...Group Communication Competencies Survey and Summary SOC/110 August 17, 2015 Group Communication Competencies Survey and Summary Part 1 On a 5-point scale, where 5 is “extremely important” and 1 is “not at all important,” rate the following types of group competencies in terms of their importance for becoming a highly effective group member. Circle (or highlight) one number for each item. Part 2 When you are finished, write a 350- to 525-word summary of your results and ways to improve your competency. You may write your summary at the bottom of this document, or in another Word document. Member and Group Competencies | Extremely Important | Very Important | Somewhat Important | Not Very Important | Not at All Important | 1. Understand the group communication process. | 5 | 4 | 3 | 2 | 1 | 2. Reduce your nervousness when speaking in a discussion or meeting. | 5 | 4 | 3 | 2 | 1 | 3. Understand, respect, and adapt to diverse group members. | 5 | 4 | 3 | 2 | 1 | 4. Communicate openly and ethically. | 5 | 4 | 3 | 2 | 1 | 5. Carry out critical task roles, by asking questions and summarizing ideas, and social roles, by encouraging and supporting members. | 5 | 4 | 3 | 2 | 1 | 6. Influence group members to change their attitudes and behavior. | 5 | 4 | 3 | 2 | 1 | 7. Use and interpret nonverbal communication effectively. | 5 | 4 | 3 | 2 | 1 | 8. Develop clear group goals. | 5 | 4 | 3 | 2 | 1 | 9. Listen appropriately and effectively...
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...This summary discusses the results of my survey and the different ways I can improve my competency. Group Competencies are important amongst a group to have good clear communication. As can be seen in the survey results, I have considered each member and group competencies as extremely important. To elaborate more there is a list of 30 skills and abilities in the survey that will help understand the group communication process. I have given each one a very high score because to create and keep each group with a positive flow one should consider treating each process as extremely important. In addition to rating each score on the high end you are giving yourselves the opportunity to become a better competent communicator. However, when you...
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...com/q/soc-110-complete-course-soc110-complete-course/22132 SOC 110 Week 1 Assignment : Group Communication Competencies Survey and Summary Complete the University of Phoenix Material: Group Communication Competencies Survey. Write a 350- to 525-word summary of your results and ways to improve your competency. Click the Assignment Files tab to submit both parts of your assignment. SOC 110 Week 1 Assignment : The Value of Teams Write a 100- to 200-word response to each of the following: * In what kind of teams have you participated? * How is communication in a team different from one-on-one communication, according to the text? * What are some advantages of teamwork? What are some disadvantages? Be specific. * Identify and describe the stages of team development. * How might stronger team skills benefit you? How might you use teamwork skills in your job? Provide specific examples. * What is it like to participate in a virtual meeting, such as web-based, teleconference, and so forth? Describe three ways in which this type of participation is different from participating in a face-to-face meeting SOC 110 Week 2 Assignment : Creating an Agenda Create an agenda for a virtual team meeting on a topic of your choice. Draw from your own experience working within a group with the goal of achieving a specific task. You may use your experience as a student working in a group, or develop a plan for a future learning team. Your agenda should include specific items requiring group discussion and consensus. In addition to...
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...Individual Report Analysis and Critical Discussion of Competencies Based on CVF Framework Student ID: 3472503 Student Name: Xiaoli Sun Lecturer: Dr. Margaret Heffernan, O. A. M Tutor: Ashkan Khalili Due Date: 7th June 2015 Executive Summary As the Competing Values Framework (CVF) has been considered as an important construct for management in a business, managers use CVF to guide and examine employees’ performance. This report will take advantage of three tools: First, CVF Instrument, to examine current competencies like communicating and leading teams and competencies require further development like setting goals; the next two are Communication Styles Survey and Situational Leadership Style Questionnaire to find out strong skills like driver style and delegating style, and weak style like amiable style and coaching style. Then, related theories and concepts will be applied and interpreted to analyse the examined current competencies and skills and how to develop them further based on academic researches and articles. In this report, face negotiation theory, transformational theory and goal-setting theory are mainly used to have a detailed explanation about the competencies. Finally, a personal action plan will be made aimed to improving the weak competencies. Key words: CVF framework, Face negotiation theory,...
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...A Model for Small Tennessee Municipalities 1 Table of Contents Building a case for Succession Planning ....................................................................................... 6 National Statistics ........................................................................................................................ 6 Tennessee Public Management Statistics (TCMA) .................................................................. 8 Succession planning a component of Workforce Planning ......................................................... 8 Benefits of Succession Planning ................................................................................................. 10 Competencies ............................................................................................................................ 10 Timing ........................................................................................................................................ 11 Foundation ................................................................................................................................. 11 Additional Information and Preliminary Work .......................................................................... 12 Mission, Vision, Values, and Goals ............................................................................................ 12 . Resources ...................................................
