I used this presentation as part of my INTD 053 Exploring Majors and Careers course in Spring 2014 to help students better understand elements of personality that can affect their career choices.
This document discusses the role of personality in career selection and workplace fit. It begins by noting that different people have different natural talents and abilities. The document then outlines objectives of examining one's personality type using Jung's personality test and relating strengths and weaknesses to personal, social, and professional contexts. It provides instructions for completing an online personality test to determine one's four-letter personality type and instructions for looking up career profiles related to that personality type. The document gives an example ENTJ profile and templates for identifying one's own strengths, weaknesses, and how to discuss one's personality in an interview.
This document discusses connecting personality types to career paths using Holland's theory of personality types. It introduces Holland's six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. For each type, it provides descriptors of interests, skills, values and self-perception. It encourages the reader to determine their top three personality types or "Holland Code" and explore matching career options. The reader is then directed to complete a webquest to find their code and related careers.
This document is a student project about career choices and personality types. The project aims to show how personality determines career fields. It discusses the four main temperament types (sanguine, choleric, melancholic, phlegmatic) and how they relate to different interests and skills. Examples are given of career fields and specific jobs that may suit different temperaments. The document also discusses the differences between introverts and extroverts, and provides examples of careers that could suit both personality types.
Authentic leadership is defined in many ways. The document discusses strategies for developing authentic leadership including reflecting on how you lead at home and work, which may differ, and opportunities to merge the two styles. It also reviews a suggested model of authentic leadership and the effects of authentic leadership, providing instructions for group activities to discuss definitions, models, and strategies for increasing authenticity based on a literature review.
The document discusses Holland Personality Typology, which categorizes personalities into six types - Conventional, Realistic, Investigative, Artistic, Social, and Enterprising. It provides descriptions of each type's interests and work environments. It then prompts the reader to reflect on their interests and top personality type. The document also discusses the importance of experiential learning like internships and its benefits, such as gaining skills, exploring career options, and increasing chances of getting a full-time job. It recommends O*Net Online as a resource to research career options based on tasks, technologies, interests and other factors.
The document summarizes the Strong Interest Inventory assessment, which measures career interests across six themes: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. It uses General Occupational Themes scales and Basic Interest Scales to assess broad and specific interests that relate to different occupations. It also includes Occupational Scales, Personal Style Scales, and information on how to use interest codes to research matching careers in the O*NET database. The goal is to help individuals understand their interests and find satisfying work.
This document discusses managing culture and the hidden dynamics that can make or break success. It highlights how a mismatch between a new hire's style and a company's culture can lead to problems over time. The solution involves becoming aware of personal and cultural "patterns", like motivation sources and criteria, to better understand disconnects and find ways to connect and influence the culture. Understanding criteria and patterns can help with decision making, communication, and achieving success within a role or organization.
This document discusses the role of personality in career selection and workplace fit. It begins by noting that different people have different natural talents and abilities. The document then outlines objectives of examining one's personality type using Jung's personality test and relating strengths and weaknesses to personal, social, and professional contexts. It provides instructions for completing an online personality test to determine one's four-letter personality type and instructions for looking up career profiles related to that personality type. The document gives an example ENTJ profile and templates for identifying one's own strengths, weaknesses, and how to discuss one's personality in an interview.
This document discusses connecting personality types to career paths using Holland's theory of personality types. It introduces Holland's six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. For each type, it provides descriptors of interests, skills, values and self-perception. It encourages the reader to determine their top three personality types or "Holland Code" and explore matching career options. The reader is then directed to complete a webquest to find their code and related careers.
This document is a student project about career choices and personality types. The project aims to show how personality determines career fields. It discusses the four main temperament types (sanguine, choleric, melancholic, phlegmatic) and how they relate to different interests and skills. Examples are given of career fields and specific jobs that may suit different temperaments. The document also discusses the differences between introverts and extroverts, and provides examples of careers that could suit both personality types.
Authentic leadership is defined in many ways. The document discusses strategies for developing authentic leadership including reflecting on how you lead at home and work, which may differ, and opportunities to merge the two styles. It also reviews a suggested model of authentic leadership and the effects of authentic leadership, providing instructions for group activities to discuss definitions, models, and strategies for increasing authenticity based on a literature review.
The document discusses Holland Personality Typology, which categorizes personalities into six types - Conventional, Realistic, Investigative, Artistic, Social, and Enterprising. It provides descriptions of each type's interests and work environments. It then prompts the reader to reflect on their interests and top personality type. The document also discusses the importance of experiential learning like internships and its benefits, such as gaining skills, exploring career options, and increasing chances of getting a full-time job. It recommends O*Net Online as a resource to research career options based on tasks, technologies, interests and other factors.
