Let's Talk about the "I" in Agile (Italian Version)
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The document discusses several concepts related to Agile principles and behaviors. It states that Agile is a paradigm or pattern of behavior rather than a political ideology or mindset. An Agile team can exist within a command and control environment if they exhibit certain behaviors like working in short cycles and adjusting based on outcomes. The document also discusses ideas like simplicity from the Agile Manifesto, as well as concepts like "nudges" from behavioral science which aim to influence decisions in a positive but non-forced manner.
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Let's Talk about the "I" in Agile
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This document provides summaries and prices for various social science homework assignments for sale, including papers on health care systems, cults and religion, brain studies, legal documents, philosophy, organizations, and more. The summaries range from a few sentences to a short paragraph and include the title and price of each assignment.
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Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective families. So, as the manager rewards all of his employees with money, it’s hard for him or her to unde.
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TitleABC123 Version X1Strategic Management Framework.docx
Title
ABC/123 Version X
1
Strategic Management Framework
TMGT/550 Version 6
1
University of Phoenix MaterialStrategic Management Framework
I. Formulation
a. Analysis
i. Internal Environment
ii. Industry Environment
iii. External Environment
b. Strategy
i. Risks
ii. Corporate Strategy
iii. Scope
c. Goals
i. Policies
ii. Objectives
iii. Measurements, Metrics and Reporting
II. Implementation
a. Structure
i. Organizational Chart
ii. Initiatives/Programs
iii. Partners/Mergers/Acquisitions
b. Feedback
i. Budget
ii. Incentives
iii. Evaluation
Copyright © XXXX by University of Phoenix. All rights reserved.
Copyright © 2016 by University of Phoenix. All rights reserved.
Can you identify any principles of justice which are being or may be violated by participants in the fast-fashion industry? What principles are violated by the corporate decision-makers? By the employees? By the consumers?
As demonstrated in the film, some economists argue that conditions in garment factories, bad as they may be, are better opportunities for workers in “developing” countries than they would have otherwise. After watching this film, do you buy this argument? Even if the argument is true, does that mean that conditions should not be improved? How are women’s rights particularly affected?
Compare the conditions for garment workers you saw in the film to those in factories in the U.S. in the early 20th century. How are they similar and how are they different? Compare the conditions for garment workers to conditions for factory workers in the United States and other Western countries today. What is the difference? What do you think makes conditions better in some countries? What allowed workers in the West to secure better working conditions, higher salaries, health insurance, and a chance at entering the middle class?
How important is collective bargaining to workers’ rights? When workers organized and protested the labor conditions in the film, they were met with a fierce backlash from their employers and state forces. Why is worker organizing and collective bargaining so threatening to employers and governments?
Given that labor and environmental laws are weaker in “developing” countries, are fast fashion companies’ voluntary codes of conduct sufficient to improve working conditions in garment factories? If not, how can domestic and international law be changed to make this improvement?
How can consumers affect change on this model? As experts posit in the film, consuming more can have a negative effect on your psyche. Can a change in your consumption habits improve your well-being? How can it improve the well-being of others?
As consumers what can we do? With so much recognized wrong in the world, how important are the issues raised here? Think about a single mother with four children to feed. Should she feel justified in shopping at Wal-Mart or elsewhere considering her kids will grow out of the clothes in a few months? If you are a univ ...
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Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
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Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective fam.
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Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective families. So, as the manager rewards all of his employees with money, it’s hard for .
Self-Organisation and its influence on the organisational reality.
This presentation shows how our understanding of self-organisation and organisational reality is influenced by the history of management when framed in the context of sciences of certainty. I then show how the organisational reality could be understood taken the perspective of sciences of uncertainty. This work is influenced and inspired by the works of Ralph Stacey and many personal observations when training and coaching organisations the empirical process control. This topic was presented during the Agile By Example conference held in Warsaw on October 4-5, 2012 and later during Self-Organisation workshop at ASC Eindhoven (Agile & Software Craftsmanship) on October 18, 2012.
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The document provides guidance on critically analyzing popular culture works through examining both their context and content. It emphasizes the importance of considering the context, such as the intended audience, socio-political climate, and any corporate or ideological influences. When assessing the content, it recommends analyzing elements like genre, plot, characters, narrative elements, and interpreting different levels of meaning. The tools outlined help readers develop a sophisticated understanding of popular culture.
14b 2 t4_chapterfourteenpowerpoint
The document provides guidance on critically analyzing popular culture works through examining both their context and content. It emphasizes the importance of considering the context, such as the intended audience, socio-political climate, and any underlying agendas. When assessing the content, it recommends analyzing elements like genre, plot, characters, narrative impact, and levels of interpretation. The tools outlined help readers look beneath the surface and draw meaningful insights about the influences and reflections of society within various popular works.
