The presentation is about whatthe personality is, on what basis and triats the personality is seen and judged and the motivational quotes which makes one improve his or her personality.
This document discusses personality theories including the Myers-Briggs Type Indicator (MBTI) and Big Five personality traits. The MBTI proposes four dimensions of personality - energy style (extroversion vs introversion), thinking style (sensing vs intuition), values style (thinking vs feeling), and life style (judging vs perceiving). It also discusses the Big Five traits of extraversion, agreeableness, conscientiousness, neuroticism, and openness and how they correlate with job performance.
With this presentation, let's know about personality traits and types of personalities. Understand yourself better and join personality grooming classes for self-improvement.
Visit - https://bit.ly/2NclADp
This document discusses personality in organizational behavior. It defines personality as relatively stable patterns of behavior and internal states that explain individual tendencies. Personality has both internal elements like thoughts and genetics, and external observable behaviors. It is shaped by both heredity and environment. Understanding personality can help predict behaviors and manage diversity in organizations. Several major personality attributes are discussed like locus of control, Machiavellianism, risk-taking, and types A and B. Determinants of personality include heredity, environment, and situational factors. Personality theories can contribute to understanding individuals in the workplace.
Personality characteristics in organizationsSovan Kundu
The document discusses personality and its traits. It defines personality as the sum total of ways an individual reacts and interacts with others, and describes personality traits as enduring characteristics that describe an individual's behavior. It discusses several personality theories and tests, including the Myers-Briggs Type Indicator which classifies people into different personality types based on four characteristics. It also discusses personality characteristics like locus of control, positive and negative effect, and the Big 5 personality traits. Finally, it discusses concepts like job fit and how matching personality to job requirements can impact job satisfaction, motivation, and performance.
142. Personality Development Intro explained by S. Lakshmanan, PsychologistLAKSHMANAN S
Personality is a Person’s unique pattern of traits.
- J.P.Guilord
What is ‘Development’?
Steps or changes in growth, advancement and improvement
Please, subscribe, share in the following youtube channel:
https://www.youtube.com/channel/UC11JRBJSPfLRD2pYH_i-QKg
Personality refers to an individual's characteristic patterns of thought, emotion, and behavior. It arises from both genetic and environmental factors. Personality can be measured through self-report surveys and observer ratings to provide insight into hiring, job fit, and workplace behavior. Common personality traits include the "Big Five" dimensions of extraversion, agreeableness, conscientiousness, emotional stability, and openness. Additional concepts are locus of control, self-esteem, self-monitoring, and the "Dark Triad" of Machiavellianism, narcissism, and psychopathy. The Myers-Briggs and Big Five models provide frameworks for understanding personality types and traits.
Personality-introduction
Personality Determinants
MBTI
Attributes of personality
personality attributes influencing OB
Type A vs. Type B personality
Hallmarks of an effective personality
This document discusses personality theories including the Myers-Briggs Type Indicator (MBTI) and Big Five personality traits. The MBTI proposes four dimensions of personality - energy style (extroversion vs introversion), thinking style (sensing vs intuition), values style (thinking vs feeling), and life style (judging vs perceiving). It also discusses the Big Five traits of extraversion, agreeableness, conscientiousness, neuroticism, and openness and how they correlate with job performance.
With this presentation, let's know about personality traits and types of personalities. Understand yourself better and join personality grooming classes for self-improvement.
Visit - https://bit.ly/2NclADp
This document discusses personality in organizational behavior. It defines personality as relatively stable patterns of behavior and internal states that explain individual tendencies. Personality has both internal elements like thoughts and genetics, and external observable behaviors. It is shaped by both heredity and environment. Understanding personality can help predict behaviors and manage diversity in organizations. Several major personality attributes are discussed like locus of control, Machiavellianism, risk-taking, and types A and B. Determinants of personality include heredity, environment, and situational factors. Personality theories can contribute to understanding individuals in the workplace.
Personality characteristics in organizationsSovan Kundu
The document discusses personality and its traits. It defines personality as the sum total of ways an individual reacts and interacts with others, and describes personality traits as enduring characteristics that describe an individual's behavior. It discusses several personality theories and tests, including the Myers-Briggs Type Indicator which classifies people into different personality types based on four characteristics. It also discusses personality characteristics like locus of control, positive and negative effect, and the Big 5 personality traits. Finally, it discusses concepts like job fit and how matching personality to job requirements can impact job satisfaction, motivation, and performance.