The document summarizes the Strong Interest Inventory assessment, which measures career interests across six themes: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. It uses General Occupational Themes scales and Basic Interest Scales to assess broad and specific interests that relate to different occupations. It also includes Occupational Scales, Personal Style Scales, and information on how to use interest codes to research matching careers in the O*NET database. The goal is to help individuals understand their interests and find satisfying work.
This document discusses managing culture and the hidden dynamics that can make or break success. It highlights how a mismatch between a new hire's style and a company's culture can lead to problems over time. The solution involves becoming aware of personal and cultural "patterns", like motivation sources and criteria, to better understand disconnects and find ways to connect and influence the culture. Understanding criteria and patterns can help with decision making, communication, and achieving success within a role or organization.
John Holland developed a theory of vocational personality types that identifies six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. He proposed that people and work environments can be categorized into these six personality types, and that the best career fit occurs when a person's personality type matches the type of work environment. The theory helps explain career satisfaction and turnover. Each personality type has distinct preferences, skills, values, and career examples that provide a framework to help people choose careers aligned with their interests and strengths.
5 Steps for Successful Interviewing and SelectionRobin Schooling
The sustained success of any organization depends upon hiring the right people, in the right job, at the right time. Planning for human resources needs, specifically defining the necessary competencies and capabilities needed, is one of the greatest challenges facing managers. The journey to successful interviewing and selection begins with an understanding of these 5 basic steps.
Using MBTI for Leadership Development and Team Building - 2014 Nebraska Pork ...Brent Green
An overview of using the MBTI in Leadership Development and Team Building. This is the first in a series of workshops that our organization uses to help develop agricultural companies and organizations.
This sessions explores the four dichotomies of the MBTI® and how personalities interact in the group setting. Participants will be encouraged to practice this knowledge in real world examples that explore communication, behavior and teamwork. Completion of the MBTI® Profile Administration Form M is required with this presentation.
Learning Objective: Increase professional leadership qualities, confidence, and competence
Are you playing the game, or is the game playing you? Great Leadership happens when you understand the game and sharpen the right tools to play effectively. Achieving greatness is no easy task. Each person has a unique path with its own set of challenges and obstacles to overcome. As emerging leaders, you must explore who you are and understand how all life experiences contribute value to your journey. On this path, most will discover that success is about embracing and using your individuality to achieve greatness. On this path, you will discover that great men make great leaders. What truly makes you great? Who do you consider great? This seminar will explore life and leadership while examining the impact of hip-hop culture and its impact on definitions and perspectives of success.
At the end of this seminar, participants will be able to:
a. Explore characteristics of great men and ways to maintain and gain respect.
b. Identify effective leadership qualities.
c. Examine basic “success” rules and ways to ways to manage corporate politics.
d. Discuss ways to overcome challenges and stereotypes.
e. Explore themes and lyrics of “hip hop” culture and its impact on perspectives of success.
The document discusses the Holland Party Game, an activity where students observe hypothetical lunchroom conversations to determine their Holland Code career personality types from the categories of Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. It provides descriptions of the six personality types and examples of relevant skills, interests, personalities, and potential occupations for each type. The purpose is to help students identify career paths that match their interests and personalities.
This document provides an overview of a presentation given to library staff on using Myers-Briggs Type Indicators to improve teamwork and communication. The presentation discusses learning individual type preferences to take in information and make decisions, developing stronger team dynamics, and practicing constructive ways of working together such as giving everyone a chance to speak and keeping discussions confidential. It also outlines the four dichotomies that comprise Myers-Briggs types and how they influence energy, information, decision-making, and approach to life. The goal is to help staff appreciate individual differences and find better ways of problem solving as a team.
The document provides an overview of various models for understanding people's styles, including Social Styles, Myers-Briggs Type Indicator (MBTI), DISC behavioral styles, Herrmann Brain Dominance Instrument (HBDI) thinking styles, and Neuro-Linguistic Programming (NLP) representational systems. It describes each model's categories and applications for improving communication and relationships. The document also references research supporting the models and provides contact information for additional resources.
This document summarizes the agenda for a RISDRA Fall 2014 Training. It includes discussions on transformative leadership, ethical leadership, and mentoring. Attendees participated in activities to reflect on leadership traits and concepts like role modeling, communicating high expectations, stimulating creativity, and providing support. They also discussed what being ethical means to them and the responsibilities of a mentor in listening, guiding, educating, and supporting mentees. The training aimed to help residents directors and RAs improve their leadership skills within their communities.
