It’s a simple fact that the key to Supervison is understanding people. It’s also true that understanding people is not simple. This module focuses on some of the key concepts of understanding people. Do not try to decide which is the one best way to understand people. All of these concepts have value and none is predominate. Note that the last page of this is instructive.
Workshop Slides from a custom program that I put together for a few clients of mine. With 4-5 generations at work, each with distinct psychographics, there is bound to be more conflict than in the past. This workshop equips managers and leaders to manage this conflict more effectively.
This document provides information on dealing with conflict through transactional analysis and assertiveness. It discusses transactional analysis concepts including ego states (parent, child, adult), types of transactions (complementary, crossed, ulterior), and life positions. It also covers assertiveness versus passive, aggressive, and passive-aggressive behaviors. Additional topics include dealing with anger, preventing workplace violence, and conflict management styles such as forcing, avoiding, accommodating, compromising, and collaborating.
These are my views on the book. Stephen R. Covey has been my first favorite author since so long that I even forgot lately - why? Recently I got a chance to go through the book again and I found out the answer. Hope this compact version helps others too in some or the other way.
This document discusses communication styles and organizational structures. It begins by defining interpersonal communication and noting that communication is behavior that affects professional and personal life. It then discusses organizational structures, noting that structure determines how communication flows and what policies will be. Current trends include streamlining management layers, team-based structures, and making teamwork important. The document also covers principles of organization design, organizational communication patterns, and the impact of digital technologies on communication. It provides tips for active listening, planning messages, and using different response styles situationally.
The document summarizes the key principles from Stephen Covey's book "The Seven Habits of Highly Effective People". It discusses the importance of having absolute principles like fairness and integrity. It also explains the difference between personality traits and character traits, and how both are needed for long-term success. Additionally, it outlines Covey's maturity continuum from dependence to independence to interdependence. The seven habits that Covey proposes are also briefly introduced: be proactive, begin with the end in mind, put first things first, think win-win, seek first to understand then to be understood, synergize, and sharpen the saw.
Power can be used positively or negatively within organizations. There are seven bases of power: coercive, connection, reward, legitimate, referent, information, and expert. To increase power bases, one should develop relationships, provide value to others, and gain expertise. When influencing others, it is important to consider the person and situation, and use appropriate tactics like ingratiation, rational persuasion, or inspiration. Organizational politics involves networking, reciprocity, and coalition building. Maintaining positive relationships with superiors, subordinates, and peers is key. Business etiquette and proper customer service techniques help create goodwill and satisfaction.
This document discusses various intrapsychic factors that influence behavior, relationships, and performance including attitudes, job satisfaction, self-concept, values, and ethics. It covers Theory X and Y attitudes, the factors that influence job satisfaction, how self-concept is formed through self-efficacy and attributions, the role of values and spirituality in the workplace, Kohlberg's stages of moral development, and challenges around global ethics.
Human relations at work adetoun omole (acipm)Adetoun Omole
Human Relations at work is indeed very critical to organizational success. Human relations skills is a 'must - have' so as to gain the 'people edge' and deploy it accordingly for maximum success.
Workshop Slides from a custom program that I put together for a few clients of mine. With 4-5 generations at work, each with distinct psychographics, there is bound to be more conflict than in the past. This workshop equips managers and leaders to manage this conflict more effectively.
This document provides information on dealing with conflict through transactional analysis and assertiveness. It discusses transactional analysis concepts including ego states (parent, child, adult), types of transactions (complementary, crossed, ulterior), and life positions. It also covers assertiveness versus passive, aggressive, and passive-aggressive behaviors. Additional topics include dealing with anger, preventing workplace violence, and conflict management styles such as forcing, avoiding, accommodating, compromising, and collaborating.
These are my views on the book. Stephen R. Covey has been my first favorite author since so long that I even forgot lately - why? Recently I got a chance to go through the book again and I found out the answer. Hope this compact version helps others too in some or the other way.
This document discusses communication styles and organizational structures. It begins by defining interpersonal communication and noting that communication is behavior that affects professional and personal life. It then discusses organizational structures, noting that structure determines how communication flows and what policies will be. Current trends include streamlining management layers, team-based structures, and making teamwork important. The document also covers principles of organization design, organizational communication patterns, and the impact of digital technologies on communication. It provides tips for active listening, planning messages, and using different response styles situationally.
The document summarizes the key principles from Stephen Covey's book "The Seven Habits of Highly Effective People". It discusses the importance of having absolute principles like fairness and integrity. It also explains the difference between personality traits and character traits, and how both are needed for long-term success. Additionally, it outlines Covey's maturity continuum from dependence to independence to interdependence. The seven habits that Covey proposes are also briefly introduced: be proactive, begin with the end in mind, put first things first, think win-win, seek first to understand then to be understood, synergize, and sharpen the saw.
Power can be used positively or negatively within organizations. There are seven bases of power: coercive, connection, reward, legitimate, referent, information, and expert. To increase power bases, one should develop relationships, provide value to others, and gain expertise. When influencing others, it is important to consider the person and situation, and use appropriate tactics like ingratiation, rational persuasion, or inspiration. Organizational politics involves networking, reciprocity, and coalition building. Maintaining positive relationships with superiors, subordinates, and peers is key. Business etiquette and proper customer service techniques help create goodwill and satisfaction.
This document discusses various intrapsychic factors that influence behavior, relationships, and performance including attitudes, job satisfaction, self-concept, values, and ethics. It covers Theory X and Y attitudes, the factors that influence job satisfaction, how self-concept is formed through self-efficacy and attributions, the role of values and spirituality in the workplace, Kohlberg's stages of moral development, and challenges around global ethics.
