This document provides an overview of a Talent Insights report for an individual named Usra Mohamed. The report analyzes their behavioral style, motivators, and how their behaviors and motivators integrate. It examines their behaviors in four dimensions: how they respond to problems/challenges, influence others, respond to pace, and respond to rules/procedures. The report then provides general characteristics of their style, how they add value to an organization, tips for communicating with them effectively and ineffectively, and how others may perceive them under different conditions based on their responses.
This document provides a summary of a Talent Insights report for Cassie StJohn. The report analyzes Cassie's behaviors, motivators, and how those integrate. It describes her behavioral style, including how she responds to problems, influences others, handles pace, and follows rules. It also discusses her motivators and how her behaviors and motivators blend together. The report is intended to help Cassie and others understand her talents to improve personal and professional development and satisfaction.
The document provides an in-depth behavioral analysis for an individual named Dusty Ray. It examines his behaviors, motivators, communication preferences, ideal work environment and how others may perceive him under different conditions. The analysis is based on Dusty's responses to a behavioral assessment and is intended to provide insight into working effectively with him through understanding his natural talents and style.
The document is a behavioral assessment report for Perla Vasquez. It analyzes her behavioral style, noting that she tends to be steady, easygoing, and likes to focus on one task at a time. It also discusses how she responds to problems, influences others, responds to her environment's pace, and follows rules/procedures. The report provides tips on effectively communicating with her, highlighting her preference for sincerity, written definitions of problems, and assurances over rapid, domineering, or threatening communication styles.
- The document provides an analysis of Stephen Motau's behavioral style based on his responses to questions about how he responds in different situations.
- It analyzes four dimensions of his normal behavior: how he responds to problems/challenges, how he influences others, how he responds to the pace of his environment, and how he responds to rules/procedures set by others.
- The report provides general characteristics of Stephen's work style based on his responses. It describes how he naturally prefers to accomplish goals, build relationships, make decisions, and communicate. It also provides tips for effectively communicating with him and things to avoid.
Justino's behavioral style report analyzes his natural behavior and how he responds in various situations. It identifies his strengths, such as being people-oriented, optimistic, and good at building relationships. It also cautions that he may be unrealistic in evaluating people and too lenient in disciplining them. The report provides tips on communicating effectively with Justino and how others may perceive him under different conditions in order to improve workplace interactions.
This behavioral assessment report provides a summary of Mostafa Ramezani's natural behavioral tendencies and management style based on his responses. It finds that he is friendly, persuasive, and extroverted, seeking approval from others. As a manager, he prefers a democratic style, values team consensus, and can struggle with negative decisions.
This document provides a behavioral assessment report for Andesia Tifani Wiratama based on a assessment conducted on 4-1-2012. The report contains two main sections - behaviors and motivators. The behaviors section analyzes Andesia's behavioral style and how he interacts with others. It provides insights into his natural talents and how he sees himself and how others may see him. The motivators section examines what drives Andesia's actions. The report aims to help Andesia better understand himself in order to improve interactions, performance and satisfaction.
Physician practice managers need strong leadership skills to successfully manage a practice. While skills like communication, problem solving, and business acumen are important, emotional intelligence skills are particularly crucial. Emotional intelligence includes self-awareness, self-regulation, motivation, empathy, and social skills. These skills allow managers to understand themselves and others, control disruptive impulses, motivate employees, empathize with staff, and build relationships. Managers with emotional intelligence are able to create a positive work environment and culture with satisfied employees, leading to good patient experiences and satisfaction.
This document provides a summary of a Talent Insights report for Cassie StJohn. The report analyzes Cassie's behaviors, motivators, and how those integrate. It describes her behavioral style, including how she responds to problems, influences others, handles pace, and follows rules. It also discusses her motivators and how her behaviors and motivators blend together. The report is intended to help Cassie and others understand her talents to improve personal and professional development and satisfaction.
The document provides an in-depth behavioral analysis for an individual named Dusty Ray. It examines his behaviors, motivators, communication preferences, ideal work environment and how others may perceive him under different conditions. The analysis is based on Dusty's responses to a behavioral assessment and is intended to provide insight into working effectively with him through understanding his natural talents and style.
The document is a behavioral assessment report for Perla Vasquez. It analyzes her behavioral style, noting that she tends to be steady, easygoing, and likes to focus on one task at a time. It also discusses how she responds to problems, influences others, responds to her environment's pace, and follows rules/procedures. The report provides tips on effectively communicating with her, highlighting her preference for sincerity, written definitions of problems, and assurances over rapid, domineering, or threatening communication styles.
