Expats june 2014
•Download as PPTX, PDF•
0 likes•379 views
The document discusses challenges faced by employees returning from international assignments (repatriation) and how achieving a state of "flow" at work can help address these challenges. It notes that 30-40% of repatriates experience discomfort upon returning home. Common difficulties include career anxiety, feeling their international experience is devalued, adjusting to a new role after culture shock, and loss of status or benefits. The concept of "flow" - a state of full focus and enjoyment in an activity - is introduced, along with conditions needed to achieve it. Discomfort factors for repatriates often disrupt these flow conditions. The document suggests initiatives companies and employees can take, like repatriation training and clear goals, to
Report
Share
Report
Share
Recommended
Assessment Centres - Secrets Uncovered
To help students understand and succeed in Assessment Centres we delivered a presentation at Heriot-Watt University.
What you will learn:
Get a better understanding of why companies use assessment centres
Knowledge of the various elements included in an assessment centre
Practical solutions to succeed in the various exercises.
An insight into what the assessors are looking for
How to avoid the main pitfalls that occur in assessment centres
What does a product manager do when they aren't the ceo of their product
Occasionally, out of ignorance and lack of touch with working product managers, someone describes a product manager as the CEO of their product. Unfortunately, they are grossly overstating the level of power and authority given to product managers. CEOs lead and command authority because they are the highest ranking individual in the entire organization. They have ultimate and supreme power. People obey them. They are the boss.
A product manager, on the other hand, must persuade and motivate others without having any real power. The only tool the product manager has is the language they use, the spoken and written word.
So how do you get people to understand why a particular course of action is warranted? And how do you get them to do what you need them to do without being able to wield any power or authority over them? You can’t just talk louder, or keep repeating your point or resort to nagging or a temper tantrum. You have to use a particular language that is more effective. Strategic language. The key is in using carefully chosen language that addresses their Motivation Type.
Join our AIPMM Anthropologist, Paula Gray as she uncovers the key to more effective persuasion by understanding your audience’s Motivation Type. She will explain how to determine an individual’s motivation type and then how to strategically craft your language to address the core issues of each type.
Topics covered will include:
• What are Motivation Types and how people acquire them
• How to determine an individual’s Motivation Type
• How to speak to each Motivation Type to engage and persuade them
• How to speak to a group that is a mix of Motivation Types
About Paula Gray
Paula Gray is an anthropologist and the Director of Knowledge Development at AIPMM. She has traveled the globe to work with companies throughout the US, Europe, Africa and Asia-Pacific to help them gain a deeper understanding of their customers. She is featured in Linda Gorchels' book The Product Manager's Handbook and has contributed to several books on product management including The Guide to the Product Management and Marketing Body of Knowledge (ProdBOK). She is also the author of numerous blog posts, articles, and papers including Business Anthropology and the Culture of Product Managers.
Particpate in whs processes wk 7
1. The document discusses various workplace hazards like harassment, stress, and bullying that can negatively impact employees. It provides definitions and examples of each hazard.
2. It emphasizes the importance of employers applying risk management processes to prevent or control exposure to workplace hazards. This includes having grievance procedures in place to deal with harassment or conflicts between employees.
3. Stress is discussed as being caused by many common factors in children's services like busy work, staffing issues, and dealing with children's behaviors. Strategies are provided for reducing and managing stress, such as taking breaks, focusing on positives, and setting achievable goals.
A seldon plan for the philippines
This document provides a summary and analysis of internal and external factors that could influence the economic development of the Philippines. It first provides an overview of the Philippines' history, politics, economy, and key challenges like corruption, tax avoidance, poverty, and inequality. It then analyzes important internal factors like culture, demographics, and the economy. External factors examined include the potential impact of growing rivalry between the US and China on the Philippines. The conclusion evaluates whether the Philippines has inclusive or extractive institutions and discusses reforms like anti-corruption efforts that could support stronger, more sustainable economic growth over the long term. The potential economic impacts of different geopolitical scenarios involving the US and China are also assessed.
Director liability securitization
A comparison of director's liability in securitisation companies between Luxembourg, Germany and the PR China
Finding Flow: Improving Student Experience by Improving Staff Experience; Fro...
