(4) Ethical behavior and social responsibilityWaleed Ghalwash
The document discusses ethical behavior and social responsibility. It begins by outlining the six pillars of character - trustworthiness, respect, responsibility, fairness, caring, and citizenship. It then defines ethics and ethical behavior. Personal values like being honest and helpful can influence individual ethical decisions. Cultural differences also impact what is considered appropriate behavior. There are different views on ethics like the justice view and utilitarian view. Managers can improve ethics through actions like leading by example and establishing codes of conduct. Ethical dilemmas present situations where potential benefits conflict with ethics. Whistleblowers help uphold standards by exposing wrongdoing. Corporate social responsibility involves companies voluntarily contributing to social and environmental issues.
A brief presentation on workplace ethics covering introduction, factors influencing the ethics, benefits, pillars of character, ethical theories and traits of an ethical worker.
This document discusses personality types and development. It identifies 9 main personality types (Perfectionists, Helpers, etc.) and provides examples. It also discusses using personality tests to assess traits like values, emotional reactions, and maturity. Body language is mentioned as an important signal of personality and some signals to avoid are listed. Leadership qualities, personal qualities, and the "Big 5" personality factors are also briefly covered.
Integrity is defined as being honest and having strong moral principles or being whole and undivided. It is the consistent demonstration of core values like doing the right thing even when unacknowledged. Practicing integrity makes life easier by building trust and serving as a basis for good judgment. It involves being transparent, avoiding conflicts of interest, and walking away if pressured into unethical acts. Integrity through truthfulness is essential for valued working relationships and true success in leadership.
This document contains advice and reflections on the importance of honesty. It provides examples of honest behavior from historical figures like Harry Truman and stories that illustrate the consequences of dishonesty. The key messages are:
1. Honesty is important for building trust in relationships and society. Dishonesty often breeds more dishonesty.
2. Small acts of dishonesty can become habits if not addressed, so it is important to be vigilant and avoid rationalizing unethical behavior.
3. Living honestly requires courage and vigilance, as there are often temptations to cut corners or be influenced by pride or greed. Maintaining a clear conscience is important.
Integrity refers to being whole, complete, unbroken, and unimpaired. It is about consistency and honesty. Like gravity, integrity simply exists and is neither good nor bad. An individual has integrity when their word is whole and they honor their commitments. Most people fail to recognize how a lack of integrity impacts their performance. There are two ways to honor one's word: keeping one's word and fulfilling commitments on time, or accepting responsibility as soon as possible if a commitment cannot be kept. Maintaining integrity, even if a commitment cannot be kept, is important to uphold trust and the functioning of relationships, groups, and organizations.
This document provides an overview of workplace ethics and etiquettes. It begins with defining ethics as a collection of moral values and good behaviors. Unethical communication examples like plagiarism and misrepresenting information are discussed. Strategic features of workplace ethics are then outlined, including attendance, appearance, character, productivity, teamwork, communication, organization, cooperation, respect, and attitude. Etiquette is defined as codes of polite behavior. The difference between ethics, which relates to principles, and etiquettes, which relates to behaviors, is highlighted. Finally, examples of different types of etiquettes are provided, such as for social media, email, cellphone use, video calls, and in the workplace.
Virtues are morally good habits or character traits. Aristotle proposed a virtue theory where virtues develop through training and practice. According to Aristotle, virtues are states of character that allow one to act and feel appropriately. He argued that virtues are developed through habituation by families and communities. Some examples of virtues include courage, temperance, generosity, and honesty. For professionals, virtues can be categorized as self-direction virtues like humility and courage, public-spirited virtues like fairness and leadership, teamwork virtues like collegiality and cooperation, and proficiency virtues like competence and diligence.
(4) Ethical behavior and social responsibilityWaleed Ghalwash
The document discusses ethical behavior and social responsibility. It begins by outlining the six pillars of character - trustworthiness, respect, responsibility, fairness, caring, and citizenship. It then defines ethics and ethical behavior. Personal values like being honest and helpful can influence individual ethical decisions. Cultural differences also impact what is considered appropriate behavior. There are different views on ethics like the justice view and utilitarian view. Managers can improve ethics through actions like leading by example and establishing codes of conduct. Ethical dilemmas present situations where potential benefits conflict with ethics. Whistleblowers help uphold standards by exposing wrongdoing. Corporate social responsibility involves companies voluntarily contributing to social and environmental issues.
A brief presentation on workplace ethics covering introduction, factors influencing the ethics, benefits, pillars of character, ethical theories and traits of an ethical worker.