- The document provides an analysis of Stephen Motau's behavioral style based on his responses to questions about how he responds in different situations.
- It analyzes four dimensions of his normal behavior: how he responds to problems/challenges, how he influences others, how he responds to the pace of his environment, and how he responds to rules/procedures set by others.
- The report provides general characteristics of Stephen's work style based on his responses. It describes how he naturally prefers to accomplish goals, build relationships, make decisions, and communicate. It also provides tips for effectively communicating with him and things to avoid.
Justino's behavioral style report analyzes his natural behavior and how he responds in various situations. It identifies his strengths, such as being people-oriented, optimistic, and good at building relationships. It also cautions that he may be unrealistic in evaluating people and too lenient in disciplining them. The report provides tips on communicating effectively with Justino and how others may perceive him under different conditions in order to improve workplace interactions.
This behavioral assessment report provides a summary of Mostafa Ramezani's natural behavioral tendencies and management style based on his responses. It finds that he is friendly, persuasive, and extroverted, seeking approval from others. As a manager, he prefers a democratic style, values team consensus, and can struggle with negative decisions.
This document provides a behavioral assessment report for Andesia Tifani Wiratama based on a assessment conducted on 4-1-2012. The report contains two main sections - behaviors and motivators. The behaviors section analyzes Andesia's behavioral style and how he interacts with others. It provides insights into his natural talents and how he sees himself and how others may see him. The motivators section examines what drives Andesia's actions. The report aims to help Andesia better understand himself in order to improve interactions, performance and satisfaction.
Physician practice managers need strong leadership skills to successfully manage a practice. While skills like communication, problem solving, and business acumen are important, emotional intelligence skills are particularly crucial. Emotional intelligence includes self-awareness, self-regulation, motivation, empathy, and social skills. These skills allow managers to understand themselves and others, control disruptive impulses, motivate employees, empathize with staff, and build relationships. Managers with emotional intelligence are able to create a positive work environment and culture with satisfied employees, leading to good patient experiences and satisfaction.
This document discusses organizational behavior and its importance for managing adult learning centers. It introduces key concepts in organizational behavior including personality, motivation, job satisfaction, leadership, authority, power and politics. It emphasizes understanding individual and group dynamics in organizational settings. Specifically, it discusses measuring personality using inventories, projective tests and assessment centers to better understand employee behavior and assign roles. Overall, the document aims to equip adult educators with theoretical knowledge of organizational behavior principles for effective management of learning centers.
Running head psychology 1 psychology4evoaryan532920
This document discusses how different factors can influence diversity in the workplace. It examines how nepotism and cronyism in hiring can reduce diversity by favoring friends and relatives. It also looks at how gender, ethnicity, religion, age, and disability can each impact workplace diversity if not properly addressed. Embracing diversity in these areas promotes inclusion and allows an organization to benefit from a variety of skills, knowledge, problem-solving abilities and perspectives.
Employee counseling involves direct communication between a supervisor and employee to address poor performance and identify ways for improvement. It is generally a more formal process than feedback and is used when additional action is needed following coaching. The purpose is to communicate concerns, determine the cause of issues, and establish an improvement plan. A counseling session should define objectives, review facts, and create an outline. It should be conducted privately and include active listening and identifying the root cause of problems. If appropriate, the session may result in a written memo for the employee's file.
This document discusses several concepts in organizational behavior that are relevant to Tony's situation, including the supportive, custodial, and collegial models of management. It provides advice to Tony about staying positive, being open to new experiences, and getting along with others. However, it acknowledges that finding an ideal workplace is impossible due to individual differences and preferences. The best approach is to find a job that comes close to one's ideal and make the most of the opportunities available.
Robin Lay has worked in career services and higher education for many years. She got her start as a career counselor and enjoys helping students find their paths. Her experience with psychology and business allows her to counsel professionals on career development. Currently, she is working on training academic advisors at Tusculum College to better map out four-year plans for students. She finds that navigating bureaucracy can be challenging when trying to implement new ideas or programs. Overall, her interview provided insight into her career path and advice for skills needed to succeed in human resource development, such as being adaptable and open to collaboration.
Reflective essay essay sample from assignmentsupport.com essay writing services https://writeessayuk.com/
The document is a reflection paper by a student on their experience participating in a group project as the team leader. Some key points:
- The student took an active role in coordinating the group by maintaining communication through various means and ensuring all members were on track. They helped the other members develop their own ideas.
- In a peer evaluation, the student received a score of 3.5/5 which was satisfactory but showed areas for improvement. They have learned to consider all aspects of a project, not just profits.
