It shows basic information about organizational behavior chapter 1 slide to do a presentation. It happens to create one to generate new slides. or it could help one do one study as well.
It shows basic information about organizational behavior chapter 1 slide to do a presentation. It happens to create one to generate new slides. or it could help one do one study as well.
AuthBridge Newsletter Issue 2- Subject Your CXO's to Thorough Background CheckAuthBridge
Employee screening is practically the first step towards strengthening organisational governance, stresses the Executive President- HR of Tata Teleservices Ltd, S. Varadarajan.
For more information visit www.authbridge.com
Awareness about safety working condition and to lessen the impact of Drug Abuse in work place gives rise to growing drug tests conducted by Employers nowadays.
Depending on the type of job, illicit drug use can impact job performance and the lives of other people
CoAchieve Solutions Pvt. Ltd., a subsidiary of Quess Corp Limited, provides HR Solutions with a focus on managed services for Statutory Compliance Management, Payroll Management, On Cloud– HRIS and Employee Background Verification.
There are many tangible and intangible benefits to outsourcing. Paying your employees correctly, ontime and in accordance to the regulatory environment is sole focus of CoAchieve HR Outsourcing Solutions.
Selecting an outsourcing partner with systematic procedures who can support you with insights, can make the difference in ensuring that you get the workflow right and that the transition is seamless.
Our structured compliance management processes and regional teams across India is well equipped with in-depth domain expertise, combined with delivery accountability, and client relationship management with a goal to drive consistent client satisfaction to meet your business objectives.
Introduction
Why are some people quiet and passive, while others are loud and aggressive? Are certain personality types better adapted than others for certain job types?
We often hear people use and misuse the term personality.
For our purposes, we will examine the term from a psychological standpoint as it relates to behavior and performance in the workplace
Assumptions for a creative team work and its developmentinventionjournals
ABSTRACT: With regard to management the people have been recently talking more about a personality of a manager, about his/her personable characteristics. Such personable characteristics are expected from him/her and are taken into consideration, which can be denoted as remarkable ones. In this regard we meet the term personal quality. An issue is not only that a greater focus is laid on a quality in general, but also, that a quality of running a results of every enterprise, company, organization, a working group, working team depends on quality of human activity. It is determined by particular parameters of his/her working and personable assumptions.
MAPP - Managing Attitudes & Performance PotentialSree Nidhi S K
As you age you need a higher wage
but end up in a career cage!
It is time to MAPP for the potential gauge
It is time to turn a new page
Learn to manage at every age
And let not your career end up in bondage
MAPP is your carriage to go beyond the average
As it is the right way forward to leverage
MAPP it to your advantage at any age!
Manage Attitudes & Performance Potential
With a Holistic Approach to Psychological Assessments
MAPP Helps You Analyse, Interpret, Take Right Steps & Benefit
Email: learning@oscarmurphy.com
This presentation based from Jennifer M. George and Gareth R. Jones book, with title "Understanding and Managing Organizational Behavior".
Use Ms. Power Point 2013.
Assignment 1 The Role of the Leader and the VisionIn this modul.docxdeanmtaylor1545
Assignment 1: The Role of the Leader and the Vision
In this module, you reviewed the role of organizational visions and the role of the leader with respect to the vision. When leaders are aware of their mental models and leadership skills, they are more equipped to recognize their connection to the vision and engage team members in a shared vision.
Use resources from professional literature in your research.
academic articles regarding the role of the leader and the vision of an organization. On the basis of your research and experience, in a minimum of 400 words, respond to the following points:
· Discuss at least three action items related to your organization's vision.
· Discuss how the organizational vision can influence ethics in an organization. How does modeling relate to the vision?
· Relate your discussion post to your professional and personal experiences, as applicable.
Designing the perfect leader
Understanding the roles of professionalism and personality
Review
One of the perennial challenges facing leaders is which side of the fence they sit on
regarding the “personality versus process” debate. Typically, one group of leaders will
firmly believe in the cult of personality, and will trust in their own vision and their will to
impose it on their organization. However, in the other camp, there will be those who believe
it is all about process and control, that “what can’t be measured, can’t be managed”. Sadly,
the greater challenge is often missed, which is not how you implement one over the other
but how you reconcile them.
No matter how clear a vision or policy the person at the top has, they are dealing with
people, and people will blur the edges, whatever the prevailing ethos. For example,
imagine that a company has a choice of candidates for a new Chief Executive officer
(CEO). One has a high achieving record as a finance director exerting complete control
over their divisional; the other is equally well qualified, but as a creative director in the
marketing division. Who will lead the company most effectively? Or more pertinently, who
will be able to dovetail the two key drivers of professionalism and personality?
