1. The document discusses how providing access to information and knowledge management systems can be used to positively influence human behavior and drive desired organizational values and outcomes. It argues that information accessibility encourages transparency, honesty, adherence to values and measurable performance.
2. Key points made include that knowledge directly shapes beliefs, identity, vision and drives behavior and values. The quality of decisions can be improved by equipping people with better information streams.
3. When information is fully distributed and knowledge management systems are used, it allows understanding of all decision factors and comparison of behaviors, which encourages transparency, honesty and adherence to shared values and goals.
Systems Thinking in Public Health for Continuous Quality ImprovementCameron Norman
Opening presentation at the first meeting on CQI in Public Health in Ontario, held at the Dalla Lana School of Public Health at the University of Toronto. Practitioners from across the province gathered to learn more about quality assurance measures, metrics, theories and ideas. This presentation provides a simple overview of systems thinking as it might apply to CQI in public health. This simple overview looks at the nature of systems, how they apply to CQI, how design thinking and developmental design can aid public health in creating relevant, appropriate means of quality assessment in its work.
This document discusses an organizational effectiveness framework called SEAM that focuses on strategic thinking, execution, accountability, and metrics. It provides examples of how to develop a clear strategic plan with well-understood priorities. It emphasizes the importance of properly executing strategies through decision-making processes, information flow, and knowledge management. The document also discusses creating accountability systems and using metrics to focus efforts and make better decisions. Overall, the SEAM framework is presented as a way for organizations to strive for effectiveness through strategic planning, execution, accountability measures, and performance metrics.
1) Sustainable value creation requires establishing well-defined cross-functional processes and high-quality information source control.
2) Capturing relevant information at the source and maintaining it in a standardized database helps avoid duplicity of data and reworking while allowing efficient use of information across teams.
3) Implementing seamless integration of information workflows and technology tools is essential for successful companies to establish source control and disseminate information across organizations.
Dr. Salvatore Falletta presented on Employee Engagement: Models, Methods & Madness to the SBODN community on Monday, September 12th 2011 at Citrix, a corporate sponsor to SBODN. Enjoy!
- SBODN Directors Jeff Richardson & Cherie Del Carlo
This document outlines the Taney County Health Department's Continuous Quality Improvement (CQI) plan. It discusses what CQI is and why the department adopted the Plan-Do-Check-Act (PDCA) model. The PDCA model involves planning improvements, implementing them, analyzing results, and acting on lessons learned. Key factors for successful CQI include visionary leadership, employee participation, and adopting outcomes indicators. The goal of CQI is continuous learning and improvement through testing changes on a small scale.
This document discusses strengths-based assessment, design, and implementation approaches as alternatives to traditional approaches. It notes that traditional implementation attempts often fail between 80-90% of the time. Strengths-based approaches focus on identifying existing strengths and assets within a system rather than focusing only on needs or deficiencies. The document contrasts traditional deficit-based consulting models with potential strengths-based consulting models that engage stakeholders and leverage existing resources.
A design space for Trust-enabling Interaction DesignSónia
This document discusses trust-enabling interaction design from multiple perspectives. It examines trust from HCI, social, and technical views. Key points discussed include:
- Trust is a key element in human relationships and enables more decisive actions and smooth activities.
- A multidiciplinary approach is needed as trust has been studied in fields like sociology, political science, economics, and more.
- In human-computer interactions, trust is important and qualities like honesty, predictability, and benevolence can help enable trust.
- A proposed model examines factors that influence user trust predisposition and systems' trustworthiness. Designing for qualities like enabling honest behavior and facilitating prediction of others can help foster social engagement
Notes on reader introducing systems approaches prt 5 ssmJames Cracknell
Part 5 - Soft Systems Methodology (SSM). What it is, how we use it and why we need it. The quality of management thinking is generally poor, decisions made on the hoof, under pressure and without thought for real ramifications. SSM is a human centered, action orientated tool that, unlike many pieces of analysis brings with it the essential element of worldviews, bias and a way of seeing the situation.
Systems Thinking in Public Health for Continuous Quality ImprovementCameron Norman
Opening presentation at the first meeting on CQI in Public Health in Ontario, held at the Dalla Lana School of Public Health at the University of Toronto. Practitioners from across the province gathered to learn more about quality assurance measures, metrics, theories and ideas. This presentation provides a simple overview of systems thinking as it might apply to CQI in public health. This simple overview looks at the nature of systems, how they apply to CQI, how design thinking and developmental design can aid public health in creating relevant, appropriate means of quality assessment in its work.
This document discusses an organizational effectiveness framework called SEAM that focuses on strategic thinking, execution, accountability, and metrics. It provides examples of how to develop a clear strategic plan with well-understood priorities. It emphasizes the importance of properly executing strategies through decision-making processes, information flow, and knowledge management. The document also discusses creating accountability systems and using metrics to focus efforts and make better decisions. Overall, the SEAM framework is presented as a way for organizations to strive for effectiveness through strategic planning, execution, accountability measures, and performance metrics.
1) Sustainable value creation requires establishing well-defined cross-functional processes and high-quality information source control.
2) Capturing relevant information at the source and maintaining it in a standardized database helps avoid duplicity of data and reworking while allowing efficient use of information across teams.
3) Implementing seamless integration of information workflows and technology tools is essential for successful companies to establish source control and disseminate information across organizations.
Dr. Salvatore Falletta presented on Employee Engagement: Models, Methods & Madness to the SBODN community on Monday, September 12th 2011 at Citrix, a corporate sponsor to SBODN. Enjoy!
- SBODN Directors Jeff Richardson & Cherie Del Carlo
This document outlines the Taney County Health Department's Continuous Quality Improvement (CQI) plan. It discusses what CQI is and why the department adopted the Plan-Do-Check-Act (PDCA) model. The PDCA model involves planning improvements, implementing them, analyzing results, and acting on lessons learned. Key factors for successful CQI include visionary leadership, employee participation, and adopting outcomes indicators. The goal of CQI is continuous learning and improvement through testing changes on a small scale.
This document discusses strengths-based assessment, design, and implementation approaches as alternatives to traditional approaches. It notes that traditional implementation attempts often fail between 80-90% of the time. Strengths-based approaches focus on identifying existing strengths and assets within a system rather than focusing only on needs or deficiencies. The document contrasts traditional deficit-based consulting models with potential strengths-based consulting models that engage stakeholders and leverage existing resources.
