Unit 3a DELIs
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This document discusses the concept of "deeply embedded life interests" or DELIs, which are long-held, emotionally driven passions that are intertwined with one's personality. It states that people are mainly driven by one to three DELIs, which form in childhood but are expressed differently with age. The key recommendation is to choose a job that matches one's DELIs in order to find job satisfaction and happiness in the long term. It then lists eight common DELIs and prompts the reader to identify their top two DELIs.
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Unsw Genc3003 02a
This document discusses aligning jobs to personality by identifying an individual's "deeply embedded life interests" or DELIs. It notes that people are mainly driven by one to three DELIs, which form in childhood and influence job satisfaction over the long term. It then lists eight common DELIs - application of technology, quantitative analysis, theory development, creative production, counseling/mentoring, managing people, enterprise control, and influence through language - and asks the reader to identify their top two. Finally, it prompts a discussion on which DELIs may be best suited for various occupations.
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With each ‘brick’ you to advertise yourself (either a link to something important to you, your business), a memorial to someone, make a funny statement or anything that you can imagine should be part of the virtual ‘brick’ wall. The wall will exist for at least 5 years, with the desire to keep it up forever as a monument to the messages and images created.
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- Key dates for the scheme such as application opening and closing dates, the draw of lots, and deadline for submitting documents.
- Details of the plots being offered such as sizes, prices, and earnest money amounts.
- Amenities that will be developed like shopping plazas, schools, roads, and an IT township.
- Eligibility criteria for applying and reservations for various categories.
- Payment schedules and terms of allotment.
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This document discusses aligning jobs to personality by identifying an individual's "deeply embedded life interests" or DELIs. It notes that people are mainly driven by one to three DELIs, which form in childhood and influence job satisfaction over the long term. It then lists eight common DELIs - application of technology, quantitative analysis, theory development, creative production, counseling/mentoring, managing people, enterprise control, and influence through language - and asks the reader to identify their top two. Finally, it prompts a discussion on which DELIs may be best suited for various occupations.
Mongara roadshow stockholm_tillväxt_120510
Anders Lindhs presentation på Mongars Roadshow i Stockholm 10 maj 2012
Why Papble
The idea behind Papble, http://www.papble.com/papble, was to create an image wall made up of small blocks or ‘bricks’ which could be purchased to support various ideas or organizations.
The ‘bricks’ can be purchased individually or in groups assembled to create a separate unique image on the wall. This is a virtual time capsule and similar to bricks being purchased for a walkway to support a particular project. There are a possible 250,000 virtual ‘bricks’ that can be purchased on this wall, each potentially supporting something different.
With each ‘brick’ you to advertise yourself (either a link to something important to you, your business), a memorial to someone, make a funny statement or anything that you can imagine should be part of the virtual ‘brick’ wall. The wall will exist for at least 5 years, with the desire to keep it up forever as a monument to the messages and images created.
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The document provides information about GMADA's Eco City development project in New Chandigarh, including:
- Key dates for the scheme such as application opening and closing dates, the draw of lots, and deadline for submitting documents.
- Details of the plots being offered such as sizes, prices, and earnest money amounts.
- Amenities that will be developed like shopping plazas, schools, roads, and an IT township.
- Eligibility criteria for applying and reservations for various categories.
- Payment schedules and terms of allotment.
Supporting Start-Ups From Ground Up
This document discusses legal and business considerations for start-up companies. It provides an overview of the start-up and funding process, which includes identifying market opportunities, assessing business feasibility, and engaging advisors to form and finance the company. Initial business considerations include defining the market opportunity and competitive advantages. Initial legal considerations involve choosing an entity structure, protecting intellectual property, executing founder and shareholder agreements, and considering funding options. The document emphasizes that consulting an experienced attorney early in the process is important due to the complex legal framework.
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Running head EMOTIONAL INTELLIGENCE .docx
Running head: EMOTIONAL INTELLIGENCE 1
EMOTIONAL INTELLIGENCE 2
Emotional Intelligence - an Art or a Science?