Finding Flow: Improving Student Experience by Improving Staff Experience; Fro...Association of University Administrators
In large and complex organisations, such as Universities, processes often evolve around our structures rather than being designed with a focus on understanding and meeting the needs of our end users. Loughborough University’s Change Team, established in 2013, works with colleagues across the organisation to review processes that cut across Schools and Professional Services and to improve the experience of our end users. Doing better for our end users often results in staff time savings which enable colleagues to focus their efforts on more value-add activities which better support the University’s strategic aims. In recognition of the success of a project looking at our employment and claims processes for bought-in University teaching, the Change Team and HR Team at Loughborough University received the following awards: • Times Higher Education Leadership and Management Award – Outstanding Strategic Planning Team • Midland HR Award – Most transformational HR/Payroll project Members of the Change Team will share Loughborough’s approach to process review and service improvement. An interactive activity, based on a real case study, will allow you to: walk in the shoes of someone learning how a process works in reality and not how Managers assume it is working; map the existing process effectively; analyse the process to identify failure demand, duplication and hand-offs which lead to long process times and end user dissatisfaction; and how to design out this waste to achieve a better outcome for end users and the organisation alike. Stakehodler's Attention Deficit Disorder (SADD) Why Organizations Really Fai...
May 5, 2011 - Prsentation for members of the South Florida Organizational Development Network Regional Chapter. The presentation held at Royal Carribean Cruise Lines, Atlantic Training Room, Miami, Florida.
What is it all about?
According to the U.S. Small Business Administration, over 50% of Small Businesses Enterprise (SBE) in the United States fail in the first year and 95% fail within the first five years . The prevailing belief is that the majority fails because of financial difficulties. This is supported by conventional business wisdom that holds the financial and economic performance as the benchmark for SBE’s performance. However, a new research sheds some interesting light on the underlining reasons; SBEs and organizations are born premature and they focus on the wrong objectives to become successful.
In this thought provoking workshop, we will explore a new definition for SBE and SBE’s decline and failure through the lenses of the EVO ModelTM . The EVO Model - Entrepreneur (“E”), business Venture (“V”) and the Organization (“O”) provides the backdrop for discussion and exploration of how SBEs and organizations can meet their strategic objectives while functioning at their respective optimal peak performance.
The purpose of this workshop is to introduce a contemporary approach to the development of SBEs and organizations by focusing on the thought-behavioral-outcome process. It draws upon research in social psychology, business and management, anthropology and education. This hands-on, highly engaging and exciting workshop will conclude with a group participation exercise that will illustrate the theoretical knowledge covered in this presentation.
Stakehodler's Attention Deficit Disorder (SADD) Why Organizations Really Fai...
The document summarizes a presentation about organizational development and preventing organizational failure. The presentation covers topics like defining an organization's purpose, challenges in today's business landscape, a model for the lifecycle of entrepreneurs, ventures and organizations, and a model for stakeholders' attention deficit disorder that can affect organizations. It also discusses intervention strategies to address issues and how to sustain success through mentoring and engagement.
Recommended
Assessment Centres - Secrets Uncovered
To help students understand and succeed in Assessment Centres we delivered a presentation at Heriot-Watt University.
What you will learn:
Get a better understanding of why companies use assessment centres
Knowledge of the various elements included in an assessment centre
Practical solutions to succeed in the various exercises.
An insight into what the assessors are looking for
How to avoid the main pitfalls that occur in assessment centres
What does a product manager do when they aren't the ceo of their product
Occasionally, out of ignorance and lack of touch with working product managers, someone describes a product manager as the CEO of their product. Unfortunately, they are grossly overstating the level of power and authority given to product managers. CEOs lead and command authority because they are the highest ranking individual in the entire organization. They have ultimate and supreme power. People obey them. They are the boss.
A product manager, on the other hand, must persuade and motivate others without having any real power. The only tool the product manager has is the language they use, the spoken and written word.
So how do you get people to understand why a particular course of action is warranted? And how do you get them to do what you need them to do without being able to wield any power or authority over them? You can’t just talk louder, or keep repeating your point or resort to nagging or a temper tantrum. You have to use a particular language that is more effective. Strategic language. The key is in using carefully chosen language that addresses their Motivation Type.
Join our AIPMM Anthropologist, Paula Gray as she uncovers the key to more effective persuasion by understanding your audience’s Motivation Type. She will explain how to determine an individual’s motivation type and then how to strategically craft your language to address the core issues of each type.
Topics covered will include:
• What are Motivation Types and how people acquire them
• How to determine an individual’s Motivation Type
• How to speak to each Motivation Type to engage and persuade them
• How to speak to a group that is a mix of Motivation Types
About Paula Gray
Paula Gray is an anthropologist and the Director of Knowledge Development at AIPMM. She has traveled the globe to work with companies throughout the US, Europe, Africa and Asia-Pacific to help them gain a deeper understanding of their customers. She is featured in Linda Gorchels' book The Product Manager's Handbook and has contributed to several books on product management including The Guide to the Product Management and Marketing Body of Knowledge (ProdBOK). She is also the author of numerous blog posts, articles, and papers including Business Anthropology and the Culture of Product Managers.
Particpate in whs processes wk 7
1. The document discusses various workplace hazards like harassment, stress, and bullying that can negatively impact employees. It provides definitions and examples of each hazard.