A design space for Trust-enabling Interaction DesignSónia
This document discusses trust-enabling interaction design from multiple perspectives. It examines trust from HCI, social, and technical views. Key points discussed include:
- Trust is a key element in human relationships and enables more decisive actions and smooth activities.
- A multidiciplinary approach is needed as trust has been studied in fields like sociology, political science, economics, and more.
- In human-computer interactions, trust is important and qualities like honesty, predictability, and benevolence can help enable trust.
- A proposed model examines factors that influence user trust predisposition and systems' trustworthiness. Designing for qualities like enabling honest behavior and facilitating prediction of others can help foster social engagement
Notes on reader introducing systems approaches prt 5 ssmJames Cracknell
Part 5 - Soft Systems Methodology (SSM). What it is, how we use it and why we need it. The quality of management thinking is generally poor, decisions made on the hoof, under pressure and without thought for real ramifications. SSM is a human centered, action orientated tool that, unlike many pieces of analysis brings with it the essential element of worldviews, bias and a way of seeing the situation.
Notes on reader introducing systems approaches prt 6 cshJames Cracknell
The final part of Notes on Systems Approaches to Managing Change: A Practical Guide. Edited by Martin Reynolds and Sue Holwell. This section cover Critical Systems Heuristics - it is part of OU Module TU811 and is a part of a Master in Systems Thinking
XYZ Engineering is proposing organizational changes to improve effectiveness. They plan to implement a flat, decentralized structure to improve communication and decision making. A new communication plan aims to break down silos and improve trust internally and uphold mission/values externally through ethical communication. Managers will follow a five P model focusing on purpose, principles, people, processes and performance. Leadership will take a transformational approach to motivate employees and inspire extraordinary results.
The study examined how empowerment, leader-member exchange (LMX), and personality traits influence employee commitment and citizenship behaviors. It found that empowerment partially mediated the relationships between LMX, personality traits like emotional stability, and affective commitment and citizenship behaviors. The study concluded that empowerment programs can increase commitment if they help employees feel more competent and self-determining in their roles. Manager relationships also significantly impact how empowerment initiatives succeed in motivating employees.
The document discusses several theories related to individual decision making and cognition, including:
1. Image Theory, which proposes that individuals make decisions based on mental images or schemas of alternatives.
2. Prospect Theory, which suggests that individuals weigh potential losses more heavily than gains when making risky decisions.
3. Mental models and sensemaking, where individuals develop internal representations of their environment to understand and explain events.
160209 change management (engels) college tbkDo Blankestijn
The document discusses planning a cultural change initiative that may occur in week 30 if everyone is on holiday. It discusses managing the planning for the change and doing the cultural change work if the timing allows in week 30. The document also mentions discussing the planning for the change initiative.
This document summarizes a meeting on weak ties and innovation. It discusses how weak ties can provide non-redundant knowledge through knowledge recombination. Maintaining and strengthening relationships with weak ties can facilitate innovation. Behavioral dimensions of trust were presented as a framework for understanding how trust is built in relationships. Organizational design can impact employees' ability to build trust. The role of weak ties in new product development phases was discussed. Differences in how scientists and business people may leverage networks and focus on trust building was noted as an area for further exploration.
The document discusses key concepts in systems thinking including feedback loops, emergence, and open and closed systems perspectives. It provides examples of how these concepts can be applied to understand business organizations, describing an organization as a complex system with interacting parts that is more than the sum of its components. The behavior of an organization cannot always be predicted and is influenced by its environment through information and resource exchanges.
Are You Data Driven? Take a Hard Look in the Mirror by Thomas C. RedmanAloukik Aditya
This document discusses traits of being data-driven. It identifies that data-driven individuals make decisions at the lowest level possible, bring diverse data to situations, and use data to develop deeper understanding. They also deal with uncertainty, integrate data with intuition, recognize the importance of quality data, conduct experiments, and learn from mistakes. Specifically, data-driven companies push decision making down the organization and invest in quality data. Being data-driven can help businesses grow by facilitating decision making.
This document discusses the importance of trust in fostering innovation within organizations. It outlines a Behavioral Trust Framework (BTF) that identifies specific trust-building and trust-damaging behaviors. The BTF allows individuals and organizations to understand how to develop trust and collaboration, which are necessary for innovation. Applying the BTF can help reduce controls and proxies for trust, allowing for greater innovation capacity. Managing trust behaviors, rather than just outcomes, is key to catalyzing innovation.
This document provides an overview of organizational behavior concepts including:
1. Definitions of organizational behavior focusing on understanding individual and group behavior to improve organizational effectiveness.
2. Frederick Taylor's scientific management approach which studied work efficiency and developed techniques like standardized jobs and piece-rate pay.
3. The contingency approach which recognizes there is no universal solution and behaviors depend on situational factors like culture and technology.
4. Key aspects of communication including encoding messages, decoding, potential for distortion, and the importance of feedback.
Sousa, Sonia; Lamas, David; Dias, Paulo (2012). The Implications of Trust on ...Sónia
The document discusses a socio-technical model of trust in online learning interactions. It aims to understand the role of trust in supporting online interactions. The research examines trust through an extensive literature review and concept mapping. A survey was conducted to validate a proposed trust model with five attributes: reciprocity, reliability, honesty, empathy, and shared values/interests. The results showed words associated with these attributes influence individuals' trust in social interactions, sharing information, and online communication. Future work involves designing tools to monitor and support the development of trust over time in online learning environments.
Trust from a Human Computer Interaction perspective Sónia
Persuasion, Emotion and Trust (PET) is a design methodology that enables design more technologically engaging products. PET uses three main design values,
Persuasion – Triggers actions;
Emotion - Generate an emotional response; and
Trust – Leveraging credibility and cooperation.
This design methodology main aim is to incentives people to become more engaged and connected with a certain product or ecosystems.
Our main aim is to stress the role of trust on persuasive design.
In general, we will focus on the following aspects:
1) First we will start by creating a clear understanding on the challenges of transferring Human Computer Trust (HCT) values to influence user engagement and fostering trust-enabling interactions.