Thomas Griffin
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Introduction
Emotional intelligence is an attribute related to emotional information and individual’s emotions; it is not only beneficial to an individual in terms influencing interpersonal relationship, but is also applicable in group settings such as in work environments. Due to its importance, a number of researches have been conducted relating emotional intelligence to leadership and management. Drigas and Papoutsi (2019) describe emotional intelligence-EI as the evaluation, perception, and management of individual’s and others’ emotions. The concept of EI connects cognition, emotion, and metacognitive processes; it is more important in the work places now than it were before due to the high interconnection of the world economy thanks to globalization. That means in work environments, employees with high emotional intelligence are valued than those without because of their ability to cope with a different people from different cultures and lifestyles. In leadership and management positions, EI is attractive because of the many demands and enhanced competition faced today. Summarily, EI creates the needed skills framework and responsible behavior that help people succeed at work. Whereas emotional intelligence is a human attribute, organizations also adopt the concept. Drigas and Papoutsi (2019) note that emotionally intelligent organizations attract talents to their workforce and address challenges effectively; in such organizations the leaders and managers cooperate, influence others and find creative and faster ways of finishing tasks. Notably emotions that are properly managed enhance trust, commitment, and faith. That means the innovations, productivity, and success of organizations, groups, or individuals arise in situations where emotional intelligence is high (Zeider, Matthews, & Roberts, 2004). Due to the importance and applications of emotional intelligence at different levels, the paper explains whether EI is an art or a science.
Issue
As highlighted above, emotional intelligence is associated with success; as such, leaders and managers value EI because of its importance in their various responsibilities. The concept explained in relation to whether EI is an art or a science is linked to its role in leadership and managerial success. Specifically, there are different applications of EI in management and leadership positions; therefore, the focus of the paper is narrowing down the different applications of EI and identifying if such applications make EI an art or a science.
Literature Review
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Define personality and how it affects work behaviors
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The document is a student assignment on organizational psychology that was submitted on August 14, 2015. It discusses key topics in organizational psychology including selection and assessment, training, performance management, workplace/ergonomics, group behaviors, and organizational development. It also covers individual variables that influence work such as abilities/skills, background, and demographic characteristics. Effective communication is important for managers to avoid misunderstandings, express needs/opinions, and foster deeper connections with others which helps work function smoothly.
Thinking “Sustainably”: The role of intentions, cognitions, and emotions in ...
A fun book chapter that takes a cognitive science-ish look at social and sustainable entrepreneurship. Would LOVE your comments, of course! (Major props to my awesome co-authors too)
Vlerick HRday 2013: Men versus machine, who wins? - Prof. Marc Buelens
This document discusses the increasing use of big data and analytics in human resources. It provides examples of how data can be used to predict job performance, sales performance, and who may not be suitable for customer support roles. The document also discusses research comparing human judgment to statistical models in making predictions. While statistical models often outperform experts, combining multiple predictions from humans and models tends to provide the most accurate forecasts. Intuition alone is unlikely to be valid without direct experience and the ability to learn from mistakes. In conclusion, the document advocates applying what is already known about improving predictions by using simple models, multiple independent predictions, and combining human and machine judgments.
Optimizing leadership a brain-based approach
The document discusses how neuroscience research shows that social needs are processed in the brain similarly to survival needs like food and water. When people feel excluded or experience a loss of status, the brain's threat response is activated. Leaders are encouraged to understand how perceptions of status, certainty, autonomy, relatedness, and fairness can trigger the brain's threat or reward centers. By optimizing these social factors in the workplace, leaders can create emotional safety, increase engagement, and improve performance. The document advocates training leaders to positively impact social dynamics using the "SCARF" model of collaboration.
Thinking, intelligence, language.pptx
This document provides an introduction to key concepts in psychology. It discusses cognition, artificial intelligence, thinking, concepts, problem solving, reasoning, decision making, intelligence, language, and cognitive appraisal and stress. Specifically, it defines these terms and describes their importance in psychology, highlighting that cognition refers to how information is processed and manipulated in thinking and knowing, concepts allow for generalization and association, while problem solving involves finding solutions and rethinking problems over time.
Group 5 PerDev.pptx
The document discusses 10 common myths about career planning and provides facts to debunk each myth. Some of the myths addressed include that arts/humanities majors are unemployable; selecting careers just because they are currently popular is a safe choice; and that waiting for luck to bring the right career will work. The document provides facts for each myth, such as that transferable skills from humanities degrees are valuable to employers regardless of field. It encourages taking an active role in career planning and selection based on interests and skills rather than relying on trends or chance.