2. It emphasizes the importance of employers applying risk management processes to prevent or control exposure to workplace hazards. This includes having grievance procedures in place to deal with harassment or conflicts between employees.
3. Stress is discussed as being caused by many common factors in children's services like busy work, staffing issues, and dealing with children's behaviors. Strategies are provided for reducing and managing stress, such as taking breaks, focusing on positives, and setting achievable goals.
A seldon plan for the philippines
This document provides a summary and analysis of internal and external factors that could influence the economic development of the Philippines. It first provides an overview of the Philippines' history, politics, economy, and key challenges like corruption, tax avoidance, poverty, and inequality. It then analyzes important internal factors like culture, demographics, and the economy. External factors examined include the potential impact of growing rivalry between the US and China on the Philippines. The conclusion evaluates whether the Philippines has inclusive or extractive institutions and discusses reforms like anti-corruption efforts that could support stronger, more sustainable economic growth over the long term. The potential economic impacts of different geopolitical scenarios involving the US and China are also assessed.
Director liability securitization
A comparison of director's liability in securitisation companies between Luxembourg, Germany and the PR China
Finding Flow: Improving Student Experience by Improving Staff Experience; Fro...
Finding Flow: Improving Student Experience by Improving Staff Experience; Fro...Association of University Administrators
In large and complex organisations, such as Universities, processes often evolve around our structures rather than being designed with a focus on understanding and meeting the needs of our end users. Loughborough University’s Change Team, established in 2013, works with colleagues across the organisation to review processes that cut across Schools and Professional Services and to improve the experience of our end users. Doing better for our end users often results in staff time savings which enable colleagues to focus their efforts on more value-add activities which better support the University’s strategic aims. In recognition of the success of a project looking at our employment and claims processes for bought-in University teaching, the Change Team and HR Team at Loughborough University received the following awards: • Times Higher Education Leadership and Management Award – Outstanding Strategic Planning Team • Midland HR Award – Most transformational HR/Payroll project Members of the Change Team will share Loughborough’s approach to process review and service improvement. An interactive activity, based on a real case study, will allow you to: walk in the shoes of someone learning how a process works in reality and not how Managers assume it is working; map the existing process effectively; analyse the process to identify failure demand, duplication and hand-offs which lead to long process times and end user dissatisfaction; and how to design out this waste to achieve a better outcome for end users and the organisation alike. Stakehodler's Attention Deficit Disorder (SADD) Why Organizations Really Fai...
May 5, 2011 - Prsentation for members of the South Florida Organizational Development Network Regional Chapter. The presentation held at Royal Carribean Cruise Lines, Atlantic Training Room, Miami, Florida.
What is it all about?
According to the U.S. Small Business Administration, over 50% of Small Businesses Enterprise (SBE) in the United States fail in the first year and 95% fail within the first five years . The prevailing belief is that the majority fails because of financial difficulties. This is supported by conventional business wisdom that holds the financial and economic performance as the benchmark for SBE’s performance. However, a new research sheds some interesting light on the underlining reasons; SBEs and organizations are born premature and they focus on the wrong objectives to become successful.
In this thought provoking workshop, we will explore a new definition for SBE and SBE’s decline and failure through the lenses of the EVO ModelTM . The EVO Model - Entrepreneur (“E”), business Venture (“V”) and the Organization (“O”) provides the backdrop for discussion and exploration of how SBEs and organizations can meet their strategic objectives while functioning at their respective optimal peak performance.
The purpose of this workshop is to introduce a contemporary approach to the development of SBEs and organizations by focusing on the thought-behavioral-outcome process. It draws upon research in social psychology, business and management, anthropology and education. This hands-on, highly engaging and exciting workshop will conclude with a group participation exercise that will illustrate the theoretical knowledge covered in this presentation.
Stakehodler's Attention Deficit Disorder (SADD) Why Organizations Really Fai...
The document summarizes a presentation about organizational development and preventing organizational failure. The presentation covers topics like defining an organization's purpose, challenges in today's business landscape, a model for the lifecycle of entrepreneurs, ventures and organizations, and a model for stakeholders' attention deficit disorder that can affect organizations. It also discusses intervention strategies to address issues and how to sustain success through mentoring and engagement.
3600motivation08
There are several theories of motivation that can impact a manager's leadership style. Maslow's hierarchy of needs suggests that people are motivated to fulfill physiological, safety, belongingness, esteem, and self-actualization needs. Herzberg's two-factor theory finds that job satisfaction and dissatisfaction come from different factors, with personal growth becoming more important than hygiene factors like salary. While rewards can initially motivate, research shows they often undermine intrinsic motivation and encourage a narrow focus on the reward itself rather than broader goals. As a manager, it is better to establish a fair system with challenging work, a sense of community, and opportunities for contribution and decision-making rather than relying primarily on rewards and competition.