Executive Coaching Team Building And Myers Briggs Type Indicatorguestfbb212e
Description of how MBTI can be used in Executive Coaching and Team building. Includes some background on top, and information about what each dichotomy means.
Understanding better your project team dynamics and unlocking their full pote...PMI-Montréal
*** Pour accéder à l'enregistrement vidéo de la conférence : https://www.pmimontreal.org/webconferences
This session focuses on exploring personality in project teams. Throughout the session we will work together to increase your understanding of personality type by learning about the Myers-Briggs® framework and developing a greater self-awareness and awareness of others. We will also identify ways to use personality differences constructively to improve team performance and communication.
This session is relevant to anyone who is looking to increase their leadership capacity as a project manager.
Speaker
Yuliya Kondratenko, MA, PMP
For the past four years, Yuliya Kondratenko MA, PMP has managed various projects developing and executing student-centric service solutions at a large comprehensive institution. Most recently, Yuliya has joined SpokenWeb project at Concordia University, a long-term project involving multiple institutional and community partners with a goal of developing a nationally conceived archive of poetry events.
This document provides an overview of a leadership presentation titled "Leadership 101: Exploring Leadership through Self-Exploration". The presentation introduces two approaches to leadership - the trait approach and skills approach. For each approach, the presentation defines key concepts, provides self-assessment tools, and encourages discussion of strengths and areas of improvement. The goal is to help participants examine their own leadership styles and identify skills/traits to highlight in career development.
Connections are your greatest sources of power. They serve as personal consultants, mentors, teachers, and resources. The ability to build effective power networks will increase your ability to learn and grow. Learn how to step out of your comfort zone and be assertive about seeking and developing key relationships. This seminar will help you create a power network map that will keep you at the top of your game.
At the end of this seminar, participants will be able to:
a. Explore tools and techniques to gain access to wider networks.
b. Examine communication skills that will engage leaders and managers.
c. Identify ways to provide value to personal networks.
d. Identify the people that everyone should have in his/her network.
e. Explore common networking/relationship building mistakes and approaches.
The key to success is to fully understand how to apply your greatest talents and strengths in your everyday life. During this workshop, we will make the case for focusing on strengths as the way to unlock your leadership potential. We will begin to explore your top five talent themes from your StrengthsFinder report and discuss ways to apply your talents to your work in LeadMN.
1. The document discusses the author's views on their contributions to a team, including quickly seeing opportunities, working with diverse people, generating ideas, drawing out others' contributions, following through on tasks, and assessing suitable approaches.
2. It then evaluates the author's strengths in various Belbin team roles, finding them most suited to the Implementer, Coordinator, and Team Worker roles.
3. The document describes the key strengths and weaknesses of each Belbin team role, such as the Implementer being practical and disciplined but also inflexible, and provides a website for more information.
This document discusses personality types and how to live a great life based on your type. It addresses the differences between introverts and extroverts, and provides tips for each type such as introverts overcommunicating and extroverts finding time for meditation. Hard workers are advised to select a passionate profession, work with others, and break tasks into smaller parts. Smart workers should identify and address weaknesses, prioritize, and use techniques. The document concludes that everyone should identify inconsistent values, visualize their ideal self, and take responsibility.
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
As part of our service to members, engineers and professionals in technical industries worldwide, the Institution of Mechanical Engineers hosts a series of free training webinars.
The slides were used in a free training webinar. The first in our Leading Self series. The series looks at how engineers can make a greater impact by improving their communication and influencing skills through self awareness.
The document discusses Orthodox Christian beliefs, traditions, and rules regarding marriage. It notes that Orthodox Christianity separated from Western Christianity in the 11th century. The religion follows the Bible and believes in God the Father, Jesus Christ, and the Holy Spirit. Orthodox wedding traditions include fasting before the ceremony and receiving communion. The ceremony involves several parts including the crowning of the bride and groom. The religion allows interfaith marriages if the non-Orthodox partner converts, but an Orthodox man marrying a Muslim woman would not be allowed in the church and could face social consequences from loss of family and community.
The document provides an overview of the major world religions including Christianity, Judaism, Islam, Hinduism, Buddhism, and Sikhism. It discusses their origins, core beliefs, practices, sacred texts, places of worship, and important holidays. The religions are described as either monotheistic (believing in one God) or polytheistic (believing in multiple gods). Their histories and how they began are also outlined.