72 quotations that @HelenBevan posted with tweets during 2019
Each page in this slide deck contains a quotation that I posted as a visual with a tweet during 2019. I used them to illustrate the point I was making in the tweet. I have attempted to group the quotations by similar themes in this deck. You may not agree with all of the quotations but I hope they might inspire, motivate ad/or challenge you as they have me. Helen Bevan
72 quotations that @HelenBevan posted with tweets during 2019
Each page in this slide deck contains a quotation that I posted as a visual with a tweet during 2019. I used them to illustrate the point I was making in the tweet. I have attempted to group the quotations by similar themes in this deck. You may not agree with all of the quotations but I hope they might inspire, motivate and/or challenge you as they have me. Helen Bevan
23 23C hap t er on eThe Mindful Practitioner.docx
23
23
C hap t er on e
The Mindful Practitioner
LEARNING OBJECTIVES
Upon successful completion of this chapter, you will be able to:
• Nurture higher levels of mindfulness using strategies such as breathing exercises,
meditation, reflecting, and journaling.
• Identify the core values and ethical principles that inform conflict resolution
practice.
• Assess your own conflict resolution styles, as well as those of the people you are
working with.
• Use basic listening, questioning, and assertion skills to facilitate conflict- related
discussions.
The key distinction between helping professionals and lay helpers is that professionals make
deliberate choices about how to intervene based on their discipline’s knowledge, ethics,
and value bases. This applies equally for conflict resolution. Conflict is pervasive in human
interaction; thus, everyone is constantly involved in conflict resolution (CR). Some people
have a natural aptitude for CR; others learn their CR skills through normal socialization
processes (e.g., following family and cultural norms; learning how to behave in school).
Because CR professionals are not unique in their use of CR, their advantage (if any)1 lies in
their ability to use themselves consciously: being mindful of their thoughts, feelings, values,
and motivations; learning from each situation; and strategically drawing from CR theory,
skills, values, and ethics (Furlong, 2005). As the proverb suggests, “The road to hell is paved
with good intentions.” Self- awareness and the deliberate use of evidence- based strategies
1 Be careful about assuming that a professional is the best one to intervene in a conflict situation. In many cir-
cumstances, the parties do not trust professionals as much as others in their social systems (friends, family
members, neighbors, etc.). Although this text focuses on roles of professional helpers, community develop-
ers and educators may be interested in how to instill conflict resolution skills and principles within a com-
munity context (Kirst- Ashman & Hull, 2015).
Barsky, Allan. Conflict Resolution for the Helping Professions : Negotiation, Mediation, Advocacy, Facilitation, and Restorative Justice, Oxford
University Press, Incorporated, 2017. ProQuest Ebook Central, http://ebookcentral.proquest.com/lib/liberty/detail.action?docID=4792771.
Created from liberty on 2020-01-14 05:32:56.
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24 C O N F L I C T R E S O L U T I O N F O R T h E h E L P I N g P R O F E S S I O N S
24
are vital to ensuring that the effects of our actions are
consistent with our good intentions (Schirch, 2013).
In this chapter, we focus on mindfulness, the continual
process of being self- aware, alert, attentive, thoughtful,
observant, focused, responsive, engaged, and reflective
(Gross, 2014). The first section, “Being Mindfu ...
Accenture talent-management-meets-science-human-behavior
The document discusses how advances in science and analytics aim to help organizations boost performance. It describes several scientific fields like neuroscience, psychology, sociology, and health science that are producing insights relevant to organizations. These insights have the potential to radically reshape how organizations manage talent to optimize performance. At the same time, new analytics using big data enable testing of hypotheses to determine effective talent practices. HR professionals now face the challenge of using these tools and insights to make decisions based on facts rather than faith alone to improve business outcomes.
D.M.I.T. Concept Ppt (For Franchisee)
This document discusses Dermatoglyphic Multiple Intelligence (DMI) testing, which analyzes fingerprints to determine multiple types of intelligence. It provides an overview of the history of dermatoglyphics research dating back to the early 19th century. DMI testing is proposed to help students, individuals, and corporations by identifying strengths and weaknesses to guide career and education paths. The benefits are said to include reducing stress, improving performance and relationships, and discovering one's talents. The document also outlines Howard Gardner's theory of multiple intelligences and explains various intelligence types and learning styles.