142. Personality Development Intro explained by S. Lakshmanan, PsychologistLAKSHMANAN S
Personality is a Person’s unique pattern of traits.
- J.P.Guilord
What is ‘Development’?
Steps or changes in growth, advancement and improvement
Please, subscribe, share in the following youtube channel:
https://www.youtube.com/channel/UC11JRBJSPfLRD2pYH_i-QKg
Personality refers to an individual's characteristic patterns of thought, emotion, and behavior. It arises from both genetic and environmental factors. Personality can be measured through self-report surveys and observer ratings to provide insight into hiring, job fit, and workplace behavior. Common personality traits include the "Big Five" dimensions of extraversion, agreeableness, conscientiousness, emotional stability, and openness. Additional concepts are locus of control, self-esteem, self-monitoring, and the "Dark Triad" of Machiavellianism, narcissism, and psychopathy. The Myers-Briggs and Big Five models provide frameworks for understanding personality types and traits.
Personality-introduction
Personality Determinants
MBTI
Attributes of personality
personality attributes influencing OB
Type A vs. Type B personality
Hallmarks of an effective personality
This document discusses various personality traits that can benefit employees and organizations in a corporate environment. It describes traits such as locus of control (internal vs. external), Type A personality (ambitious, impatient), self-efficacy (belief in one's abilities), self-monitoring (ability to adapt behaviors to situations), Machiavellianism (cunning and manipulation), and provides examples of CEOs who demonstrate these traits through their leadership successes. The document aims to show how certain personality dimensions are well-suited for business and can contribute to both individual and organizational achievement.
The document discusses different theories of personality including psychoanalytic theory, trait theory, self theory, and socio-psychological theory. According to psychoanalytic theory proposed by Sigmund Freud, personality consists of the id, ego, and superego. Trait theory views personality as based on an individual's traits. Self theory sees personality as shaped by how one perceives oneself. Socio-psychological theory emphasizes the important role of society in forming personality through social interaction and learning.
This document discusses personality and several personality theories and models. It defines personality as the sum of ways an individual reacts and interacts with others. Several personality traits are listed, as well as determinants of personality like the Myers-Briggs Type Indicator, which classifies people into 16 types based on characteristics like introversion/extroversion. The Big Five model identifies five dimensions of personality: Extroversion, Agreeableness, Conscientiousness, Openness to Experience, and Emotional Stability. Finally, attributes like locus of control, risk-taking, self-esteem, and Type A/B personalities that influence organizational behavior are explained.
Personality is defined as the sum total of ways an individual reacts to and interacts with others, as well as measurable traits they exhibit. It is influenced by heredity, environment, and situation, and described through enduring characteristics like the Big Five model of extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. The Myers-Briggs Type Indicator assesses personality types based on four dichotomous scales of extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
This document provides an overview of personality, including key definitions and concepts. It discusses aspects of personality such as physical, mental, emotional, social, moral and spiritual. It also covers determinants of personality like heredity and environment. The psychoanalytic approach and structures of personality like the id, ego and superego are defined. Different personality types A through D are described. The document aims to introduce important concepts regarding personality.
The document discusses personality from an organizational behavior perspective. It defines personality as a dynamic system greater than the sum of its parts. Personality is determined by heredity, environment, and situation. Two prominent models of personality discussed are the Myers-Briggs Type Indicator and Big Five model. Methods of measuring personality include interviews, observation, projective tests, and objective tests.
After studying this chapter, you should be able to:
Define personality, describe how it is measured, and explain the factors that determine an individual’s personality.
Identify the key traits in the Big Five personality model.
Demonstrate how the Big Five traits predict behavior at work.
Identify other personality traits relevant to OB.
credit: Priyanka Sharma
1) The document discusses several theories of personality including traits, psychodynamic, and social learning theories. It also discusses types of personalities such as introverted vs extroverted.
2) Common personality characteristics and traits are discussed, including those identified by Cattell and Eysenck. Methods for measuring personality include structured tests and projective tests.
3) Individual differences in personality are important to consider because they can affect job performance, teamwork, training needs, and conflict. Understanding personality types and traits can help manage people effectively.
This document discusses the definition and theories of personality. It defines personality as a set of behaviors, feelings, thoughts and motives that characterize an individual. The document discusses the nature vs nurture debate on influences of personality and various theories including trait theory and the Big Five model. It also provides information on measuring personality through various tests and evaluating one's own personality.