This document discusses personality types and development. It identifies 9 main personality types (Perfectionists, Helpers, etc.) and provides examples. It also discusses using personality tests to assess traits like values, emotional reactions, and maturity. Body language is mentioned as an important signal of personality and some signals to avoid are listed. Leadership qualities, personal qualities, and the "Big 5" personality factors are also briefly covered.
Integrity is defined as being honest and having strong moral principles or being whole and undivided. It is the consistent demonstration of core values like doing the right thing even when unacknowledged. Practicing integrity makes life easier by building trust and serving as a basis for good judgment. It involves being transparent, avoiding conflicts of interest, and walking away if pressured into unethical acts. Integrity through truthfulness is essential for valued working relationships and true success in leadership.
This document contains advice and reflections on the importance of honesty. It provides examples of honest behavior from historical figures like Harry Truman and stories that illustrate the consequences of dishonesty. The key messages are:
1. Honesty is important for building trust in relationships and society. Dishonesty often breeds more dishonesty.
2. Small acts of dishonesty can become habits if not addressed, so it is important to be vigilant and avoid rationalizing unethical behavior.
3. Living honestly requires courage and vigilance, as there are often temptations to cut corners or be influenced by pride or greed. Maintaining a clear conscience is important.
Integrity refers to being whole, complete, unbroken, and unimpaired. It is about consistency and honesty. Like gravity, integrity simply exists and is neither good nor bad. An individual has integrity when their word is whole and they honor their commitments. Most people fail to recognize how a lack of integrity impacts their performance. There are two ways to honor one's word: keeping one's word and fulfilling commitments on time, or accepting responsibility as soon as possible if a commitment cannot be kept. Maintaining integrity, even if a commitment cannot be kept, is important to uphold trust and the functioning of relationships, groups, and organizations.
This document provides an overview of workplace ethics and etiquettes. It begins with defining ethics as a collection of moral values and good behaviors. Unethical communication examples like plagiarism and misrepresenting information are discussed. Strategic features of workplace ethics are then outlined, including attendance, appearance, character, productivity, teamwork, communication, organization, cooperation, respect, and attitude. Etiquette is defined as codes of polite behavior. The difference between ethics, which relates to principles, and etiquettes, which relates to behaviors, is highlighted. Finally, examples of different types of etiquettes are provided, such as for social media, email, cellphone use, video calls, and in the workplace.
Virtues are morally good habits or character traits. Aristotle proposed a virtue theory where virtues develop through training and practice. According to Aristotle, virtues are states of character that allow one to act and feel appropriately. He argued that virtues are developed through habituation by families and communities. Some examples of virtues include courage, temperance, generosity, and honesty. For professionals, virtues can be categorized as self-direction virtues like humility and courage, public-spirited virtues like fairness and leadership, teamwork virtues like collegiality and cooperation, and proficiency virtues like competence and diligence.
The document discusses how leaders can earn trust and respect from their subordinates. It identifies 5 elements of trust: transparency, respect, uniting the team, showing you care, and trust-building activities. It then provides 8 steps to regain trust if it has been lost: 1) discuss the problem with God, 2) always take initiative to acknowledge issues, 3) sympathize with feelings, 4) confess your part of the conflict, 5) get feedback and attack the problem not the person, 6) make specific changes, 7) communicate clearly and consistently, and 8) promote accountability. Restoring trust is difficult and may require changes to toxic team behaviors. Consistency and transparency are key to rebuilding trust.
Morality refers to the differentiation between right and wrong intentions, decisions, and actions. Morality can derive from a particular philosophy, religion, or culture. It establishes standards of conduct and determines what behaviors are considered right or wrong, as well as what provides benefit or harm to groups rather than just individuals. Non-moral standards govern individual aspirations and desires and help define a person's place within their group through rules about things like etiquette, aesthetics, and games. Moral standards deal with issues that can seriously affect others, are not dependent on authority, are valued over self-interest, and can lead to feelings of guilt.
The document discusses accountability and building a culture of accountability. It asks what accountability is, where you stand in terms of accountability, and what is needed to be accountable. It notes that accountability starts with the individual and their personal choice to be accountable. The document also discusses lack of accountability and provides exercises for managers to build a culture of accountability.
This document discusses the importance of honesty and integrity. It defines honesty as truthfulness and freedom from deceit, while defining integrity as adherence to moral principles and acting honorably. It notes that without honesty and integrity, it is impossible to develop meaningful relationships or trust oneself. The document encourages developing a personal integrity plan by reflecting on admired traits like truth and fairness, and creating statements about how those principles will guide one's actions.
