Critically evaluate anthropological perspectives of community leadership, [updated 2023].docx
•Download as DOCX, PDF•
0 likes•3 views
Anthropological perspectives of community leadership provide valuable insights into the study of leadership within different cultural and social contexts. These perspectives emphasize the importance of understanding leadership as a complex social phenomenon that is deeply embedded in cultural norms, values, and power dynamics. However, they also have their limitations and challenges. a critical evaluation of anthropological perspectives of community leadership: 1. Cultural Relativism: Anthropological perspectives often emphasize cultural relativism, acknowledging that leadership practices and expectations vary across different cultures. This approach highlights the need to understand leadership within its specific cultural context and avoid imposing external standards or norms. However, this can sometimes lead to a lack of critical analysis and a reluctance to evaluate leadership practices based on universal principles of ethics and social justice. 2. Power Dynamics: Anthropological perspectives recognize the centrality of power dynamics in leadership within communities. They emphasize the ways in which leaders navigate and negotiate power relationships within their social, economic, and political contexts. This critical lens helps to uncover inequalities, hierarchies, and oppressive structures that can influence community leadership. However, these perspectives may not provide concrete solutions or strategies for addressing power imbalances or transforming oppressive leadership practices.
Report
Share
Report
Share
![intel-writers.com
Critically evaluate anthropological perspectives of community leadership, [updated 2023]
Critically evaluate anthropological perspectives of community leadership, altruism, and
community action
Reflect on and discuss best practice in community leadership within an international context
Apply social capital theory and practice in an international context
Apply and critically evaluate the concepts of citizenship in an international context
Welcome to one of the bestassignmenthelpcompanies online .
· Do you want to order for a customized assignment help task?
· Click on the order now button
· Set up your topic, Fix the number of pages, Fix your Order instructions
· Set up your deadline, upload the necessary files required to complete the task,
Complete the payment.
We delivery high quality and non plagiarized tasks within the stipulated time given
SL
Anthropological perspectives of community leadership
provide valuable insights into the study of leadership within different cultural and social
contexts.
These perspectives emphasize the importance of understanding leadership as a complex social
phenomenon that is deeply embedded in cultural norms, values, and power dynamics.](https://image.slidesharecdn.com/criticallyevaluateanthropologicalperspectivesofcommunityleadershipupdated2023-230630113343-f6787498/85/Critically-evaluate-anthropological-perspectives-of-community-leadership-updated-2023-docx-1-320.jpg)
Recommended
Christine Okali, Institute of Development Studies "Gender Planning Framework"
Christine Okali, Institute of Development Studies "Gender Planning Framework"Independent Science and Partnership Council of the CGIAR
Science Forum 2013 (www.scienceforum13.org)
Breakout Session 7: Facilitating Research Uptake
Christine Okali, Institute of Development StudiesDiss lesson-5-dominant-approaches-and-ideas-in-social-sciences
Senior High School
Disciplines and Ideas in the Social Sciences
Anti-oppressive Practices in community and youth work.pptx
In summary, wisdom voices and practitioner echoes are essential components of antioppressive social work.
wisdom voices and practitioner echoes create a reciprocal and transformative approach to antioppressive social work.
By centering the knowledge and experiences of marginalized individuals and engaging in critical self-reflection, social workers can work towards dismantling oppressive systems and promoting social justice within their practice.
Planning, Negotiating & Implementation Assignment
Planning, Negotiating & Implementation Assignment 2
Planning, Negotiating & Implementation Assignment
Treylesia L. Alston
School of Behavioral Science, Liberty University
Author Note
Treylesia L. Alston (L32443087)
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to Treylesia L. Alston
Email: [email protected]
Assignment 3: Research Questions & Variables
You will identify a research topic, explain your research idea, construct possible research questions (1 or 2 questions), determine which variables you could potentially use for your research paper (you will need to have 1 dependent variable and 3 independent variables), and state your hypotheses. You will have to give your future survey (Assignment 4) to friends or family, so think about what you will be able to ask them and what information they will be able to provide. We will not survey or interview vulnerable populations (anyone under 18, prisoners, etc.). It is okay if your idea is still a work-in-progress!
PADM 610
Case Study: Human Resources Assignment Instructions
Overview
In this Case Study, you will apply the Statesmanship model discussed in Module 1: Week 1 to a real, specific public administration context. In other words, choose an organization that is dealing with Human Resource policies, strategies, and procedures. Next, apply the statesmanship model discussed Module 1: Week 1 to this situation. The overarching idea of statesmanship is the call for moral character. In the context of this assignment, how can this model be applied to the situation at hand?
You will apply the Statesmanship model needed to deal with challenges of human resources policies, strategies, and procedures. Remember to also discuss the importance of the following:
· Covenant of
hesed
· Covenant of ethics
· Performance Evaluation
· Statecraft
Instructions
· Case Study scenarios must be taken from documented (published) public administration contexts; no hypotheticals are allowed.
· You can focus on one public administration organization or may refer to a particular situation (well-documented by the research) that public administrators faced during an actual event(s).
· All ideas you should be supported with sound reason and citations from the required readings and presentations, and additional resources.
· Paper should be 4–5 double-spaced pages of content in length (this does not include title page or reference pages).
· Paper should be in current APA format.
· Headings should be included and must conform to the content categories listed (i.e., Covenant of
hesed, Covenant of ethics, Performance Evaluation, etc.).
· 3–5 additional scholarly sources must be used. They need to be scholarly and provide relevant public administration theory and practices.
· All required reading and presentations from the assigned reading ...
Recommended
Christine Okali, Institute of Development Studies "Gender Planning Framework"
Christine Okali, Institute of Development Studies "Gender Planning Framework"Independent Science and Partnership Council of the CGIAR
Science Forum 2013 (www.scienceforum13.org)
Breakout Session 7: Facilitating Research Uptake
Christine Okali, Institute of Development StudiesDiss lesson-5-dominant-approaches-and-ideas-in-social-sciences
Senior High School
Disciplines and Ideas in the Social Sciences
Anti-oppressive Practices in community and youth work.pptx
In summary, wisdom voices and practitioner echoes are essential components of antioppressive social work.
wisdom voices and practitioner echoes create a reciprocal and transformative approach to antioppressive social work.
By centering the knowledge and experiences of marginalized individuals and engaging in critical self-reflection, social workers can work towards dismantling oppressive systems and promoting social justice within their practice.
Planning, Negotiating & Implementation Assignment
Planning, Negotiating & Implementation Assignment 2
Planning, Negotiating & Implementation Assignment
Treylesia L. Alston
School of Behavioral Science, Liberty University
Author Note
Treylesia L. Alston (L32443087)
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to Treylesia L. Alston
Email: [email protected]
Assignment 3: Research Questions & Variables
You will identify a research topic, explain your research idea, construct possible research questions (1 or 2 questions), determine which variables you could potentially use for your research paper (you will need to have 1 dependent variable and 3 independent variables), and state your hypotheses. You will have to give your future survey (Assignment 4) to friends or family, so think about what you will be able to ask them and what information they will be able to provide. We will not survey or interview vulnerable populations (anyone under 18, prisoners, etc.). It is okay if your idea is still a work-in-progress!
PADM 610
Case Study: Human Resources Assignment Instructions
Overview
In this Case Study, you will apply the Statesmanship model discussed in Module 1: Week 1 to a real, specific public administration context. In other words, choose an organization that is dealing with Human Resource policies, strategies, and procedures. Next, apply the statesmanship model discussed Module 1: Week 1 to this situation. The overarching idea of statesmanship is the call for moral character. In the context of this assignment, how can this model be applied to the situation at hand?
You will apply the Statesmanship model needed to deal with challenges of human resources policies, strategies, and procedures. Remember to also discuss the importance of the following:
· Covenant of
hesed
· Covenant of ethics
· Performance Evaluation
· Statecraft
Instructions
· Case Study scenarios must be taken from documented (published) public administration contexts; no hypotheticals are allowed.
· You can focus on one public administration organization or may refer to a particular situation (well-documented by the research) that public administrators faced during an actual event(s).
· All ideas you should be supported with sound reason and citations from the required readings and presentations, and additional resources.
· Paper should be 4–5 double-spaced pages of content in length (this does not include title page or reference pages).
