...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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...My Self Improvement Survey Personal Thinking Styles After taking the LSI (Life Styles Inventory) survey, I noticed certain things about my personality and my thinking styles. Certain styles rated higher than others, but there were a few that stayed constant. The two longest style extensions have the greatest influence on my behavior, and are called your primary and backup styles. Going through these styles in particular, I noticed my primary style is approval and my backup style is conventional style. In the LSI index, “The Approval scale measures our need to be accepted by others to increase or sustain our feelings of self-worth. While the desire to be approved of is natural, problems occur when approval-seeking becomes a need, and ultimately our standard way of interacting with others.” This means I need people to approve my lifestyle. I try so hard for people to impress people with my personality and character, but sometimes it’s not enough. This style is categorized as having low self-esteem, an over concern with wanting to be liked as well as complications with conflict and confrontation. In this case, I am the type of person who tries very hard to be liked by others. Sometimes it can backfire because I show a persona of myself to people where I will act like someone I am not so that they accept me. In this world we live in, it’s a dog eat dog world where people don’t care about your feelings. They will do anything to get to the top of ladder. Personally, I am the type...
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...*LSI Paper Leadership and Organizational Behavior-MGMT-591 (Online) Professor: Timothy Staley Introduction: While taking the Lifestyle inventory test, I learned some very insightful things about myself that I did not’t realize prior to taking the test. Some of those findings are a little surprising and others are things I knew already. In any event, awareness of ones self is the best way to changing negative attitudes into positive ones. Personal Thinking Styles: My primary thinking style is Achievement (95%) which falls under the Constructive styles category.My secondary thinking style is Oppositional (87%) which falls under the Aggressive/Defensive style category. The high Achievement percentage represents a person who’s way of thinking is associated with personal effectiveness. I believe this is right on because I am motivated by my own personal beliefs/morals. My job is the worst and management is a nightmare, but I come to work everyday and give it my all because it gives me self-satisfaction. I always tell others I have to give 100% to anything I sign up to do no matter what. No reward or recognition is needed as long as I feel like I did my part. I carry the same approach to my marriage, and other personal relationships with others. We can only be accountable for ourselves, so our focus should be on being the best person we can be no matter what. My secondary style (Oppositional) was right on point as well! While reading the description on...
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...Life Styles Inventory Paper Title Page MGMT591: Leadership and Organizational Behavior Student: Rodney Belk Dr. Kimberly Hunley May 15, 2016 After taking the lifestyles inventory interpretation test my primary and secondary personal thinking styles are more apparent to me. I have scored the highest in percentile of Oppositional and Power styles and very closely followed by perfectionist and competitive styles. My percentile scores in these areas were 99% for oppositional, 99% for power, and 95% for competitive. Regarding the primary style, oppositional, it is a very close perception of who I am. Taking the Life Styles Inventory (LSI) survey has really made me realized and confirm many things or styles that I've already knew about myself. On the Life Styles Inventory survey, I scored very high on the "Oppositional", "Power," “Perfectionist”, and "Competitive" styles of life. I strongly agree with this. I've always went about with that mindset. I can honestly say that for every decision I have ever made, I have taken these particular "styles" into consideration. At work as well as in my social life I have a strong tendency to be all of those things. I look at it as a way to survive. I believe in Darwin's concept of survival of the fitness idea. In order for me to live up to that belief, I need to be strong in a society that requires an individual to have those aspects in life. If you are weak, not driven, and make mistakes...
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...Continuing Academic Success Mehgan Matherne GEN/200 April 27, 2015 Rick Guliuzza Continuing Academic Success In order for one to fully achieve greatness and success, they must understand how to apply different strategies throughout their life that they learned during their academic career. One must take personal responsibility for their success in their education and career because you are your biggest contributor to your success. You can attain success by understanding who you are, how you learn, and how to utilize the many resources available to you. One of the most necessary tools to conquer is the process of setting goals. It’s not just necessary to set goals, but you must also understand why you are setting them. I want to earn my Bachelor’s Degree in Health Administration by November 2017. I have worked in the healthcare industry since I was 18 years old; however, I never enjoyed the clinical side of the business. As for my career, I want to work in Healthcare Administration at Ochsner Pediatrics Office. My husband had brain surgery in February 2012 at Ochsner, and the entire staff was fantastic. I want to work in the Pediatrics' department because I became a Certified Medical Administrative Assistant in February 2015 and completed my internship at a local pediatrician’s office. I found much self-gratification in working with children because I was able to assist financially strained families by finding them affordable insurance. Setting goals maps out...