2) Then, in the second part we will learn to analyze interaction design sequences from digital products that changes human trust behaviors. As well as explore different methodologies for testing.
3) We will end by presenting and reflection on the result achieved.
For more information read my human computer trust blog https://humancomputertrust.wordpress.com
This document discusses several concepts related to positive organizational scholarship, including:
1. Positive organizational scholarship focuses on strengths and virtues that enable extraordinary performance, such as compassion and wisdom.
2. Key areas of investigation for positive organizational scholarship include developing strengths, building positive relationships, and creating meaning and purpose.
3. Positive leadership strategies discussed include creating a positive climate, developing positive relationships, positive communication, and establishing goals that create positive meaning and energy.
The brain new world - insights for organisations and strategyThe BrainLink Group
The document discusses using the human brain as an analogy to understand modern organizations operating in complex environments. It provides five key insights: 1) Limiting a reductionist approach and recognizing organizations as integrated wholes, 2) Understanding that organizations naturally resist change, 3) Appreciating the powerful non-conscious impact of organizational culture, 4) Valuing pausing before responding to allow new insights, and 5) Protecting self-regulation processes during periods of pressure. Viewing organizations through the lens of the brain provides a new way to develop strategy in today's uncertain world.
Our brain new world - organisations and their developmentThe BrainLink Group
The document discusses how understanding organizations through the metaphor of the human brain, called the "Brain New World", can provide insights into how organizations function. It notes that both the brain and organizations are complex adaptive systems. Key insights from applying our knowledge of the brain to organizations include: recognizing organizations as integrated wholes rather than collections of parts; appreciating their natural resistance to change; understanding the powerful unconscious influence of organizational culture; allowing time for reflection before taking action in response to events; and protecting self-regulation processes during periods of success or difficulty.
1. The document discusses organizational commitment and the importance of building trust between employees to increase motivation, organizational citizenship behavior, organizational commitment, and job satisfaction. It states that strong work relationships built on trust will encourage loyalty to the organization and its goals.
2. It also discusses different dimensions of information systems and supply chain management practices that can impact company performance, and the need to integrate various supply chain practices to improve performance.
3. Additionally, it covers the importance of motivation for employees to willingly perform their tasks and help the organization achieve its objectives. It identifies key regulators and motivators that must be balanced to increase job satisfaction, such as work environment, compensation, personal development, and a sense of belonging.
Executives regularly complain that their staff don't think or act strategically. We examine three reasons why this may occur - and what you can do about it.
Do action oriented cultures provide the best response to a fast changing environment. There are a number of challenges in these organisations - they may be driving out strategic thinking!
Social being an emergent theory of organizational performanceJoe Raimondo
1) The document proposes a new emergent theory of organizational performance that accounts for increasing complexity in the modern workplace.
2) It argues current models of human performance and cooperation are outdated and based on rationalist assumptions that no longer apply.
3) A new framework is needed that views organizations as complex systems and employees as social beings, in order to optimize human capital and productivity amid exponential change.
la dematerializzazione dei dati nel processo grafico; come sta cambiando la comunicazione e quali nuovi mezzi avremo a disposizione? Il mercato della carta è finito? No, semplicemente si sta evolvendo.
The document discusses attitude formation and the components of attitudes. It defines an attitude as a learned predisposition to respond consistently in a favorable or unfavorable way to an object or class of objects. Attitudes have cognitive, affective, and conative components. Attitudes are formed through three paths - by first creating beliefs, directly, or by first creating behaviors. Maintaining a positive attitude provides benefits like achieving goals more easily, greater happiness and energy, and the ability to inspire others. Developing a positive attitude involves choosing happiness, looking at the bright side, associating with positive people, and affirming success.
Notes on reader introducing systems approaches prt 6 cshJames Cracknell
The final part of Notes on Systems Approaches to Managing Change: A Practical Guide. Edited by Martin Reynolds and Sue Holwell. This section cover Critical Systems Heuristics - it is part of OU Module TU811 and is a part of a Master in Systems Thinking
XYZ Engineering is proposing organizational changes to improve effectiveness. They plan to implement a flat, decentralized structure to improve communication and decision making. A new communication plan aims to break down silos and improve trust internally and uphold mission/values externally through ethical communication. Managers will follow a five P model focusing on purpose, principles, people, processes and performance. Leadership will take a transformational approach to motivate employees and inspire extraordinary results.
The study examined how empowerment, leader-member exchange (LMX), and personality traits influence employee commitment and citizenship behaviors. It found that empowerment partially mediated the relationships between LMX, personality traits like emotional stability, and affective commitment and citizenship behaviors. The study concluded that empowerment programs can increase commitment if they help employees feel more competent and self-determining in their roles. Manager relationships also significantly impact how empowerment initiatives succeed in motivating employees.
The document discusses several theories related to individual decision making and cognition, including:
1. Image Theory, which proposes that individuals make decisions based on mental images or schemas of alternatives.
2. Prospect Theory, which suggests that individuals weigh potential losses more heavily than gains when making risky decisions.
3. Mental models and sensemaking, where individuals develop internal representations of their environment to understand and explain events.
160209 change management (engels) college tbkDo Blankestijn
The document discusses planning a cultural change initiative that may occur in week 30 if everyone is on holiday. It discusses managing the planning for the change and doing the cultural change work if the timing allows in week 30. The document also mentions discussing the planning for the change initiative.
This document summarizes a meeting on weak ties and innovation. It discusses how weak ties can provide non-redundant knowledge through knowledge recombination. Maintaining and strengthening relationships with weak ties can facilitate innovation. Behavioral dimensions of trust were presented as a framework for understanding how trust is built in relationships. Organizational design can impact employees' ability to build trust. The role of weak ties in new product development phases was discussed. Differences in how scientists and business people may leverage networks and focus on trust building was noted as an area for further exploration.
The document discusses key concepts in systems thinking including feedback loops, emergence, and open and closed systems perspectives. It provides examples of how these concepts can be applied to understand business organizations, describing an organization as a complex system with interacting parts that is more than the sum of its components. The behavior of an organization cannot always be predicted and is influenced by its environment through information and resource exchanges.