Workplace ethics are important for effective productivity and balance in both personal and professional life. Common issues of workplace ethics include punctuality, responsibility, integrity, loyalty, teamwork, and professionalism. While ethical problems are inevitable, training and recognizing good behavior can help promote strong, two-way ethics that are both personal and professional.
human values in ethics
need of values
types of values
schwartz theory of basic values
core values
value v/s belief
values we must learn
famous sayings on human values
This document provides an overview of general ethics, including:
1. The major branches of ethics - meta-ethics, normative ethics, applied ethics, descriptive ethics, and moral psychology.
2. The principles of ethics, including personal ethics (concern for others, respect, trustworthiness), global ethics (justice, environmental stewardship), and professional ethics (honesty, integrity, transparency).
3. A discussion of how ethical principles serve as guidelines rather than absolute rules, as they can conflict in practice depending on circumstances.
This document provides an overview of basic ethics concepts. It defines ethics as concerning what is good and right versus bad and wrong conduct. It discusses ethical theories for judging acts, and why being ethical is important. Normative ethics evaluates what should be, while descriptive ethics describes what is. Overall, ethics involves determining moral standards to judge actions as right or wrong.
slides on understanding workplace ethics, what it affects, benefits of workplace ethics, slides on ethic codes, codes of conduct, values, ethic programs, required resources, two ethical styles, 3 steps to resolve ethical dilemmas and how to address ethical dilemmas, guidelines and slides on implementing ethic programs, detecting 6 key roles and responsibilities, guidelines for moral decision making, 10 common ethic code provisions, 15 slides on creating an effective code of conduct, and more.
This document discusses workplace ethics, including defining ethics, examples of good and poor ethics, and how to encourage an ethical culture. It outlines that ethics are principles of right conduct that govern behavior through established standards. Good ethics in the workplace include productivity, accountability, initiative, critical thinking, punctuality, and positivity. Encouraging ethics involves fairness, transparency, training, recognition, communication, and feedback. An ethical culture makes doing the right thing easy and the wrong thing difficult.
This document discusses the importance of work ethics for professionals. It defines work ethics as a set of standards and rules for satisfactory job performance, including sincerity, respect, regularity and punctuality. Key characteristics of good work ethics are identified as attendance, character, teamwork, appearance, attitude, productivity, organization, communication, cooperation and respect. Maintaining proper work ethics is important for both the individual and their workplace.
This document discusses values and culture. It defines values as the core of personality that strongly affects behavior in judgmental and relatively stable ways. Culture is defined as learned, shared patterns of behavior. The document outlines various classifications and sources of values, including individual, social, and religious influences. It also discusses Hofstede's framework for assessing cultural values like individualism/collectivism and uncertainty avoidance. Key values in Indian culture discussed include respecting individuals, cooperation, and purification of mind. Values that East and West can learn from each other are also outlined.
The document discusses the importance of ethics and making ethical decisions. It provides an overview of key concepts like ethics, values, morals, foundational ethics and situational ethics. It also outlines various frameworks that can be used in ethical decision making, such as utilitarianism, deontology, and virtue ethics. The presentation emphasizes developing strong personal convictions, integrity, and using frameworks to thoughtfully evaluate ethical issues and choices.
This document discusses core values, integrity, ethics, accountability, and principles. It provides examples of integrity in daily life and the workplace. Maintaining integrity brings one closer to God and earns trust. Good ethics at work include punctuality, accountability, not taking credit for others' work, and working as a team. The document emphasizes the importance of integrity, ethics, accountability, and principles for organizations and individuals.
This document provides an overview of virtue ethics. It discusses that virtue ethics focuses on the character of the actor rather than just the act itself. It examines what traits make up virtuous versus vicious characters. The strengths of virtue ethics are that it emphasizes the connection between acts and character, and encourages viewing ethical decisions in the context of one's overall character. However, virtue ethics is criticized for potentially being too individualistic and not focusing enough on the good of society. The document also discusses applications of virtue ethics to medicine.
This document discusses the importance of integrity, which it defines as having consistency between actions, words, and beliefs. It emphasizes that integrity requires actions, not just words, and that integrity involves doing the right thing even when no one is watching. It also discusses how integrity leads to trustworthiness, good governance, and sustainability. Maintaining integrity means doing what is right rather than what is easy.
The document summarizes values for managers in organizations. It defines values as qualities or ideals that guide conduct and judgments. There are terminal values related to life goals and instrumental values regarding modes of conduct. The document outlines different types of values including theoretical, economic, social, political, and religious. It discusses how values provide direction for behavior, goals, self-image, and life. Organizational commitment is influenced by whether an employee's personal values align with the company's values. The document concludes that a manager must exemplify good values and beliefs to optimize employee commitment and organizational performance.
