...to explain it to others, is when real learning has occurred and personal knowledge has been acquired. Nowadays is indeed true for learners in a variety of guided situations. The natural reaction of mulling over a complex problem or situation with others allows for deeper levels of reasoning, new perspectives, shared responsibilities and greater motivation to remain focused on the learning. A practical implication when conversation and interaction is encouraged rather than discouraged is more noise, less quiet; greater movement, reduced lecturing. When teachers have participated in workshops designed with this style of learning. Teachers need to recognize collaboration as a viable method of creating individual meaning, and learning courses. 2. Point of View 1. Defining of Learning 2. Defining of Teaching 3. Understanding of Language Learning 4. Elements of Language Learning CHAPTER II EXPLANATION Defining of Learning We use the term 'learning' all the time in everyday life. But within the field of educational psychology, the term learning is actually a specific term. Different people use different words to define learning within educational psychology, but in general, we're talking about a step-by-step process in which an individual experiences permanent, lasting changes in knowledge, behaviors, or ways of processing the world. Let's go through a few examples of different types of learning you might hear about in the field of...
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...Question 1.What options do manager have to turn individuals into Team Players? Discuss each. Let’s begin with the definition of team: A team is two or more people who combine their talents and abilities to achieve a specific goal or strings of goals. Also, a team, by definition, is made up people who are different only in their areas of skill and who are equal when they sit down together as a work group, although all teams are groups, not all groups are teams. Team players can make a difference to the effectiveness of an organization. A team is formed to take advantage of the power of synergy. Synergy means that the total is greater than the addition of its components. For example, let’s say that a group of four will individually produce for units, the four individuals may produce six or seven or even more units of work when they work as a team (American Management Association, 2006). Moreover, an organization can be kept running and maximize profits if there is team work. A team is a group whose individual efforts result in a performance that is greater than the sum of the individual inputs. A team player is an individual that can be relied on to do his or her part of the work and be relied on to complete tasks and work cooperatively with others. Team players must possess complementary competence, committed to a common purpose to work together and accountable for doing any work that contribute to achieving organizational goals. These are considered as characteristics of...
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...Generational Differences Chart Traditionalists Baby Boomers Generation X Millennials Birth Years 1900-1945 1946-1964 1965-1980 Current Age Famous People # 63-86 Bob Dole, Elizabeth Taylor 44-62 Bill Clinton, Meryl Streep 28-43 Barak Obama, Jennifer Lopez (1977-1994) 1981-2000 8-27 Ashton Kutcher, Serena Williams 51 Million Gen X, Xers, The Doer, Post Boomers, 13th Generation Civil Rights, Vietnam War, Sexual Revolution, Cold War/Russia, Space Travel Highest divorce rate and 2nd marriages in history. Watergate, Energy Crisis, Dual Income families and single parents, First Generation of Latchkey Kids, Y2K, Energy Crisis, Activism, Corp. Downsizing, End of Cold War, Mom’s work, Increase divorce rate. Experienced hard times while growing up which were followed by times of prosperity. Influencers 80 Million “Me” Generation, Moral Authority Raised by parents that just survived the Great Depression. Other Names Veterans, Silent, Moral Authority, Radio Babies, The Forgotten Generation WWII, Korean War, Great Depression, New Deal, Rise on Corporations, Space Age, Post War Babies who grew up to be radicals of the 70’s and yuppies of the 80’s. “The American Dream” was promised to them as children and they pursue it. As a result they are seen as being greedy, materialistic and ambitious. Their perceptions are shaped by growing up having to take care of themselves early and watching...
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...University of Colorado Boulder Guide to Motivating Employees Developed by the Department of Human Resources Updated July 2012 Table of Contents I. Introduction 4 II. Elements of a Successful Motivation Program 6 1. General Principles of Motivating Employees 6 2. Employee Involvement 7 3. Business Literacy 7 4. Vision and Values 7 5. Work-life Initiatives 8 III. Practices to Inspire Motivation in Your Work Unit 9 1. Say “Thank You” 9 2. Get to Know Employees 9 3. Developing a Flexible Work Schedule for Your Unit 9 4. Upward Feedback 10 5. LSI and OCI Organizational Inventories 10 6. Nominate Staff 10 7. Create Your Own Departmental Awards Program 10 8. Encourage Staff Participation on Campus 11 9. Creative Recognition Ideas 11 IV. Great Tools to Get You Started! 13 1. Developing a Departmental Recognition Program: Steps 13 2. Elements of a Successful Recognition Program……………………………. 13 3. Motivation Survey: How to Find Out What Employees Want 14 4. Motivation Ideas to Enhance the Work Environment 14 V. Practices to Build Motivation for Individuals 14 1. Motivating with Performance Management 14 2. Create a Successful Business Literacy Training Program 15 3. Department Mentoring Program 15 4. Course Offerings by Organizational and Employee Development 16 5. University Perspective Program 17 6. Interest Testing 17 7. Faculty and Staff Assistance Program (FSAP) 17 VI. What You Can and Can’t Do: Policies, Procedures and Guidelines...
