...Consortium for Research on Emotional Intelligence in Organizations www.eiconsortium.org Self Directed Learning 1 Unleashing the Power of Self-Directed Learning Richard E. Boyatzis, PhD May 28, 2001 To be published in Ron Sims (ed.) (2002) Changing the Way We Manage Change: The Consultants Speak. NY: Quorum Books. Correspondence should be addressed to Richard E. Boyatzis, Department of Organizational Behavior, Weatherhead School of Management, Case Western Reserve University, 10900 Euclid Avenue, Cleveland, Ohio, USA, 44106-7235. Reproduced by The Consortium for Research on Emotional Intelligence in Organizations with special permission of the author. Consortium for Research on Emotional Intelligence in Organizations www.eiconsortium.org Self Directed Learning 2 The new economy is not about technology, it is about a change in the basic assumptions about the nature of work. Contributing to this are several demographic factors. Worldwide, the workforce is aging. By 2050, the average age of the US population will increase to 40 (from 36 in 1995). In the US in 1999, 19% of the workforce was 70 or older. By that same year, the number of retirees in Europe will be greater than the number of people in the workforce (The Economist, 2000). The workforce and population is becoming increasingly ethnically and racially diverse. By 2050, 24% of the workforce (about 97 million people) in the US will be Hispanic. Women are filling more positions of power...
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...(Jamie L. Callahan, Editor) Title of the Article: The Role of Self-Reflection, Emotional Management of Feedback and Self- Regulation Processes in Self-Directed Leadership Development Author: Paul L. Nesbit No. of Pages: 18 pages SUMMARY The self- directed leadership development is conceptualized within a framework of emphasizing a self understanding phase and self-change phase that are dependent on the integrated operation of three skills concerning one’s ability to manage emotional reactions to feedback, to carry out effectively the practice of self-reflection, and to enact self regulatory processes for development. It is suggested that the accomplished operation of these skills enable more refined and effective self development efforts allowing leaders to respond to changing work environments in a continuous and productive fashion. However, once learned and incorporated into ones behavioral repertoire, the operation of self development strategies would become self guiding. Given that self-development can be considered as metaskills- skills that allow for the development of other skills. It requires developing self awareness of competency strengths and deficits as a primary focus in leaders self development. This process requires self initiated obtainment of performance feedback and self-reflective analysis of this feedback in terms of its implications for one’s self-development (Day, 2001: Moon, 2004). It’s envisioned that work experiences would be the primary...
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...For example, work performed during the PI’s CTSC KL2 award revealed that brain activity (measured by electroencephalography; EEG) in an MCS patient fluctuated between time periods when the subject could perform goal-directed movements versus times when they were not able (Figure 2). This analysis required hours of detailed annotation of video data. The outcomes of this proposed work would allow for automated detection of these fluctuations in motor performance, greatly decreasing the time required for...
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...performance (Bratton 2013). There is several importance of strategic HRM which is to focus on performance and consistency of its business, bridge between business strategies and human resources practices, identifying and analyzing the external opportunities and threats may impact to the organization, and help companies work harder to meet the needs of their employees (Mathanas 2011). SWOT analysis is part of strategic HRM due to SWOT can determine the future of an organization that are referred to strategic factors. SWOT analysis in HRM is defined as a tool that helps organization assist issues within external which includes assessment of strength, weaknesses, external opportunities and threats, and provides an outline for strategic decision making in HRM (Colbert 2013). According to Chen & Brunenski (2013, p.3-4) SWOT has a several advantages which is simplicity means SWOT analysis requires neither technical skills not training and it can be performed by anyone with knowledge about HRM, another advantages is low cost due to organization can select an internal employee to conduct the analysis rather than hire an external organization. While the disadvantages of SWOT is no weighting factors...
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...with a heavy workload. Courtesy involves being polite and courteous to prevent work related problems, for example, informing a coworker or a change that may affect them introduced by you. Conscientiousness refers to doing more than just the minimum to prevent and minimize error, in terms of attendance and punctuality. Civic virtue refers to employees genuine concern and interest in the existence of the organisation (Podsakoff, MacKenzie, Paine, & Bachrach, 2000), for example attending meetings and keeping up-to-date with issues facing the organisation. Sportsmanship involves employees tolerating less-than-ideal conditions and being accepting of changes. These five dimensions are commonly split into two distinct categories: individual-directed behaviours (OCBI) and...
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...Introduction Interpersonal behavior is the interaction between two or more persons. It is imperative to building and maintaining any type of relationship in our social world. However, when looking at interpersonal behavior in the workplace, things become a little more complicated. Interpersonal behavior affects the relationships between coworker and coworker, coworker and supervisor, and even worker and customer. Interpersonal relationships are important in career and job success. Positive relationships can lead to harmonious work achievement, overall happiness, and even success. Negative relationships can lead to poor work performance and can hinder problem solving and conflict resolution. Throughout this journey into interpersonal behavior, certain issues that can hinder the overall success or the organization will be dissected and different solutions to these issues will be proposed. The organization being used in this study is CB Richard Ellis Service Desk at Baylor. The unit consists of 10 employees. They come from different backgrounds and all have different goals. While a tight knit group, there are some interpersonal behaviors that hinder the organization as a whole. Throughout this project interpersonal behavior is substituted for words such as interpersonal skills and interpersonal relationships. Problem Statement Interpersonal skills are important attributes in maintaining a positive business atmosphere. Without these skills, relations...
