8.1. Strategies for successful interpersonal communication
8.1.1. Dyadic communication
8.1.2. Interviewing
8.1.3. Telephoning
8.1.4. Dictating
8.2. Strategies for successful business and group meeting
8.2.1. Background information
8.2.2. Purpose and kinds of meetings
8.2.3. Solving problems in meeting or groups
8.2.4. Leadership responsibilities in meeting
8.2.5. Participants responsibilities in meetings
8.3. How to take minutes of the meeting?
UNIT 9: THE JOB APPLICATION PROCESS (Business Communication)Awais Javed
9.1. The written job presentation
9.1.1. Self-assessment
9.1.2. Market assessment
9.1.3. Resume (vita, qualification brief)
9.1.4. Cover letter to resume
9.2. The job application process – interviews and follow–up
9.2.1. Successful presentation for the job interview
9.2.2. Successful follow-up messages after the interview
9.2.3. Successful negotiating
UNIT 7: STRATEGIES FOR ORAL COMMUNICATION (Business Communication)Awais Javed
7.1. Strategies for successful speaking and successful listening
7.1.1. Strategies for improving oral presentation
7.1.2. Strategies for reducing stage fright
7.1.3. Strategies for improving listening skills
7.2. Strategies for successful informative and persuasive speaking
7.2.1. Purpose of informative and persuasive speaking
7.2.2. Kinds of informative and persuasive speaking
7.2.3. Audience analysis for informative and persuasive speaking
7.2.4. Organization for informative and persuasive speaking
7.2.5. Supports for informative and persuasive speaking
UNIT 4: MESSAGE DESIGN (BUSINESS COMMUNICATION)Awais Javed
4.1. Process of preparing effective business messages
4.1.1. Five planning steps
4.1.2. Basic organizational plans
4.1.3. Beginning and ending
4.1.4. Composing the message
4.2. The appearance and design of business message
4.2.1. Business letters
4.2.2. Memorandums
4.2.3. Special timesaving message media
4.3. Good-news and neutral messages
4.3.1. Organizational plan
4.3.2. Favorable replies
4.3.3. Neutral messages
UNIT 5: WRITTEN COMMUNICATION: MAJOR PLANS FOR LETTERS AND MEMOS (BUSINESS CO...Awais Javed
Bad-news messages
The right attitude
Plans for bad-news messages
Negative replies to requests
Unfavorable unsolicited messages
Persuasive written messages
Organization of persuasive messages
Persuasive request
Persuasive sales letters
The document discusses effective communication and supervision. It emphasizes that informal communication is most important in business. It also discusses the hiring process, including defining job needs, recruiting talent from various sources, reviewing applications, interviewing candidates, and preparing for interviews. The goal is to find and hire the best candidates through a thorough process.
The document provides guidance on interviews and presentations. It discusses preparing for different types of interviews, such as behavioral and phone interviews. Important tips for interviews include researching the company, practicing answers to common questions, dressing professionally, and making a good impression. For presentations, the document emphasizes the importance of preparation, understanding the audience, having a clear structure, and using body language and visual aids effectively to engage the audience.
This document provides information about effective interviewing. It discusses trends in recruiting like the focus on employer branding and internal hiring. It also outlines a sample training agenda that covers preparing for interviews, different interview types, conducting interviews, and making interviews more effective. The document discusses building competencies for interviewing like rapport building, asking questions, active listening, and note taking. It provides tips for preparing for an interview like understanding the job and competencies required. The STAR interview technique is presented as a structured way to evaluate candidates based on real examples or situations.
This document provides guidance on how to prepare for and conduct oneself during a job interview. It begins by defining an interview as an evaluation process where an employer determines an applicant's suitability. It then describes different types of interviews like phone, one-on-one, and panel. Preparation tips are outlined, including researching the company, having answers to common questions, and arriving early. Body language, attire, strategies, red flags, and closing the interview are also addressed.
UNIT 9: THE JOB APPLICATION PROCESS (Business Communication)Awais Javed
9.1. The written job presentation
9.1.1. Self-assessment
9.1.2. Market assessment
9.1.3. Resume (vita, qualification brief)
9.1.4. Cover letter to resume
9.2. The job application process – interviews and follow–up
9.2.1. Successful presentation for the job interview
9.2.2. Successful follow-up messages after the interview
9.2.3. Successful negotiating
UNIT 7: STRATEGIES FOR ORAL COMMUNICATION (Business Communication)Awais Javed
7.1. Strategies for successful speaking and successful listening
7.1.1. Strategies for improving oral presentation
7.1.2. Strategies for reducing stage fright
7.1.3. Strategies for improving listening skills
7.2. Strategies for successful informative and persuasive speaking
7.2.1. Purpose of informative and persuasive speaking
7.2.2. Kinds of informative and persuasive speaking
7.2.3. Audience analysis for informative and persuasive speaking
7.2.4. Organization for informative and persuasive speaking
7.2.5. Supports for informative and persuasive speaking
UNIT 4: MESSAGE DESIGN (BUSINESS COMMUNICATION)Awais Javed
4.1. Process of preparing effective business messages
4.1.1. Five planning steps
4.1.2. Basic organizational plans
4.1.3. Beginning and ending
4.1.4. Composing the message
4.2. The appearance and design of business message
4.2.1. Business letters
4.2.2. Memorandums
4.2.3. Special timesaving message media
4.3. Good-news and neutral messages
4.3.1. Organizational plan
4.3.2. Favorable replies
4.3.3. Neutral messages
UNIT 5: WRITTEN COMMUNICATION: MAJOR PLANS FOR LETTERS AND MEMOS (BUSINESS CO...Awais Javed
Bad-news messages
The right attitude
Plans for bad-news messages
Negative replies to requests
Unfavorable unsolicited messages
Persuasive written messages
Organization of persuasive messages
Persuasive request
Persuasive sales letters
The document discusses effective communication and supervision. It emphasizes that informal communication is most important in business. It also discusses the hiring process, including defining job needs, recruiting talent from various sources, reviewing applications, interviewing candidates, and preparing for interviews. The goal is to find and hire the best candidates through a thorough process.
