This document provides tools and materials for training in conflict resolution, including evaluation forms, exercises, and models. It discusses levels of conflict from discomfort to crisis. It also outlines behavioral styles using the DISC model and emphasizes developing empathy and flexibility to improve communication and resolve conflicts.
Transtornos de estresse agudo e transtornos de estresseCláudio Costa
O documento discute transtornos de estresse agudo e pós-traumático, definindo estresse, suas fases e sintomas físicos e emocionais. Também aborda fatores que influenciam a gravidade do estresse, classificações psiquiátricas, e princípios básicos para o atendimento de crianças estressadas, como acolhimento, objetivos do tratamento e prevenção de comportamentos de risco.
Slide do Curso Psicologia Cognitiva da Ansiedade. Autor: Psicólogo Felipe de Souza, site www.psicologiamsn.com - Aula sobre TEPT, Transtorno do Estresse Pós-Traumático
Transtorno Obsessivo Compulsivo - TOC - Psicologia CognitivaFelipe de Souza
O documento descreve o transtorno obsessivo-compulsivo (TOC), incluindo seus sintomas principais de obsessões e compulsões, temas comuns de obsessão, critérios de diagnóstico, epidemiologia, curso e prognóstico. Também apresenta o modelo cognitivo do TOC e os principais componentes da terapia cognitiva para o transtorno.
This document provides an overview of conflict management. It defines conflict and discusses views of conflict. It describes characteristics of conflict including that it requires at least two parties with incompatible goals. Sources of conflict include differences in beliefs and scarce resources. The document outlines functional conflict that works towards goals and dysfunctional conflict that blocks goals. It also discusses levels of conflict such as individual, group, and organizational and types such as interpersonal and intergroup. Approaches to managing conflict include avoidance, competition, accommodation, compromise, and collaboration. Tips for managing conflict effectively are provided.
The document discusses various techniques for resolving conflicts positively, including competitive, collaborative, compromising, accommodating, and avoiding styles. It provides descriptions of when each style may be most effective and examples of how to use each style. It also outlines steps for resolving conflicts through identifying needs, brainstorming solutions, evaluating options, agreeing on a solution, implementing it, and checking back to ensure it is working. The overall message is that resolving conflicts requires open communication, understanding different perspectives, and finding solutions where all parties' needs are met.
This document provides an overview of cognition, problem solving, and critical thinking concepts. It defines cognition as the process of obtaining, transforming, storing, and using information. It discusses two main types of reasoning - formal and everyday. It also covers emotional intelligence, problem solving steps and barriers, ways to generate solutions, and Stephen Covey's method of thinking "win-win". The document is intended to provide foundational information on these topics for students in a critical thinking course.
Dr. Rick Goodman, the Team Building Expert, provides useful tips and tricks for Team Building for Human Resource Professionals. For more information go to www.rickgoodman.com or www.advantagecontinuingeducationseminars.com
Problem Solving, Decision Making, & Conflict Resolution PowerPointTerri Webb
This document discusses conflict resolution techniques and problem solving and decision making. It provides 5 techniques for resolving conflicts: (1) problem solving/collaboration, (2) compromising, (3) withdrawing/avoiding, (4) forcing/competing, and (5) smoothing/accommodating. It also outlines a 7 step process for problem solving and decision making: (1) identify the decision, (2) gather information, (3) identify options, (4) evaluate evidence, (5) choose an alternative, (6) implement the alternative, and (7) analyze results. The document emphasizes that conflicts are inevitable but can be constructive if resolved properly and that problem solving requires gathering information to carefully
Transtornos de estresse agudo e transtornos de estresseCláudio Costa
O documento discute transtornos de estresse agudo e pós-traumático, definindo estresse, suas fases e sintomas físicos e emocionais. Também aborda fatores que influenciam a gravidade do estresse, classificações psiquiátricas, e princípios básicos para o atendimento de crianças estressadas, como acolhimento, objetivos do tratamento e prevenção de comportamentos de risco.
Slide do Curso Psicologia Cognitiva da Ansiedade. Autor: Psicólogo Felipe de Souza, site www.psicologiamsn.com - Aula sobre TEPT, Transtorno do Estresse Pós-Traumático
Transtorno Obsessivo Compulsivo - TOC - Psicologia CognitivaFelipe de Souza
O documento descreve o transtorno obsessivo-compulsivo (TOC), incluindo seus sintomas principais de obsessões e compulsões, temas comuns de obsessão, critérios de diagnóstico, epidemiologia, curso e prognóstico. Também apresenta o modelo cognitivo do TOC e os principais componentes da terapia cognitiva para o transtorno.