· Paper should be in current APA format.
· Headings should be included and must conform to the content categories listed (i.e., Covenant of
hesed, Covenant of ethics, Performance Evaluation, etc.).
· 3–5 additional scholarly sources must be used. They need to be scholarly and provide relevant public administration theory and practices.
· All required reading and presentations from the assigned reading ...
CHAPTER 7 Theories of Organizational Culture and Change Organi.docx
CHAPTER 7
Theories of Organizational Culture and Change
Organizational culture is the culture that exists in an organization, something akin to a societal culture. It is composed of many intangible phenomena, such as values, beliefs, assumptions, perceptions, behavioral norms, artifacts, and patterns of behavior. It is the unseen and unobservable force that is always behind the organizational activities that can be seen and observed. According to Kilmann and his colleagues (1985), “Culture is to the organization what personality is to the individual—a hidden, yet unifying theme that provides meaning, direction, and mobilization.”
Since the 1980s, the literature on organizational change has had a dominant theme— lasting organizational reform requires changes in organizational culture. Organizational cul- tures that reflect unwanted values, such as hierarchy, rigidity, homogeneity, power based on authority and associations in closed networks, and reliance on rules restrict flexibility and can be formidable barriers to effecting lasting change (Cameron & Quinn, 2011). Organizational members often hang onto familiar “tried and true” beliefs, values, poli- cies, and practices of the organizational culture even when these “old ways” have ceased to serve the organization well. The task is to replace these with cultures where horizon- tal relations, open and accessible networks, flexibility, responsiveness, individual and group empowerment, diversity, and customer service are valued. Advocates and advisers of organizational reform have shared a commitment to increase organizational effective- ness, competitiveness, flexibility, and responsiveness by changing organizational cultures. “Command-and-control” cultures must be replaced with cultures that encourage and sup- port an increasingly diverse workforce and employee participation and empowerment approaches for individuals in work teams.
Therefore, understanding and appreciating the theory of organizational culture—the organizational culture perspective—as well as the existing culture of a particular organization, is necessary for effecting lasting organizational change.
THE ORGANIZATIONAL CULTURE PERSPECTIVE
The organizational culture perspective is a set of theories with their own assumptions about organizational realities and relationships. It is yet another way of viewing, thinking about, studying, and trying to understand organizations. Like power and politics orga- nization theory (Chapter 6), the assumptions, units of analysis, research methods, and approaches of the organizational culture perspective differ markedly from those of the ratio- nal, “modern” structural, organizational economics, and systems/environment theories.
292
Theories of Organizational Culture and Change 293
The organizational culture perspective challenges the basic views of these more rational perspectives about, for example, how organizations make decisions and how and why orga- nizations—and people in organiz.
1.ORGANIZATIONAL BEHAVIOUR.pptx
Organizational behavior (often abbreviated OB) is a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness
Intuition VS Systematic Study
Evidence based Management
This assessment task requires that you synthesise the understanding .docx
This assessment task requires that you synthesise the understanding of organisational culture and leadership with your theoretical and practical knowledge of Organizational Behaviour in Australian organisations. The focus of this activity is to determine how the practice of Organizational Behaviour must be redesigned and realigned in multiethnic/multicultural contexts to ensure cultural appropriateness and to achieve organisational effectiveness.
Scenario:
Australia has one of the world’s most culturally diverse workforces. Managing different cultural workgroups has ongoing implications on the success of the organisation. However, cultural differences leading to conflicts caused by ineffective communication and increasing moral and ethical degradation at workplaces continue to be issues of growing concern. Furthermore, as the workforce becomes more diverse and multigenerational, labour power may force improvement in the employment relationship and call for different kinds of leaderships. Recently, exploratory studies conducted in Australia have examined the blend of leadership styles/behaviours that different cultural workgroups preferred their managers to exhibit.
Using both literature and publicly available data:
1. Identify and critically analyse and discuss the communication challenges that a leader would expect to encounter in relation to the cultural diversity of many Australian organisations.
2. Critically discuss how leaders can address the ethical issues related to the cultural diversity in many Australian organisations.
3. Identify, synthesise and critically discuss an optimal mix of leadership styles/behaviours which would be aligned with managing culturally diverse workplaces; these should be sufficiently flexible, and able to be appropriately adopted in Australian organisations.
The purpose of the assignment is to build up a specific understanding of managing a multicultural workforce and behavioural practices. This is a multi-strand knowledge gathering research that focuses on critical strategic issues in leadership and employee behaviour.
This assessment assesses the following subject learning objectives:
-be able to critically examine assumptions and propositions of theorising about organisational behaviour in general;
-be able to compare and analyse the strengths and weaknesses of organisational behaviour theories relevant to managers with human resource responsibilities;
-be able to critique and to apply organisational behaviour theories and concepts to case studies and/or issues in their own workplaces;
- and be able to evaluate current organisation practice and to develop strategies that may assist in the understanding and management of employee behaviour.
There are three key themes to be addressed, all in relation to culturally diverse Australian organisations.
1. Identifiy, critically analyse and discuss the communication challenges that a leader would expect to encounter in culturally diverse Australi.
GOALS-OF-SOCIOLOGY.pptx
this presentation discusses the goals of sociology in the context of the subject UCSP
Running head Annotated bibliography1Annotated bibli.docx
Running head: Annotated bibliography
1
Annotated bibliography
2
Annotated bibliography
Vibert Jacob
South University
Administration-Politics Dichotomy
Getha-taylor, H. (2008). Review of Public Personnel Administration. Review of Public Personnel Administration,, 28(2), 103-119.
The author demonstrates where personnel administration lies. The authors explain that the personnel administration lies at the very core of administrative management. The thrust should substantive and positive, and not protective and negative. The article further states that public personnel administration should not be specialized and procedural as it was emphasized in the earlier times. The issues involved in the administration system is that, it is centralized and not effectively delegated which makes it lose the immediate relationship with the middle and lower managers whom they serve. Besides, the model involves traditional ways of management which focus on a central personnel organization that dictates the rules and procedures, mainly to achieve fairness and equity in public sector organizations. Little concern is given to line functions of the organization, whether they are paving roads, providing recreational services to the citizens, fostering diplomatic services, or delivering social services to clients with a foreign country. However, this was not the original intent, as the author points out in his study of the U.S civil services (1958), central personnel functions were aimed at professionalizing the workforce and providing equity and fairness in distributing a public good: government jobs. Beginning in the late 1800s, the federal government and major U.S. cities.
Jurkiewicz, C. L. (2000). Public Personnel Management. Public Personnel Management,, 29(1), 55-74.
Public personnel administration is depicted as to contribute to the creation of an environment that values and manages diversity, managers must decide who are diversity leaders and find support for those individuals. Managing and valuing diversity in administration-public dichotomy require a team approach: therefore, managers identified for the process must recognize that leadership and management skills are seldom concentrated on individuals. The big issues in the public personnel administration are managing diversity. Organizations must assist managers and personnel who manage the human resource to learn what the objectives of the organization are with respect to diversity, then receive pertinent training that will help personnel serving the public to accomplish the government’s roles. Therefore, public personnel administration commitment should start at the top of the organization pyramid with the recognition that the bottom-up organizational effort from diverse citizens can enhance the quality of decisions. Thus, leading to more substantive and innovative policies.
Kellough, J. E., & Selden, S. C. (2003). The Reinvention of Public Personnel Administration. Public Administration Review,, ...
NEGOTIATION DIFFERENCE- CULTURE THEORIES
NEGOTIATING DIFFERENCE
Face-negotiation theory: is a communication theory that focuses on how individuals manage their self-image, or "face," in social interactions and conflicts.
Developed by Stella Ting-Toomey, this theory posits that individuals from different cultures and backgrounds have varying concerns about-face, which influences their communication and conflict resolution strategies.
Face-negotiation theory provides a framework for understanding how individuals balance their own needs and concerns with those of others during conflicts, ultimately shaping their communication behaviors and conflict resolution outcomes.
Core Concepts of Face Negotiation Theory:
Face: The projected image of one's self in a social context.
Facework: The specific verbal and nonverbal behaviors that we engage in to maintain, save, or restore face in a situation.
