Personality and Values
•Download as DOCX, PDF•
0 likes•168 views
Personality is shaped by both hereditary and environmental factors and refers to how a person interacts with and reacts to others. The Myers-Briggs Type Indicator (MBTI) is a widely used personality test that classifies people into 16 types based on their preferences in four dimensions: extraversion vs introversion, sensing vs intuition, thinking vs feeling, and judging vs perceiving. The Big Five personality model assesses personality along five dimensions: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. This model aims to explain how personality traits influence behavior in organizational settings.
Report
Share
Report
Share
Recommended
Perception & attribution
Perception and individual decision making are influenced by various factors. Perception depends on the perceiver's characteristics and attitudes, the target being perceived, and the situation. Decision making involves identifying problems, developing alternatives, and making choices that can be biased by perceptual distortions. Common biases include overconfidence, anchoring, confirmation bias, availability bias, and escalation of commitment. Managers must consider how perception and biases can influence evaluation, rewards, regulations, precedents, and decision making.
Personality and values chapter 5 ( organizational behavior)
Personality and values chapter 5 ( organizational behavior)Noakhali science and technology university
It shows basic information about Personality and values chapter 5 slide to do a presentation. It happens to create one to generate new slides. or it could help one do one study as well.Organizational Behaviour - Personality and Values
This document discusses two frameworks for identifying personality traits: the Myers-Briggs Type Indicator (MBTI) and the Big Five Model.
The MBTI classifies personalities into 16 types based on preferences in four dichotomous scales: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. It is commonly used for career guidance and ensuring diverse capabilities in teams. However, it forces individuals into only one type.
The Big Five Model identifies the five basic dimensions of personality as Extroversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience. These traits have been proven highly
Chapter 5 presentation
This chapter discusses personality and values in organizational behavior. It defines personality and describes how personality is measured through self-reporting and observer surveys. Two major personality models are explained: the Myers-Briggs Type Indicator, which sorts people into 16 personality types, and the Big Five model, which measures extraversion, agreeableness, conscientiousness, emotional stability, and openness. Additional traits like narcissism, Machiavellianism, and risk-taking are also covered. The chapter then defines values and discusses the importance of person-job fit and person-organization fit in relating personality and values to the workplace. Finally, it examines international cultural values using Hofstede's dimensions of power distance,
4 chapter-4 personality & emotions ob
This document provides an overview of a lecture on personality and emotions from an Organizational Behavior textbook. It discusses key theories of personality including the Myers-Briggs Type Indicator (MBTI) framework and the Big Five model. It also examines how personality traits like locus of control, Machiavellianism, and risk-taking can impact work behaviors. Additionally, the document defines emotions, differentiates them from moods, and explores factors like gender differences and external constraints on emotions. Key models on emotional intelligence and the influence of emotions in the workplace are also summarized.
Personality and Values
,
personality and values
,
what is personality?
,
personality determinants
,
personality traits
,
the myers-briggs type indicator
,
hofstede’s framework: masculinity
,
hofstede’s framework: time orientation
,
how do the big five traits predict behavior?
,
more relevant personality traits
,
linking personality and values to the workplace
,
classifying values – rokeach value survey
Personality and Emotions
Chapter 4 discusses personality and emotions. It describes several personality models including the Big Five personality traits of openness, conscientiousness, extraversion, agreeableness, and emotional stability. It also discusses Holland's theory of personality types and career fit. The chapter explores emotions, how they are influenced by factors like gender, culture and organizations, and examines achievment, relationships, and national culture in relation to personality.
Personality emotions
This document discusses key concepts in organizational behavior related to values, attitudes, personality, and emotions. It covers several models and theories including values and cultural dimensions, the components of attitudes, personality traits and types, and emotions. It also discusses self-efficacy and Covey's seven habits for managerial self-improvement.
Recommended
Perception & attribution
Perception and individual decision making are influenced by various factors. Perception depends on the perceiver's characteristics and attitudes, the target being perceived, and the situation. Decision making involves identifying problems, developing alternatives, and making choices that can be biased by perceptual distortions. Common biases include overconfidence, anchoring, confirmation bias, availability bias, and escalation of commitment. Managers must consider how perception and biases can influence evaluation, rewards, regulations, precedents, and decision making.
Personality and values chapter 5 ( organizational behavior)
Personality and values chapter 5 ( organizational behavior)Noakhali science and technology university
It shows basic information about Personality and values chapter 5 slide to do a presentation. It happens to create one to generate new slides. or it could help one do one study as well.Organizational Behaviour - Personality and Values
This document discusses two frameworks for identifying personality traits: the Myers-Briggs Type Indicator (MBTI) and the Big Five Model.
The MBTI classifies personalities into 16 types based on preferences in four dichotomous scales: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. It is commonly used for career guidance and ensuring diverse capabilities in teams. However, it forces individuals into only one type.
The Big Five Model identifies the five basic dimensions of personality as Extroversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience. These traits have been proven highly
Chapter 5 presentation
This chapter discusses personality and values in organizational behavior. It defines personality and describes how personality is measured through self-reporting and observer surveys. Two major personality models are explained: the Myers-Briggs Type Indicator, which sorts people into 16 personality types, and the Big Five model, which measures extraversion, agreeableness, conscientiousness, emotional stability, and openness. Additional traits like narcissism, Machiavellianism, and risk-taking are also covered. The chapter then defines values and discusses the importance of person-job fit and person-organization fit in relating personality and values to the workplace. Finally, it examines international cultural values using Hofstede's dimensions of power distance,
4 chapter-4 personality & emotions ob
This document provides an overview of a lecture on personality and emotions from an Organizational Behavior textbook. It discusses key theories of personality including the Myers-Briggs Type Indicator (MBTI) framework and the Big Five model. It also examines how personality traits like locus of control, Machiavellianism, and risk-taking can impact work behaviors. Additionally, the document defines emotions, differentiates them from moods, and explores factors like gender differences and external constraints on emotions. Key models on emotional intelligence and the influence of emotions in the workplace are also summarized.
Personality and Values
,
personality and values
,
what is personality?
,
personality determinants
,
personality traits
,
the myers-briggs type indicator
,
hofstede’s framework: masculinity
,
hofstede’s framework: time orientation
,
how do the big five traits predict behavior?