This document provides an overview of conflict management. It defines conflict and discusses views of conflict. It describes characteristics of conflict including that it requires at least two parties with incompatible goals. Sources of conflict include differences in beliefs and scarce resources. The document outlines functional conflict that works towards goals and dysfunctional conflict that blocks goals. It also discusses levels of conflict such as individual, group, and organizational and types such as interpersonal and intergroup. Approaches to managing conflict include avoidance, competition, accommodation, compromise, and collaboration. Tips for managing conflict effectively are provided.
The document discusses various techniques for resolving conflicts positively, including competitive, collaborative, compromising, accommodating, and avoiding styles. It provides descriptions of when each style may be most effective and examples of how to use each style. It also outlines steps for resolving conflicts through identifying needs, brainstorming solutions, evaluating options, agreeing on a solution, implementing it, and checking back to ensure it is working. The overall message is that resolving conflicts requires open communication, understanding different perspectives, and finding solutions where all parties' needs are met.
This document provides an overview of cognition, problem solving, and critical thinking concepts. It defines cognition as the process of obtaining, transforming, storing, and using information. It discusses two main types of reasoning - formal and everyday. It also covers emotional intelligence, problem solving steps and barriers, ways to generate solutions, and Stephen Covey's method of thinking "win-win". The document is intended to provide foundational information on these topics for students in a critical thinking course.
Dr. Rick Goodman, the Team Building Expert, provides useful tips and tricks for Team Building for Human Resource Professionals. For more information go to www.rickgoodman.com or www.advantagecontinuingeducationseminars.com
Problem Solving, Decision Making, & Conflict Resolution PowerPointTerri Webb
This document discusses conflict resolution techniques and problem solving and decision making. It provides 5 techniques for resolving conflicts: (1) problem solving/collaboration, (2) compromising, (3) withdrawing/avoiding, (4) forcing/competing, and (5) smoothing/accommodating. It also outlines a 7 step process for problem solving and decision making: (1) identify the decision, (2) gather information, (3) identify options, (4) evaluate evidence, (5) choose an alternative, (6) implement the alternative, and (7) analyze results. The document emphasizes that conflicts are inevitable but can be constructive if resolved properly and that problem solving requires gathering information to carefully
The document provides guidance on building interpersonal relationships and managing conflicts in the workplace. It discusses the importance of avoiding conflicts and cultivating relationships to create a healthy work environment. It then offers tips for managing conflicts constructively, including using active listening and separating problems from people. The document emphasizes resolving conflicts in a way that unifies groups and enhances productivity, rather than dividing people or decreasing satisfaction and morale. The overall message is that properly handling conflicts can promote a supportive work environment where progress and solutions are achieved.
Learn about, the making of difficult people, the effects of difficult behaviour, identify your personal communication style and understand others, the skills of conflict management, flexing your conflict styles, how to manage difficult conversations at work and influencing and gaining the support of difficult people
The document provides guidance on decision making and negotiation. It discusses defining the problem, gathering facts, brainstorming options, weighing pros and cons, selecting an option, and implementing it. It also discusses cooperative vs adversarial negotiation styles, preparing for negotiation by considering goals, trades, costs/values, and alternatives, and how the relationship history may impact negotiations. The overall document provides a framework for making decisions and strategies for successful negotiations.
The document summarizes a presentation by mediator Lee Jay Berman on avoiding impasse in mediation. It discusses various stages of the mediation process and provides examples of roadblocks that can lead to impasse if not addressed properly by the mediator, such as parties not being fully prepared or the mediator failing to clarify expectations. The document emphasizes the importance of the convening and introduction stages in setting the right framework to facilitate agreement and settlement.
This document discusses conflict, why it happens, and strategies for managing conflict. It provides the following key points:
1) Conflict can arise due to differing viewpoints, passion for one's position, or the importance of the issue. While conflict can be uncomfortable, it can also stimulate debate, improve ideas, increase engagement, and generate solutions.
2) There are five main strategies for managing conflict: avoiding, accommodating, controlling, compromising, and collaborating. The strategies differ in whether they satisfy one or both parties and when each is most appropriate to use.
3) When managing conflict, having clarity about the problem, asking questions to understand different perspectives, and establishing basic "rules" or processes
The document outlines an executive overview and seminar for managers on how to mediate employee conflicts. It discusses strategic focus on conflict management and the costs of conflict. It defines conflict and signs that conflict is present. It discusses informal and formal conflict management systems, with most conflicts addressed informally through everyday conflict prevention and managerial mediation. Managerial mediation is presented as a core leadership competency involving five steps: deciding to mediate, preliminary meetings, planning the context, a three-way meeting, and follow-up. The goal is a balanced, behaviorally specific written agreement to define future behavior regarding the business problem caused by the conflict.