Horns of a dilemma
This decision relates directly to the nub of the argument for an article by Mastrangelo et al.
(2014) entitled “The relationship between enduring leadership and organizational
performance”. In the paper, the authors seek to explore the effect of professional
leadership behaviors (task-oriented, setting up processes) and personal leadership
behaviors (people-oriented, trust-building) on the intentions of employees to cooperate.
The central thesis held by the authors is that employee intentions are controlled by
professional leadership, but this is done through the existence of personal leadership
behaviors.
Enduring leadership
Let us take the example, then, of the new CEO of the company above, where the Board
decided they needed someone who exhibited primarily professional leadership.
AuthBridge Newsletter Issue 2- Subject Your CXO's to Thorough Background CheckAuthBridge
Employee screening is practically the first step towards strengthening organisational governance, stresses the Executive President- HR of Tata Teleservices Ltd, S. Varadarajan.
For more information visit www.authbridge.com
Awareness about safety working condition and to lessen the impact of Drug Abuse in work place gives rise to growing drug tests conducted by Employers nowadays.
Depending on the type of job, illicit drug use can impact job performance and the lives of other people
CoAchieve Solutions Pvt. Ltd., a subsidiary of Quess Corp Limited, provides HR Solutions with a focus on managed services for Statutory Compliance Management, Payroll Management, On Cloud– HRIS and Employee Background Verification.
There are many tangible and intangible benefits to outsourcing. Paying your employees correctly, ontime and in accordance to the regulatory environment is sole focus of CoAchieve HR Outsourcing Solutions.
Selecting an outsourcing partner with systematic procedures who can support you with insights, can make the difference in ensuring that you get the workflow right and that the transition is seamless.
Our structured compliance management processes and regional teams across India is well equipped with in-depth domain expertise, combined with delivery accountability, and client relationship management with a goal to drive consistent client satisfaction to meet your business objectives.
Introduction
Why are some people quiet and passive, while others are loud and aggressive? Are certain personality types better adapted than others for certain job types?
We often hear people use and misuse the term personality.
For our purposes, we will examine the term from a psychological standpoint as it relates to behavior and performance in the workplace
Assumptions for a creative team work and its developmentinventionjournals
ABSTRACT: With regard to management the people have been recently talking more about a personality of a manager, about his/her personable characteristics. Such personable characteristics are expected from him/her and are taken into consideration, which can be denoted as remarkable ones. In this regard we meet the term personal quality. An issue is not only that a greater focus is laid on a quality in general, but also, that a quality of running a results of every enterprise, company, organization, a working group, working team depends on quality of human activity. It is determined by particular parameters of his/her working and personable assumptions.
MAPP - Managing Attitudes & Performance PotentialSree Nidhi S K
As you age you need a higher wage
but end up in a career cage!
It is time to MAPP for the potential gauge
It is time to turn a new page
Learn to manage at every age
And let not your career end up in bondage
MAPP is your carriage to go beyond the average
As it is the right way forward to leverage
MAPP it to your advantage at any age!
Manage Attitudes & Performance Potential
With a Holistic Approach to Psychological Assessments
MAPP Helps You Analyse, Interpret, Take Right Steps & Benefit
Email: learning@oscarmurphy.com
This presentation based from Jennifer M. George and Gareth R. Jones book, with title "Understanding and Managing Organizational Behavior".
Use Ms. Power Point 2013.
Assignment 1 The Role of the Leader and the VisionIn this modul.docxdeanmtaylor1545
Assignment 1: The Role of the Leader and the Vision
In this module, you reviewed the role of organizational visions and the role of the leader with respect to the vision. When leaders are aware of their mental models and leadership skills, they are more equipped to recognize their connection to the vision and engage team members in a shared vision.
Use resources from professional literature in your research.
academic articles regarding the role of the leader and the vision of an organization. On the basis of your research and experience, in a minimum of 400 words, respond to the following points:
· Discuss at least three action items related to your organization's vision.
· Discuss how the organizational vision can influence ethics in an organization. How does modeling relate to the vision?
· Relate your discussion post to your professional and personal experiences, as applicable.
Designing the perfect leader
Understanding the roles of professionalism and personality
Review
One of the perennial challenges facing leaders is which side of the fence they sit on
regarding the “personality versus process” debate. Typically, one group of leaders will
firmly believe in the cult of personality, and will trust in their own vision and their will to
impose it on their organization. However, in the other camp, there will be those who believe
it is all about process and control, that “what can’t be measured, can’t be managed”. Sadly,
the greater challenge is often missed, which is not how you implement one over the other
but how you reconcile them.