General session two work life balance
This document discusses work-life balance and how to achieve it. It defines work-life balance as meaningful achievement and enjoyment in all aspects of life, including work, family, friends, and oneself. The document outlines common myths about work-life balance and the business impact of stress. It provides tips for evaluating personal stress levels and improving work-life balance through better time management, setting boundaries, and stress management techniques. Finally, it discusses creating an organizational culture that supports work-life balance through flexible work arrangements, telecommuting options, and seasonal scheduling adjustments.
The Emerging Leader - Cynthia Shelton
This document summarizes the key differences between academic and corporate environments, and provides advice for transitioning from college to a career. It discusses how the knowledge gained in college is important but the processes are very different. Academia focuses on individual development and growth, while corporations prioritize results and organizational goals. The document recommends developing technical, teamwork, communication and work ethic skills. It states performance accounts for 10% of career success, while image and exposure account for 30% and 60%, respectively. Employers value mission alignment, communication skills, adaptability, personal management and leadership potential. Building trusting relationships through diversity, mindfulness, respect and effective communication is also advised. The document provides tips for identifying mentors and making the
Organizational Culture and Leading Change
This document outlines the agenda for a two-day leadership and organizational change workshop. Day one focuses on organizational culture, leading change, and project team sessions. Day two covers community review, power dynamics, motivation theory, and job design. Ground rules are provided for group learning. Concepts around organizational culture, defining and assessing culture, and leading change are also summarized.
Delivering Reviews - ICA
This document provides guidance on conducting effective performance reviews through a coaching approach. It discusses that coaching can help improve employee performance, motivation, and retention. An effective coach is patient, firm, approachable and empowering. The document recommends establishing clear expectations, documenting performance issues, considering circumstances impacting performance, and providing ongoing feedback to improve performance over time. It also promotes self-reflection for the manager on their own leadership and how they may have contributed to issues. Overall, the document advocates for a coaching mindset during reviews to facilitate learning and development rather than criticism.
Pp feedbac kpresbanyulenetworkversion3
The document provides guidance on giving and receiving constructive feedback in order to improve outcomes. It discusses establishing moral purpose and ethical leadership, making decisions based on student impact, and acknowledging positive feedback. Guidelines are given for giving constructive feedback, including maintaining respect, focusing on solutions, and asking for responses. Challenges like resistance to change and defensiveness are addressed. Requesting feedback from others as a leader is also covered. The overall message is that constructive feedback done well can be a positive learning experience for improvement.
Change
The document discusses managing change and outlines Kotter's 8 stages of change management. It explains that change is a process, not an event, and involves transitions that are psychological. It also discusses why people resist change and provides tips for effective communication and leadership during change. The 8 stages include increasing urgency, building a team, creating a vision, communicating the vision, empowering others for change, creating short-term wins, maintaining momentum, and embedding changes.
Behave For A Change Presentation For Web
The document discusses managing change and outlines Kotter's 8 stages of change management. It explains that change is a process, not an event, and involves transitions that are psychological. It also discusses why people resist change and provides tips for effective communication and leadership during change. The 8 stages include increasing urgency, building a team, creating a vision, communicating the vision, empowering others for change, creating short-term wins, maintaining momentum, and embedding changes.
Reslient Leader March 2016 slides Goodrich 2
This document outlines an agenda and presentation on building resilience in leadership roles. The presentation covers definitions of resilience, management, and leadership. It discusses creating a positive mindset and intrinsic motivations. The presentation teaches a model ("MOJO model") to achieve both short-term gratification and long-term benefit from one's work. It provides strategies for developing growth mindsets, focusing attention, overcoming bad habits, and helping others build resilience.
David Chilcott (Founder/President, Outformations Inc)
This document discusses growing agile leaders and the inconvenient truths about leadership. It introduces three common reactive leadership personas: complying, protecting, and controlling. Participants reflect on tense situations and which reactive behaviors they and others exhibited. The session teaches that leadership requires managing one's own reactive tendencies. While command-and-control and agility create tensions, leaders must balance these tensions rather than resolve them. True leadership comes from taking responsibility for one's own experiences and self-management.
Ch04
The document presents slides on fostering learning and reinforcement in organizational behavior. It discusses classical and operant conditioning, contingencies of reinforcement like positive and negative reinforcement, and schedules of reinforcement. It also covers social learning theory, self-efficacy, and guidelines for using social learning theory and self-control in organizations.