Conflict resolution training for supervisorsKevin Thomas
This training focuses on resolving workplace conflict and provides supervisors with practical techniques. It discusses causes of conflict such as different perspectives and unmet expectations between employees. The presentation emphasizes that conflict is inevitable but can be addressed constructively. It identifies five methods of resolving conflict: competing, collaborating, compromising, avoiding, and accommodating. Further, a six-step process is outlined that involves clarifying issues, establishing shared goals, discussing solutions, addressing barriers, agreeing on resolutions, and defining responsibilities. The presentation aims to equip supervisors with skills for managing conflict and improving work relationships.
This presentation is targeted for TLs and above who are the next set of leaders in any organisation. They need to know their career path and skills which they require to become Engineering Manager. I have tried to touch upon some crucial skills or requirement needed from Next Set Of Leaders
The document defines conflict and describes the main types: interpersonal, intrapersonal, and intergroup. Interpersonal conflict includes pseudo-conflict, simple conflict, and ego conflict. Intrapersonal conflict involves approach, avoidance, and mixed-motive conflicts within an individual. Intergroup conflict arises from opposing group goals, resources, or cultural differences. The document also discusses conflict management strategies like avoiding, accommodating, competing, compromising, and collaborating.
The document provides guidance on conflict management and resolution. It discusses different types of conflicts that could arise in work scenarios. It also describes different responses to conflict like avoidance, accommodation, competition, compromise and collaboration. The document further elaborates on various conflict engagement styles and strategies for shifting a conflict from positions to interests to find a mutually agreeable solution.
The document provides guidance on conflict management and resolution. It discusses different types of conflicts that can arise and initial reactions to conflict. It also outlines five styles of responding to conflict - avoidance, accommodation, competition, compromise, and collaboration. The document encourages understanding different perspectives and interests, rather than just positions, to facilitate resolving conflicts.
This document provides an overview of conflict management. It defines conflict and discusses conflict management, which aims to limit negative aspects of conflict while increasing positive outcomes. The document outlines various characteristics, types, indicators, and reasons for conflict. It then describes several techniques for managing conflict, including competing, collaborating, withdrawing, accommodating, compromising, and the A-E-I-O-U model. Advantages and disadvantages of different conflict management strategies are also presented.
This document provides an overview of conflict resolution strategies and their benefits. It discusses what conflict is and provides examples of conflicts in the workplace. Two common resolution strategies are described in depth: avoiding conflict and collaborating. Avoiding aims to postpone conflict by not addressing issues, while collaborating involves all parties working together to find a joint solution. Resolving conflicts benefits work efficiency and relationships by promoting understanding between parties. The document also outlines what to do if a conflict cannot be resolved, such as involving a third party or accepting disagreement.
Chapter 2 review the problem management and opportunity-developmesodhi3
This document outlines exercises from a counseling textbook that are intended to help students understand and apply the problem-management process. The process involves several stages: identifying problems or opportunities, getting feedback, prioritizing issues, imagining possibilities, setting goals, developing strategies, taking action, and implementing plans. Students are asked to interview others about their views of counseling, explain counseling to strangers and clients, evaluate their own skills in each stage, and identify areas for improvement. The overall goal is for students to master the problem-management process and apply it to helping clients as well as themselves.
Developing regional community partnershipscengleton
A group of city agencies have come together to improve their region's image and quality of life. Some prioritize social services while others prioritize economic development. They agree improving citizens' quality of life and competitiveness is important. The document discusses managing conflict through various approaches like avoiding, accommodating, compromising, competing, and collaborating. It provides tips for healthy debates versus heated arguments and an 8-step process for facilitating conflict resolution. The overall goal is improving communication and building consensus to make decisions.
The correlation between the Thomas-Kilmann conflict model and DiSC is strong. We use this presentation with a DiSC profile to help teams manage conflict effectively.
This document provides information on conflict resolution in the workplace. It discusses causes of workplace conflict such as personality clashes and disagreements. It states that conflict is inevitable due to differing views and expectations but does not always have to be negative. The document describes healthy conflict that generates new ideas versus damaging conflict involving personal attacks. It emphasizes that unresolved conflict can harm productivity, morale and legal risks. Methods for resolving conflict include competing, collaborating, compromising, avoiding and accommodating. The conflict resolution process involves clarifying the disagreement, establishing a common goal, discussing solutions, addressing barriers and agreeing on responsibilities.