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...POPAT - 25 MCOM PART 1 WORK LIFE BALANCE WORK LIFE BALANCE Abstract THE NEED TO MAINTAIN BALANCE IN WORK AS WELL AS LIFE FOR A HAPPY AND A SUCCESFUL LIVING Abstract THE NEED TO MAINTAIN BALANCE IN WORK AS WELL AS LIFE FOR A HAPPY AND A SUCCESFUL LIVING CONTENTS 1.0 – INTRODUCTION 2 2.0 - WORK LIFE BALANCE 4 2.1 - WHAT’S IN IT FOR EMPLOYERS? 6 2.2 - BOTTOM-LINE BENEFITS 7 3.0 - HOW SHOULD THE ORGANIZATION WORK TOWARDS IT ? 8 3.1 - FLEXIBLE TIMINGS. 8 3.2 - FLEX THE PLACE 12 3.3 - FLEX THE JOB 14 3.4 - FLEX THE BENEFITS 17 3.5 - OTHER IDEAS BASED ON PUBLIC SURVEYS 24 4.0 - EMPOYER AGENDAS TO IMPROVE WORK LIFE BALANCE 27 4.1 - STEP 1 CHECK IT OUT 27 4.2 - STEP 2 FIGURE IT OUT: PLAN THE RIGHT MIX 28 4.3 - STEP 3 TRY IT OUT: IMPLEMENTATION 30 4.4 - STEP 4 SPELL IT OUT: COMMUNICATION 31 4.5 - STEP 5 WORK IT OUT: LEAD BY EXAMPLE 32 5.0 - 10 TIPS TO THE HR MANAGER 33 6.0 - ARGUMENT AGAINST THE HYPE FOR WORK LIFE BALANCE 35 CHAPTER 1 - INTRODUCTION HUMAN RESOURCE MANAGEMENT - HRM is the process of managing people in a company as well as managing the existing inter-personal relationships. These two processes are key in the success and growth of a business. When viewing HRM from the point of ensuring that structures and processes are identified and instituted to manage an organization’s...
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...April 9, 2013 Live UP Marketing Campaign Client: Jawbone Product: UP Health Wristband Industry Background The Jawbone UP is a band and smartphone app that allows its’ users to be able to track their movements, sleep, and food consumption (Jawbone). The wristband makes it easier for users to live a healthier lifestyle in an organized manner. The Jawbone UP would be considered in the industry of fitness and wellness. Its competition includes companies like Basis Band, Fitbit, DirectLife, Adidas miCoach Pacer, Nike+, Valencell, and many other devices. The industry size for this product can be seen as large for that there are many competitors with the Jawbone UP and living healthier lifestyles is trending. Many companies such as Nike+ and Fitbit have been in the industry for quite some time creating most of the industry’s market share, but with many new companies creating tracking devices of their own as well as smartphone apps have made the industry larger and more competitive. Current trends involved in the fitness and wellness industry are being developed from individuals as well as corporations. Today, individuals are looking for new ways to lose weight, reduce the amount of stress in their lives, and live healthier lifestyle trends. Individuals will start to become more proactive in trying to keep up with these healthier lifestyles that will lead companies to involve themselves in this new market to combat the higher healthcare costs. Another major trend in the fitness...
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................................................................................................ 7 Vision and Values ............................................................................................. 7 Work-life Initiatives .......................................................................................... 8 III. Practices to Inspire Motivation in Your Work Unit ................................................ 9 1. 2. 3. 4. 5. 6. 7. 8. 9. Say “Thank You” .............................................................................................. 9 Get to Know Employees ................................................................................... 9 Developing a Flexible Work Schedule for Your Unit ...................................... 9 Upward Feedback ........................................................................................... 10 LSI and OCI Organizational Inventories ........................................................ 10 Nominate Staff ................................................................................................ 10 Create Your Own Departmental Awards Program...