PD Training Australia Hr summit presentation - LDP Profiling
New research is leveraging cloud data analytics to improve learning and development using psychometrics. This allows for more reliable recommendations applicable to different contexts. A presentation describes a new "Trainers Companion" tool that analyzes personality types and learning styles of training participants to provide trainers guidance on how to prepare, deliver, adjust, and facilitate training sessions to maximize engagement for that specific group. Leadership development is also discussed, noting an imbalance in strengths and gaps does not lead to balanced outcomes. The tool provides insights and specific recommendations for gap-based development plans tailored to each individual. Empirical research using the data is being conducted to contribute to the field.
PD Training - Hr summit presentation LDP Profiling
New research is leveraging cloud data analytics to improve learning and development using psychometrics. This allows for more reliable recommendations that are specific to different contexts. A presentation describes a new "Trainers Companion" tool that analyzes the personality types and learning styles of participants to provide trainers guidance on how to prepare, deliver, adjust, and facilitate training sessions to maximize engagement for that particular group. The tool provides insights into how each personality type may be "hearing" the content and specific recommendations for running the training, allowing trainers to get it right every time. A second part discusses using a similar approach for leadership development by assessing strengths and gaps to focus development, and providing gap-based development plans.
Personality Profiling to Improve the Odds of Startup Success | Nelson Zagalsk...
About UCI Applied Innovation:
UCI Applied Innovation is a dynamic, innovative central platform for the UCI campus, entrepreneurs, inventors, the business community and investors to collaborate and move UCI research from lab to market.
About the Cove @ UCI:
To accelerate collaboration by better connecting innovation partners in Orange County, UCI Applied Innovation created the Cove, a physical, state-of-the-art hub for entrepreneurs to gather and navigate the resources available both on and off campus. The Cove is headquarters for UCI Applied Innovation, as well as houses several ecosystem partners including incubators, accelerators, angel investors, venture capitalists, mentors and legal experts.
Follow us on social media:
Facebook: @UCICove
Twitter: @UCICove
Instagram: @UCICove
LinkedIn: @UCIAppliedInnovation
For more information:
cove@uci.edu
http://innovation.uci.edu/
The Five Things To Remember Before You Change
Whether you are currently unemployed, underemployed, or seeking a change, these are the essential points to consider before your make your next job move.
A Holistic Approach To Advancing Leadership Effectiveness111008
The document discusses a holistic approach to leadership coaching using an integral coaching model. It outlines different personality types, coaching perspectives, competencies, and models that can be used. An example executive coaching case uses an integral 4-quadrant model to design a program addressing an executive feeling overwhelmed by assessing behaviors, mindset, environment, and relationships to develop targeted outcomes like reducing overcommitment and stress. The coaching process involves assessment, program design, biweekly sessions, and review to accelerate leadership effectiveness.
PerformanceAppraisal.ppt
The document discusses reasons for performance appraisals including benefits to employees like feedback and development opportunities, and benefits to employers like improved productivity and retention. It outlines common problems with appraisals such as lack of preparation, objectivity, and follow-up. The document provides tips for conducting effective appraisal meetings including preparing, focusing on performance not personality, and setting goals. It also discusses challenges like defensive employees and biases that raters may have.
PerformanceAppraisal.ppt
The document discusses reasons for performance appraisals including benefits to employees like feedback and development opportunities, and benefits to employers like improved productivity and retention. It outlines common problems with appraisals such as lack of preparation, objectivity, and follow-up. The document provides tips for conducting effective appraisal meetings, setting goals, and giving feedback. It also discusses challenges like defensive employees and biases that raters may have.
Change Communication Slides Used At The October 2010 International Summit W...
This document summarizes a workshop on communicating through organizational change. The workshop agenda covers scene setting, the role of leadership, managing change as champions, increasing employee involvement, and measuring communication effectiveness. It provides frameworks and lessons for practical change communication, using case studies and sharing what other organizations are doing. Measurement is discussed as key to tracking understanding and engagement through the change process.
Personnel Management Rttc
The document discusses various aspects of personnel management in facilities. It covers topics like personnel training, hiring practices, job descriptions, employee manuals, supervision, motivation, evaluation, and managing conflict. The goal is to outline best practices for training employees, maintaining standards, resolving issues, and fostering a positive work environment.
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
原版一模一样【微信：741003700 】【(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
More Related Content
Similar to Expats june 2014
3600motivation08
There are several theories of motivation that can impact a manager's leadership style. Maslow's hierarchy of needs suggests that people are motivated to fulfill physiological, safety, belongingness, esteem, and self-actualization needs. Herzberg's two-factor theory finds that job satisfaction and dissatisfaction come from different factors, with personal growth becoming more important than hygiene factors like salary. While rewards can initially motivate, research shows they often undermine intrinsic motivation and encourage a narrow focus on the reward itself rather than broader goals. As a manager, it is better to establish a fair system with challenging work, a sense of community, and opportunities for contribution and decision-making rather than relying primarily on rewards and competition.
