...Discuss the ways in which coaching psychology research might advance the practise of executive coaching Coaching psychology as a practise is a relatively new phenomenon which encourages an individual to realise and ultimately develop their personal strengths and attributes. Although it is a new practice, psychologists as a whole are yet to determine an exact definition of the meaning coaching psychology. However one of the most applicable definitions to this subject matter is “Coaching maybe defined as a goal - directed multifaceted process for enhancing people, work and life and, as an industry, it has and still is experiencing rapid growth” (Brock, 2006). This essay will examine coaching psychology and how its research will benefit the development of executive coaching and how previous research can enhance this particular sector in psychology. Some of the main areas that will be explored are how positive psychological research has informed this particular area as a whole, the relationship between a coach and client, what qualities make for a good coach and how future research can improve our knowledge and the practice of executive coaching. Positive psychology despite, being considered an applied science it is an empirical science by virtue of scientific method and research. Positive psychology is imperative to the practice of executive coaching as it concentrates on utilising an executives/managers ability to improve an “individuals traits which manifest themselves as...
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...Carl Rogers--Biography and other material, on site maintained by his daughter, Natalie Rogers (who is also trained as a therapist). Carl Rogers and Education--Site providing biographical information as well as examination of Rogers's ideas about education. Introduction to Person-Centred Counselling--A clear overview by Dr. Greg Mulhauser, on CounsellingResources.com. Abraham Maslow Like Carl Rogers, Abraham Maslow is widely regarded as one of the founders of the Humanistic Approach. While less influential among therapists than Rogers, Maslow may actually be better known to the general public, because of his interest in applying psychological principles to areas like behavior in business settings. In this regard, his hierarchy of needs has been a basic concept in human resources and organizational behavior for several decades. Maslow coined the term "the Third Force" to describe the Humanistic Approach, to emphasize how it differed from the Psychodynamic and Behaviorist Approaches, which dominated psychology (at least in North America) in the 1950's. His theory emphasizes motivation as the key to understanding human behavior (an emphasis which is somewhat reminiscent of Freud's theory, though the two models focus on very different types of motives). Nonetheless, it becomes the basis of a theory of personality (as discussed in the text, talking about motives implies a person who experiences those motives!), and ends up describing the characteristics of healthy...
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...pressure, especially banking industry. After 1997 crisis, banking industry meet more challenges from new financial landscape. Aiming to improve organizational performance, they have been adopting management tools, namely performance management. To enhance impacts of performance management, it is important to understand employees’ perceived performance management effective since the process requires high involvement and commitment from employees. Data were collected from 476 employees in the four largest banks in Thailand. Results from structural equations analyses support hypothesized model that attitudes towards performance evaluation directly relate to perceived performance management effectiveness and interactional justice mediates the coaching- perceived performance management effectiveness. Discussion, limitation and future research are included. Keywords: Banking industry in Thailand, Banking industry and performance management, Effectiveness and performance management, Interactional justice, Performance Management. . This research was supported by Chulalongkorn University Centenary Academic Development Project. Performance management, Page 1 Journal of International Business and Cultural Studies INTRODUCTION The increasingly competitive environment of the 1980s, which continued throughout the recessionary 1990s still remains a dominant factor today. Up until now, the increasing competition is even higher than one could imagine. Business faces challenging of increasing...
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...International Journal of Training and Development 10:4 ISSN 1360-3736 Transfer of learning from management development programmes: testing the Holton model Cyril Kirwan and David Birchall Transfer of learning from management development programmes has been described as the effective and continuing application back at work of the knowledge and skills gained on those programmes. It is a very important issue for organizations today, given the large amounts of investment in these programmes and the small amounts of that investment that actually translates into an improved individual and organizational performance. This paper describes the testing of the Holton model of learning transfer and suggests amendments to the model where appropriate. A sample of participants on a management development programme within the Irish health service completed the Learning Transfer System Inventory based on the Holton model. The data obtained were analysed using multiple regression and partial correlation techniques. Results indicate that the model does adequately represent the effects of its factors, although a slightly revised model is presented. Important relationships between factors are identified, and the central role of the learners’ personal capacity for transfer (hitherto unreported in the literature) and their motivation to transfer in facilitating transfer is highlighted. In practical terms, the tested model can be used as a diagnostic tool by identifying individual, training design and work...