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...The specific qualities one has in his or her life are very crucial in how we conduct our business, shape our interactions with other people and essentially form our lifestyle. By gaining a better understanding on how we constructively deal with conflict as individuals, we can identify and understand how our approach will influence our behavior by helping us combat our weaknesses and capitalize on our strengths. The life styles inventory tool is a survey of questions geared toward helping individuals gain an insight into our own personality and self-development along with the type of behaviors we exert to others as well. It helps us to look at the positive and negative qualities of our personalities and ways to build on them and improve upon them. I set the bar pretty high in managing to dominate with high scores in all of the "constructive" conflict orientation styles including Pragmatist, Self-Empowered, Conciliator and Relationship builder. All scores for these particular categories ranked between 90 and 93 percentiles. Individuals exhibiting these styles deal with conflict effectively; they see conflict situations as opportunities for personal growth, treat opponents as respected equals, and tend to have a goal beyond winning or losing which enables them to benefit regardless of the conflict's outcome. I have always been complimented on my ability to build and sustain meaningful and satisfying relationships. I scored on the high range and according to the survey...
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...|Term |Definition | |4/5ths rule: |Rule stating that discrimination generally is considered to occur if the selection rate for a protected group | | |is less than 80% (4/5ths) of the selection rate for the majority group or less than 80% of the group’s | | |representation in the relevant labor market | |401(k) plan: |An agreement in which a percentage of an employee’s pay is withheld and invested in a tax deferred account | |Absolute |Measuring an employee’s performance against some established standards | |standards | | |Accept errors |Accepting candidates who would later prove to be poor performers | |Action |A training technique by which management trainees are allowed to work full time analyzing and solving problems| |learning |in other departments | |Active |The performance of job-related tasks and duties by trainees during training | |practice: | ...
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...|Term |Definition | |4/5ths rule: |Rule stating that discrimination generally is considered to occur if the selection rate for a protected group | | |is less than 80% (4/5ths) of the selection rate for the majority group or less than 80% of the group’s | | |representation in the relevant labor market | |401(k) plan: |An agreement in which a percentage of an employee’s pay is withheld and invested in a tax deferred account | |Absolute |Measuring an employee’s performance against some established standards | |standards | | |Accept errors |Accepting candidates who would later prove to be poor performers | |Action |A training technique by which management trainees are allowed to work full time analyzing and solving problems| |learning |in other departments | |Active |The performance of job-related tasks and duties by trainees during training | |practice: | ...
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...Journal of Economic Geography Advance Access published June 22, 2005 Journal of Economic Geography (2005) Page 1 of 30 doi:10.1093/jeg/lbi001 Video games production networks: value capture, power relations and embeddedness Jennifer Johns* Abstract This paper has two main aims. Firstly to conceptualize the production networks of the video games industry through an examination of its evolution into a multi-million dollar industry. Secondly, to use the video games industry to demonstrate the utility of Global Production Network approaches to understanding the geographically uneven impacts of globalization processes. In particular, three key notions of value, power and embeddedness are used to reveal the most powerful actors in the production network, how they maintain and exercise their power, and how the organization of production is manipulated as a result. It is argued that while hardware production is organized by console manufacturers using truly global sourcing strategies, the production of software is far more complex. In fact, software production networks are bounded within three major economic regions: Western Europe, North America and Asia Pacific. This paper seeks to explain how and why this has occurred. Keywords: video games, global production networks, value, power, embeddedness JEL classifications: L14, L23, L82 Date submitted: 4 October 2004 Date accepted: 12 April 2005 1. Introduction The video games industry1 was born during the early 1960s and has rapidly...
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...Biology guide First assessment 2016 Biology guide First assessment 2016 Diploma Programme Biology guide Published February 2014 Published on behalf of the International Baccalaureate Organization, a not-for-profit educational foundation of 15 Route des Morillons, 1218 Le Grand-Saconnex, Geneva, Switzerland by the International Baccalaureate Organization (UK) Ltd Peterson House, Malthouse Avenue, Cardiff Gate Cardiff, Wales CF23 8GL United Kingdom Website: www.ibo.org © International Baccalaureate Organization 2014 The International Baccalaureate Organization (known as the IB) offers four high-quality and challenging educational programmes for a worldwide community of schools, aiming to create a better, more peaceful world. This publication is one of a range of materials produced to support these programmes. The IB may use a variety of sources in its work and checks information to verify accuracy and authenticity, particularly when using community-based knowledge sources such as Wikipedia. The IB respects the principles of intellectual property and makes strenuous efforts to identify and obtain permission before publication from rights holders of all copyright material used. The IB is grateful for permissions received for material used in this publication and will be pleased to correct any errors or omissions at the earliest opportunity. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted...
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...Learning with Cases INTRODUCTION The case study method of teaching used in management education is quite different from most of the methods of teaching used at the school and undergraduate course levels. Unlike traditional lecture-based teaching where student participation in the classroom is minimal, the case method is an active learning method, which requires participation and involvement from the student in the classroom. For students who have been exposed only to the traditional teaching methods, this calls for a major change in their approach to learning. This introduction is intended to provide students with some basic information about the case method, and guidelines about what they must do to gain the maximum benefit from the method. We begin by taking a brief look at what case studies are, and how they are used in the classroom. Then we discuss what the student needs to do to prepare for a class, and what she can expect during the case discussion. We also explain how student performance is evaluated in a case study based course. Finally, we describe the benefits a student of management can expect to gain through the use of the case method. WHAT IS A CASE STUDY? There is no universally accepted definition for a case study, and the case method means different things to different people. Consequently, all case studies are not structured similarly, and variations abound in terms of style, structure and approach. Case material ranges from small caselets (a few paragraphs...