This document provides information on conflict resolution training. It defines workplace conflict and identifies common causes as differing perspectives, stress, and increased demands on teamwork. While conflict can be negative, it notes that constructive challenges to ideas can foster new solutions. The document outlines healthy versus damaging conflict and lists benefits of resolution such as improved morale and productivity. It provides dos and don'ts of the resolution process and describes a six step approach including clarifying issues, finding common goals, and agreeing on responsibilities. The summary is that conflicts should aim for the best solution, alternative resolutions can save costs and time, and unresolved conflicts should be avoided.
This document provides information on conflict resolution training. It defines workplace conflict and identifies common causes as differing perspectives, stress, and increased demands on teamwork. While conflict can be negative, it notes that constructive challenges to ideas can foster new solutions. The document outlines healthy versus damaging conflict and lists benefits of resolution such as improved morale and productivity. It provides dos and don'ts of the resolution process and describes a six step approach including clarifying issues, finding common goals, and agreeing on responsibilities. The summary is that conflicts should aim for the best solution, alternative resolutions can save costs and time, and unresolved conflicts should be avoided.
1. Refine your job search by defining your target job title, industry, location, and salary requirements.
2. Research companies and identify potential openings using online job boards, company career sites, networking, and other methods.
3. Customize your resume and cover letter for each application by highlighting how your qualifications match the job requirements.
4. Prepare for interviews by practicing common questions and learning about the company.
5. Follow up after applying and interviewing to express your continued interest in the role.
Connector Corner: Seamlessly power UiPath Apps, GenAI with prebuilt connectorsDianaGray10
Join us to learn how UiPath Apps can directly and easily interact with prebuilt connectors via Integration Service--including Salesforce, ServiceNow, Open GenAI, and more.
The best part is you can achieve this without building a custom workflow! Say goodbye to the hassle of using separate automations to call APIs. By seamlessly integrating within App Studio, you can now easily streamline your workflow, while gaining direct access to our Connector Catalog of popular applications.
We’ll discuss and demo the benefits of UiPath Apps and connectors including:
Creating a compelling user experience for any software, without the limitations of APIs.
Accelerating the app creation process, saving time and effort
Enjoying high-performance CRUD (create, read, update, delete) operations, for
seamless data management.
Speakers:
Russell Alfeche, Technology Leader, RPA at qBotic and UiPath MVP
Charlie Greenberg, host
In our second session, we shall learn all about the main features and fundamentals of UiPath Studio that enable us to use the building blocks for any automation project.
📕 Detailed agenda:
Variables and Datatypes
Workflow Layouts
Arguments
Control Flows and Loops
Conditional Statements
💻 Extra training through UiPath Academy:
Variables, Constants, and Arguments in Studio
Control Flow in Studio
The document provides guidance on building interpersonal relationships and managing conflicts in the workplace. It discusses the importance of avoiding conflicts and cultivating relationships to create a healthy work environment. It then offers tips for managing conflicts constructively, including using active listening and separating problems from people. The document emphasizes resolving conflicts in a way that unifies groups and enhances productivity, rather than dividing people or decreasing satisfaction and morale. The overall message is that properly handling conflicts can promote a supportive work environment where progress and solutions are achieved.
Learn about, the making of difficult people, the effects of difficult behaviour, identify your personal communication style and understand others, the skills of conflict management, flexing your conflict styles, how to manage difficult conversations at work and influencing and gaining the support of difficult people
The document provides guidance on decision making and negotiation. It discusses defining the problem, gathering facts, brainstorming options, weighing pros and cons, selecting an option, and implementing it. It also discusses cooperative vs adversarial negotiation styles, preparing for negotiation by considering goals, trades, costs/values, and alternatives, and how the relationship history may impact negotiations. The overall document provides a framework for making decisions and strategies for successful negotiations.
The document summarizes a presentation by mediator Lee Jay Berman on avoiding impasse in mediation. It discusses various stages of the mediation process and provides examples of roadblocks that can lead to impasse if not addressed properly by the mediator, such as parties not being fully prepared or the mediator failing to clarify expectations. The document emphasizes the importance of the convening and introduction stages in setting the right framework to facilitate agreement and settlement.
This document discusses conflict, why it happens, and strategies for managing conflict. It provides the following key points:
1) Conflict can arise due to differing viewpoints, passion for one's position, or the importance of the issue. While conflict can be uncomfortable, it can also stimulate debate, improve ideas, increase engagement, and generate solutions.
2) There are five main strategies for managing conflict: avoiding, accommodating, controlling, compromising, and collaborating. The strategies differ in whether they satisfy one or both parties and when each is most appropriate to use.
