The document discusses several important concepts in management including:
1) The importance of control functions in facilitating goal achievement and providing feedback on performance.
2) The three basic types of control - feedforward, concurrent, and feedback control.
3) Key personality traits like extraversion/introversion and sensing/intuition that impact work style and relationships.
4) Factors that influence perception in relationships and how perceptions can impact judgments of others.
5) The importance of communication, including non-verbal communication, listening skills, and providing constructive feedback in management.
The Impact of Workplace Bullying on Individuals with DisabilitiesKathleen Deery
Professional training seminar delivered online on behalf of Wisconsin Rehabilitation Association August 29, 2012. Approved for Continuing Education Credit by the Commission on Rehabilitation Counselor Certification (CRCC).
The Impact of Workplace Bullying on Individuals with DisabilitiesKathleen Deery
Professional training seminar delivered online on behalf of Wisconsin Rehabilitation Association August 29, 2012. Approved for Continuing Education Credit by the Commission on Rehabilitation Counselor Certification (CRCC).
Identity Self-Perception Business Personality Questionnaire Feedback ReportPsyAsia International
This report provides comprehensive information based on a test candidate's responses to the Identity Questionnaire i.e. it is a 'self-perception' report. Important points to note about self-perception information:
- It is not a definitive statement about how the candidate behaves - just an indicator.
- Information relates to the candidate's style and preference not ability.
- It offers a comparative measure of how the candidate sees themselves compared with most other people.
- Although broad patterns can be consistent across time, the candidate's profile can change with experience. Therefore the shelf-life of the information contained in this report is typically 12 months.
- In a recruitment situation, this information should never be used in isolation - it supports other evidence.
(Note, the most-up-to-date sample reports are always available at the PsyAsia website.)
Identity Self-Perception Business Personality Questionnaire Careers ReportPsyAsia International
The Careers Feedback Report can help decision makers gain an insight into a candidate's preferences, style of learning and which vocations may be best suited to their interests. The results are intended to help guide decision makers towards potential careers, occupations or educational programmes that the candidate might enjoy rather than providing a prescription of what the candidate should be doing.
This report has been generated based upon the test candidate's responses to the 'identity' questionnaire i.e. it is a 'self-perception' report. It is important to keep in mind that the report measures the candidate's preferences, not their skills or abilities.
(Note, the most-up-to-date sample reports are always available at the PsyAsia website.)
Attitude
Components of Attitude
Functions of Attitudes
Formation Of Attitudes
Type Of job related Attitude
Changing Attitude
Principal of Attitude Change
Types of change
The video for this presentation is available on our Youtube channel:
https://youtube.com/allceuseducation A continuing education course for this presentation can be found at https://www.allceus.com/member/cart/index/index?c=
Unlimited Counseling CEUs for $59 https://www.allceus.com/
Specialty Certificate tracks starting at $89 https://www.allceus.com/certificate-tracks/
Live Webinars $5/hour https://www.allceus.com/live-interactive-webinars/
CEs can be earned for this presentation at: https://www.allceus.com/member/cart/index/product/id/507/c/
Pinterest: drsnipes
Youtube: https://www.youtube.com/user/allceuseducation
Counselor Toolbox Podcast: https://allceus.com/counselortoolbox
Nurses, addiction and mental health counselors, social workers and marriage and family therapists can earn continuing education credits (CEs) for this and other course at:
View the New Harbinger Catalog and get your 25% discount on their products by entering coupon code: 1168SNIPES at check out
AllCEUs has been approved by NBCC as an Approved Continuing Education Provider, ACEP No. 6261. Programs that do not qualify for NBCC Credit are clearly identified. AllCEUs is solely responsible for all aspects of the programs.
AllCEUs is also approved as an education provider for NAADAC, the States of Florida and Texas Boards of Social Work and Mental Health/Professional Counseling, the California Consortium for Addiction Professionals and Professions. Our courses are accepted in most states through those approvals.
Perception and individual decision makingfaizaperbanas
Perception and individual decision making :
-Perception and factors that influence perception
-Person Perception : Making Judgement about others
-Link between perception and individual decision making
-How should the decision be made?
-How are decision actually made in organizations?
-Ethics in decision making
-Improving creativity in decision making
Evidence-Based HR Management & Systematic Reviews
PhD Consortium of the 7th International Conference of the Dutch HRM network,
Rob Briner, Eric Barends
Identity Self-Perception Business Personality Questionnaire Feedback ReportPsyAsia International
This report provides comprehensive information based on a test candidate's responses to the Identity Questionnaire i.e. it is a 'self-perception' report. Important points to note about self-perception information:
- It is not a definitive statement about how the candidate behaves - just an indicator.