Are You Data Driven? Take a Hard Look in the Mirror by Thomas C. RedmanAloukik Aditya
This document discusses traits of being data-driven. It identifies that data-driven individuals make decisions at the lowest level possible, bring diverse data to situations, and use data to develop deeper understanding. They also deal with uncertainty, integrate data with intuition, recognize the importance of quality data, conduct experiments, and learn from mistakes. Specifically, data-driven companies push decision making down the organization and invest in quality data. Being data-driven can help businesses grow by facilitating decision making.
This document discusses the importance of trust in fostering innovation within organizations. It outlines a Behavioral Trust Framework (BTF) that identifies specific trust-building and trust-damaging behaviors. The BTF allows individuals and organizations to understand how to develop trust and collaboration, which are necessary for innovation. Applying the BTF can help reduce controls and proxies for trust, allowing for greater innovation capacity. Managing trust behaviors, rather than just outcomes, is key to catalyzing innovation.
This document provides an overview of organizational behavior concepts including:
1. Definitions of organizational behavior focusing on understanding individual and group behavior to improve organizational effectiveness.
2. Frederick Taylor's scientific management approach which studied work efficiency and developed techniques like standardized jobs and piece-rate pay.
3. The contingency approach which recognizes there is no universal solution and behaviors depend on situational factors like culture and technology.
4. Key aspects of communication including encoding messages, decoding, potential for distortion, and the importance of feedback.
Sousa, Sonia; Lamas, David; Dias, Paulo (2012). The Implications of Trust on ...Sónia
The document discusses a socio-technical model of trust in online learning interactions. It aims to understand the role of trust in supporting online interactions. The research examines trust through an extensive literature review and concept mapping. A survey was conducted to validate a proposed trust model with five attributes: reciprocity, reliability, honesty, empathy, and shared values/interests. The results showed words associated with these attributes influence individuals' trust in social interactions, sharing information, and online communication. Future work involves designing tools to monitor and support the development of trust over time in online learning environments.
Trust from a Human Computer Interaction perspective Sónia
Persuasion, Emotion and Trust (PET) is a design methodology that enables design more technologically engaging products. PET uses three main design values,
Persuasion – Triggers actions;
Emotion - Generate an emotional response; and
Trust – Leveraging credibility and cooperation.
This design methodology main aim is to incentives people to become more engaged and connected with a certain product or ecosystems.
Our main aim is to stress the role of trust on persuasive design.
In general, we will focus on the following aspects:
1) First we will start by creating a clear understanding on the challenges of transferring Human Computer Trust (HCT) values to influence user engagement and fostering trust-enabling interactions.
2) Then, in the second part we will learn to analyze interaction design sequences from digital products that changes human trust behaviors. As well as explore different methodologies for testing.
3) We will end by presenting and reflection on the result achieved.
For more information read my human computer trust blog https://humancomputertrust.wordpress.com
This document discusses several concepts related to positive organizational scholarship, including:
1. Positive organizational scholarship focuses on strengths and virtues that enable extraordinary performance, such as compassion and wisdom.
2. Key areas of investigation for positive organizational scholarship include developing strengths, building positive relationships, and creating meaning and purpose.
3. Positive leadership strategies discussed include creating a positive climate, developing positive relationships, positive communication, and establishing goals that create positive meaning and energy.
The brain new world - insights for organisations and strategyThe BrainLink Group
The document discusses using the human brain as an analogy to understand modern organizations operating in complex environments. It provides five key insights: 1) Limiting a reductionist approach and recognizing organizations as integrated wholes, 2) Understanding that organizations naturally resist change, 3) Appreciating the powerful non-conscious impact of organizational culture, 4) Valuing pausing before responding to allow new insights, and 5) Protecting self-regulation processes during periods of pressure. Viewing organizations through the lens of the brain provides a new way to develop strategy in today's uncertain world.
Our brain new world - organisations and their developmentThe BrainLink Group
The document discusses how understanding organizations through the metaphor of the human brain, called the "Brain New World", can provide insights into how organizations function. It notes that both the brain and organizations are complex adaptive systems. Key insights from applying our knowledge of the brain to organizations include: recognizing organizations as integrated wholes rather than collections of parts; appreciating their natural resistance to change; understanding the powerful unconscious influence of organizational culture; allowing time for reflection before taking action in response to events; and protecting self-regulation processes during periods of success or difficulty.
1. The document discusses organizational commitment and the importance of building trust between employees to increase motivation, organizational citizenship behavior, organizational commitment, and job satisfaction. It states that strong work relationships built on trust will encourage loyalty to the organization and its goals.
2. It also discusses different dimensions of information systems and supply chain management practices that can impact company performance, and the need to integrate various supply chain practices to improve performance.
3. Additionally, it covers the importance of motivation for employees to willingly perform their tasks and help the organization achieve its objectives. It identifies key regulators and motivators that must be balanced to increase job satisfaction, such as work environment, compensation, personal development, and a sense of belonging.
Executives regularly complain that their staff don't think or act strategically. We examine three reasons why this may occur - and what you can do about it.
Do action oriented cultures provide the best response to a fast changing environment. There are a number of challenges in these organisations - they may be driving out strategic thinking!
Social being an emergent theory of organizational performanceJoe Raimondo
1) The document proposes a new emergent theory of organizational performance that accounts for increasing complexity in the modern workplace.
2) It argues current models of human performance and cooperation are outdated and based on rationalist assumptions that no longer apply.
3) A new framework is needed that views organizations as complex systems and employees as social beings, in order to optimize human capital and productivity amid exponential change.
la dematerializzazione dei dati nel processo grafico; come sta cambiando la comunicazione e quali nuovi mezzi avremo a disposizione? Il mercato della carta è finito? No, semplicemente si sta evolvendo.
The document discusses attitude formation and the components of attitudes. It defines an attitude as a learned predisposition to respond consistently in a favorable or unfavorable way to an object or class of objects. Attitudes have cognitive, affective, and conative components. Attitudes are formed through three paths - by first creating beliefs, directly, or by first creating behaviors. Maintaining a positive attitude provides benefits like achieving goals more easily, greater happiness and energy, and the ability to inspire others. Developing a positive attitude involves choosing happiness, looking at the bright side, associating with positive people, and affirming success.