Individualistic Cultures: Cultures that tend to prioritize self-expression, autonomy, and direct communication. People from these cultures may focus more on self-face maintenance.
Collectivistic Cultures: Cultures that value community, harmony, and indirect communication. People from these cultures often prioritize other-face or mutual-face maintenance.
Purpose of the theory:
The purpose of Face Negotiation Theory is to understand and explain how individuals from different cultural backgrounds manage conflicts and communicate in situations where maintaining face (i.e., one's self-image or social standing) is a concern.
Example
In Chinese culture, for example, saving face is of utmost importance. This means causing a Chinese businessperson to feel embarrassed or lose composure during a negotiation can have disastrous impacts on the deal at hand. Japanese culture also values politeness and tends to avoid confrontations that could result in loss of face. And, in Arabic culture saving face and honor are closely intertwined – and offering praise elevates not only the receiver of the praise but also the giver.
Example & Application: In a multicultural workplace, an American manager (from a low-context culture valuing directness) might inadvertently offend a Japanese employee (from a high-context culture where saving face is crucial) during a performance review. Face Negotiation Theory can guide the manager in adopting a more indirect and face-saving approach, ensuring the feedback is given in a manner that respects the employee's cultural background, thereby preserving harmony and improving communication effectiveness.
Workplace Conflict: Imagine a scenario where a manager from an individualistic culture (e.g., the United States) needs to address a performance issue with an employee from a collectivistic culture (e.g., Japan). The manager's direct approach could be perceived as threatening to the employee's face. An understanding of Face Negotiation Theory would suggest a more indirect and face-saving approach, such as framing the feedback in the context of team improvement or offering private
Weeks 3–4 Sources of Power, Influence, and Empowerment as Well as L.docx
Weeks 3–4: Sources of Power, Influence, and Empowerment as Well as Leadership Traits and Skills
Introduction
What are the bases of social power? How do effective leaders use their power? It has been said that the social use of power by leaders is a topic that has much in common with the topic of romantic love. You may recognize it as a potent force in your social life, or you may talk about it in everyday language, or ponder its meaning. In this paradigm, researchers see power use as being affected by organizational contexts and point to hierarchical status systems as causal factors. Additionally, leaders' personal qualities, such as core values like authority relations and dependency habits, are a part of this paradigm. Once social system factors such as organizational culture and social justice perceptions are included, you will begin to see why empowerment is often posed as a simplistic solution to problems when it is in fact the result of a fascinating complex of many different processes in an occupational setting.
As you interact with your colleagues this week, think about whether there can be harmful aftereffects to the overuse or abuse of power. What describes the true sharing of power in a high-stakes organizational environment?
Whether one looks in western cultures or in eastern cultural resources, the earliest writings can be said to be accounts of the heroic journeys or experiences of our moral leaders. Even ancient Greek philosophy, not normally associated with one religion or another, espouses the desirability of the "philosopher king," who by superior intellect leads in a moral fashion. In contrast, there has never been a universal agreement on what the ideal leadership trait might be. How can you best understand the differences in leaders' characteristics? If there is no one best way to lead, then is there one best characteristic for each particular situation for leadership? In the 20th century, a number of contingency theories attempted to match individual traits with specific leadership situations or contexts. This argument could be put simply by saying that no leadership trait was all-important but that didn't mean that traits or individual qualities were unimportant either; they just had to be understood in their context. More recently, our ideas of traits have expanded beyond motivations or personality factors. Individual difference factors such as gender have been hotly debated.
What about diversity factors like gender and/or ethnicity: do they interact with traits or skills to help us understand leadership?
Learning Outcomes
By the end of this week, you will be able to:
Distinguish among social bases of power, social influence attempts, and authority models as paradigms
Analyze the organization bases for expertise and delegation
Measure outcomes of power assertion, and how it relates to social change
Evaluate differences in leadership styles
Assess emotional intelligence as a skill set for power and influence
Apply .
Discus the Sociology of globalization updated 2023 doc 16.docx
The sociology of globalization
is a subfield of sociology that examines the social, cultural, political, and economic implications of globalization—the process of increasing interconnectedness and interdependence among societies around the world. It focuses on understanding the social changes, transformations, and challenges that arise from globalization. Here are some key points to consider when discussing the sociology of globalization:
Global Interconnectedness: The sociology of globalization emphasizes the ways in which societies, institutions, and individuals are interconnected on a global scale. It explores the networks, flows, and exchanges of ideas, information, people, goods, and capital that transcend national boundaries. Globalization has led to increased mobility, communication, and intercultural interactions.
Cultural Hybridity and Identity: Globalization has influenced cultural practices, identities, and expressions. The sociology of globalization examines how cultural values, norms, and practices are reshaped and transformed through global flows of media, technology, consumerism, and migration. It explores issues of cultural hybridity, cultural imperialism, and the negotiation of identities in a globalized world.
Economic Globalization: The sociology of globalization also focuses on the economic dimensions of globalization. It explores the expansion of transnational corporations, global trade networks, and financial systems. It analyzes the dynamics of economic inequalities, labor migration, outsourcing, and the impact of global economic policies on different societies and social groups.
Power and Inequality: Globalization is not a neutral process, and the sociology of globalization examines power dynamics and social inequalities that are shaped by global forces. It analyzes how global institutions, such as the World Bank, International Monetary Fund, and multinational corporations, influence economic, social, and political outcomes, often leading to disparities and marginalization of certain groups and regions.
Trending in Organizational Behvaior
Organizational Behavior
Trending
Relationship between Problem turned Opportunity = Trend
Education, social structure and development by Sajjad Awan PhD Scholar TE DTS...
Education, social structure and development by Sajjad Awan PhD Scholar TE DTS...Malik Sajjad Ahmad Awan
Discus the Cultural Trends and Their Expression [ updated 2023].docx
A discussion of cultural trends and their expression:
1. Fashion and Style: Cultural trends greatly influence fashion and style. They dictate what people wear, how they accessorize, and the overall aesthetic they strive to achieve. Fashion trends evolve over time, reflecting the changing tastes and influences of society. From clothing choices to hairstyles and makeup trends, fashion is a visible expression of cultural trends.
2. Entertainment and Media: Cultural trends are mirrored in entertainment and media forms. Movies, television shows, music, and literature often reflect the prevailing attitudes, values, and interests of a society. For example, certain genres or themes may become popular during specific time periods, representing the cultural zeitgeist.
3. Technology and Innovation: Cultural trends can be seen in the adoption and use of technology. Technological advancements often align with societal needs and desires, shaping the way people communicate, work, and interact. Trends such as social media platforms, streaming services, and wearable devices reflect the cultural shift towards connectivity, convenience, and instant gratification.
Explain the Nursing Role in Data Collection Process [ updated 2023}.docx
The nursing role in the data collection process:
1. Patient Assessment: Nurses are responsible for conducting comprehensive patient assessments, gathering data on the patient’s health history, current health status, symptoms, and vital signs. This information forms the foundation for data collection and helps identify relevant data points.
2. Documentation: Nurses document patient data in electronic health records (EHRs) or other data collection systems. They record observations, interventions, outcomes, and any changes in the patient’s condition. Accurate and timely documentation is essential for ensuring the integrity and validity of collected data.
3. Patient Interviews: Nurses often engage in patient interviews to gather subjective data, such as patients’ symptoms, concerns, and experiences. They use effective communication and interviewing techniques to elicit information and build a rapport with patients, ensuring the collection of accurate and comprehensive data.
More Related Content
Similar to Critically evaluate anthropological perspectives of community leadership, [updated 2023].docx
CHAPTER 7 Theories of Organizational Culture and Change Organi.docx
CHAPTER 7
Theories of Organizational Culture and Change
Organizational culture is the culture that exists in an organization, something akin to a societal culture. It is composed of many intangible phenomena, such as values, beliefs, assumptions, perceptions, behavioral norms, artifacts, and patterns of behavior. It is the unseen and unobservable force that is always behind the organizational activities that can be seen and observed. According to Kilmann and his colleagues (1985), “Culture is to the organization what personality is to the individual—a hidden, yet unifying theme that provides meaning, direction, and mobilization.”