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...The following analysis attempts to develop and expand on purported ideas and views of the philosophical perspective of the Middle Ages. The case involves a five year old boy named Hans who has a phobia of horses. Since the family lived opposite a busy coaching inn, that meant that Hans was unhappy about leaving the house because he saw many horses as soon as he went out of the door. When he was first asked about his fear Hans said that he was frightened that the horses would fall down and make a noise with their feet. He was most frightened of horses which were drawing heavily laden carts, and, in fact, had seen a horse collapse and die in the street one time when he was out with his nurse. It was pulling a horse-drawn bus carrying many passengers...
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...SAGE India website gets a makeover! Global Products Enhanced Succinct Intuitive THE Improved Interactive Smart Layout User-friendly Easy Eye-catching LEADING WORld’s LEADING Independent Professional Stay tuned in to upcoming Events and Conferences Search Navigation Feature-rich Get to know our Authors and Editors Why Publish with SAGE ? World’s LEADING Publisher and home and editors Societies authors Professional Academic LEADING Publisher Natural World’s Societies THE and LEADING Publisher Natural authors Societies Independent home editors THE Professional Natural Societies Independent authors Societies and Societies editors THE LEADING home editors Natural editors Professional Independent Academic and authors Academic Independent Publisher Academic Societies and authors Academic THE World’s THE editors Academic THE Natural LEADING THE Natural LEADING home Natural authors Natural editors authors home World’s authors THE editors authors LEADING Publisher World’s LEADING authors World’s Natural Academic editors World’s home Natural and Independent authors World’s Publisher authors World’s home Natural home LEADING Academic Academic LEADING editors Natural and Publisher editors World’s authors home Academic Professional authors Independent home LEADING Academic World’s and authors home and Academic Professionalauthors World’s editors THE LEADING Publisher authors Independent home editors Natural...
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...STUDY UNIT 10 LEGAL RESPONSIBILITIES IN PHYSICAL EDUCATION AND SPORTS COACHING 10.1 INTRODUCTION o educator is responsible for planning and conducting lessons and activities in a safe environment. o Physical educators need to be aware of safety factors and know about legal liability. o educator's legal responsibility concerns the issue of negligence. 10.2 LEGAL LIABILITY o educators are responsible for their learners' well-being o educator acts in “loco parentis” - expected to act like a diligent and sensible parent o educator must act in reasonable & responsible manner, respect welfare and safety of learner 10.3 ELEMENTS OF NEGLIGENCE o Negligence failure to act as a reasonably careful o Negligence may occur as result of failure to act when there is a duty to act. I o May occur by acting, but in an improper manner. o Four areas are relevant to the issue of negligence: (1) any action inappropriate to the line of duty (2) breach of duty (3) any action or event causing injury (4) proximate cause 10.4 WHERE NEGLIGENCE MAY OCCUR o the instructional programme o supervision o facilities and equipment o emergency care o transportation 10.5 COMMON SOURCES OF NEGLIGENCE o Physical educators may be found guilty of negligence when they fail to provide proper supervision by: - . neglecting to assist injured learners - . permitting learners to play...
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...facing fierce competition, which is accelerating the pace of change. Flatter organization structures coupled with technology help people to take on more work and greater spans of control. This structure can only be effective if the workforce is highly motivated, trained and educated. Alignment Training must be aligned with a company’s business direction and values. Training philosophy Expresses the degree of importance the company attaches to training. Training philosophy should be based on: 1) Strategic approach to training Takes a long-term view of what skills, knowledge and level of competence employees need. 2) Relevant 3) Problem – based 4) Action – action oriented 5) Continuous development Missions The training philosophy should be guided by the mission of the organization The mission should be communicated to all Example of a Training Department’s mission: “To provide sales and customer care training for all sales representatives who wok in the corporation’s telecommunications division” Example of Training Philosophy: “We are committed to having a workforce to meet current and future business objectives by providing our employees, at all levels with appropriate education and training opportunities”. Training policy...