The document provides guidance on interviews and presentations. It discusses preparing for different types of interviews, such as behavioral and phone interviews. Important tips for interviews include researching the company, practicing answers to common questions, dressing professionally, and making a good impression. For presentations, the document emphasizes the importance of preparation, understanding the audience, having a clear structure, and using body language and visual aids effectively to engage the audience.
This document provides information about effective interviewing. It discusses trends in recruiting like the focus on employer branding and internal hiring. It also outlines a sample training agenda that covers preparing for interviews, different interview types, conducting interviews, and making interviews more effective. The document discusses building competencies for interviewing like rapport building, asking questions, active listening, and note taking. It provides tips for preparing for an interview like understanding the job and competencies required. The STAR interview technique is presented as a structured way to evaluate candidates based on real examples or situations.
This document provides guidance on how to prepare for and conduct oneself during a job interview. It begins by defining an interview as an evaluation process where an employer determines an applicant's suitability. It then describes different types of interviews like phone, one-on-one, and panel. Preparation tips are outlined, including researching the company, having answers to common questions, and arriving early. Body language, attire, strategies, red flags, and closing the interview are also addressed.
This document provides guidance on creating effective job descriptions and conducting behavioral interviews. It includes:
- A sample job description template with key elements like job title, responsibilities, and qualifications.
- Tips for writing responsibilities, such as focusing on what the employee will do, learn, and impact rather than salary.
- Sample behavioral interview questions organized by skills like decision-making, communication, and motivation. The questions are designed to elicit real-world examples from candidates.
- Interview best practices like preparing job-specific questions in advance and taking notes to compare candidates. The goal is to assess skills required for the role through examples.
The document provides information on conducting effective interviews. It discusses that interviews require significant preparation, as a bad hire can be very costly. It emphasizes having an intentional process to prevent expensive mistakes. It then covers various aspects of preparing for and conducting interviews, including types of interviews, roles of soft skills, asking the right questions, structuring the interview, and different interview styles.
This document provides an overview of the recruitment and selection process, including manpower planning, setting job specifications, advertising positions, shortlisting candidates, conducting interviews and assessments, making offers, and onboarding new hires. It discusses different types of interviews, such as phone, one-on-one, panel, and video interviews. It offers tips for interview preparation including researching the organization and job, analyzing one's skills and qualifications, and developing an interview file. The document provides guidance on interview etiquette, body language, common interview questions, strategies for answering questions, and following up after the interview.
1) A job interview involves a conversation between an applicant and employer representative where the applicant's qualifications and fit for the job are evaluated.
2) Interviews vary in structure from unstructured conversations to sets of standardized questions, with research showing more structured interviews better predict job performance.
3) The interview process typically involves evaluating resumes, shortlisting candidates, conducting one or multiple interview rounds, and making a final hiring decision.
The document provides tips for job applicants on preparing for and navigating the application process. It discusses researching the company and position, ensuring one's online presence and qualifications are suitable, writing a strong CV and cover letter, and optimizing documents for applicant tracking systems. The key steps are to thoroughly research the role and company before applying, craft relevant and quantifiable achievements in the CV, address the job criteria directly in the cover letter, and use a simple, keyword-optimized format for electronic submissions.
The document discusses different aspects of interviews. It defines interviews as one-on-one conversations that involve a transfer of information through questions and answers. Interviews can take place face-to-face, by videoconference or phone. The document then outlines fundamental principles of interviewing such as determining objectives, learning about applicants, controlling the interview, and developing rapport. It also discusses interview preparation, types of interview questions, and common types of interviews including structured, unstructured, and behavioral interviews.
"Presentation on Interview Techniques, see to know and learn
About best interview techniques. These PDF's
are available for all VEDA students for free on
www.veda-edu.com"
This document provides an overview of interview skills and types of interviews. It discusses the basic features of interviews, including that an interview is a procedure to obtain oral responses to oral inquiries. It describes the main types of interviews as selection, appraisal, and exit interviews. It also outlines structured and unstructured interview formats. Additionally, it details factors that can affect interviews, such as first impressions, misunderstanding the job, and personal characteristics of the interviewer and interviewee. Finally, it provides tips for designing, conducting, and preparing for effective interviews.
ob interviews can be a nerve-wracking experience for the applicant and a time-consuming exercise for the hiring company. However, they play a key role in determining whether the company and candidate will make an effective match. As such, the interviewing process provides a great deal of value for the company and candidate alike.
The document provides tips for effective recruiting that requires least effort and time. It recommends keeping candidate databases updated, conducting career seminars for candidates, maintaining alumni relationships, refining processes based on feedback, and focusing on candidate and company fitment in interviews. Compensation should be considered carefully based on market rates and existing employees to avoid anomalies. The goal is to find the most suitable candidates through a streamlined process.