- Over 12 weeks the group worked closely together both in and out of class. The student improved at listening to others' opinions and considering different perspectives in decision making.
- Areas
The document provides information about career options based on personality type as assessed by a Psychological Type Indicator (PTI). It discusses how an individual's preferences on four scales can influence their career satisfaction and suggests careers that are commonly suited to each of the 16 personality types. For ENFPs specifically, it outlines their common traits and lists counseling, teaching, consulting, clergy and other creative/social careers as options well-suited to their strengths in intuition, creativity and working with people. It also identifies industries and functions within industries that attract ENFPs.
The assessment identified five top career choices for the student: Job Development Specialist, Law Professor, Neuropsychologist, Special Education Administrator, and Health Care Social Worker. The student's own career choice is to work as a case worker for Children's Protective Services and then in human resources. Two of the identified careers, Job Development Specialist and Health Care Social Worker, relate to the student's goals. The student's areas of concentration - Human and Family Development, Communication Studies, and Human Resource Development - will support their career goals and aid in becoming a case worker and human resources manager. The assessment helped the student decide to take psychology classes and confirmed their chosen career path matches their personality and interests in helping others.
Research paper students will write a review on a topic related aryan532920
Students will write a 6-10 page research paper on a topic related to sexuality and counselling. The paper must integrate a minimum of 8-10 peer-reviewed sources from the past 5 years. It will be graded on style/mechanics, analysis/use of course concepts, evidence/support, and organization/coherence. Students will also write a 4-6 page self-reflection paper exploring their own sexual development and identity formation, supported by citations from scholarly literature. This paper will be graded on analysis/use of concepts, evidence/support, organization/coherence, style/mechanics, and self-reflection. The course covers topics like gender identity, sexual orientation, sexual dysfunctions, and theoretical approaches to
The document provides a summary of the key learnings from three sessions of an Interpersonal Growth Program (IGP). The sessions covered interpersonal needs theory, a case study on a new manager facing challenges, and a case study where introducing a new team member disrupted group dynamics. The document summarizes that the sessions taught about understanding personal and others' behaviors based on interpersonal needs, not letting small issues negatively impact work, and the importance of considering group dynamics when making changes.
The document introduces "The Buddy System", a new initiative at Acumen to help new employees integrate and succeed. It will pair each new hire with two existing "buddies" - one from the same function in a different office, and another from a different function. Buddies are responsible for welcoming the new hire, communicating regularly, and providing guidance and reflection. The goals are to accelerate integration, promote culture and cohesion, encourage knowledge sharing, and allow for reflection. Feedback will be gathered to evaluate the initiative's success in supporting new employees.
This document discusses the importance of interpersonal relationships in the workplace. It begins by noting that managing relationships is challenging for employees and poor relationships often lead to job hopping. Good relationships are important for job satisfaction and success within an organization. The document then provides tips for developing good relationships, such as treating others with dignity, communicating effectively, and displaying professionalism. It also provides advice for dealing with difficult coworkers, such as talking to them privately and seeking a supervisor's help if needed. Overall, the document emphasizes that maintaining positive interpersonal relationships is key for both individual career success and organizational performance.
The document discusses how organizational communication relates to productivity. It provides examples of how communication impacts productivity through communication between employees, climate assessments, the hiring process, and leadership styles. Effective communication helps increase employee satisfaction and engagement, leading to higher productivity. Poor communication has the opposite effect and can reduce productivity. The document also examines a study on how nurses use gossip as an informal communication channel and how this reflects the influence of organizational communication culture.
Emma has strong leadership qualities that will help her succeed. She has good communication skills, is down to earth, understands both technical and people aspects, and is open to criticism and suggestions. As a role model with a trusting and respected personality, she will be able to navigate organizational changes, like a new corporate owner, due to her easygoing nature, persistence, people-focused leadership style, and ability to adapt.
This document provides guidance on evaluating employees based on their SHAPE (Strengths, Heart, Attitudes, Personality, Experiences). It describes each component of the SHAPE framework and how managers can use it to place employees in positions that suit their strengths and passions. The document also includes a case study example of how a company would use SHAPE to evaluate 5 candidates being considered to expand operations overseas.
