essential for organizations operating in a global economy.
Chnagingworkplaces
The document discusses the importance of cultural awareness and cross-cultural communication in multicultural workplaces. It notes that cultural awareness is crucial for maximizing the potential of multicultural teams by helping identify differences and areas that need attention. Some tips provided for cultural awareness include building cultural knowledge, treating people as individuals, implementing cultural knowledge, withholding assumptions, avoiding blame, and actively listening. Cross-cultural communication briefings on cultural dos and don'ts can help avoid mistakes and generate respect and understanding between different cultures.
In-Groups
The document discusses Gregory Howard Williams' memoir "Life on the Color Line" about growing up biracial in Virginia and Indiana in the 1950s-60s. Williams describes the difficulties of navigating between black and white communities as a light-skinned black man. The memoir illustrates several psychological concepts, including outgroup homogeneity bias (assuming greater similarity among outgroup members than ingroup), subtyping (holding negative views of a group while liking individuals), and ingroup favoritism (discriminating in favor of one's own group).
Communication
This document discusses organizational communication and culture. It provides definitions of interpersonal communication and culture. Culture is defined as a system of activities and discourses codified by a group over time. The document examines models of organizational culture, including Hofstede's 5 cultural dimensions of power distance, uncertainty avoidance, individualism vs collectivism, masculinity vs femininity, and long vs short term orientation. It also discusses the GLOBE model and its 9 cultural dimensions.
Lee Underwood Rm Strategies
The document discusses topics related to cultural competency, including defining key terms, discussing the cultural competency continuum, perceptions and communication miscues. It also discusses motivational strategies for working with youth and reviews a case study to identify potential cultural competency issues. Tips are provided for becoming more culturally competent. The class objectives are to define terms, discuss the competency continuum and perceptions/miscues, review motivational strategies and the case study, and identify tips for cultural competency.
Global culture
This document discusses and compares material and non-material culture. Material culture includes tangible objects like clothing, food, and technology, while non-material culture includes beliefs, values, and social constructs. It notes that material objects often symbolize non-material cultural ideas. Understanding the relationship between these two aspects of culture is important for global marketers to develop culturally appropriate marketing strategies. The document also discusses high and low context cultures, and how communication and business practices differ between the two.
Educ 262 human and administrative behavior in education - slideshare
CHAPTER 20: ETHICS
PowerPoint Presentation to the title Ethics.
MAED, Major in Administration and Supervision
First semester, 2017-2018
271 Chapter 9Sociocultural FactorsOver-generaliz.docx
271
Chapter 9
Sociocultural Factors
“Over-generalization is the enemy of science.”
—John Kenneth Galbraith
Chapter ObjeCtives
this chapter will:
• Define the term “sociocultural” as a combination of societal, political, and
cultural norms and responses and discuss their influence in international
business
• Discuss how attitudes and beliefs influence human behavior, especially attitudes
about time, achievement, work, change, and occupational status
• Present the influence of aesthetics and material culture within different
societies
• Examine how communication, both verbal and nonverbal, may serve as a barrier
to international business operations
• Investigate the importance of social status and the family within different
cultures and their effect on the business environment
• Identify the role of multinational corporations as agents of change in the
international community
soCioCultural FaCtors and international Business
Multinational corporations operate in different host countries around the world and have
to deal with a wide variety of political, economic, geographical, technological, and busi-
ness situations. Moreover, each host country has its own society and culture, which are
different in many important ways from almost every other society and culture, although
there are some commonalities. Although society and culture do not appear to be a part of
business situations, they are actually key elements in shaping how business is conducted,
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EBSCO : eBook Collection (EBSCOhost) - printed on 12/12/2018 2:23 PM via BARRY UNIV
AN: 929355 ; Ajami, Riad A., Goddard, G. Jason.; International Business : Theory and Practice
Account: s8987890.main.ehost
272 Chapter 9 • Sociocultural Factors
from what goods are produced and how and through what means they are sold, to the
establishment of industrial and management patterns and the determination of the success
or failure of a local subsidiary or affiliate.