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...based on research papers conducted by Crawford and Nahmias (2010) and Battilana, et al, 2010). The papers were carefully selected since they were all looking at the same concept of key abilities required to manage and execute change management projects. According to Crawford and Nahmias (2010), it was important to carry out this study to correctly address the question of who is the best person or profession suitable to manage major organisational transformations. The research was focusing on three people whom were seen as the right people to drive the organisational transformations and are as follows; Project Managers, Program Managers and Change Managers. The ideology was to assess their daily duties and come up with the best suitable competencies required to manage change. Looking at the second paper, Battilana, et al, 2010 indicated that there was increasing substantiation that transformation driver’s leadership features and behaviours determine the achievement or malfunction of organisational transformations. The study looked at three key change activities which are necessary for organisational change implementation. The three key activities are as follows; advocating the importance of transformation, encouraging other team members to support the transformations and assessing the transformation execution. SIMILARITIES AND DIFFERENCES...
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...Executive Summary Accreditation Audit- Task 1 Maggie Miklos January 25, 2014 Executive Summary At Nightingale Community Hospital (NCH) one of our core values is to provide superior service and outstanding clinical care as noted in our safety statement. We welcome The Joint Commission (TJC) to survey our facility on a triennial basis to ensure compliance with their established standards and Priority Focus Areas: Infection control, Communication, Medication Management, and Information Management. In anticipation of the unannounced site visit, I have reviewed our current state of compliance for gaps in the Communication focus area and have prepared actions to close the gaps to ensure compliance. To gauge NGH’s compliance in the Priority Focus Area, Communication, I have reviewed the following Universal Protocol Standards depicted in TJC Handbook. This protocol “…was created to address the continuing occurrence of wrong site, wrong procedure and wrong person surgery and other procedures in Joint Commission accredited organizations” (Joint Commission, 2013). Within each standard our facility must meet the Elements of Performance criteria. The three standards I will be reviewing are: UP.01.01.01: Conduct a preprocedure verification process. (Commission 2013) UP.01.02.01: Mark the procedure site. (Commission 2013) UP.01.03.0: A Time-out is performed before the procedure. (Commissions 2013) The rationale...
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...National Human Resource Standard Competencies Framework & Body of Knowledge PEMBANGUNAN SUMBER MANUSIA BERHAD 2014 0 TABLE OF CONTENTS TABLE OF CONTENTS ....................................................................................................................... 1 THE STANDARDS ~ AT A GLANCE ................................................................................................... 2 THE FIVE DIMENSIONS ..................................................................................................................... 3 THE THREE LEVELS OF HR PROFESSIONALS ............................................................................... 4 HR COMPETENCIES .......................................................................................................................... 6 HR CORE COMPETENCIES ............................................................................................................... 7 HR FUNCTIONAL COMPETENCIES .................................................................................................. 8 HR COMPETENCIES FRAMEWORK.................................................................................................. 9 HR COMPETENCY LEVELS ACCORDING TO DIMENSIONS......................................................... 10 HR BODY OF KNOWLEDGE............................................................................................................. 19 CONCLUSION .....................................
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...Executive Summary Brandy Libby Grand Canyon University: Nurse Leadership and Management NRS-451V January 24, 2014 Executive Summary The current staff have varied years of experience, and education. Some have not completed an intermediate or advanced fetal monitoring course. Many have not had updated education in reference to the newest nomenclature set forth by the National Institute of Child Health and Development (NICHD) in 2009. Standardizing the interpretation and the communication of varied fetal heart rate (FHR) patterns among all staff is needed to decrease intrapartum mistakes, decrease liability exposure and improve patient outcomes. Improving staff competencies in the interpretation, communication, documentation and management of fetal heart rate tracings is critical to these goals (HANYS (Healthcare Association of New York State), The American Congress of Obstetrics and Gynecology (ACOG) New York State Department of Health [HANYS, ACOG, NYSDOH], 2011). The National Certification Corporation (NCC) recently launched a public campaign named “Just Ask”. The campaign is designed to educate and encourage patients to ask for certified nurses and nurse practitioners. It is the goal of this proposed quality improvement initiative to have all perinatal staff be updated and certified in electronic fetal monitoring by the NCC by the year 2015. Purpose Litigation caused by the misinterpretation and management of electronic fetal monitoring (EFM) tracings continue...
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...others, teams, and organizations. Name of Participant: Sample Tester Date of Assessment: 2011-09-30 by Terry D. Anderson, Ph.D., with Ken Keis, M.B.A. Published by Consulting Resource Group Canada: PO Box 418 Main, Abbotsford, BC V2T 6Z7 * USA: PO Box 8000 PMB 386, Sumas WA, 98295-8000 Website: www.crgleader.com © 1990-2011, CRG Consulting Resource Group International, Inc. All rights reserved. This material is protected by law and may not be reproduced in any form. Printed from http://www.crgleader.com 2 of 16 Online Leadership Skills Inventory - Self (LSI-S) © 1990-2011 Consulting Resource Group Professional Development and Planning Section Why Become a Transforming Leader? Skilled Leaders are critical to the success level of any venture, both profit and non-profit. This was validated in the research Jim Collins and his team conducted for his book, Good to Great. They confirmed that the most successful organizations had skilled Transforming Leaders at the helm. (Jim Collins called them Level 5 Leaders.) Our research, however, has shown that fewer than 1 in 10 professionals (as observed in video-taped assessment sessions) have competency in the whole range of skills to Level 4 competency (scores of 7 to 8). And even fewer individuals have the abilities—Level 5 competency, scores of 9 to 10—to teach others the skills outlined in the Leadership Skills Inventory. This confirms why there is such a Leadership vacuum globally in organizations, from government to...