General session two work life balance
This document discusses work-life balance and how to achieve it. It defines work-life balance as meaningful achievement and enjoyment in all aspects of life, including work, family, friends, and oneself. The document outlines common myths about work-life balance and the business impact of stress. It provides tips for evaluating personal stress levels and improving work-life balance through better time management, setting boundaries, and stress management techniques. Finally, it discusses creating an organizational culture that supports work-life balance through flexible work arrangements, telecommuting options, and seasonal scheduling adjustments.
The Emerging Leader - Cynthia Shelton
This document summarizes the key differences between academic and corporate environments, and provides advice for transitioning from college to a career. It discusses how the knowledge gained in college is important but the processes are very different. Academia focuses on individual development and growth, while corporations prioritize results and organizational goals. The document recommends developing technical, teamwork, communication and work ethic skills. It states performance accounts for 10% of career success, while image and exposure account for 30% and 60%, respectively. Employers value mission alignment, communication skills, adaptability, personal management and leadership potential. Building trusting relationships through diversity, mindfulness, respect and effective communication is also advised. The document provides tips for identifying mentors and making the
Organizational Culture and Leading Change
This document outlines the agenda for a two-day leadership and organizational change workshop. Day one focuses on organizational culture, leading change, and project team sessions. Day two covers community review, power dynamics, motivation theory, and job design. Ground rules are provided for group learning. Concepts around organizational culture, defining and assessing culture, and leading change are also summarized.
Delivering Reviews - ICA
This document provides guidance on conducting effective performance reviews through a coaching approach. It discusses that coaching can help improve employee performance, motivation, and retention. An effective coach is patient, firm, approachable and empowering. The document recommends establishing clear expectations, documenting performance issues, considering circumstances impacting performance, and providing ongoing feedback to improve performance over time. It also promotes self-reflection for the manager on their own leadership and how they may have contributed to issues. Overall, the document advocates for a coaching mindset during reviews to facilitate learning and development rather than criticism.
Pp feedbac kpresbanyulenetworkversion3
The document provides guidance on giving and receiving constructive feedback in order to improve outcomes. It discusses establishing moral purpose and ethical leadership, making decisions based on student impact, and acknowledging positive feedback. Guidelines are given for giving constructive feedback, including maintaining respect, focusing on solutions, and asking for responses. Challenges like resistance to change and defensiveness are addressed. Requesting feedback from others as a leader is also covered. The overall message is that constructive feedback done well can be a positive learning experience for improvement.
Change
The document discusses managing change and outlines Kotter's 8 stages of change management. It explains that change is a process, not an event, and involves transitions that are psychological. It also discusses why people resist change and provides tips for effective communication and leadership during change. The 8 stages include increasing urgency, building a team, creating a vision, communicating the vision, empowering others for change, creating short-term wins, maintaining momentum, and embedding changes.
Behave For A Change Presentation For Web
The document discusses managing change and outlines Kotter's 8 stages of change management. It explains that change is a process, not an event, and involves transitions that are psychological. It also discusses why people resist change and provides tips for effective communication and leadership during change. The 8 stages include increasing urgency, building a team, creating a vision, communicating the vision, empowering others for change, creating short-term wins, maintaining momentum, and embedding changes.
Reslient Leader March 2016 slides Goodrich 2
This document outlines an agenda and presentation on building resilience in leadership roles. The presentation covers definitions of resilience, management, and leadership. It discusses creating a positive mindset and intrinsic motivations. The presentation teaches a model ("MOJO model") to achieve both short-term gratification and long-term benefit from one's work. It provides strategies for developing growth mindsets, focusing attention, overcoming bad habits, and helping others build resilience.
David Chilcott (Founder/President, Outformations Inc)
This document discusses growing agile leaders and the inconvenient truths about leadership. It introduces three common reactive leadership personas: complying, protecting, and controlling. Participants reflect on tense situations and which reactive behaviors they and others exhibited. The session teaches that leadership requires managing one's own reactive tendencies. While command-and-control and agility create tensions, leaders must balance these tensions rather than resolve them. True leadership comes from taking responsibility for one's own experiences and self-management.
Ch04
The document presents slides on fostering learning and reinforcement in organizational behavior. It discusses classical and operant conditioning, contingencies of reinforcement like positive and negative reinforcement, and schedules of reinforcement. It also covers social learning theory, self-efficacy, and guidelines for using social learning theory and self-control in organizations.