John Holland developed a theory of vocational personality types that identifies six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. He proposed that people and work environments can be categorized into these six personality types, and that the best career fit occurs when a person's personality type matches the type of work environment. The theory helps explain career satisfaction and turnover. Each personality type has distinct preferences, skills, values, and career examples that provide a framework to help people choose careers aligned with their interests and strengths.
5 Steps for Successful Interviewing and SelectionRobin Schooling
The sustained success of any organization depends upon hiring the right people, in the right job, at the right time. Planning for human resources needs, specifically defining the necessary competencies and capabilities needed, is one of the greatest challenges facing managers. The journey to successful interviewing and selection begins with an understanding of these 5 basic steps.
Using MBTI for Leadership Development and Team Building - 2014 Nebraska Pork ...Brent Green
An overview of using the MBTI in Leadership Development and Team Building. This is the first in a series of workshops that our organization uses to help develop agricultural companies and organizations.
This sessions explores the four dichotomies of the MBTI® and how personalities interact in the group setting. Participants will be encouraged to practice this knowledge in real world examples that explore communication, behavior and teamwork. Completion of the MBTI® Profile Administration Form M is required with this presentation.
Learning Objective: Increase professional leadership qualities, confidence, and competence
Are you playing the game, or is the game playing you? Great Leadership happens when you understand the game and sharpen the right tools to play effectively. Achieving greatness is no easy task. Each person has a unique path with its own set of challenges and obstacles to overcome. As emerging leaders, you must explore who you are and understand how all life experiences contribute value to your journey. On this path, most will discover that success is about embracing and using your individuality to achieve greatness. On this path, you will discover that great men make great leaders. What truly makes you great? Who do you consider great? This seminar will explore life and leadership while examining the impact of hip-hop culture and its impact on definitions and perspectives of success.
At the end of this seminar, participants will be able to:
a. Explore characteristics of great men and ways to maintain and gain respect.
b. Identify effective leadership qualities.
c. Examine basic “success” rules and ways to ways to manage corporate politics.
d. Discuss ways to overcome challenges and stereotypes.
e. Explore themes and lyrics of “hip hop” culture and its impact on perspectives of success.
The document discusses the Holland Party Game, an activity where students observe hypothetical lunchroom conversations to determine their Holland Code career personality types from the categories of Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. It provides descriptions of the six personality types and examples of relevant skills, interests, personalities, and potential occupations for each type. The purpose is to help students identify career paths that match their interests and personalities.
This document provides an overview of a presentation given to library staff on using Myers-Briggs Type Indicators to improve teamwork and communication. The presentation discusses learning individual type preferences to take in information and make decisions, developing stronger team dynamics, and practicing constructive ways of working together such as giving everyone a chance to speak and keeping discussions confidential. It also outlines the four dichotomies that comprise Myers-Briggs types and how they influence energy, information, decision-making, and approach to life. The goal is to help staff appreciate individual differences and find better ways of problem solving as a team.
The document provides an overview of various models for understanding people's styles, including Social Styles, Myers-Briggs Type Indicator (MBTI), DISC behavioral styles, Herrmann Brain Dominance Instrument (HBDI) thinking styles, and Neuro-Linguistic Programming (NLP) representational systems. It describes each model's categories and applications for improving communication and relationships. The document also references research supporting the models and provides contact information for additional resources.
This document summarizes the agenda for a RISDRA Fall 2014 Training. It includes discussions on transformative leadership, ethical leadership, and mentoring. Attendees participated in activities to reflect on leadership traits and concepts like role modeling, communicating high expectations, stimulating creativity, and providing support. They also discussed what being ethical means to them and the responsibilities of a mentor in listening, guiding, educating, and supporting mentees. The training aimed to help residents directors and RAs improve their leadership skills within their communities.
Executive Coaching Team Building And Myers Briggs Type Indicatorguestfbb212e
Description of how MBTI can be used in Executive Coaching and Team building. Includes some background on top, and information about what each dichotomy means.
Understanding better your project team dynamics and unlocking their full pote...PMI-Montréal
*** Pour accéder à l'enregistrement vidéo de la conférence : https://www.pmimontreal.org/webconferences
This session focuses on exploring personality in project teams. Throughout the session we will work together to increase your understanding of personality type by learning about the Myers-Briggs® framework and developing a greater self-awareness and awareness of others. We will also identify ways to use personality differences constructively to improve team performance and communication.
This session is relevant to anyone who is looking to increase their leadership capacity as a project manager.