Formulation of Win-Win Strategies in Management of Employee Relationsinventionjournals
Management of employee relations has become an important issue in the twenty first century. Many multidimensional changes with respect to organizational culture, work place, working technologies working standards along with changes in social and family system have taken place in the last few decades. This has led to phenomenal changes in the mindset of the work force. HR executives have to formulate new strategies in employee relations management in order to maintain industrial peace and harmony by focusing on the needs of the employees and help them in balancing their work and personal life. We live in a Post-industrial Society, where the world has really shrunk to a global village. Since the postulates of employee relations are highly sensitive and happening taking place anywhere in the world has direct bearing on employee relations. Employees are susceptible to influences from within and outside the organizations. A Win-Win climate which can shape future employee relations is necessary in order to bring about increase in productivity and a better quality of life. In this regard the management has to go through some steps and strategies for a healthy employee relationship in the organizations
The document is a career portfolio submitted by a student for a career success strategies class. It includes the student's current goals of obtaining various business degrees and beginning executive training. It also outlines the student's work philosophy of having a strong work ethic, analyzing company policies, developing human resources skills, and finding innovative ways to improve efficiency. The portfolio then discusses the results of a DISC survey and stress processing report the student completed, identifying areas of strength and need for improvement. It interprets the survey and report findings and discusses growth from completing the exercises.
El documento presenta una lista de fórmulas y tablas de matemáticas, física y química. Incluye fórmulas de geometría, trigonometría, números complejos, geometría analítica del espacio, derivación, integrales, vectores, integrales múltiples, transformada de Laplace y más. También incluye tablas de constantes físicas y químicas, datos termodinámicos, potenciales de reducción, afinidad electrónica e ionización.
This document provides a summary and analysis of two International Criminal Court decisions regarding the admissibility of cases against Saif Gaddafi and Abdullah Al-Senussi in Libya.
The author notes an inconsistency in the ICC's approach between the two cases. Specifically, in the Gaddafi case the ICC dismissed Libya's challenge to admissibility despite Libya's failure to provide the accused legal counsel, while in the Al-Senussi case the ICC found the case inadmissible citing the same lack of legal representation. The author argues the ICC should have found both cases admissible given Libya's inability and unwillingness to carry out a fair trial in each situation. The inconsistent rulings expose the ICC to claims of being
Las obras de Paul Cezanne y Claudio Bravo demuestran diferentes estilos y técnicas. La pintura de Cezanne muestra colores más apagados y una composición más simplificada, representando el estilo post-impresionista. La obra de Bravo usa colores más vibrantes y una composición más compleja, mostrando un estilo expresionista. Aunque ambas obras comunican sentimientos, la pintura de Bravo parece comunicar emociones más profundas a través de su uso dinámico del color y la forma.
This document discusses organizational behavior and its importance for managing adult learning centers. It introduces key concepts in organizational behavior including personality, motivation, job satisfaction, leadership, authority, power and politics. It emphasizes understanding individual and group dynamics in organizational settings. Specifically, it discusses measuring personality using inventories, projective tests and assessment centers to better understand employee behavior and assign roles. Overall, the document aims to equip adult educators with theoretical knowledge of organizational behavior principles for effective management of learning centers.
Running head psychology 1 psychology4evoaryan532920
This document discusses how different factors can influence diversity in the workplace. It examines how nepotism and cronyism in hiring can reduce diversity by favoring friends and relatives. It also looks at how gender, ethnicity, religion, age, and disability can each impact workplace diversity if not properly addressed. Embracing diversity in these areas promotes inclusion and allows an organization to benefit from a variety of skills, knowledge, problem-solving abilities and perspectives.
Employee counseling involves direct communication between a supervisor and employee to address poor performance and identify ways for improvement. It is generally a more formal process than feedback and is used when additional action is needed following coaching. The purpose is to communicate concerns, determine the cause of issues, and establish an improvement plan. A counseling session should define objectives, review facts, and create an outline. It should be conducted privately and include active listening and identifying the root cause of problems. If appropriate, the session may result in a written memo for the employee's file.
This document discusses several concepts in organizational behavior that are relevant to Tony's situation, including the supportive, custodial, and collegial models of management. It provides advice to Tony about staying positive, being open to new experiences, and getting along with others. However, it acknowledges that finding an ideal workplace is impossible due to individual differences and preferences. The best approach is to find a job that comes close to one's ideal and make the most of the opportunities available.
Robin Lay has worked in career services and higher education for many years. She got her start as a career counselor and enjoys helping students find their paths. Her experience with psychology and business allows her to counsel professionals on career development. Currently, she is working on training academic advisors at Tusculum College to better map out four-year plans for students. She finds that navigating bureaucracy can be challenging when trying to implement new ideas or programs. Overall, her interview provided insight into her career path and advice for skills needed to succeed in human resource development, such as being adaptable and open to collaboration.