Hamlet ponders the meaning of life in his famous "To be, or not to be" soliloquy. He questions whether it is better to endure the hardships of life or take arms against them through death. Hamlet views life as full of "slings and arrows of outrageous fortune" and is unsure if we should suffer life's difficulties or end them through death. In another passage, Lance Armstrong reflects on his battle with cancer and what it means to be alive. He describes the physical toll of the disease and recovery in vivid terms. While Hamlet is uncertain about life's value, Armstrong seems to have a more positive view, appreciating life after facing mortality.
This document discusses family centered care by defining the family, describing family types and structures, roles within families, and common stressors faced by families. Key points include:
- A family is a group connected by blood, marriage, or adoption that shares responsibilities and lives together. It plays a primary role in socializing individuals.
- Nuclear and joint families are the main types based on size and structure. Families also vary based on marriage type (monogamous, polygamous) and residence patterns.
- Each family member has roles like the father providing financially, the mother caring for the home, and children respecting elders and learning culture.
- Common stressors include death, job loss,
Family is the basic unit of society and can be related by blood or other relationships. The most important people for children are their parents or guardians who care for them from birth. A family aims to provide children with a strong emotional legacy through safety, confidence, identity, and unconditional love. They also hope to impart a social legacy including respect, responsibility, love, rules, and social skills. While often less prioritized, the spiritual legacy parents pass on through faith examples is also important for children's development.
The document discusses how leaders can earn trust and respect from their subordinates. It identifies 5 elements of trust: transparency, respect, uniting the team, showing you care, and trust-building activities. It then provides 8 steps to regain trust if it has been lost: 1) discuss the problem with God, 2) always take initiative to acknowledge issues, 3) sympathize with feelings, 4) confess your part of the conflict, 5) get feedback and attack the problem not the person, 6) make specific changes, 7) communicate clearly and consistently, and 8) promote accountability. Restoring trust is difficult and may require changes to toxic team behaviors. Consistency and transparency are key to rebuilding trust.
Morality refers to the differentiation between right and wrong intentions, decisions, and actions. Morality can derive from a particular philosophy, religion, or culture. It establishes standards of conduct and determines what behaviors are considered right or wrong, as well as what provides benefit or harm to groups rather than just individuals. Non-moral standards govern individual aspirations and desires and help define a person's place within their group through rules about things like etiquette, aesthetics, and games. Moral standards deal with issues that can seriously affect others, are not dependent on authority, are valued over self-interest, and can lead to feelings of guilt.
The document discusses accountability and building a culture of accountability. It asks what accountability is, where you stand in terms of accountability, and what is needed to be accountable. It notes that accountability starts with the individual and their personal choice to be accountable. The document also discusses lack of accountability and provides exercises for managers to build a culture of accountability.
This document discusses the importance of honesty and integrity. It defines honesty as truthfulness and freedom from deceit, while defining integrity as adherence to moral principles and acting honorably. It notes that without honesty and integrity, it is impossible to develop meaningful relationships or trust oneself. The document encourages developing a personal integrity plan by reflecting on admired traits like truth and fairness, and creating statements about how those principles will guide one's actions.
Workplace ethics are important for effective productivity and balance in both personal and professional life. Common issues of workplace ethics include punctuality, responsibility, integrity, loyalty, teamwork, and professionalism. While ethical problems are inevitable, training and recognizing good behavior can help promote strong, two-way ethics that are both personal and professional.
human values in ethics
need of values
types of values
schwartz theory of basic values
core values
value v/s belief
values we must learn
famous sayings on human values
This document provides an overview of general ethics, including:
1. The major branches of ethics - meta-ethics, normative ethics, applied ethics, descriptive ethics, and moral psychology.
2. The principles of ethics, including personal ethics (concern for others, respect, trustworthiness), global ethics (justice, environmental stewardship), and professional ethics (honesty, integrity, transparency).
3. A discussion of how ethical principles serve as guidelines rather than absolute rules, as they can conflict in practice depending on circumstances.
This document provides an overview of basic ethics concepts. It defines ethics as concerning what is good and right versus bad and wrong conduct. It discusses ethical theories for judging acts, and why being ethical is important. Normative ethics evaluates what should be, while descriptive ethics describes what is. Overall, ethics involves determining moral standards to judge actions as right or wrong.
slides on understanding workplace ethics, what it affects, benefits of workplace ethics, slides on ethic codes, codes of conduct, values, ethic programs, required resources, two ethical styles, 3 steps to resolve ethical dilemmas and how to address ethical dilemmas, guidelines and slides on implementing ethic programs, detecting 6 key roles and responsibilities, guidelines for moral decision making, 10 common ethic code provisions, 15 slides on creating an effective code of conduct, and more.
This document discusses workplace ethics, including defining ethics, examples of good and poor ethics, and how to encourage an ethical culture. It outlines that ethics are principles of right conduct that govern behavior through established standards. Good ethics in the workplace include productivity, accountability, initiative, critical thinking, punctuality, and positivity. Encouraging ethics involves fairness, transparency, training, recognition, communication, and feedback. An ethical culture makes doing the right thing easy and the wrong thing difficult.