Why is it so important to elevate your heart rate on a regular basis? Before I answer that question I want to tell you a story. www.thepowerofpositivehabits.com
The document discusses the topic of attitude. It defines attitude as a complex mental state involving beliefs, feelings, and values that influence behavior. Attitude is determined by one's environment, experiences, and education. Much of one's attitude lies below surface level, like an iceberg, and is unseen. The document advocates developing a positive attitude through daily inspiration, ignoring negative thoughts, and focusing on constructive thinking. A positive attitude is said to provide motivation, strength, and respect from others and contribute to success.
Attitudes are learned predispositions to respond favorably or unfavorably to objects or classes of objects. They are relatively enduring and situation-related. Attitudes serve utilitarian, ego-defensive, knowledge, and value-expressive functions. They are formed through beliefs, direct experience, and behaviors. The multiattribute model measures attitude using beliefs and evaluations of attributes. The theory of reasoned action extends this to predict behavior from attitudes and subjective norms. Marketers can change attitudes by altering the multiattribute model components or using persuasion to change beliefs.
Chapter 8 Consumer Attitude Formation And ChangeAvinash Kumar
The document discusses various models of attitude formation and change, including:
1. The tricomponent model which views attitudes as having cognitive, affective, and conative components.
2. Multiattribute models like the theory of reasoned action that examine how attitudes are formed based on beliefs about an object's attributes.
3. The theory of trying to consume which accounts for cases where action or outcome is uncertain.
4. The attitude-toward-the-ad model which proposes that feelings and judgments formed from exposure to ads affect brand attitudes.
Strategies for changing attitudes discussed include associating products with groups, resolving conflicts, altering belief components, and changing beliefs about competitors.
Attitudes are evaluative statements that indicate one's feelings toward people, objects, events, or situations either favorably or unfavorably. An attitude can be positive or negative. Positive attitudes are characterized by optimism while negative attitudes express disdain. Attitudes are formed through experiences, classical conditioning, observation of others, and more. They influence behavior and consist of affective, cognitive, and behavioral components. To change attitudes, one can provide new information, influence of peers, resolve inconsistencies, and use communication strategies. A study assessed student attitudes and found them to be generally low positive or low negative. Suggestions to improve attitudes include visualizing goals, setting expectations, dealing with problems effectively, and maintaining an optimistic outlook
The document provides step-by-step instructions for editing photos online using the picnik.com website. It describes creating a free account, uploading photos to edit, selecting editing tools from menus to apply effects like adding stickers or frames, repositioning elements, and saving the edited photo. The instructions are presented as a sequential list of actions with accompanying screenshots to demonstrate each step of the photo editing process using picnik.com.
This document discusses the benefits of meditation for reducing stress and anxiety. Specifically, it states that regular meditation practice can calm the nervous system and reduce feelings of stress. Meditation results in a state of relaxed focus that helps clear the mind of worries and rumination. Over time, meditation can rewire the brain's reactions to stress and lead to an overall sense of greater calm and emotional balance.
The annual Legal Seminar For Credit Professionals, presented by Kegler Brown in conjunction with NACM – Great Lakes Region and American Subcontractors Association, was combined with an international business and construction legal program. Topics included selling internationally, post-judgment collection, bankruptcy, bids and pay-if-paid clauses.
Edmund Barton attends the ceremony to federate the Australian colonies into the Commonwealth of Australia, but is dismayed to learn that Frederick Froganbothom will be sworn in as the first Prime Minister instead of himself. During the ceremony, Barton gives a speech criticizing Froganbothom's leadership and arguing that Australia deserves a better leader. The crowd agrees with Barton and applauds his insights. Froganbothom then steps aside and declares that Barton should be the first Prime Minister instead. Barton is shocked but accepts the role, realizing his dream of leading the new nation.
Luis presented to Brazilian law firm Peixoto e Cury Advogados on April 12, 2012, in Sao Paulo, Brazil. Luis discussed the background of the Foreign Corrupt Practices Act, along with the rules, regulations and sanctions.
The document discusses using the Google Cloud Platform to build multi-platform mobile apps. It highlights key services like App Engine, Compute Engine, Cloud Storage, Cloud Datastore, and Cloud Endpoints that allow developers to focus on building apps while Google manages the infrastructure. Google's global network of data centers provide scalability, performance, disaster recovery and security. The document provides an example mobile app reference architecture and discusses how services like Cloud Endpoints, Push Notifications and Data Storage can be used to support app and game backends.
U Florida / Gainesville talk, apr 13 2011c.titus.brown
This document discusses approaches to summarize and analyze large metagenomic DNA sequence datasets. It describes two exact data reduction techniques: eliminating unconnected reads and subdividing reads by connectivity into partitions of the assembly graph. These techniques allow filtering and partitioning large datasets into smaller pieces that can be assembled individually to address the challenge that metagenome assembly does not scale well with data size. The techniques are shown to work on test datasets, though one issue is that large datasets tend to have one very large partition that is difficult to assemble. The cause is identified as sequencing artifacts in reads, and trimming reads is proposed as a solution.
This document discusses various aspects of medication administration including:
1. It defines key medication terminology such as generic names, official names, chemical names, and brand names.
2. It describes the processes of absorption, distribution, metabolism, and excretion that medications undergo in the body.
3. It lists important considerations for ensuring safe medication administration including the right patient, right medication, right dose, right route, and right documentation.
The document highlights the greatness of Allah (SWT) by pointing out aspects of nature that could not have been created by man, such as the beauty and variety of colors in leaves, flowers, and fields. It notes that Allah does not need things like seasons or water to bring about these natural wonders and changes in nature. The document encourages the reader to constantly observe their surroundings and recognize Allah as the true creator of all things in nature.
This document discusses how anticipation of political change freezes decision making for businesses and causes anxiety among the voting population. It also discusses how successful change management requires addressing how change affects people, processes, systems and technology within an organization through clear communication, defined metrics and an impactful plan. Transparency from leaders is key to helping those affected understand their role in any new direction.
The document provides an introduction to complex health systems through a series of concepts and frameworks:
- It discusses shifting perspectives from health programs to health systems development and complex adaptive health systems.
- Key concepts are introduced like the "Martian view" and "Gorilla view" of systems, as well as threshold concepts about the socially constructed and integrated nature of health systems.
- It also covers complexity concepts like self-organization, feedback loops, and emergence. Frameworks for different forms of complexity and four revolutions transforming health systems are presented.
