The document contents notes on Interpersonal relationship management.
it covers following points :-
1. Interpersonal Relationship
2. Rapport Building Techniques and tips
3. Group Dynamics
4. Punctuated Equilibrium Model
5. Group Structure
6. Group-Decision Making
UGC NET - Question Bank - Fully Solved - More than 1500 Objective type/Multi...manumelwin
A fully solved question bank (More than 1500 Objective type/Multiple Choice questions with answer keys) for those preparing for UGC NET - prepared by Manu Melwin Joy
Individual and Group-group and intergroup dynamics; managing group in an organization- intragroup behavior and intergroup behavior; self-change- resistance to change- nature of the change-transactional analysis
UGC NET - Question Bank - Fully Solved - More than 1500 Objective type/Multi...manumelwin
A fully solved question bank (More than 1500 Objective type/Multiple Choice questions with answer keys) for those preparing for UGC NET - prepared by Manu Melwin Joy
Individual and Group-group and intergroup dynamics; managing group in an organization- intragroup behavior and intergroup behavior; self-change- resistance to change- nature of the change-transactional analysis
The following topics should be included in your key understandings a.pdfamolmobileshop
The following topics should be included in your key understandings and take-away for this
week. What do you know about these topics?
Definition of group
Formal vs informal groups
Tuckman’s stages of group development
Groups as open systems
Characteristics of effective groups
Advantages and disadvantages of groups
Advantages and disadvantages of decision making in groups
Social facilitation, synergy, social loafing,
Norms, cohesiveness, impact of different combinations of these.
Definition of team
Team building process
Different team roles
Advantages/ disadvantages of teams
Types of teams (High performing, self managing, etc)
Homogenous and heterogeneous teams
Types of team building/ approaches to team building
Difference between groups and teams
Solution
.1. A collection of individuals who have regular contact and frequent interaction, mutual
influence, common feeling fcamaraderie, and who work together to achieve a common set of
goals.
2. Formal Groups- Formal groups are created and maintained to fulfill needs or tasks which arc
related to the total organisation mission. Thus these are consciously and deliberately created.
Such groups may be either permanent in the form of top management team such as board of
directors or management committees, work units in the various departments of the organisation,
staff groups providing specialised services to the organisation, and so on; or the formal groups
may be constituted on temporary basis for fulfilling certain specified objectives. When such
objectives are fulfilled they disappear. These may be in the form of temporary committee, task
force, etc. The working of formal groups is regulated by organisational rules and regulations.
Informals Group- Informal groups, on the other hand, are created in the organisation becausc of
operation of social and psychological forces operating at the work-place. Members create such
groups for their own satisfaction and their working is not regulated by the general framework of
organisational rules and regulations. Thus formal and informal organisations differ from each
other in the following respects:
1. Origin—As discussed above, reasons and circumstances of origin of both formal and informal
organisations are quite different. The formal groups are created deliberately and consciously in
the organisation by the framers of the organisation. On the other hand, informal groups arc
created because
of the operation of socio-psychological forces at the workplace, that is, people while working
together develop certain liking and disliking for others for the type of interactions not provided
officially.
2. Purpose—Since formal groups are deliberate creation, they are created for achieving the
legitimate objectives of the organisation. In fact, formal groups are basic product of formal
ogranisation structure. The informal groups are created by organisational members for their
social and psychological satisfaction. Thus they serve the purpose of organisational members
wh.
Frankfinn Presentation on Personality Development -Distinction by Hricha DhungelHrichaDhungel
Frankfinn Presentation on Personality Development-Distinction by Hricha Dhungel
This Presentation on Personality Development-Distinction will help you give an idea of how to make one.