Speaker
Yuliya Kondratenko, MA, PMP
For the past four years, Yuliya Kondratenko MA, PMP has managed various projects developing and executing student-centric service solutions at a large comprehensive institution. Most recently, Yuliya has joined SpokenWeb project at Concordia University, a long-term project involving multiple institutional and community partners with a goal of developing a nationally conceived archive of poetry events.
This document provides an overview of a leadership presentation titled "Leadership 101: Exploring Leadership through Self-Exploration". The presentation introduces two approaches to leadership - the trait approach and skills approach. For each approach, the presentation defines key concepts, provides self-assessment tools, and encourages discussion of strengths and areas of improvement. The goal is to help participants examine their own leadership styles and identify skills/traits to highlight in career development.
Connections are your greatest sources of power. They serve as personal consultants, mentors, teachers, and resources. The ability to build effective power networks will increase your ability to learn and grow. Learn how to step out of your comfort zone and be assertive about seeking and developing key relationships. This seminar will help you create a power network map that will keep you at the top of your game.
At the end of this seminar, participants will be able to:
a. Explore tools and techniques to gain access to wider networks.
b. Examine communication skills that will engage leaders and managers.
c. Identify ways to provide value to personal networks.
d. Identify the people that everyone should have in his/her network.
e. Explore common networking/relationship building mistakes and approaches.
The key to success is to fully understand how to apply your greatest talents and strengths in your everyday life. During this workshop, we will make the case for focusing on strengths as the way to unlock your leadership potential. We will begin to explore your top five talent themes from your StrengthsFinder report and discuss ways to apply your talents to your work in LeadMN.
1. The document discusses the author's views on their contributions to a team, including quickly seeing opportunities, working with diverse people, generating ideas, drawing out others' contributions, following through on tasks, and assessing suitable approaches.
2. It then evaluates the author's strengths in various Belbin team roles, finding them most suited to the Implementer, Coordinator, and Team Worker roles.
3. The document describes the key strengths and weaknesses of each Belbin team role, such as the Implementer being practical and disciplined but also inflexible, and provides a website for more information.
This document discusses personality types and how to live a great life based on your type. It addresses the differences between introverts and extroverts, and provides tips for each type such as introverts overcommunicating and extroverts finding time for meditation. Hard workers are advised to select a passionate profession, work with others, and break tasks into smaller parts. Smart workers should identify and address weaknesses, prioritize, and use techniques. The document concludes that everyone should identify inconsistent values, visualize their ideal self, and take responsibility.
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
As part of our service to members, engineers and professionals in technical industries worldwide, the Institution of Mechanical Engineers hosts a series of free training webinars.
The slides were used in a free training webinar. The first in our Leading Self series. The series looks at how engineers can make a greater impact by improving their communication and influencing skills through self awareness.
The document discusses Orthodox Christian beliefs, traditions, and rules regarding marriage. It notes that Orthodox Christianity separated from Western Christianity in the 11th century. The religion follows the Bible and believes in God the Father, Jesus Christ, and the Holy Spirit. Orthodox wedding traditions include fasting before the ceremony and receiving communion. The ceremony involves several parts including the crowning of the bride and groom. The religion allows interfaith marriages if the non-Orthodox partner converts, but an Orthodox man marrying a Muslim woman would not be allowed in the church and could face social consequences from loss of family and community.
The document provides an overview of the major world religions including Christianity, Judaism, Islam, Hinduism, Buddhism, and Sikhism. It discusses their origins, core beliefs, practices, sacred texts, places of worship, and important holidays. The religions are described as either monotheistic (believing in one God) or polytheistic (believing in multiple gods). Their histories and how they began are also outlined.
CONFUCIUS One Of The Most Famous Personality In Ancientguestea2169
Confucius was a famous Chinese philosopher and politician who lived from 551-479 BC. He taught that rulers should lead by moral example and earn the mandate of heaven through virtuous behavior rather than force. Confucius emphasized personal and governmental morality, proper social relationships, justice and sincerity. He believed this approach would lead to a well-governed and prosperous state. Confucius' political philosophy became influential in China and formed the basis of Confucianism, which shaped Chinese thought for over 2000 years.
Holland Personality Types or Codes are the six Interest Areas or Fields of Work.
The Interest Profile Summary gives descriptions of the Interest Areas, Fields of Work, or Holland Codes.
Based on The Political Ideas of St. Thomas Aquinas translated by Dino Bigongiari in 1957.