Human relations at work adetoun omole (acipm)Adetoun Omole
Human Relations at work is indeed very critical to organizational success. Human relations skills is a 'must - have' so as to gain the 'people edge' and deploy it accordingly for maximum success.
Ethical Issues for Administrators: What is Ethics FALL17brucemiller9901
I understand what defines a value.
I understand what defines moral/ethical principles.
I understand how we develop our values.
I understand how our values shape our morals/ethical ethos.
I understand why it is important to understand our values in order to make sound moral/ethical decisions.
Networking and negotiating are important skills for business and career success. The document outlines the networking process which includes self-assessment, developing a network, conducting informational interviews, and maintaining relationships. It also discusses negotiating strategies such as planning, bargaining, and reaching agreement or impasse. Cultural differences are important to consider for global networking and negotiating. The key takeaways are developing an effective self-introduction, growing a professional network, and understanding negotiation techniques like concession making and integrating interests to find win-win solutions.
Motivation is the internal process leading to behavior to satisfy needs. Performance is determined by the formula: Performance = Ability x Motivation x Resources. There are several theories of motivation including: content theories like Maslow's hierarchy of needs and ERG theory that focus on identifying people's needs; process theories like expectancy theory that examine how motivation works; and reinforcement theories based on positive and negative consequences influencing behavior. Effective motivation techniques include setting objectives, job enrichment, praise, and management by objectives. Cross-cultural differences also impact motivation.
This document discusses time management and career management. It provides guidance on developing effective time management skills such as keeping a time log to analyze time usage, assigning priorities to tasks, and implementing a three-step time management system. Regarding career management, it outlines the typical stages of a career, the importance of career planning and development, and tips for getting a job, earning raises and promotions. Effective time management and career planning are emphasized as keys to success in work and personal life.
The document summarizes a 3-day training on "The 7 Habits of Highly Effective People" conducted by Franklin Covey South Asia in February 2004. The training covered the objectives of sharing learning around the 7 habits and key concepts like the A-STAR model, emotional bank account, maturity continuum, basic change model, and third-person teaching. It provided overviews and explanations of each of the 7 habits, which are designed to help people achieve private and public victory in their personal, interpersonal, managerial and organizational effectiveness.
SMUMN Ethical Issues for Administrators-Session 2bruce.miller
The document discusses how culture, values, and leadership are interrelated. It explains that a school's culture is defined by the values and norms that have developed over time. Values shape how leaders make decisions and handle conflict. Effective leaders align their values with those of their community and focus on developing others. Making ethical decisions requires considering multiple perspectives and principles.
Leadership can be defined as influencing others to achieve objectives. There are various leadership theories that examine the traits, behaviors, and styles of effective leaders. Contingency theories suggest that the best leadership style depends on situational factors. Developing trust is important for leadership and requires integrity, competence, consistency, loyalty, openness and risk taking. Cultural differences must also be considered in global leadership.
The document summarizes Stephen Covey's book "The 7 Habits of Highly Effective People". It outlines the 7 habits which are: 1) Be Proactive, 2) Begin with the End in Mind, 3) Put First Things First, 4) Think Win-Win, 5) Seek First to Understand, Then to Be Understood, 6) Synergize, and 7) Sharpen the Saw. Following each habit is a brief explanation of the principle and how to apply it to improve effectiveness. The overarching message is that developing good habits leads to an effective personal and professional life.
PSY 126 Week 11: Team Dynamics, Creativity & Problem SolvingMatthew Eisenhard
This document discusses team dynamics, creativity, and problem solving and decision making. It covers various topics related to effective teamwork including types of teams, team structure, team dynamics, stages of team development, decision making styles and models, and techniques for creativity. Key aspects of team structure include leadership, composition, problem solving/decision making, and conflict management. Important team dynamics include objectives, size, norms, cohesiveness, status, roles, and development stages. [/SUMMARY]
SMUMN Ethical Issues for Administrators-Session 1bruce.miller
I understand what defines a value.
I understand what defines moral/ethical principles.
I understand how we develop our values.
I understand how our values shape our morals/ethical ethos.
I understand why it is important to understand our values in order to make sound moral/ethical decisions.
B.tech i ecls_u-4_positive attitude and outlookRai University
This document discusses positive attitude and thinking. It defines positive attitude as expressing favor toward people and situations, and being formed by past and present experiences. Positive thinking involves thinking good, affirmative thoughts to improve health and growth. Negative attitude is defined as unhappiness and feeling everything is unfair. The benefits of positive attitude include increased lifespan, better health, and resilience. Developing positive attitude involves practices like positive self-talk, helping others, expressing gratitude, and focusing on enjoyable moments.
This document discusses leadership in school principals. It notes that principals must balance being a trustee of the learning community, a politician managing stakeholders, and an administrator managing details. Effective principals are not just followers and have avoided becoming "fossilized". The document suggests principals focus on preparation, planning strategically, and increasing right brain activity to encourage creativity. It emphasizes that the role of principal is to establish a culture of learning and drive the learning community.
Ethical issues for administrators power point session 1.2017.1bruce.miller
Here are the key points from Carol Gilligan's study:
- Gilligan conducted interviews with 72 boys and girls aged 6-16 years old.
- She found that boys tended to focus more on rules, rights, and formal structures in their moral reasoning.
- Girls, on the other hand, emphasized interpersonal relationships, compassion, and care in their moral reasoning.
- Gilligan argued this showed that morality incorporates both an ethics of justice (rules and rights) and an ethics of care (compassion and responsibility in relationships).