3) When managing conflict, having clarity about the problem, asking questions to understand different perspectives, and establishing basic "rules" or processes
The document outlines an executive overview and seminar for managers on how to mediate employee conflicts. It discusses strategic focus on conflict management and the costs of conflict. It defines conflict and signs that conflict is present. It discusses informal and formal conflict management systems, with most conflicts addressed informally through everyday conflict prevention and managerial mediation. Managerial mediation is presented as a core leadership competency involving five steps: deciding to mediate, preliminary meetings, planning the context, a three-way meeting, and follow-up. The goal is a balanced, behaviorally specific written agreement to define future behavior regarding the business problem caused by the conflict.
Conflict resolution training for supervisorsKevin Thomas
This training focuses on resolving workplace conflict and provides supervisors with practical techniques. It discusses causes of conflict such as different perspectives and unmet expectations between employees. The presentation emphasizes that conflict is inevitable but can be addressed constructively. It identifies five methods of resolving conflict: competing, collaborating, compromising, avoiding, and accommodating. Further, a six-step process is outlined that involves clarifying issues, establishing shared goals, discussing solutions, addressing barriers, agreeing on resolutions, and defining responsibilities. The presentation aims to equip supervisors with skills for managing conflict and improving work relationships.
This presentation is targeted for TLs and above who are the next set of leaders in any organisation. They need to know their career path and skills which they require to become Engineering Manager. I have tried to touch upon some crucial skills or requirement needed from Next Set Of Leaders
The document defines conflict and describes the main types: interpersonal, intrapersonal, and intergroup. Interpersonal conflict includes pseudo-conflict, simple conflict, and ego conflict. Intrapersonal conflict involves approach, avoidance, and mixed-motive conflicts within an individual. Intergroup conflict arises from opposing group goals, resources, or cultural differences. The document also discusses conflict management strategies like avoiding, accommodating, competing, compromising, and collaborating.
The document provides guidance on conflict management and resolution. It discusses different types of conflicts that could arise in work scenarios. It also describes different responses to conflict like avoidance, accommodation, competition, compromise and collaboration. The document further elaborates on various conflict engagement styles and strategies for shifting a conflict from positions to interests to find a mutually agreeable solution.
The document provides guidance on conflict management and resolution. It discusses different types of conflicts that can arise and initial reactions to conflict. It also outlines five styles of responding to conflict - avoidance, accommodation, competition, compromise, and collaboration. The document encourages understanding different perspectives and interests, rather than just positions, to facilitate resolving conflicts.
This document provides an overview of conflict management. It defines conflict and discusses conflict management, which aims to limit negative aspects of conflict while increasing positive outcomes. The document outlines various characteristics, types, indicators, and reasons for conflict. It then describes several techniques for managing conflict, including competing, collaborating, withdrawing, accommodating, compromising, and the A-E-I-O-U model. Advantages and disadvantages of different conflict management strategies are also presented.
This document provides an overview of conflict resolution strategies and their benefits. It discusses what conflict is and provides examples of conflicts in the workplace. Two common resolution strategies are described in depth: avoiding conflict and collaborating. Avoiding aims to postpone conflict by not addressing issues, while collaborating involves all parties working together to find a joint solution. Resolving conflicts benefits work efficiency and relationships by promoting understanding between parties. The document also outlines what to do if a conflict cannot be resolved, such as involving a third party or accepting disagreement.
Chapter 2 review the problem management and opportunity-developmesodhi3
This document outlines exercises from a counseling textbook that are intended to help students understand and apply the problem-management process. The process involves several stages: identifying problems or opportunities, getting feedback, prioritizing issues, imagining possibilities, setting goals, developing strategies, taking action, and implementing plans. Students are asked to interview others about their views of counseling, explain counseling to strangers and clients, evaluate their own skills in each stage, and identify areas for improvement. The overall goal is for students to master the problem-management process and apply it to helping clients as well as themselves.
Developing regional community partnershipscengleton
A group of city agencies have come together to improve their region's image and quality of life. Some prioritize social services while others prioritize economic development. They agree improving citizens' quality of life and competitiveness is important. The document discusses managing conflict through various approaches like avoiding, accommodating, compromising, competing, and collaborating. It provides tips for healthy debates versus heated arguments and an 8-step process for facilitating conflict resolution. The overall goal is improving communication and building consensus to make decisions.
The correlation between the Thomas-Kilmann conflict model and DiSC is strong. We use this presentation with a DiSC profile to help teams manage conflict effectively.
This document provides information on conflict resolution in the workplace. It discusses causes of workplace conflict such as personality clashes and disagreements. It states that conflict is inevitable due to differing views and expectations but does not always have to be negative. The document describes healthy conflict that generates new ideas versus damaging conflict involving personal attacks. It emphasizes that unresolved conflict can harm productivity, morale and legal risks. Methods for resolving conflict include competing, collaborating, compromising, avoiding and accommodating. The conflict resolution process involves clarifying the disagreement, establishing a common goal, discussing solutions, addressing barriers and agreeing on responsibilities.