This document discusses personality and individual differences that are important for managers to understand. It defines key concepts like the Big Five personality traits, emotional intelligence, locus of control, and Holland's personality-job fit theory. Understanding these differences can help managers create good fits between employees' personalities and their jobs to increase performance, satisfaction and retention. The document advises managers to consider individuals' personalities when providing supervision, support, feedback and setting expectations.
What is Personality under organisational behaviourAayush Vyas
This document discusses personality and job satisfaction. It defines personality as relatively enduring patterns of behavior and thought. It outlines four perspectives on personality: psychoanalytic, trait, humanistic, and social-cognitive. It then discusses the Big Five model of personality, which describes the five broad domains of extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. The document also discusses the Myers-Briggs Type Indicator and its four dimensions: extraversion vs introversion, sensing vs intuition, thinking vs feeling, and judgment vs perception. Finally, it defines job satisfaction and outlines several theories of job satisfaction, including content, process, and situational theories. It concludes with some managerial
The document discusses personality and the factors that influence it. It states that personality is shaped by both heredity and environmental factors. Heredity accounts for up to 55% of personality traits being inherited from parents. Environmental influences include culture, family, group membership, and life experiences. The five main personality dimensions are adjustment, sociability, conscientiousness, agreeableness, and intellectual openness. Personality affects behaviors in organizations and plays a role in observational behavior.
The document discusses personality from several perspectives. It defines personality as relatively stable patterns of thoughts, feelings and behaviors that distinguish individuals. It describes several theories of personality, including trait theory which breaks down behaviors into observable traits, and psychoanalytic theory which emphasizes unconscious determinants of behavior. It also discusses the Big Five model of personality and Freud's psychoanalytic concepts of the id, ego and superego.
The document discusses several theories of personality including:
- Jung's model which describes the dimensions of introversion vs extraversion. It also discusses intuition vs sensing and thinking vs feeling.
- Holland's RIASEC model which describes six personality types: realistic, investigative, artistic, social, enterprising, and conventional.
- The Big Five model which identifies five broad personality traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism.
The document discusses personality, personality traits, and values. It defines personality as the dynamic organization of psychophysical systems that determine adjustments to the environment. Personality traits are enduring characteristics that describe individual behavior. Common personality tests like the Rorschach inkblot test and Thematic Appreciation Test are used to analyze personality characteristics. Personality is determined by factors like heredity, environment, and the Big 5 personality model. Values provide understanding of attitudes and behaviors and influence perception. Types of values include terminal and instrumental values. Generational and cultural values can differ. An individual's personality and values are linked to workplace satisfaction and turnover through personality-job fit theory.
This document discusses personality from several perspectives:
1) It defines personality as the ways an individual reacts and interacts with others and notes that personality is determined by heredity, environment, and situation.
2) It describes personality traits as enduring characteristics that describe behaviors and lists several primary and Big Five traits.
3) It introduces several models for understanding personality types, including the Myers-Briggs Type Indicator and Holland's Typology which links personality types to congruent occupations.
Book review Dynamics of Personality Development by J.R.BhattiFawad Saeed
The Book is about personality development and personality dynamics. It may be labelled as self learning manual with very interesting self evaluating exercises.
Personality Development - is the improvement of behavioral traits such as com...iicecollege
A man is identified by his personality – public image.
It is the totality of the person and not merely external looks, but character, behavioral traits and attitude towards life.
Personality development – is the improvement of behavioral traits such as communication skills, interpersonal relationships, attitude towards life and restoring our ethics.
For more details please visit
www.iicecollege.com
This chapter discusses effective team communication and interpersonal skills. It covers communicating in teams, making meetings more productive, improving listening and nonverbal communication skills, and developing business etiquette. Specific topics include team roles and dynamics, resolving conflicts, collaborative writing tools, virtual meeting technologies, barriers to listening, and etiquette in the workplace and online settings. The overall aim is to provide guidance on mastering crucial soft skills for professional interactions and team-based work.
This document discusses various personality traits that can benefit employees and organizations in a corporate environment. It describes traits such as locus of control (internal vs. external), Type A personality (ambitious, impatient), self-efficacy (belief in one's abilities), self-monitoring (ability to adapt behaviors to situations), Machiavellianism (cunning and manipulation), and provides examples of CEOs who demonstrate these traits through their leadership successes. The document aims to show how certain personality dimensions are well-suited for business and can contribute to both individual and organizational achievement.