This document discusses the importance of work ethics for professionals. It defines work ethics as a set of standards and rules for satisfactory job performance, including sincerity, respect, regularity and punctuality. Key characteristics of good work ethics are identified as attendance, character, teamwork, appearance, attitude, productivity, organization, communication, cooperation and respect. Maintaining proper work ethics is important for both the individual and their workplace.
This document discusses values and culture. It defines values as the core of personality that strongly affects behavior in judgmental and relatively stable ways. Culture is defined as learned, shared patterns of behavior. The document outlines various classifications and sources of values, including individual, social, and religious influences. It also discusses Hofstede's framework for assessing cultural values like individualism/collectivism and uncertainty avoidance. Key values in Indian culture discussed include respecting individuals, cooperation, and purification of mind. Values that East and West can learn from each other are also outlined.
The document discusses the importance of ethics and making ethical decisions. It provides an overview of key concepts like ethics, values, morals, foundational ethics and situational ethics. It also outlines various frameworks that can be used in ethical decision making, such as utilitarianism, deontology, and virtue ethics. The presentation emphasizes developing strong personal convictions, integrity, and using frameworks to thoughtfully evaluate ethical issues and choices.
This document discusses core values, integrity, ethics, accountability, and principles. It provides examples of integrity in daily life and the workplace. Maintaining integrity brings one closer to God and earns trust. Good ethics at work include punctuality, accountability, not taking credit for others' work, and working as a team. The document emphasizes the importance of integrity, ethics, accountability, and principles for organizations and individuals.
This document provides an overview of virtue ethics. It discusses that virtue ethics focuses on the character of the actor rather than just the act itself. It examines what traits make up virtuous versus vicious characters. The strengths of virtue ethics are that it emphasizes the connection between acts and character, and encourages viewing ethical decisions in the context of one's overall character. However, virtue ethics is criticized for potentially being too individualistic and not focusing enough on the good of society. The document also discusses applications of virtue ethics to medicine.
This document discusses the importance of integrity, which it defines as having consistency between actions, words, and beliefs. It emphasizes that integrity requires actions, not just words, and that integrity involves doing the right thing even when no one is watching. It also discusses how integrity leads to trustworthiness, good governance, and sustainability. Maintaining integrity means doing what is right rather than what is easy.
The document summarizes values for managers in organizations. It defines values as qualities or ideals that guide conduct and judgments. There are terminal values related to life goals and instrumental values regarding modes of conduct. The document outlines different types of values including theoretical, economic, social, political, and religious. It discusses how values provide direction for behavior, goals, self-image, and life. Organizational commitment is influenced by whether an employee's personal values align with the company's values. The document concludes that a manager must exemplify good values and beliefs to optimize employee commitment and organizational performance.
Hamlet ponders the meaning of life in his famous "To be, or not to be" soliloquy. He questions whether it is better to endure the hardships of life or take arms against them through death. Hamlet views life as full of "slings and arrows of outrageous fortune" and is unsure if we should suffer life's difficulties or end them through death. In another passage, Lance Armstrong reflects on his battle with cancer and what it means to be alive. He describes the physical toll of the disease and recovery in vivid terms. While Hamlet is uncertain about life's value, Armstrong seems to have a more positive view, appreciating life after facing mortality.
This document discusses family centered care by defining the family, describing family types and structures, roles within families, and common stressors faced by families. Key points include:
- A family is a group connected by blood, marriage, or adoption that shares responsibilities and lives together. It plays a primary role in socializing individuals.
- Nuclear and joint families are the main types based on size and structure. Families also vary based on marriage type (monogamous, polygamous) and residence patterns.
- Each family member has roles like the father providing financially, the mother caring for the home, and children respecting elders and learning culture.
- Common stressors include death, job loss,
Family is the basic unit of society and can be related by blood or other relationships. The most important people for children are their parents or guardians who care for them from birth. A family aims to provide children with a strong emotional legacy through safety, confidence, identity, and unconditional love. They also hope to impart a social legacy including respect, responsibility, love, rules, and social skills. While often less prioritized, the spiritual legacy parents pass on through faith examples is also important for children's development.
This document discusses several important concepts for counselors to understand when interviewing and counseling clients from diverse backgrounds:
1) Culture provides a framework for how we understand the world and communicate, so it is important for counselors to understand their own culture as well as their clients' cultures.
2) Factors like gender, sexual orientation, socioeconomic status, spirituality/religion, and family background deeply influence people's experiences and perspectives.