No matter how clear a vision or policy the person at the top has, they are dealing with
people, and people will blur the edges, whatever the prevailing ethos. For example,
imagine that a company has a choice of candidates for a new Chief Executive officer
(CEO). One has a high achieving record as a finance director exerting complete control
over their divisional; the other is equally well qualified, but as a creative director in the
marketing division. Who will lead the company most effectively? Or more pertinently, who
will be able to dovetail the two key drivers of professionalism and personality?
Horns of a dilemma
This decision relates directly to the nub of the argument for an article by Mastrangelo et al.
(2014) entitled “The relationship between enduring leadership and organizational
performance”. In the paper, the authors seek to explore the effect of professional
leadership behaviors (task-oriented, setting up processes) and personal leadership
behaviors (people-oriented, trust-building) on the intentions of employees to cooperate.
The central thesis held by the authors is that employee intentions are controlled by
professional leadership, but this is done through the existence of personal leadership
behaviors.
Enduring leadership
Let us take the example, then, of the new CEO of the company above, where the Board
decided they needed someone who exhibited primarily professional leadership.
Reply 2 to DRGOI think self -monitoring is how we evaluate ourse.docxsodhi3
Reply 2 to DRGO
I think self -monitoring is how we evaluate ourselves and is a way to make us better. If we were to truly monitor, correct the faults that we see, and build on our strengths on some of the critical traits for locus of control, how we perceive ourselves and others, self-efficacy, attitude and self-esteem we could change our weaker areas. "Locus of control deals with the degree to which people feel accountable for their own behaviors"(The Saylor Foundation, 2017). Locus of control discusses the internal and external locus of control. Internal means that you are the reason something is happening and external is saying that something else caused this to happen. "Perception may be defined as the process with which individuals detect and interpret environmental stimuli"(The Saylor Foundation, 2017). The three areas of perception are visual, Self and social. A persons perception might not always be as they think it is and might cause them to judge another person the wrong way by misunderstanding their actions. I think self perception has to do with the way people are and depends a lot on how they grew up. It plays a large part in their self esteem, whether they are approachable, social or just like to keep to themselves. "Self-efficacy is a belief that one can perform a specific task successfully"(The Saylor Foundation, 2017). Everyone does not have this ability, but the ones that do are usually successful when trying new things and getting the job done above the standard. I think that this is crucial in any organization, especially the Army. We are always getting new tasks, promotion, and missions that we have never done before that if we fail have a lot of consequences. Failure cannot be in our thought process. Understanding this in the work place will help with the dynamics that come a long with a lot of different personalities. You shouldn't be quick to judge others by getting the wrong perception. Helping yourself and others understand this will build a stronger organization and team within that organization.
Reply 2 to TRGR
Locus of control, self-esteem, self-efficacy, self-monitoring, and attitudes and perception make-up a sort of melting pot of how one behaves. Locus of control describes the level of accountability people assume in regard to their behavior, (Saylor Foundation, 2017). Self-esteem is described as how a person feels about themselves, (Saylor Foundation, 2017). Perception is how individuals “detect and interpret environmental stimuli, (Saylor Foundation, 2017). Finally, self-efficacy refers to the belief an individual has that they can perform a specific task specifically, (Saylor Foundation, 2017). Depending upon the levels of these concepts that the individual possesses is the result of how one is able to self-monitor their actions in a number of situations, (Saylor Foundation, 2017). For example, a person with high self-esteem is likely to have much higher job satisfaction and performance. Relative to self-mo ...
Improved Selection, Reduced Turnover: Identify and Retain Top TalentZsuzsanna Vida
Improved Selection, Reduced Turnover, Higher Performance. The secret is finding individuals with the key motivation and work attitude, as they are likely to be high performers. Learn how to retain your top talent using their motivational patterns!
