...the ability of recognizing, managing and evaluating our emotions, we have four branches of emotional intelligence are the following: perceiving emotions, reasoning with emotions, understanding emotions and managing emotions. Perceiving emotions is the first of the emotions involved body language. Example: In school 6 kids are friends one day 5 of them are sitting together and the other 1 kid is sitting by his self and watching the others. We need to know why this kids is alone is he sad, mad, terrified. Reasoning emotions is the second of the emotions encourage our thoughts and mind, also help us for our attentions, reaction and our emotionally responses. (Recognizing emotions) Example: Why certain things got my attention? (Using emotions). Understanding emotions is the good or the bad emotionally reactions. Example: one day my mom acting mad I need to know or understand if she’s mad from me, or from something else. Managing emotions is the most important in emotional intelligence branch because managing emotions is how to manage our emotions, how can we control our emotions, and how can hurt or respect others emotions. Example: If I’m mad or angry I have to manage or control my reactions to not hurt anyone or to not get hurt emotionally. Emotional theory was arising by Peter Salovey and John Mayer. We have 5 components of emotional intelligence, self-awareness, self-regulation, internal motivation...
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...IT MANAGEMENT – Managing People 1 IT Management: Managing People 1 David McKean BookBoon By: MGNT 6040: Current Readings in Management of Technology IT MANAGEMENT – Managing People 2 Contents About the author and IT Leaders Ltd 3 1 The secret to good IT management 4 2 What makes a successfully IT manager? 5 3 Team Leadership 7 4 Business relationship management 10 5 Working with senior execs – Networking & politics 6 Conclusion IT MANAGEMENT – Managing People 3 About the author and IT Leaders Ltd David McKean, former CIO, has worked with many national companies worldwide, including AT&T, UPC in Holland, and C&W in the U.K. David is now the managing director of IT Leaders Ltd, a leading provider of IT management training. IT Leaders Ltd provides training courses to the public, as well as distance learning courses and in house courses. All IT Leaders courses are accredited by the Institute of Leadership and Management and presented by former CIO’s and senior directors. IT Leaders Ltd’s clients include Accenture, Alstom, Barclays, Capita, DHL, HSBC, Phillips, and many more large organizations. IT Leaders Ltd programs focus on 8 key IT Leadership elements, including “organizational politics for IT managers, leading IT teams, business and IT strategy, technology innovation, crisis leadership, business change leadership, senior level influencing, and corporate leadership”. The IT management and commercial...
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...MBA5608 Managing People for Competitive Advantage in Asia Unit Schedule Meeting | Date* | Topic | Preparation | 1 | April 18 (Sat.) | * What is this unit about? * Whom do you manage? * What is evidence-based management? Why? How? * How to read a Harvard-style case? | Unit GuideBarends et al. (2014) | | | Managing self * What is the difference between a manager and a leader? * What is your personality? * How does personality affect job performance? * How do you influence others? Power, influence and political skills Introduction to Simulation: Judgement in Crisis | Get your Big-Five scores (Berkeley Lab)Case: Thomas Green | 2 | April 21 (Tue.) | Managing self: Individual decision making * Neuroscience and decision making * Heuristics * Cognitive biases * Debriefing to simulation exercise | Guest speaker: Prof. Alexandre Schaefer, Neuroscientist, Monash MalaysiaPress Release for Simulation: Judgement in Crisis (due on April 19, 12 mid-night) | 3 | April 28 (Tue.) | Developing others: Motivation * Needs theories * Process theories | The puzzle of motivation (Video). TedGlobal. http://www.ted.com/talks/dan_pink_on_motivation | 4 | May 5 (Tue.) | Developing others: Motivation * Applied performance practices * High performance work systems * The art of giving feedback | The delicate art of giving feedback (https://hbr.org/2013/03/the-delicate-art-of-giving-fee)Video case: Awkward Performance Review | 5 | May 12 (Tue...
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...TOPIC : MANAGING SELF IN LEARNING MATRIX NO : COURSE : MGT162 LECTURER : MADAM NOORITA What is self‐directed learning? Self-directed learning are how individuals take initiative and responsibility for learning. Individuals select manage and assess their own learning activities. Motivation and volition are critical. Independence in setting goals and defining what is worthwhile to learn. And teachers provide scaffolding, mentoring, advising and peers provide collaboration. • Help the learner identify a starting point to be a manager for the learning experience rather than an information provider. • Teach inquiry skills, decision making and self-evaluation of work. • Learners transition from ‘reactive’to ‘proactive’. • Self-management is a key skill that will help you through your life. It involves setting goals and managing your time. • Develope your motivation and concentration skills will that help you to overcome the lure of procrastination. • Effective self-management will help you to avoid stress and provide you with more opportunities to get involved in fun campus activity. • The key skill in self-management is self regulation. Self regularion refers to individual monitoring, controlling and directing aspects of their learning for themselves. • As the student we need have to have self-management strategies. Its will help you in leading you in very good way. • You must have to evaluate the good and effective strategies in how to managing yourself in...