The document discusses different theories of personality including psychoanalytic theory, trait theory, self theory, and socio-psychological theory. According to psychoanalytic theory proposed by Sigmund Freud, personality consists of the id, ego, and superego. Trait theory views personality as based on an individual's traits. Self theory sees personality as shaped by how one perceives oneself. Socio-psychological theory emphasizes the important role of society in forming personality through social interaction and learning.
This document discusses personality and several personality theories and models. It defines personality as the sum of ways an individual reacts and interacts with others. Several personality traits are listed, as well as determinants of personality like the Myers-Briggs Type Indicator, which classifies people into 16 types based on characteristics like introversion/extroversion. The Big Five model identifies five dimensions of personality: Extroversion, Agreeableness, Conscientiousness, Openness to Experience, and Emotional Stability. Finally, attributes like locus of control, risk-taking, self-esteem, and Type A/B personalities that influence organizational behavior are explained.
Personality is defined as the sum total of ways an individual reacts to and interacts with others, as well as measurable traits they exhibit. It is influenced by heredity, environment, and situation, and described through enduring characteristics like the Big Five model of extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. The Myers-Briggs Type Indicator assesses personality types based on four dichotomous scales of extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
This document provides an overview of personality, including key definitions and concepts. It discusses aspects of personality such as physical, mental, emotional, social, moral and spiritual. It also covers determinants of personality like heredity and environment. The psychoanalytic approach and structures of personality like the id, ego and superego are defined. Different personality types A through D are described. The document aims to introduce important concepts regarding personality.
The document discusses personality from an organizational behavior perspective. It defines personality as a dynamic system greater than the sum of its parts. Personality is determined by heredity, environment, and situation. Two prominent models of personality discussed are the Myers-Briggs Type Indicator and Big Five model. Methods of measuring personality include interviews, observation, projective tests, and objective tests.
After studying this chapter, you should be able to:
Define personality, describe how it is measured, and explain the factors that determine an individual’s personality.
Identify the key traits in the Big Five personality model.
Demonstrate how the Big Five traits predict behavior at work.
Identify other personality traits relevant to OB.
credit: Priyanka Sharma
1) The document discusses several theories of personality including traits, psychodynamic, and social learning theories. It also discusses types of personalities such as introverted vs extroverted.
2) Common personality characteristics and traits are discussed, including those identified by Cattell and Eysenck. Methods for measuring personality include structured tests and projective tests.
3) Individual differences in personality are important to consider because they can affect job performance, teamwork, training needs, and conflict. Understanding personality types and traits can help manage people effectively.
This document discusses the definition and theories of personality. It defines personality as a set of behaviors, feelings, thoughts and motives that characterize an individual. The document discusses the nature vs nurture debate on influences of personality and various theories including trait theory and the Big Five model. It also provides information on measuring personality through various tests and evaluating one's own personality.
This document discusses personality and individual differences that are important for managers to understand. It defines key concepts like the Big Five personality traits, emotional intelligence, locus of control, and Holland's personality-job fit theory. Understanding these differences can help managers create good fits between employees' personalities and their jobs to increase performance, satisfaction and retention. The document advises managers to consider individuals' personalities when providing supervision, support, feedback and setting expectations.
What is Personality under organisational behaviourAayush Vyas
This document discusses personality and job satisfaction. It defines personality as relatively enduring patterns of behavior and thought. It outlines four perspectives on personality: psychoanalytic, trait, humanistic, and social-cognitive. It then discusses the Big Five model of personality, which describes the five broad domains of extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. The document also discusses the Myers-Briggs Type Indicator and its four dimensions: extraversion vs introversion, sensing vs intuition, thinking vs feeling, and judgment vs perception. Finally, it defines job satisfaction and outlines several theories of job satisfaction, including content, process, and situational theories. It concludes with some managerial
The document discusses personality and the factors that influence it. It states that personality is shaped by both heredity and environmental factors. Heredity accounts for up to 55% of personality traits being inherited from parents. Environmental influences include culture, family, group membership, and life experiences. The five main personality dimensions are adjustment, sociability, conscientiousness, agreeableness, and intellectual openness. Personality affects behaviors in organizations and plays a role in observational behavior.