Stephen R. Covey - 'The Seven Habits of Highly Effective People'Ashis Lamba
The presentation gives us a crisp overview of what Mr.Stephen has tried to present in his best selling book
'The Seven Habits of Highly Effective People'.
The document summarizes Stephen Covey's "Seven Habits of Highly Effective People" framework. It outlines the 7 habits: 1) Be Proactive, 2) Begin with the End in Mind, 3) Put First Things First, 4) Think Win-Win, 5) Seek First to Understand, Then to Be Understood, 6) Synergize, and 7) Sharpen the Saw. It also discusses the importance of developing good character and effective habits for both individual and organizational success. The habits are principle-centered and focus on developing proactivity, leadership, management, interpersonal skills, communication, creativity, and self-renewal.
Introduction to the 7 habits of highly effectiveVignesh Kumar
The document provides an overview of Stephen Covey's "Seven Habits of Highly Effective People". It discusses the development of habits and how personality is formed by character. It outlines four levels of leadership and explains the maturity continuum. Key concepts include developing an emotional bank account and maintaining trust in relationships. The seven habits are then summarized, including being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand others, and synergizing to find cooperative solutions.
The document discusses communication and moral values. It defines communication and its important parts like verbal and non-verbal communication. It also discusses barriers to communication like personal, semantic and physical barriers and provides tips to overcome these barriers. The document then defines moral values and character building, how moral values develop in an individual and ways to strengthen character. It emphasizes the importance of moral values and strong character in personal and professional life.
Cooperation exists when people work together toward a common goal with mutual respect. It requires understanding different roles and perspectives. Courage, caring, consideration and sharing provide a foundation for cooperation.
This document provides an overview of an MBTI workshop for teams. It discusses exercises and activities to help participants understand their own personality types using the MBTI framework. These include exercises on building trust within the team, understanding the key aspects of personality type (E/I, S/N, T/F, J/P), analyzing team dynamics based on type, and developing action plans based on type insights. The goal is to help teams leverage personality diversity and understand different perspectives to improve collaboration.
Eleonora vardanyan speech 104 power point beliefs, attitudes,behaviorEllavard
This document discusses different value systems and codes of conduct including:
1) The Six Pillars of Character, Gene Autry's Cowboy Code, the Bushido Code, and the Ideals of Chivalry.
2) It also examines how values and attitudes are formed through moralizing, modeling, experimenting, and clarification.
3) Finally, it discusses the relationship between values, attitudes, and behavior and how attitudes can be changed by adding new beliefs or changing behavior.
This document discusses key concepts related to ethics and values including:
- Beliefs, attitudes, behavior, ethics, and values and how they relate.
- How one's values and value system influence decision making and choices.
- Codes of conduct and the six pillars of character which are traits like trustworthiness and responsibility.
- Making ethical decisions and considering options in terms of what is right versus preferences.
Ethical Issues for Administrators: What is Ethics FALL17brucemiller9901
I understand what defines a value.
I understand what defines moral/ethical principles.
I understand how we develop our values.
I understand how our values shape our morals/ethical ethos.
I understand why it is important to understand our values in order to make sound moral/ethical decisions.
Networking and negotiating are important skills for business and career success. The document outlines the networking process which includes self-assessment, developing a network, conducting informational interviews, and maintaining relationships. It also discusses negotiating strategies such as planning, bargaining, and reaching agreement or impasse. Cultural differences are important to consider for global networking and negotiating. The key takeaways are developing an effective self-introduction, growing a professional network, and understanding negotiation techniques like concession making and integrating interests to find win-win solutions.
Motivation is the internal process leading to behavior to satisfy needs. Performance is determined by the formula: Performance = Ability x Motivation x Resources. There are several theories of motivation including: content theories like Maslow's hierarchy of needs and ERG theory that focus on identifying people's needs; process theories like expectancy theory that examine how motivation works; and reinforcement theories based on positive and negative consequences influencing behavior. Effective motivation techniques include setting objectives, job enrichment, praise, and management by objectives. Cross-cultural differences also impact motivation.
This document discusses time management and career management. It provides guidance on developing effective time management skills such as keeping a time log to analyze time usage, assigning priorities to tasks, and implementing a three-step time management system. Regarding career management, it outlines the typical stages of a career, the importance of career planning and development, and tips for getting a job, earning raises and promotions. Effective time management and career planning are emphasized as keys to success in work and personal life.
The document summarizes a 3-day training on "The 7 Habits of Highly Effective People" conducted by Franklin Covey South Asia in February 2004. The training covered the objectives of sharing learning around the 7 habits and key concepts like the A-STAR model, emotional bank account, maturity continuum, basic change model, and third-person teaching. It provided overviews and explanations of each of the 7 habits, which are designed to help people achieve private and public victory in their personal, interpersonal, managerial and organizational effectiveness.
SMUMN Ethical Issues for Administrators-Session 2bruce.miller
The document discusses how culture, values, and leadership are interrelated. It explains that a school's culture is defined by the values and norms that have developed over time. Values shape how leaders make decisions and handle conflict. Effective leaders align their values with those of their community and focus on developing others. Making ethical decisions requires considering multiple perspectives and principles.
Leadership can be defined as influencing others to achieve objectives. There are various leadership theories that examine the traits, behaviors, and styles of effective leaders. Contingency theories suggest that the best leadership style depends on situational factors. Developing trust is important for leadership and requires integrity, competence, consistency, loyalty, openness and risk taking. Cultural differences must also be considered in global leadership.