Dimensions and Characteristics of Organizational Behavior Impact and Competit...ijtsrd
The study of organizational behavior gives insight into how staff members behave and perform in the work environment. It helps us develop an understanding of the facets that can motivate staff members, enhance their efficiency, and help organizations establish a solid and also trusting relationship with their staff members. Human actions are inherent in each person which indicates his features, his way of behaving as well as assuming are his very own attributes while business actions are a group or company society special of each very own felt and also done. The study of Organizational Behavior OB is really intriguing as well as challenging too. It is related to individuals, a team of individuals collaborating in teams. The research ends up being a lot more challenging when situational factors connect. The research of organizational behavior connects to the expected behavior of an individual in the organization. No two individuals are likely to behave in the same manner in a certain work circumstance. It is the predictability of a supervisor concerning the expected behavior of an individual. There are no absolutes in human behavior. It is the human variable that is contributing to the performance hence the study of human practices is very important. Great value consequently must be affixed to the study. Dr. J. Jose Prabhu "Dimensions and Characteristics of Organizational Behavior: Impact and Competitive Advantage" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30632.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/30632/dimensions-and-characteristics-of-organizational-behavior-impact-and-competitive-advantage/dr-j-jose-prabhu
Similar to Professional development in business ppt (20)
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
State of ICS and IoT Cyber Threat Landscape Report 2024 previewPrayukth K V
The IoT and OT threat landscape report has been prepared by the Threat Research Team at Sectrio using data from Sectrio, cyber threat intelligence farming facilities spread across over 85 cities around the world. In addition, Sectrio also runs AI-based advanced threat and payload engagement facilities that serve as sinks to attract and engage sophisticated threat actors, and newer malware including new variants and latent threats that are at an earlier stage of development.
The latest edition of the OT/ICS and IoT security Threat Landscape Report 2024 also covers:
State of global ICS asset and network exposure
Sectoral targets and attacks as well as the cost of ransom
Global APT activity, AI usage, actor and tactic profiles, and implications
Rise in volumes of AI-powered cyberattacks
Major cyber events in 2024
Malware and malicious payload trends
Cyberattack types and targets
Vulnerability exploit attempts on CVEs
Attacks on counties – USA
Expansion of bot farms – how, where, and why
In-depth analysis of the cyber threat landscape across North America, South America, Europe, APAC, and the Middle East
Why are attacks on smart factories rising?
Cyber risk predictions
Axis of attacks – Europe
Systemic attacks in the Middle East
Download the full report from here:
https://sectrio.com/resources/ot-threat-landscape-reports/sectrio-releases-ot-ics-and-iot-security-threat-landscape-report-2024/
DevOps and Testing slides at DASA ConnectKari Kakkonen
My and Rik Marselis slides at 30.5.2024 DASA Connect conference. We discuss about what is testing, then what is agile testing and finally what is Testing in DevOps. Finally we had lovely workshop with the participants trying to find out different ways to think about quality and testing in different parts of the DevOps infinity loop.
Let's dive deeper into the world of ODC! Ricardo Alves (OutSystems) will join us to tell all about the new Data Fabric. After that, Sezen de Bruijn (OutSystems) will get into the details on how to best design a sturdy architecture within ODC.
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
"Impact of front-end architecture on development cost", Viktor TurskyiFwdays
I have heard many times that architecture is not important for the front-end. Also, many times I have seen how developers implement features on the front-end just following the standard rules for a framework and think that this is enough to successfully launch the project, and then the project fails. How to prevent this and what approach to choose? I have launched dozens of complex projects and during the talk we will analyze which approaches have worked for me and which have not.
Slack (or Teams) Automation for Bonterra Impact Management (fka Social Soluti...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on the notifications, alerts, and approval requests using Slack for Bonterra Impact Management. The solutions covered in this webinar can also be deployed for Microsoft Teams.
Interested in deploying notification automations for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
2. Self-determination
Self-determination can be expressed both in
physical, intellectual and moral terms (personal
identity).
Self-determination can be expressed in terms of
self-association with a certain social group (social
identity).
www.sanvelsinfo.com
3. Methodological bases of a psychological approach
the problem of self-determination study were
founded by S.L. Rubinstein.
He investigated problem of professional
determination in the context of determination
problem, in the light of his principle – external
causes work through the internal conditions.
www.sanvelsinfo.com
4. Vocational determination is realizing the
level of one’s own professional abilities, the
structure of professional knowledge
incentives and skills;
understanding their compliance with the
claims laid by the activity a person;
experiencing that compliance as
satisfaction with a chosen occupation.
www.sanvelsinfo.com
5. In psychology the guest ions concerning
personality formation of a businessman,
his live values,
the specificity of choosing the direction of
professional growth,
and also the factors influencing a person’s
entering the world of business are poorly
investigated.
www.sanvelsinfo.com
6. N.L. Ivanova’s study (2009)
The mechanism of self-determination as a
process is searching new qualities of a
person who appears in a problematic
situation, taking decisions about oneself or
one’s place in the environment, when
previous notions turn out to be
inappropriate for the situation.
www.sanvelsinfo.com
7. Personality self-determination in business is
accompanied by learning
standards, rules, values and other aspects of
community that a businessman belongs to. At
the same time a person realizes the idea about
his professionally important qualities, abilities
and other characteristics providing
professionalisation.
www.sanvelsinfo.com
8. Business as social and vocational environment
of personality development is only a part of
psychological investigations objective area.