The document discusses personality from several perspectives. It defines personality as relatively stable patterns of thoughts, feelings and behaviors that distinguish individuals. It describes several theories of personality, including trait theory which breaks down behaviors into observable traits, and psychoanalytic theory which emphasizes unconscious determinants of behavior. It also discusses the Big Five model of personality and Freud's psychoanalytic concepts of the id, ego and superego.
The document discusses several theories of personality including:
- Jung's model which describes the dimensions of introversion vs extraversion. It also discusses intuition vs sensing and thinking vs feeling.
- Holland's RIASEC model which describes six personality types: realistic, investigative, artistic, social, enterprising, and conventional.
- The Big Five model which identifies five broad personality traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism.
The document discusses personality, personality traits, and values. It defines personality as the dynamic organization of psychophysical systems that determine adjustments to the environment. Personality traits are enduring characteristics that describe individual behavior. Common personality tests like the Rorschach inkblot test and Thematic Appreciation Test are used to analyze personality characteristics. Personality is determined by factors like heredity, environment, and the Big 5 personality model. Values provide understanding of attitudes and behaviors and influence perception. Types of values include terminal and instrumental values. Generational and cultural values can differ. An individual's personality and values are linked to workplace satisfaction and turnover through personality-job fit theory.
This document discusses personality from several perspectives:
1) It defines personality as the ways an individual reacts and interacts with others and notes that personality is determined by heredity, environment, and situation.
2) It describes personality traits as enduring characteristics that describe behaviors and lists several primary and Big Five traits.
3) It introduces several models for understanding personality types, including the Myers-Briggs Type Indicator and Holland's Typology which links personality types to congruent occupations.
Book review Dynamics of Personality Development by J.R.BhattiFawad Saeed
The Book is about personality development and personality dynamics. It may be labelled as self learning manual with very interesting self evaluating exercises.
Personality Development - is the improvement of behavioral traits such as com...iicecollege
A man is identified by his personality – public image.
It is the totality of the person and not merely external looks, but character, behavioral traits and attitude towards life.
Personality development – is the improvement of behavioral traits such as communication skills, interpersonal relationships, attitude towards life and restoring our ethics.
For more details please visit
www.iicecollege.com
This chapter discusses effective team communication and interpersonal skills. It covers communicating in teams, making meetings more productive, improving listening and nonverbal communication skills, and developing business etiquette. Specific topics include team roles and dynamics, resolving conflicts, collaborative writing tools, virtual meeting technologies, barriers to listening, and etiquette in the workplace and online settings. The overall aim is to provide guidance on mastering crucial soft skills for professional interactions and team-based work.
In this workshop are developed all the aspects how to use and improve the communication skills in business. There are not only the main pillars of how to develop good skills, but also good cartoons-examples of them, so participants in the workshop can be interactive in the process.
"The Balanced Male" is an interactive presentation for men to help them be happier, deal more effectively with stress and become better relationship partners. Not too lofty of goals, huh?
Moral values are integral to civilized societies and distinguish humans from animals. Values determine what is right and wrong, and ethics is behaving consistently with right and wrong. People develop values at different stages - initially from parents, then peers, and ultimately personal awareness of fairness. Some key moral values include sincerity, honesty, respect, courage, and loyalty. Adhering strictly to these values could help humanity coexist peacefully and prosper, though creating a just society from nothing requires great effort.
This document provides information on mentoring adolescent youth, including boys, girls and athletes. It discusses challenges faced during adolescence and how mentoring can help. Barriers to mentoring relationships are outlined, as well as benefits of school-based mentoring programs. Interventions for mentors are proposed, such as role-playing scenarios and receiving ongoing support and supervision. The impacts of socialization and gender on mentoring relationships are also examined.
"A presentation exploring the application of counselling skills with young people who identify as LGB, from a youth work perspective"
A redo of a presentation I worked on for my degree... wish I'd had this instead of the powerpoint themed cack!
Hero's Journey for Male Survivors of Childhood Sexual Abusebigvoicepictures
Boys and Men Healing from childhood sexual abuse documentary produced by Big Voice Pictures utilizes aspects of classic filmmaking model of the hero's journey. The men featured in the film illustrate the healing process as embarking on a hero's journey.