The document discusses employment communication and the job search process. It provides tips for job seekers on conducting self-assessment, developing a support network, maintaining a positive attitude, being organized and setting goals. It also discusses important documents for applying to jobs like application forms, resumes and CVs. The key stages of job search are identified as assessing resources, identifying employers, applying, and interviewing.
Behavioral interviewing is a more accurate pre-employment assessment technique than traditional interviews. It focuses on evaluating a candidate's concrete examples of past behaviors and experiences rather than hypothetical questions or personal opinions. The summary evaluates candidates based on how their responses illustrate competencies critical for the job like communication, problem-solving, leadership, and teamwork. By using behavioral questions and evaluating responses systematically, hiring managers can better predict future job performance and reduce turnover related to poor hiring decisions.
Here are some examples of achievements you could include:
- Reduced patient wait times by 20% by streamlining admission procedures
- Improved patient satisfaction scores from 80% to 90% through enhanced bedside manner training program implemented among staff
- Led a quality improvement initiative that reduced surgical site infections by 15% within 6 months
- Recognized by hospital administration for contributions to a new electronic health records system rollout that improved clinical workflow
The key is to quantify results whenever possible to demonstrate your impact. Focus on outcomes that would be valued by potential employers like improved efficiency, quality, patient satisfaction, cost savings, etc.
This document discusses different types of job interviews that a candidate may experience. It describes screening interviews, panel interviews, stress interviews, case interviews, beauty parades, and behavioral interviews. The goal for candidates is to understand the different formats and prepare effectively so they can make a consistent, confident impression regardless of the interview type. Knowing what to expect can help candidates showcase their skills and qualifications for the role.
This document provides guidance on career development including resume writing, interview preparation, and interview techniques. It discusses conducting self-discovery, writing an effective resume with proper formatting and sections, preparing for different types of interviews through research, maintaining appropriate dress and behavior during interviews, and following up after interviews. The overall aim is to help job seekers successfully navigate the career shaping process.
This document provides guidance on interview skills. It discusses preparing for an interview, common interview questions, how to answer competency-based questions, and following up after an interview. The key points are:
- Research the company and position thoroughly and anticipate questions about your background, qualifications, and fit for the role.
- In competency-based interviews, be ready to provide real examples from your experience that demonstrate skills like problem-solving, communication, and teamwork using the STAR method.
- Listen carefully to questions, speak with enthusiasm, and ask your own questions to learn more about the role and company.
- After the interview, review your performance to improve for future opportunities and follow up
The document provides guidance on conducting effective interviews. It discusses what an interview is, different types of interviews, tips for planning and controlling interviews, dos and don'ts for interviewers, potential problems in interviews, and sample interview questions. The high-level topics covered include objectives of interviews, interview types and purposes, interviewing basics, tips, potential biases to avoid, and examples of good and poor interview questions.
This document provides guidance on effective interview techniques. It discusses preparing for an interview by researching the company and job, practicing common interview questions, and following up after the interview. The key steps are presented as the 4Rs (research, relate, rehearse, refine) to prepare and the 4Cs (connect, confirm, convince, close) during the interview. Effective preparation, clear communication, and following up respectfully are emphasized as critical success factors.
Ten Frequently Asked Questions During Job InterviewsNapoleon Jackson
This document discusses 10 frequently asked interview questions and provides tips on how to effectively answer each question. It covers common questions such as telling about yourself, why you want to leave your last job, what you know about the company, why you should be hired, strengths and weaknesses, relevant experience, future goals, salary expectations, and having questions prepared for the interviewer. The document emphasizes conducting research on the company, highlighting relevant skills and accomplishments, being positive, and having well-thought out answers ready for typical interview questions.
This document provides information and tips about job interviews. It discusses why interviews are conducted, how to prepare for an interview, common interview questions, important communication skills, and different types of interviews. The types of interviews covered are behavioral, stress, technical, phone and group interviews. The document also discusses interview ethics like body language, appropriate dressing, and closing an interview professionally. The conclusion emphasizes researching the company, being on time, showing a positive attitude, being authentic, and maintaining professionalism throughout the interview.
The document discusses how to make meetings more productive by preparing an agenda and objectives, ensuring the right people are invited, actively engaging participants, keeping discussions on track, following up after meetings, and assessing if objectives were achieved. It provides tips for various stages of meetings including preparation, execution, and follow up. The overall goal is to make meetings more efficient and result in tangible outcomes rather than being a waste of time.
This document provides guidance on strategies for successful informative and persuasive speaking, including analyzing the audience, determining the purpose and types of speeches, and using effective organization and supports. It discusses analyzing the interests and attitudes of the audience, considering the occasion and location. It also offers tips on structuring the introduction, body, conclusion, and using examples, statistics, quotations and other supports to strengthen speeches.
This document provides guidance on creating effective job descriptions and conducting behavioral interviews. It includes:
- A sample job description template with key elements like job title, responsibilities, and qualifications.
- Tips for writing responsibilities, such as focusing on what the employee will do, learn, and impact rather than salary.
- Sample behavioral interview questions organized by skills like decision-making, communication, and motivation. The questions are designed to elicit real-world examples from candidates.
- Interview best practices like preparing job-specific questions in advance and taking notes to compare candidates. The goal is to assess skills required for the role through examples.