Representative Selections on the subject of King and Kingship. Done for my political science class at Universitas 17 Agustus 1945 Surabaya (Untag Surabaya).
Thanks for Mr. Tomy Michael and all guys and girls in Class A, Faculty of Law, Untag Surabaya. Because you're all such an amazing bunch of people for letting me getting away with this presentation.
This document discusses guidelines for effective interfaith dialogue. It addresses why Christians should engage in dialogue (to understand each other better and gain insights), how it should be conducted (with mutual respect through discussion rather than argument), and what topics could be discussed (different views on the origins of religions). The document also provides examples of dialogue principles from Jesus and specific rules proposed by Max Warren. While dialogue carries risks, Christians are still called to have respectful conversations to help others and potentially learn themselves.
A powerpoint presentation about Thomas of Aquinas and his ideologies.
1. Background of the period of the philosopher.
2. Political theories/thoughts established by the philosopher.
3. The effects of the latter to the people of his time.
4. Applicability of the philosopher's political theories/thoughts to the present issues.
The document provides an overview of the life and teachings of Confucius. It states that Confucius was born in 551 BCE to a poor but noble family in China and died in 479 BCE. As a teacher and government official, he developed the philosophy of Confucianism which focused on human relationships and virtue. Confucianism teaches that social order stems from individuals cultivating good character through education and fulfilling their roles within five key relationships of ruler-subject, father-son, husband-wife, older brother-younger brother, and older friend-younger friend. Confucius' most influential work is the Analects which provides guidance on practical ethics and good governance.
Sikhism is a religion founded in the 15th century by Guru Nanak that believes in one God and equality of all people. Its holy book is the Guru Granth Sahib and places of worship are called Gurdwaras. Sikhs believe God can be found within and strive to earn an honest living while helping others.
Thomas Aquinas was a 13th century philosopher whose main theories were that matter and essence are connected in physical objects, knowledge starts with sense perception and can be expanded through reason, and inductive reasoning can be used to achieve generalizations. He believed both sense experiences and revelation provide truth for humans and will never conflict. Aquinas argued for God's existence through five ways: motion requires a prior mover, causation requires a first cause, contingency requires something for existence, perfection requires a highest degree, and order requires an intelligence. He disagreed with Plato's theory of forms and some theologians who doubted Jesus as God's son. Aquinas was an empiricist who believed experience and evidence were important and combined science with
The document discusses focusing on one's strengths rather than weaknesses when it comes to careers. It cites research showing employees are more engaged and satisfied when they use their strengths at work. It provides assessments and exercises individuals can complete to identify their natural strengths and talents in order to pursue careers aligned with these strengths.
Pursuing the Elusive High Performance TeamBen Thorp
We all remember being on "that team." The team that banded together through tight deadlines to deliver great products. The team that was a safe place for professional conflict. The team that went to lunch and happy hour together. The team that felt more like a family. Now, 20 years after Scrum was first introduced, why are these teams still so scarce? Can we intentionally reproduce those outcomes? This presentation will fill some of the (intentional) gaps left in Scrum by its creators by exploring the leading research on high performance teams.
1) The document discusses developing signature presence, which is the unique set of attitudes and assets that define how an individual shows up for others. It involves understanding one's strengths, values, and how to communicate in powerful ways.
2) The reflective journal prompts the reader to reflect on qualities of admired individuals, their own strengths and talents, values and virtues, and how to apply this self-knowledge to show up authentically for others.
3) Developing signature presence involves deep self-reflection to understand how to communicate one's essence and have confidence, ease and impact with others. The journal is designed to guide this reflective process of discovery.
2013 presentation naca_engaging your leadership- exploring and defining your ...Brian LeDuc
This document discusses engaging leadership through exploring and defining personal values. It provides exercises for participants to reflect on values like what activities they enjoy and why, defining values and ranking them in order of importance. The document emphasizes that values are enduring beliefs that guide decision making and actions, and that defining and living according to one's values is important for effective leadership.
The document outlines a presentation about re-energizing one's job search. It discusses that candidates who are successful in getting jobs have better information, know how to brand themselves, and understand the hiring process. It recommends assessing one's needs through reflection questions, researching companies and industries, and organizing information collected. The goal is to target more jobs in less time by keeping information easily accessible and consistent.
This document discusses organizational culture and Fons Trompenaars' model for analyzing it. Trompenaars proposes that culture can be analyzed using seven value dimensions: universalism vs particularism, individualism vs communitarianism, neutral vs affective, specific vs diffuse, achievement vs ascription, sequential time vs synchronic time, and internal vs external control. The document also outlines four extreme stereotypes of corporate culture: incubator, guided missile, family, and Eiffel tower. Students are assigned to analyze their organization using Trompenaars' framework and determine which stereotype best fits.