Since the 1980s, the literature on organizational change has had a dominant theme— lasting organizational reform requires changes in organizational culture. Organizational cul- tures that reflect unwanted values, such as hierarchy, rigidity, homogeneity, power based on authority and associations in closed networks, and reliance on rules restrict flexibility and can be formidable barriers to effecting lasting change (Cameron & Quinn, 2011). Organizational members often hang onto familiar “tried and true” beliefs, values, poli- cies, and practices of the organizational culture even when these “old ways” have ceased to serve the organization well. The task is to replace these with cultures where horizon- tal relations, open and accessible networks, flexibility, responsiveness, individual and group empowerment, diversity, and customer service are valued. Advocates and advisers of organizational reform have shared a commitment to increase organizational effective- ness, competitiveness, flexibility, and responsiveness by changing organizational cultures. “Command-and-control” cultures must be replaced with cultures that encourage and sup- port an increasingly diverse workforce and employee participation and empowerment approaches for individuals in work teams.
Therefore, understanding and appreciating the theory of organizational culture—the organizational culture perspective—as well as the existing culture of a particular organization, is necessary for effecting lasting organizational change.
THE ORGANIZATIONAL CULTURE PERSPECTIVE
The organizational culture perspective is a set of theories with their own assumptions about organizational realities and relationships. It is yet another way of viewing, thinking about, studying, and trying to understand organizations. Like power and politics orga- nization theory (Chapter 6), the assumptions, units of analysis, research methods, and approaches of the organizational culture perspective differ markedly from those of the ratio- nal, “modern” structural, organizational economics, and systems/environment theories.
292
Theories of Organizational Culture and Change 293
The organizational culture perspective challenges the basic views of these more rational perspectives about, for example, how organizations make decisions and how and why orga- nizations—and people in organiz.
1.ORGANIZATIONAL BEHAVIOUR.pptx
Organizational behavior (often abbreviated OB) is a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness
Intuition VS Systematic Study
Evidence based Management
This assessment task requires that you synthesise the understanding .docx
This assessment task requires that you synthesise the understanding of organisational culture and leadership with your theoretical and practical knowledge of Organizational Behaviour in Australian organisations. The focus of this activity is to determine how the practice of Organizational Behaviour must be redesigned and realigned in multiethnic/multicultural contexts to ensure cultural appropriateness and to achieve organisational effectiveness.
Scenario:
Australia has one of the world’s most culturally diverse workforces. Managing different cultural workgroups has ongoing implications on the success of the organisation. However, cultural differences leading to conflicts caused by ineffective communication and increasing moral and ethical degradation at workplaces continue to be issues of growing concern. Furthermore, as the workforce becomes more diverse and multigenerational, labour power may force improvement in the employment relationship and call for different kinds of leaderships. Recently, exploratory studies conducted in Australia have examined the blend of leadership styles/behaviours that different cultural workgroups preferred their managers to exhibit.
Using both literature and publicly available data:
1. Identify and critically analyse and discuss the communication challenges that a leader would expect to encounter in relation to the cultural diversity of many Australian organisations.
2. Critically discuss how leaders can address the ethical issues related to the cultural diversity in many Australian organisations.
3. Identify, synthesise and critically discuss an optimal mix of leadership styles/behaviours which would be aligned with managing culturally diverse workplaces; these should be sufficiently flexible, and able to be appropriately adopted in Australian organisations.
The purpose of the assignment is to build up a specific understanding of managing a multicultural workforce and behavioural practices. This is a multi-strand knowledge gathering research that focuses on critical strategic issues in leadership and employee behaviour.
This assessment assesses the following subject learning objectives:
-be able to critically examine assumptions and propositions of theorising about organisational behaviour in general;
-be able to compare and analyse the strengths and weaknesses of organisational behaviour theories relevant to managers with human resource responsibilities;
-be able to critique and to apply organisational behaviour theories and concepts to case studies and/or issues in their own workplaces;
- and be able to evaluate current organisation practice and to develop strategies that may assist in the understanding and management of employee behaviour.
There are three key themes to be addressed, all in relation to culturally diverse Australian organisations.
1. Identifiy, critically analyse and discuss the communication challenges that a leader would expect to encounter in culturally diverse Australi.
GOALS-OF-SOCIOLOGY.pptx
this presentation discusses the goals of sociology in the context of the subject UCSP
Running head Annotated bibliography1Annotated bibli.docx
Running head: Annotated bibliography
1
Annotated bibliography
2
Annotated bibliography
Vibert Jacob
South University
Administration-Politics Dichotomy
Getha-taylor, H. (2008). Review of Public Personnel Administration. Review of Public Personnel Administration,, 28(2), 103-119.
The author demonstrates where personnel administration lies. The authors explain that the personnel administration lies at the very core of administrative management. The thrust should substantive and positive, and not protective and negative. The article further states that public personnel administration should not be specialized and procedural as it was emphasized in the earlier times. The issues involved in the administration system is that, it is centralized and not effectively delegated which makes it lose the immediate relationship with the middle and lower managers whom they serve. Besides, the model involves traditional ways of management which focus on a central personnel organization that dictates the rules and procedures, mainly to achieve fairness and equity in public sector organizations. Little concern is given to line functions of the organization, whether they are paving roads, providing recreational services to the citizens, fostering diplomatic services, or delivering social services to clients with a foreign country. However, this was not the original intent, as the author points out in his study of the U.S civil services (1958), central personnel functions were aimed at professionalizing the workforce and providing equity and fairness in distributing a public good: government jobs. Beginning in the late 1800s, the federal government and major U.S. cities.
Jurkiewicz, C. L. (2000). Public Personnel Management. Public Personnel Management,, 29(1), 55-74.
Public personnel administration is depicted as to contribute to the creation of an environment that values and manages diversity, managers must decide who are diversity leaders and find support for those individuals. Managing and valuing diversity in administration-public dichotomy require a team approach: therefore, managers identified for the process must recognize that leadership and management skills are seldom concentrated on individuals. The big issues in the public personnel administration are managing diversity. Organizations must assist managers and personnel who manage the human resource to learn what the objectives of the organization are with respect to diversity, then receive pertinent training that will help personnel serving the public to accomplish the government’s roles. Therefore, public personnel administration commitment should start at the top of the organization pyramid with the recognition that the bottom-up organizational effort from diverse citizens can enhance the quality of decisions. Thus, leading to more substantive and innovative policies.
Kellough, J. E., & Selden, S. C. (2003). The Reinvention of Public Personnel Administration. Public Administration Review,, ...
NEGOTIATION DIFFERENCE- CULTURE THEORIES
NEGOTIATING DIFFERENCE
Face-negotiation theory: is a communication theory that focuses on how individuals manage their self-image, or "face," in social interactions and conflicts.
Developed by Stella Ting-Toomey, this theory posits that individuals from different cultures and backgrounds have varying concerns about-face, which influences their communication and conflict resolution strategies.
Face-negotiation theory provides a framework for understanding how individuals balance their own needs and concerns with those of others during conflicts, ultimately shaping their communication behaviors and conflict resolution outcomes.
Core Concepts of Face Negotiation Theory:
Face: The projected image of one's self in a social context.
Facework: The specific verbal and nonverbal behaviors that we engage in to maintain, save, or restore face in a situation.
Individualistic Cultures: Cultures that tend to prioritize self-expression, autonomy, and direct communication. People from these cultures may focus more on self-face maintenance.
Collectivistic Cultures: Cultures that value community, harmony, and indirect communication. People from these cultures often prioritize other-face or mutual-face maintenance.
Purpose of the theory:
The purpose of Face Negotiation Theory is to understand and explain how individuals from different cultural backgrounds manage conflicts and communicate in situations where maintaining face (i.e., one's self-image or social standing) is a concern.
Example
In Chinese culture, for example, saving face is of utmost importance. This means causing a Chinese businessperson to feel embarrassed or lose composure during a negotiation can have disastrous impacts on the deal at hand. Japanese culture also values politeness and tends to avoid confrontations that could result in loss of face. And, in Arabic culture saving face and honor are closely intertwined – and offering praise elevates not only the receiver of the praise but also the giver.