This document provides information on conflict resolution training. It defines workplace conflict and identifies common causes as differing perspectives, stress, and increased demands on teamwork. While conflict can be negative, it notes that constructive challenges to ideas can foster new solutions. The document outlines healthy versus damaging conflict and lists benefits of resolution such as improved morale and productivity. It provides dos and don'ts of the resolution process and describes a six step approach including clarifying issues, finding common goals, and agreeing on responsibilities. The summary is that conflicts should aim for the best solution, alternative resolutions can save costs and time, and unresolved conflicts should be avoided.
This document provides information on conflict resolution training. It defines workplace conflict and identifies common causes as differing perspectives, stress, and increased demands on teamwork. While conflict can be negative, it notes that constructive challenges to ideas can foster new solutions. The document outlines healthy versus damaging conflict and lists benefits of resolution such as improved morale and productivity. It provides dos and don'ts of the resolution process and describes a six step approach including clarifying issues, finding common goals, and agreeing on responsibilities. The summary is that conflicts should aim for the best solution, alternative resolutions can save costs and time, and unresolved conflicts should be avoided.
1. Refine your job search by defining your target job title, industry, location, and salary requirements.
2. Research companies and identify potential openings using online job boards, company career sites, networking, and other methods.
3. Customize your resume and cover letter for each application by highlighting how your qualifications match the job requirements.
4. Prepare for interviews by practicing common questions and learning about the company.
5. Follow up after applying and interviewing to express your continued interest in the role.
Similar to T handout masters 2nd ed web 625kb (20)
Connector Corner: Seamlessly power UiPath Apps, GenAI with prebuilt connectorsDianaGray10
Join us to learn how UiPath Apps can directly and easily interact with prebuilt connectors via Integration Service--including Salesforce, ServiceNow, Open GenAI, and more.
The best part is you can achieve this without building a custom workflow! Say goodbye to the hassle of using separate automations to call APIs. By seamlessly integrating within App Studio, you can now easily streamline your workflow, while gaining direct access to our Connector Catalog of popular applications.
We’ll discuss and demo the benefits of UiPath Apps and connectors including:
Creating a compelling user experience for any software, without the limitations of APIs.
Accelerating the app creation process, saving time and effort
Enjoying high-performance CRUD (create, read, update, delete) operations, for
seamless data management.
Speakers:
Russell Alfeche, Technology Leader, RPA at qBotic and UiPath MVP
Charlie Greenberg, host
In our second session, we shall learn all about the main features and fundamentals of UiPath Studio that enable us to use the building blocks for any automation project.
📕 Detailed agenda:
Variables and Datatypes
Workflow Layouts
Arguments
Control Flows and Loops
Conditional Statements
💻 Extra training through UiPath Academy:
Variables, Constants, and Arguments in Studio
Control Flow in Studio
ScyllaDB is making a major architecture shift. We’re moving from vNode replication to tablets – fragments of tables that are distributed independently, enabling dynamic data distribution and extreme elasticity. In this keynote, ScyllaDB co-founder and CTO Avi Kivity explains the reason for this shift, provides a look at the implementation and roadmap, and shares how this shift benefits ScyllaDB users.
Session 1 - Intro to Robotic Process Automation.pdfUiPathCommunity
👉 Check out our full 'Africa Series - Automation Student Developers (EN)' page to register for the full program:
https://bit.ly/Automation_Student_Kickstart
In this session, we shall introduce you to the world of automation, the UiPath Platform, and guide you on how to install and setup UiPath Studio on your Windows PC.
📕 Detailed agenda:
What is RPA? Benefits of RPA?
RPA Applications
The UiPath End-to-End Automation Platform
UiPath Studio CE Installation and Setup
💻 Extra training through UiPath Academy:
Introduction to Automation
UiPath Business Automation Platform
Explore automation development with UiPath Studio
👉 Register here for our upcoming Session 2 on June 20: Introduction to UiPath Studio Fundamentals: https://community.uipath.com/events/details/uipath-lagos-presents-session-2-introduction-to-uipath-studio-fundamentals/
Dandelion Hashtable: beyond billion requests per second on a commodity serverAntonios Katsarakis
This slide deck presents DLHT, a concurrent in-memory hashtable. Despite efforts to optimize hashtables, that go as far as sacrificing core functionality, state-of-the-art designs still incur multiple memory accesses per request and block request processing in three cases. First, most hashtables block while waiting for data to be retrieved from memory. Second, open-addressing designs, which represent the current state-of-the-art, either cannot free index slots on deletes or must block all requests to do so. Third, index resizes block every request until all objects are copied to the new index. Defying folklore wisdom, DLHT forgoes open-addressing and adopts a fully-featured and memory-aware closed-addressing design based on bounded cache-line-chaining. This design offers lock-free index operations and deletes that free slots instantly, (2) completes most requests with a single memory access, (3) utilizes software prefetching to hide memory latencies, and (4) employs a novel non-blocking and parallel resizing. In a commodity server and a memory-resident workload, DLHT surpasses 1.6B requests per second and provides 3.5x (12x) the throughput of the state-of-the-art closed-addressing (open-addressing) resizable hashtable on Gets (Deletes).