Reflective essay essay sample from assignmentsupport.com essay writing services https://writeessayuk.com/
The document is a reflection paper by a student on their experience participating in a group project as the team leader. Some key points:
- The student took an active role in coordinating the group by maintaining communication through various means and ensuring all members were on track. They helped the other members develop their own ideas.
- In a peer evaluation, the student received a score of 3.5/5 which was satisfactory but showed areas for improvement. They have learned to consider all aspects of a project, not just profits.
- Over 12 weeks the group worked closely together both in and out of class. The student improved at listening to others' opinions and considering different perspectives in decision making.
- Areas
The document provides information about career options based on personality type as assessed by a Psychological Type Indicator (PTI). It discusses how an individual's preferences on four scales can influence their career satisfaction and suggests careers that are commonly suited to each of the 16 personality types. For ENFPs specifically, it outlines their common traits and lists counseling, teaching, consulting, clergy and other creative/social careers as options well-suited to their strengths in intuition, creativity and working with people. It also identifies industries and functions within industries that attract ENFPs.
The assessment identified five top career choices for the student: Job Development Specialist, Law Professor, Neuropsychologist, Special Education Administrator, and Health Care Social Worker. The student's own career choice is to work as a case worker for Children's Protective Services and then in human resources. Two of the identified careers, Job Development Specialist and Health Care Social Worker, relate to the student's goals. The student's areas of concentration - Human and Family Development, Communication Studies, and Human Resource Development - will support their career goals and aid in becoming a case worker and human resources manager. The assessment helped the student decide to take psychology classes and confirmed their chosen career path matches their personality and interests in helping others.
Research paper students will write a review on a topic related aryan532920
Students will write a 6-10 page research paper on a topic related to sexuality and counselling. The paper must integrate a minimum of 8-10 peer-reviewed sources from the past 5 years. It will be graded on style/mechanics, analysis/use of course concepts, evidence/support, and organization/coherence. Students will also write a 4-6 page self-reflection paper exploring their own sexual development and identity formation, supported by citations from scholarly literature. This paper will be graded on analysis/use of concepts, evidence/support, organization/coherence, style/mechanics, and self-reflection. The course covers topics like gender identity, sexual orientation, sexual dysfunctions, and theoretical approaches to
The document provides a summary of the key learnings from three sessions of an Interpersonal Growth Program (IGP). The sessions covered interpersonal needs theory, a case study on a new manager facing challenges, and a case study where introducing a new team member disrupted group dynamics. The document summarizes that the sessions taught about understanding personal and others' behaviors based on interpersonal needs, not letting small issues negatively impact work, and the importance of considering group dynamics when making changes.
The document introduces "The Buddy System", a new initiative at Acumen to help new employees integrate and succeed. It will pair each new hire with two existing "buddies" - one from the same function in a different office, and another from a different function. Buddies are responsible for welcoming the new hire, communicating regularly, and providing guidance and reflection. The goals are to accelerate integration, promote culture and cohesion, encourage knowledge sharing, and allow for reflection. Feedback will be gathered to evaluate the initiative's success in supporting new employees.
This document discusses the importance of interpersonal relationships in the workplace. It begins by noting that managing relationships is challenging for employees and poor relationships often lead to job hopping. Good relationships are important for job satisfaction and success within an organization. The document then provides tips for developing good relationships, such as treating others with dignity, communicating effectively, and displaying professionalism. It also provides advice for dealing with difficult coworkers, such as talking to them privately and seeking a supervisor's help if needed. Overall, the document emphasizes that maintaining positive interpersonal relationships is key for both individual career success and organizational performance.
The document discusses how organizational communication relates to productivity. It provides examples of how communication impacts productivity through communication between employees, climate assessments, the hiring process, and leadership styles. Effective communication helps increase employee satisfaction and engagement, leading to higher productivity. Poor communication has the opposite effect and can reduce productivity. The document also examines a study on how nurses use gossip as an informal communication channel and how this reflects the influence of organizational communication culture.
Emma has strong leadership qualities that will help her succeed. She has good communication skills, is down to earth, understands both technical and people aspects, and is open to criticism and suggestions. As a role model with a trusting and respected personality, she will be able to navigate organizational changes, like a new corporate owner, due to her easygoing nature, persistence, people-focused leadership style, and ability to adapt.
This document provides guidance on evaluating employees based on their SHAPE (Strengths, Heart, Attitudes, Personality, Experiences). It describes each component of the SHAPE framework and how managers can use it to place employees in positions that suit their strengths and passions. The document also includes a case study example of how a company would use SHAPE to evaluate 5 candidates being considered to expand operations overseas.