How to identify, personality types, match hiring to employee desired traits, creating powerful corporate cultures, and an amazing workplace experience.
The document discusses personality, personality traits, and values. It defines personality as the dynamic organization of psychophysical systems that determine adjustments to the environment. Personality traits are enduring characteristics that describe individual behavior. Common personality tests like the Rorschach inkblot test and Thematic Appreciation Test are used to analyze personality characteristics. Personality is determined by factors like heredity, environment, and the Big 5 personality model. Values provide understanding of attitudes and behaviors and influence perception. Types of values include terminal and instrumental values. Generational and cultural values can differ. An individual's personality and values are linked to workplace satisfaction and turnover through personality-job fit theory.
This document provides an introduction to organizational behaviour. It defines organizational behaviour as the study of how individuals, groups, and organizations influence human behavior in organizational settings. It discusses why managers need to study organizational behaviour to understand human behavior and improve their effectiveness in dealing with people-related issues. The goal of studying organizational behaviour is to learn to understand, predict, and change human behavior regarding employment issues. Key topics covered include motivation, communication, group processes, attitudes, personality, change management, and conflict. The document also discusses how various disciplines like psychology, social psychology, and sociology contribute to the field. Finally, it addresses challenges in predicting behavior and managing diversity in modern organizations.
This document discusses job fit and how determining compatibility between individuals and job roles is important for hiring decisions. It defines job fit as the compatibility between a person's abilities and values and a job's demands, duties, culture and goals. When there is a good fit, employees are more satisfied and productive with lower turnover. Employers benefit from improved communication, culture and increased revenue. The document also describes Holland's theory of six personality types and their best fitting work environments to guide accurate placement.
This document discusses using StrengthsFinder assessments to develop a personal brand. It explains that StrengthsFinder identifies 34 themes that make up a person's top 5 strengths. Developing strengths into talents requires investment of time and practice. The document provides examples of how to incorporate strengths into job interviews, cover letters, resumes, and elevator pitches. It also discusses defining one's personal brand by identifying skills, values, passions, life experiences, and personality. The key message is that being intentional about one's personal brand can help with career success.
For many organisations employee career development and career coaching is a missing component of their L&D strategy. The following SlideShare, presented in 2005, discusses the commercial driver for internal career coaching and some steps that can be taken to increase its effectiveness. In a world where the nature of work is changing daily, these lessons are more pertinent than ever.
Personality type test, emotion and its type, Major Personality Attributes In...FAST NUCES
the presentation is about the personality type.it has included various type of personality test and The Big Five Model of Personality. it has also included emotions and its types.
This document provides tips and strategies for acing a job interview. It discusses preparing for different types of interviews, researching the company, dealing with difficult questions, topics to avoid, questions to ask, and following up after the interview. The key points are to research the company thoroughly, prepare stories and examples demonstrating your relevant skills and experiences, appear confident but avoid distracting behaviors, ask thoughtful questions, and send a thank you note after the interview. Proper preparation and knowledge of best practices can help you succeed in interviews and potentially get the job.
Professional Self- Dr Ryan Thomas WilliamsRyan Williams
Professional identity may mean different things to different individuals in a professional context
Job titles/roles; People defining themselves through a job title
Engagement with CPD; It contributes to defining how people see themselves which may change over time.
Sohan Babu Khatri has extensive professional experience as CEO of Three H Management and director of White Space. He also works as an adjunct faculty at several universities. He holds a BE in Civil Engineering from Pulchowk Campus in Nepal, an MBA in Finance and Marketing from Bangalore University, and certifications in financial management and analysis.
This document provides an overview of the Myers-Briggs Type Indicator (MBTI) assessment. It discusses the objectives of learning MBTI types, which are to increase self-awareness, understand differences between people, appreciate individual strengths, and enhance team performance. The document outlines the 16 MBTI types based on preferences in four dichotomies: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. It provides guidance on appropriately using MBTI results to better understand oneself and others, while cautioning against misuse and overgeneralization.
This document provides an overview of the Myers-Briggs Type Indicator (MBTI) assessment. It discusses the objectives of learning MBTI types, which are to increase self-awareness, understand differences between people, appreciate individual strengths, and enhance team performance. The document outlines the 16 MBTI types based on preferences in four dichotomies: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. It provides guidance on appropriately using MBTI results to better understand oneself and others, while cautioning against misuse and overgeneralization.