The document provides information on conducting effective interviews. It discusses that interviews require significant preparation, as a bad hire can be very costly. It emphasizes having an intentional process to prevent expensive mistakes. It then covers various aspects of preparing for and conducting interviews, including types of interviews, roles of soft skills, asking the right questions, structuring the interview, and different interview styles.
This document provides an overview of the recruitment and selection process, including manpower planning, setting job specifications, advertising positions, shortlisting candidates, conducting interviews and assessments, making offers, and onboarding new hires. It discusses different types of interviews, such as phone, one-on-one, panel, and video interviews. It offers tips for interview preparation including researching the organization and job, analyzing one's skills and qualifications, and developing an interview file. The document provides guidance on interview etiquette, body language, common interview questions, strategies for answering questions, and following up after the interview.
1) A job interview involves a conversation between an applicant and employer representative where the applicant's qualifications and fit for the job are evaluated.
2) Interviews vary in structure from unstructured conversations to sets of standardized questions, with research showing more structured interviews better predict job performance.
3) The interview process typically involves evaluating resumes, shortlisting candidates, conducting one or multiple interview rounds, and making a final hiring decision.
The document provides tips for job applicants on preparing for and navigating the application process. It discusses researching the company and position, ensuring one's online presence and qualifications are suitable, writing a strong CV and cover letter, and optimizing documents for applicant tracking systems. The key steps are to thoroughly research the role and company before applying, craft relevant and quantifiable achievements in the CV, address the job criteria directly in the cover letter, and use a simple, keyword-optimized format for electronic submissions.
The document discusses different aspects of interviews. It defines interviews as one-on-one conversations that involve a transfer of information through questions and answers. Interviews can take place face-to-face, by videoconference or phone. The document then outlines fundamental principles of interviewing such as determining objectives, learning about applicants, controlling the interview, and developing rapport. It also discusses interview preparation, types of interview questions, and common types of interviews including structured, unstructured, and behavioral interviews.
"Presentation on Interview Techniques, see to know and learn
About best interview techniques. These PDF's
are available for all VEDA students for free on
www.veda-edu.com"
This document provides an overview of interview skills and types of interviews. It discusses the basic features of interviews, including that an interview is a procedure to obtain oral responses to oral inquiries. It describes the main types of interviews as selection, appraisal, and exit interviews. It also outlines structured and unstructured interview formats. Additionally, it details factors that can affect interviews, such as first impressions, misunderstanding the job, and personal characteristics of the interviewer and interviewee. Finally, it provides tips for designing, conducting, and preparing for effective interviews.
ob interviews can be a nerve-wracking experience for the applicant and a time-consuming exercise for the hiring company. However, they play a key role in determining whether the company and candidate will make an effective match. As such, the interviewing process provides a great deal of value for the company and candidate alike.
The document provides tips for effective recruiting that requires least effort and time. It recommends keeping candidate databases updated, conducting career seminars for candidates, maintaining alumni relationships, refining processes based on feedback, and focusing on candidate and company fitment in interviews. Compensation should be considered carefully based on market rates and existing employees to avoid anomalies. The goal is to find the most suitable candidates through a streamlined process.
The document discusses employment communication and the job search process. It provides tips for job seekers on conducting self-assessment, developing a support network, maintaining a positive attitude, being organized and setting goals. It also discusses important documents for applying to jobs like application forms, resumes and CVs. The key stages of job search are identified as assessing resources, identifying employers, applying, and interviewing.
Behavioral interviewing is a more accurate pre-employment assessment technique than traditional interviews. It focuses on evaluating a candidate's concrete examples of past behaviors and experiences rather than hypothetical questions or personal opinions. The summary evaluates candidates based on how their responses illustrate competencies critical for the job like communication, problem-solving, leadership, and teamwork. By using behavioral questions and evaluating responses systematically, hiring managers can better predict future job performance and reduce turnover related to poor hiring decisions.
Here are some examples of achievements you could include:
- Reduced patient wait times by 20% by streamlining admission procedures
- Improved patient satisfaction scores from 80% to 90% through enhanced bedside manner training program implemented among staff
- Led a quality improvement initiative that reduced surgical site infections by 15% within 6 months
- Recognized by hospital administration for contributions to a new electronic health records system rollout that improved clinical workflow
The key is to quantify results whenever possible to demonstrate your impact. Focus on outcomes that would be valued by potential employers like improved efficiency, quality, patient satisfaction, cost savings, etc.
This document discusses different types of job interviews that a candidate may experience. It describes screening interviews, panel interviews, stress interviews, case interviews, beauty parades, and behavioral interviews. The goal for candidates is to understand the different formats and prepare effectively so they can make a consistent, confident impression regardless of the interview type. Knowing what to expect can help candidates showcase their skills and qualifications for the role.
This document provides guidance on career development including resume writing, interview preparation, and interview techniques. It discusses conducting self-discovery, writing an effective resume with proper formatting and sections, preparing for different types of interviews through research, maintaining appropriate dress and behavior during interviews, and following up after interviews. The overall aim is to help job seekers successfully navigate the career shaping process.
This document provides guidance on interview skills. It discusses preparing for an interview, common interview questions, how to answer competency-based questions, and following up after an interview. The key points are:
- Research the company and position thoroughly and anticipate questions about your background, qualifications, and fit for the role.
- In competency-based interviews, be ready to provide real examples from your experience that demonstrate skills like problem-solving, communication, and teamwork using the STAR method.
- Listen carefully to questions, speak with enthusiasm, and ask your own questions to learn more about the role and company.
