Diversity involves differences in race, ethnicity, socioeconomic status, geographic location, academic and professional backgrounds, religious beliefs, political beliefs, sexual orientations, and life experiences. Inclusion puts diversity into action by creating an environment of involvement, respect, and connection where diverse perspectives and ideas are harnessed to create value and success. Having a diverse chapter enhances members' social development, expands their worldliness, promotes creative thinking, and enhances self awareness. The document encourages members to educate themselves on issues and consider impacts before speaking, texting, or posting on social media to avoid being misinterpreted and to represent the chapter and Greek life community positively.
LDS2014: Responsible, Global Leaders Outputlizzaiesecuk
This document discusses key leadership concepts including organizational happiness, leadership profile, values and perspectives, skills and competencies, and global awareness. It defines leadership as having values like courage and empathy, and skills like communication and problem solving. Global awareness is defined as having cultural competence including knowledge of different cultures. Responsibility is defined as having a duty to deal with issues and thinking about how one's actions impact others. The document suggests activities for developing future leadership, global awareness, and sense of responsibility.
Deborah McCoy will bring her diverse experiences and identities as an African American woman, formerly impoverished person, artist, community activist, global citizen, young professional, and board advisor to the Starting Bloc fellowship. She describes herself through various attributes related to her culture, upbringing, careers, and world views. McCoy believes that her combination of experiences and qualities allows her to contribute something more to the community.
The document discusses intercultural communication and skills. It emphasizes that successful intercultural interactions can inspire people to explore cultural differences, while negative interactions can cause frustration. Developing intercultural skills like open-mindedness, cultural self-awareness, flexibility and the ability to communicate effectively across cultures are important. Understanding one's own culture as well as different cultural norms, values and behaviors are keys to intercultural competence. Building respect and curiosity for other cultures helps create more positive intercultural experiences.
This document discusses analyzing your audience for public speaking. It is important to understand your audience's demographics like age, gender, education as well as psychographics like their values, beliefs, and attitudes. Understanding where your audience is coming from will help you connect with them and determine what information is most relevant. The environment you are speaking in, such as its location and acoustic properties, should also be considered when analyzing your audience. The overall message is that public speaking requires understanding your target audience inside and out so you can effectively engage them.
The document discusses how organizations can benefit from employing expats. It notes that expats can provide intercultural competencies that help organizations operate effectively in other cultures. Expats possess an understanding of both their home and host cultures, which allows them to act as cultural bridges. Their experiences living abroad also provide valuable social and business networks in other countries. Overall, expats strengthen an organization's ability to navigate cultural differences and build trust internationally.
Focus on understanding people from all backgrounds and viewpoints, relating to them, and collaborating to accomplish shared goals despite differing opinions, beliefs, or politics. Learn to identify the real issues in conflicts and work through emotionally charged disagreements without letting them derail progress.
Diversity involves differences in race, ethnicity, socioeconomic status, geographic location, academic and professional backgrounds, religious beliefs, political beliefs, sexual orientations, and life experiences. Inclusion puts diversity into action by creating an environment of involvement, respect, and connection where diverse perspectives and ideas are harnessed to create value and success. Having a diverse chapter enhances members' social development, expands their worldliness, promotes creative thinking, and enhances self awareness. The document encourages members to educate themselves on issues and consider impacts before speaking, texting, or posting on social media to avoid being misinterpreted and to represent the chapter and Greek life community positively.
LDS2014: Responsible, Global Leaders Outputlizzaiesecuk
This document discusses key leadership concepts including organizational happiness, leadership profile, values and perspectives, skills and competencies, and global awareness. It defines leadership as having values like courage and empathy, and skills like communication and problem solving. Global awareness is defined as having cultural competence including knowledge of different cultures. Responsibility is defined as having a duty to deal with issues and thinking about how one's actions impact others. The document suggests activities for developing future leadership, global awareness, and sense of responsibility.
