...LIFESTYLE INVENTORY PAPER MEMORANDUM Date: November 6, 2011 Subject: Life Style Inventory Paper As per your request to prepare a personal learning agenda in GM591, I have completed my own “Life Styles Circumplex” profile. Below is the analysis of my “Life Styles Circumplex” profile and my personal learning agenda in GM591. Part I: Issues and Events The biggest challenge I face in the wholesale/retail industry (previous job) is dealing with people from all works of life. It is interesting to note that during the course of the month, at work, I will come across someone that will do or say something that will almost get me upset and in some cases succeed in getting me upset. I have read books that address issues like anger management, customer service and good people skills. I usually exercise good self-control in these areas. Another issue I deal with is trust. Over the years, I have found it increasing difficult to trust people, especially customers. There is an adage in the automotive retail industry that says, “Customers are liars.” The third main issue is discernment of people and their motives for doing and saying certain things. I continuously strive to be more holistic and well-rounded in all areas of my life. I am aware of the dangers of anger, distrust and naivety when they become the dominant part of one’s life, even if it is for a brief period. If these issues are not addressed, they can destroy one’s life, job or other vital relationships, especially the business-client...
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...Shadi Abdul-Ghani Life Style Inventory Survey (LSI) . SEP/13/2010 GM591 Professor Judy Moonan . in 1996 I graduated with a bachelor degree from Jordan, and at that time my dad was the only one who is working and supporting the family, 2 brothers 4 sisters, mom and I , three of them were in college, and I had to find a job as soon as possible to help my dad, I joined the market field, at that time it was big challenge for any new graduate, to find a job, and it was even harder to keep the job if you get one, the unemployment was high, and the competition was even higher. When I was in school, I used to get everything I needed from my dad, never felt responsible, and at one time, it was my turn to help, first job I had was in the marketing field, marketing means challenging, competition, and target to achieve, all of these things makes me work under pressure, joining the marketing field after I was completely depending on someone else in my life has a big impact on my life, I have to achieve my target or I will lose my job, I have to work hard to support my family, I admit that I had flunks in that job, but some of those flunks were results of exterior causers. I ask myself many times why did I stumble? Was it because of the pressure factor or because of the life style I had or may be because I have no experience in marketing? According to the LSI survey, my primary style is an Aggressive/Defensive Style that reflects self-promoting thinking...
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...Michael Wade Wadem10@nationwide.com GM591 Leadership and Organizational Behavior Professor: Reginald Doctor 5/19/11 The Forgotten Team Member Group Development Christine's leadership abilities could benefit by having the knowledge of the different stages of group development. Christine doesn’t seem like the ideal leader for the group. With Steve’s, “Businesslike” personal style, I feel like he would have made the best group leader. But As a the team leader, Christine could have encouraged Mike that the meetings are very important and being present for group meetings so he can be part of the team and share his own ideas from the notes that he was sending. Christine shouldn’t have waited until week 5 to start to put together a team meeting. This should have been something setup as soon as the teams were assigned. At this time I would say that the team is in, “The storming stage of team development.” The only forming stage that was done by this group was the professor assigning who is in what group. What I saw out of the group development was: * Forming Stage – Nothing other than the being assigned to a group. * Storming Stage – This is where I feel the team never made it past this stage. There are high emotions and lots of tension is in the air between the team and Mike. * Norming Stage – I didn’t see this team making it to this stage but during this stage there's now a new sense of harmony following the storming stage and members try to maintain that harmony...
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...GM591 Midterm 1. Question: Consider this story that appeared in the August 11, 1998 Wall Street Journal: Work Hard, Play Hard: Employers use fun to boost morale All 25 partners at Certilman, Balin, Adler & Hyman, an East Meadow, N.Y., law firm, are invited to a free conference-room lunch every day. Managing partner Bernard Hyman says the lunches began as a chance to talk business but soon became anticipated social gatherings. “We tell stories, talk about the weekend,” he says, “talk about the football game, talk about our husbands, talk about our wives, talk about our children.” During lunchtime at JW Genesis Financial Corp., Boca Raton, Fla., Vice Chairman Joel Marks lets workers view his TV-sitcom tapes, including “Seinfeld,” “Mary Tyler Moore” and “Taxi.” Terry Deal, business professor at Vanderbilt University in Nashville, Tenn., says companies that bring play and celebration into the workplace often have higher profits. A book he co-wrote cites as an example Southwest Airlines, which encourages crews to joke with passengers. But he says few companies incorporate play: “One thing we are finding over and over is that work just isn’t any fun anymore.” Some observers would argue the fun work place is just another fad? What do you think? Does having fun at work lead to higher productivity? Use course concepts to formulate your response. Your Answer: I believe that there needs to be balance between fun and work. If people do not enjoy their job it will lead to...