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...and any two selected behaviours uphold the concept of ‘HR Professionalism’, giving examples from the knowledge and activities at band 2. • Explain, with related examples, why HR professionals need to be able to manage themselves, manage groups or teams, manage upwards and manage across the organisation. Activity 2 • Undertake a self-assessment against a specification of HR professional practice capabilities, such as the CIPD Associate Membership criteria, to identify professional development needs. • Evaluate and select at least three development options to meet your needs, explaining the advantages and disadvantages of each, and their fit with your preferred learning style and career aspirations. • Devise a personal development plan which includes your development objectives (based on the above evaluation and including achievement of your CIPD qualification) and details of your selected development activities. The plan should be for a minimum of six months. Activity 3 • During your studies, you should reflect on your learning and performance against the plan, including each unit of your qualification, and add a reflective commentary to your plan. Also as you progress, you should identify potential...
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...CIPD Assessment Activity |Title of unit/s |Developing Professional Practice | |Unit No/s |5DPP | |Level |5 | |Credit value |4 | |Assessment method |Written report | | |Written notes | | |CPD Plan | |Learning outcomes: | | | |Understand what is required to be an effective and efficient HR professional. | |Be able to apply CPD techniques to construct, implement and review...
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...compensation, benefits, training, workplace diversity, discipline, employee rights, unions, and management behaviors. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Cascio, W. F. (2010). Managing human resources: Productivity, quality of work life, profits (8th ed.) New York, NY: McGraw-Hill/Irwin. All electronic...
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...| SUBJECT NAME : | Managing, leading, stewardship | | SUBJECT NUMBER : | 21937 | | Subject Co-ordinators lecturerstutors | Dr. Walter Jarvis Dr. Natalia Nikolova Dr. Stephen Wearing Management Discipline Group UTS B-School Dr. Walter Jarvis Dr. Natalia Nikolova tba | SUBJECT PRECIS An understanding of managing, leading and stewardship is foundational to the development of students as responsible and accountable leaders, managers, followers and stewards. This subject aims to prepare students to meet profession-like objectives and how to guide others to meet collective responsibility in morally challenging situations. To do so, the subject develops the concept of stewardship to help leaders to better understand how to promote and sustain the symbiotic integrity of business and society, i.e. where business serves society's needs for not just products and services but in ways that earn public trust and respect. The approach taken in the subject delivery and associated assignments is to encourage students to recognise the place of business in society and to cultivate a personal commitment toward earning and sustaining public trust in consideration of others in their business judgments and decision-making. SUBJECT PRECIS An understanding of managing, leading and stewardship is foundational to the development of students as responsible and accountable leaders, managers, followers and stewards. This subject aims to prepare students to meet profession-like...
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...results, as well as my emotional experiences while taking the test and afterward. I will provide some psychological ideas and theories associated with EI. Finally, I will demonstrate tips for improving and enhancing an individual’s own Emotional Intelligence. Psychology: Emotional Intelligence: Mind over Matter Emotional Intelligence or (EI) is a psychological term that everyone should get acquainted with. It is a very significant entity to psychology and to the human behavior. EI is the capacity to understand and manage your own emotional experiences as well as being able to perceive, comprehend, and respond to the emotional responses of others. The EI test that was issued to me, for this particular assignment, was very accurate on the perception of my Emotional Intelligence. My EI scoring range was 55-80, a very impressive score! The results revealed that I was extremely high. This is very important because a person has to be self-aware to asses’ their self accurately. I was very cautious and honest while taking the test. In this experience, I learned that one of the most significant processes in “maintaining my sanity” is in exceptional condition! The eagerness to increase my knowledge of EI is extremely heightened; the more knowledge I gain, the stronger my overall intelligence will become. EI is needed to succeed in life and according to evolutionary psychologists; emotions are a product of evolution. . The model introduced by...
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...In today’s diverse workplace, your actions and motives are constantly under scrutiny. It is crucial to manage your own professional image before others do it for you. An interview with Professor Laura Morgan Roberts:- As HBS professor Laura Morgan Roberts sees it, if you aren't managing your own professional image, others are. "People are constantly observing your behavior and forming theories about your competence, character, and commitment, which are rapidly disseminated throughout your workplace," she says. "It is only wise to add your voice in framing others' theories about who you are and what you can accomplish." There are plenty of books telling you how to "dress for success" and control your body language. But keeping on top of your personal traits is only part of the story of managing your professional image, says Roberts. You also belong to a social identity group—African American male, working mother—that brings its own stereotyping from the people you work with, especially in today's diverse workplaces. You can put on a suit and cut your hair to improve your appearance, but how do you manage something like skin color? Roberts will present her research, called "Changing Faces: Professional Image Construction in Diverse Organizational Settings," in the October issue of the Academy of Management Review. She discusses her research in this interview. Mallory Stark: What is a professional image? Laura Morgan Roberts: Your professional image is the set...