Deborah McCoy will bring her diverse experiences and identities as an African American woman, formerly impoverished person, artist, community activist, global citizen, young professional, and board advisor to the Starting Bloc fellowship. She describes herself through various attributes related to her culture, upbringing, careers, and world views. McCoy believes that her combination of experiences and qualities allows her to contribute something more to the community.
The document discusses intercultural communication and skills. It emphasizes that successful intercultural interactions can inspire people to explore cultural differences, while negative interactions can cause frustration. Developing intercultural skills like open-mindedness, cultural self-awareness, flexibility and the ability to communicate effectively across cultures are important. Understanding one's own culture as well as different cultural norms, values and behaviors are keys to intercultural competence. Building respect and curiosity for other cultures helps create more positive intercultural experiences.
This document discusses analyzing your audience for public speaking. It is important to understand your audience's demographics like age, gender, education as well as psychographics like their values, beliefs, and attitudes. Understanding where your audience is coming from will help you connect with them and determine what information is most relevant. The environment you are speaking in, such as its location and acoustic properties, should also be considered when analyzing your audience. The overall message is that public speaking requires understanding your target audience inside and out so you can effectively engage them.
The document discusses how organizations can benefit from employing expats. It notes that expats can provide intercultural competencies that help organizations operate effectively in other cultures. Expats possess an understanding of both their home and host cultures, which allows them to act as cultural bridges. Their experiences living abroad also provide valuable social and business networks in other countries. Overall, expats strengthen an organization's ability to navigate cultural differences and build trust internationally.
Focus on understanding people from all backgrounds and viewpoints, relating to them, and collaborating to accomplish shared goals despite differing opinions, beliefs, or politics. Learn to identify the real issues in conflicts and work through emotionally charged disagreements without letting them derail progress.
This presentation is intended to be a compendium of information and resources on spiritual beliefs and practices of many different religious faiths and denominations currently prevalent in the United States.
This info is applicable to all but is designed primarily with caregiver's in the long-term care industry in mind.
This document discusses factors that influence consumer behavior in travel and tourism. It defines consumer behavior as how individuals, groups, and organizations select, purchase, use, and dispose of goods, services, ideas, and experiences to satisfy their needs and wants. It outlines that consumer behavior is influenced by personal factors such as age, occupation, personality, and lifestyle as well as social and cultural factors including cultural values, subcultures, reference groups, and socioeconomic class. Understanding these influences is important for marketers in travel and tourism industries.
This document compares and contrasts business and sports, highlighting both the individualistic nature but also the importance of teamwork. It notes that both rely on ambitious individuals but managing them can be difficult. While competition is fierce, the document emphasizes that true success comes from communication, delegating roles, and having a cohesive team that celebrates both individual and group achievements.
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace.
This document defines diversity and cultural competency in the workplace. It defines diversity as acceptance and respect of individuals' unique differences along dimensions such as race, gender, and beliefs. Workforce diversity refers to people with different qualities and cultural backgrounds. Diversity is important for organizations to build the best teams and be competitive globally. The document outlines four leadership competencies: personal literacy, social literacy, business literacy, and cultural literacy. It concludes by reflecting on improving cultural competency and working in a global society.
Self-disclosure is a process where one person reveals personal information about themselves such as thoughts, feelings, dreams, and likes/dislikes to another person. There are several purposes of self-disclosure, such as maintaining friendships, encouraging reciprocation in relationships, and opening up conversations. Factors that influence how much one discloses include characteristics of the discloser like age and personality, characteristics of the receiver like their acceptance and status, attributes of the relationship like the level of trust, and aspects of the situation like the level of privacy and warmth.
This document discusses managing diversity in the workplace. It defines diversity as differences between individuals in terms of gender, age, race, ethnicity, culture, religion, language, disability status, and other attributes. It also defines diversity consciousness as recognizing, appreciating, and utilizing diverse talents and contributions. The challenge of diversity in the workplace is improving integration and social acceptance of individuals from different backgrounds, as differences can interfere with cooperation. Areas of managing diversity include equal opportunity, affirmative action to recruit protected groups, and managing existing diversity to minimize issues while changing behaviors. Bias and assumptions that can impact diversity are also discussed.