PD Training Australia Hr summit presentation - LDP Profiling
New research is leveraging cloud data analytics to improve learning and development using psychometrics. This allows for more reliable recommendations applicable to different contexts. A presentation describes a new "Trainers Companion" tool that analyzes personality types and learning styles of training participants to provide trainers guidance on how to prepare, deliver, adjust, and facilitate training sessions to maximize engagement for that specific group. Leadership development is also discussed, noting an imbalance in strengths and gaps does not lead to balanced outcomes. The tool provides insights and specific recommendations for gap-based development plans tailored to each individual. Empirical research using the data is being conducted to contribute to the field.
PD Training - Hr summit presentation LDP Profiling
New research is leveraging cloud data analytics to improve learning and development using psychometrics. This allows for more reliable recommendations that are specific to different contexts. A presentation describes a new "Trainers Companion" tool that analyzes the personality types and learning styles of participants to provide trainers guidance on how to prepare, deliver, adjust, and facilitate training sessions to maximize engagement for that particular group. The tool provides insights into how each personality type may be "hearing" the content and specific recommendations for running the training, allowing trainers to get it right every time. A second part discusses using a similar approach for leadership development by assessing strengths and gaps to focus development, and providing gap-based development plans.
Personality Profiling to Improve the Odds of Startup Success | Nelson Zagalsk...
About UCI Applied Innovation:
UCI Applied Innovation is a dynamic, innovative central platform for the UCI campus, entrepreneurs, inventors, the business community and investors to collaborate and move UCI research from lab to market.
About the Cove @ UCI:
To accelerate collaboration by better connecting innovation partners in Orange County, UCI Applied Innovation created the Cove, a physical, state-of-the-art hub for entrepreneurs to gather and navigate the resources available both on and off campus. The Cove is headquarters for UCI Applied Innovation, as well as houses several ecosystem partners including incubators, accelerators, angel investors, venture capitalists, mentors and legal experts.
Follow us on social media:
Facebook: @UCICove
Twitter: @UCICove
Instagram: @UCICove
LinkedIn: @UCIAppliedInnovation
For more information:
cove@uci.edu
http://innovation.uci.edu/
The Five Things To Remember Before You Change
Whether you are currently unemployed, underemployed, or seeking a change, these are the essential points to consider before your make your next job move.
A Holistic Approach To Advancing Leadership Effectiveness111008
The document discusses a holistic approach to leadership coaching using an integral coaching model. It outlines different personality types, coaching perspectives, competencies, and models that can be used. An example executive coaching case uses an integral 4-quadrant model to design a program addressing an executive feeling overwhelmed by assessing behaviors, mindset, environment, and relationships to develop targeted outcomes like reducing overcommitment and stress. The coaching process involves assessment, program design, biweekly sessions, and review to accelerate leadership effectiveness.
PerformanceAppraisal.ppt
The document discusses reasons for performance appraisals including benefits to employees like feedback and development opportunities, and benefits to employers like improved productivity and retention. It outlines common problems with appraisals such as lack of preparation, objectivity, and follow-up. The document provides tips for conducting effective appraisal meetings including preparing, focusing on performance not personality, and setting goals. It also discusses challenges like defensive employees and biases that raters may have.
PerformanceAppraisal.ppt
The document discusses reasons for performance appraisals including benefits to employees like feedback and development opportunities, and benefits to employers like improved productivity and retention. It outlines common problems with appraisals such as lack of preparation, objectivity, and follow-up. The document provides tips for conducting effective appraisal meetings, setting goals, and giving feedback. It also discusses challenges like defensive employees and biases that raters may have.
Change Communication Slides Used At The October 2010 International Summit W...
This document summarizes a workshop on communicating through organizational change. The workshop agenda covers scene setting, the role of leadership, managing change as champions, increasing employee involvement, and measuring communication effectiveness. It provides frameworks and lessons for practical change communication, using case studies and sharing what other organizations are doing. Measurement is discussed as key to tracking understanding and engagement through the change process.
Personnel Management Rttc
The document discusses various aspects of personnel management in facilities. It covers topics like personnel training, hiring practices, job descriptions, employee manuals, supervision, motivation, evaluation, and managing conflict. The goal is to outline best practices for training employees, maintaining standards, resolving issues, and fostering a positive work environment.
Similar to Expats june 2014 (20)
David Chilcott (Founder/President, Outformations Inc)
David Chilcott (Founder/President, Outformations Inc)
PD Training Australia Hr summit presentation - LDP Profiling
PD Training Australia Hr summit presentation - LDP Profiling
PD Training - Hr summit presentation LDP Profiling
PD Training - Hr summit presentation LDP Profiling
Personality Profiling to Improve the Odds of Startup Success | Nelson Zagalsk...
Personality Profiling to Improve the Odds of Startup Success | Nelson Zagalsk...
A Holistic Approach To Advancing Leadership Effectiveness111008
A Holistic Approach To Advancing Leadership Effectiveness111008
Change Communication Slides Used At The October 2010 International Summit W...