GROUP DEFINATION,TYPES OF GROUPS , STAGES OF GROUP DEVELOPMENT,GROUP DECISION MAKING TECHNIQUES , BRAINSTORMING , DELPHI METHOD , NOMINAL GROUP TECHNIQUE
Group Dynamic(presentation for nursing management)ABHIJIT BHOYAR
Group dynamics is a system of behaviors and psychological processes occurring within a social group (intragroup dynamics), or between social groups (intergroup dynamics)
this covers the following topics
Meaning of Accounting
Characteristics of accounting
Objectives of accounting
Sub-fields of Accounting
Advantages & Disadvantages of Accounting
Book-keeping, Accounting & Accountancy
Users of accounting
also get video of this topics
Introduction of accountancy Part - I
https://youtu.be/NzDaR13kCxQ
Introduction to Accountancy Part - II
https://youtu.be/2SA_vH4txWM
watch these videos to understand these topics
this ppt is helpful for BBA/B.tech//MBA/M.tech students.
the ppt is on simulation topic...its covers -
Meaning
Advantages & Disadvantages
Uses
Process
Monte Carlo SImulation
Advantages & Disadvantages
Its example
THIS ASSIGNMENT IS ON QUALITY AWARDS-
THIS COVERS -
Meaning of Quality
Meaning of Quality Awards
Types of Quality Awards
Quality Parameters
CASE STUDY -
Ceat Tyres
Lava International Limited
Tata Power Solar
Conclusion
Bibliography
Supply Chain Management Assignment on ITC- DiversificationYamini Kahaliya
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this is beneficial for the BBA/b.om /mba students.
this includes following topics -
Supply chain
Supply chain management
Key benefits of supply chain management
Goals of supply chain management
Process of supply chain management
Types of process floe of supply chain
Introduction of company
Supply chain of Cigarettes
Supply chain of Agarbattis
Supply chain of e-Choupal
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Supply chain of paper
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this is my college assignment on impact of globalisation on Toyota. this is beneficial for BBA/B.com/MBA/M.com students.
it covers following topics -
Meaning of Globalization
Positive impact of Globalization
Negative impact of Globalization
Case study on Toyota
Introduction
Impact of globalization on Toyota
Production graph of Toyota
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Bibliography
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This Assignment is on role of project manager in the bridge construction.
the subject is project management
this is beneficial for bba/mba students
covers the following topics -
Meaning of Project Management
Meaning & role of Project Manager
Project Life Cycle
Introduction
First step
Second step
Third step
Fourth step
Fifth step
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Security Analysis & Portfolio Management Assignment on Mutual Fund Of SBIYamini Kahaliya
This is the project report on SBI mutual fund.
it contains following topics -
Meaning of Mutual Fund
Types of Mutual Fund
Introduction of Organisation
Key information of SBI mutual funds
Different types of SBI mutual fund
Conclusion
Bibliography
this is for BBA/B.com/MBA students
Supply Chain Management Assignment on Lean manufacturing wit real life Exampl...Yamini Kahaliya
This document is on Lean manufacturing with real life example of Jaguar company.
this is short assignment.
it includes -
1. Meaning of Lean manufacturing system
2. Objective of Lean manufacturing system
3. Principles of lean manufacturing system
4. Types of waste in traditional production system
5. Tools & Techniques of Lean manufacturing system
6. Case study on Jaguar -
7. Introduction of Company
8. Case study
9. Conclusion
10. Bibliography
International business assignment on Globalization of Toyota (For BBA/B.com S...Yamini Kahaliya
in this project report the focus is on globalization impact on Toyota.
the topics covered in this assignment are :-
1. Meaning of globalization
2. Positive & Negative impact of Globalisation
3. case study on Toyota (impact of Globalisation)
this assignment beneficial for BBA/B.Com students.
Introduction of Security analysis & portfolio managementYamini Kahaliya
this is ppt on introduction of security analysis & portfolio management.this ppt is for BBA/B.com/Mba students. this is related to finance. this ppt is in easily & understandable language.....
This PPT contains the full detail of topic leverage in financial management
it covers following topics :-
Meaning of Leverage
Types of Leverage
Operating Leverage
Financial Leverage
Difference between Operating & Financial Leverage
Combined Leverage
Illustrations
Exercise
for purchasing this pdf click on below link :
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this is the PDF of subject Human resource management.
this PDF is in simple & easily understandable language.
it covers the following chapters:-
1.Introduction of Human Resource Management
2.Human Resource Planning
3.Job Analysis
4.Recruitment & Selection
5.Training
6.Performance Appraisal
7.Executive Development programme
8.Remuneration
9.Wage rate System
10.Dispute
11.Trade union
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
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A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
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Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Notes on interpersonal relationship management (Organisation Bheavior)
1. Interpersonal relationship
It is strong bond between two or more people refers to
interpersonal relationship. Attraction between individuals
brings them close to each other and eventually results in a
strong interpersonal relationship.