- After the interview, review your performance to improve for future opportunities and follow up
The document provides guidance on conducting effective interviews. It discusses what an interview is, different types of interviews, tips for planning and controlling interviews, dos and don'ts for interviewers, potential problems in interviews, and sample interview questions. The high-level topics covered include objectives of interviews, interview types and purposes, interviewing basics, tips, potential biases to avoid, and examples of good and poor interview questions.
This document provides guidance on effective interview techniques. It discusses preparing for an interview by researching the company and job, practicing common interview questions, and following up after the interview. The key steps are presented as the 4Rs (research, relate, rehearse, refine) to prepare and the 4Cs (connect, confirm, convince, close) during the interview. Effective preparation, clear communication, and following up respectfully are emphasized as critical success factors.
Ten Frequently Asked Questions During Job InterviewsNapoleon Jackson
This document discusses 10 frequently asked interview questions and provides tips on how to effectively answer each question. It covers common questions such as telling about yourself, why you want to leave your last job, what you know about the company, why you should be hired, strengths and weaknesses, relevant experience, future goals, salary expectations, and having questions prepared for the interviewer. The document emphasizes conducting research on the company, highlighting relevant skills and accomplishments, being positive, and having well-thought out answers ready for typical interview questions.
This document provides information and tips about job interviews. It discusses why interviews are conducted, how to prepare for an interview, common interview questions, important communication skills, and different types of interviews. The types of interviews covered are behavioral, stress, technical, phone and group interviews. The document also discusses interview ethics like body language, appropriate dressing, and closing an interview professionally. The conclusion emphasizes researching the company, being on time, showing a positive attitude, being authentic, and maintaining professionalism throughout the interview.
The document discusses how to make meetings more productive by preparing an agenda and objectives, ensuring the right people are invited, actively engaging participants, keeping discussions on track, following up after meetings, and assessing if objectives were achieved. It provides tips for various stages of meetings including preparation, execution, and follow up. The overall goal is to make meetings more efficient and result in tangible outcomes rather than being a waste of time.
This document provides guidance on strategies for successful informative and persuasive speaking, including analyzing the audience, determining the purpose and types of speeches, and using effective organization and supports. It discusses analyzing the interests and attitudes of the audience, considering the occasion and location. It also offers tips on structuring the introduction, body, conclusion, and using examples, statistics, quotations and other supports to strengthen speeches.
Managing Meaningful Meetings. Meetings are part and parcel of modern day work. However, meaningful meetings are a rare occurrence. This presentation provides insights into Meaningful meetings.
The document discusses skills for facilitating meetings and discussions. It outlines key facilitation skills such as making participants comfortable, encouraging participation, listening, guiding discussion, and ensuring quality decisions are made. It also covers facilitating the opening, discussion, and conclusion sections of a meeting. Challenges that may arise like side conversations or inability to reach consensus are also addressed. The overall document provides guidance on best practices for facilitating productive meetings.
Business communication module 4 - Kerala UniversityNijaz N
Unit IV Oral communication - Skills and effectiveness, principles. Planning a talk,
presentations, Extempore speech, Group discussions, Interviewing skills - Appearing
in interviews, conducting interviews; chairing, attending meetings, conferences,
seminars; Negotiation skills, conversation control.
Essentials of Building a culture of feedback - pulse surveyXoxoday
A complete guide explaining the Importance of Feedback in the growth of Organisation. How employees pulse surveys and feedback helps to decrease employee turnover and to increase employee engagement.
The document discusses important skills for managers, including strategic thinking, time management, communication, problem solving, collaboration, financial skills, and interpersonal skills. It also outlines the coaching process managers should follow, which includes building trust, setting goals, exploring alternatives, getting commitments, and providing feedback. Different types of formal performance review meetings are described, such as for setting objectives, reviewing development plans, and determining merit/salary, and these typically follow sequentially on a quarterly or annual basis.
The document outlines a coaching model and process that contains 4 steps: Situation, Options, Action Plan, and Reinforcement. It describes the SOAR model and coaching skills like listening, questioning, providing feedback. It discusses directive vs non-directive coaching styles and provides tips for effective coaching conversations, such as listening more than talking and helping the employee create realistic and accountable action plans.
Ch2 PM Role of Project Managers_final.pptxLenieBansjloy
The primary responsibilities of a project manager are to ensure a project is completed on time, within budget, and meeting required standards. A project manager must understand how the project aligns with organizational goals and manage the project team and resources effectively to achieve objectives. Key responsibilities include planning work, monitoring progress, addressing issues, communicating regularly with stakeholders, and building a cohesive team focused on common goals. Project managers utilize leadership, management, and people skills to coordinate tasks, resolve conflicts, motivate teams, and ensure projects deliver intended outcomes.
The document provides information on preparing for and conducting a successful job interview. It defines what an interview is, its objectives from the employer's perspective, and important facts about the interviewing process. It offers tips for candidates to know themselves, know the employer, prepare for different interview types and questions, and make a good impression through dress, body language, examples, and questions. The document emphasizes the importance of research, practice, and following up after the interview.
Strategies for Successful Business and Group MeetingsSyed Bilal Zaidi
This document discusses strategies for successful business and group meetings. It covers the purposes and types of meetings, including informal social meetings and formal task-oriented meetings. It also discusses the typical phases a group goes through in forming - forming, storming, norming, and performing. Meeting types include informational, suggested solution, and problem-solving meetings. The document outlines leadership responsibilities in meetings such as planning, procedures, and follow-up. It also discusses participant responsibilities like preparation and taking on roles like organizer, clarifier, and idea creator. Problem-solving methods covered include background analysis, solution discovery, analysis, and choosing an action.