,
more relevant personality traits
,
linking personality and values to the workplace
,
classifying values – rokeach value survey
Personality and Emotions
Chapter 4 discusses personality and emotions. It describes several personality models including the Big Five personality traits of openness, conscientiousness, extraversion, agreeableness, and emotional stability. It also discusses Holland's theory of personality types and career fit. The chapter explores emotions, how they are influenced by factors like gender, culture and organizations, and examines achievment, relationships, and national culture in relation to personality.
Personality emotions
This document discusses key concepts in organizational behavior related to values, attitudes, personality, and emotions. It covers several models and theories including values and cultural dimensions, the components of attitudes, personality traits and types, and emotions. It also discusses self-efficacy and Covey's seven habits for managerial self-improvement.
O.b. c 5 personality and values
This document summarizes personality and the major frameworks for identifying personality traits. It discusses the Big Five model of personality which includes extraversion, agreeableness, conscientiousness, emotional stability, and openness. It also covers the Myers-Briggs Type Indicator (MBTI) and research showing both genetics and environment influence personality. Additional traits discussed include core self-evaluation, Machiavellianism, narcissism, self-monitoring, risk-taking, and proactive personality. The document examines how different personality traits may impact work performance and suitability for certain jobs or roles.
MBA 1 sem OB Individual Personality and motivation
This document discusses various theories and models of personality and motivation. It describes personality as the sum total of an individual's reactions and interactions with others, influenced by heredity, environment, and situation. Popular models of personality discussed include Myers-Briggs, which classifies people into 16 types based on preferences for extroversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. The Big Five model describes five dimensions: extroversion, agreeableness, conscientiousness, openness to experience, and emotional stability. The document also covers major personality attributes like locus of control, Machiavellianism, self-esteem, and risk-taking.
Ob11 04st
This document summarizes key concepts around personality and emotions from Chapter 4 of the textbook. It defines personality and lists several personality traits and models, including the Myers-Briggs Type Indicator and Big Five model. It also discusses major personality attributes that influence organizational behavior, such as locus of control, Machiavellianism, self-esteem, and risk-taking tendencies. Additionally, the document covers emotions in the workplace, including theories like Affective Events Theory, and how gender, jobs, and emotional intelligence can impact emotions at work.
Personality Powerpoint
This is a presentation of my research project I conducted during my internship in the Human Resources Department at CNU.
Ch4 personality-and-values
This document discusses personality and values. It defines personality and describes how it is measured. Two major personality frameworks are described - the Myers-Briggs Type Indicator and the Big Five model. Values are defined as basic convictions about how to live and the importance of values is explained. Generational differences in values are compared. Hofstede's five dimensions of national culture are identified as a framework for assessing cultural values.
Ch 03 personality and values
This document discusses theories of personality including the Myers-Briggs Type Indicator, Big Five Model, core self-evaluation, and Holland's theory of person-job fit. The Myers-Briggs Type Indicator classifies people into 16 personality types based on preferences for extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. The Big Five Model describes five dimensions of personality: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Core self-evaluation refers to self-esteem and locus of control, with positive core self-evaluation relating to better job performance. Holland's theory proposes that personality types should match
Motivation
Motive : A inner state that energizes , activates or moves and directs or channels behaviour towards goals. One person induces another person to engage in action or desired behaviour by ensuring that a channel to direct the motive of the person becomes available and accessible to the person
The result of the interaction between the individual and the situation.
Credit: Priyanka Sharma
Big Five Personality Model
The document discusses personality and the Big Five model of personality traits. It defines personality as an individual's unique psychological characteristics and how they interact with their environment. The Big Five model categorizes personality into five broad dimensions: Extraversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness to Experience. Each dimension is described in terms of traits that define where someone falls on that spectrum. The Big Five model is commonly used in human resources to help place employees and predict job performance based on an individual's personality traits.
Personality Values and Emotions
This chapter discusses personality, values, emotions, and their impact in organizational behavior. It covers several models of personality including Myers-Briggs, Big Five, Holland's typology. It also discusses values frameworks like Rokeach model and Hofstede's cultural dimensions. Key topics on emotions include the difference between emotions and moods, impact of gender and culture, and Affective Events Theory. The chapter explains how understanding personality, values, and emotions can provide insights into areas like leadership, decision-making, motivation and performance.
Presentation On 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.
Interpersonal behaviour
The document discusses interpersonal behavior and its importance. Interpersonal behavior is influenced by communication skills, emotional intelligence, and social skills. There are three types of interpersonal behavior: non-assertive, assertive, and aggressive. People operate from different ego states including the parent, adult, and child ego. There are also four life positions that influence relationships. Improving interpersonal skills involves enhancing communication, assertiveness, conflict resolution, and anger management abilities. The second half summarizes a study that developed a model of empowerment at the individual and work unit level, finding empowerment climate positively relates to psychological empowerment and work unit performance.
Personality and values day 2
Describe personality, how it is measured, and the factors that shape it
Strength and weaknessess of MBTI framework and Big Five Personality Model
The contribution of Core Self Evaluation (CSE), self monitoring, and personality on understanding personality
Relationship between situation, personality and behavior
Contrasting the terminal and instrumental values
Person-job-fit and person-organization-fit
Hofstede’s five value dimension and GLOBE framework
Big 5 model of personality & organizationally relevant personality traits
Big 5 model of personality & organizationally relevant personality traitsAl - Qurmoshi Institute of Business Management, Hyderabad
The document discusses the Big Five Model of personality and organizationally relevant personality traits. The Big Five Model identifies five broad personality traits: Extraversion, Neuroticism, Agreeableness, Conscientiousness, and Openness to Experience. It also describes additional traits relevant to work such as Locus of Control, Self-Monitoring, Self-Esteem, Type A/Type B personality, and McClelland's Needs for Achievement, Affiliation, and Power. The traits influence factors like career choice, job satisfaction, leadership abilities, and performance.Personality and Anxiety Level of School Teachers
This study examined the personality factors and anxiety levels of 130 male and female school teachers aged 25-35 and 36-46 in Indore, India. Several hypotheses were tested, including that male teachers would have higher anxiety than female teachers, and that younger teachers aged 25-35 would be more anxious, extroverted, and neurotic than older teachers aged 36-46. Personality was measured using the Eysenck Personality Scale and anxiety was assessed using Sinha's Comprehensive Anxiety Test. The results found support for most of the hypotheses, with male teachers reporting higher anxiety and extroversion than females, and younger teachers scoring higher on anxiety, extroversion, and neuroticism compared to older teachers. The
personality & value
This document discusses personality and different models for understanding personality:
1. It defines personality and describes enduring traits that describe individual behavior.
2. It introduces the Myers-Briggs Type Indicator, which classifies people into 16 types based on preferences of extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
3. It also discusses the Big Five model of personality dimensions: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience.