- Systems thinking is discussed as giving insights into how systems work and can be improved, emphasizing relationships and processes over structures. Small changes can produce big results
Designing Culture to Drive Customer Experience James Prentis
This document summarizes a presentation about using culture to drive customer experience. It discusses how culture is important to both employees and customers. An effective culture aligns employee and customer experiences around business strategy. There are two approaches to culture change - targeted interventions for specific issues, or holistic transformation. Behavioral science can identify root causes of behaviors and test targeted interventions through pilots before scaling changes. The presentation provides frameworks for diagnosing issues, designing interventions using concepts like choice architecture and social norms, deploying pilots, and measuring their impact.
Assessment of Neural Network and Goal Programming on Cross Cultural ManagementYogeshIJTSRD
For achieving success in a global arena cross cultural training should be provided to employees to settle down between the global business environment and culture as one of the factors contributing to economic success, revenue generation, surplus booking, goodwill enhancement, market fame and many more. More the revenue, more the profit booking leads to rise company’s goodwill and builds customers faith as well as provides employee satisfaction which motivates employees to be more productive, more efficient, more energetic, more enthusiastic, and never let employees to get stressed from their work.AI ANN and goal programming is being used a method to find something fruitful to mitigate cross cultural issues in an organization. Shefali G | Dr. Rajesh Singh "Assessment of Neural Network and Goal Programming on Cross Cultural Management" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd41217.pdf Paper URL: https://www.ijtsrd.comcomputer-science/computer-network/41217/assessment-of-neural-network-and-goal-programming-on-cross-cultural-management/shefali-g
This document discusses three contrasting views of the decision-making process proposed by Herbert Simon, Jacques Lacan, and Geoffrey Vickers. Simon's view focuses on rational choice and problem-solving to achieve given ends. Lacan's view focuses on the timing of decisions and the three stages of logical time. Vickers' view focuses on the role of values and balancing economic and ethical considerations in decision-making. The document also discusses concepts like bounded rationality and the relationship between information systems, decision quality, and organizational effectiveness.
Organizational basis for behavior, Contributing disciplines to the OB field, Why managers require knowledge of OB, Need for a contingency approach to the study of OB,Emerging challenges and opportunities for OB,The organization as a system, System approach to organizational behavior, Managerial functions, The organization and people,OB, Calicut university organizational behavior module 1,organizational behavior, importance of OB,Strength of Contingency Approach, system approach, functions of a manager, functions of management
There is a close relationship between systems thinking and W. Edwards Deming's theory of profound knowledge. Deming believed that organizations are complex systems made up of interrelated parts, and that management must understand this systems perspective to optimize performance. His theory of profound knowledge presents four essential components for understanding organizations as systems: an appreciation of systems, an understanding of psychology and driving change, a theory of knowledge and learning, and knowledge about variation. Together these provide a framework for continuous improvement through engaging employees and taking a long term, systems-oriented approach to management and leadership.
2013 03-03 - large scale change for integrated care - r varnam (slideshare)Robert Varnam Coaching
This document discusses leading large scale change for integrated care. It begins by looking at the story so far, noting that change efforts have often focused on structures and provider-led changes, making more improvements than transformations. It then discusses change in complexity, explaining that systems behave like complex social organisms rather than machines. It emphasizes the importance of creating shared purpose through identifying shared values and vision. The document outlines tips for sequencing change, including engaging stakeholders and making pragmatic changes across multiple areas. Finally, it provides top tips for leading large scale change, such as moving toward a new vision and enabling distributed leadership across boundaries.
The document defines data and information, explaining that information is processed data that has meaning and value for decision making. It then discusses the attributes of effective information, including timeliness, accuracy, relevance, adequacy, completeness, explicitness, and impartiality. Finally, it examines models of decision making, contrasting the classical rational model with the more realistic administrative model that recognizes limitations in human cognition.
The document provides definitions and descriptions of organization development (OD) and related concepts. It defines OD as "an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge." It also discusses different types of OD interventions such as human process interventions focused on interpersonal relationships and group dynamics, and techno-structural interventions dealing with an organization's technology and structure. The document outlines the typical process of OD including diagnosis, intervention, and evaluation steps.
My preliminary ideas for the Unit VIII Final Project include asses.docxgilpinleeanna
The document discusses strategies for addressing resistance to organizational change, specifically regarding implementing community policing policies within law enforcement. It emphasizes the importance of shared values, collaboration between internal and external stakeholders, and properly diagnosing problems. It argues that in order to reduce resistance and increase buy-in for changes, leaders must communicate the importance and vision for changes, involve employees in the process, and address the real issues driving any dissatisfaction with the current approach. Fostering a strong culture, obtaining input from all affected groups, and accurately identifying the root challenges are keys to facilitating meaningful and effective transformations within an organization.
The document discusses various models and approaches for planned organizational change including Lewin's three stage model of change, Kotter's eight stage process for change, and the contracting, data gathering, intervention/action, evaluation, and disengagement stages of the meta model of planned change. It also covers different frameworks for diagnosing organizations including the 7S model, Weisbord six-box model, and analyzing an organization's direction, leadership, structure, culture and human resources.
Characteristics of organization developmentrajeswaribalu
Organizational development (OD) is a systematic process used to improve an organization's culture, systems, and employee behaviors. It aims to solve organizational problems and achieve objectives through planned changes. OD focuses on elements like norms, values, attitudes, and relationships. It uses methods like sensitivity training and is led by both internal and external change agents working collaboratively. The goals of OD include improved conflict resolution, understanding, and leadership over the long term.
The document discusses creating high performing work systems. It notes that past approaches focused on efficiency and extrinsic motivators like rewards and punishments, but these don't work for the current generation entering the workforce. Instead, work systems need to focus on intrinsic motivators like autonomy, mastery and purpose. They also need to address employees' psychological needs and shape the values and beliefs of the workforce to create a sustainable system aligned with the organization's values. Building people capabilities among managers is also important to translate good systems and processes into positive employee experiences.
The document discusses creating high performing work systems. It notes that past approaches focused on efficiency and extrinsic motivators like rewards and punishments, but these don't work for the current generation entering the workforce. Instead, work systems need to focus on intrinsic motivators like autonomy, mastery and purpose. They also need to address employees' psychological needs and shape the values and beliefs of the workforce to create a sustainable system aligned with the organization's values. Building people capabilities among managers is also important to translate good systems and processes into positive employee experiences.