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...Automatic Effects of Brand Exposure on Motivated Behavior: How Apple Makes You “Think Different” ´ GRAINNE M. FITZSIMONS TANYA L. CHARTRAND GAVAN J. FITZSIMONS* This article first examines whether brand exposure elicits automatic behavioral effects as does exposure to social primes. Results support the translation of these effects: participants primed with Apple logos behave more creatively than IBM primed and controls; Disney-primed participants behave more honestly than E!primed participants and controls. Second, this article investigates the hypothesis that exposure to goal-relevant brands (i.e., those that represent a positively valenced characteristic) elicits behavior that is goal directed in nature. Three experiments demonstrate that the primed behavior showed typical goal-directed qualities, including increased performance postdelay, decreased performance postprogress, and moderation by motivation. P eople see thousands of brand images in an average day. Given how ubiquitous brands have become in people’s everyday lives, it is important that research uncovers the ways in which brand exposure can affect behavior. Although brands are of significant interest to consumer researchers, scant empirical work has addressed the potential behavioral consequences of brand exposure, inside or outside of the consumer decision-making context. And yet, given that consumers encounter many more brands than people in an average day, brands have surely become more...
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...Behavior Therapy B.F. SKINNER • (1904–1990) Reported that he was brought up in a warm, stable family environment. • As he was growing up, Skinner was greatly interested in building all sorts of things, an interest that followed him throughout his professional life. • He received his PhD in psychology from Harvard University in 1931 and eventually returned to Harvard after teaching in several universities. • He had two daughters, one of whom is an educational psychologist and the other an artist. • Skinner was a prominent spokesperson for behaviorism and can be considered the FATHER OF THE BEHAVIORAL APPROACH TO PSYCHOLOGY. • Skinner championed radical behaviorism, which places primary emphasis on the effects of environment on behavior. • Skinner was also a determinist; he did not believe that humans had free choice. He acknowledged that feelings and thoughts exist, but he denied that they caused our actions. Instead, he stressed the cause-and-effect links between objective, observable environmental conditions and behavior. • Most of Skinner’s work was of an experimental nature in the laboratory, but others have applied his ideas to teaching, managing human problems, and social planning. Science and Human Behavior best illustrates how Skinner thought behavioral concepts could be applied to every domain of human behavior. • In Walden II (1948) Skinner describes a utopian community in which his ideas, derived from the laboratory, are applied to social issues. • His 1971...
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...level. In order to ensure we have chosen the best pathway for the child’s learning experience it is also important for teachers to make themselves familiar with these theories and discover when and how to use them. One theory I found to be a good resource is Behaviorism which is also known as behavioral psychology; this theory is based on the fact that all behaviors are acquired through conditioning. This conditioning can occur with the interaction of the environment. According to this theory behavior can be studied in a systematic and observable manner regardless of internal mental status (cherry, 2012). The two major types of behaviorism are classical conditioning, and operant conditioning. The classical conditioning theory is based on the act of placing a neutral signal before a naturally occurring reflex. For example you smell coffee and you want to drink a cup. On the other hand operant conditioning is considered instructional conditioning and it incorporates methods of learning through rewards and punishments for one’s behavior. There is an association between behavior and a consequence for that behavior (cherry, 2012). Another theory teachers need to become familiar with are cognitive theories. These...
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...Hameed Aamer Waheed Lecturer Management Sciences, COMSATS Institute of Information Technology Park Road, Islamabad, Pakistan E-mail: abdulhameed@comsats.edu.pk Abstract Employee is a key element of the organization. The success or failure of the organization depends on employee performance. Therefore, organizations are investing huge amount of money on employee development. This paper analyzes the theoretical framework & models related to employee development and its affect on employee performance. The key variables identifies related to employee development and Employee performance. The further discussion develops a proposed model which explains the relationship between employee development variables (employee learning, skill growth, self directed, employee attitude) and employee performance variable. The employee performance will affect on organizational effectiveness. The paper is divided into three parts. The introductory part provides brief overview related to employee development and its affect on employee performance. The second part analyzes the views and studies of the past researchers related to employee development and employee performance. In the end, paper presents the proposed model along with the discussion and conclusion. Keywords: Employee development, employee performance, organizational effectiveness. Introduction Employee Development is one of the most important functions of Human Resource Management. Employee development means to develop the abilities of an...