Forms of Interpersonal relationship
An interpersonal relationship can develop between any of the
following:
Individuals working together in the same organization.
People working in the same team.
Relationship between a man and a woman (Love, Marriage).
Relationship with immediate family members and relatives.
Relationship of a child with his parents.
Relationship between friends.
Relationship can also develop in a group (Relationship of
students with their teacher, relationship of a religious guru
with his disciples and so on)
Must have in an Interpersonal Relationship
2. Individuals in an interpersonal relationship must share common
goals and objectives. They should have more or less similar
interests and think on the same lines. It is always better if
individuals come from similar backgrounds.
Individuals in an interpersonal relationship must respect each
other’s views and opinions. A sense of trust is important.
Individuals must be attached to each other for a healthy
interpersonal relationship.
Transparency plays a pivotal role in interpersonal relationship.
It is important for an individual to be honest and transparent.
3. Rapport building techniques and tips:
1. Don’t Cross Your Arms When Speaking To Someone: This
may not seem like a big deal but crossing of the arms in
psychological and legal analysis represents a certain type of
defense or closing up. Generally, someone who folds their arms
appear to be shielding themselves physically and emotionally
from the outside world and other people. When building
rapport, it’s best to keep your arms to your side and to depict
a sense of comfort and receptiveness.
2. Make Eye Contact: Eye contact is a sign of confidence and
interest. When you make eye contact, you’re engaging more
than one of your senses in the conversation which makes
building rapport easier. It’s more of a skill, the more you
practice, the better you get at maintaining eye contact with
people you meet.
4. 3. Use the Person’s Name: Okay so you don’t have to say
their name every single minute but throw it in a few times
during the conversation because this subconsciously registers
that you are speaking directly to him/her. This is an important
part of building rapport. Have you ever noticed how a
salesman asks your name before actually hitting you with his
proposal? Use this simple technique when having a
conversation with someone to build an immediate connection.
4. The Smile and Handshake: It’s easy to forget to smile
when you’re feeling nervous and shy. It’s quite okay to feel
nervous but don’t let that hinder you from smiling. You want
people to be attracted to the happy aura you possess – it’s a
great way of connecting with people. Practice smiling, it need
not be ear to ear, just a small friendly smile. Apart from a
smile, physical contact is another well-known means of building
rapport – make sure to engage in a formal yet friendly
handshake, keep it short and sweet.
5. 5. Be Genuine and Honest: One of the best things you could
ever do when trying to connect with someone is to be genuine.
Don’t put on a fake smile, don’t fake a good mood, don’t give a
fake compliment, let the things you say and do be real and
honest. Honesty is the key to building any good connection and
relationship – achieve that by being as genuine as possible.
Pay someone a real compliment, have good intentions and you’ll
find that building rapport will be much easier.
Group dynamics
What is Group Dynamics?
Group dynamics deals with the attitudes and behavioral
patterns of a group. Group dynamics concern how groups are
formed, what is their structure and which processes are
followed in their functioning. Thus, it is concerned with the
interactions and forces operating between groups. Group
dynamics is relevant to groups of all kinds – both formal and
informal.
6. What is A Group?
Every organization is a group unto itself. A group refers to
two or more people who share a common meaning and
evaluation of themselves and come together to achieve
common goals. In other words, a group is a collection of people
who interact with one another; accept rights and obligations
as members and who share a common identity.
Characteristics of a Group:
Regardless of the size or the purpose, every group has similar
characteristics:
(a) 2 or more persons (if it is one person, it is not a group)
(b) Formal social structure (the rules of the game are
defined)
(c) Common fate (they will swim together)
(d) Common goals (the destiny is the same and emotionally
connected)
(e) Face-to-face interaction (they will talk with each other)
(f) Interdependence (each one is complimentary to the other)
7. (g) Self-definition as group members (what one is who belongs
to the group)
(h) Recognition by others (yes, you belong to the group).