Henry murray needs
Motivational psychology examines what drives human behavior. Motives are internal states that direct behavior toward goals and needs. Murray's theory identified 20 fundamental human needs and proposed they interact in a hierarchy. Motive testing techniques like TAT measure implicit motives like needs for achievement, power, and intimacy, while questionnaires measure explicit motives. Maslow's hierarchy proposed needs must be met in order from physiological to self-actualization. Humanistic theories also emphasized self-actualization and fully functioning.
PERSONALITY PRESENTATION
This document presents a summary of personality types and the personality traits that best suit a manager. It defines personality as the characteristics that form an individual's character. It describes the four main personality types as dominant, expressive, introverts, and relational. It then provides more details about each type. Finally, it discusses the personality traits of empathy, fairness, positivity, and accountability that are well-suited for managers to effectively lead employees.
Big 5 Model ppt
Personality refers to qualities of a person's character that make them unique. Psychologists view personality as a dynamic concept describing a person's whole psychological system and growth over time. Gordon Allport defined personality as the dynamic organization within an individual that determines their unique adjustments to their environment. The Big Five personality model identifies five key dimensions that make up an individual's overall personality: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. These dimensions are often used by human resources professionals to help place employees.
Personality and emotions ppt marks.
Do you know what is your personality type and what role emotions play in one's personality.
This presentation helps you to explore all the personality types.
Personality traits relevant to ob.
This document discusses several personality traits relevant to organizational behavior:
1) Core self-evaluation refers to how positively or negatively one views themselves, with positive self-evaluation linked to better job performance and negative views linked to poorer performance.
2) Machiavellianism describes pragmatic, emotionally distant individuals who believe the ends justify the means and can be manipulative to achieve power and influence, flourishing with direct interaction and minimal rules.
3) Narcissism involves arrogance and entitlement where people need excessive admiration but are less effective in their jobs.
EDUC 202 - PERSONALITY.pptx
Personality describes unique patterns of thoughts, feelings, and behaviors that distinguish individuals. It develops from both biology and environment. There are several theories that attempt to explain personality, including trait, psychodynamic, humanistic, behavioral, cognitive, and biological approaches. While personality determines normal functioning, personality disorders involve disruptive thoughts and behaviors that cause distress. Understanding personality has real-world applications in fields like health and business.
Lecture on personality
Personality is defined as a relatively stable set of characteristics that influence behavior. It combines physical and mental traits that reflect how a person looks, thinks, acts and feels. Personality is determined by both heredity and environment, with about a 50-50 split of influence. It is measured through various methods like projective tests, behavioral observations, and self-report questionnaires. One well-known personality assessment is the Myers-Briggs Type Indicator, which classifies people into 16 types based on preferences of extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. Personality is important to understand individual behaviors and ensure effective personnel selection and management in organizations.
More Related Content
What's hot
O.b. c 5 personality and values
This document summarizes personality and the major frameworks for identifying personality traits. It discusses the Big Five model of personality which includes extraversion, agreeableness, conscientiousness, emotional stability, and openness. It also covers the Myers-Briggs Type Indicator (MBTI) and research showing both genetics and environment influence personality. Additional traits discussed include core self-evaluation, Machiavellianism, narcissism, self-monitoring, risk-taking, and proactive personality. The document examines how different personality traits may impact work performance and suitability for certain jobs or roles.
MBA 1 sem OB Individual Personality and motivation
This document discusses various theories and models of personality and motivation. It describes personality as the sum total of an individual's reactions and interactions with others, influenced by heredity, environment, and situation. Popular models of personality discussed include Myers-Briggs, which classifies people into 16 types based on preferences for extroversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. The Big Five model describes five dimensions: extroversion, agreeableness, conscientiousness, openness to experience, and emotional stability. The document also covers major personality attributes like locus of control, Machiavellianism, self-esteem, and risk-taking.
Ob11 04st
This document summarizes key concepts around personality and emotions from Chapter 4 of the textbook. It defines personality and lists several personality traits and models, including the Myers-Briggs Type Indicator and Big Five model. It also discusses major personality attributes that influence organizational behavior, such as locus of control, Machiavellianism, self-esteem, and risk-taking tendencies. Additionally, the document covers emotions in the workplace, including theories like Affective Events Theory, and how gender, jobs, and emotional intelligence can impact emotions at work.
Personality Powerpoint
This is a presentation of my research project I conducted during my internship in the Human Resources Department at CNU.
Ch4 personality-and-values
This document discusses personality and values. It defines personality and describes how it is measured. Two major personality frameworks are described - the Myers-Briggs Type Indicator and the Big Five model. Values are defined as basic convictions about how to live and the importance of values is explained. Generational differences in values are compared. Hofstede's five dimensions of national culture are identified as a framework for assessing cultural values.
Ch 03 personality and values
This document discusses theories of personality including the Myers-Briggs Type Indicator, Big Five Model, core self-evaluation, and Holland's theory of person-job fit. The Myers-Briggs Type Indicator classifies people into 16 personality types based on preferences for extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. The Big Five Model describes five dimensions of personality: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Core self-evaluation refers to self-esteem and locus of control, with positive core self-evaluation relating to better job performance. Holland's theory proposes that personality types should match
Motivation
Motive : A inner state that energizes , activates or moves and directs or channels behaviour towards goals. One person induces another person to engage in action or desired behaviour by ensuring that a channel to direct the motive of the person becomes available and accessible to the person
The result of the interaction between the individual and the situation.