Change Communication Slides Used At The October 2010 International Summit W...
Recently uploaded
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
原版一模一样【微信：741003700 】【(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
一模一样(unh毕业证书)美国新罕布什尔大学毕业证学位证书案例原版一模一样
原版纸张【微信：741003700 】【(unh毕业证书)美国新罕布什尔大学毕业证、学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版一模一样【微信：741003700 】【(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Your Guide To Finding The Perfect Part-Time Job
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Recently uploaded (13)
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Expats june 2014
- 1. M.P.J. Sinninghe Damsté 328982
- 2. Table of contents 1. Introduction 2. Job-related difficulties in repatriations 3. The concept of Flow 4. Re-achieving Flow 5. Conclusion 6. Questions
- 3. 1. Introduction Selection Training Assignment Repatriation Many companies close their eyes to repatriation: ‘they are coming home.’
- 4. 1. Introduction 30% 40% 30% Repatriates No discomfort Discomfort Leaves the company
- 5. 1. Introduction Possible solutions Job-related difficulties at repatriation The concept of Flow
- 6. 2. Job-related difficulties 12 10 8 6 4 2 0 W-shaped curve Sojourn Based on: Szkudlarek 2008
- 7. 2. Job-related difficulties DISCOMFORT Career anxiety/insufficient planning Devaluating international experience Coping with new role demand / reverse culture shock Loss of status Loss of material benefits Influenced by: • Gender • Age • Personality • Religion • Marital status • Prior experiences • Length of sojourn • Cultural distance • Time • Contact with home • Housing conditions
- 8. 3. The concept of Flow Flow is mental state in which a person performing an activity is fully immersed in feeling of energized focus, full involvement and enjoyment Concept proposed by Mihály Csíkszentmihályi
- 9. 3. The concept of Flow Concentration FLOW Merging of action and awareness Loss of reflective self-consciousness Sense of control over actions Experience activity as intrinsically rewarding Distortion of temporal experience
- 10. 3. The concept of Flow Concentration FLOW Merging of action and awareness Loss of reflective self-consciousness Sense of control over actions Experience activity as intrinsically rewarding Distortion of temporal experience Fitting challenges Clear approximate goals Immediate feedback No disturbances (Shaffer)
- 11. 3. The concept of Flow
- 12. 3. The concept of Flow Adapted from the Oxford Handbook of Positive Psychology (2009)
- 13. 3. The concept of Flow 0.6 0.5 0.4 0.3 0.2 0.1 0 -0.1 -0.2 -0.3 -0.4 -0.5 High CH, low SK High CH, high SK Low CH, high SK Low CH, low SK Concentration Importance for future goals Self-esteem Enjoyment Wish to be doing the activity Adapted from the Oxford Handbook of Positive Psychology (2009)
- 14. 3. The concept of Flow Challenge Feedback Goal Distraction Career anxiety No Yes Yes Yes Devaluation of Yes No No Yes international experience Coping with new role demand / reverse culture shock No Yes No Yes Status loss Yes Yes No Yes Material No No No Yes benefits loss
- 15. 4. Re-achieving Flow Initiatives from the company: Repatriation training (but training alone is not enough!) Strategic purpose for relocation Clarity in advance Attention to spouse and children to prevent private discomfort to ‘overflow’ into the work and cause distraction Communicate, communicate, communicate….
- 16. 4. Re-achieving Flow Initiatives from the employee Keep professional knowledge up to date Communicate, communicate, communicate…
- 17. 5. Conclusion Link exists between discomfort factors and disturbances of flow Each factor disrupts one or more of the conditions for flow If the conditions are breached, no flow can be reached The most interested aspect in work is taken away Result: demotivation, disappointment, exodus of experienced skilled staff
- 18. 5. Conclusion Concentration FLOW Merging of action and awareness Loss of reflective self-consciousness Sense of control over actions Experience activity as intrinsically rewarding Distortion of temporal experience Fitting challenges Clear approximate goals Immediate feedback No disturbances (Shaffer)
- 19. 5. Conclusion Challenge Feedback Goal Distraction Solutions Career anxiety No Yes Yes Yes Contact Training Strategic purpose Planning Devaluation of international experience Yes No No Yes Contact Training Strategic purpose Planning Coping with new role demand / reverse culture shock No Yes No Yes Contact Training Status loss Yes Yes No Yes Contact Training Strategic purpose Planning Material benefits loss No No No Yes N/A
- 20. 5. Conclusion
- 21. 5. Conclusion Concentration FLOW Merging of action and awareness Loss of reflective self-consciousness Sense of control over actions Experience activity as intrinsically rewarding Distortion of temporal experience Fitting challenges Clear approximate goals Immediate feedback No disturbances (Shaffer)
- 22. 6. Questions?