Process/Stages of Group Development/Evolution:
Group Development is a dynamic process. How do groups
evolve? There is a process of five stages through which
groups pass through. The process includes the five stages:
forming, storming, forming, performing, and adjourning.
1. Forming: The first stage in the life of a group is
concerned with forming a group. This stage is
characterized by members seeking either a work
assignment (in a formal group) or other benefit, like
status, affiliation, power, etc. (in an informal group).
Members at this stage either engage in busy type of
activity or show apathy.
8. 2. Storming: The next stage in this group is marked by the
formation of dyads and triads. Members seek out familiar
or similar individuals and begin a deeper sharing of self.
Continued attention to the subgroup creates a
differentiation in the group and tensions across the
dyads / triads may appear. Pairing is a common
phenomenon. There will be conflict about controlling the
group.
3. Norming: The third stage of group development is
marked by a more serious concern about task
performance. The dyads/triads begin to open up and seek
out other members in the group. Efforts are made to
establish various norms for task performance. Members
begin to take greater responsibility for their own group
and relationship while the authority figure becomes
relaxed. Once this stage is complete, a clear picture will
emerge about hierarchy of leadership. The norming stage
is over with the solidification of the group structure and
a sense of group identity and camaraderie.
9. 4. Performing: This is a stage of a fully functional group
where members see themselves as a group and get
involved in the task. Each person makes a contribution
and the authority figure is also seen as a part of the
group. Group norms are followed and collective pressure
is exerted to ensure the Process of Group effectiveness
of the group. The group may redefine its goals
Development in the light of information from the outside
environment and show an autonomous will to pursue those
goals. The long-term viability of the group is established
and nurtured.
10. 5. Adjourning: In the case of temporary groups, like
project team, task force, or any other such group, which
have a limited task at hand, also have a fifth stage, This
is known as adjourning. The group decides to disband.
Some members may feel happy over the performance, and
some may be unhappy over the stoppage of meeting with
group members. Adjourning may also be referred to as
mourning, i.e. mourning the adjournment of the group.
The readers must note that the four stages of group
development mentioned above for permanent groups are
merely suggestive. In reality, several stages may go on
simultaneously.
11. PUNCTUATED EQUILIBRIUM MODEL
"The Punctuated Equilibrium Model (PEM) is a social theory
for understanding change in complex social systems, including
in organisations .Punctuated equilibrium model (PEM) is an
important model of organisational change in which change is
relatively stable but experiences short bursts of fundamental
change.
GROUP STRUCTURE
Group structure is a pattern of relationships among members
that hold the group together and help it achieve assigned
goals. Structure can be described in a variety of ways. Among
the more common considerations are group size, group roles,
group norms, and group cohesiveness.
Group decision making
Group decision-making commonly known as collaborative
decision-making is a situation faced when individuals
collectively make a choice from the alternatives before them.
12. The decision is then no longer attributable to any individual
group member as all the individuals and social group processes
like social influence contribute to the decision outcome. The
decisions made by groups are mostly different from those
made by individuals. For example, groups tend to make
decisions that are more extreme than those made by
individual members, as individuals tend to be biased.
Advantages of decision making
1. Since group members have different specialties, they tend
to provide more information and knowledge. Also, the
information tends to be more comprehensive in nature and the
groups can generate a greater number of alternatives. There
is often truth to the axiom that “two heads are better than
one.”
2. Implementation of the decision is more effective since the
people who are going to implement the decision, either
participated in the group themselves or had their
representatives in it. This also increases the commitment of
the people to see the implementation to success. It is
13. important that the decision be accepted by all, because even a
low quality decision that has acceptance can be more effective
than a higher quality decision that lacks general acceptance.
3. The input from a larger number of people eliminates the
biases that are generally introduced due to individual decision
making. It also reduces the unreliability of individual
decisions.
4. The participative style of decision making process builds up
foundations as a training ground for subordinates who develop
the skills of objective analysis of information and deriving of
conclusions.
5. The group decision making is more democratic in nature,
while individual decision making is perceived to be more
autocratic in nature. The democratic processes are more
easily acceptable and are consistent with the democratic
ideals of our society.
14. Disadvantages of Group Decision Making:
There are certain drawbacks in group decision making also.
The group processes can negatively affect performance in a
variety of ways.