Formulation of Win-Win Strategies in Management of Employee Relationsinventionjournals
Management of employee relations has become an important issue in the twenty first century. Many multidimensional changes with respect to organizational culture, work place, working technologies working standards along with changes in social and family system have taken place in the last few decades. This has led to phenomenal changes in the mindset of the work force. HR executives have to formulate new strategies in employee relations management in order to maintain industrial peace and harmony by focusing on the needs of the employees and help them in balancing their work and personal life. We live in a Post-industrial Society, where the world has really shrunk to a global village. Since the postulates of employee relations are highly sensitive and happening taking place anywhere in the world has direct bearing on employee relations. Employees are susceptible to influences from within and outside the organizations. A Win-Win climate which can shape future employee relations is necessary in order to bring about increase in productivity and a better quality of life. In this regard the management has to go through some steps and strategies for a healthy employee relationship in the organizations
The document is a career portfolio submitted by a student for a career success strategies class. It includes the student's current goals of obtaining various business degrees and beginning executive training. It also outlines the student's work philosophy of having a strong work ethic, analyzing company policies, developing human resources skills, and finding innovative ways to improve efficiency. The portfolio then discusses the results of a DISC survey and stress processing report the student completed, identifying areas of strength and need for improvement. It interprets the survey and report findings and discusses growth from completing the exercises.
El documento presenta una lista de fórmulas y tablas de matemáticas, física y química. Incluye fórmulas de geometría, trigonometría, números complejos, geometría analítica del espacio, derivación, integrales, vectores, integrales múltiples, transformada de Laplace y más. También incluye tablas de constantes físicas y químicas, datos termodinámicos, potenciales de reducción, afinidad electrónica e ionización.
This document provides a summary and analysis of two International Criminal Court decisions regarding the admissibility of cases against Saif Gaddafi and Abdullah Al-Senussi in Libya.
The author notes an inconsistency in the ICC's approach between the two cases. Specifically, in the Gaddafi case the ICC dismissed Libya's challenge to admissibility despite Libya's failure to provide the accused legal counsel, while in the Al-Senussi case the ICC found the case inadmissible citing the same lack of legal representation. The author argues the ICC should have found both cases admissible given Libya's inability and unwillingness to carry out a fair trial in each situation. The inconsistent rulings expose the ICC to claims of being
Las obras de Paul Cezanne y Claudio Bravo demuestran diferentes estilos y técnicas. La pintura de Cezanne muestra colores más apagados y una composición más simplificada, representando el estilo post-impresionista. La obra de Bravo usa colores más vibrantes y una composición más compleja, mostrando un estilo expresionista. Aunque ambas obras comunican sentimientos, la pintura de Bravo parece comunicar emociones más profundas a través de su uso dinámico del color y la forma.
Mr. Rahul Gupta completed a six-week industrial training in Core Java from January 6th to February 24th, 2015 at the SPIC Centre of Excellence under the supervision of Mr. Ashok Kashav. He worked on the "Multi Client Chat Server" project using Java as the front end and SQL Server as the back end from February 9th to 24th. A certificate verifies that Mr. Gupta attended the required number of days and that the work was original and the result of his own efforts.
The document provides an economic bulletin with the following key points:
1) Global economic growth remained moderate in the third quarter of 2015, with divergence across major economies. US and UK growth appeared to slow, while Japan's growth remained subdued. China's growth showed a gradual slowdown.
2) Euro area financial markets showed some volatility, with bond yields declining and stock prices rising slightly. The euro remained stable.
3) Euro area economic recovery is proceeding, supported by private consumption. GDP rose 0.4% in Q2 2015 and a similar pace is expected in Q3. Recovery is expected to continue but dampened by weak foreign demand.
Las redes sociales tienen ventajas como juegos, chat, videos y páginas de dibujos, pero también desventajas como contenido pornográfico y de mal gusto, virus, estafas, suplantación de identidad y acoso cibernético.
The document describes believers in Jesus as parts of a fountain, with God's Holy Spirit flowing through them as living water to others. It emphasizes the importance of believers being in harmony, forgiving one another, and considerately working together so that the fountain of God's love is beautiful and attracts others to know Jesus. Discord among believers or any part of the fountain being clogged can prevent God's Spirit from flowing freely and beautiful to others.