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...Ricardo Semler: Creating Organizational Change Through Employee Empowered Leadership Peter A. Maresco, Ph.D., Clinical Assistant Professor of Management, Sacred Heart University, Fairfield, CT Christopher C. York, J.D., Assistant Professor of Management, Sacred Heart University, Fairfield, CT 1 Through his unique leadership style, Ricardo Semler, President & CEO of Semco S.A., a Brazilian manufacturing company, has literally redefined the concept of employee empowered leadership. At 20, the youngest graduate of the Harvard Business School, Semler is known around the world for championing his employee-friendly management style. Researched from primary sources including his best selling books, Maverick: The Success Story Behind The World’s Most Unusual Workplace (1993 ) first published in 1988 as Turning the Tables, and THE SEVEN-DAY WEEKEND: Changing the Way Work Works (2004), as well as two articles he authored in the Harvard Business Review, Managing Without Managers, (1989) and Why My Employees Still Work For Me (1994), this paper provides readers with insights on how to get beyond those who say that organizations are too large and/or too bureaucratic to change. In addition, it provides concrete examples of how his company routinely ignores the rules while at the same time creating a new paradigm for creative leadership and organizational effectiveness. Overview Semco S.A., founded by Antonio Semler in 1912, was a traditionally managed industrial equipment company...
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...Ricardo Semler: Creating Organizational Change Through Employee Empowered Leadership Peter A. Maresco, Ph.D., Clinical Assistant Professor of Management, Sacred Heart University, Fairfield, CT Christopher C. York, J.D., Assistant Professor of Management, Sacred Heart University, Fairfield, CT 1 Through his unique leadership style, Ricardo Semler, President & CEO of Semco S.A., a Brazilian manufacturing company, has literally redefined the concept of employee empowered leadership. At 20, the youngest graduate of the Harvard Business School, Semler is known around the world for championing his employee-friendly management style. Researched from primary sources including his best selling books, Maverick: The Success Story Behind The World’s Most Unusual Workplace (1993 ) first published in 1988 as Turning the Tables, and THE SEVEN-DAY WEEKEND: Changing the Way Work Works (2004), as well as two articles he authored in the Harvard Business Review, Managing Without Managers, (1989) and Why My Employees Still Work For Me (1994), this paper provides readers with insights on how to get beyond those who say that organizations are too large and/or too bureaucratic to change. In addition, it provides concrete examples of how his company routinely ignores the rules while at the same time creating a new paradigm for creative leadership and organizational effectiveness. Overview Semco S.A., founded by Antonio Semler in 1912, was a traditionally managed industrial equipment company...
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...Conflict Resolution Paper Table of Contents I. Executive Summary……………………………………………………………………………3 II. What is a conflict?....................................................................................................................3 III. History………………………………………………………….………………………………..3 IV. Conflict………………………………………………………………….………………………4 V. Objective………………………………………………………………………….……………..6 VI. Proposed solutions……………………………………………………………………………7 I. Executive Summary This research paper examines the most effective way to manage conflicts in an organization. Paychex Inc. has been very successful over the years. During this year Theodore Flipper has noticed several clients has terminated their contracts with the organization due to our price increase. Since we lost clients we have been experiencing financial problems. The CEO of Paychex hired Gary Martin to straighten out the financial issues. Gary Martin has a successful background operating as Operations Manager with 25 companies over the last thirty years of his career. Every company he worked from has high reviews of about Gary. The operations area of Paychex, Inc. has been experiencing conflicts with Gary and his assistant manager, Jerry, ever since came to the organization. They can’t seem to come to an agreement on anything they discuss. Now, a meditator is onboard to help aide in these conflicts. II. What is a conflict? A conflict is a disagreement, fight, war or battle...