Jamiya Barker's presentation on healthy living for teens provides guidance on maintaining a balanced lifestyle. It offers suggestions for eating a nutritious breakfast, packing healthy school lunches, and fixing satisfying family dinners. The presentation also emphasizes the importance of regular exercise and sufficient sleep for physical and mental well-being. Tips include engaging in 60 minutes of daily activity like biking or swimming and aiming for 8.5 to 9 hours of sleep per night.
This document discusses the qualities of healthy and unhealthy relationships. It states that communication is one of the most important qualities for a healthy relationship, and that in a healthy relationship people feel comfortable and are liked for who they are rather than their appearance. Unhealthy relationships are defined as those based on social status or looks rather than a person's character, or those with manipulation, abuse, or lack of equality. The document also provides a "bill of rights" for healthy relationships that includes trust, support, honesty, shared decision-making, communication, fairness, prioritizing the partner, respecting boundaries, balance, and respect.
A character's motivation is what drives their actions and is determined by both their personality and the current situation. Motivation stems from the interaction between a character's inherent traits and how they respond to what is happening around them. Understanding motivation allows readers to predict how a character will behave based on their personality and circumstances.
This document discusses character development and defines character. It examines character from psychological perspectives and lists its key components. Character is determined by personal and social factors and includes traits like honesty, integrity, fairness, responsibility, compassion, and respect. The document outlines several frameworks for character, such as the six pillars of character and provides strategies for developing character, such as defining ethical behavior, modeling appropriate behaviors, and building moral reasoning skills.
The Six Pillars of Character to base our daily choices off of. Building these can change your attitude, your success, and your life.
Find out more about Empyrean values and culture on our website: www.empyreanco.com
This document discusses strategies for effective informative speaking. It begins by explaining the different types of informative speeches: speeches of description, definition, and demonstration. It then provides general principles for informative speeches such as limiting information load, using an appropriate complexity level, highlighting relevant information, and balancing abstract and concrete ideas. Specific strategies are also outlined for each speech type, such as using vivid descriptions, providing similarities and differences, and employing presentation aids, an overview, and time ordering for demonstration speeches. The document emphasizes applying these principles and strategies to ensure informative speeches are clear and understandable for audiences.
A is supported by the text. The example given is that one may change what they say when their mother enters, indicating they may shield some information.
This document outlines learning objectives and topics for chapters 8 and 9 on ethics. Students will choose presentation topics from lists provided and the instructor will assign presentations. Chapter 8 objectives cover defining ethics, comparing values and morals, approaches to morals, and concepts in ethics. Chapter 9 objectives include branches of ethics, ethical principles, using the Potter Box model for decision making, and how it addresses problems but does not provide answers.
Soft skills and Personality Traits at different stages of the career growthMohammed Jasir PV
This document discusses soft skills and personality traits needed for career growth. It describes soft skills like emotional intelligence, teamwork, adaptability, and active listening. Personality traits that are important for career success include having a positive attitude, being enthusiastic, ethical, goal-focused, a good listener, networked, persistent, self-aware, self-confident, and self-disciplined. The document also outlines five stages of a career: exploration, establishment, mid-career, late career, and decline. It provides details on soft skills and personality traits most important for each career stage.
The document summarizes leadership qualities that were exhibited by Attila the Hun, including loyalty, courage, desire, emotional and physical stamina, empathy, decisiveness, anticipation, timing, competitiveness, self-confidence, accountability, responsibility, credibility, tenacity, dependability, and stewardship. It provides examples of how each quality can be demonstrated and stresses the importance of developing these qualities through experience over time in order to become an effective leader.
Lesson 1 Introduction to Professional Development and Applied EthicsDR. RHEA SANTILLAN
This course discusses professional development, applied ethics, and personality development. It describes the skills, knowledge, and performance needed for students to become professionals through understanding ways to present themselves in business settings like meetings, networking, and proposals. Professional development involves maintaining credentials through education and learning, while applied ethics examines ethical issues in different fields like business. Personality development can help individuals reduce stress, have a positive attitude, and make a strong impression. The document outlines several personality traits and provides ways to build self-confidence.
This document summarizes leadership qualities described in a book about Attila the Hun. It identifies 17 key leadership qualities including loyalty, courage, desire, empathy, decisiveness, accountability, and credibility. For each quality, it provides examples of how Attila and other leaders demonstrated that quality and implications for school leaders. It encourages leaders to develop these qualities through experience and challenges them to teach these qualities to others to expand their ability to lead.