Similar to Using Your Personality & Interests to Drive Career Choice (20)
Engaging At-Risk Students Through Both Reactive and Proactive.pptxKimberly Knowles
This is the slide deck from a presentation I gave at a NACADA conference on the programs and playbooks that I created for the University of San Francisco School of Management that I created to reduce churn and increase student engagement in the five years that I was there after being brought in as Retention and Matriculation Advisor.
Kimberly Knowles AI CASA Department Automation ProposalKimberly Knowles
My final project for a Kellogg School of Management Executive Ed course on Generative AI: Executive Strategies to Unlock Enterprise Value.
This is a proposal with ideas for enhancing student success and retention at USF and other universities using AI tools and data integration.
Note - the AI Canvas used is a proprietary Kellogg School of Management model.
I use this presentation in my Exploring Majors and Careers class to facilitate an exploration of values. When each values stance comes up, I have students move to designated parts of the room depending if they Strongly Agree, Agree, Disagree, or Strongly Disagree with the statement. I then ask them to explain why they feel that way and why they may have moved since the previous slide.
This is the presentation that I give each semester to Academic Probation students on the night before classes start to help inspire them for the semester ahead. It discusses what it means to be on probation, steps they can take to improve academically and resources available to help them.
Bus 100 Launch Into Business Advising PresentationKimberly Knowles
This is a presentation that I developed for most first year business students to introduce them to the business curriculum, our USFConnect registration / student records system, and resources and tools at USF to assist them.
Exploring majors and careers in business final versionKimberly Knowles
This is a presentation shell that I have used for a panel presentation to help students explore major and career options within business. The main "meat" of the presentation is the discussion with the panelists, but I still think it provides a useful framework for considering major options within business.
This was a proposal for a First Year Experience / Leadership program while working as an intern at OSU-Newark / Central Ohio Technical College in Summer 2006.
This is an old paper that I wrote in Spring of 2007 at the conclusion of an Education and Spirituality course that I took. For my more current thoughts on spirituality, see my blog: http://careerintuition.blogspot.com
This is a paper that I wrote recently for the Career Development Facilitator (CDF) Training that I am taking with the Center on Education and Work at UW-Madison
Exploring Majors and Careers - Key Questions to Ask YourselfKimberly Knowles
This is a guide that I developed in 2007 for a presentation on Self Motivation that I gave - it gives useful suggestions for questions to ask yourself to help narrow in a major or career choice.
These are some case study activities that I created to use with students in the Brown Bag session, "AM I IN THE RIGHT MAJOR?: Exploring Academic Programs at USF" that I facilitate.
This is a presentation that I gave to Arts and Science Seniors at The Ohio State University on Last Minute Job Search Strategies in preparation for graduation.
This is a presentation that I used to give to Ohio State University freshmen as part of the First Year Experience program - it emphasized how diversity awareness and leadership development could positively influence their career achievement.
Engaging At Risk Students Through Both Reactive and Proactive MeansKimberly Knowles
The document describes proactive and reactive programs created by an undergraduate program to increase student retention. It provides an overview of multiple intervention points to lay a solid foundation for students, repair cracks and build barriers when issues arise, and reverse damage for at-risk students. Proactive programs include freshman seminars and workshops on time management and majors exploration. Reactive programs include early alert systems, outreach to struggling students, and academic success plans. The document advocates a blueprint for retention that includes dedicated advising, faculty relationships, and online resources. It prompts discussion of effective retention practices and how to develop new intervention points.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
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How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
2. WHAT IS PERSONALITY?
• “the combination of characteristics or qualities that form
an individual’s distinctive character.” (Google Search)
• Synonyms: Character, Nature, Disposition, Temperament,
Make-up, Persona, Psyche
3. ELEMENTS OF PERSONALITY
Talk It Out or Think it Through Alone?
Big Picture or Details First?
Decide on Facts or Feelings?
Make a Plan or Be Spontaneous?
4. TOOLS FOR THINKING ABOUT
PERSONALITY & INTERESTS
• Holland Codes / Work Interests (RIASEC codes)
• Introverts, Ambiverts, and Extraverts
• True Colors
• MBTI (Myers Briggs)
• Focus Personality Profile
5. WHY DO WE CARE?
• Holland wrote, “the choice of a vocation is an expression
of personality.”
• Personality-Job Fit Theory suggests that workers will be
more satisfied, committed, and effective if there is a good
fit with their job and the organization.
(see article in Wikipedia on the theory)