"What does it really mean for your system to be available, or how to define w...Fwdays
We will talk about system monitoring from a few different angles. We will start by covering the basics, then discuss SLOs, how to define them, and why understanding the business well is crucial for success in this exercise.
The Department of Veteran Affairs (VA) invited Taylor Paschal, Knowledge & Information Management Consultant at Enterprise Knowledge, to speak at a Knowledge Management Lunch and Learn hosted on June 12, 2024. All Office of Administration staff were invited to attend and received professional development credit for participating in the voluntary event.
The objectives of the Lunch and Learn presentation were to:
- Review what KM ‘is’ and ‘isn’t’
- Understand the value of KM and the benefits of engaging
- Define and reflect on your “what’s in it for me?”
- Share actionable ways you can participate in Knowledge - - Capture & Transfer
Must Know Postgres Extension for DBA and Developer during MigrationMydbops
Mydbops Opensource Database Meetup 16
Topic: Must-Know PostgreSQL Extensions for Developers and DBAs During Migration
Speaker: Deepak Mahto, Founder of DataCloudGaze Consulting
Date & Time: 8th June | 10 AM - 1 PM IST
Venue: Bangalore International Centre, Bangalore
Abstract: Discover how PostgreSQL extensions can be your secret weapon! This talk explores how key extensions enhance database capabilities and streamline the migration process for users moving from other relational databases like Oracle.
Key Takeaways:
* Learn about crucial extensions like oracle_fdw, pgtt, and pg_audit that ease migration complexities.
* Gain valuable strategies for implementing these extensions in PostgreSQL to achieve license freedom.
* Discover how these key extensions can empower both developers and DBAs during the migration process.
* Don't miss this chance to gain practical knowledge from an industry expert and stay updated on the latest open-source database trends.
Mydbops Managed Services specializes in taking the pain out of database management while optimizing performance. Since 2015, we have been providing top-notch support and assistance for the top three open-source databases: MySQL, MongoDB, and PostgreSQL.
Our team offers a wide range of services, including assistance, support, consulting, 24/7 operations, and expertise in all relevant technologies. We help organizations improve their database's performance, scalability, efficiency, and availability.
Contact us: info@mydbops.com
Visit: https://www.mydbops.com/
Follow us on LinkedIn: https://in.linkedin.com/company/mydbops
For more details and updates, please follow up the below links.
Meetup Page : https://www.meetup.com/mydbops-databa...
Twitter: https://twitter.com/mydbopsofficial
Blogs: https://www.mydbops.com/blog/
Facebook(Meta): https://www.facebook.com/mydbops/
"Scaling RAG Applications to serve millions of users", Kevin GoedeckeFwdays
How we managed to grow and scale a RAG application from zero to thousands of users in 7 months. Lessons from technical challenges around managing high load for LLMs, RAGs and Vector databases.
[OReilly Superstream] Occupy the Space: A grassroots guide to engineering (an...Jason Yip
The typical problem in product engineering is not bad strategy, so much as “no strategy”. This leads to confusion, lack of motivation, and incoherent action. The next time you look for a strategy and find an empty space, instead of waiting for it to be filled, I will show you how to fill it in yourself. If you’re wrong, it forces a correction. If you’re right, it helps create focus. I’ll share how I’ve approached this in the past, both what works and lessons for what didn’t work so well.
QA or the Highway - Component Testing: Bridging the gap between frontend appl...zjhamm304
These are the slides for the presentation, "Component Testing: Bridging the gap between frontend applications" that was presented at QA or the Highway 2024 in Columbus, OH by Zachary Hamm.
From Natural Language to Structured Solr Queries using LLMsSease
This talk draws on experimentation to enable AI applications with Solr. One important use case is to use AI for better accessibility and discoverability of the data: while User eXperience techniques, lexical search improvements, and data harmonization can take organizations to a good level of accessibility, a structural (or “cognitive” gap) remains between the data user needs and the data producer constraints.
That is where AI – and most importantly, Natural Language Processing and Large Language Model techniques – could make a difference. This natural language, conversational engine could facilitate access and usage of the data leveraging the semantics of any data source.