Example & Application: In a multicultural workplace, an American manager (from a low-context culture valuing directness) might inadvertently offend a Japanese employee (from a high-context culture where saving face is crucial) during a performance review. Face Negotiation Theory can guide the manager in adopting a more indirect and face-saving approach, ensuring the feedback is given in a manner that respects the employee's cultural background, thereby preserving harmony and improving communication effectiveness.
Workplace Conflict: Imagine a scenario where a manager from an individualistic culture (e.g., the United States) needs to address a performance issue with an employee from a collectivistic culture (e.g., Japan). The manager's direct approach could be perceived as threatening to the employee's face. An understanding of Face Negotiation Theory would suggest a more indirect and face-saving approach, such as framing the feedback in the context of team improvement or offering private
Weeks 3–4 Sources of Power, Influence, and Empowerment as Well as L.docx
Weeks 3–4: Sources of Power, Influence, and Empowerment as Well as Leadership Traits and Skills
Introduction
What are the bases of social power? How do effective leaders use their power? It has been said that the social use of power by leaders is a topic that has much in common with the topic of romantic love. You may recognize it as a potent force in your social life, or you may talk about it in everyday language, or ponder its meaning. In this paradigm, researchers see power use as being affected by organizational contexts and point to hierarchical status systems as causal factors. Additionally, leaders' personal qualities, such as core values like authority relations and dependency habits, are a part of this paradigm. Once social system factors such as organizational culture and social justice perceptions are included, you will begin to see why empowerment is often posed as a simplistic solution to problems when it is in fact the result of a fascinating complex of many different processes in an occupational setting.
As you interact with your colleagues this week, think about whether there can be harmful aftereffects to the overuse or abuse of power. What describes the true sharing of power in a high-stakes organizational environment?
Whether one looks in western cultures or in eastern cultural resources, the earliest writings can be said to be accounts of the heroic journeys or experiences of our moral leaders. Even ancient Greek philosophy, not normally associated with one religion or another, espouses the desirability of the "philosopher king," who by superior intellect leads in a moral fashion. In contrast, there has never been a universal agreement on what the ideal leadership trait might be. How can you best understand the differences in leaders' characteristics? If there is no one best way to lead, then is there one best characteristic for each particular situation for leadership? In the 20th century, a number of contingency theories attempted to match individual traits with specific leadership situations or contexts. This argument could be put simply by saying that no leadership trait was all-important but that didn't mean that traits or individual qualities were unimportant either; they just had to be understood in their context. More recently, our ideas of traits have expanded beyond motivations or personality factors. Individual difference factors such as gender have been hotly debated.
What about diversity factors like gender and/or ethnicity: do they interact with traits or skills to help us understand leadership?
Learning Outcomes
By the end of this week, you will be able to:
Distinguish among social bases of power, social influence attempts, and authority models as paradigms
Analyze the organization bases for expertise and delegation
Measure outcomes of power assertion, and how it relates to social change
Evaluate differences in leadership styles
Assess emotional intelligence as a skill set for power and influence
Apply .
Discus the Sociology of globalization updated 2023 doc 16.docx
The sociology of globalization
is a subfield of sociology that examines the social, cultural, political, and economic implications of globalization—the process of increasing interconnectedness and interdependence among societies around the world. It focuses on understanding the social changes, transformations, and challenges that arise from globalization. Here are some key points to consider when discussing the sociology of globalization:
Global Interconnectedness: The sociology of globalization emphasizes the ways in which societies, institutions, and individuals are interconnected on a global scale. It explores the networks, flows, and exchanges of ideas, information, people, goods, and capital that transcend national boundaries. Globalization has led to increased mobility, communication, and intercultural interactions.
Cultural Hybridity and Identity: Globalization has influenced cultural practices, identities, and expressions. The sociology of globalization examines how cultural values, norms, and practices are reshaped and transformed through global flows of media, technology, consumerism, and migration. It explores issues of cultural hybridity, cultural imperialism, and the negotiation of identities in a globalized world.
Economic Globalization: The sociology of globalization also focuses on the economic dimensions of globalization. It explores the expansion of transnational corporations, global trade networks, and financial systems. It analyzes the dynamics of economic inequalities, labor migration, outsourcing, and the impact of global economic policies on different societies and social groups.
Power and Inequality: Globalization is not a neutral process, and the sociology of globalization examines power dynamics and social inequalities that are shaped by global forces. It analyzes how global institutions, such as the World Bank, International Monetary Fund, and multinational corporations, influence economic, social, and political outcomes, often leading to disparities and marginalization of certain groups and regions.
Trending in Organizational Behvaior
Organizational Behavior
Trending
Relationship between Problem turned Opportunity = Trend
Education, social structure and development by Sajjad Awan PhD Scholar TE DTS...
Education, social structure and development by Sajjad Awan PhD Scholar TE DTS...Malik Sajjad Ahmad Awan
Similar to Critically evaluate anthropological perspectives of community leadership, [updated 2023].docx (20)
CHAPTER 7 Theories of Organizational Culture and Change Organi.docx
CHAPTER 7 Theories of Organizational Culture and Change Organi.docx
This assessment task requires that you synthesise the understanding .docx
This assessment task requires that you synthesise the understanding .docx
Handbook of research in entrepreneurship education 160-165
Handbook of research in entrepreneurship education 160-165
Running head Annotated bibliography1Annotated bibli.docx
Running head Annotated bibliography1Annotated bibli.docx
Weeks 3–4 Sources of Power, Influence, and Empowerment as Well as L.docx
Weeks 3–4 Sources of Power, Influence, and Empowerment as Well as L.docx
Discus the Sociology of globalization updated 2023 doc 16.docx
Discus the Sociology of globalization updated 2023 doc 16.docx
Education, social structure and development by Sajjad Awan PhD Scholar TE DTS...
Education, social structure and development by Sajjad Awan PhD Scholar TE DTS...
More from intel-writers.com
Discus the Cultural Trends and Their Expression [ updated 2023].docx
A discussion of cultural trends and their expression:
1. Fashion and Style: Cultural trends greatly influence fashion and style. They dictate what people wear, how they accessorize, and the overall aesthetic they strive to achieve. Fashion trends evolve over time, reflecting the changing tastes and influences of society. From clothing choices to hairstyles and makeup trends, fashion is a visible expression of cultural trends.
2. Entertainment and Media: Cultural trends are mirrored in entertainment and media forms. Movies, television shows, music, and literature often reflect the prevailing attitudes, values, and interests of a society. For example, certain genres or themes may become popular during specific time periods, representing the cultural zeitgeist.
3. Technology and Innovation: Cultural trends can be seen in the adoption and use of technology. Technological advancements often align with societal needs and desires, shaping the way people communicate, work, and interact. Trends such as social media platforms, streaming services, and wearable devices reflect the cultural shift towards connectivity, convenience, and instant gratification.
Explain the Nursing Role in Data Collection Process [ updated 2023}.docx
The nursing role in the data collection process:
1. Patient Assessment: Nurses are responsible for conducting comprehensive patient assessments, gathering data on the patient’s health history, current health status, symptoms, and vital signs. This information forms the foundation for data collection and helps identify relevant data points.
2. Documentation: Nurses document patient data in electronic health records (EHRs) or other data collection systems. They record observations, interventions, outcomes, and any changes in the patient’s condition. Accurate and timely documentation is essential for ensuring the integrity and validity of collected data.
3. Patient Interviews: Nurses often engage in patient interviews to gather subjective data, such as patients’ symptoms, concerns, and experiences. They use effective communication and interviewing techniques to elicit information and build a rapport with patients, ensuring the collection of accurate and comprehensive data.
Explain the Goals and Objectives of the Health Promotion Plan {updated 2023}....
The goals and objectives of a health promotion plan:
1. Goals: The goals of a health promotion plan are broad statements that describe the overall purpose and desired outcomes of the plan.
2. They represent the long-term vision and aspirations for improving health and well-being. Examples of health promotion goals may include:
• Reduce the prevalence of chronic diseases in the target population.
• Increase awareness and knowledge about healthy lifestyle choices.
• Improve access to healthcare services and resources.
• Enhance the overall quality of life and well-being of individuals and communities.
2. Objectives: Objectives are specific, measurable, achievable, relevant, and time-bound (SMART) targets that contribute to the attainment of the goals
2. . They provide clear milestones for evaluating progress and help guide the implementation of strategies and interventions. Examples of health promotion objectives may include:
• Increase physical activity levels among adults by 20% within one year.