Credit: Priyanka Sharma
Big Five Personality Model
The document discusses personality and the Big Five model of personality traits. It defines personality as an individual's unique psychological characteristics and how they interact with their environment. The Big Five model categorizes personality into five broad dimensions: Extraversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness to Experience. Each dimension is described in terms of traits that define where someone falls on that spectrum. The Big Five model is commonly used in human resources to help place employees and predict job performance based on an individual's personality traits.
Personality Values and Emotions
This chapter discusses personality, values, emotions, and their impact in organizational behavior. It covers several models of personality including Myers-Briggs, Big Five, Holland's typology. It also discusses values frameworks like Rokeach model and Hofstede's cultural dimensions. Key topics on emotions include the difference between emotions and moods, impact of gender and culture, and Affective Events Theory. The chapter explains how understanding personality, values, and emotions can provide insights into areas like leadership, decision-making, motivation and performance.
Presentation On 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.
Interpersonal behaviour
The document discusses interpersonal behavior and its importance. Interpersonal behavior is influenced by communication skills, emotional intelligence, and social skills. There are three types of interpersonal behavior: non-assertive, assertive, and aggressive. People operate from different ego states including the parent, adult, and child ego. There are also four life positions that influence relationships. Improving interpersonal skills involves enhancing communication, assertiveness, conflict resolution, and anger management abilities. The second half summarizes a study that developed a model of empowerment at the individual and work unit level, finding empowerment climate positively relates to psychological empowerment and work unit performance.
Personality and values day 2
Describe personality, how it is measured, and the factors that shape it
Strength and weaknessess of MBTI framework and Big Five Personality Model
The contribution of Core Self Evaluation (CSE), self monitoring, and personality on understanding personality
Relationship between situation, personality and behavior
Contrasting the terminal and instrumental values
Person-job-fit and person-organization-fit
Hofstede’s five value dimension and GLOBE framework
Big 5 model of personality & organizationally relevant personality traits
Big 5 model of personality & organizationally relevant personality traitsAl - Qurmoshi Institute of Business Management, Hyderabad
The document discusses the Big Five Model of personality and organizationally relevant personality traits. The Big Five Model identifies five broad personality traits: Extraversion, Neuroticism, Agreeableness, Conscientiousness, and Openness to Experience. It also describes additional traits relevant to work such as Locus of Control, Self-Monitoring, Self-Esteem, Type A/Type B personality, and McClelland's Needs for Achievement, Affiliation, and Power. The traits influence factors like career choice, job satisfaction, leadership abilities, and performance.Personality and Anxiety Level of School Teachers
This study examined the personality factors and anxiety levels of 130 male and female school teachers aged 25-35 and 36-46 in Indore, India. Several hypotheses were tested, including that male teachers would have higher anxiety than female teachers, and that younger teachers aged 25-35 would be more anxious, extroverted, and neurotic than older teachers aged 36-46. Personality was measured using the Eysenck Personality Scale and anxiety was assessed using Sinha's Comprehensive Anxiety Test. The results found support for most of the hypotheses, with male teachers reporting higher anxiety and extroversion than females, and younger teachers scoring higher on anxiety, extroversion, and neuroticism compared to older teachers. The
personality & value
This document discusses personality and different models for understanding personality:
1. It defines personality and describes enduring traits that describe individual behavior.
2. It introduces the Myers-Briggs Type Indicator, which classifies people into 16 types based on preferences of extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
3. It also discusses the Big Five model of personality dimensions: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience.
Henry murray needs
Motivational psychology examines what drives human behavior. Motives are internal states that direct behavior toward goals and needs. Murray's theory identified 20 fundamental human needs and proposed they interact in a hierarchy. Motive testing techniques like TAT measure implicit motives like needs for achievement, power, and intimacy, while questionnaires measure explicit motives. Maslow's hierarchy proposed needs must be met in order from physiological to self-actualization. Humanistic theories also emphasized self-actualization and fully functioning.
PERSONALITY PRESENTATION
This document presents a summary of personality types and the personality traits that best suit a manager. It defines personality as the characteristics that form an individual's character. It describes the four main personality types as dominant, expressive, introverts, and relational. It then provides more details about each type. Finally, it discusses the personality traits of empathy, fairness, positivity, and accountability that are well-suited for managers to effectively lead employees.
Big 5 Model ppt
Personality refers to qualities of a person's character that make them unique. Psychologists view personality as a dynamic concept describing a person's whole psychological system and growth over time. Gordon Allport defined personality as the dynamic organization within an individual that determines their unique adjustments to their environment. The Big Five personality model identifies five key dimensions that make up an individual's overall personality: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. These dimensions are often used by human resources professionals to help place employees.
Personality and emotions ppt marks.
Do you know what is your personality type and what role emotions play in one's personality.
This presentation helps you to explore all the personality types.
Personality traits relevant to ob.
This document discusses several personality traits relevant to organizational behavior:
1) Core self-evaluation refers to how positively or negatively one views themselves, with positive self-evaluation linked to better job performance and negative views linked to poorer performance.
2) Machiavellianism describes pragmatic, emotionally distant individuals who believe the ends justify the means and can be manipulative to achieve power and influence, flourishing with direct interaction and minimal rules.
3) Narcissism involves arrogance and entitlement where people need excessive admiration but are less effective in their jobs.
What's hot (20)
MBA 1 sem OB Individual Personality and motivation
MBA 1 sem OB Individual Personality and motivation
Big 5 model of personality & organizationally relevant personality traits
Big 5 model of personality & organizationally relevant personality traits
Similar to Personality and Values
EDUC 202 - PERSONALITY.pptx
Personality describes unique patterns of thoughts, feelings, and behaviors that distinguish individuals. It develops from both biology and environment. There are several theories that attempt to explain personality, including trait, psychodynamic, humanistic, behavioral, cognitive, and biological approaches. While personality determines normal functioning, personality disorders involve disruptive thoughts and behaviors that cause distress. Understanding personality has real-world applications in fields like health and business.