The document discusses various aspects of leadership. It defines leadership as a process of influencing others to accomplish objectives by directing an organization. It also discusses different types of leaders and attributes of effective leaders. Some key points:
- Good leaders are made, not born, through education, training, and experience. They balance results, relationships, and processes.
- Effective leaders gain respect by being ethical and conveying a strong vision of the future. They are trustworthy and communicate their vision well.
- The basis of good leadership is honorable character and selfless service. A leader's actions and behaviors influence followers more than their words alone.
This document discusses personality, character, and personality typing. It defines personality as one's distinctive qualities and traits, while character refers to one's morals and beliefs. It distinguishes Type A personalities, which are competitive and pressured, from Type B, which are more relaxed. It also discusses the Big Five personality dimensions of conscientiousness, extraversion, agreeableness, emotional stability, and openness to experience and their implications for work performance and team performance. Personality traits are shaped both by nature and nurture and have important implications for how people behave.
Personality development is important for success and happiness. Personality refers to consistent behaviors and encompasses factors like appearance, communication style, habits, and philosophy of life. The module is designed to help discover oneself and shape personality to achieve goals. It deals with core factors like confidence, evaluating strengths and weaknesses, and developing qualities like perseverance, empathy, resilience, sincerity, and open-mindedness to be successful.
The document discusses the importance of personality development for success in life and career. It outlines several key requirements for developing a fine personality, including clarity of goals, doing beyond expectations, learning from failures, having initiatives, enthusiasm, self-discipline, and maintaining physical and mental health. It emphasizes developing a positive attitude by choosing to do things rather than feeling one has to do them. Personality development requires systematic, determined, and consistent efforts with self-control and accepting setbacks without dejection.
The document discusses the importance of personality development for success in life and career. It outlines several key requirements for developing a fine personality, including clarity of goals and purpose, doing beyond expectations, learning from failures, having initiatives, enthusiasm, self-discipline, and maintaining physical and mental health. It also emphasizes qualities like ambition, commitment, responsibility, hard work, and character that are important for successful people.
The document discusses the importance of personality development and provides tips for improving one's personality. It addresses what personality includes, factors that influence personality like genes and environment, and emphasizes that personality can be improved. It suggests focusing on strengths, being aware of weaknesses and opportunities, and preparing for threats. Small group activities are recommended over individual work for better learning and development of skills like teamwork, leadership, and relationship building. Teachers have a responsibility to encourage students' personality development.
This document discusses personality development and the qualities of a successful person. It defines personality as the sum of physical, mental, and emotional attributes that determine one's success. Personality development involves expressing originality and deep thinking while avoiding artificiality. It requires having clear goals and purpose, doing beyond expectations, learning from failures, taking initiatives, and maintaining enthusiasm, character, self-discipline, and physical/mental health. The qualities of a successful person include ambition, commitment, responsibility, hard work, and strong character and persistence. The document provides tips for improving one's attitude at work such as developing confidence and having realistic expectations.
Personality development refers to how the organized patterns of behavior that make up each person's unique personality emerge over time. Many factors go into influencing personality, including genetics, environment, parenting, and societal variables.
The document discusses the counselling process, why people become counselors, moral and ethical issues in counselling, steps in making ethical decisions, ethical principles of counselling, moral values of counselors, characteristics of effective counselors, and traits of school counselors. The counselling process involves a planned dialogue between counselor and client to help identify and overcome problems. Counselors want to help people by preventing and overcoming difficulties and reaching their potential. Moral and ethical issues concern respecting clients and developing as counselors.
This document discusses moral values and character building. It defines morals and values, and lists key moral principles including trustworthiness, respect, responsibility, fairness, caring, and citizenship. It then provides descriptions and examples of each principle. The document discusses the importance of character, what constitutes good character, and factors that influence character development. It also outlines approaches for measuring and developing good character, including effective communication between families, schools, and communities regarding shared values. Overall, the document provides an overview of moral values and principles, what defines good character, and suggestions for developing strong character.
This document discusses moral values and character building. It defines morals and values, and lists key moral principles including trustworthiness, respect, responsibility, fairness, caring, and citizenship. It then provides descriptions and examples of each principle. The document discusses the importance of character, what constitutes good character, and factors that influence character development. It also outlines approaches for measuring and developing good character, including effective communication between families, schools, and communities regarding shared values. Overall, the document provides an overview of moral values and principles, what constitutes strong character, and how character can be built in individuals.