The document summarizes Stephen Covey's book "The 7 Habits of Highly Effective People". It outlines the 7 habits which are: 1) Be Proactive, 2) Begin with the End in Mind, 3) Put First Things First, 4) Think Win-Win, 5) Seek First to Understand, Then to Be Understood, 6) Synergize, and 7) Sharpen the Saw. Following each habit is a brief explanation of the principle and how to apply it to improve effectiveness. The overarching message is that developing good habits leads to an effective personal and professional life.
PSY 126 Week 11: Team Dynamics, Creativity & Problem SolvingMatthew Eisenhard
This document discusses team dynamics, creativity, and problem solving and decision making. It covers various topics related to effective teamwork including types of teams, team structure, team dynamics, stages of team development, decision making styles and models, and techniques for creativity. Key aspects of team structure include leadership, composition, problem solving/decision making, and conflict management. Important team dynamics include objectives, size, norms, cohesiveness, status, roles, and development stages. [/SUMMARY]
SMUMN Ethical Issues for Administrators-Session 1bruce.miller
I understand what defines a value.
I understand what defines moral/ethical principles.
I understand how we develop our values.
I understand how our values shape our morals/ethical ethos.
I understand why it is important to understand our values in order to make sound moral/ethical decisions.
B.tech i ecls_u-4_positive attitude and outlookRai University
This document discusses positive attitude and thinking. It defines positive attitude as expressing favor toward people and situations, and being formed by past and present experiences. Positive thinking involves thinking good, affirmative thoughts to improve health and growth. Negative attitude is defined as unhappiness and feeling everything is unfair. The benefits of positive attitude include increased lifespan, better health, and resilience. Developing positive attitude involves practices like positive self-talk, helping others, expressing gratitude, and focusing on enjoyable moments.
This document discusses leadership in school principals. It notes that principals must balance being a trustee of the learning community, a politician managing stakeholders, and an administrator managing details. Effective principals are not just followers and have avoided becoming "fossilized". The document suggests principals focus on preparation, planning strategically, and increasing right brain activity to encourage creativity. It emphasizes that the role of principal is to establish a culture of learning and drive the learning community.
Ethical issues for administrators power point session 1.2017.1bruce.miller
Here are the key points from Carol Gilligan's study:
- Gilligan conducted interviews with 72 boys and girls aged 6-16 years old.
- She found that boys tended to focus more on rules, rights, and formal structures in their moral reasoning.
- Girls, on the other hand, emphasized interpersonal relationships, compassion, and care in their moral reasoning.
- Gilligan argued this showed that morality incorporates both an ethics of justice (rules and rights) and an ethics of care (compassion and responsibility in relationships).
Stephen R. Covey - 'The Seven Habits of Highly Effective People'Ashis Lamba
The presentation gives us a crisp overview of what Mr.Stephen has tried to present in his best selling book
'The Seven Habits of Highly Effective People'.
The document summarizes Stephen Covey's "Seven Habits of Highly Effective People" framework. It outlines the 7 habits: 1) Be Proactive, 2) Begin with the End in Mind, 3) Put First Things First, 4) Think Win-Win, 5) Seek First to Understand, Then to Be Understood, 6) Synergize, and 7) Sharpen the Saw. It also discusses the importance of developing good character and effective habits for both individual and organizational success. The habits are principle-centered and focus on developing proactivity, leadership, management, interpersonal skills, communication, creativity, and self-renewal.
Introduction to the 7 habits of highly effectiveVignesh Kumar
The document provides an overview of Stephen Covey's "Seven Habits of Highly Effective People". It discusses the development of habits and how personality is formed by character. It outlines four levels of leadership and explains the maturity continuum. Key concepts include developing an emotional bank account and maintaining trust in relationships. The seven habits are then summarized, including being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand others, and synergizing to find cooperative solutions.
The document discusses communication and moral values. It defines communication and its important parts like verbal and non-verbal communication. It also discusses barriers to communication like personal, semantic and physical barriers and provides tips to overcome these barriers. The document then defines moral values and character building, how moral values develop in an individual and ways to strengthen character. It emphasizes the importance of moral values and strong character in personal and professional life.
Cooperation exists when people work together toward a common goal with mutual respect. It requires understanding different roles and perspectives. Courage, caring, consideration and sharing provide a foundation for cooperation.
This document provides an overview of an MBTI workshop for teams. It discusses exercises and activities to help participants understand their own personality types using the MBTI framework. These include exercises on building trust within the team, understanding the key aspects of personality type (E/I, S/N, T/F, J/P), analyzing team dynamics based on type, and developing action plans based on type insights. The goal is to help teams leverage personality diversity and understand different perspectives to improve collaboration.
Eleonora vardanyan speech 104 power point beliefs, attitudes,behaviorEllavard
This document discusses different value systems and codes of conduct including:
1) The Six Pillars of Character, Gene Autry's Cowboy Code, the Bushido Code, and the Ideals of Chivalry.
2) It also examines how values and attitudes are formed through moralizing, modeling, experimenting, and clarification.
3) Finally, it discusses the relationship between values, attitudes, and behavior and how attitudes can be changed by adding new beliefs or changing behavior.
This document discusses key concepts related to ethics and values including:
- Beliefs, attitudes, behavior, ethics, and values and how they relate.
- How one's values and value system influence decision making and choices.
- Codes of conduct and the six pillars of character which are traits like trustworthiness and responsibility.
- Making ethical decisions and considering options in terms of what is right versus preferences.
This document discusses managing a multigenerational workforce and provides recommendations. It notes that four generations are now working side by side, each with different experiences and expectations. This can lead to generational conflicts that impact engagement, turnover and costs. The document recommends focusing on motivation, technology, and knowledge transfer to bridge generational differences. Specifically, it suggests leveraging younger workers' technology skills through reciprocal mentoring. It also stresses the importance of formal knowledge transfer processes and involving all generations in deciding how knowledge is received and shared.