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...ORGANIZATIONAL COMMUNICATIONS ANALYSIS Summary Description of Organization Watts International, Inc. designs, manufacturers, and markets valves and engineered products for the energy, aerospace, and industrial markets with more than 7,000 customers in over 100 countries. The business value states “to value our employees and continuously improve our quality of work to our customers” (Watts, 2011). The company is committed to attracting, developing, and retaining top talent and practicing continuous improvement processes in all aspects of its business and operations. Strategic business acquisitions enhance product distribution in both domestic and international markets to solve customer-specific problems. This organization was selected due to the future transformation of the workforce and the critical nature of possessing excellent communication skills. There are many tenured employees with over 35 years of service. Within the next couple of years, 20% of the workforce will be retiring. This will result in a significant loss of knowledge and experience so it is necessary to begin now cross training employees with less tenure to carry on the quality production now in existence. The most critical positions are senior management and engineers. The product lines are very specialized and require highly experienced personnel. The volume of individuals retiring presents special challenges due to the industry specific expertise required. The new...
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...the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0753 Case Study Series on Work-Life Balance in Large Organizations By Gill maxwell Student Workbook employee and Labor relations Overview Introduction..........................................................................................................2 Format ..................................................................................................................3 Learning Objectives ..............................................................................................3 Key Words .............................................................................................................3 Recommended Readings .......................................................................................3 Suggested Readings...
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...Diversity in the Workplace Wendy Fowler Diversity in the Workplace Workplace diversity refers to the variety of differences between people in an organization. Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which diverse skills, perspectives and backgrounds are valued. It is about understanding the individual differences in the people we work with that arise from a broad range of backgrounds and lifestyles, and recognizing the value of using those different perspectives, ideas and ways of working to enhance the quality and outcomes of work. Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language, religious beliefs, life stages, education, career responsibilities, sexual orientation, personality and marital status (Leonard 2013). Workplace diversity builds on the traditional principles of equal employment opportunity (EEO). While EEO focuses on ensuring that all people have access to employment opportunities and conditions, diversity means accepting, welcoming and valuing the differences essential in every individual and recognizing the contribution that a diverse workforce can make to organizational effectiveness and performance. To understand how diversity affects the work place let us look at different types of diversity which includes differences in skill and abilities, values and attitudes, occupation differences, and age. Different Types...
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...Yin – Yang: How Management and Leadership Styles impact Business Innovation April 2013 Houston, TX Lin Giralt • Introduction: Our conceptual framework • Engage: Review of Management Theories and Leadership Styles • Energize: How Companies Innovate • Empower: Some Ideas and How to Apply Them Lambda International Consultants.LLC + York Career Development, Inc. Agenda 2 OUR CONCEPTUAL FRAMEWORK Lambda International Consultants.LLC + York Career Development, Inc. Introduction 3 YIN YANG AND TAOIST THOUGHT 4 Lambda International Consultants.LLC + York Career Development, Inc. • Taoist concept, two complementary forces that make up all aspects and phenomena of life • Yin is a symbol of earth, femaleness, darkness, passivity/reflection and absorption • Yang is conceived of as heaven, maleness, light, activity, and penetration • There are a series of five elements that form the cosmos according to Taoist philosophy Lambda International Consultants.LLC + York Career Development, Inc. Yin – Yang: the concept 5 http://www.britannica.com/EBchecked/topic/653297/yinyang • Business Cycle – Dynamic Situation – Innovation is key to survival and growth • Complementary properties are important in evaluating innovations • Competition – Checks and Balances; new products vs. old • Broad spectrum of competing alternatives when selecting candidates for Innovation • When to be guided by one concept, the other, or...
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...Human Resource Management There are a variety of human resource management methods and practices; however, the primary goal of all of them is to ensure success. The HRM staff must consider many things when creating a plan to reach organization goals; some of which include, benefits, compensation, staffing, leading, organizing, etc. Throughout this document we will discuss various topics that the HRM staff must take into consideration to increase productivity and the effectiveness of employees. I will also discuss how human resources affect me at my current place of employment and how an understanding of human resources will help me reach my future career goals. First off I will summarize my career goals. I hope to become a mortgage trainer at Cole Taylor Mortgage within the next year. I believe that the knowledge of Human Resource management has enhanced my knowledge and understanding of organizational management on a new level. The knowledge I have received will allow me to create and implement training material for new hires so they will have a better understanding of the HR role in the organization. My goal at the beginning of the BUS 303 class was to obtain a piece of “big picture.” I stated, “This course is a piece of the organization or “big picture” that I’m slowly putting together.” However, I now believe that the human resource function is much more than just a piece of a puzzle. I believe human resource management would make up at least a third of the puzzle...
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