6 Sample Blank Outline Templates Sample Templ
The document discusses the steps a customer takes to request an assignment be written for them through the HelpWriting.net service, which includes registering an account, completing an order form providing instructions and deadlines, and choosing a writer to complete the work based on their qualifications and reviews. The customer then reviews the completed paper and can request revisions until satisfied before authorizing final payment to the writer.
Feedback ReportTHEINTERCULTURALEFFECTIVENESSSCALEG.docx
Feedback Report
THE
INTERCULTURAL
EFFECTIVENESS
SCALE
Group Name: MGMT 540 Fall Cohort B
Results for: SHYAM Bhanderi
ID: [email protected]
Test Date: Thursday, 18 Oct 2018
Test Form: Version 3.1(6)
Report
Generated:
Thursday, 18 Oct 2018
This report is based on research using normal adult samples and provides
information on dimensions of global and intercultural competency. The
information in this report should be viewed as only one source of evaluation and
no decisions should be based solely on the information contained in this report.
This report is confidential and intended for use by the individual being evaluated
and his or her employer or trainer.
Personal & Confidential
IES FEEDBACK REPORT
Results for: SHYAM Bhanderi
2
Contents
Overview: Working with People Different from You 3
I. Your Intercultural Effectiveness Scores 4
Interpreting Your IES Results 5
Who Is the Comparison Group? 5
The Elements of Intercultural Effectiveness 5
How the Dimensions Work Together 8
Entering Your Scores on the Profile Graph 9
Your IES Profile 10
II. Your Current and Potential Competency 14
Continuous Learning: General Tendencies 14
Effective Continuous Learning Strategies 15
Interpersonal Engagement: General Tendencies 16
Effective Interpersonal Engagement Strategies 18
Hardiness: General Tendencies 20
Effective Hardiness Strategies 21
Creating a Personal Development Plan 23
General Suggestions For Developing Intercultural Capacity 25
III. Other Userful Resources 26
Suggested Readings 26
Additional IES Resources 26
Personal & Confidential
IES FEEDBACK REPORT
Results for: SHYAM Bhanderi
3
Overview: Working with People Different from You
Culture is the entire set of values, attitudes, beliefs, prejudices, and social rules that govern the
behavior of a group of people. Because these can vary so widely from culture to culture, it is
often challenging to understand and work with people from other cultures. The same challenge
exists among diverse demographic groups: different generations, ethnic groups, socio-economic
classes, religious affiliations, genders, political parties, and so forth. Although this assessment is
called the “Intercultural Effectiveness Scale,” the dimensions it assesses are applicable to any
difference related to beliefs, values, assumptions, and behaviors that are not shared between
two people or two groups of people.
In fact, no two people are alike, but often it seems easier to get along and therefore work more
effectively with people whom we perceive as similar to us in some obvious (skin color, facial
features) or important way (similar interests, values, experiences, etc.). That’s only
natural—what we share in common gives us a foundation for building a relationship. In today’s
world, however, most of us work with people who differ from us in a variety of ways. Although it
is sometimes challenging to work with them, it helps if we first begin with a clear understanding
of ourselves. If we u.
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Unit 19e Enduring power of attorney
This document discusses enduring power of attorney and its importance for financial planning. It describes a scenario where a spouse is incapacitated from an accident and the other spouse is unable to access joint investments and pay medical bills without authorization. It recommends establishing an enduring power of attorney with a solicitor to grant permission for a spouse or trusted person to manage finances even if mentally incapacitated, such as from an accident or illness. This helps couples access needed funds in emergencies and the elderly plan for potential mental incapacity.
Unit 19d Will tips
The document provides tips for drafting a will, including naming an executor and backup executor, specifying who assets will be left to and what should happen to assets if beneficiaries are deceased, and planning for any children. It recommends keeping the will flexible, general, and only needing updates every 10 years. Signing multiple copies and leaving them with the executor and family members is advised. For those single with few assets, a will kit may be sufficient, but risks mistakes rendering it useless, so for assets over $10,000 or if married, having a solicitor draft it for $300-$500 is better.
Unit 19c Will choices
This document discusses important considerations for creating a will, including choosing how to distribute assets, selecting beneficiaries, appointing an executor, and nominating guardians for children. It recommends distributing assets as percentages rather than specific items, leaving clear instructions for alternative beneficiaries in case the primary ones predecease you. When choosing an executor, consider someone who is responsible and can handle potential family disagreements. Be sure to ask potential child guardians permission before listing them in your will to reduce the chance they refuse. The will must be properly signed and witnessed to be legally valid.