This document outlines an integrated marketing campaign for Olive insulated bottles targeted at working mothers. The campaign will use print ads, digital ads, and TV commercials featuring spokespeople, product demonstrations, drama, and testimonials to convey that Olive keeps mothers hydrated and energized. Print ads will use rational appeals and celebrity endorsements, while digital ads focus on the Olive brand and TV commercials use emotional appeals. Sample creative concepts are provided for a print ad and digital ads promoting Olive's vacuum insulation and ability to keep beverages hot or cold for 18 hours.
The document outlines 5 key steps for a successful referral program:
1. Devote adequate resources upfront to properly set up the program from the start rather than taking a gradual approach.
2. Understand how current leads enter the sales funnel and integrate the referral program accordingly without disrupting workflows.
3. Make the call-to-action for referrals very clear - tell customers what to do, how to do it, and what they will receive for participating.
4. Promote the referral program extensively and continuously across all customer touchpoints to encourage ongoing participation.
5. Ensure the program complies with FTC guidelines on endorsements and IRS tax laws regarding rewards over $599 by
Jesus lived as a human among people in order to show them love. He spoke their language, ate their food, wore their clothes, and followed local customs. Jesus treated all people with humility, kindness, and respect, regardless of their beliefs or backgrounds. He set an example of showing love and honor to others through acts of service.
Roadmap Session: Achieve DevOps on the Mainframe for Faster Time to MarketCA Technologies
This document summarizes a presentation about achieving DevOps on the mainframe for faster time to market. It discusses how mainframes play a critical role in digital transformation. It then outlines CA's end-to-end mainframe DevOps solution, which spans development, testing, deployment, and operations. The solution is designed to improve business agility through reduced time to market and maintenance time. It also demonstrates continuous development, testing and delivery capabilities. The presentation recommends related sessions and demos at the conference.
The document discusses how Jesus showed love even to those who crucified him by asking God to forgive them. It encourages readers to show love and kindness to all people, including those who are unkind in return, by praying for others and acting with care, niceness, and in a way that Jesus would. It provides an activity where readers can cut out letters to spell "love" and draw kind deeds on each to remind themselves to act with love.
Ethan Walsh seeks popularity and social recognition. He likes to influence others through personal relationships and performing services to develop relationships. He prefers working in a participative environment with freedom from controls. Ethan is good at solving problems involving people and motivating teams towards goals. He sees no need to change his enthusiastic, persuasive approach to problems, people or pace in his current environment.
The document provides a comparison report on Ron Sample and Lisa Tester analyzing their behaviors, driving forces, and competencies. It summarizes that understanding each person's strengths and weaknesses can lead to personal and professional development and increased job satisfaction. It then analyzes and compares their individual behaviors, what drives them, potential strengths and conflicts based on their assessment results.
- Provide facts and data to support your conclusions.
- Be clear, specific, brief and to the point.
- Provide lead time for decisions and deadlines.
Co-Worker:
- Be clear, specific, brief and to the point.
- Provide lead time for decisions and deadlines.
- Provide facts and data to support your conclusions.
Manager:
- Provide facts and data to support your conclusions.
- Be clear, specific, brief and to the point.
- Provide lead time for decisions and deadlines.
Customers:
- Be clear, specific, brief and to the point.
- Provide facts and data to support your conclusions.
- Provide lead time for
Jayprabhu Muniandy's behavioral style is analyzed based on his responses. The document provides the following:
1) A summary of Jayprabhu's general characteristics including that he prefers working for a participative manager, likes public recognition, and tries to influence others through personal relationships.
2) An overview of how Jayprabhu adds value to an organization including that he builds confidence in others, is future-oriented, and has a positive sense of humor.
3) Tips for communicating effectively with Jayprabhu, which suggest being clear and to the point, asking for his opinions on people, and not being dictatorial.
This document provides a behavioral profile of Zanda Simamane based on an assessment of his behavioral style. It analyzes four dimensions of his normal behavior: how he responds to problems/challenges, influences others, responds to pace, and responds to rules/procedures. The report then provides general characteristics of Zanda's natural behavior and how he would choose to do a job if left to his own devices. It also discusses his value to an organization and how to best communicate with him, including tips for communicating with different styles of people.
The document discusses performance management, which involves defining objectives, reviewing performance, and rewarding achievement. It notes that planning is crucial and stakeholder expectations should drive performance management. A well-implemented process provides benefits like improved performance, training, and equitable compensation. Key factors for success include relevance to strategy, consistent measurement, ability to differentiate performance, and legal compliance. The document then discusses personality traits and their impact in an organizational context.