- Information relates to the candidate's style and preference not ability.
- It offers a comparative measure of how the candidate sees themselves compared with most other people.
- Although broad patterns can be consistent across time, the candidate's profile can change with experience. Therefore the shelf-life of the information contained in this report is typically 12 months.
- In a recruitment situation, this information should never be used in isolation - it supports other evidence.
(Note, the most-up-to-date sample reports are always available at the PsyAsia website.)
Identity Self-Perception Business Personality Questionnaire Careers ReportPsyAsia International
The Careers Feedback Report can help decision makers gain an insight into a candidate's preferences, style of learning and which vocations may be best suited to their interests. The results are intended to help guide decision makers towards potential careers, occupations or educational programmes that the candidate might enjoy rather than providing a prescription of what the candidate should be doing.
This report has been generated based upon the test candidate's responses to the 'identity' questionnaire i.e. it is a 'self-perception' report. It is important to keep in mind that the report measures the candidate's preferences, not their skills or abilities.
(Note, the most-up-to-date sample reports are always available at the PsyAsia website.)
Attitude
Components of Attitude
Functions of Attitudes
Formation Of Attitudes
Type Of job related Attitude
Changing Attitude
Principal of Attitude Change
Types of change
The video for this presentation is available on our Youtube channel:
https://youtube.com/allceuseducation A continuing education course for this presentation can be found at https://www.allceus.com/member/cart/index/index?c=
Unlimited Counseling CEUs for $59 https://www.allceus.com/
Specialty Certificate tracks starting at $89 https://www.allceus.com/certificate-tracks/
Live Webinars $5/hour https://www.allceus.com/live-interactive-webinars/
CEs can be earned for this presentation at: https://www.allceus.com/member/cart/index/product/id/507/c/
Pinterest: drsnipes
Youtube: https://www.youtube.com/user/allceuseducation
Counselor Toolbox Podcast: https://allceus.com/counselortoolbox
Nurses, addiction and mental health counselors, social workers and marriage and family therapists can earn continuing education credits (CEs) for this and other course at:
View the New Harbinger Catalog and get your 25% discount on their products by entering coupon code: 1168SNIPES at check out
AllCEUs has been approved by NBCC as an Approved Continuing Education Provider, ACEP No. 6261. Programs that do not qualify for NBCC Credit are clearly identified. AllCEUs is solely responsible for all aspects of the programs.
AllCEUs is also approved as an education provider for NAADAC, the States of Florida and Texas Boards of Social Work and Mental Health/Professional Counseling, the California Consortium for Addiction Professionals and Professions. Our courses are accepted in most states through those approvals.
Perception and individual decision makingfaizaperbanas
Perception and individual decision making :
-Perception and factors that influence perception
-Person Perception : Making Judgement about others
-Link between perception and individual decision making
-How should the decision be made?
-How are decision actually made in organizations?
-Ethics in decision making
-Improving creativity in decision making
Evidence-Based HR Management & Systematic Reviews
PhD Consortium of the 7th International Conference of the Dutch HRM network,
Rob Briner, Eric Barends
Emotional Intelligence:an Essentional Skill for Public ManagementShahid Hussain Raja
Explains the meaning of emotional intelligence,its need for a public servant and the varios steps he should take to create a congenial working environment for the subordinates
WAL_RSCH8310_07_B_EN-DL.m4a
Hard Facts, Dangerous Half-Truths and Total Nonsense
- Profiting from Evidence-Based Management
By Jeffrey Pfeffer & Robert I Sutton
Harvard Business School Press, 2006
Too many business adages are built on flimsy information. When decisions are based on
dubious knowledge, the consequences can be catastrophic. This book by highly respected
scholars, Jeffrey Pfeffer and Robert Sutton explains how better evidence can be used in
business to generate superior results. Evidence based management enables business
leaders to face the hard facts and act on the best evidence.
Introduction
Business decisions are often based on hope or fear, what others seem to be doing, what
senior leaders have done and believe has worked in the past and strong ideologies. Hard
facts and strong evidence do not seem to back many decisions. It is time that companies
and leaders rooted their decisions in solid evidence to ensure optimal utilization of
resources. The authors relate poor decision practices with a number of examples. Then
they explain how evidence based management can be used profitably.