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...Information Technology – Security Emphasis _ Mentor Name: Yolanda DuPree____________________________________________________ Signature Block: Student’s Signature: _______________________________________________________ Mentor’s Signature: _______________________________________________________ Running head: SECURING THE USB INTERFACE 1 Securing the Universal Serial Bus Interface for the Enterprise Environment Steve Wild Western Governor’s University SECURING THE USB INTERFACE 2 Summary The USB interface is one vector of possible attack against a company and must be proactively defended against data theft, data loss, and corporate espionage in order for a company to maintain a secure enterprise environment, minimize downtime, and maximize productivity. Project Goals and Objectives There are several goals that will be accomplished during this project: explore the hardware problems, explore the software problems, explore the policy problems, and give real world examples. The objectives are: provide example hardware solutions, provide example software solutions, provide example policy solutions, and to provide a concise best practices guide in the conclusion. Project Deliverables The deliverables of this project are the review...
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...Preface Currently I’m completing a bachelor of business administration in tourism and hospitality management in the University of Dhaka. I have completed my 4th year and therefore I have to conduct a 3 month internship. The reason I choose to do my internship in tour operating organization is because I wanted to benefit from the experience. I wanted to do my internship in a tour operating company to experience the tour operating business world and to learning, improve and develop new sets of skills. One of my main goals is to improve my management and marketing skill. This is why I choose to follow my internship in petro aviation; to learn and develop new sets of skills and to experience working with tour operators. In this internship report I will describe my experiences during my internship period. The internship report contains an overview of the internship company and the activities, tasks and projects that I have worked on during my internship. Writing this report, I also will describe and reflect my learning objects and personal goals that I have set during my internship period. For this opportunity, I thank: Hasan shahid, who is the CEO of petro aviation and my job coach. I want to thank him for giving me the opportunity to follow my internship at his company. He had the kindness to accept me in her company and guide me through my internship with advice, feedback and tips despite his busy schedule. Taklima sayeda, who is my university’s...
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...Table of Contents page no. 1. EXECUTIVE SUMMARY 1-2 2. INTRODUCTION 3-7 * PHARMACEUTICAL INDUSTRY IN INDIA 4 * FACTS ABOUT INDIAN PHARMACEUTICAL COMPANY 5-6 3. COMPANY PROFILE 7-12 * HISTORY 8-9 * VALUES, VIEW AND POSITION 10 * RESPONSIBILITY 11 * DISCOVERY AND DEVELOPMENT 12 4. COMPENETCY MAP 13-18 5. HUMAN RESOURCE DEPARTEMENT 19 ...
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...CHAPTER I THE PROBLEM AND ITS SETTING I. Introduction Teachers are the authorities inside the classroom. They are the one who facilitates the students for them to be able to learn. Every teacher differs from one another when it comes to pedagogical skills. Because of the modernization of the current generation, system of education was also affected. Major changes were made due to what professionals/critics noticed about the students’ performance in the school. They observed that nowadays, traditional education system may not be that still effective like before. In this kind of system, the teacher is the main source of information and the students act as the audience. Traditional teaching is concerned with the teacher being the controller of the learning environment. Power and responsibility are held by the teacher and they play the role of instructor (in the form of lectures) and decision maker (in regards to curriculum content and specific outcomes). They regard students as having 'knowledge holes' that need to be filled with information. In short, the traditional teacher views that it is the teacher that causes learning to occur (Novak, 1998). Before, students here in the Philippines were exposed to IBE or Input Based Education in which it was a teacher-centred learning process. Now, it was transformed to OBE or Outcomes-Based Education. It was introduced in the Philippines last July 2012 by the CHED or Commission on Higher Education. OBE has become a focal point for critics...
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...Southern Cross University ePublications@SCU Theses 2004 The contribution of business/management education, to small enterprise solvency Peter Ellis Southern Cross University, PeterEllis@YSP.com.au Suggested Citation Ellis, P 2004, 'The contribution of business/management education, to small enterprise solvency', DBA thesis, Southern Cross University, Lismore, NSW. Copyright P Ellis 2004 For further information about this thesis Peter Ellis can be contacted at peterellis@ysp.com.au ePublications@SCU is an electronic repository administered by Southern Cross University Library. Its goal is to capture and preserve the intellectual output of Southern Cross University authors and researchers, and to increase visibility and impact through open access to researchers around the world. For further information please contact epubs@scu.edu.au. Southern Cross University Doctor of Business Administration The contribution of business/management education, to small enterprise solvency Peter Ellis Submitted to Graduate College of Management Southern Cross University, in partial fulfilment of the Degree of Doctor of Business Administration. 2004 Copyright “The contribution of business/management education, to small enterprise solvency.” Copyright © 2004 by Dr Peter Ellis, who reserves all rights and asserts his right under the Copyright, Design and Patents Act 1988, to be identified as the author of this work. No part of this work may be used or reproduced...
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