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This document provides summaries and prices for various social science homework assignments for sale, including papers on health care systems, cults and religion, brain studies, legal documents, philosophy, organizations, and more. The summaries range from a few sentences to a short paragraph and include the title and price of each assignment.
Social science homework help
This document provides summaries and prices for various social science homework assignments for sale, including papers on health care systems, cults and religion, brain studies, legal documents, philosophy, organizations, and leadership. The summaries range from a few sentences to a short paragraph and include the title and price for the full paper available for purchase.
Social science homework help
This document provides summaries and prices for various social science homework assignments for sale, including papers on health care systems, cults and religion, brain studies, legal documents, philosophy, organizations, and more. The summaries range from a few sentences to a short paragraph and include the title and price of each assignment.
Social science homework help
This document provides summaries and prices for various social science homework assignments for sale, including papers on health care systems, cults and religion, brain studies, legal documents, philosophy, organizations, and more. The summaries range from a few sentences to a short paragraph and include the title and price of each assignment.
Week 3 Lecture 1 Problems in Person Perception”Salutations Clas.docx
Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective families. So, as the manager rewards all of his employees with money, it’s hard for him or her to unde.
Sense-making
The document discusses several key concepts related to understanding organizations, including sense-making, interpretation, organizational dysfunction, different styles of organizing, perceived divisions within organizations, and images and metaphors used to understand organizations. It also examines the relationship between individuals and organizations and compares espoused theories of organizing to theories in use.
TitleABC123 Version X1Strategic Management Framework.docx
Title
ABC/123 Version X
1
Strategic Management Framework
TMGT/550 Version 6
1
University of Phoenix MaterialStrategic Management Framework
I. Formulation
a. Analysis
i. Internal Environment
ii. Industry Environment
iii. External Environment
b. Strategy
i. Risks
ii. Corporate Strategy
iii. Scope
c. Goals
i. Policies
ii. Objectives
iii. Measurements, Metrics and Reporting
II. Implementation
a. Structure
i. Organizational Chart
ii. Initiatives/Programs
iii. Partners/Mergers/Acquisitions
b. Feedback
i. Budget
ii. Incentives
iii. Evaluation
Copyright © XXXX by University of Phoenix. All rights reserved.
Copyright © 2016 by University of Phoenix. All rights reserved.
Can you identify any principles of justice which are being or may be violated by participants in the fast-fashion industry? What principles are violated by the corporate decision-makers? By the employees? By the consumers?
As demonstrated in the film, some economists argue that conditions in garment factories, bad as they may be, are better opportunities for workers in “developing” countries than they would have otherwise. After watching this film, do you buy this argument? Even if the argument is true, does that mean that conditions should not be improved? How are women’s rights particularly affected?
Compare the conditions for garment workers you saw in the film to those in factories in the U.S. in the early 20th century. How are they similar and how are they different? Compare the conditions for garment workers to conditions for factory workers in the United States and other Western countries today. What is the difference? What do you think makes conditions better in some countries? What allowed workers in the West to secure better working conditions, higher salaries, health insurance, and a chance at entering the middle class?
How important is collective bargaining to workers’ rights? When workers organized and protested the labor conditions in the film, they were met with a fierce backlash from their employers and state forces. Why is worker organizing and collective bargaining so threatening to employers and governments?
Given that labor and environmental laws are weaker in “developing” countries, are fast fashion companies’ voluntary codes of conduct sufficient to improve working conditions in garment factories? If not, how can domestic and international law be changed to make this improvement?
How can consumers affect change on this model? As experts posit in the film, consuming more can have a negative effect on your psyche. Can a change in your consumption habits improve your well-being? How can it improve the well-being of others?
As consumers what can we do? With so much recognized wrong in the world, how important are the issues raised here? Think about a single mother with four children to feed. Should she feel justified in shopping at Wal-Mart or elsewhere considering her kids will grow out of the clothes in a few months? If you are a univ ...
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Let's Talk about the "I" in Agile (Italian Version)
- 1. Let’s talk about the “I” in Agile. Johan Duque @JohanDukke
- 2. nd v duals nteract ons Work ng Software Stor es Collaborat on Pr nc ples S mpl c ty Parad gms Behav or Sk lls Techn ques Pragmat sm Att tude
- 3. nd v duals nteract ons Work ng Software Stor es Collaborat on Pr nc ples S mpl c ty Parad gms Behav or Sk lls Techn ques 3 Pragmat sm Att tude
- 4. Ag leLet’s talk about it!