This document provides an introduction to a lecture series on leadership skills. It outlines the course objectives, which are to identify the scopes of leadership, strengthen self-leadership skills, and identify critical leadership skills for building strong teams. It also provides the grading policy. The document then defines what a leader is and discusses key leadership concepts like leading vs managing. It introduces emotional intelligence and its components like self-awareness, self-management, social awareness, and social skills. Finally, it discusses the first scope of leadership - leading yourself, with a focus on self-awareness and self-management competencies.
The document discusses several theories of leadership including trait theories, types of leaders, leader-member exchange theory, charismatic leadership, authentic leadership, trust and leadership, and mentoring. Trait theories consider personality traits that differentiate leaders from non-leaders. There are four main types of leaders - directive, supportive, participative, and achievement-oriented. Leader-member exchange theory discusses in-groups and out-groups. Charismatic leadership involves vision, personal risk, sensitivity to followers, and unconventional behavior. Authentic leaders act in accordance with their values and beliefs. Trust is a key attribute for effective leadership. Mentoring involves senior employees supporting and helping less experienced employees.
The document discusses personality development and its key components. Personality is shaped by temperament, character, and environment. Temperament is genetically influenced while character develops through experiences. A person's personality gives them confidence and improves their communication, attitude, credibility, and knowledge. Developing interpersonal and intrapersonal skills also contributes to healthy personality development. Interpersonal skills help in social interactions while intrapersonal skills involve self-esteem, confidence, assertiveness, and managing emotions.
Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie WellsRosie Wells
Insight: In a landscape where traditional narrative structures are giving way to fragmented and non-linear forms of storytelling, there lies immense potential for creativity and exploration.
'Collapsing Narratives: Exploring Non-Linearity' is a micro report from Rosie Wells.
Rosie Wells is an Arts & Cultural Strategist uniquely positioned at the intersection of grassroots and mainstream storytelling.
Their work is focused on developing meaningful and lasting connections that can drive social change.
Please download this presentation to enjoy the hyperlinks!
This presentation, created by Syed Faiz ul Hassan, explores the profound influence of media on public perception and behavior. It delves into the evolution of media from oral traditions to modern digital and social media platforms. Key topics include the role of media in information propagation, socialization, crisis awareness, globalization, and education. The presentation also examines media influence through agenda setting, propaganda, and manipulative techniques used by advertisers and marketers. Furthermore, it highlights the impact of surveillance enabled by media technologies on personal behavior and preferences. Through this comprehensive overview, the presentation aims to shed light on how media shapes collective consciousness and public opinion.
Suzanne Lagerweij - Influence Without Power - Why Empathy is Your Best Friend...Suzanne Lagerweij
This is a workshop about communication and collaboration. We will experience how we can analyze the reasons for resistance to change (exercise 1) and practice how to improve our conversation style and be more in control and effective in the way we communicate (exercise 2).
This session will use Dave Gray’s Empathy Mapping, Argyris’ Ladder of Inference and The Four Rs from Agile Conversations (Squirrel and Fredrick).
Abstract:
Let’s talk about powerful conversations! We all know how to lead a constructive conversation, right? Then why is it so difficult to have those conversations with people at work, especially those in powerful positions that show resistance to change?
Learning to control and direct conversations takes understanding and practice.
We can combine our innate empathy with our analytical skills to gain a deeper understanding of complex situations at work. Join this session to learn how to prepare for difficult conversations and how to improve our agile conversations in order to be more influential without power. We will use Dave Gray’s Empathy Mapping, Argyris’ Ladder of Inference and The Four Rs from Agile Conversations (Squirrel and Fredrick).
In the session you will experience how preparing and reflecting on your conversation can help you be more influential at work. You will learn how to communicate more effectively with the people needed to achieve positive change. You will leave with a self-revised version of a difficult conversation and a practical model to use when you get back to work.
Come learn more on how to become a real influencer!
This presentation by OECD, OECD Secretariat, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
XP 2024 presentation: A New Look to Leadershipsamililja
Presentation slides from XP2024 conference, Bolzano IT. The slides describe a new view to leadership and combines it with anthro-complexity (aka cynefin).
This presentation by Professor Alex Robson, Deputy Chair of Australia’s Productivity Commission, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
Carrer goals.pptx and their importance in real lifeartemacademy2
Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
Mastering the Concepts Tested in the Databricks Certified Data Engineer Assoc...SkillCertProExams
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