The document discusses the importance of having a coherent value system and ethical code to guide behavior as a counselor. It explains that a counselor's values and ethics can influence their ability to counsel clients effectively. Several ethical principles and guidelines are presented, including the need for informed consent, maintaining confidentiality, and addressing transference and countertransference in counseling relationships.
Pair programming involves two developers working together at one workstation. One acts as the driver, typing code while the other navigates, reviewing the code and providing feedback. They switch roles frequently to share knowledge. It is meant to improve velocity through collaboration, knowledge sharing within teams, and producing higher quality code. However, some developers find it tiring or prefer to work alone. Effective pairing requires open communication, respecting different viewpoints, and focusing on simplicity rather than complexity.
The document discusses business ethics and ethical decision making. It presents several scenarios and analyzes survey responses about how people would respond. Some key points:
- A survey asked people how they would handle various ethical dilemmas in business situations. Responses showed people weighing factors like utilitarianism, individual rights, and justice.
- Scenarios covered issues like firing an underperforming friend, nepotism in hiring, honoring a union strike, and more. Analyses found people generally prioritized work obligations over personal relationships.
- At the end, the document concludes that ethics is important for business based on the survey finding that most people believe ethics benefits a company. However, ethics involves many complex factors
Chapter One Presentation from The Ethics of Educational LeadershipLaura Bower-Alvarez
The document discusses the importance of ethics in educational leadership. It explores how analyzing ethics through case studies and the works of philosophers can help school leaders make ethical decisions. The document also examines how a school leader's understanding of ethics may develop and change over time as an administrator. Analyzing ethics enhances management skills and supports school leaders in confronting their own moral values when issues arise.
Ethical decision making –Attitude and beliefs mital radadiya
This document outlines a presentation on ethical decision making, focusing on attitudes and beliefs. It discusses how ethical decision making examines obedience to laws, care for others, and rational thought. It defines values as important beliefs and attitudes as less intense beliefs about proper ways of thinking. The presentation then outlines a 7-step process for ethical decision making: 1) identify the problem, 2) collect relevant information, 3) evaluate the information, 4) consider alternatives, 5) make a decision, 6) act, and 7) review the action. The goal is to resolve problems in a way supported by ethics theories and evaluation criteria.
The document discusses theories of human value development. It describes Abraham Maslow's hierarchy of needs and how values motivate behavior beyond needs. Lawrence Kohlberg and Carol Gilligan are discussed for their models of moral development, with Gilligan arguing females focus on caring versus the male focus on justice. Morris Massey proposed people are shaped by significant historical events into value cohorts like Traditionalists and Challengers. Key concepts are the innate human capacity for ethics, stages of value development, and how events shape generational values.
This document discusses various topics related to voluntary organizations, including:
- The different types of voluntary organizations and the roles volunteers play
- The three broad types of voluntary work: mutual support, service delivery, and campaigning
- Maslow's hierarchy of needs theory and other theories of human motivation
- Factors that enable people's efforts in organizations like motivation, roles, groups, and power/influence
- Understanding individuals' preferred work environments and psychological needs
- Managing roles, stress, and complexity in voluntary organizations
This document discusses value orientations and generational differences in values. It presents Morris Massey's life style questionnaire to assess one's value orientation across three dimensions: formalistic, sociocentric, and personalistic. The document then profiles the core values of different generations, including Traditionalists, Baby Boomers, Generation X, and Generation Y. It emphasizes that understanding generational differences can help address conflicts in learning and work environments.
This document discusses strategies for mentoring and developing Millennial nurses for leadership roles. It begins by outlining the generational makeup of the current workforce and noting that Millennials now represent the largest generation. It then describes differences between generations, such as their work characteristics and career trajectories. The document advocates identifying potential Millennial leaders early in their careers, within the first 1-2 years. It also recommends mentoring Millennials on topics relevant to them and redesigning leadership roles to be more flexible and accommodate their preferences for work-life balance. The overall goal is to develop future nursing leaders and ensure an adequate succession plan despite the shorter job tenures of Millennials.
The Future of Diversity and Inclusion: 4 Next Practices (2014 Bahamas HRDA Co...Joe Gerstandt
Slides from joe gerstandt keynote message delivered to the 2014 Bahamas Human Resource Development Association Annual Conference - The Future of Diversity and Inclusion
The document discusses gossip and rumors in the workplace, defining gossip as talking about another person's private information usually in a negative way, and rumors as unverified information that spreads among uncertain people. It notes both the positive and negative impacts of gossip and rumors, and provides tips for ignoring, confronting, or letting rumors run their course to avoid spreading misinformation in the office.
This document discusses strategies for recruiting and retaining a mixed-generation workforce. It begins by defining four generations currently in the workforce - Baby Boomers, Generation X, Millennials, and Generation Z. It acknowledges stereotypes about each generation and discusses how events shaped each cohort. The document then examines the work values and leadership styles of each generation. It concludes by offering HR solutions like flexible working, mentorship programs, and social purpose recruitment to balance the needs of a multigenerational workforce.
PGS MIT FINAL PPT.pdf by Prof. Diksha KadamDeeksha Kadam
This document summarizes an online lecture about personality grooming and interpersonal skills. It begins with welcoming students and asking them to guess the topic, which is then revealed to be about personality grooming sessions. It then discusses what personality is and provides facts about how personality can be influenced by birth order, remain stable throughout life, and be linked to illnesses. It also discusses how animals have personalities and how personality influences preferences. The document then examines research on judging personality from Facebook profiles and factors that can contribute to personality disorders. Later, it discusses how a person's pet may reveal things about their personality and provides high-level descriptions of 16 personality types. It concludes by listing the resource persons for the lecture and discussing improving interpersonal skills
success is not to acquire degrees and diplomas but to have humanism. we should always try to make ourselves better & beneficial human beings for the society!
