MIDTERM - CHANGE MANAGEMENT - GROUP1 (2).pptx
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The document discusses personality types and team dynamics. It begins by listing the names and student IDs of 9 team members. It then discusses how the Myers-Briggs Type Indicator (MBTI) sorts personalities into 16 types that can be further grouped into 4 categories. The document provides an overview of each category's traits. It emphasizes that while team members may share a personality trend, individuals still have differences in thinking and decision-making. The rest of the document outlines how the team would manage a challenging change by following each other's pace of work, giving ideas actively, thinking through information together, and allocating roles clearly with the goal of high marks.
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The document discusses the Myers-Briggs Type Indicator (MBTI) personality assessment. It describes MBTI as providing benefits such as improving self-awareness, communication skills, leadership, and managing stress. It outlines the four dichotomies measured by MBTI: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. It cautions that MBTI terms should not be interpreted literally. It also provides descriptions of the 16 personality types indicated by combinations of the preferences.
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2) It provides descriptions of each style's preferred way of thinking, learning, communicating, and solving problems.
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Instructions: Please select from each pair of attributes the one which is most typical of your personality. No pair is an either-or proposal. Make your choice as spontaneously as possible. There is no wrong answer.
1. I like action.
2. I deal with problems in a systematic way.
3. I believe that teams are more effective than individuals.
4. I enjoy innovation very much.
5. I am more interested in the future than in the past.
6. I enjoy working with people.
7. I like to attend well-organized group meetings.
8. Deadlines are important for me.
9. I cannot stand procrastination.
10. I believe that new ideas have to be tested before being used.
11. I enjoy the stimulation of interaction with others.
12. I am always looking for new possibilities.
13. I want to set up my own objectives.
14. When I start something, I go through until the end.
15. I basically try to understand other people’s emotions.
16. I do challenge people around me.
17. I look forward to receiving feedback on my performance.
18. I find the step-by-step approach very effective.
19. I think I am good at reading people.
20. I like creative problem solving.
21. I extrapolate and project all the time.
22. I am sensitive to others’ needs.
23. Planning is the key to success.
24. I become impatient with long deliberations.
25. I am cool under pressure.
26. I value experience very much.
27. I listen to people.
28. People say that I am a fast thinker.
29. Cooperation is a key word for me.
30. I use logical methods to test alternatives.
31. I like to handle several projects at the same time.
32. I always question myself.
33. I learn by doing.
34. I believe that my head rules my heart.
35. I can predict how others may react to a certain action.
36. I do not like details.
37. Analysis should always precede action.
38. I am able to assess the climate of a group.
39. I have a tendency to start things and not finish them up.
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42. I rely on observation and data.
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45. I enjoy reading very much.
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47. I like to focus on one issue at a time.
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Knowing your learning style can accelerate your learning as you undertake activities that best fit your preferred style.
Knowing your learning style can also help avoid repeating mistakes by undertaking activities that strengthen other styles For example, if you tend to “jump in at the deep end”, consider spending time reflecting on experiences before taking action.
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Instructions: Please select from each pair of attributes the one which is most typical of your personality. No pair is an either-or proposal. Make your choice as spontaneously as possible. There is no wrong answer.
1. I like action.
2. I deal with problems in a systematic way.
3. I believe that teams are more effective than individuals.
4. I enjoy innovation very much.
5. I am more interested in the future than in the past.
6. I enjoy working with people.
7. I like to attend well-organized group meetings.
8. Deadlines are important for me.
9. I cannot stand procrastination.
10. I believe that new ideas have to be tested before being used.
11. I enjoy the stimulation of interaction with others.
12. I am always looking for new possibilities.
13. I want to set up my own objectives.
14. When I start something, I go through until the end.
15. I basically try to understand other people’s emotions.
16. I do challenge people around me.
17. I look forward to receiving feedback on my performance.
18. I find the step-by-step approach very effective.
19. I think I am good at reading people.
20. I like creative problem solving.
21. I extrapolate and project all the time.
22. I am sensitive to others’ needs.
23. Planning is the key to success.
24. I become impatient with long deliberations.
25. I am cool under pressure.
26. I value experience very much.
27. I listen to people.
28. People say that I am a fast thinker.
29. Cooperation is a key word for me.
30. I use logical methods to test alternatives.
31. I like to handle several projects at the same time.
32. I always question myself.
33. I learn by doing.
34. I believe that my head rules my heart.
35. I can predict how others may react to a certain action.
36. I do not like details.
37. Analysis should always precede action.
38. I am able to assess the climate of a group.
39. I have a tendency to start things and not finish them up.
40. I perceive myself as decisive.
41. I search for challenging tasks.
42. I rely on observation and data.
43. I can express my feelings openly.
44. I like to design new projects.
45. I enjoy reading very much.
46. I perceive myself as a facilitator.
47. I like to focus on one issue at a time.
48. I like to achieve.
49. I enjoy learning about others.
50. I like variety.
51. Facts speak for themselves.
52. I use my imagination as much as possible.
53. I am impatient with long, slow assignments.
54. My mind never stops working.
55. Key decisions have to be made in a cautious way.
56. I strongly believe that people need each other to get work done.
57. I usually make decisions without thinking too much.
58. Emotions create problems.
59. I like to be liked by others.
60. I can put two and two together very quickly.
61. I try out my ...
Corner pieces square to triangle
The document discusses different personality styles - Meditative, Intuitive, Directive, and Negotiative - and how people with different styles may perceive themselves and others. It provides brief descriptions of each style's characteristics and thinking preferences. People tend to see those most like themselves accurately, while seeing those most different in more contrasting or contradictory terms.