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...culture of the company. After 18 months, Swan must leave the company because of complications with her pregnancy. On bedrest for 6 months, she must decide if she can continue to run the organization from New York. Other options include placing an interim lead or quitting altogether. If she stays, how will she need to adjust her leadership style and working relationships? This case provides perspective on the pros and cons of an incomplete leader. In addition, this case showcases the effects a new and driven leader can have on the culture of an organization. By analyzing the leadership style of Taran Swan, the effects on her team and the success of the organization are seen. PRACTICAL APPLICATION Self + Relationship + Team = Results Self = Self awareness, knowing what type of leadership persona you are projecting Relationships = building relationships Team = Leading Team What Makes a Leader? CONCEPT OVERVIEW •...
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...forever. Pseudo conflict is just a misunderstanding a meaning of something portrayed from the opposing party involved. Simple conflict is a basic difference in ideas, definitions, perceptions, or goals. Ego conflict is a personal issue and then the parties involved start attacking the others self esteem. Serial arguments are the same arguments that occur over and over again. Irresolvable conflict is when one or both of the parties involved think that the issue is impossible to resolve. Every conflict has some style of management which are non-confrontational, confrontational, or cooperative. Non-confrontational style is basically when one person completely backs off avoiding the conflict all together and giving into the other party involved. Confrontational style is a win lose scenario in which one party wants control and to essentially win the argument at the expense of the other. Cooperative style is viewed as both parties want to reach an agreement and come to a solution to the problem at hand. An effective conflict should be managed and problem solving tools should be used so both parties end up in a win, win outcome. There are certain skills that help out in conflict management. Managing emotions and being able to make logical decisions about the conflict is important. Select a acceptable time and place to discuss the issue, plan...
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...But emotional intelligence, often measured as an emotional intelligence quotient, or EQ, is more and more relevant to important work-related outcomes such as individual performance, organizational productivity, and developing people because its principles provide a new way to understand and assess the behaviours, management styles, attitudes, interpersonal skills, and potential of people. It is an increasingly important consideration in human resource planning, job profiling, recruitment interviewing and selection, learning and development, and client relations and customer service, among others. 2. Concept of emotional intelligence Emotional intelligence describes the ability, capacity, skill, or self-perceived ability to identify, assess, and manage the emotions of one’s self, of others, and of groups. People who possess a high degree of emotional intelligence know themselves very well and are also able to sense the emotions of others. They are affable, resilient, and optimistic. Surprisingly, emotional intelligence is a relatively recent behavioural model: it was not until the publication of Emotional Intelligence: Why It Can Matter More Than IQ by Daniel Goleman that the term became...
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...INSTITUT TEKNOLOGI BANDUNG MBA Programme GraduateSchool of Business http://www.mba.itb.ac.id INSTITUT TEKNOLOGI BANDUNG MBA Programme GraduateSchool of Business http://www.mba.itb.ac.id MM5002 People in Organization CHEVRON PACIFIC INDONESIA CLASS (X48) FEBRUARY 2013 MASTER OF BUSINESS ADMINISTRATION SCHOOL OF BUSINESS AND MANAGEMENT INSTITUT TEKNOLOGI BANDUNG http://www.sbm.itb.ac.id/mba MASTER OF BUSINESS ADMINISTRATION SCHOOL OF BUSINESS AND MANAGEMENT INSTITUT TEKNOLOGI BANDUNG http://www.sbm.itb.ac.id/mba Contents 1. Vision and Mission of MBA-ITB 2 2. Learning Goals of MBA-ITB 2 3. Learning Outcomes of This Course 3 4. The Course Structure …………………………………………………………………………………………………………………….. 3 5. The Course Plan 5 6. Lecturer Profile 13 7. Grading 14 8. Students Guidance 15 9. References 15 1. Vision and Mission of MBA-ITB Vision: “To be A World Class Program of Master and Business Administration that Creates Ethical and Entrepreneurial Leaders” Mission: * To educate and develop future leaders in business * To develop sustainable education program for building human resource capacity needed for enhancing industry competitiveness in Indonesia 2. Learning Goals of MBA-ITB In General, The MBA-ITB’s learning goal is to develop students to have the following characteristics : * A Strong competence in business and technology-based management as well as decision making capabilities as...
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...Roles and Functions By Terri Peters 09/30/2013 HCS/325 Shawn Matheson, MBA, LNHA, FACHCA Roles and Functions Introduction Managerial roles and functions in today’s society vary depending on which field and the specialty of the facility. Roles and functions in healthcare doesn’t just have an impact on patients but employees as well. As a leader, it is important to know what the roles and functions are because if not carried out correctly, there may be a crisis within the facility. Upon continuation of this paper, it will discuss the major functions of management involving health care, how these functions apply to managing others as ourselves, what is the most important role of a health care manager and what is the most significant aspect related to health care management that I would expect to gain from this class. The four major functions of management in a heath care setting Planning There are four major important function of being a manager, these functions are Planning, Organizing, Leading and Controlling. Lombardi, D. N., & Schermerhorn, J. R. (2007). Goal-setting is the first step to planning to ensure that every patient is well taken care of. This means making sure that not only is the patient satisfied but the patient’s family is as well. In health care management, when planning, they are coordinating with the community by receiving referrals from physicians and making sure that there are sufficient staff scheduled within the facility to handle the...
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