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...Reinventing Organizational Behavior: Recommendations to Improve Communication at DSW Jessica Detwiler Keller Graduate School of Management Jessica.m.detwiler@gmail.com GM591 – Leadership and Organizational Behavior Dr. Arnold Witchel 14 April 2012 Author Note Thank you to my colleagues whom allow me to pick their brains regarding our organization. I appreciate your honest feedback and candid conversation, which has allowed me to remain objective. I hope to have put our organization in the best possible light, while still being able to make valid recommendations to improve our organizational culture. Abstract This manuscript details research performed on identifying organizational behavior problems at a specific federal facility. Topics discussed include identifying key issues and providing potential solutions to improve the effectiveness of the company. There is also a section that analyzes the root cause of the identified problem areas. Finally, there is a reflection section that details lessons learned throughout the course. Reinventing Organizational Behavior: Recommendations to Improve Communication at DSW The Desert Southwest Region (DSW) of the Western Area Power Administration (WAPA) is a federal service region that “markets hydroelectricity power to nearly 70 municipalities, cooperatives, federal and state agencies, and irrigation districts.” (About, 2012) The DSW regional office “maintains and operates more than 40 substations and 3,100 miles...
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...POOR LEADERSHIP GM591: Leadership and Organizational Behavior INTRODUCTION Helmsley-Spear, Inc. was founded in 1955 by men named Harry B. Helmsley and Lawrence A. Wien. Helmsley-Spear, Inc. was located in mid-town Manhattan, 60 East 42nd Street, New York. The organizations offices were located in the penthouse of the Lincoln Building, occupying floors 53 through 55, which had a private elevator from the 53rd floor through to the 55th floor. The Helmsley management office was located in the heart of Manhattan. It provided easy access to all public transportation. It made for an easy commute to New Jersey Transit, a few blocks from New York Port Authority, right across the street from Grand Central Terminal. This was the ideal location. It large vast spacious offices had a view of New Jersey, the ocean, the Brooklyn Bridge and the beautiful but not forgotten Twin Towers. The Helmsley organization was compounded of approximately 200 employees, which range from administrative staff, doormen and building maintenance staff. Helmsley-Spear, Inc. was one of the biggest property holders in the United States. Mr. Helmsley and Mr. Malkin immediately began expanding the organization by becoming managing agents and landlord of some of the most prestigious commercial, residential and hotel properties. They managed such properties as the Empire State Building, the Graybar Building, the Helmsley-Palace...
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...What Affects does our Schemas and Critical Thinking Play in our Roles as Leaders GM591: Leadership and Organizational Behavior Instructor: Oliver London, Ph. D. Gloria Wilson gloriahomes@yahoo.com * 816-560-5913 December 10, 2010 INTRODUCTION Let me set the stage of this fascinating topic that I have created for you to understand, “What affects does our Schemas and Critical Thinking play in our roles as Leaders?” You must understand my background to see why I could not separate the two – Schemas and Critical Thinking. I was brought up in a southern Baptist family on my mom and dad side of the family. Our religion was number one and everything else was based on your beliefs (schemas) surrounding this very devout religious family. As I got older, and attended the business college for two years, before moving on to the big university, the first class I had was…you guessed it, Critical Thinking. I know I was a born leader, no doubt about it. I loved making sure everyone was well cared for in the family, as a child and as adult. You put all these together and you have created a…I will let you read it in the conclusion. My schemas as a child led me to believe, and do certain things as a child, to the clothing I wore down to the shoes I wore. Let me broaden it up for you a tad bit in schemas in the business world of thinking. “Schemas are cognitive frame works that represent organized knowledge developed through experience about people, objects, or events...
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