3) Counselors must work to understand their clients' lives and identities without bias or assumptions in order to build rapport and provide effective assistance.
PPT on Attitude made by Jyoti Pali ,Research Scholarjyotiilifesgud
Attitudes are relatively enduring organizations of beliefs, feelings, and behaviors towards objects, groups, events, or symbols. They have three components - affective (feelings), behavioral, and cognitive (beliefs). Attitudes are formed through direct experience, association with other attitudes or people, influence from family/peers, one's neighborhood and socioeconomic status, and mass communications like advertising. Prejudice is a negative or hostile attitude towards a social group formed before having full information, often based on stereotypes, upbringing, and distorted personal experiences.
The document discusses the concept of attitudes and how they relate to an iceberg. It states that only 10% of an iceberg is visible above water, while 90% is below the surface. Similarly, only a small part of a person's attitudes are visible to others through their observable behavior, while most attitudes lie below the surface, unknown to others.
The document then provides definitions of attitudes, discusses their nature and components. It explains how attitudes are learned and developed through experiences, trauma, and adopting the attitudes of others. Factors influencing attitude formation include intellectual, emotional, social, and environmental factors. Attitudes can be changed through education, propaganda, modeling good behaviors, and direct experiences. Assessing attitudes can be
This document discusses personal relationships and responsibilities within relationships. It begins by defining personal relationships as interactions between individuals that help fulfill fundamental needs for survival and belonging. It then explores how attachments are formed from infancy through relationships with caregivers. Key components of relationships like intimacy, commitment, passion and attraction are examined. The document stresses the importance of responsibilities like respecting others, providing support, and being accountable in relationships to make them healthy and long-lasting.
With the assumption that every non-kinship adoption is a transcultural one, the presenter discusses the small and large conflicts that can arise in open adoptions due to the differing values between birth and adoptive family members. She discusses the ways families can successfully confront these challenges and makes recommendations for ways professionals can better support families in their care. This workshop was presented at the Open Adoption Symposium by Coordinators 2, an open adoption agency in Richmond, VA.
The document discusses the challenges that can arise in open adoptions due to differing values between birth and adoptive family members. It addresses both small conflicts and larger ones. Recommendations are made for how professionals can better support families in navigating these issues, including recognizing grief and loss in adoption and not diminishing one family over another. Flexibility is key as needs and circumstances change over time.
This document defines key concepts related to values and beliefs in nursing. It begins by outlining objectives to define values/beliefs, explain how behaviors relate to values, identify sources of professional nursing values, apply cultural and developmental perspectives to values, and examine values conflicts and resolutions. It then defines terms like values, beliefs, attitudes, assumptions, and discusses types of beliefs, values, and how values are transmitted and influence behavior. It concludes by outlining some key professional values for nurses like altruism, autonomy, human dignity, integrity, and social justice.
This document discusses human development and psychology across the lifespan from infancy to late adulthood. It covers key stages of development from 0-5 years, 6-12 years, adolescence, early adulthood, middle adulthood, and late adulthood. For each stage, it describes physical, cognitive, social, and emotional characteristics. The document also discusses theories of Erik Erikson on psychosocial development and the psychology of vulnerable groups like the sick/ailing, women, and challenged individuals.
This document provides an overview of business ethics and corporate governance. It discusses key concepts like values, ethics, sources of values, types of values, and how values can differ across cultures.
The main points are:
1. Ethics studies concepts like good and evil, right and wrong, and moral philosophy. Values are principles that guide actions and depend on personal judgment.
2. There are many sources of values like family, peers, role models, and institutions that help shape a person's values through socialization and experience.
3. Values can be classified in different ways, such as terminal vs instrumental values, and individual values like practical or moralistic values. Loyalty and ethical behavior are important foundations
Values are deeply held beliefs that guide our behavior and define what is good or bad. They are learned early in life from friends, family, and culture. Values influence our goals and preferences. Attitudes are learned evaluations of people, objects, or ideas that can be favorable or unfavorable. Attitudes are influenced by experiences, associations, family, peers, and society. Attitudes have cognitive, affective, and behavioral components and serve functions like adjustment, ego defense, value expression, and gaining knowledge. While values tend to be stable, attitudes can potentially be changed by providing new information, changing situations, using credible communicators, or moderate fear appeals.
This document discusses the importance of family guidance. It states that families provide guidance to their members to help them make good decisions and understand complex situations and problems. During challenging stages of life like adolescence, guidance from parents and elders is essential. The document encourages parents to clearly guide their children based on solid principles, with sincerity and patience, to help their children achieve prosperity and happiness. It provides an activity asking students to draw a hand and write examples of how their family has helped guide them in decision making and faith formation.