Generation Y - A New Identity in the English Teaching Community Evania Netto
Generation Y is the fastest growing segment of today’s workforce. However, what is the difference between this and the previous generation? What should professionals know to understand this new identity that has emerged in the teaching world? In this presentation, presenters talk about the characteristics of different generations and how they can be prepared to achieve common results.
ten things (about diversity and inclusion)Joe Gerstandt
Diversity means difference, and difference exists in relationships between people, not within individuals. True inclusion requires an organization to have the capacity to include different perspectives, identities, and ways of thinking and doing. It also requires sharing power in a dialogic relationship where no one party has to do all the accommodating. Clarity on concepts like diversity, difference, and inclusion is important for organizations seeking to realize the potential value and benefits of a more diverse workforce and inclusive culture.
This document provides an overview of topics discussed in a human development psychology class, including:
1. A review of social psychology experiments and key terms, as well as a discussion of community psychology principles.
2. An exploration of various aspects of human development such as physical, cognitive, socioemotional, and moral development across the lifespan. Milestones, theories, and influential researchers are discussed.
3. Additional topics of interest are highlighted like the influence of family and peers on development.
The document aims to both review past material and introduce new areas of human development to students. A wide range of developmental perspectives and issues are concisely summarized.
The document provides information on personality types and theories. It discusses the Big Five model of personality, which describes five broad dimensions of personality: openness, conscientiousness, extraversion, agreeableness, and neuroticism. It also discusses the Myers-Briggs Type Indicator (MBTI) personality test, which categorizes people into 16 types based on their preferences on four dichotomies: introversion/extraversion, sensing/intuition, thinking/feeling, and judging/perceiving. The document also covers factors that influence personality like heredity, environment, culture and family. It provides details on each of the Big Five traits and Myers-Briggs dichotomies
Stephen R. Covey was an American educator, author, businessman and keynote speaker best known for his 1989 book "The Seven Habits of Highly Effective People", which has sold over 25 million copies worldwide. Some key details:
- He received various degrees including a B.S from University of Utah and an MBA from Harvard University.
- "The Seven Habits of Highly Effective People" was named the #1 most influential business book of the 20th century and introduced his model of seven habits of effective individuals.
- His other popular books included "Principle-Centered Leadership", "First Things First" and "The 8th Habit".
- He received numerous
Transactional analysis is a method of understanding behavior through analyzing interactions between people. It focuses on increasing awareness of ego states and improving communication. The goals are to recognize the three ego states - parent, adult, and child - and increase complementary transactions. Transactional analysis is used in nursing, education, organizations, and personally to improve relationships, resolve conflicts, and promote personal and social change.
Surviving and thriving in a multi generational workforce - june 8 2012Jennifer Atienzo-Fisher
The document discusses different generations currently in the workforce including Veterans, Baby Boomers, Generation X, and Millennials. It provides key events and characteristics of each generation as well as tips for effectively managing a multigenerational workforce such as understanding generational differences, identifying strategies for multigenerational teams, and learning how to mentor Millennials. The document aims to help professionals gain insight into working with different generations.
The document discusses the author's personal mission to educate individuals about retirement planning based on his experience helping his mother. It provides statistics on baby boomers and common retirement concerns. The author aims to debunk myths about aging and help churches address the needs of retiring congregants through a series of seminars on topics like social security, Medicare, estate planning, and dealing with change.
The document discusses strategies for managing a multigenerational workforce by gaining an understanding of different generations, identifying effective strategies for multigenerational teams, and learning how to mentor Millennials appropriately. Key differences between generations are outlined related to their approach to career goals, work-life balance, job changing, and training. Effective communication methods and motivators are provided for each generation.
The document discusses key aspects of human relations and relationships. It covers:
- Humans are social beings who live in societies with traditions, rituals, values and laws.
- Each individual has a unique sense of self and self-awareness, which is important for effective communication, building empathy, and personal development.
- Good human relations are based on love, understanding, trust and caring, and are important for social and professional success.
- Several theories of human relations are described, emphasizing the importance of meeting social and motivational needs in organizations.
This document discusses leadership and emotional intelligence. It defines key differences between managers and leaders, highlighting that leaders focus more on people while managers focus more on systems and structure. It also outlines various challenges leaders may face, including external challenges from situations and people, as well as internal challenges stemming from insecurities or inability to be objective. The document emphasizes that emotional intelligence is important for leaders to connect with their people and motivate them. It provides frameworks for measuring emotional intelligence competencies like interpersonal skills, adaptability, stress management, and general mood/state of mind.
Similar to Module 36a: Supervision People Concepts (20)
The document discusses project management and purchasing essentials. It provides introductory thoughts on getting input from stakeholders and having support at each stage to help deal with problems. It then outlines 4 steps for project management: 1) initiating by identifying needs, risks, and appointing managers 2) planning objectives, budgets, timelines and teams 3) execution and control by implementing plans and addressing issues 4) commissioning by implementing operations and evaluating results. It also discusses provisions to include in contracts before signing and ways to evaluate purchases and projects using value matrices that assess key criteria. Finally, it discusses characteristics of high performing organizations focused on measurable results.