Poor Decision Practices
Poor decision making practices can be seen across organizations. Take benchmarking.
The approach to benchmarking seems to be fairly casual, with some rare exceptions.
More often than not, companies tend to copy the most obvious, visible and frequently
least important practices. The underlying culture or business philosophy of the company
against which benchmarking is being done is not given enough importance.
Companies tend to repeat what has worked for them in the past. By all means, learning
from experience and mastery through practice can be useful. But this kind of an
approach can backfire when the new situation is different from the past and the lessons
learnt in the past may have been wrong or incomplete in the first place.
Managers also tend to be unduly influenced by deeply held ideologies and beliefs.
Beliefs rooted in ideology or in cultural values are quite sticky. They resist disconfirming
evidence.
Evidence based management
Evidence based management assumes that using deeper, better logic and employing
facts rather than assumptions or guesses leads to better decisions. Such an approach
advocates going by hard facts about what works and what does not. Even when
companies have little data, there are many things, they can do to rely more on evidence
2
and logic and less on guesswork, fear, belief or hope. For example, qualitative data
collected from field trips can be used.
Implementing evidence based management requires a mindset change. Facts and
evidence are great levelers of hierarchy. Resistance to evidence based management
comes when it changes power dynamics, replacing formal authority, reputation and
intuition with data. Another problem is that delivering bad news does not win us friends.
We like to deliver good news because that is .
The video for this presentation is available on our Youtube channel:
https://youtube.com/allceuseducation A continuing education course for this presentation can be found at https://www.allceus.com/member/cart/index/index?c=
Unlimited Counseling CEUs for $59 https://www.allceus.com/
Specialty Certificate tracks starting at $89 https://www.allceus.com/certificate-tracks/
Live Webinars $5/hour https://www.allceus.com/live-interactive-webinars/
Patreon: https://www.patreon.com/CounselorToolbox Help us keep the videos free for everyone to learn by becoming a patron.
Pinterest: drsnipes
https://www.youtube.com/user/allceuseducation
Nurses, addiction and mental health counselors, social workers and marriage and family therapists can earn continuing education credits (CEs) for this and other course at:
View the New Harbinger Catalog and get your 25% discount on their products by entering coupon code: 1168SNIPES at check out
AllCEUs has been approved by NBCC as an Approved Continuing Education Provider, ACEP No. 6261. Programs that do not qualify for NBCC Credit are clearly identified. AllCEUs is solely responsible for all aspects of the programs.
AllCEUs is also approved as an education provider for NAADAC, the States of Florida and Texas Boards of Social Work and Mental Health/Professional Counseling, the California Consortium for Addiction Professionals and Professions. Our courses are accepted in most states through those approvals.
The video for this presentation is available on our Youtube channel:
https://youtube.com/allceuseducation A continuing education course for this presentation can be found at https://www.allceus.com/member/cart/index/index?c=
CEs can be earned for this presentation at: https://www.allceus.com/member/cart/index/product/id/359/c/
Unlimited Counseling CEUs for $59 https://www.allceus.com/
Specialty Certificate tracks starting at $89 https://www.allceus.com/certificate-tracks/
Live Webinars $5/hour https://www.allceus.com/live-interactive-webinars/
AllCEUs provides counseling education and CEs for LPCs, LMHCs, LMFTs and LCSWs as well as addiction counselor precertification training and continuing education.
Live, Interactive Webinars ($5): https://www.allceus.com/live-interactive-webinars/
Unlimited Counseling CEs for $59 https://www.allceus.com/
Specialty Certificate tracks starting at $89 https://www.allceus.com/certificate-tracks/
Live Webinars $5/hour https://www.allceus.com/live-interactive-webinars/
Pinterest: drsnipes
Counselor Toolbox Podcast: Https://allceus.com/counselortoolbox
Youtube: https://www.youtube.com/user/allceuseducation
Nurses, addiction and mental health counselors, social workers and marriage and family therapists can earn continuing education credits (CEs) for this and other course at:
View the New Harbinger Catalog and get your 25% discount on their products by entering coupon code: 1168SNIPES at check out
AllCEUs has been approved by NBCC as an Approved Continuing Education Provider, ACEP No. 6261. Programs that do not qualify for NBCC Credit are clearly identified. AllCEUs is solely responsible for all aspects of the programs.