Composing SMARTer Teams - a generic slide set from JazzthinkBrian Fraser
This is a generic slide set that gives you an idea of the basic approach we take in our sessions. We customize each engagement for our clients, working closely with their organizers. As you can see, it's interactive, intriguing, practical, and entertaining. We'd love to compose a session for you.
The document discusses several key ideas around leadership:
1) Leaders exist to serve others and lead by example to inspire people, rather than convince them of what to do.
2) An organization's brand and experiences are shaped by its people. A leader must focus on the experiences of those in the organization.
3) Successful leaders empower others to achieve their best work, listen to employees, and make them feel valued and consulted.
This document discusses managing diversity in the workplace. It defines diversity and identifies types of diversity including gender, age, race, ethnicity, culture, religion, disability and more. The challenge of diversity is integrating people from different backgrounds while acknowledging how human differences can interfere. Diversity consciousness is recognizing individual talents. Areas of workplace diversity include equal opportunity, affirmative action, and managing diversity to change behaviors and attitudes. The conclusion states that a diverse workforce benefits organizations and associates by creating a fair and competitive work environment.
The Peac Institute is an organization funded by the Tanimoto Peace Foundation that teaches youth about the negative impacts of war and develops their conflict resolution, mediation, and problem-solving skills through seminars, trips, and programs. The Institute aims to show participants that conflict is everywhere and that we must help each other, and its programs focus on empowering curious youth who have experienced or are at risk of experiencing conflict.
Diversity: Working Well With Others | Webinar 06.10.15BizLibrary
This document contains information about training videos and resources available from BizLibrary to improve employee performance. It includes contact information for Jessica Petry and Kathy Irish from BizLibrary and promotes their booth and free 30-day trial at an upcoming EXPO event. The document also lists video series available on topics like diversity, emotional intelligence, and working well with others.
Global management requires understanding different cultures and developing global people skills. Global people skills allow effective interpersonal and intercultural communication by understanding one's own personality and managing psychological responses. They include both interpersonal skills like giving feedback and evaluating people, as well as group skills like building teams, managing change, and strategic planning. In the merger of Daimler and Chrysler, several global people skills were missing that contributed to cultural conflicts, such as strategic planning failed to account for cultural differences, negotiations gave an unequal voice to the German and American sides, and people were unequally evaluated.
India's culture emphasizes collectivism, relationship building, and harmony over individual goals. Communication is high-context, relying on social cues rather than direct statements. Business practices tend to be more formal and focus on establishing relationships before discussing deals. There are distinct gender roles and a large power distance between men and women in Indian society. Overall, the document outlines some of the key cultural dimensions that impact communication and business practices in India, including collectivism, high-context communication, and formal relationship-building approaches.
Cultural Diversity in the Workplace by The Cultural Diversity CommitteeAtlantic Training, LLC.
This document discusses cultural diversity in the workplace. It defines culture as the cumulative knowledge, experiences, beliefs, and values held by a group. It emphasizes that cultural competence, understanding and appreciation of differences and similarities, is an ongoing process. Diversity in the workplace provides strength but also challenges individuals to respond effectively to a diverse environment. Valuing individual and group cultural differences is critical to achieving organizational goals. Forming diverse teams with different skill sets and backgrounds enhances creativity and decreases conflicts.
Diversity PowerPoint PPT Content Modern SampleAndrew Schwartz
140 slides include: the various aspects of diversity, understanding diversity, 4 examples of innovative diversity programs, 4 types of workforce benefits, 6 key goals of diversified corporations, diversity in business and how to efficiently manage your workforce, 8 leadership characteristics important to tackling diversity, enacting change, how to reword an issue, promoting safe communication outlets, the 4 areas impacted by diversity management, how to: recruit, retain, benchmark, train and communicate, the 3 stages of workforce demographic change, measuring productivity and investment potential, the 5 step process of organizational change, 6 slides on catering to your consumer market, 3 common methods of risk diversification, methods and programs organizations can use to diversify, and more.