- 5. Agile is a paradigm, Not a dogma! It is actually meant to make things easier. Not to complicate them. Keep on mind that:
- 6. Robert Martin The word "paradigm" means "pattern". Agile describes a pattern of behavior. Agile is a paradigm. That pattern of behavior is recognizable on the surface based on behavior. It does not require you to look into the hearts of those who execute it. It does not represent a political ideology. It is not a mindset. I once overheard a young agilista say to his mentor that Agile was driven by a kind of leftist idealism: Liberté, égalité, fraternité. This is incorrect. A team can be just as agile in a deeply command and control environment. If you want to know if a team is agile, just look at how they behave. Are they working in very short cycles (1-2 weeks)? Are they adjusting course based on short term outcomes? Are their choices based upon current estimates of business value? Is their output high in technical quality? Do they maintain consistent velocity? These are all aspects of agile behavior. If you see such behavior, the team is agile. If you don't see that behavior, the team is not agile.
- 7. “Agile describes a pattern of behavior.”
- 8. “A team can be just as agile in a deeply command and control environment.”
- 9. “If you want to know if a team is agile, just look at how they behave.”
- 10. We can certainly be Agile in an Agile environment!
- 11. But…
- 12. What about being Agile in an unagile context?
- 13. What about being Agile in an unagile context?
- 15. ) http://agilemanifesto.org/principles.html Simplicity --the art of maximizing the amount of work not done-- is essential.
- 17. Richard William Wheaton III (born July 29, 1972) American actor, blogger, voice actor, and writer. He is known for his portrayals of Wesley Crusher on the television series Star Trek: The Next Generation, Gordie Lachance in the film Stand by Me, Joey Trotta in Toy Soldiers as well as Bennett Hoenicker in Flubber. Wheaton has also appeared in recurring roles as Aqualad in Teen Titans, Cosmic Boy on the Legion of Super Heroes and Mike Morningstar/ Darkstar in the Ben 10universe. He has as well regularly appeared as a fictionalized version of himself on the CBS sitcom The Big Bang Theory and in the roles of Colin Mason on Leverage and Dr. Isaac Parrish on Eureka. Wheaton is also the host and co-creator of the YouTube board game show TableTop.
- 18. A Dick, is a pejorative term for individuals who are considered to be rude, arrogant, abrasive, inconsiderate. In this context, it can be used interchangeably with jerk.
- 19. HOW TO NOT BE A DICK a simple guide… Start Are you being a dick? Don’t be a dick! Awesome, you’re making good choices! Yes No
- 20. Choices
- 21. Make conscious choices. For every decision a customer makes, you take a bunch of them, so take always time to do what’s right (Agile). As part of the digital revolution, you’re changing the world! After all, the only way to be right about the future, is to make the future yourself.
- 22. Busy is not equals to productive Physical work has a clear start and stop point. Cognitive work never ends.
- 23. BUSY PRODUCTIVE VS Busy is not equal to productive Physical work has a clear start and stop point. Cognitive work never ends. Many priorities Say yes quickly Talk too much Multitasking Respond quickly to notifications Few priorities say no (or yes slowly) Let results do the talking Focus in a single task Take time to answer
- 24. Identify Team Toxins They are: - Blaming/Criticism - Defensiveness - Contempt - Stonewalling Used frequently they become highly destructive to relationships – both personal and professional.
- 25. GOLDEN “Do unto others as you would have them do unto you.” PLATINUM “How you want to be treated is not as important as how the other person wants to be treated.” VS
- 26. • Use an “I” to explain needs • Assume your responsibility • Build a nice culture, appreciate • Take a break and relax yourself • Blaming/Criticism • Defensiveness • Contempt • Stonewalling ANTIDOTES TO TEAM TOXINS
- 28. ) Richard H. Thaler 2017 Nobel Prize for Economics Behavioural science and economics at the University of Chicago Co-author of the 2008 best-seller “Nudge” has “built a bridge between the economic and psychological analyses of individual decision-making,”
- 29. )
- 30. Nudge Is a concept in behavioural science, political theory and economics which proposes positive reinforcement and indirect suggestions to try to achieve non-forced incentives and decision making of groups and individuals. A nudge is any aspect of the choice architecture that alters people's behaviour in a predictable way. To count as a mere nudge, the intervention must be easy and cheap to avoid. Nudges are not mandates.
- 31. “By knowing how people think, we can make it easier for them to choose what is best for them, their families and society.” Richard Thaler
- 32. Summary…
- 33. Nudge Theory
- 35. Johan Duque @JohanDukke • http://agilemanifesto.org/principles.html • https://www.toonpool.com/cartoons/Compressed_119451 Marcelo Rampazzo • https://en.wikipedia.org/wiki/Wesley_Crusher • http://www.wheatonslaw.com/ • https://www.agilealliance.org/agile101/12-principles-behind-the-agile-manifesto • https://www.usimprints.com/blog/7-nudging-examples/ • http://www.alessandra.com/abouttony/aboutpr.asp • http://www.beyondtheleadingedge.com/news/teams/the-four-team-toxins/ Useful links