Learningstyles
There are different learning styles that people have for taking in and processing information. The main learning styles are activist, reflector, theorist, and pragmatist. It is important to understand your own learning style so you can learn more effectively by applying that style. The document provides descriptions of each learning style and suggestions for how people with those styles learn most and least effectively. It encourages taking a learning style questionnaire to determine your preferred style.
Learning Styles : One Style Doesn't Fit All
The document discusses different learning styles and how understanding learning styles can help people work together more effectively. It describes four main learning styles: diverging (creators), assimilating (planners), converging (decision makers), and accommodating (do-ers). Understanding one's own learning style and the styles of others can help tailor communication and tasks to people's strengths. This allows for better motivation, commitment to goals, and collaboration within teams where members have diverse styles.
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This document discusses different learning styles and how understanding learning styles can help people work together more effectively. It describes Kolb's learning styles model which identifies four types of learners - creators, planners, decision-makers, and doers - based on how they prefer to take in and process information. The document advocates identifying individual and team learning styles so leaders can optimize how they provide information and guidance to different learners. Understanding learning styles helps explain why some people work well together while others are frustrated, and it allows teams to leverage their collective strengths.
Competency Framework-CMO
This document provides a competency framework for the role of Chief Marketing Officer (CMO) that was prepared by K.M.Nurullah. It outlines four categories of competencies - core competencies, leadership competencies, emotional competencies, and behavioral/managerial/technical competencies. Under each category, it lists and describes the key competencies required for the CMO role such as accountability, customer focus, communication, decision making, integrity, innovation, and strategic awareness.
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This document discusses different brain styles - the logical left side and intuitive right side. It then describes four different types of thinkers: the Knower, Conciliator, Conceptor, and Deliberatior. For each type, it provides information on their typical reactions at different points in time, how others may perceive them, and what they are looking for. It also discusses how each type approaches projects and how to best communicate with each type to make them most effective. The four types are analytical thinkers, empathetic reconcilers, creative visionaries, and systematic planners respectively.
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This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
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Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
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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.
一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
How to Buy an Engagement Ring.pcffbhfbfghfhptx
Dive into this presentation and learn about the ways in which you can buy an engagement ring. This guide will help you choose the perfect engagement rings for women.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
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Industrial Tech SW: Category Renewal and Creation
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
The Genesis of BriansClub.cm Famous Dark WEb Platform
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
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DearbornMusic-KatherineJasperFullSailUni
My powerpoint presentation for my Music Retail and Distribution class at Full Sail University
Digital Transformation Frameworks: Driving Digital Excellence
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
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MIDTERM - CHANGE MANAGEMENT - GROUP1 (2).pptx
- 2. Nguyễn Nữ Minh Trinh-718H2048 Nguyễn Hồng Nguyên - 718H0958 Trần Kim Ngọc Nữ - 718H0341 Đỗ Thị Hồng Thi - 718H2014 Trương Kim Phụng - 718H0343 Hồ Thị Thùy Trang – 718H0382 Trần Nguyễn Thanh Tuyền - 718H2056 Phạm Lê Linh - 718H0920 Mai Tuyết Nhi - 718H0971
- 3. In what ways do you fit the various profiles and in what ways do you differ? How would you deal with someone like this when going through a challenging change process? How do you like to be managed through change?
- 4. There are 16 MBTI types, we have found that grouping them into four groups.
- 5. Dislikes abstract concepts Avoids confrontation Dislikes change - Less interested in the new and more interested in the familiar. - Stability and control, stubborn and conservative Practical Sensitive Eye for detail
- 6. An information-gathering process, focuses on ideas, perspectives, theories, visions, stories, symbols, and metaphors. • Innovative • Strategic • Insightful • Subjective • Lack of flexibility in some case Take in the information in the present , form conclusions based on implications and consequences.
- 7. • Funny and energetic • Observant • Make decisions quickly • Strong social skills • Act impusively • Insensitive • Easily bored Focus on outside world, use action to get things done. Live in the now Find joy and purpose through interactions with other people, culture, and nature
- 8. • Optimistic • Love to make new friends and build social relationships • Reality, openness, freedom • Practical mind passionate • Difficulty absorbing abstract theories • Easy come, easy go • No planning • Impulsive
- 9. Through the MBTI survey, the results partly reflect the personality trend of the group Similar character There are still differences in thinking and decision making when working together
- 10. would you deal with someone like this when going through a challenging change process?
- 11. Quite at first Follow the pace of work Gives their ideas actively Reluctant to change Need others explaination to understand Attention to concrete facts and details Think and listen to other ideas Analyze information to discuss Complete their tasks Having comprehenive insights Giving solutions for any issues Think long and hard
- 12. Observant, picking up on details Making decisions quickly Based on emotional inspiration Communicating well Giving clear plans Connect team membera Assigning creative task Reminding others working on right plans More interested in new innovative, and novel solution. Creating new ideas Not to push their ideas onto others
- 13. We use the Tuckman model as a way to define focus and develop the team
- 14. Primary purpose is to work together to deal with assignments. The leader is who recieves the highest from others Different ways of thinking and interpreting questions, thinking and don’t listen to others For example: show basic theory , compare the 4 personality Team's norm is listening and understanding to reach the goal. Willing to support each other when any issues appear, which avoids debate
- 15. • Firstly, the purpose is high marks in the midterm test (particularly 10 point ) • Finally, roles of all members are allocated clearly Clarity: => Set rules Developing based on the general personality trend of the team Common weakness of the IS group is conservative, less creative
- 16. Development based on the strengths of the Thoughtful Realists personality group Improve the shortcomings (conservative personality) and team communication
- 17. Members of the same personality still have different ways, not exactly the same as the theory Learning personality group help future work, resolve conflicts Better understaning own personality