Unit 19b Wills
This document discusses wills and what they cover. A will is a legal document that gives instructions about what happens to a person's assets after they die. It specifies who will receive assets (beneficiaries), who will oversee the estate (executor), and who will be guardians of any minor children. Having a valid will makes transferring ownership of assets easier for beneficiaries and reduces costs and family arguments. The document recommends that people with over $5,000 in assets, married people, and those who care about their estate after death should have a will. Assets not covered in a will include jointly owned property, superannuation, assets in a family trust, and life insurance death benefits.
Unit 19a Estate Planning
John and Judy died in a car accident without a will while on their honeymoon. As they died intestate, or without a will, the probate court appointed an administrator to distribute their assets according to the intestacy laws of New South Wales. These laws deemed that John died first since he was older, so his assets passed to Judy. Then Judy, being younger, was deemed to have died second as a single person with no children, so her assets including property and jewelry passed to her parents. The administrator and lawyers accumulated high fees during this process, resulting in John's parents losing family heirlooms and property to Judy's parents.
Unit 17 Seeking advice
This document discusses issues with profitability in the financial planning industry and potential solutions. It notes the typical costs of running a financial planning business and that developing customized plans can take 6 hours regardless of a client's age. Most clients are unwilling to pay more than $500 for a plan or $300 annually for reviews. To address this, some planners accept commissions from fund managers of 1% of new investments plus $1,000 fees, and 0.6% annual trailing commissions plus $500 review fees. However, this approach is criticized as potentially prioritizing returns over clients' best interests. Alternative options discussed include finding a planner through referrals or the Financial Planning Association directory who charges fees rather than commissions and meets other
Unit 18d Retirement strategy
Mum and Dad should see a financial planner by age 50 and pay off their mortgage in full by then as well. They can salary sacrifice a large part of their salary after 50 and sell their home to downsize at 60, investing the difference into superannuation. After 60, they can convert their super into a non-commutable pension and keep working part-time to enjoy tax-free income from regular pension payments and tax-free returns, paying only 15% tax on income up to $35,000. Seeing a financial adviser is recommended due to current taxation system reviews.
Unit 18c Retirement dwellings
This document discusses retirement housing options for elderly parents including having them remain in their existing home, building a granny flat, or moving them to a retirement village. It notes that retirement villages can offer social opportunities and on-site care but also have disadvantages like high ongoing fees, lack of variety, and feelings of abandonment from family. The document also outlines different ownership models for retirement villages including strata title, leasehold, license, and company title, advising readers to carefully review terms and beware of exit fees and sale restrictions.
Unit 18b Age pension
The document discusses the Age Pension provided by the Australian government for elderly citizens with low assets and income. It notes that currently around 75% of retired Australians receive some Age Pension benefits. However, the government wants to encourage financial independence in retirement through superannuation as the population ages. The Age Pension is intended as a safety net for only the poorest 10-20% in the future. Eligibility for the Age Pension is outlined based on age, assets, and income thresholds. Receiving even a small Age Pension payment provides additional benefits like concession cards that reduce costs for items like property rates, utilities, transportation and medications. The document cautions about deeming rates applied to investments and gifting rules
Unit 18a Retirement
This document discusses key considerations and questions around retirement planning such as lifestyle choices, costs of retirement, investments, housing, government benefits, estate planning, health issues, and managing finances in retirement. It provides advice such as keeping investments simple, establishing a budget, drawing a regular income from superannuation or an allocated pension, using a diversified asset mix, and seeking professional advice for major financial decisions.
Unit 16 Advanced Graduate Strategy
This document outlines an advanced graduate strategy for personal financial planning. The strategy involves:
1. Saving $5,000 into a savings account and $5,000 into a managed fund. Taking out a $10,000 margin loan secured by the managed fund to invest more.
2. Using the margin loan to continue investing in the managed fund up to a $100,000 portfolio over several years.
3. Buying a $300,000 property with no deposit using the First Home Owners Grant and parental guarantee. Renting a room to offset mortgage repayments.