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...What I want to know when a couple comes in for treatment: Look for; 1) strengths in the marriage as well as 2) areas that need improvement. Assessment takes three sessions- a conjoint session that lasts an hour and a half, and two individual sessions, one with each spouse, each a half-hour long. Investigate 7 different questions; - Overall, where is each in the marriage? - Martial satisfaction - Divorce potential - Each person’s commitment to the marriage - Their hopes and expectations for the marriage (including potentially getting out of their marriage) - Their hopes, expectations and theory of the therapy - Their big cost/benefit analysis of the marriage. Discrepancies between spouses? - Pattern of emotional abuse? Therapist to confront this. - Marital Therapy Contraindicated? - An ongoing extramarital or disengagement? - Ongoing physical abuse? - Other betrayals? - What is the nature of their marital friendship? - Is there emotional engagement or disengagement? - Lifestyle needs similar or different? - Passion and romance in the marriage? - Sexual satisfaction and intimacy? - Fun? - Spiritual connection? - Loneliness - Parallel lives? - Other salient areas? (eg. Finances) - Positive affect? - The Fondness and Admiration System? - Phsycial affection - We-ness versus me-ness? - Cognitive room (Love Maps)? - How do they talk to each other in a nonconflict context? - What do they see as the strengths...
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...Human resources may be defined as the knowledge, creativity, skills, and talents of an organization, as well as the values, beliefs, and attitudes of the individuals involved and towards the organization. Human resource management is a undoubtedly important role in a company, which is why I chose the company Toyota. Toyota offers a full line of products for just about every need and lifestyle such as cars, trucks, SUV’s, hybrids, motorcycles and minivans. Toyota a massive car empire manufactures vehicles every day; this company has 53 production sites in 27 countries around the world (Piotrowski Chris 2010). In the fiscal year 2009 Toyota sold approximately 7.5 million vehicles worldwide in about 170 countries under the Toyota, Daihatsu, and Hino brands which ranked them as the 5th largest company in the world (Piotrowski Chris 2010). In 2005, Toyota was 8th on the Forbes list of over 2000 leading world companies but due to a largely financial crisis in 2008 the company had an enormous debt and had to borrow 3 billion dollars to keep on producing (Piotrowski Chris 2010). “A fatal car crash in Southern California in August 2009 led to the start of a massive recall” (Andrews Anthony P 2011). This lead to the entire reason of the terrible human resource management Toyota had to deal with the recall, they did handled the entire recall poorly. Toyota did not act quick enough to the public about the information of the mechanical failures of the vehicles which led to a fine by the US...
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...OPMA Measures of Central Tendency Measures of Variability Sample Range (R) = largest X – smallest X Central Limit Theorem 1std. 68.3| 2std. 95.4| 3std. 99.7 Type 1:conclude change, when no change Type 2: conclude no change, when change Attributes Vs. Variables Attributes – data which count (ex. # of complaints) Variables – data which measure (ex. cm, kg, ml, etc.) X Chart Control Limits [pic] Range [pic] Establishing Control Limits or Re-calculating the control limits Process Capability Index Just Capable Industry Standard (min) Excellent Process Capability Where Z (min) is the smaller of: Or: When Cpk=Cp, the process is centered. P Charts (Attributes) Maximum p: UCL*n Minimum p: LCL*n C Charts U Charts Maximum u: UCL*n Minimum u: LCL*n Chapter 1 Quality Perspectives Garvin’s Product Quality Dimensions 1. Conformance 2. Reliability 3. Features 4. Performance 5. Durability 6. Serviceability 7. Aesthetics 8. Perceived Quality PZ&B’s Service Quality Dimensions Tangibles(Physical appearance of facility Service Reliability(Dependable and accurate Responsiveness(Helpful and prompt Assurance(Knowledge and courtesy Empathy(Caring attention Viewpoint depends on function Core Processes • Value Stream Mapping| FlowChart • Six Sigma| value added • DMAIC – Define, Measure, Analyze, Improve, Control Downstream • Shipping and Logistics “Right product, right place...