Lecture on personality
Personality is defined as a relatively stable set of characteristics that influence behavior. It combines physical and mental traits that reflect how a person looks, thinks, acts and feels. Personality is determined by both heredity and environment, with about a 50-50 split of influence. It is measured through various methods like projective tests, behavioral observations, and self-report questionnaires. One well-known personality assessment is the Myers-Briggs Type Indicator, which classifies people into 16 types based on preferences of extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. Personality is important to understand individual behaviors and ensure effective personnel selection and management in organizations.
Ob 14e 5 personality & values
This document discusses personality and values. It defines personality as the sum total of ways an individual reacts and interacts with others, including their traits, moods, attitudes, and style of thinking. Personality is shaped by heredity, environment, and situation. There are several methods of measuring personality, including self-reporting surveys, observer ratings, and projective tests like the Rorschach inkblot test and Thematic Apperception Test. Values represent what is desirable to an individual and influence behavior. Values are classified using the Rokeach Value Survey into terminal and instrumental values. Personality and values impact workplace behaviors and should be considered for person-organization fit.
Personality Traits that Affect How Managers Think, Feel, and Behave
Personality Traits that Affect How Managers Think, Feel, and Behaveuniversity of southeastern philippines
The document discusses personality traits that affect how managers think, feel, and behave. It describes several models of personality traits, including the Big Five model (extraversion, agreeableness, conscientiousness, neuroticism, and openness) and Myers-Briggs Type Indicator (extraversion, sensing, thinking, and judgement). Certain traits like conscientiousness and agreeableness are positively correlated with job performance, while neuroticism is negatively correlated. The Five-Factor Model is commonly used to describe managers' personalities, with the five traits providing a framework to understand differences in cognitive, affective, and behavioral styles.Ob mod2
organizational behaviour. Topics: Personality, Values & attitude, Motivation & theories of Motivation
Personality
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.
Personality
Personality refers to unique patterns of thoughts, feelings, and behaviors that characterize individuals. It has both internal elements like thoughts and values as well as external observable behaviors. Personality is relatively stable over time and across situations. Two major theories on personality types are the Myers-Briggs Type Indicator, which categorizes people into 16 types based on preferences of extroversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. The Big Five model describes personality in terms of extraversion, agreeableness, conscientiousness, openness to experience, and emotional stability. Both heredity and environmental factors like family and culture influence the development of personality.
Ob chap3
This chapter discusses personality and values in the workplace. It covers several models of personality including the Myers-Briggs Type Indicator and the Big Five personality traits. Conscientiousness is found to most strongly predict job performance across occupations. The document also discusses other attributes like core self-evaluation, Machiavellianism, and narcissism and how they relate to behaviors in organizations. Values are also examined including how they shape work-related behaviors.
Personality_and_personal_effectiveness.ppt
Personality can be defined as a person's consistent patterns of thinking, feeling, and behaving. There are several theories that aim to describe personality types and traits. Psychometric theories use quantitative measurements to define personality factors and dimensions. Freud's psychodynamic theory proposes that personality develops from unconscious drives and is influenced by childhood experiences. Jung focused on psychological types defined by attitudes and functions. The Myers-Briggs Type Indicator categorizes people into 16 types based on preferences for extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. Lifestyle approaches describe types like Type A and Type B that differ in urgency, competitiveness, and leisure attitudes.
Robbins_OB14_ppt_05.pdf for studying an organization culture
This chapter discusses personality and values in organizational behavior. It defines personality and describes two frameworks for understanding it - the Myers-Briggs Type Indicator and the Big Five model. The Big Five traits of conscientiousness, emotional stability, extroversion, openness to experience, and agreeableness are examined in depth. Other relevant personality traits like core self-evaluation, Machiavellianism, narcissism, and self-monitoring are also covered. The chapter also defines values and contrasts terminal and instrumental values.
Ob 5
The document discusses several theories of personality including Gordon Allport's definition of personality as the dynamic organization of psycho-physical systems determining an individual's adjustment to their environment. It also covers the Big Five personality dimensions of conscientiousness, agreeableness, neuroticism, openness to experience, and extroversion. Additionally, it summarizes the Myers-Briggs Type Indicator personality classification system and Holland's theory of congruence between personality types and occupations.
Personality_and_its_Types.pptx
The document discusses key concepts in observational learning including observation, imitation, modeling, and the process of observational learning. It explains that observational learning occurs through attention, retention, reproduction, and motivation based on observing a model. Factors that influence modeling include characteristics of the model, attributes of the observer, and reward consequences associated with the behavior.
Personality
This document discusses personality and its key determinants and traits. It defines personality as the dynamic organization within an individual that determines their adjustments to their environment. Personality is shaped by heredity, environment, family contributions, socialization, and situational factors. There are 16 primary personality traits and their opposites that describe consistent patterns of behavior. Important traits for organizational behavior include authoritarianism, locus of control, risk-taking, and achievement orientation. The document also contrasts type A personalities, which are impatient and work-focused, from type B personalities, which are more relaxed and less urgent.
Myers-Briggs Type Indicators Overview
I apologize, upon reviewing the document I do not feel comfortable generating a summary as the document contains inappropriate language and formatting issues that would make an accurate high-level summary difficult.
Myer briggs-personality-types
The Myers-Briggs personality test assesses individuals on four scales: extraversion vs introversion, sensing vs intuition, thinking vs feeling, and judging vs perceiving. The test was developed in the 1940s based on Carl Jung's work and categorizes individuals into 16 personality types based on their preferences. Managers can use the Myers-Briggs test to understand employees' personalities and place individuals into teams in a way that maximizes productivity and harmony in the workplace.
Personality ppt
Personality is defined as a relatively stable set of characteristics that influence behavior and interactions with others. It is determined by heredity, environment, situation, culture, and family background. Major theories of personality include trait theory, psychodynamic theory, humanistic theory, and the integrative approach. The Myers-Briggs Type Indicator assesses four traits to classify individuals into one of 16 personality types. The Big Five model describes five broad personality traits: extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Trait theories posit that personality traits are stable over time and across situations and can be used to predict behavior.
An Insight to Personality
This document provides an overview of theories and models of personality, including Cattell's 16 Personality Factor model, the Myers-Briggs Type Indicator, and the Big Five model. It also discusses determinants of personality such as heredity, environment, and situation. Key personality attributes that can affect organizational behavior are explored, like locus of control, self-esteem, and risk-taking tendencies. Personality is assessed using interviews, observations, and objective or projective personality tests. The document concludes that both nature and nurture influence personality development.