Considering business as activity and social
environment lets scientists make
psychological analysis of a businesslike
personality more properly.
www.sanvelsinfo.com
9. Gender aspects:
- the role of gender as a system of relative
personality behavior in professional selfdetermination and his/her interaction in the
social environment;
- the role of gender as a system of specific
expectations in relation to a personality status;
that is, his/her understanding the model of
behavior while choosing a profession.
www.sanvelsinfo.com
10. Gender stereotypes
The important role in approval of a gender
stereotype about social roles
fixedness, depending on a sex
character, belongs to Talkota Parson and
Robert Bails mutual gender complementarily
concept.
They studied gender differentiation in a
structural-functional scheme.
www.sanvelsinfo.com
11. The influence of gender aspects on professional
personality self-determination is not only a
process of personality self-actualization, but a
choice of a life course too.
It is also interconnection of a personality with
social environment and the gaining of personal
social experience.
www.sanvelsinfo.com
12. The actuality of the problem
Professional self-determination and personality selfrealization in business is the result of influencing
many interconnected external and internal factors
where gender is a past of the system.
Entering business environment and further
professional activity may impact gender
identification models, gender identity and social
models of personality behavior accordingly, for
example, styles of leadership.
www.sanvelsinfo.com
13. Gender
Gender is a complicated system of biological, personal
and environmental determinants.
There is a necessity in a deep study of the problem whether
gender types and the process of professional selfdetermination are interconnected.
If yes, how.
It is important to understand what is dominant in this
process and what influences the change of masculinefeminine gender stereotypes: sex assignment or a chosen
occupation.
www.sanvelsinfo.com
14. Our study
The aim is: 1) detecting the factors which influence
professional self-determination in business;
2) establishing the connection between gender
and the process of self-determination in business
environment.
The object is: professional self-determination and
management activity in a gender aspect.
The subject is: the problem of professional personality
self-determination in business. Gender aspect.
15. The methods of research:
• theoretical study analysis of professional selfdetermination and gender identity problems;
• testing techniques:
– techniques of studying structure and matter of
identity: “Self-description of sex roles” S. Bam
(BSRT), the technique called “Who am I?” of T.
Macpartland - M. Koon;
– test-questionnaire of interpersonal relations
diagnostics of T. Liry in a modified version of L.N.
Sobchik;
www.sanvelsinfo.com
16. – techniques of investigating the level of professional
self-determination: “Questionnaire of professional
preferences” of G. Holland, personal differential;
– techniques of studying personal make-up:
multifactorial personality questionnaire of R. Kettel;
• comparative analysis of the indexes based on
test measurement of men and women having
their own business or occupying a leading
position.
www.sanvelsinfo.com
17. We can suppose:
Professional self-determination to a greater extent
depends on external (favourable) conditions;
personality self-determination depends on a person
himself.
Gender identity coinciding with biological and psychological sex
character contributes to successful professional selfdetermination.
Vague gender identity, low differentiation of sex reference bring
down the influence of gender identity as a mechanism which
impacts the choice of values, professional self-determination.
www.sanvelsinfo.com
18. Personality male and female characteristics, revealed while
defining self-actualization, are correlative with a traditional
description of man and woman and they do not change in the
process of their professional formation.
Besides, knowledge and applying one’s specific personality
peculiarities by both sexes enable more effective mastering
management activity.
In the process of male and female professionalization managers
integrate different ideas: while forming professionally there
appears congruence of personality professional selfrepresentation.
www.sanvelsinfo.com
19. To sum it up
When choosing the style of leadership both men
and women show really different models of
business strategies which are based not on the
gender-role peculiarities but on the demands
for effectiveness.
For all this it is necessary to search for models of
combining male and female leadership types
while running a firm.
www.sanvelsinfo.com
20. A successful man is more “effective” in setting
organizational goals and in a leadership quality
parameter.
A woman is more “effective” in the sphere of personnel
motivating, communicating and decision-making. For
alternatives analysis she derives benefit from knowledge
and staff potential.
As for control, men and women exercise it equally
successfully.
Potentials of man-leader and woman-leader advantages
are mutually complementary.
www.sanvelsinfo.com
21. Stay Connected with us @
Our Social Site address:
Face book
Twitter
LinkedIn
Google+
YouTube
Blog
Pinterest
Tumblr
Find the job that fits you in our Jobportal..!
21