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...The current issue and full text archive of this journal is available at www.emeraldinsight.com/0262-1711.htm Integrating leadership development and succession planning best practices Kevin S. Groves College of Business and Economics, California State University, Los Angeles, California, USA Abstract Purpose – Organizations often fail to utilize managerial personnel effectively for leadership development and succession planning systems, and many execute these critical practices through separate human resource functions that shift the responsibility for leadership development away from line managers. The purpose of this article is to present a best practices model for optimal development of the leadership pipeline and a series of practical recommendations for organizations. Design/methodology/approach – A group of 30 CEOs and human resource executives across 15 best practice organizations were asked via semi-structured interviews to describe the content and delivery of their respective organizations’ leadership development and succession planning practices. Findings – Analysis of interview data indicated that best practice organizations effectively integrate leadership development and succession planning systems by fully utilizing managerial personnel in developing the organization’s mentor network, identifying and codifying high potential employees, developing high potentials via project-based learning experiences and manager-facilitated workshops, establishing a flexible...
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...other dissemination of Coaching Instructor’s Workbook without the express written consent of the United States Soccer Federation is strictly prohibited. © 2008-2009 United States Soccer Federation Updated as of May 2008 2 USSOCCER.COM UNITED STATES SOCCER FEDERATION D Why is it important to teach players to “respect the game”? So they understand that the game is the best teacher. So they learn to respect the role of the referee; opponents; coaches; fans; their equipment; and nutrition. And to ensure future players continue playing, learning, and loving this game. – United States Soccer Federation “D” LICENSE COURSE 3 UNITED STATES SOCCER FEDERATION FIFA — Soccer’s World Governing Body Founded in 1904 to provide unity among national soccer associations, the Federation Internationale de Football Association (FIFA) boasts 207 members, rivaling that of the United Nations, and is arguably the most prestigious sports organization in the world. As soccer’s ultimate administrative authority, FIFA governs all facets of the game: regulating the rules of play, overseeing the transfers of players internationally, organizing international competitions such as the FIFA World Cup, establishing standards for refereeing, coaching and sports medicine, and encouraging soccer’s development around the world. As a member of FIFA, U.S. Soccer’s Licensing Program is recognized as the official and only organization allowed to run and issue coaching licenses in the United States...
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...[pic] Course Title: Human Resource Management Course ID: HRM 604 Program: EMBA Prepared for: Abu Saleh Md. Sohel-Uz-Zaman, Course Instructor, Department Business of Administration, United International University. Names of the Members with IDs |Name |ID | |S. M. Tahmidur Rahman |113122005 | |Md. Fokhrul Islam |113122008 | Topic: Managing HR for Better Performance Letter of Transmittal Date: 06/12/12 Abu Saleh Md. Sohel-Uz-Zaman, Course Instructor, Department of Business Administration, United International University Subject: Submission of term paper. Dear Sir, We have to honor to state that according to the subject of the term paper, here we are trying to find the key factors to improve personnel performance that develop a performance plan that directs the employee's efforts toward achieving specific results, to support organizational growth as well as the employee's professional growth.. We have tried to find out the methods of improving performance. Here we try to match...
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...Organizational Change: Motivation, Communication, and Leadership Effectiveness Ann Gilley, Jerry W. Gilley and Heather S. McMillan rganizational leadership behaviors have a Research indicates that numerous variables have an impact on a leader’s direct influence on actions in the work eneffectiveness. This study explores the vironment that enable change (Drucker, behaviors associated with leadership 1999; Gilley, 2005; Howkins, 2001). Leaders may funceffectiveness in driving change. The tion as change agents—those individuals responsible findings confirm previous research that identifies change effectiveness skills, for change strategy and implementation (Kanter, Stein, while isolating the specific leader be& Jick, 1992)—by creating a vision, identifying the need haviors deemed most valuable to imfor change, and implementing the change itself. plementing change: motivation and Organizations remain competitive when they supcommunication. port and implement continuous and transformational change (Cohen, 1999). As a result, organizational change has been the subject of much research. Many have sought to explain the fundamentals of change, how to manage change, and why change is so difficult to achieve. In spite of numerous theories, models, and multistep approaches, organizational leaders lack a clear understanding of, or ability to engage, the steps necessary to implement change successfully (Armenakis & Harris, 2002). Research suggests that the problem is limited understanding of change...
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