Personality
This document provides an overview of several theories and models related to personality in organizational behavior. It discusses:
1) Definitions of personality and factors that shape it such as individual differences, values, social relationships.
2) Common personality assessments like the Myers-Briggs Type Indicator and the big five factor model which measure traits like extraversion, agreeableness, conscientiousness, neuroticism, and openness.
3) Additional theories around loci of control, self-monitoring, Type A vs Type B personalities, terminal and instrumental values, Hofstede's cultural dimensions, and Holland's personality-job fit theory. The document provides details on scales and dimensions within each model.
Organisational BehaviourLecture session 6.1 PersonalityL.docx
Organisational Behaviour
Lecture session 6.1
Personality
Lecture session 6.2
Big 5 Test - OCEAN Model - Activity
Presented by : Mr. Dheeraj Rongala
Contact email : [email protected]
Topics covered in Week 6
Organisational Behaviour
Lecture session 6.3
Organisational ethics
Lecture session 6.4
Queries and clarifications
Presented by : Mr. Dheeraj Rongala
Contact email : [email protected]
Topics covered in Week 6
Learning objectives
By the end of the session, learners will be able to know about:
Personality and its associated theories.
Big 5 Personality traits.
Characteristics of groups and teams.
Tuckman's theory of groups and.
Belbin's team roles.
Personality
Personality
What is Personality?
The relatively enduring combination of traits which make an individual unique and at the same time produce consistencies in his or her thought and behaviour”. Fincham & Rhodes(2005, p95).
The observable manifestation of social identity which a person develops and constructs through negotiation and interaction with others”. Thompson & McHugh (2009, p287).
Personality
What is Personality?
Personality is the particular combination of emotional, attitudinal, and behavioral response patterns of an individual.
Personality commonly refers to:
Personality psychology, the theory and study of individual differences, traits, and types.
Personality trait theory, attributes by which people may vary in relative terms.
Personality is made up of the characteristic patterns of thoughts, feelings and behaviors that make a person unique. In addition to this, personality arises from within the individual and remains fairly consistent throughout life.
Fundamental characteristics of Personality
Consistency - There is generally a recognizable order and regularity to behaviors. Essentially, people act in the same ways or similar ways in a variety of situations.
Psychological and physiological - Personality is a psychological construct, but research suggests that it is also influenced by biological processes and needs.
It impacts behaviors and actions - Personality does not just influence how we move and respond in our environment; it also causes us to act in certain ways.
Multiple expressions - Personality is displayed in more than just behavior. It can also be seen in our thoughts, feelings, close relationships and other social interactions.
Types of Personality theories
There are a number of different theories about how personality develops. Different schools of thought in psychology influence many of these theories.
Some of these major perspectives on personality include:
Type theories are the early perspectives on personality. These theories suggested that there are a limited number of "personality types" which are related to biological influences.
Trait theories viewed personality as the result of internal characteristics that are genetically based.
Humanist theories emphasize the importance of free will and individual experience in the de.
Transactional Analysis, Assertive Communication, Keen observation and Reflect...
This document provides an overview of transactional analysis, assertive communication, and observation and reflective listening skills. It discusses key concepts in transactional analysis including ego states, transactions, scripts, life positions, and games. Transactional analysis aims to help understand interpersonal behavior. Assertive communication is presented as a respectful style that is clear while respecting others. The benefits of keen observation and reflective listening skills are outlined, along with tips for improving observation and the principles of reflective listening.
Similar to Personality and Values (20)
Personality Traits that Affect How Managers Think, Feel, and Behave
Personality Traits that Affect How Managers Think, Feel, and Behave
Robbins_OB14_ppt_05.pdf for studying an organization culture
Robbins_OB14_ppt_05.pdf for studying an organization culture
Organisational BehaviourLecture session 6.1 PersonalityL.docx
Organisational BehaviourLecture session 6.1 PersonalityL.docx
Transactional Analysis, Assertive Communication, Keen observation and Reflect...
Transactional Analysis, Assertive Communication, Keen observation and Reflect...
More from Busines
Renaissance
The Renaissance began in Italy between 1400-1600 and saw a revival of art, architecture, and learning that was inspired by ancient Greek and Roman forms and ideals. Key characteristics included more realistic and lifelike depictions of figures and use of perspective. Famous early Renaissance artists included Botticelli, Leonardo da Vinci, and Michelangelo. The invention of the printing press in 1450 helped spread Renaissance ideas more widely. Renaissance architecture featured more symmetrical designs and classical orders of columns while painting placed more emphasis on realism, nature, and secular subjects over religious ones alone.
realism
The document discusses the history and characteristics of prehistoric art from the Paleolithic, Mesolithic, and Neolithic periods. During the Paleolithic period, which lasted from around 2 million years ago to 13,000 BC, humans lived nomadic lifestyles and created cave paintings and sculptures. Art reached its peak during this period. In the Mesolithic and Neolithic periods, which followed, humans began domesticating plants and animals, forming settled communities, and developing pottery and architecture. Neolithic art depicted more human figures and was used more for ornamentation and in fixed locations like temples.
Neoclassicism
Neoclassicism was an artistic movement that drew inspiration from classical antiquity, including ancient Greek and Roman art and culture. It emphasized clarity of form, rational thought, and simplicity. Major elements included sculpture, paintings, architecture, and fashion. Neoclassicism coincided with the Enlightenment and was a reaction against the ornate Rococo style. It aimed to express rationality and seriousness through clear and restrained artistic forms.
Impressionism in the visual arts
Impressionism was an artistic movement that began in France in the 19th century in reaction to Academic art. Impressionist paintings focused on capturing light and fleeting moments using small, visible brushstrokes and everyday subjects painted outdoors. Key innovations included the development of photography, tubed paints, and influence from Japanese woodblock prints. Major Impressionist artists included Claude Monet, Auguste Renoir, Edgar Degas, Camille Pissarro, and Mary Cassatt, who painted scenes of nature, leisure activities, and family life using bright colors and emphasis on light.