AllCEUs is also approved as an education provider for NAADAC, the States of Florida and Texas Boards of Social Work and Mental Health/Professional Counseling, the California Consortium for Addiction Professionals and Professions. Our courses are accepted in most states through those approvals.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
Elevating Tactical DDD Patterns Through Object CalisthenicsDorra BARTAGUIZ
After immersing yourself in the blue book and its red counterpart, attending DDD-focused conferences, and applying tactical patterns, you're left with a crucial question: How do I ensure my design is effective? Tactical patterns within Domain-Driven Design (DDD) serve as guiding principles for creating clear and manageable domain models. However, achieving success with these patterns requires additional guidance. Interestingly, we've observed that a set of constraints initially designed for training purposes remarkably aligns with effective pattern implementation, offering a more ‘mechanical’ approach. Let's explore together how Object Calisthenics can elevate the design of your tactical DDD patterns, offering concrete help for those venturing into DDD for the first time!
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024Tobias Schneck
As AI technology is pushing into IT I was wondering myself, as an “infrastructure container kubernetes guy”, how get this fancy AI technology get managed from an infrastructure operational view? Is it possible to apply our lovely cloud native principals as well? What benefit’s both technologies could bring to each other?
Let me take this questions and provide you a short journey through existing deployment models and use cases for AI software. On practical examples, we discuss what cloud/on-premise strategy we may need for applying it to our own infrastructure to get it to work from an enterprise perspective. I want to give an overview about infrastructure requirements and technologies, what could be beneficial or limiting your AI use cases in an enterprise environment. An interactive Demo will give you some insides, what approaches I got already working for real.
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
Generating a custom Ruby SDK for your web service or Rails API using Smithyg2nightmarescribd
Have you ever wanted a Ruby client API to communicate with your web service? Smithy is a protocol-agnostic language for defining services and SDKs. Smithy Ruby is an implementation of Smithy that generates a Ruby SDK using a Smithy model. In this talk, we will explore Smithy and Smithy Ruby to learn how to generate custom feature-rich SDKs that can communicate with any web service, such as a Rails JSON API.
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
Knowledge engineering: from people to machines and back
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1. Importance of Control Function on Management Dr. Bagus Nurcahyo Program Studi Manajemen Pemasaran Direktorat Program D3 Bisnis & Kewirausahaan
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Editor's Notes
Perhaps the easiest to understand, but perhaps the toughest to implement. Requires an understanding of the process, people, and the confidence to not micromanagement An effective manager needs to follow up to ensure what’s supposed to be done is in fact being done and objectives achieved
Feedforward Examples : – Drug screening for new hires – Using quality parts – ORM – Designated driver Concurrent Examples : – MBWA – Computer error messages – Inspections/Direct supervision – Cultural norms that impact behavior (ACA @ South Hall) Feedback Examples : – AAR/Lessons learned – Final inspection prior to shipping – NJP – Grades
Extroversion – degree to which a person is social, gregarious, assertive, talkative, active – Comfortable with people Agreeableness – degree to which a person is able to get along with others – Courteous, flexible, trusting, cooperative, good-natured, forgiving, and tolerant Conscientiousness – degree to which a person is focused on goals, thus behaving in ways that are responsible, thorough, hard-working, and achievement-oriented – Implies being dependable Emotional Stability degree to which a person is calm and secure rather than tense, anxious, or insecure – Person with low emotional stability is often referred to as neurotic or unstable Openness to experience – degree to which a person has a broad range of interests and willing to consider new ideas – Normally persons of well-developed intellects
– We use one mode MORE EASILY than the other (our “preferences”) and that defines our personality type – These are NOT absolute’s; We function in each realm on a daily basis. As we grow and adapt we develop the ability to function well in all realms which are not native to our basic personalities. – Careful, there is NO right or wrong with the preferences ; They are what they are. It reports nothing about intelligence, maturity, or anything else
Not necessarily what you think – loud vs. shy; It’s more about where they get energy – conversation vs. a book? Extroverts (Has a + connotation/perception): – Emphasize friendliness, warmth, and stream of chatter. Talk about people more than ideas, things, data. Interested in relationships Introverts (Has a – connotation/perception): – Tolerate silence. Slower to form relationships. Emphasize ideas, things, and data more heavily than people. Spatiality – Introverts like to get comfortable in surroundings; Prep the room
How we take in and perceive information Not an either/or proposition; It really pertains to which one we trust the most – Sensation = via our senses; Gather concrete, specific data (Sensors) – Sees specifics – Intuitive = using intuition; Register concepts, theories, relationships or possibilities – Records meanings
How we make judgments or decisions: – Feeling = Subjective feelings (Substantially more women than men) – Reason more personally – Subjectively reflect on effects on people, relationships, and interpersonal values – Thinking = Objective logic (Substantially more men than women) – Evaluate data impersonally – Logically assess cause and effect relationships CAREFUL , many times Feeling type people come across as more concerned, personally involved, and caring but this my not be the case. Also has no correlation with values. Both are equally rational they just use different filters : “ T” – tends to analyze the process/system “ F” – tends to look at needs of the person Example using daycare pg. 88 of “True to Type”
Judging : – Make a list – Schedule in advance – Bring closure so you can move on Perceiving : – Wait to see what other options are available – Act spontaneously – Do things at the last minute How we live our lives on a day-to-day basis
Antidotes : – Systematic reading program – keep up to date with new “stuff” – Management training symposia and workshops; – Interact with staff: * Brainstorming * MBWA – Ask questions; Don’t accept “party line”
Not what actually happened or was intended, but what was “perceived” to happen/was intended Examples : What perceptions do we have of them and what is it based on? – Col Abel? – President Bush? – Hillary Clinton?