Module 5: Improving Meetings at Your OrganizationSam Pratt
The document provides guidelines for improving meetings by creating universal meeting guidelines. It discusses statistics about how much time is wasted in meetings and suggests establishing clear rules and guidelines to make meetings more effective. The guidelines include having a clear purpose and structure for meetings, limiting the number of attendees, following time constraints, and focusing on the work rather than personalities. It also provides examples of potential meeting rules from companies like Google. The document advocates establishing rules for different types of meetings to keep them focused and productive.
Module 18a: Continuous Improvemnet & Advancement Process BasicsSam Pratt
The Advancement Process is the core mechanism of Continuous Improvement. It is a streamlined process that is effective for ongoing improvement in the short & long term.
Module 36C: Leadership Training for Performance / TransitionSam Pratt
This module provides materials to help organizations boost performance during times of transition or struggle. It focuses on leadership training to address issues such as: industry changes, technological shifts, challenges to work systems, and too many resources spent "putting out fires." The document outlines steps for conducting an environmental analysis survey to assess an organization's culture, strategies, recognition programs, communications, and other factors. It also presents concepts for effective leadership, including focusing on performance rather than hygiene factors, keeping score visibly, and moving the organization into a higher performance zone through pragmatic systems and mechanisms.
The document discusses aligning job classification and merit increase systems. It provides examples of how to rate employee performance on factors like throughput, quality, and being a positive force. Automated systems are described for calculating employee scores, assigning them to performance groups, and determining appropriate merit increases, which are then used to calculate new wage rates. A master list of employees, jobs, rates, and ranges is presented as a useful tool for managing wages.
This document provides an overview of the Work Focused Improvement (WFI) approach to management. It discusses two traditional management models, the control model and commitment model, and introduces WFI as a unique approach. WFI focuses on distinguishing between linear and non-linear work and designing systems to match each work type. It emphasizes focusing on work, performance and results rather than feelings or politics. The document then summarizes key aspects of WFI including environmental analysis, identifying key performance indicators, designing incentive pay systems, and ongoing improvement. Case studies show organizations achieving over 30% annual improvement using this approach.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
FIA officials brutally tortured innocent and snatched 200 Bitcoins of worth 4...jamalseoexpert1978
Farman Ayaz Khattak and Ehtesham Matloob are government officials in CTW Counter terrorism wing Islamabad, in Federal Investigation Agency FIA Headquarters. CTW and FIA kidnapped crypto currency owner from Islamabad and snatched 200 Bitcoins those worth of 4 billion rupees in Pakistan currency. There is not Cryptocurrency Regulations in Pakistan & CTW is official dacoit and stealing digital assets from the innocent crypto holders and making fake cases of terrorism to keep them silent.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
4. From Morris Massey’s book, The People Puzzle
“Sometime around twenty years old, perhaps from seventeen to twenty-two, actual
entry into the adult world is completed. A totally independent adult materializes only when the
financial umbilical cord to the family is cut. From then on, value systems will change only
when challenged by Significant Emotional Events.”
“Dramatic change in the gut-level value system may occur at any time during our
life. If something significantly affects us and forces a reassessment of our gut-level values, then
we may change. Such change may occur in a slow buildup (continued exposure to media
messages, behavior pattern changes, job variations, etc.) or through dramatic events
(involvement in a war, a real energy crisis, divorce, being fired, etc.). The closer such events
occur to our early programming periods, the more likely significant change will occur. The less
dramatic the event, the longer we hold our programmed values, and any change in values will
occur more slowly, if at all. It is possible to “teach an old dog new tricks,” but the learning is
much more difficult than for the younger animal.”
“The common denominator of Significant Emotional Events (SEEs) is a challenge
and a disruption to our present behavior patterns and beliefs. In job situations or family
relationships, such challenges might be “artificially” created, but more likely, SEEs occur in an
unplanned, undirected manner. We must be careful to distinguish between SEEs, which
actually change our gut-level value system, and external events, which simply modify our
behavior. For example, a law externally imposed on us may demand that we hire people who
were formerly “unacceptable.” Our behavior may change to conform to the law because of the
consequences of violating it.”
People
5. Morris Massey – People Puzzle
1. SEE
2. Steady
bombardment
People
6. Personality types Myers-Briggs Type Indicator®
1. Extroversion or Introversion Where do you live mentally? Do you
attend mostly to the external world of events and people (you need people) or to
the internal world of your thoughts and reactions (you need privacy)?
2. Sensing or iNtuition How do you take in information? Do you attend to
your senses telling you what is happening and useful right now (likes detail and
routines) or do you tune into the pattern of what is happening so you can
anticipate possibilities for the future (likes imagination and change)?
3. Thinking or Feeling How do you make decisions? Do you use your
head--objective data, logic, justice, and reason to analyze causes and effects or
do you rely more on your heart--feelings, values, relationships, and vague,
subjective reactions?
4. Judging or Perceiving What is your lifestyle? Your way of dealing with
the world? Do you have clear ideas about what "should be done" and carefully
plan and organize for each anticipated event (seem rigid and stuffy to P's) or do
you prefer to wait and see what develops, remaining open to new or different
options that you can select spontaneously (seems loose and messy to J's)?
People
7. Keirsey has identified mankind's four basic temperaments
to the existing Myers-Briggs system groupings SP, SJ, NF and NT
Guardian Artisan Idealist Rational
Supervisor
EST
Promoter
ESTP
Teacher
ENF
Fieldmarshal
ENT
Inspector
IST
Crafter
ISTP
Counselor
INF
Mastermind
INTJ
Provider
ESF
Performer
ESFP
Champion
ENFP
Inventor
ENTP
Protector
ISF
Composer
ISFP
Healer
INFP
Architect
INTP
8. Managing Generational Tensions
Note that Generation Y has pretty much morphed into Millennials
Generation Group Born Min Age Max Age
Traditionalists Before 1940 75
Baby Boomers Between 1940 & 1965 49 74
Generation Xers Between 1966 & 1978 37 48
Generation Y (Nexters Between 1978 & ??? 20 36
Millennials After 1981 18? 32
People
9. Traditionalists Value...
• Privacy: Traditionalists are the private, silent generation. Don’t expect members of this
generation to share their inner thoughts.