• Decrease tobacco use among adolescents by 10% within two years.
Compare and contrast poverty and diversity in America [updated 2023}.docx
a comparison and contrast between poverty and diversity in America:
Comparison:
1. Impact on Society: Both poverty and diversity have a significant impact on American society. Poverty affects individuals and communities by limiting access to resources, opportunities, and social mobility. Diversity, on the other hand, enriches society by bringing together individuals from different racial, ethnic, cultural, and socio-economic backgrounds, fostering a multicultural and inclusive society.
2. Policy Considerations: Both poverty and diversity require policy considerations to address their associated challenges. Efforts are made to alleviate poverty through social welfare programs, income redistribution, and economic opportunities. Similarly, policies focused on diversity aim to promote equality, inclusivity, and social justice by combating discrimination, promoting representation, and fostering cultural understanding.
Contrast:
1. Nature and Scope: Poverty primarily refers to the lack of financial resources, where individuals or households struggle to meet basic needs. It is typically measured through income thresholds or poverty rates. Diversity, on the other hand, pertains to the existence of a range of differences among people, such as race, ethnicity, religion, language, culture, and more. It encompasses various aspects of identity and representation.
2. Identifiable Characteristics: Poverty is often associated with economic indicators, such as low income, limited access to education, healthcare, and housing, and higher rates of unemployment. Diversity, however, focuses on acknowledging and celebrating
Exploring the Relevance of Shakespeare’s Works in the Modern World [updated 2...
Several key aspects could be considered:
1. Universal Themes: Shakespeare’s works often tackle timeless themes such as love, jealousy, ambition, power, betrayal, and human nature. These themes transcend time and culture, allowing modern audiences to relate to and find personal connections with the characters and stories.
2. Psychological Depth: Shakespeare’s characters are renowned for their psychological complexity, providing profound insights into human behavior and emotions. Their struggles, dilemmas, and inner conflicts continue to mirror the complexities of modern individuals, making his works psychologically relevant.
3. Literary Techniques: Shakespeare’s mastery of language, poetic devices, and storytelling techniques remains unparalleled. His plays and sonnets showcase a rich tapestry of imagery, metaphors, wordplay, and rhetorical devices, captivating readers and inspiring writers even in the contemporary literary landscape.
Discus the best Communication in Conflict Resolution {updated 2023].docx
some key strategies for best communication in conflict resolution:
1. Active Listening: Active listening involves giving full attention to the other person, focusing on their words, tone, and body language. It requires suspending judgment, asking clarifying questions, and paraphrasing to ensure accurate understanding. By actively listening, you demonstrate empathy and create a safe space for open dialogue.
2. Use “I” Statements: When expressing your perspective or concerns, use “I” statements instead of accusatory language. For example, say, “I feel frustrated when…” rather than, “You always…” This approach helps avoid blame and encourages the other person to listen without becoming defensive.
3. Express Emotions Constructively: Emotions can run high during conflicts, but expressing them in a constructive manner is essential. Avoid aggressive or confrontational language and instead focus on expressing your emotions with honesty and respect. Calmly stating your feelings allows the other person to better understand your perspective.
4. Maintain Non-Verbal Communication: Non-verbal cues, such as body language and tone of voice, can significantly impact communication during conflict resolution. Maintain open body posture, maintain eye contact, and speak in a calm and respectful tone to convey sincerity and openness.
Explain Key Reasons to Evaluate Vulnerability [ updated 2023].docx
Evaluating vulnerability is a crucial aspect of maintaining security and minimizing risks in various domains, such as cybersecurity, infrastructure management, and business operations.
key reasons why evaluating vulnerability is important:
1. Risk Identification: Assessing vulnerabilities helps identify potential weaknesses or loopholes in systems, networks, or processes. By understanding these vulnerabilities, organizations can prioritize and allocate resources to address high-risk areas and minimize the likelihood of exploitation by malicious actors.
2. Proactive Security Approach: Vulnerability assessment enables organizations to adopt a proactive security approach by identifying vulnerabilities before they are exploited. By regularly evaluating vulnerabilities, organizations can stay ahead of emerging threats, patch vulnerabilities, and implement preventive measures to enhance their security posture.
3. Threat Mitigation: Evaluating vulnerabilities allows organizations to understand the threats they face and take appropriate actions to mitigate them. It provides insights into the specific weaknesses that can be exploited by attackers, enabling organizations to implement security controls, apply patches, or implement countermeasures to reduce the impact of potential attacks.
Discus the best Interviewing skills [ updated 2023].docx
Some of the best interviewing skills include:
Preparation: Thoroughly researching the company and position, preparing answers to common interview questions, and practicing beforehand.
Active Listening: Paying close attention to the interviewer's questions, actively listening, and responding thoughtfully. Engaging in the conversation and asking for clarification if needed.
Communication Skills: Expressing oneself clearly and concisely, using appropriate language and maintaining a professional tone. Adapting communication style to match the interviewer's tone and energy.
Non-Verbal Communication: Being mindful of body language, maintaining good eye contact, sitting up straight, and using appropriate gestures to show enthusiasm, confidence, and engagement.
Empathy and Emotional Intelligence: Demonstrating empathy towards the interviewer, understanding their perspectives and emotions, and establishing a positive connection.
Questioning Skills: Asking insightful questions that demonstrate interest in the position and the company. Using open-ended questions to encourage detailed responses.
Flexibility and Adaptability: Being prepared to adapt to different interview formats or unexpected questions. Showing flexibility in responses and adjusting the approach based on the interviewer's style or preferences.
Self-Awareness: Being aware of strengths, weaknesses, and experiences. Clearly communicating accomplishments, skills, and qualifications while being honest about areas for improvement.
Explain what other Asian character types now seem to be common [ updated 2023...
Some of the Asian character types that have become more common in recent years:
1. Complex and Multi-dimensional Characters: More Asian characters are being portrayed as multi-dimensional individuals with diverse personalities, motivations, strengths, and flaws. They are no longer confined to one-dimensional stereotypes and are given more depth and complexity in their stories.
2. Asian-American Experience: There has been an increase in Asian characters who represent the Asian-American experience. These characters might navigate issues related to identity, cultural assimilation, and the complexities of growing up with dual cultural influences.
3. Strong and Empowered Characters: Asian characters are increasingly portrayed as strong, empowered, and capable individuals. They take on leading roles in various genres, including action, drama, and comedy, showcasing their skills, intelligence, and agency.
4. Positive Family Dynamics: Some portrayals now emphasize positive family relationships in Asian households, breaking away from the “tiger mom” stereotype. Asian families are shown as diverse and loving, with familial bonds that play essential roles in characters’ lives.
what are the hegemonic?[ updated 2023]
The hegemonic" refers to the dominant or prevailing forces within a particular context that exercise control, authority, and influence over others. It encompasses the power structures, norms, ideologies, and practices that shape and govern a society or system. The concept of "the hegemonic" originated from the work of Antonio Gramsci, an Italian Marxist philosopher, who studied how ruling classes maintain their power through cultural and ideological means. The specific manifestation of "the hegemonic" can vary across different domains, such as politics, economics, culture, and international relations. In essence, it represents the prevailing power dynamics and influential factors that shape the behavior and actions of individuals and groups within a given society or system.
intel17.docx
Noli Me Tangere” was written by Jose Rizal during his stay in Europe and was completed in 1887.
It exposed the social and political injustices in the Philippines under Spanish colonial rule. The novel’s content was critical of the Spanish friars and colonial administration, making it controversial and potentially dangerous to publish during that time.
Rizal initially attempted to get the novel published in the Philippines, but due to its sensitive content, no local printer or publisher would take the risk. As a result, Rizal decided to send the manuscript to the publisher in Berlin, Germany. In 1887, the book was printed in Germany, and the first copies were released.
When the Spanish authorities became aware of the novel’s existence and its content, they immediately took measures to ban it in the Philippines. Possession and distribution of the book became illegal, and anyone caught with a copy could face severe consequences, including imprisonment or exile.
Discus the Internal Consultant to generate the organization analysis {updated...