Communication for employment-INTERVIEWSMALLIKA SARNA
This document provides information about communication skills needed for employment interviews. It discusses what an interview is, the purposes of interviews from both the interviewer and interviewee perspectives, and different types of interviews. It also outlines fundamentals for facing an interview, including researching the company, dressing appropriately, preparing key points, and identifying achievements. The document discusses non-verbal communication components like eye contact, gestures, movement, and posture. It concludes with etiquette tips for before, during, and after an interview.
This document provides information about communication skills needed for employment interviews. It discusses what an interview is, the purposes of interviews from both the interviewer and interviewee perspectives, and different types of interviews. It also outlines fundamentals for facing an interview, including researching the company, dressing appropriately, preparing key points, and identifying achievements. The document discusses non-verbal communication components like eye contact, gestures, movement, and posture. It concludes with etiquette tips for before, during, and after an interview.
75% of long-term job success depends on Soft Skills! CEOs and HR Managers today are suggesting that companies can do better if they hire people with good soft skills and then train them to develop their hard skills in the area of specialization. Soft Skill is a personal attributes that enable someone to interact effectively and harmoniously with other people.
If you are looking for a presentation to learn the basics quickly then the algorithm has brought you to the right place. Happy learning!
The document is a report submitted for a Master's degree in Business Administration. It discusses managerial skills development through a lab course. The report includes an acknowledgement, declaration, table of contents, and chapters covering various managerial skills like communication, decision making, time management, leadership, and negotiation. It analyzes the importance of these skills and how to apply them in the workplace.
This document provides a behavioral assessment of an individual named Ryan Geddings. It analyzes his behavioral style based on his responses to a questionnaire. The summary includes:
1) Ryan prefers an environment with variety and change. He is creative and likes to have many projects underway at once to solve problems. However, he may occasionally come across as cold and not empathetic.
2) The report provides general characteristics of Ryan's work style based on his responses. It indicates he is ambitious, creative, and focused on results but can also be blunt and critical at times.
3) A section outlines Ryan's value to an organization, including that he is challenge-oriented, thinks big, and is objective and future
The document provides an overview of various psychometric tests used for career assessment and development, including their merits and limitations. It describes the Myers-Briggs Type Indicator (MBTI) personality test, which identifies preferences on four domains: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, Judging/Perceiving. It also outlines Holland's theory of vocational personalities and work environments and Schein's career anchor theory about factors that influence career satisfaction and persistence.
Fady Basta completed a behavioral assessment that analyzed his work style and provided a summary of his natural behaviors, strengths, and preferences for communication. Some key points:
- Fady prefers working behind the scenes and ensures quality standards are met. He resists changes that lower quality and likes clear rules.
- He is task-oriented, creative, and focused on details. Fady takes pride in his competence and prefers receiving advice rather than initiating conversations.
- Fady maintains standards, is comprehensive in problem-solving, and remains objective. He looks for logical solutions and wants managers who explain expectations clearly.
- When communicating with Fady, provide facts in logical order, be prepared and accurate,
The document discusses fundamentals of human relations and interpersonal skills. It defines human relations as interactions among people, including conflicts, cooperation, and group relationships. It then lists and explains important interpersonal skills like communication, listening, problem-solving, and decision-making. The document provides tips for improving interpersonal skills, such as listening actively, choosing words carefully, relaxing, clarifying, being positive, and reflecting on interactions. It emphasizes the importance of interpersonal skills for work and personal relationships.
Emotional Intelligence:an Essentional Skill for Public ManagementShahid Hussain Raja
Explains the meaning of emotional intelligence,its need for a public servant and the varios steps he should take to create a congenial working environment for the subordinates
The document discusses understanding learning styles and provides guidance for new managers. It covers understanding the purpose of one's job by defining the function versus the purpose. It also discusses goal setting, effective communication, modeling good behaviors, different learning and behavior styles, and the importance of teamwork.
Managerial self perception social style & versatility profileAzvantageLLC
The Managerial SOCIAL STYLE&; Self-Perception Profile measures the manager’s SOCIAL STYLE & Versatility using self-completed online questionnaires. This report is unique to managers and is written from a manager’s perspective and is scored against managerial norms.
Improving personal effectiveness with versatility concepts guide and self per...AzvantageLLC
TRACOM’s Sales SOCIAL STYLE® Concepts Guide and Questionnaires offer a quick and easy introduction to interpersonal effectiveness at work. They help build self-awareness of behavior and an understanding of the importance of improving workplace relationships to increase productivity.
This presentation based from Jennifer M. George and Gareth R. Jones book, with title "Understanding and Managing Organizational Behavior".
Use Ms. Power Point 2013.
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