1. The process is highly time consuming in terms of assembling
the right group and usually a group takes more time in
reaching a consensus since there are too many opinions to be
taken into consideration. The time problem increases with the
group size. The urgency of arriving at a decision must be
considered when group decision making style is selected.
2. Many times, the participants in group decision making have
their own axes to grind or their own interests to protect.
These self- centered interests lead to personality conflicts
that may create interpersonal obstacles which may diminish
the efficiency of the process as well as the quality of the
decision.
3. Some members may simply agree with the others for the
sake of agreement since there are social pressures to
conform and not to be the odd-man out. Thus the desire to be
15. a good group member tends to silence disagreement and
favors consensus. The social pressures can be very strong
inducing people to change their attitudes, perceptions and
behaviors.
4. The group members may exhibit focus effect. This means
that the group may focus on one or few suggested
alternatives and spend all the time in evaluating these and may
never come up with other ideas, thus limiting the choice.
5. The decisions made by the group may not always be in
accord with the goals and objectives of the organizations.
This is especially true when the goals of the group and those
of individuals do not reinforce each other. This will result in
decisions that may be detrimental to organizational benefits.
6. The groups may shift either towards more risk taking or
towards less risk taking and either of the shifts may be
undesirable. Generally speaking, problems suitable for group
decision making involve some degree of risk or uncertainty.
But to take excessive risk is as bad as taking no risk at all.
16. Approaches to decision making
Autocratic Decision-Making: For situations where you have
low impact and they’re reasonably small decisions, but they
get larger as urgency goes up, an Autocratic decision-making
style is the most appropriate. In Autocratic decision-making,
decisions are made at the top. Buy-in is not seen as an
important aspect of making this decision. And actually, it may
be counterproductive to involve a lot of people in making the
call. Typically, in an environment where you’re making
Autocratic decisions, work activities and roles are very tightly
structured, they’re monitored and well controlled. Command
and control is very important in these situations.
Expert member soliciting: in this method advice of an
individual who is expert in the concern area is obtain and
decision is made where the person involves decision making do
not possess adequate knowledge about subject. This method is
applied.
Consultative approach: this approaches involve obtaining
inputs from those who are responsible for and affected by
17. the decision and then making a decision interdependently to
the extent that the decision maker obtain inputs from others
this approach is implemented.
Consensus: This approach involves finding the proposal
acceptable to all members. This approach has an advantage in
the sense as all the group members are committed to the
decision but the problem with approaches procrastination.
Participatory Decision-Making: For larger decisions where
there’s higher urgency and you need to make a call soon, but
the impact is going to be big, you’re looking at a situation
where you need to use a Participatory decision-making style.
This is where you’re going to make a decision with input from
the people who are going to be impacted in that final call.
Remember, Participatory decisions are made when the decision
is much bigger and there’s a lot more risk involved. Getting
that additional information from more people is going to
reduce that decision making risk. Also by getting that buy-in,
you’re reducing execution risk because people have had an
18. opportunity to give their input and have a say in the final call
that’s made.
Consensus-Based Decision-Making: For situations where it’s a
large decision but there’s no urgency around it and you’ve got
plenty of time, you can be using a Consensus-based decision-
making style. This is where decisions are reached with a
cross-functional team. People from different departments
have input, and buy-in is essential. You should reserve this
style of decision-making for the biggest decisions you’re
trying to make. However, recognize this can take a lot of time.
You have to get everybody saying “yes” before that decision is
made. You’re going to have individuals from multiple groups,
multiple functions, all working together, coming up with that
final perspective for the final decision.
Democratic Decision-Making: And last, for mid-sized
decisions where there’s not a lot of urgency but you do need
to make a decision and move on, a Democratic style is the
most appropriate. This is where a decision is reached by a
majority vote. Buy-in is desirable but it’s not essential. These
19. are the decisions we just have to make and move on with life.
Individuals are going to interact in this style. You may have a
committee where people are going to come together, form an
opinion, but ultimately we set a deadline, we vote and we move
on.
Consideration in Group-Decision Making:
1. Time
2. Member Competence
3. Autonomy & Self-Direction
4. Availability of Information
5. Group Size
6. Degree of Participation