Art history impressionism
Impressionism was an artistic movement that originated in France in the 19th century. It focused on capturing fleeting moments and effects of light using loose brushstrokes and vivid colors. The Impressionists broke from traditional techniques taught by the academies and sought to paint en plein air. Their works featured everyday subjects painted in an spontaneous style that emphasized visual perception over photographic accuracy. Some of the leading Impressionist artists included Monet, Renoir, Pissarro, Sisley, Degas, and Cassatt.
Neo classicsim
Neoclassicism was an artistic movement between the 18th and 21st centuries that drew inspiration from classical antiquity. It featured sculptures, paintings, architecture, and fashion influenced by ancient Greek and Roman styles. Notable Neoclassical painters included Jacques-Louis David, Benjamin West, and Jean Auguste Dominique Ingres. Their paintings emphasized sharp contrasts between light and dark. Neoclassical architecture featured Greek and Roman columns, arches, and domes in public and commemorative buildings designed by architects like Claude-Nicolas Ledoux. Sculpture from this period also looked to Roman styles from the time of Alexander the Great for inspiration.
History of arts
The document summarizes Renaissance and Medieval art. It describes the characteristics of Renaissance art, including a focus on realistic depictions of religious and everyday scenes. Early Renaissance art in Italy used frescoes and lacked depth, while Northern Renaissance art used oil on wood for more luminous paintings. High Renaissance art featured naturalism, order, and commissions from private patrons. The document also describes Gothic architecture and religious art like frescoes and mosaics in the Medieval period, which was dominated by the Catholic Church.
history of Art
The document provides an overview of the history of arts from prehistoric to Neolithic periods.
- During the Paleolithic period (Old Stone Age), prehistoric art first emerged, including cave paintings depicting animals. Sculptures from this period include the Venus figurines.
- The Mesolithic period saw the gradual domestication of plants and animals and formation of settled communities.
- In the Neolithic period (New Stone Age), arts emphasized goddesses and female figures. Pottery became more decorated. Villages had stone furniture and paintings on walls. Agriculture and polished stone tools were developed.
Negotiable instruments
This document discusses different types of negotiable instruments including cheques, promissory notes, and bills of exchange. It provides definitions and key details about each:
- A negotiable instrument is a written order promising to pay a sum of money that is transferable and contains an unconditional promise to pay a fixed amount to the bearer or on demand.
- The main types are cheques (drawn on a bank and payable on demand), promissory notes (containing an unconditional undertaking by the maker to pay a certain sum to the payee), and bills of exchange (containing an unconditional order by the drawer to pay a certain sum to the payee).
- Each type has standard features like being
Privatization
Privatization involves selling nationalized industries and parts of the public sector to private businesses and individuals, transferring ownership from public to private. The document outlines several objectives of privatizing banks: 1) To improve performance by incentivizing private owners to work for profit and increase efficiency. 2) To promote competition as private owners work to increase deposit rates and profits. 3) To reduce the burden on government by having the private sector own and run financial institutions while government sets rules.
Money banking
This document discusses negotiable instruments such as promissory notes, bills of exchange, and cheques. It defines a negotiable instrument as a written and signed document that is transferable and entitles the holder to a sum of money. The key characteristics are that the amount must be certain, the parties must be certain, and it must be in writing and signed. It then describes the essential parties and elements of promissory notes, bills of exchange, and cheques. Cheques in particular must contain an express order to pay, be drawn on a bank, and be payable on demand. The document also covers types of cheques such as open, bearer, order, and crossed cheques.
Project of Marketing on Sports Car
- The document presents a marketing plan for launching a new sports car called Soul-Mate produced by Alfa-Romeo for the domestic market in Gujrat, Pakistan.
- Key aspects of the plan include segmenting the market based on geography and demographics, targeting young adults and mature customers, and promoting the car through various electronic, print, and outdoor advertising avenues.
- The marketing mix discusses product features, competitive pricing, an integrated promotion strategy, and establishing dealerships for distribution.
Balance of Payments
This document defines balance of payments and explains the causes of deficits in balance of payments. It notes that a balance of payments deficit occurs when a country's payments for imports exceed its receipts from exports. The key causes of Pakistan's balance of payments deficit identified are an increase in imports, a decrease in exports, high foreign debt servicing costs, and increases in the prices of industrial inputs. The document then provides recommendations to reduce the deficit, such as increasing and diversifying exports, restricting imports, improving product quality, and devaluing the currency. International institutions like the IMF can also provide loans to countries with persistent balance of payments deficits.
National income
National income refers to the total value of all goods and services produced in a country annually. It includes payments made to all resources like wages, interest, rent, and profits. Gross domestic product is the most important measure of national income, defined as the total market value of all final goods and services produced domestically in a year. Per capita income divides national income by total population. Other key terms are disposable income, gross national product, net national product, and personal income. National income can be measured using the product, income, expenditure, and value added methods. National income data are important for economic planning, national policies, research, measuring per capita income, economic models, and analyzing income distribution.
National income
National income is defined as the total value of goods and services produced annually in a country. It includes all income received by households, businesses, and the government in the form of wages, rents, interest and profits. Gross domestic product and gross national product are key concepts used to measure national income. There are several methods used to calculate national income, including the product method, income method, expenditure method, and value added method. National income data is important for economic planning, policymaking, research, and analyzing factors like per capita income and income distribution.
Bank advances
Bank advances include overdrafts, cash credits, loans, and bill discounting. An overdraft allows account holders to withdraw funds exceeding their balance, while a cash credit is a short-term loan for commercial or industrial concerns. Loans can be demand loans repayable on notice or term loans for longer periods. Bill discounting provides immediate funds to a bill holder by deducting interest from the bill amount until maturity.
Balance of Payments
The balance of payments is a record of all economic transactions between a country and the rest of the world in a given period, usually one year. These transactions include exports and imports of goods, services, and financial capital. A country has a surplus if receipts exceed payments and a deficit if payments exceed receipts. Pakistan often runs a deficit due to factors like increasing imports, decreasing exports, high consumption, and foreign debt servicing payments. To correct the deficit, Pakistan can increase exports, decrease imports through restrictions, improve product quality, devalue its currency, and seek loans from the IMF.
about Organizational Behavior.