Presentation at the first global edition of the Women Influence Community Forum (WIC-F) held in Paris, France, on 20 September, 2017, at the Ritz!
Watch a short “teaser” video about WIC-F, Paris, 2017:
https://youtu.be/UGzcuy562KA
Read key insight from WIC-F, Paris, 2017:
http://www.womeninfluence.club/media/key-ideas-and-insight-at-wic-f-paris-2017/
Read more information about WIC-F, Paris, 2017:
http://www.womeninfluence.club/projects/wic-f-global-paris-2017-archive/
Follow the WIC-F Facebook Page:
https://www.facebook.com/womeninfluencecommunity/
This presentation is intended to be a compendium of information and resources on spiritual beliefs and practices of many different religious faiths and denominations currently prevalent in the United States.
This info is applicable to all but is designed primarily with caregiver's in the long-term care industry in mind.
This document discusses factors that influence consumer behavior in travel and tourism. It defines consumer behavior as how individuals, groups, and organizations select, purchase, use, and dispose of goods, services, ideas, and experiences to satisfy their needs and wants. It outlines that consumer behavior is influenced by personal factors such as age, occupation, personality, and lifestyle as well as social and cultural factors including cultural values, subcultures, reference groups, and socioeconomic class. Understanding these influences is important for marketers in travel and tourism industries.
This document compares and contrasts business and sports, highlighting both the individualistic nature but also the importance of teamwork. It notes that both rely on ambitious individuals but managing them can be difficult. While competition is fierce, the document emphasizes that true success comes from communication, delegating roles, and having a cohesive team that celebrates both individual and group achievements.
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace.
This document defines diversity and cultural competency in the workplace. It defines diversity as acceptance and respect of individuals' unique differences along dimensions such as race, gender, and beliefs. Workforce diversity refers to people with different qualities and cultural backgrounds. Diversity is important for organizations to build the best teams and be competitive globally. The document outlines four leadership competencies: personal literacy, social literacy, business literacy, and cultural literacy. It concludes by reflecting on improving cultural competency and working in a global society.
Self-disclosure is a process where one person reveals personal information about themselves such as thoughts, feelings, dreams, and likes/dislikes to another person. There are several purposes of self-disclosure, such as maintaining friendships, encouraging reciprocation in relationships, and opening up conversations. Factors that influence how much one discloses include characteristics of the discloser like age and personality, characteristics of the receiver like their acceptance and status, attributes of the relationship like the level of trust, and aspects of the situation like the level of privacy and warmth.
This document discusses managing diversity in the workplace. It defines diversity as differences between individuals in terms of gender, age, race, ethnicity, culture, religion, language, disability status, and other attributes. It also defines diversity consciousness as recognizing, appreciating, and utilizing diverse talents and contributions. The challenge of diversity in the workplace is improving integration and social acceptance of individuals from different backgrounds, as differences can interfere with cooperation. Areas of managing diversity include equal opportunity, affirmative action to recruit protected groups, and managing existing diversity to minimize issues while changing behaviors. Bias and assumptions that can impact diversity are also discussed.
Composing SMARTer Teams - a generic slide set from JazzthinkBrian Fraser
This is a generic slide set that gives you an idea of the basic approach we take in our sessions. We customize each engagement for our clients, working closely with their organizers. As you can see, it's interactive, intriguing, practical, and entertaining. We'd love to compose a session for you.
The document discusses several key ideas around leadership:
1) Leaders exist to serve others and lead by example to inspire people, rather than convince them of what to do.
2) An organization's brand and experiences are shaped by its people. A leader must focus on the experiences of those in the organization.
3) Successful leaders empower others to achieve their best work, listen to employees, and make them feel valued and consulted.