Facilitators help people work together more effectively. Facilitation skills are invaluable in the workplace. In this course, you will learn:
-What is facilitation and when is it needed?
-What is the role of a facilitator?
-Quick tips on preparing and executing facilitated sessions
-Activity: ‘Truthful Communication’
A guide on the principles to developing an easy, non intrusive mentoring framework, with a user friendly template, as an example, that can be adapted or borrowed for use.
This document outlines an agenda for providing feedback training to supervisors. The agenda covers the supervisory role and expectations from companies, which include staying aware of company goals, creating a productive work environment, making independent decisions, implementing new programs, informing employees of policies, and effective teaching. Specific supervisory skills that are important to cover include setting goals, demonstrating effective behaviors, decision-making, managing change, time management, communication, effective meeting skills, motivation, delegation, and training. The feedback portion emphasizes that feedback should not be seen as criticism, but rather as a collaborative process between the provider and receiver to resolve issues. Good listening skills are important, as is maintaining a positive attitude and avoiding personal involvement when providing feedback.
The document discusses the process of selection in organizations. It defines selection as choosing individuals with relevant qualifications to fill jobs. The key steps in selection include job analysis, recruitment, application forms, interviews, tests, and medical examinations. Effective selection requires clearly specifying job and candidate requirements, attracting qualified applicants, authority to select, standards for selection, sufficient applicants, and person-job and person-organization fit. The goal of selection is to choose the best candidate to successfully perform the job.
Most workplaces would benefit from putting mediation skills into practice from time to time. Sometimes this can be handled internally and other times, you may need professional backup. This presentation outlines the causes of conflict, how you can prevent it, and how to deal with it should it arise.
A very quick and practical guide on how to prepare for, run and follow up with your meetings. This is designed to be a lecture for business communication class. Yet it is very hands on and it can be used as a training session as well.
The document provides guidance for startup founders and CEOs in preparing for and conducting effective board meetings. It recommends including an agenda, attendance list, board package with key business updates and metrics, discussion of challenges, and requests for board feedback and approval of decisions. The goal is to have open and honest two-way discussions to support the company's progress, while respecting the board members' role in providing oversight and accountability.
This document provides guidance on facilitating effective meetings. It discusses the basic skills of a facilitator, such as making participants comfortable, encouraging participation, and guiding the discussion. It also covers facilitating the opening, discussion, and conclusion of a meeting. The document provides tips for keeping the group on task, assessing engagement, clarifying discussions, and dealing with challenges that may arise. The overall aim is to explore issues, reach agreements, and identify next steps in a productive manner.
This document discusses mentoring, including expectations, types of agreements, and support for mentors. It covers:
- Confidentiality and respect are key expectations of mentoring relationships. Information may need to be shared for safeguarding or preventing extremism.
- There are formal agreements with signed documents and targets, and informal agreements without formal frameworks. Reasons for agreements include setting goals and boundaries.
- Mentors may require support from line managers, HR, or external agencies. Support could include advice or assistance in difficult situations like a mentee wanting to end the relationship.
Similar to UNIT 8: STRATEGIES FOR SUCCESSFUL INTERPERSONAL COMMUNICATION AND GROUP MEETINGS (Business Communication) (20)
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
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বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
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UNIT 8: STRATEGIES FOR SUCCESSFUL INTERPERSONAL COMMUNICATION AND GROUP MEETINGS (Business Communication)
1. Business Communications (3456)
• BSCS Semester 3
• Business Communications notes by Awais Javed Satti
• Business Communications notes by Awais Javed Satti
2. UNIT 8: STRATEGIES FOR SUCCESSFUL
INTERPERSONAL: COMMUNICATION AND
GROUP MEETINGS
8.1 Strategies for successful interpersonal
communication
• Dyadic communication
• Interviewing
• Telephoning
• Dictating
8.2 Strategies for successful business and
group meeting
• Background information
• Purpose and kinds of meetings
• Solving problems in meeting or groups
• Leadership responsibilities in meeting
• Participants responsibilities in meetings
8.3 How to take minutes of the meeting?
• Business Communications notes by Awais Javed Satti
3. What is Interpersonal Communication?
Interpersonal communication is the process of
exchange of information, ideas, feelings and meaning
between two or more people through verbal and/or
non-verbal methods. It often includes face-to-face
exchange of messages, which may take form of a
certain tone of voice, facial expressions, body
language and gestures.
• The process by which people exchange information,
feelings, and meaning through verbal and non-verbal
messages.
• Includes message sending and message reception
between two or more individuals.
• Business Communications notes by Awais Javed Satti
4. Dyadic
Communication
❑ Oral or verbal communication incorporating small groups i.e.
2-8 participants acting as a sender & Receiver.
Dyadic Communication Relationship
Relationships by function Relationships by their nature or level of
relationship
• Interviewing (interviewee and
interviewer)
• Telephone exchange
• Grade review
• Job termination / exit interview
• And many others
Family, friend, boss, coworkers, fellow
students, spouse, roommate, president,
teacher etc.
Dyadic Communication and Self Perception
• When our trusted friends and family , Relatives can give us an
honest feedback about ourselves.