The objective of the presentation is to propose a technical approach and a way forward to achieve this goal.
The key concept is to enable users to express their search queries in natural language, which the LLM then enriches, interprets, and translates into structured queries based on the Solr index’s metadata.
This approach leverages the LLM’s ability to understand the nuances of natural language and the structure of documents within Apache Solr.
The LLM acts as an intermediary agent, offering a transparent experience to users automatically and potentially uncovering relevant documents that conventional search methods might overlook. The presentation will include the results of this experimental work, lessons learned, best practices, and the scope of future work that should improve the approach and make it production-ready.
Freshworks Rethinks NoSQL for Rapid Scaling & Cost-EfficiencyScyllaDB
Freshworks creates AI-boosted business software that helps employees work more efficiently and effectively. Managing data across multiple RDBMS and NoSQL databases was already a challenge at their current scale. To prepare for 10X growth, they knew it was time to rethink their database strategy. Learn how they architected a solution that would simplify scaling while keeping costs under control.
LF Energy Webinar: Carbon Data Specifications: Mechanisms to Improve Data Acc...DanBrown980551
This LF Energy webinar took place June 20, 2024. It featured:
-Alex Thornton, LF Energy
-Hallie Cramer, Google
-Daniel Roesler, UtilityAPI
-Henry Richardson, WattTime
In response to the urgency and scale required to effectively address climate change, open source solutions offer significant potential for driving innovation and progress. Currently, there is a growing demand for standardization and interoperability in energy data and modeling. Open source standards and specifications within the energy sector can also alleviate challenges associated with data fragmentation, transparency, and accessibility. At the same time, it is crucial to consider privacy and security concerns throughout the development of open source platforms.
This webinar will delve into the motivations behind establishing LF Energy’s Carbon Data Specification Consortium. It will provide an overview of the draft specifications and the ongoing progress made by the respective working groups.
Three primary specifications will be discussed:
-Discovery and client registration, emphasizing transparent processes and secure and private access
-Customer data, centering around customer tariffs, bills, energy usage, and full consumption disclosure
-Power systems data, focusing on grid data, inclusive of transmission and distribution networks, generation, intergrid power flows, and market settlement data
"Frontline Battles with DDoS: Best practices and Lessons Learned", Igor IvaniukFwdays
At this talk we will discuss DDoS protection tools and best practices, discuss network architectures and what AWS has to offer. Also, we will look into one of the largest DDoS attacks on Ukrainian infrastructure that happened in February 2022. We'll see, what techniques helped to keep the web resources available for Ukrainians and how AWS improved DDoS protection for all customers based on Ukraine experience
11. DISC Model
People have a variety of preferred and habitual ways of behaving and responding,
depending on the context. When communication is difficult, it can be helpful to tailor
your approach to suit others' preferences and habits.
Within any behavioural style, people can be both skilled at getting the job done and
getting along with others.
Once aware of areas needing improvement, people can often develop new skills, to
increase the flexibility of their behavioural repertoire.
Extroverted
CONSCIENTIOUS
DIRECT
Behaviours
Reserved
Approaches work
systematically
Pays attention to
details
Focuses attention
on immediate task
Prefers to stack to
established
guidelines &
practices
Likes to plan for
change
Needs
High standards
Appreciation
Quality work
Fears
Criticism of work
Imperfection
Not having things
adequately
explained
Behaviours
Reserved
Works well in a
team
Accommodates
others
Maintains status
quo
Recovers slowly
from hurt
Prefers steady not
sudden change
Needs
Security
Acceptance
Teamwork
Fears
Isolation
Standing out as
better or worse
Unplanned
challenges
Introverted
Needs
Results
Recognition
Challenges
Fears
Challenges to their
authority
Lack of results from
others
INFLUENCING
Behaviours
Outgoing
Leads by enthusing
others
Prefers a global
approach
Steers away from
details
Acts on impulse
Keen to promote
change
Needs
Change
Acknowledgement
New trends and
ideas
Fears
Disapproval
Stagnation
Detailed work
People Orientated
People Orientated
STABILISING
Behaviours
Outgoing
Challenges status
quo
Keen to get things
done
Resists authority
Likes to take the
lead
Takes action to
bring about change
Task Orientated
Task orientated
Introverted
Extroverted
The DISC Model was initiated by William Moulton Marston PhD (1893-1947) and expanded upon by Dr John Geier for
Performax, now Inscape Publishing, Inc. as part of their Personal Profile System. For more information on questionnaires and
courses contact Inscape or the Australian Distributor Integro Learning Company P/L, PO Box 6120, Frenchs Forest DC NSW
2086 Australia.
Empathy H3.2