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...thomas a . meyer How Great companies Get Started in terrible times Innovate! Innovate! How Great Companies Get Started in Terrible Times THOMAS A. MEYER John Wiley & Sons, Inc. Copyright © 2010 by Thomas A. Meyer. All rights reserved. Published by John Wiley & Sons, Inc., Hoboken, New Jersey. Published simultaneously in Canada. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, (978) 750-8400, fax (978) 646-8600, or on the web at www.copyright.com. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, (201) 748-6011, fax (201) 748-6008, or online at http://www.wiley.com/go/permissions. Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best efforts in preparing this book, they make no representations or warranties with respect to the accuracy or completeness of the contents of this book and specifically disclaim any implied warranties of merchantability or fitness for a particular purpose...
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...CONTENTS Section 1 - Industry Profile Overview Future Outlook European Industry Overview North America Overview Asia & Pacific Industry Overview India & Middle East Industry Overview Development of World Scheduled Air Traffic World Economic Growth and Airline Profits Rankings - Passenger services Rankings – Freight services Section 2 - British Airways Profile Overview Alliances LHR Air Transport Movements LGW Air Transport Movements Awards History Key Events (1987-2005) Board Members Leadership Team British Airways Management Team Employees Brands Departmental Analysis Section 3 - British Airways Fleet Aircraft Fleet Aircraft Delivery Schedule Mainline Fleet Profiles Regional Aircraft Fleet Maintenance Section 4 - British Airways Performance Summary Strategy Social and Environmental Performance Incentive Plans Summary Financial / Operating Statistics Principal Investments Shareholder Information Share Price History Section 5 - Global Partners Overview BA Connect Franchisees oneworld Aer Lingus American Airlines Cathay Pacific Finnair Iberia LanChile Qantas oneworld At A Glance Section 6 - Route Network British Airways Franchisees Section 7 - General Information Airport Three Letter Decodes Outside Advisors Abbreviations & Specialist Terms How To Contact Us 2 3 3 4 4 5 6 6 7 8 89 91 92 93 97 98 99 100 101 102 103 104 9 9 10 10 11 12 13 38 39 40 41 44 47 105 109 110 115 116 118 56 56 57 69 72 73 74 75 75 77 86 87 88 This document has been prepared solely...
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...Confirming Pages bye80180_appB_539-654.qxd 11/19/09 9:17 AM Page 539 technology ventures - management dell’imprenditorialità e dell’innovazione Richard C. Dorf, Andrew J. Nelson, Roberto Vona Copyright © 2011 – The McGraw-Hill Companies srl A P P E N D I X B Cases 539 bye80180_appB_539-654.qxd 11/19/09 9:17 AM Page 540 Confirming Pages technology ventures - management dell’imprenditorialità e dell’innovazione Richard C. Dorf, Andrew J. Nelson, Roberto Vona Copyright © 2011 – The McGraw-Hill Companies srl 540 APPENDIX B Cases TREXEL We’ve never met a customer who wasn’t interested in our technology. —David Bernstein, CEO of Trexel David Bernstein hung up the phone with Alex d’Arbeloff, Trexel’s largest investor, and contemplated an upcoming Board of Directors meeting scheduled for June 25, 1998. The meeting was only 10 weeks away and Bernstein, Trexel’s president and chief executive officer, needed to present a coherent vision of the company’s new strategy. Bernstein believed that Trexel’s patented technology for manufacturing foamed plastics had the potential to revolutionize much of the worldwide plastics industry. His innovative process technology, known as MuCell, allowed the Woburn, Massachusetts company to produce foamed plastic utilizing 25% to 50% less material than traditional solid plastics without a significant decrease in the strength of the plastic. Bernstein believed the market for products produced via this...
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...Leadership Development Seminars and ECQ-based Readings The success or failure of any endeavor depends on leadership. Now, more than ever before, we need leaders in our organizations and in our world. Great leaders create and communicate a vision and move people into action to achieve it. They ignite our passion and inspire us to do our best. Government leaders in the 21st century are experiencing change at a more rapid pace than previous generations. Rapid advances in technology have expanded the quantity of work we are capable of accomplishing, and also where it’s accomplished. We have a more highly educated workforce, yet face diminishing resources with an increased demand for productivity, and the essential services we provide to the American public. To be successful at navigating these challenges leaders must develop the essential skills to motivate their employees, effectively communicate with others, fine-tune critical thinking skills, and build and leverage partnerships. Future leaders must also be visionary; i.e., possess the ability to identify trends and the courage to be innovative. Being technically adept in your field will no longer be enough. In response to these demands on senior executives, the U.S. Office of Personnel Management identified five Executive Core Qualifications (ECQs) that all aspiring government leaders and executives must possess. These ECQs and Fundamental Competencies were developed by OPM after extensive research on the attributes...
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