• “Jumping to conclusions about an individual can be done too
quickly So be careful in drawing conclusions about others”
• Business Communications notes by Awais Javed Satti
5. Interviewing
• An interview is a conversation
where questions are asked and
answers are given. In common, the
word "interview" refers to a one-on-
one conversation with one person
acting in the role of the interviewer
and the other in the role of the
interviewee.
Interviewing involve;
❑ Interview Purpose
❑ Interviewee’s Responsibilities
❑ Interviewer’s Responsibilities
• Business Communications notes by Awais Javed Satti
6. Interviewing
Interview Purpose
USE Procedure Parties
• Seeking Position Candidates speak with company representative Recruiter & graduating student
• Informing on Job Job requirements are stated as based on JD Boss & new employee
• Solving problem Facts are collected, Options reviewed,
decision is made
Employer & employee
• Supporting solution Information is collected and arguments are planned Manager & employee
• Counseling employee Facts are used to support contention that employee
needs help.
Employee meets counselor
• Evaluating employee Job performance review form is discussed Supervisor meets employee
• Gathering information Data are gathered on why employees leave, emphasis is
on events and not on personalities
Manager conducts interview
• Business Communications notes by Awais Javed Satti
7. Interviewee’s Responsibilities
1. Preparation before
the job interview
2. How to act during
the interview
3. Follow up after
the job interview
4. Suggestions for a
computer interview
1. Preparation before the job interview
Understand
yourself
rationally in
terms of your
weaknesses
and strengths
Find out details
about the
position and
review how
your skills
relate to that
position.
Do homework
on company.
Reherse
possible
questions
(brainstorme
issues /
questions).
Speak with
insiders (learn
from people
inside
company you
know).
• Business Communications notes by Awais Javed Satti
8. 2. How to act during the interview
Give Positive first impression; offer a warm handshake;
show a pleasant smile
If interview does not, then you state your understanding
of the interview.
Organize your answers; think of stating a theses or claim
and then supporting that position with data or evidence
Offer a conclusion at the end of the session, obtain agreement.
Use 5 Ws.
• Business Communications notes by Awais Javed Satti
9. 3- Follow up after the job interview
If there were specific
actions to be taken, do
so promptly.
If you are to provide
additional information,
gather than
information and offer
it to the interviewer.
If a thank-you note is
required, send it within
a day or so.
4- Suggestions for a computer interview
Try out the
equipment
beforehand
Avoid
excessive
movement
Dress as if the
interview were
live
Operate on the
assumption that
everything you
say will be
heard
Try to relax
• Business Communications notes by Awais Javed Satti
11. 1- Objectives
❑ Evaluate job qualification that resume could not provide.
❑ Determine the oral communication ability of the interviewee.
❑ Find out if the interviewee could think off the cuff in a cogent and logical manner.
❑ Give the applicant essential facts about the job and the company.
❑ Establish goodwill on behalf of the company.
2- Preparation before interview
❑ Greet the candidate with a firm handshake and a warm smile.
❑ Suggest a degree of enthusiasm in your greeting.
❑ Be sincere and friendly.
❑ Begin with some non-controversial topic like his hobbies or current job.
3- Evaluation after interview
Always make notes of the interviewee you may use a check list (as per company practice).
The areas on which you should evaluate the candidate are as follows
Interviewer’s Responsibilities
Education and training Work experience Current off-the-job life
Personal characteristics Over all summary
• Business Communications notes by Awais Javed Satti
13. Dictating
Authoritative Communication to Anyone
Spell unusual words or
names
Give the precise name and
addressee information
Speak clearly, slowly and
distinctly. Be careful with
plurals.
This is more often used for
transcription writing
sometimes internationally
using an electronic recording
device or by telephone
• Business Communications notes by Awais Javed Satti
14. 8.2 Strategies for successful business and group meeting
Background information
Purpose and kinds of meetings
Solving problems in meeting or groups
Leadership responsibilities in meeting
Participants responsibilities in meetings
• Business Communications notes by Awais Javed Satti
15. Background Information on Groups
Definition of group meeting
Purposive discourse between two or more people
Types of group meeting
1. Informal Group
Unplanned, free flowing meetings or get togethers for social purposes which may
later develop into formal meetings
2. Formal Group
These are task oriented groups, often search for solution to problems, look for a
course of action, make recommendations to a higher authority
• Business Communications notes by Awais Javed Satti
16. Formation of Groups
Forming Storming Norming Performing
• Orientation Phase
• Group tries to get
started
• Members begin to
stake out their
positions; they begin
to have conflicts and
arguments.
• Progress begins here.
Members work to
solve conflicts and
recognize acceptable
kinds of conduct.
• Here the group begins
to achieve its goals
Phases of Problem Solving
Orientation Discussions are free flowing, questions are numerous.
Conflict Members offer their opinions, evidence to support. At this stage conflicts
occur
Emergence Open exchanges continue; search for solution starts, compromises occur
Solutions Positive attitude, now is the time to complete the task and agree upon a
• Business Communications notes by Awais Javed Satti
17. PURPOSES AND KINDS OF MEETINGS
Informational
meetings
seek to clarify, to make something clear, to give information
Suggested
solution meetings
This meeting occurs to evaluate the suggested solutions to a
problem
Problem Solving
Meetings
• Groups try several attempts to find a solution
• The course to reach a solution is unique to every group
• Business Communications notes by Awais Javed Satti
18. Problem Solving Meetings
Authorization for
a Committee
Methods of Solving Problems in meeting
Background Analysis Solution Discovery Solution Analysis Choice of action
• The information
comes from an
authorized person
which asks you to
form a committee.