The document discusses several factors that influence individual development:
Family influences development through home environment, guidance, and socioeconomic status. Peer groups influence intellectual, personality, emotional, and social development. Society and culture shape socioeconomic, personality, and spiritual development through their beliefs and values. Access to technology resources can improve cognitive, emotional, and social development. Teachers and schools also influence development through their teaching methods and facilities.
This document discusses the importance of relationships for health and well-being. It describes different types of relationships like family, friends, and roles, and explains how they can positively impact physical, social, and emotional health. Maintaining healthy relationships requires skills like communication, cooperation, and compromise. Key aspects of strong relationships include mutual respect, honesty, dependability, and commitment. Good character traits also contribute to positive relationships.
The document discusses the development of self and how it arises from interactions with others. It states that family members generally have the first influence through their direct definitions of us, our reflected appraisals of their views of us, and the identity scripts they unconsciously pass on. These early interactions shape our attachment styles and influence how we see ourselves and approach relationships. The document also discusses how cultural and social forces like gender roles, racism, and heterosexism can influence our views of ourselves and others.
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This document discusses critical and creative thinking skills. It defines critical thinking as using logic and evidence to make decisions, which involves separating facts from claims and identifying biases. Creative thinking is used for problem-solving and includes skills like problem sensitivity, idea fluency, originality, and flexibility. It provides examples of each thinking skill and how they can be applied, such as checking the validity of arguments, considering multiple solutions to a problem, adapting to new constraints, and learning from feedback.
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The document discusses three key elements of effective speech delivery: passion, poise, and illustrations. It defines passion as a strong belief in one's content and its ability to add value for the audience. Poise is about remaining calm and in control under pressure by focusing on the audience's needs and being able to adapt quickly depending on if the audience is friendly, apathetic, or hostile. Illustrations refer to examples and infographics used to help audiences understand concepts, with examples being customized for the audience and infographics helping to visualize data.
Dr. Debaleena Dutta discusses communicative competence, which is the ability to communicate effectively and appropriately according to the social context. Communicative competence has four components: linguistic competence involving grammar, vocabulary, and pronunciation; discourse competence involving organizing sentences coherently; socio-linguistic competence involving adapting language style to different audiences; and strategic competence involving resolving communication breakdowns. Successful communication requires both theoretical linguistic knowledge and practical application of language according to the social situation.
An essay is composed of multiple paragraphs, each discussing a sub-topic related to the overall topic. The writer first identifies possible sub-topics and orders them logically. Each paragraph then develops one sub-topic with examples, details, and discourse markers to connect ideas. Finally, the paragraphs are combined in the planned order to form a cohesive essay that addresses the main topic through its sub-topics.
Note taking involves actively listening and writing down key information in shorthand. It is important for capturing live discussions in academic lectures and counseling sessions. Note taking is a skill that requires practice to sharpen listening and writing abilities. There are several methods for organizing notes, including charting, Cornell, outlining, sentence, and mind mapping methods. The Cornell method divides the page into sections for notes, questions, and summaries. Outlining arranges topics hierarchically. Sentence notes write each thought on a new line. Mind mapping uses a central topic and branches out related ideas.
The document discusses common errors in English grammar, including errors with modifiers, adverbs, pronouns, and commonly confused words. Modifier errors include misplaced modifiers, squinting modifiers, and dangling modifiers. Adverb errors involve incorrectly placing adverbs before verbs or at the end of sentences. Pronoun errors occur with subject and object cases. Commonly confused words are defined, like accept/except, there/their, and discrete/discreet.
Legal documents must follow certain principles to be clear, concise and avoid errors.
1) Use active voice to make sentences short and fix responsibility. 2) Avoid lengthy phrases and use concrete words. 3) Limit use of "shall" and instead use "must" for obligations and "will" for future actions. 4) Remove redundancies which make the document sound unprofessional. 5) Proofread to avoid errors in grammar, spelling or punctuation. 6) Use courteous, diplomatic language without assumptions about age, gender or other attributes. 7) Always cite facts to make the writing sincere.
This document discusses legal briefs and summarizing court cases. It defines a legal brief as a short summary of a case and notes they can be made by law students or attorneys. For attorneys, a brief outlines a client's grievance and which laws should prevail in their lawsuit. For law students, a brief summarizes a case from inception to judgment, discussing the court's opinion and legal interpretations. Effective briefs are written in past tense, contain a point-wise sequence of events, and include the key parts of a case like parties, citation, facts, issues, holding, and reasoning.
This document discusses different types of sentences in English and how to transform them. The main types are assertive, negative, interrogative, imperative, and exclamatory sentences. It provides examples and guidelines for converting between these types, such as transforming an imperative sentence to an interrogative by making it a polite request. Adjectives and adverbs of degree like "too" and "no sooner than" are also covered, along with converting between positive, comparative, and superlative forms of adjectives. The overall aim is to learn how to effectively change sentences while maintaining the original meaning.