An internal consultant plays a crucial role in generating organization analysis.
This individual, typically employed within the organization, provides valuable insights and expertise to support strategic decision-making and organizational improvement. Here is a discussion of the internal consultant’s role in generating organization analysis:
1. Understanding Organizational Context: The internal consultant possesses an in-depth understanding of the organization’s structure, culture, goals, and challenges. They are familiar with
2. the internal dynamics, processes, and stakeholders involved. This contextual knowledge allows them to navigate the organization effectively and identify areas that require analysis and improvement.
3. Gathering and Analyzing Data: The internal consultant gathers relevant data and information from various sources within the organization. This may include reviewing existing reports, conducting surveys, interviews, focus groups, or analyzing performance metrics. They apply analytical techniques to identify patterns, trends, and areas of concern or opportunity.
The best Evaluation of training {updated 2023].docx
The evaluation of training
refers to the process of assessing the effectiveness and impact of a training program or initiative. It involves gathering data and information to determine whether the training has met its
objectives, how well participants have learned and applied the knowledge and skills, and the overall value and return on investment (ROI) of the training.
The best evaluation of training is a comprehensive and systematic approach that considers multiple factors and uses various evaluation methods
some key elements that contribute to the best evaluation of training:
1. Clear Objectives: The evaluation should align with the specific objectives of the training program. Clear and measurable objectives help determine what needs to be assessed and provide a benchmark for evaluating the success of the training.
2. Multiple Evaluation Methods: Using a combination of evaluation methods provides a more comprehensive picture of the training’s effectiveness. Common evaluation methods include pre- and post-training assessments, observation of performance, surveys, interviews, focus groups, and feedback from supervisors or peers.
3. Relevance and Alignment: The evaluation should assess the extent to which the training content and delivery align with the participants’ needs and job requirements. It should determine if the training has addressed the intended knowledge and skill gaps and contributed to improved performance in the workplace.
Explain how national monarchs were able to increase their control over their ...
During the Renaissance era, national monarchs
sought to increase their control over their territories in various ways. Here are some key factors that contributed to their consolidation of power:
1. Centralization of Authority: Monarchs aimed to centralize political power in their own hands. They sought to weaken the influence of feudal lords, nobles, and regional authorities, and establish a more centralized system of governance. This involved consolidating administrative structures, creating royal bureaucracies, and appointing loyal officials who would enforce royal authority throughout the territories.
2. Military Strength: Monarchs worked to strengthen their military forces to assert control over their territories. They established standing armies, reducing reliance on feudal levies and private armies. This allowed monarchs to maintain a monopoly on the use of force, suppress rebellions, and expand their territories through conquest.
3. Diplomacy and Alliances: Monarchs engaged in diplomatic strategies and alliances to protect their interests and strengthen their positions. They formed alliances with other powerful monarchs to deter external threats and secure their borders. Diplomatic marriages were also used to forge alliances and create familial ties between ruling houses, further solidifying their control.
Discus the Account for Disney’s management {updated 2023}.docx
Disney’s management
has played a significant role in the company’s success and growth over the years. Here are some key factors that account for Disney’s effective management:
1. Visionary Leadership: Disney has been fortunate to have visionary leaders at its helm, such as Walt Disney himself and subsequent CEOs like Bob Iger and Bob Chapek. These leaders have had a clear vision for the company’s direction and have been able to inspire and guide their teams towards achieving long-term goals. Their ability to anticipate trends, embrace innovation, and adapt to changing market dynamics has been instrumental in Disney’s sustained success.
2. Emphasis on Creativity and Innovation: Disney is known for its creativity and innovation, and this is fostered through its management approach. The company encourages a culture of creativity and fosters an environment where employees are empowered to think outside the box and take risks. Disney’s management understands the importance of constantly evolving and staying ahead of industry trends to deliver innovative and captivating entertainment experiences.
3. Strong Brand Identity and Intellectual Property: Disney’s management has effectively leveraged its strong brand identity and extensive portfolio of intellectual property (IP) to drive growth and profitability. They have successfully expanded Disney’s reach into various entertainment segments, including theme parks, movies, television, merchandise, and streaming platforms. The management’s strategic decisions around acquisitions, partnerships, and brand extensions have helped Disney maintain its position as a global entertainment powerhouse.
Explain the major IT system component [ updated 2023].docx
IT systems typically consist of several major components
that work together to facilitate the management and operation of information technology within an organization. The major IT system components include:
1. Hardware: Hardware refers to the physical equipment and devices used in an IT system. This includes computers, servers, routers, switches, storage devices, and peripheral devices like printers and scanners. Hardware components provide the necessary computing power and infrastructure for the system to function.
2. Software: Software represents the programs, applications, and operating systems that run on the hardware. It includes both system software, such as the operating system (e.g., Windows, macOS, Linux), and application software, such as word processors, spreadsheets, databases, and enterprise resource planning (ERP) systems. Software enables users to perform specific tasks and interact with the system.
3. Data: Data is the raw information processed and stored within the IT system. It can take various forms, such as text, numbers, images, audio, and video. Data is a crucial component as it serves as the basis for decision-making, analysis, and generating meaningful information. Proper data management, including storage, organization, security, and backup, is essential for an effective IT system.
Whale stocks negatively impacted on marine production {updated 2023].docx
While it is true that certain whale stocks can have a negative impact on marine production,
it is important to note that the overall relationship between whales and marine production is complex and multifaceted.
1. Overfishing: Some species of whales, such as baleen whales, are filter feeders that consume large amounts of small marine organisms, including plankton and krill. These organisms form the base of the marine food chain and support the productivity of the oceans. When whale populations are significantly reduced or depleted due to factors such as historical whaling or illegal hunting, it can disrupt the natural balance of the ecosystem and potentially lead to overpopulation of certain prey species.
2. Trophic Cascades: Whales play a crucial role in marine ecosystems through what is known as trophic cascades. As top predators, they help regulate the population sizes and behavior of their prey species. By keeping certain prey populations in check, whales indirectly promote the health and diversity of lower trophic levels, including commercially important fish species. The absence or decline of whale populations can disrupt these cascading effects, potentially leading to imbalances within the ecosystem.
Discus the nurse’s roles in the management of diabetic foot ulcers [ updated ...
Nurses play a crucial role in the management of diabetic foot ulcers,
working closely with patients, physicians, and other healthcare professionals to ensure comprehensive care and optimal outcomes.
key roles that nurse fulfill in the management of diabetic foot ulcers:
1. Assessment and Monitoring: Nurses assess the patient’s foot ulcers, including the size, depth, and severity, as well as the presence of infection or other complications. They also monitor vital signs, glucose levels, and overall wound healing progress. Regular assessments help in identifying any changes or deterioration, enabling prompt intervention.
2. Wound Care: Nurses are responsible for providing wound care interventions. This includes cleaning and dressing the ulcers, applying appropriate topical treatments or medications, and ensuring proper wound hygiene. Nurses may also assist in debridement procedures, which involve removing dead or infected tissue to promote healing.
Write an essay to Create characters that break stereotypes of American Indian...
Title:
Breaking Stereotypes: Creating Authentic and Diverse American Indian Characters
Introduction: American Indian representation in media has often been marred by stereotypes and misinterpretations, perpetuating harmful biases and limiting the understanding of their rich and diverse cultures. However, there is a growing need to create characters that break these stereotypes and provide audiences with authentic and nuanced portrayals of American Indians. By doing so, we can challenge misconceptions, promote cultural appreciation, and foster a greater sense of inclusivity and understanding. This essay explores the importance of breaking stereotypes and provides strategies for creating characters that defy expectations.
1. Accurate Research and Cultural Sensitivity: To break stereotypes, it is crucial to undertake thorough research and approach character creation with cultural sensitivity. Engage with American Indian communities, consult scholars, and work closely with cultural advisors to gain accurate insights into their traditions, languages, histories, and contemporary experiences. This foundation of knowledge will inform the development of authentic characters that resonate with audiences.
2. Diverse Representations: American Indian communities are incredibly diverse, consisting of numerous tribes, each with its distinct languages, customs, and identities. It is essential to portray this diversity by creating characters from various tribal backgrounds, representing different geographic regions and historical contexts. This approach allows for a more comprehensive and respectful depiction of the richness and complexity of American Indian cultures.