Society and culture influence every aspect of an MNC’s overseas business, and a
successful MNC operation, whether it involves marketing, finance, operations, informa-
tion systems, or human resources, has to be acutely aware of the predominant attitudes,
feelings, and opinions in the local environment. Differences in values and attitudes
between the management at the parent offices and expatriate managers at the subsidiary
or affiliate level, on the one hand, and local managers and employees, on the other, can
lead to serious operational and functional problems, which arise not because there are
individual problems but because of the important differences between the societies and
cultures. Society and culture often ...
Hlthir404 d questions 6 9
This is how an Aboriginal elder explains culture:
“Culture is what was told to me by my elders, for me in turn to keep and use and respect, and to pass on. Culture is the foundation of Aboriginal knowledge – in art form, in dance, in story telling, in life. It’s about belief. Culture originates in the individuals contact with the land, which is passed on to his family and his family’s family. It is like a stream going into the ocean; a cultural bloodline.”(Des Thompson)
Similar to Critical Incident Analysis Midterm Assignment[Sav 4419] (20)
Here is the lecture from the week The article is in this lecture. .docx
Here is the lecture from the week The article is in this lecture. .docx
httpswww.youtube.comwatchv=Br7XGAwC80EIntercultural.docx
httpswww.youtube.comwatchv=Br7XGAwC80EIntercultural.docx
Module 3 ConclusionThrough this module’s online lectures and textb.docx
Module 3 ConclusionThrough this module’s online lectures and textb.docx
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Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
How to Implement a Real Estate CRM Software
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
Building Your Employer Brand with Social Media
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
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Maksym Vyshnivetskyi: PMO KPIs (UA)
Lemberg PMO School 2024
Website – https://lembs.com/pmoschool
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
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Critical Incident Analysis Midterm Assignment[Sav 4419]
- 1. Critical Incidence Analysis in Cross-Cultural Management #4419 Take-Home Mid-Term, Professor Steve Varela Email to Svarela@thu.edu.tw before the next class meeting. Most of us have experienced a situation where, in a cross-cultural setting, we found the behavior of a foreign national hard to explain. We perceived this behavior to be odd, unusual, or perhaps improper. As a result, we may have felt anger, frustration, or at least felt uncomfortable and awkward. It is likely that this state of affairs interfered with our ability to interact effectively with the foreign national, and maybe even led to a breakdown in communication. That we tend to view other cultures through our own is a well-accepted human trait. We accept our own culture and its ways as the norm—everything else may seem strange to us. Our acceptance of our own culture also tends to condition how we react to different behavior, systems, or values. This sub-conscious reference to our own way of doing things is known as Self-Reference Criterion. Understanding this phenomenon is an effective first step in avoiding cultural bias — to avoid ethnocentric reactions. Critical Incidence Analysis encourages a more objective reaction to cultural differences by helping us develop empathy for other points of view. It may be attempted in a number of steps as follows: 1. First, identify the situations where you need to be culturally aware to interact effectively with your business partners from another culture. These may include socializing, building trust, negotiations, arrival to meetings, legal agreements, formality, and so on. 2. When confronted with a “different” behavior, discipline yourself not to make value judgments. Instead, define the situation or problem in terms of the foreign culture traits, habits, and norms. Simply make observations and gather objective information. This way, you will be isolating the self-reference criterion influence in the problem. 3. Think about why they behave the way they do. By doing so, you will have reacted to the situation without your own self-reference criterion, and hopefully reacted to their behavior positively. 4. Learn from this process, and improve continually. Remember also that cross-cultural empathy—and success in international business—can be greatly enhanced by acquiring factual knowledge about your partners. This includes political and economic background of the country, the human profile (social norms, values, behavior, traditions, etc.), history as well as current national affairs, and their perceptions of other cultures. Assignment: Using the approach suggested by the Critical Incidence Analysis, define a situation that you or someone else has experienced that led to a cross-cultural misunderstanding. Explain what actually happened, and how a more culturally- sensitive response may have been possible if Critical Incidence Analysis were used. 2 page typed maximum - about 350 words.