This document discusses managing diversity in the workplace. It defines diversity and identifies types of diversity including gender, age, race, ethnicity, culture, religion, disability and more. The challenge of diversity is integrating people from different backgrounds while acknowledging how human differences can interfere. Diversity consciousness is recognizing individual talents. Areas of workplace diversity include equal opportunity, affirmative action, and managing diversity to change behaviors and attitudes. The conclusion states that a diverse workforce benefits organizations and associates by creating a fair and competitive work environment.
The Peac Institute is an organization funded by the Tanimoto Peace Foundation that teaches youth about the negative impacts of war and develops their conflict resolution, mediation, and problem-solving skills through seminars, trips, and programs. The Institute aims to show participants that conflict is everywhere and that we must help each other, and its programs focus on empowering curious youth who have experienced or are at risk of experiencing conflict.
Diversity: Working Well With Others | Webinar 06.10.15BizLibrary
This document contains information about training videos and resources available from BizLibrary to improve employee performance. It includes contact information for Jessica Petry and Kathy Irish from BizLibrary and promotes their booth and free 30-day trial at an upcoming EXPO event. The document also lists video series available on topics like diversity, emotional intelligence, and working well with others.
Global management requires understanding different cultures and developing global people skills. Global people skills allow effective interpersonal and intercultural communication by understanding one's own personality and managing psychological responses. They include both interpersonal skills like giving feedback and evaluating people, as well as group skills like building teams, managing change, and strategic planning. In the merger of Daimler and Chrysler, several global people skills were missing that contributed to cultural conflicts, such as strategic planning failed to account for cultural differences, negotiations gave an unequal voice to the German and American sides, and people were unequally evaluated.
India's culture emphasizes collectivism, relationship building, and harmony over individual goals. Communication is high-context, relying on social cues rather than direct statements. Business practices tend to be more formal and focus on establishing relationships before discussing deals. There are distinct gender roles and a large power distance between men and women in Indian society. Overall, the document outlines some of the key cultural dimensions that impact communication and business practices in India, including collectivism, high-context communication, and formal relationship-building approaches.
Cultural Diversity in the Workplace by The Cultural Diversity CommitteeAtlantic Training, LLC.
This document discusses cultural diversity in the workplace. It defines culture as the cumulative knowledge, experiences, beliefs, and values held by a group. It emphasizes that cultural competence, understanding and appreciation of differences and similarities, is an ongoing process. Diversity in the workplace provides strength but also challenges individuals to respond effectively to a diverse environment. Valuing individual and group cultural differences is critical to achieving organizational goals. Forming diverse teams with different skill sets and backgrounds enhances creativity and decreases conflicts.
Diversity PowerPoint PPT Content Modern SampleAndrew Schwartz
140 slides include: the various aspects of diversity, understanding diversity, 4 examples of innovative diversity programs, 4 types of workforce benefits, 6 key goals of diversified corporations, diversity in business and how to efficiently manage your workforce, 8 leadership characteristics important to tackling diversity, enacting change, how to reword an issue, promoting safe communication outlets, the 4 areas impacted by diversity management, how to: recruit, retain, benchmark, train and communicate, the 3 stages of workforce demographic change, measuring productivity and investment potential, the 5 step process of organizational change, 6 slides on catering to your consumer market, 3 common methods of risk diversification, methods and programs organizations can use to diversify, and more.
Presentation at the first global edition of the Women Influence Community Forum (WIC-F) held in Paris, France, on 20 September, 2017, at the Ritz!
Watch a short “teaser” video about WIC-F, Paris, 2017:
https://youtu.be/UGzcuy562KA
Read key insight from WIC-F, Paris, 2017:
http://www.womeninfluence.club/media/key-ideas-and-insight-at-wic-f-paris-2017/
Read more information about WIC-F, Paris, 2017:
http://www.womeninfluence.club/projects/wic-f-global-paris-2017-archive/
Follow the WIC-F Facebook Page:
https://www.facebook.com/womeninfluencecommunity/
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
2. “Character is far more important than
intellect in making a man a good citizen
or successful at his calling –
meaning by character not only such
qualities as honesty and truthfulness
but courage, perseverance, and self-reliance.”
~ Theodore Roosevelt