Fundamental Attribution Error : – Explain others behavior on personal attributes even if obvious situational factors may account more fully Self Serving Bias : – Class was bad because you guys didn’t do the reading – Class was good because of me (Preparation/excellent teaching)
Actor/Observer : – Friend’s bad test grade due to personal issues (lazy, intelligence, etc) – YOUR bad test grade due to bad questions/teaching, unfair grading, etc Self-Fulfilling Prophecy : - Examples?
Physical Appearance – Judgment made about person in first 2 minutes influences how we perceive their message Facial Expressions – Shorthand for making judgments (Person and/or message); Constant source of information in a conversation Eye Contact – most important feature of facial expressiveness; Suggests honesty, sincerity, openness, credibility. Opposite is also true Body Language : 1. Posture – often shows interest, respect, openness to ideas 2. Hand Gestures – emphasize points; CAREFUL – distraction 3. Emblems – motions that supplant/replace words (ex. Head nod/shrug) 4. Illustrators – accent or emphasize what is being said (ex. Pounding table) 5. Affect Displays – movements that display nature of pronounced physical sensation (Pain) 6. Regulators – cues that regulate flow of conversation (ex. Raised eye brows, Head nod) Proxemics – study of personal space and how it affects things; Closeness communicates type of relationship
People give more weight to non-verbal clues then spoken words – Example = Nixon (Radio) vs. JFK (TV) debate Most significant factor is the degree to which it reinforces or contradicts other communications channels
Environmental : – External stimuli – TV, other conversations, etc. – Internal – hot, cold, tired, hungry, etc. Physiological – we think 5 times faster than we speak which can cause our mind to wander (DAYDREAM) ; The message has to compete
Selective Listening – choosing to hear only what we consider important and disregarding the rest Negative Listening Attitudes – interfere with reception (“This is BS”); Behaviors will follow Personal Reaction – response to words: - Denotative : Literal meaning - Connotative : Emotional reaction Poor Motivation – no preparation, trying to figure out what’s important
Leadership practices can be used for good OR evil thus there is a moral dimension; Hitler, Stalin, Pol Pot as immoral leaders Perhaps a better way : Placing what’s right ahead of your own self interest Leadership has less to do with using other people than SERVING other people
– Most adults reach level two, the conventional level; Only 20% of adults reach the third level. – Examples of Principled (third level): – Raoul Wallenberg (from start of Chapter) – MLK – jail to serve dignity and social justice – Ghandi – broke British laws to facilitate Indian independence – Leaders can use their understanding of these stages to enhance their own and their followers’ moral development and initiate ethics training to move people to higher levels of moral reasoning – Understanding that most people are conventional can help a leader understand the importance of creating the right culture – Direct relationship between higher level of development and more ethical behavior – Not intelligence or education!!!
“ Traditional” organizations based on idea that leader is in charge of subordinates and success depends on leader control over followers Subordinates are passive (do what they are told), not required to be actively involved or thinking US Navy???
Subordinates take more of an active role, but fall short of the buy-in/ownership level
– Responsibility and authority moved from leaders to followers – Leaders empower their subordinates and create a team without controlling, defining purpose or meaning for others STEWARDSHIP DEFN = individual’s responsibility to manage his life and property with proper regard for others
Leadership upside down – taking care of (valuing and respecting them) and develop subordinates will ultimately lead to successful outcomes Examples??? Mother Teresa