The document discusses several key challenges in changing large systems, including complexity, non-linearity, delays, and scale issues. It outlines a 7-step process for changing systems: understand the system, identify leverage points, develop ways to influence leverage points, build relevant competencies, test interventions, study results, and develop strategies for scaling up successes. Finally, it discusses different levels of analysis for systems change work and some common tools and approaches.
In a worldwide survey managers admit that “People” are the toughest to handle and people-related problems are on the top of the agenda.
People-related problems – poor communication skills, employees lack motivation, conflicts between team members, overcoming employees’ resistance to organizational changes etc.
Ppt perception and individual Decision MakingDeni Triyanto
This document discusses perception and individual decision making. It explains that perception is how individuals interpret sensory information to make sense of their environment, and that perceived reality strongly influences behavior more than objective reality. It also discusses factors that influence perception, like attitudes and experiences. The document goes on to explain attribution theory and common shortcuts people use in judging others, like stereotyping. Finally, it discusses how perception shapes decision making by how individuals screen and interpret information to identify alternatives and make choices.
Developing a quality culture presentation [autosaved]Yomna Motea
The document discusses techniques for creating a quality culture within an organization. It recommends providing quality goals and measurements at all levels, demonstrating leadership commitment to quality from upper management, empowering employees through self-development opportunities, inspiring action through employee participation, and recognizing and rewarding quality performance. The overall goal is to continuously reinforce the priority of quality throughout the organization.
Similar to Information Km Attitude Change Model 00 (20)
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSS
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
1. The Potential Use of Information Systems and Knowledge Management to drive Desired Values and Behaviors in People Systems (to Achieve Measurable Outputs with Performance Based Metrics)
2. A paradigm from current thinking on Particle Physics ….. “Matter is a mere derivation, a subordinate phenomenon. The fundamental essences are energy and information. Information bounds energy into form, like will bounds volition into purpose. Alter the information, and the form is altered, while the substance remains unchanged. Energy is older than information, but formless and timeless without it. Older than matter, but helpless and useless without it. Replace one thought with another, one pattern with another. And you can effectively change the outcome without interfering with the form.”
3. A paradigm from current work on How People Think ….. “People use cognitive rules or reasoning to design and implement their actions. These rules can be thought of as a kind of “master program”, stored in the brain, governing all behavior. These rules and reasoning are derived from memories made up of experiences, information, and derived knowledge, that very much control the attitude formation process - which directly relates to observable behavior. If you can change the information streams into the mind, and directly contribute to knowledge acquisition, you can dramatically impact on attitude formation and behavior. Replace one thought with another, one pattern with another. And you can effectively change the outcome without interfering with the form! ”
4. The hypothesis …... “In a Knowledge Society - the Information Age - accessibility to Information forces transparency in Human Relationships by enabling the Decision Maker to understand all the factors required in making the Decision”
5. “ This accessibility to Information in turn forces Honesty in Transactions, which force Value Statements, which forces adherence to Values and Behaviors - because Individuals can then compare Behavior and Performance from their Knowledge and Perceptions gained from exposure to the Information Streams”
6. You could therefor say that accessibility to Information forces : - Transparency in Transactions - Underwrites Honesty - Promotes Value Statements and - Adherence to Values and Behaviors or AI>TT>H>VS>V&B
8. Attitude is a crucial component of the Behavior and Beliefs structure K F A
9. The three components of Attitude formation : The Cognitive component is Our knowledge about the Attitude Object, whether that knowledge is accurate or not. K
16. Traditionally a Change Management Process is centered around attacking the Group Dynamics component to eventually change individual Behavior. This is achieved by removing excuse bases, and empowerment processes that create different Patterns of Behavior at the Group Level, and therefore at the Individual level (by force of association with new group norms)
17. These types of Processes usually do not succeed long-term due to the inability of Senior Management to deliver on one or more of the three Trust Paradigms
18. There are Three Distinct Levels of Trust and Performance Expectation that must be satisfied to enable Change and build sustainable Relationships and Pattern Changes
20. Personality generated Trust and Observed Performance Behavior Organizational generated Trust and Related Performance - perceived as support for the Individual
21. Personality generated Trust and Observed Performance Behavior Organizational generated Trust and Related Performance (perceived as support for the Individual Environmental generated Trust and Performance Expectation of 100% delivery of all Tasks and Compliance Requirements
22. If we look at Organizational Philosophy and the Decision Making Process we see an opportunity to use the power of Information as a Prime Change Agent and move away from the traditional group approach
23. This approach could be tremendously powerful because of the role Knowledge plays in the Belief Structure Model
25. Knowledge directly influences : - Our Intent (for action) - Our Identity (perceptions) - Our Vision (reality) and drives into the critical areas of : - Behavior and - Values
26. If we now look at the Decision Making Process we see the real opportunity in using Information Systems and Knowledge Management to drive desired values and behavior in People Systems
37. The Gaia Principle of the Universal Linking Theory suggests that “Every individual person’s performance impacts on, and in turn, is impacted on by, every other person’s performance” .
38. Simply put, this means that any decision that is implemented will only ever be as successful as the least committed person allows it to be.
39. “People and Culture - the Human Systems of a Company - are what make or break any Change Initiative” Arthur Wyatt, Founder Wyatt & Co.
40. The most frequently mentioned barriers to Change are Employee resistance, and Dysfunctional Corporate Culture. Dysfunctional Culture is one whose shared values and behavior are at odds with its long-term health.
41. “ The way in which someone or something functions ” “ .... to Perform ” Performance ….
42. The Concept of “a Balanced Universe” Simply doesn’t exist except in the minds of Politicians
44. Performance is Observed Behavior measured against a Benchmark 2 minutes 30 seconds
45. bench·mark (b nch märk ) noun 1. A standard by which something can be measured or judged: “Inflation . . . is a great distorter of seemingly fixed economic ideas and benchmarks” (Benjamin M. Friedman). bench·marked , bench·mark·ing , bench·marks To measure (a rival's product) according to specified standards in order to compare it with and improve one's own product.