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...Leadership Models University of Phoenix Leadership Models Leadership is a group phenomenon that includes interpersonal influence or persuasion, is goal directed and can lead others through certain actions or to achieving goals through influence, and has hierarchy within the group that can be formal and well defined or informal and flexible. Leaders assist in establishing goals and reaching those goals through actions, allowing individuals in leadership positions to be effective (Nahavandi, 2006). Leadership research has been and will be completed by many individuals and has led to many theories and models to be developed that have both similarities and differences. Four theories or models of leadership that have been researched and developed include trait theories, transactional leadership, transformational leadership, and situational leadership. The research on each of these has varied in amount and focus, but mostly the information has helped to develop theories and styles that can be important in understanding and developing leadership skills (Clawson & Bevan, 2006). Trait Theories The first type of leadership theories studied revolved around the traits effective leaders were shown to have. Trait theories of leadership focused on what traits an individual has that assist in his or her leadership abilities. These traits were considered innate or heritable and were believed to be passed down through familial generations (Zaccaro, 2007). Originally the traits were...
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...improve the performance of its sales and service staff. Your first task is to conduct a needs analysis for the organization. Describe what you will do. Then, provide examples of possible training and development activities that could be used to influence the knowledge behavior, and attitudes of the staff. For an auto dealer I would do a short and long-term training and development needs according to the business strategy, company culture, and expected changes in the external environment of the company. The needs analysis will produce a clear statement of the goals to be achieved by training and development activities. We will also set a need analysis that will assess the company’s current climate for training. Knowledge objectives are of three types: declarative, procedural, and strategic. Declarative knowledge is the person's store of factual information. Procedural knowledge is the person's understanding about how and when to apply the facts. Strategic knowledge is used for planning, monitoring, and revising goal-directed activity. Skill reflects one's proficiency at specific tasks such as operating a piece of equipment, giving a presentation, or making a business decision. Attitudes are beliefs and/or opinions about objects and events and the positive or negative affect (feelings) associated with them. Attitudes affect motivation levels, which in turn influence a person's behavior. The various training delivery methods can be divided into cognitive and behavioral approaches...
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...study? * What field techniques were used? For how much time? In what contexts? What were the roles of the ethnographer? 3. Find a report of an ethnographic research in applied linguistics and give your comments on: * What field techniques were used? For how much time? In what contexts? What were the roles of the ethnographer? * What analysis strategies were developed and used? what levels and types of context were attended to in interpretation? - What recurrent patterns are described? - What cultural interpretation is provided? - What are the stated implications for teaching? Question 1.What is ethnographic research? State the difference between an ethnographic research and a psychometric research and give example from applied linguistic studies. ------------------------------------------------------------- Ethnographic research is one form of qualitative research which concerns with studying human behavior within the context in which that behavior would occur naturally and in which the role of the researcher would not affect the normal behavior of the subjects. Ethnography research requires: - much training, skill and dedication - a great store on the collection and interpretation of data - question and hypothesis emerge during the course of investigation, rather than beforehand...
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...Discuss the concept of motivation and Zappos You will use your Group Discussion Board to conduct your analysis of this case study. Discuss the approach used by Zappos. Why is the approach not used very often? What are the challenges and the benefits? Zappos was acquired by Amazon in 2009. What organizational changes do you believe occurred due to the acquisition and would continue to occur over time? Discuss the concept of motivation and Zappos. Would Zappos be a motivating place to work? Why? Why not? Your analysis must include supporting evidence. Motivation is defined as “the desire to achieve a goal or a certain performance level, leading to goal-directed behavior (Erdogan; Chapter 5, P.1 paragraph).” Motivation can mean a lot such as a company trying to accomplish a set goal, or a soldier trying to complete a physical fitness test, in some type of form a person is trying to reach an obtainable goal. Motivation and Zappos is another thing, they encourage employees to be, themselves, just be to be regular people. The concept of support goes further in at zappos than just in its core values, it goes into its Performance, such as no time table on customer service calls, the point of that is to make the customer feel very important and to build a relationship with the customer, and also other motivating effects could be a compressed workweek, and a nice benefits package, which offers full healthcare coverage. Motivation has a lot to do with this organization, in creating...
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...GM591: Leadership and Organizational Behavior Dr. Ron Stone Keller Graduate School of Management Introduction 3 Problem Statement 5 Literature Review 5 Causes 14 Solutions 16 Reflection 19 Appendix 21 Introduction The organization I chose to study is Software Engineering (SE) in the Internal Information Services (IIS) unit of Defense Contractor X’s Information Technology (NGIT) Sector. The mission of the organization is to conceive, develop and maintain software engineering solutions for the IT Sector of Defense Contractor X. SE is comprised of a Director, Tens Level Managers, Unit Level Manager, Team Leads and Software Engineers. The Director and Tens Level Managers have three to eight people reporting to them. The Unit Level Managers have from fifteen to twenty people reporting to them. In order to manage such large numbers of people, the Unit Level Managers are encouraged to empower their employees to take ownership of their jobs. The Team Lead role is used as a substitute for a Unit Level Manager, with increased responsibilities, but there is no increase in pay or grade when someone assumes the job. Often managers use the Team Lead role to groom future managers of NGIT. Many of the Team Leads are motivated, self-directed individuals who have a certain amount of autonomy in their current roles, which pre-disposes them for managerial work in the organization. OCI Review Based on my analysis of SE using the Organizational Culture...
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