• Hard Work: They believe in paying their dues and become irritated when they perceive
others are wasting their time. Members of this generation often feel that their career
identifies who they are.
• Trust: A leader’s word is his/her bond.
• Formality: Whether written or in oral communication a formal communication style is
preferred. This generation values formal dress and organizational structures.
• Authority and institutional leadership: Traditionalists have a great deal of respect for
authority.
• Social Order: Other generations may Generation view this desire Xers
for social order and placement as
bias, prejudice or even racism or sexism.
• Things: This group loves their stuff and they won’t get rid of it. Some may call them pack
rats but others would argue that they remember the depression days and going with
out. You never know when you might need it.
Supportive Behaviors & Tips For Communicating With Traditionalists...
• By nature traditionalists are private, the “silent generation”. Don’t expect members of this
generation to share their thoughts immediately.
• For the traditionalist a leader’s word is his/her bond so it’s important to focus on words
rather than body language or inferences.
• Face to face or written communication is preferred.
• Don’t waste their time, or let them feel as though their time is being wasted.
People
10. Baby Boomers Value...
• Competition: Boomers value peer competition and can be see by others as being
egocentric.
• Change: Boomers thrive for possibilities and constant change.
• Hard Work: Boomers started the “workaholic” trend. The difference between
Traditionalists and Boomers is that Boomers value the hard work because they view it as
necessary for moving to the next level of success while Traditionalists work hard because
they feel that it is the right thing to do.
• Success: This generation is committed to climbing the ladder of success.
• Body Language: Boomers are the show me generation and body language is important.
• Teamwork: This group embraces a team based approach to business—they are eager to
get rid of the command and control style of their Traditionalist predecessors.
• Anti Rules & Regulations: They don’t appreciate rules for the sake of having rules and
they will challenge the system.
• Inclusion: This generation will accept people on an equal basis as long as they can
perform to their standards.
• Will Fight For A Cause: While they don’t like problems, if you give them a cause they
will fight for it.
Supportive Behaviors & Tips For Communicating With Baby Boomers...
• Boomers are the “show me” generation, so your body language is important when
communicating.
• Speak in an open, direct style but avoid controlling language.
• Answer questions thoroughly and expect to be pressed for the details.
• Present options to demonstrate flexibility in your thinking.
People
11. Generation Xers Value...
• Entrepreneurial Spirit: Xers believe in investing in their own development rather than in
their organization’s. While others may see them as disloyal they are cautious about investing
in relationships with employers because experience has shown that these relationships are not
reliable. Cavalier as it may sound, one Xer told a Boomer that if you want loyalty get a
dog. To an
• Xer loyalty may mean two-weeks notice.
• Independence and Creativity: Xers have clear goals and prefer managing their own time and
solving their own problems rather than having them managed by a supervisor.
• Information: They value access to information and love plenty of it.
• Feedback: This group needs continuous feedback and they use the feedback to adapt to new
situations. This generation is flexible.
• Quality of Work life: This generation works hard but they would rather find quicker more
efficient ways of working so that they have time for fun. While Boomers are working hard to
move up the ladder, Xers are working hard so that they can have more time to balance work
and life responsibilities.
Supportive Behaviors & Tips for Communicating With Generation X...
• Use email as a primary communication tool.
• Talk in short sound bites to keep their attention.
• Ask them for their feedback and provide them with regular feedback.
• Share information with them on a regular basis and strive to keep them in the loop.
• Use an informal communication style.
People
12. Generation Y Values...
• Positive Reinforcement: Members of this cyber generation value positive
reinforcement at accelerated rates compared to older generations.
• Autonomy: This group wants more input into how they do their job and the
independence to do it.
• Positive Attitudes: This group grew up during tranquil times and as a result have
a very optimistic outlook on life in general.
• Diversity: This group grew up with more diversity than their predecessors and if
not exposed to it in their community then they were introduced diverse people and
cultures through the media.
• Money: This group is used to making and spending money.
• Technology: Technology is valued and is used as a tool for multi-tasking.
Supportive Behaviors & Tips for Communicating With Generation Y...
• Use action words and challenge them at every opportunity.
• They will resent it if you talk down to them.
• They prefer email communication.
• Seek their feedback constantly and provide them with regular feedback.
• Use humor and create a fun work environment. Don’t take yourself too seriously.
• Encourage them to take risks and break the rules so that they can explore new
ways of doing things.
People
13. Millennials Values...
• Freedom: This is the can-do generation, so let them run with meaningful work.
• Frequent Contact: This group wants to be part of the inner circle and be involved
with key initiatives.
• Teamwork: This group grew up working or playing on teams, so giving them a
role on a team will produce good results.
• Diversity: This group grew up with diversity and understand it in a positive way.
• Money: This group is used to making and spending money and have high
expectations.
• Fun: This group thrives on a fun environment and workplace.
• Technology: These people use technology to multi-task at unheard of levels.
Supportive Behaviors & Tips for Communicating With Millennials
• Challenge them at every opportunity to make positive changes.
• Keep them in the loop while giving them freedom to act.
• Use social media to connect on other planes.
• Seek their feedback constantly and provide them with regular feedback.
• Use humor to make things fun and productive.
• Ask them how you can be a better boss.
People