• The above should
include who, what,
when, where and
why
• State the problem
or question in an
affirmative tone
• Define and limit
the problem
• Collect facts on
the history of the
problem
• Establish Criteria
• List possible
solutions through
brainstorming
• Arrive at a solution
• Work on the pros
and cons of all the
previous solutions
listed
• Use rational
approach
• This is the
execution phase,
where we keep in
mind timelines
and costs involved.
• Business Communications notes by Awais Javed Satti
19. Leadership Responsibilities in Business Meetings
Kinds of Leadership in Business Meetings
Authoritarian Leaderless Democratic/Participative
• Shows contempt of some
members
• Dominates the discussion
• Praises those who agree with
him
• Speaks often and loudly
• Issues orders and commands
• Suggests that he has authority
• Shared leadership
• Allows high ability people to
run the meeting
• This is rarely beneficial as
someone to guide should be
available
• Goal is to help the group to
make the best possible
decision
• Others are listened and are
given authority to conclude
• Facilitate productive
discussions
• Invite minorities
• Clarify vague statement
• Business Communications notes by Awais Javed Satti
20. Leadership Responsibilities in Business Meetings
Planning steps before the
meeting
Procedures during the
meeting
Follow up after the
meeting
• Review the problem and
determine the precise purpose
• Decide who should participate
• Arrange for meeting date, Time
and place
• Create an agenda
• Distribute the announcement for
the meeting
• Check on physical arrangements
• Begin with an opening
statement
• Stimulate discussion
• Understand the roles of the
participants
• Interpret data for solution
evaluation
• State the major conclusions
and plan of action
• Distribute minutes of meeting
• Share point of actions with
responsible person’s names
• Keep track of all meetings
being held for this problem
• Business Communications notes by Awais Javed Satti
21. Participants Responsibilities in Meetings
Preparation for meetings
• Do your homework, Collect information, check data, confirm conclusions
• Be over-prepared
Effective participants roles in meetings
• Organizer
• Clarifier
• Questioner
• Factual contributor
• Idea creator
• Critical tester
• Helper of others
• Business Communications notes by Awais Javed Satti
22. How to take
minutes of
the meeting?
Minutes of Meeting describe specify
what was discussed and decided in a
meeting.
Permanent record of the meeting for
future reference.
Include an overview of the structure
of the meeting.
Note down in a concise way the matters that are
being dealt with and decided on during a
meeting and to produce the minutes of the
meeting to every one.
• Business Communications notes by Awais Javed Satti
23. Format of
Minutes
Generally, minutes begin with the organization name, place,
date, list of people present, absent and the time.
All the agenda for the said meeting.
All official decisions must be included.
The reports given and the person involve
The vote tally may also be included
The date, time and place of the next meeting.
Assignments and the person responsible.
The minutes may end with a note of the time that the
meeting was adjourned.
• Business Communications notes by Awais Javed Satti
24. Importance of
Meeting
Minutes
Confirm any
decisions made
Record of any
agreed actions to
be taken
Record of who has
been allocated any
tasks or responsibilities
Provide details of
the meeting to
anyone unable to
attend
Serve as a record of
the meeting's
procedure and
outcome
• Business Communications notes by Awais Javed Satti
25. What tasks
are involved
in taking
minutes?
Distributing The Minutes Among The Attendees
Concluding The Minutes
Recording The Body Of The Minutes
Make A List Of All The Details Beforehand
Make A Short Summary About The Meetings Agenda
• Business Communications notes by Awais Javed Satti
27. THE BODY
OF THE
MINUTES
1. Name of the organization
2. Date and time the meeting
3. Those present and those who could not attend
4. A list of the agenda items/topics
5. Summary of discussion for each agenda item
6. The actions people committed to
7. Summary of any decisions made
• Business Communications notes by Awais Javed Satti
28. STYLES OF
MINUTES
Minutes of Narration
These include some of the discussions and important
details. This style of minutes is considered a legal
document.
Report
This is a full record of all discussions that includes
the names of all speakers, movers and seconders of
any motions, written in a narrative style.
Minutes of Resolution
These are limited to the recording of the actual
words of all resolutions that were passed. Movers
and seconders are not recorded. Each resolution that
is made commences RESOLVED THAT. This style
of minutes is also considered a legal document.
• Business Communications notes by Awais Javed Satti
29. ESSENTIALS
OF TAKING
THE
MINUTES
• Record simple short statements
which capture decisions passed
and actions agreed upon under
each of the agenda headings
• Keep it brief & to the point
• Circulate within a week
• Impersonal tone
• Reported speech
• Business Communications notes by Awais Javed Satti
30. Instructions for Recording Meeting of Minutes
• Typing meeting minutes on a laptop can make the process quicker and easier.
• Make a note of who is present. If necessary, pass around a sign-in sheet.
• Use the meeting agenda as an outline for the minutes.
• Details do not belong in meeting minutes. Do write down any motions and decisions made and
the key findings of any committee reports.
• Use bullet points to make the minutes easier to read. Each bullet statement should represent a
different finding, discussion, or decision.
• Make a note of issues that were tabled until future meetings
• Transcribe or review minutes as soon as possible after the meeting, while your memory of what
happened is still fresh.
• Before you submit the meeting minutes, proofread for types.
• Business Communications notes by Awais Javed Satti