4. Continuing to invest savings and distributions to build the portfolio to $300,000 while increasing the margin loan,
Unit 15c Watch your LVR
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Unit 15b How to gear
This document discusses different types of borrowing for investment purposes. It explains that property investment uses bank loans while shares and managed funds use margin loans. It notes that capitalizing interest allows interest payments to be added to the loan principal over time, keeping repayments low but growing the loan amount exponentially. While this grows the principal, interest payments remain tax deductible. The document also defines leverage ratio (LVR) and margin calls, explaining that exceeding the maximum LVR by more than 5% triggers a margin call requiring cash deposits or assets sales to reduce loan amounts.
Unit 15a Gearing
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Unit 14e Managed Fund performance and fees
This document discusses various fees associated with managed funds. Active managers try to achieve returns higher than the market index but may charge higher fees. Passive managers match the market index and have very low fees. Entry and exit fees are usually around 4% and paid to the financial advisor. Buy-sell spreads of 0.3-1.0% cover transaction costs. Administration fees, called the Management Expense Ratio (MER), normally range from 1.4-2.0% per year and cover advisor commissions and fund management. Wholesale funds have lower MERs but require higher minimum investments.
Unit 14c Managed Funds and risk
The document discusses managed funds and risk. It states that while AMP went through financial difficulties in 2003, managed funds are diversified so the risk of default is extremely low. It also explains that a fund sells assets to pay investors rather than defaulting, though some property funds bankrupt in the 1980s when they couldn't sell properties. It then asks the reader to arrange investments on a risk scale from lower average returns but less uncertainty of returns to higher average returns but more uncertainty of returns. Finally, it asks which portfolio would be most appropriate for a graduate willing to accept moderate risk and not touch funds for 7 years.
Unit 14b Types of Managed Funds
This document discusses different types of managed funds, including sector specialist funds that allow custom allocation between fixed interest, shares, and commercial property, and diversified managed funds that offer conservative, balanced, growth, and high growth options fitting different risk profiles. It also lists some examples of major fund managers like Colonial First State, BT, Macquarie Bank, and Credit Suisse, and notes that CommSec is a cheap way to buy managed funds online.
Unit 14a Managed Funds
The document summarizes how a managed fund works using an example of 100 friends pooling $1 million each, totaling $100 million, to invest through a fund manager. The fund manager invests the money and charges fees to manage the portfolio. In the first year, the value of the investments grows to $130 million. Unit holders have the option to sell units for cash or receive cash distributions from the fund manager based on dividend income. The fund manager distributes $4 million in dividends, lowering the unit price to $1.26.
Unit 13 Other Listed Investments
This document discusses various types of listed investments including listed property trusts, listed investment companies, derivatives, options, warrants, futures, and contracts for difference. Listed property trusts invest in commercial property portfolios and pay regular rent payments. Listed investment companies invest in a diversified portfolio of stocks on the stock exchange. Derivatives are financial instruments whose values are derived from underlying assets like shares or commodities. Options, warrants, futures, and contracts for difference are types of derivatives that allow investors to speculate on changes in asset prices.
Unit 12f Taxation of shares
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Unit 3a DELIs
- 1. GENC3003Personal Financial Planning Andrew Hingstonandrew.hingston@unsw.edu.au Unit 3: Deeply embedded life interests (DELIs)
- 2. 2 Fit job to personality “Job Sculpting”, Butler & Waldroop, HBR, 1999 (on WebCT) Capable people can do almost any job Satisfaction depends on aligning job to personality 8 different “deeply embedded life interests” (DELIs) long-held, emotionally driven passions, entwined with personality People mainly driven by one to three of these DELIs Even though you may “identify” with all of them They form in childhood … but express differently with age Choose a job that matches your DELIs!!! Job consistent with DELIs = Job satisfaction Job satisfaction = Happiness over long term (and maybe income)
- 3. 3 Eight DELIs Application of technology Quantitative analysis Theory development & conceptual thinking Creative production Counselling and mentoring Managing people & relationships Enterprise control Influence through language & ideas What are your top two deeply embedded life interests?
- 4. 4 Discussion What are the best DELIs for: Doctors (general practitioner) High school teachers University academics Entrepreneurs Senior managers of large business Computer programmers IT project managers … your planned occupation? Application of technology Quantitative analysis Theory development & conceptual thinking Creative production Counselling and mentoring Managing people & relationships Enterprise control Influence through language & ideas