Discus the Foundations in Research Writing {updated 2023].docx
some key aspects of foundations in research writing:
1. Research Design: A strong foundation in research writing begins with understanding different research designs, such as experimental, correlational, qualitative, or mixed methods. Researchers need to select an appropriate design that aligns with their research objectives and methodology.
2. Research Questions and Objectives: Formulating clear and focused research questions or objectives is essential for guiding the research process. These questions provide direction and help researchers define the scope and purpose of their study.
3. Literature Review: A literature review involves gathering and analyzing relevant scholarly articles, books, and other sources to understand existing knowledge and research gaps in the chosen field. It establishes the context for the research and helps researchers build on previous work.
4. Data Collection: Depending on the research design, data collection methods can vary, including surveys, interviews, observations, experiments, or document analysis. Researchers must plan and implement appropriate data collection techniques to gather valid and reliable data.
5. Data Analysis: Once data is collected, researchers need to analyze and interpret it using appropriate statistical or qualitative analysis techniques. This involves organizing and summarizing data, identifying patterns, drawing conclusions, and making inferences based on the findings.
More from intel-writers.com (20)
Discus the Cultural Trends and Their Expression [ updated 2023].docx
Discus the Cultural Trends and Their Expression [ updated 2023].docx
Explain the Nursing Role in Data Collection Process [ updated 2023}.docx
Explain the Nursing Role in Data Collection Process [ updated 2023}.docx
Explain the Goals and Objectives of the Health Promotion Plan {updated 2023}....
Explain the Goals and Objectives of the Health Promotion Plan {updated 2023}....
Compare and contrast poverty and diversity in America [updated 2023}.docx
Compare and contrast poverty and diversity in America [updated 2023}.docx
Exploring the Relevance of Shakespeare’s Works in the Modern World [updated 2...
Exploring the Relevance of Shakespeare’s Works in the Modern World [updated 2...
Discus the best Communication in Conflict Resolution {updated 2023].docx
Discus the best Communication in Conflict Resolution {updated 2023].docx
Explain Key Reasons to Evaluate Vulnerability [ updated 2023].docx
Explain Key Reasons to Evaluate Vulnerability [ updated 2023].docx
Discus the best Interviewing skills [ updated 2023].docx
Discus the best Interviewing skills [ updated 2023].docx
Explain what other Asian character types now seem to be common [ updated 2023...
Explain what other Asian character types now seem to be common [ updated 2023...
Discus the Internal Consultant to generate the organization analysis {updated...
Discus the Internal Consultant to generate the organization analysis {updated...
The best Evaluation of training {updated 2023].docx
The best Evaluation of training {updated 2023].docx
Explain how national monarchs were able to increase their control over their ...
Explain how national monarchs were able to increase their control over their ...
Discus the Account for Disney’s management {updated 2023}.docx
Discus the Account for Disney’s management {updated 2023}.docx
Explain the major IT system component [ updated 2023].docx
Explain the major IT system component [ updated 2023].docx
Whale stocks negatively impacted on marine production {updated 2023].docx
Whale stocks negatively impacted on marine production {updated 2023].docx
Discus the nurse’s roles in the management of diabetic foot ulcers [ updated ...
Discus the nurse’s roles in the management of diabetic foot ulcers [ updated ...
Write an essay to Create characters that break stereotypes of American Indian...
Write an essay to Create characters that break stereotypes of American Indian...
Discus the Foundations in Research Writing {updated 2023].docx
Discus the Foundations in Research Writing {updated 2023].docx
Recently uploaded
Instructions for Submissions thorugh G- Classroom.pptx
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
CACJapan - GROUP Presentation 1- Wk 4.pdf
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Unit 8 - Information and Communication Technology (Paper I).pdf
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
The Roman Empire A Historical Colossus.pdf
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
2024.06.01 Introducing a competency framework for languag learning materials ...
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
The Challenger.pdf DNHS Official Publication
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
The approach at University of Liverpool.pptx
How libraries can support authors with open access requirements for UKRI funded books
Wednesday 22 May 2024, 14:00-15:00.
Honest Reviews of Tim Han LMA Course Program.pptx
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
How to Make a Field invisible in Odoo 17
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
special B.ed 2nd year old paper_20240531.pdf
Instagram:-
https://instagram.com/special_education_needs_01?igshid=YmMyMTA2M2Y=
WhatsApp:-
https://chat.whatsapp.com/JVakNIYlSV94x7bwunO3Dc
YouTube:-
https://youtube.com/@special_education_needs
Teligram :- https://t.me/special_education_needs
Slide Shere :-
https://www.slideshare.net/shabnambano20?utm_campaign=profiletracking&utm_medium=sssite&utm_source=ssslideview
Embracing GenAI - A Strategic Imperative
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Model Attribute Check Company Auto Property
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
The French Revolution Class 9 Study Material pdf free download
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH A...
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH ANSWERS.
Francesca Gottschalk - How can education support child empowerment.pptx
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Recently uploaded (20)
Instructions for Submissions thorugh G- Classroom.pptx
Instructions for Submissions thorugh G- Classroom.pptx
Unit 8 - Information and Communication Technology (Paper I).pdf
Unit 8 - Information and Communication Technology (Paper I).pdf
2024.06.01 Introducing a competency framework for languag learning materials ...
2024.06.01 Introducing a competency framework for languag learning materials ...
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
The French Revolution Class 9 Study Material pdf free download
The French Revolution Class 9 Study Material pdf free download
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH A...
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH A...
Francesca Gottschalk - How can education support child empowerment.pptx
Francesca Gottschalk - How can education support child empowerment.pptx
Critically evaluate anthropological perspectives of community leadership, [updated 2023].docx
- 1. intel-writers.com Critically evaluate anthropological perspectives of community leadership, [updated 2023] Critically evaluate anthropological perspectives of community leadership, altruism, and community action Reflect on and discuss best practice in community leadership within an international context Apply social capital theory and practice in an international context Apply and critically evaluate the concepts of citizenship in an international context Welcome to one of the bestassignmenthelpcompanies online . · Do you want to order for a customized assignment help task? · Click on the order now button · Set up your topic, Fix the number of pages, Fix your Order instructions · Set up your deadline, upload the necessary files required to complete the task, Complete the payment. We delivery high quality and non plagiarized tasks within the stipulated time given SL Anthropological perspectives of community leadership provide valuable insights into the study of leadership within different cultural and social contexts. These perspectives emphasize the importance of understanding leadership as a complex social phenomenon that is deeply embedded in cultural norms, values, and power dynamics.
- 2. However, they also have their limitations and challenges. a critical evaluation of anthropological perspectives of community leadership: 1. Cultural Relativism: Anthropological perspectives often emphasize cultural relativism, acknowledging that leadership practices and expectations vary across different cultures. This approach highlights the need to understand leadership within its specific cultural context and avoid imposing external standards or norms. However, this can sometimes lead to a lack of critical analysis and a reluctance to evaluate leadership practices based on universal principles of ethics and social justice. 2. Power Dynamics: Anthropological perspectives recognize the centrality of power dynamics in leadership within communities. They emphasize the ways in which leaders navigate and negotiate power relationships within their social, economic, and political contexts. This critical lens helps to uncover inequalities, hierarchies, and oppressive structures that can influence community leadership. However, these perspectives may not provide concrete solutions or strategies for addressing power imbalances or transforming oppressive leadership practices. 3. Contextual Understanding: Anthropological perspectives highlight the significance of context in shaping leadership roles and practices. They emphasize the need to consider local histories, traditions, and social structures when studying community leadership. This approach helps to avoid simplistic or reductionist explanations of leadership phenomena. However, it can also make it challenging to develop generalizable theories or frameworks that can be applied across different contexts.
- 3. 4. Ethnographic Research Methods: Anthropological perspectives often rely on ethnographic research methods, which involve deep immersion in communities and long- term engagement with participants. This approach allows for rich and nuanced understandings of community leadership. However, it can be time-consuming, resource- intensive, and may not always provide generalizable insights that can inform leadership theory or practice more broadly. Order an assignment through this link: https://intel-writers.com You can also Reach us through : Chat on WhatsApp with +1 845-317-8489