Here are the types of conditionals for the sentences:
1. Zero conditional
2. First conditional
3. Third conditional
4. Zero conditional
5. First conditional
6. Zero conditional
7. Second conditional
8. Third conditional
9. Second conditional
10. Third conditional
Language is an essential tool for human communication that has several key characteristics. It is abstract, allowing humans to generalize concepts. It is artificial and arbitrary, as languages are learned rather than innate, and words are associated with meanings through human convention rather than natural law. Language is also restricted in its ability to fully express thoughts, and redundant with extra words used. However, it is recursive, allowing the formation of infinite sentences through grammar, and creative through word formation processes like blending and clipping.
The document discusses the 7 C's of business communication principles: Conciseness, Clarity, Concreteness, Correctness, Completeness, Courtesy, and Consideration. Conciseness means communicating information in as short a way as possible. Clarity means clearly sending a message without confusion. Concreteness involves providing numerical information rather than vague descriptions. Correctness refers to proper grammar, spelling, and punctuation. Completeness is fully describing a product. Courtesy and Consideration involve being respectful and seeing things from the other person's perspective.
The document discusses subject-verb agreement and the different types of nouns. It covers three main types of nouns: singular invariable nouns, plural invariable nouns, and variable nouns. It also discusses the three main rules for subject-verb agreement: grammatical rules, notional rules, and rules of proximity. Notional rules are used when the subject is a collective noun where members are not united, the name of a country in sports, concepts involving amounts of time/money/distance, things that are said together, and names of diseases/subjects.
Paralanguage refers to the non-verbal elements of speech such as volume, pitch, tone, rate of speech, stress, articulation, pronunciation, and silence. These paralinguistic features convey emotions and support the verbal message. Effective use of paralanguage includes adjusting volume based on occasion, varying pitch and tone to show different meanings, stressing important words, and pausing strategically between ideas.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
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Foodservice Consulting + Design
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
2. Persuasion Skills: Definition
Persuasion Skills include:
The ability to build rapport, and
Convince your listener to think or act
accordingly, as you say to him/her.
3. Persuasion Skills: Definition
Persuasion is a highly skilled communication.
It requires:
Knowledge of self and others
in terms of values, beliefs and attitude.
Only when these three factors are matched, we can change behaviour
(action) of our listener.
4. Values: Definition
• We all are born into a specific
culture.
• That culture has its own way of
seeing things.
• Things are seen positively or
negatively.
• This binary manner of viewing
things is called “Values”.
• Eg.: Greeting with body contact is
seen positively in western cultures.
Negatively in eastern cultures.
5. Beliefs: Definition
• Beliefs are the value-system embedded in each individual family.
• Every family interprets the cultural values of a nation in its own,
specific way.
• Accordingly, the parents pass on such family-values, aka belief-system
to the kid.
Eg.: Cultural value: be strong
Family value: do not weep or show emotions.
6. Attitude: Definition
• Attitude is like ‘glasses to see the world’.
• Based on your family training, you look upon certain things as good or
bad.
• Accordingly, you have a positive or negative bias towards that thing.
Eg.: A boy-child trained not to show emotions, will grow up to be a man
who hides emotions. He will think bad of those men who cry, and think
highly of those men who suppress their emotions.
7. Behaviour: Definition
• A set of actions, that result from our attitude-bias and family beliefs.
Eg.: The boy who hides emotions, will always behave rudely to people,
especially men, who cry or express emotions.
8. A Person = blend of values, beliefs, attitude and behavior
• We all are born into a family.
• The family is a part of a culture, in a nation.
• The culture and nation combine together
to give the family a structure of values.
• With that, one family interact with another.
• However, every family makes a unique
interpretation of those values, according to
its needs. So, family gives the child the
belief system.
Eg.: Even in a patriarchal society, a girl may
be brought up like a son, because the father
believes in gender equality.
9. A Person = blend of values, beliefs, attitude and behaviour
• Based on the treatment thus received,
both the girl and boy child of that
family will grow up to have a belief in
gender equality.
• This will translate into specific
attitude and behaviour.
• They will become friends with people
who have the same mentality.
• They will protest against/ avoid any
discrimination based on gender.
10. Impact on Interpersonal Communication
• A person can judge another person
only through his/her actions, i.e.
behaviour.
• That means, all that one says, writes
and does, come under behaviour.
• Others interpret this “information”
as attitude and belief of that person.
• Accordingly, they behave positively,
negatively or neutrally with that
person.
• If we keep this in mind, we will pay
attention to how we behave with
others.