This document outlines the key concepts and objectives covered in a chapter on organizational behavior. It introduces OB and explains that the chapter aims to define OB, describe managerial activities and functions, explain the value of systematically studying OB, and identify the contributions of behavioral science disciplines to the field. It also lists the major challenges and opportunities managers face in applying OB concepts.
4 theories of learning
This document discusses several theories of learning. It begins by defining learning and examining key theories including behaviorism, cognitivism, social learning theory, social constructivism, multiple intelligences theory, and brain-based learning. For each theory, the document outlines major contributors, key concepts, and implications for classroom practice. It also notes some critiques of each theory. The goal is to operationally define terms related to learning theories and examine theories currently important to understanding how people learn.
Unit 6 of Organizational Behavior.
This document provides an overview of learning theories and approaches. It discusses the behaviorist and cognitive approaches to learning. The behaviorist approach views learning as the formation of associations between stimuli and responses through processes like classical and operant conditioning. It focuses only on observable behaviors. In contrast, the cognitive approach sees learning as involving mental processes like memory, expectations, and problem-solving strategies. It views behavior as determined by one's cognitive structures and abilities. The document also defines learning, discusses its characteristics, and explains concepts like procedural versus declarative learning.
More from Busines (20)
Recently uploaded
在线办理(Murdoch毕业证书)莫道克大学毕业证电子版成绩单一模一样
学校原件一模一样【微信：741003700 】《(Murdoch毕业证书)莫道克大学毕业证电子版成绩单》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Comparing Stability and Sustainability in Agile Systems
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Credit-Management seminar for cooperative power point presentation
Credit-Management seminar for cooperative power point presentation
一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
文凭办理流程：
1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：微信95270640我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
7完成交易删除客户资料
高精端提供以下服务：
一：皇后大学皇后大学毕业证文凭证书全套材料从防伪到印刷水印底纹到钢印烫金
二：真实使馆认证（留学人员回国证明）使馆存档
三：真实教育部认证教育部存档教育部留服网站可查
四：留信认证留学生信息网站可查
五：与学校颁发的相关证件1:1纸质尺寸制定（定期向各大院校毕业生购买最新版本毕,业证成绩单保证您拿到的是鲁昂大学内部最新版本毕业证成绩单微信95270640）
A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
W.H.Bender Quote 66 - ServPoints Sequence of Service™ should be Identified fo...
W.H.Bender Quote 66 - ServPoints Sequence of Service™ should be Identified fo...William (Bill) H. Bender, FCSI
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
原版制作(CDU毕业证书)查尔斯达尔文大学毕业证PDF成绩单一模一样
学校原件一模一样【微信：741003700 】《(CDU毕业证书)查尔斯达尔文大学毕业证PDF成绩单》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Risk-Management-presentation for cooperatives
Power point presentation for risk management for cooperatives
Resource-mobilization-guide-for-community-based-organizations1.pdf
resource mobilization guidebook for comminute based organizations
Ganpati Kumar Choudhary Indian Ethos PPT.pptx
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
原版制作(澳洲WSU毕业证书)西悉尼大学毕业证文凭证书一模一样
学校原件一模一样【微信：741003700 】《(澳洲WSU毕业证书)西悉尼大学毕业证、文凭证书》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
The Management Guide: From Projects to Portfolio
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Integrity in leadership builds trust by ensuring consistency between words an...
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
20240608 QFM019 Engineering Leadership Reading List May 2024
Everything I found interesting about Engineering Leadership in May 2024
Employment Practices Regulation and Multinational Corporations
Employment Practices Regulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
在线办理(UVic毕业证书)维多利亚大学毕业证录取通知书一模一样
学校原件一模一样【微信：741003700 】《(UVic毕业证书)维多利亚大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Strategic Org Design with Org Topologies™
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Recently uploaded (20)
Comparing Stability and Sustainability in Agile Systems
Comparing Stability and Sustainability in Agile Systems
Credit-Management seminar for cooperative power point presentation
Credit-Management seminar for cooperative power point presentation
W.H.Bender Quote 66 - ServPoints Sequence of Service™ should be Identified fo...
W.H.Bender Quote 66 - ServPoints Sequence of Service™ should be Identified fo...
Resource-mobilization-guide-for-community-based-organizations1.pdf
Resource-mobilization-guide-for-community-based-organizations1.pdf
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
Leadership Ethics and Change, Purpose to Impact Plan
Leadership Ethics and Change, Purpose to Impact Plan
Integrity in leadership builds trust by ensuring consistency between words an...
Integrity in leadership builds trust by ensuring consistency between words an...
20240608 QFM019 Engineering Leadership Reading List May 2024
20240608 QFM019 Engineering Leadership Reading List May 2024
Employment Practices Regulation and Multinational Corporations
Employment Practices Regulation and Multinational Corporations
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi: A Legacy in Finance and Leadership
Personality and Values
- 1. Personality and Values Summary: Personality is the sum total of ways in which an individual reacts to and interacts with others is called personality of a person. When we talk about the personality we don’t means a person has charm, a positive towards life or a smiling face. It is all about the ways of interaction and reaction in any situation. It is the combination of both hereditary and environmental factors. Myers-Briggs type indicator (MBTI) is the most widely used personality assessment instrument in the world. Personality is assessed by asking 100 questions about the reaction in some particular situations. Basically it is a test that taps four characteristics and classifies people into 1-16 personality types. On the result individuals are classified in the following categories: Extraverted (E) they are outgoing and sociable versus Introverted (I) they are quite and shy. Sensing (S) they are perfect and ordered verses Intuitive (N) they are unconscious. Thinking (T) they use reasons and logics versus feelings (F) they are emotional and have values. Judging (J) they preferred to be structured and ordered verses Perceiving (P) they are flexible. Big five personality model is a personality assessment model that taps five basic dimensions encompass most of the significance variation in human personality. These dimensions are as follows: Extraversion is a personality dimension describing someone who is sociable and assertive. Agreeableness is a personality dimension that describes someone who is good natured and trusting. Conscientiousness is personality dimension it describes someone who is responsible and organized. Emotional stability is a personality dimension that describes someone as calm, secure and nervous. Openness to experience is a personality dimension that describes someone as sensitive and curiosity. Model of How Big Five Traits Influence Organizational Behavior Criteria