46. The Triangle of Paradox Vested Interest Literal Truth Creative Insight .
47. The Triangle of Paradox Vested Interest wants : Mgmt. Control - Local Responsibility Literal Truth : Local Capacity & Capability Creative Insight : The Link is Information & Knowledge Management .
48. The real business that responsible Management should be involved in is the supply of Information Streams and Knowledge Management Processes to everyone involved in any Process that has a desired Outcome so that they can make Quality Decisions that have maximum acceptability by the System Value of a Decision = Quality X Acceptance
49. Management changes the Information and the Knowledge base “ If you can change the information streams into the mind, and directly contribute to knowledge acquisition, you can dramatically impact on attitude formation and behavior. Replace one thought with another, one pattern with another. And you can effectively change the outcome without interfering with the form! ” forces Transparency in Transactions forces Honesty forces Value Statements and adherence to Values and Behaviors “AI>TT>H>VS>V&B”
50. The Tools : Empowerment - Have access to everything required to make an informed quality decision with the overt support of the impacted infrastructure and Organization Benchmarks - The real metrics that enable genuine performance management and strategic decision processes to flourish Information - Free and ready access to every attribute that could impact on a decision process with full 360 0 feedback Knowledge Management - Processes and systems that encourage active learning and contribution to the benefit of the overall system
52. Use a Gap Analysis Process to understand the missing links and deficiencies that are revealed in any Review Applied at the lowest level
53. Training is about Skills. It is Task Orientated, and requires procedure, practice, and feedback. (“Getting the 80%”) You must provide the requisite Training ...
54. Coaching is about Performance. It is Achievement Orientated, and requires a program, feedback, peaking, arousal, and characteristic tension. (Getting the extra 20%) You must provide the requisite Coaching ...
55.
56. We need to always be mindful of where Information and Knowledge Management fit on the Interaction Grid
58. Skills Training is seen as a rational, low involvement (a considered or studied) activity. High Involvement Low Involvement Rational Emotional Learning Process - Facts & Figures, Processes, Systems Theory, Structure and Repetition.
59. Experiential Learning (on-the-job training) is considered a rational, high involvement activity. High Involvement Low Involvement Rational Emotional Experience Process Feedback, Trial & Error, Application of Theory & Systems, Physical Processes.
60. The Ego or Personality Activity (self-image) is considered as emotional, and high involvement. High Involvement Low Involvement Rational Emotional Self-Awareness - Application of Psychological values, Goal Setting, Values Self-Worth & Image
61. Situational Awareness is shown as an emotional, low involvement activity. High Involvement Low Involvement Rational Emotional The Observer - Intellectualize & Rationalize the WWWW WTW process.
62. xxxxxxxxx Within (time), the xxxx will xxxxxxx xxxxxxx(metric) and (metric) (performance statement) in (Organization) Barriers Relationships Beliefs & Attitudes Processes Systems Communication Organization Environment Attention Getting Mechanisms Trade Items Knowledge Management Information Systems Insights The Three Critical Icons Rational Emotional Transitional We should use the Barrier Model to “break through” existing Patterns
63. The hypothesis …... “In a Knowledge Society - the Information Age - accessibility to Information forces transparency in Human Relationships by enabling the Decision Maker to understand all the factors required in making the Decision”
64. “ This accessibility to Information in turn forces Honesty in Transactions, which force Value Statements, which forces adherence to Values and Behaviors - because Individuals can then compare Behavior and Performance from their Knowledge and Perceptions gained from exposure to the Information Streams”
65. DATA Data is defined as any objective information of a statistical or descriptive nature that solely considers the facts and or specifications of an object or a situation relating to an object. The purpose of DATA is to provide an unambiguous factual base of information from which cognitive and evaluative decisions can be made; comparisons of like to like can be made; assumptions concerning linear performance can be made; and observations regarding trending can be made. Example : The specification sheet for a piece of equipment; A usage record indicating functionality against set parameters; a maintenance record indicating elemental activity against a cost regimen .
66. INFORMATION I nformation is defined as any subjective information or observation that can be made about a situation relating to an object, or an event related to that object. In the main, Information is experiential, and may take the form of reports, stories, anecdotes, comments, or observations made during the evaluation, purchasing, installation, maintenance, use, transportation, storage, observation or decommissioning phase of an object. The purpose of INFORMATION is to provide an emotional context to the reality of using or experiencing an object, from which learning’s can be gained. These learning’s can then be applied to implement change management systems aimed at increasing the efficiency and utilization of the respective object or prevent someone else from experiencing the same conditions. Example : “When you use this you must watch out for an over-temp situation. If this exists, the quality of performance drops off appreciably, and it can be costly to repair.” “We found that we had to change out the filter every 130 hours, which is not what the specs indicate. If you let it go full term you could crack a manifold.”
67. KNOWLEDGE MANAGEMENT SYSTEMS are defined as those systems dedicated to the easy transmission and access of target-specific DATA and INFORMATION. The key aspect of a KMS is that access is unlimited, open, transparent, simple, intuitive, and current. 360 0 Feedback loops are incorporated as a prime facet of the communication protocols, and a critical element in the value statement is the concept of Network Theory. Knowledge Management Systems must always be aimed at the lowest common denominator in terms of connectivity, and must not exclude by technology design parameters. This may mean that the KMS exists in multiple distributed communication forms. A key aspect of any KMS is that the real needs and competencies of the Users are well understood before the design and implementation of any system, and that the relevance of the evolving Network is checked frequently.
68. Network Theory : The principle value of a Network is the number of People who make up that Network and the congruity of the network; The primary value is derived by the quality of the exchange between Users; The usefulness of a Network is proportional to the number of core and non-core tasks that look and feel the same to the user; It is accepted that in the best Network, there will be passive and active membership.
69. This new Behavioral Model suggests strongly that accessibility to Information forces : - Transparency in Transactions - Underwrites Honesty - Promotes Value Statements and - Adherence to Values and Behaviors
70. The use of modern Information Technology Platforms and Multimedia Applications gives us an unparalleled opportunity to affect behavior positively by fully distributing data and critical information to as many people as it is possible to reach using congruent Networks
71. The Potential Use of Information Systems and Knowledge Management to drive Desired Values and Behaviors in People Systems (to Achieve Measurable Outputs with Performance Based Metrics) [email_address]