...MGT 210 Week 7 Assignment Exercise 15-3 Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser https://hwguiders.com/downloads/mgt-210-week-7-assignment-exercise-15-3/ For More Courses and Exams use this form ( http://hwguiders.com/contact-us/ ) Feel Free to Search your Class through Our Product Categories or From Our Search Bar (http://hwguiders.com/ ) The results of the test your leadership style questions do not surprised me at all. I scored 76% for leadership and 24% for supervisor. These results put me in the leader category. I am not surprised with the results because I believe in motivating people and teaching them the skills required to do their job. I have had several managers say they picked me to train or teach people how to do the job because of the way I explain the process. The managers have also said that I am very thorough and patient in how I do things and how I treat the person. I am also not surprised to see that I fit the definition or explanation of the leadership style listed in the text. I am a self-starter, I find work fulfilling, and I enjoy teaching co-workers the skills necessary when they need help with achieving their goals. It makes me happy to see people develop an understanding of the job requirements and what they need to do to meet them. MGT 210 Week 7 Assignment Exercise 15-3 Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser https://hwguiders.com/downloads/mgt-210-week-7-assignment-exercise-15-3/ ...
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...MGT 210 Entire Course For more course tutorials visit www.mgt210.com MGT 210 Week 1 CheckPoint 1 Incident 1-1: Promotion Into Supervision MGT 210 Week 1 CheckPoint 2 Article Review on Diversity in the Workplace MGT 210 Week 1 Assignment Article Search MGT 210 Week 2 CheckPoint Incident 2-2: Bad Times at Quality Shoe MGT 210 Week 2 DQ 1 and DQ 2 MGT 210 Week 3 CheckPoint: Incident 6-2: What Should I Do Next? MGT 210 Week 3 Assignment: Exercise 7-2: “In-Basket” MGT 210 Week 4 CheckPoint: Work Team Concepts MGT 210 Week 4 DQ 1 and DQ 2 MGT 210 Week 5 CheckPoint Recruiting, Selecting, Orienting, and Training MGT 210 Week 5 Assignment: Exercise 10-2: OJT MGT 210 Week 6 CheckPoint: Employees’ Union MGT 210 Week 6 DQ 1 and DQ 2 MGT 210 Week 7 CheckPoint: Incident 14-1: No Extra Effort MGT 210 Week 7 Assignment: Exercise 15-3: Test Your Leadership Style MGT 210 Week 8 CheckPoint: Incident 18-1: Changes in an Employee’s Behavior MGT 210 Week 8 DQ 1 and DQ 2 MGT 210 Week 9 Capstone CheckPoint MGT 210 Week 9 Final Project: Best Practices Manual for Supervisors ------------------------------------------------------------- MGT 210 Week 1 Assignment Article Search For more course tutorials visit www.mgt210.com Assignment: Article Search Resources: Appendix A, University Library, Ch. 1 (p. 19) of Supervision: Key Link to Productivity, and the References within the References Page section of Ch. 2 in Axia College’s Writing Style Handbook Review the six supervisory...
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...Week Seven Andrew R. Reyna MGT/210 June 10, 2012 Kathy Willis Week Seven After completing exercise 15-3 in our text, I was rather astonished by the results. The test indicated that I was 84 percent of a leader and 16 percent of a supervisor. While completing this test some of the questions I found to rather hardlined and somewhat biased in the way they were presented and often times the questions were too black and white. Honestly, I find myself to be more of mixture between a leader and supervisor rather than a leader, nevertheless, I digress. I feel as though being a leader, as indicated by the test, the strengths that I would use to approach two of the supervisory responsibilities, would be fairness, patients, ability to find new ways to approach problems, gathering the correct resources, and my cunningness to overstep bureaucracy and see things for what they are. The two supervisory responsibilities that I use my strengths towards would be Demonstrating Communication and Improving Productivity as a Team. I feel as though, after taking the test, that I am a mixture of a leader and supervisor. My leadership consists of being able to approach things as a captain of a ship. This type of leadership holds many things sacred such as, honor, respect, making swift and calculating decisions and more importantly have the confidence of your crew or the people you lead. This type of leadership keeps the big picture constantly in front of him or her while at the same time...
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...In a Basket MGT/210 Version 3 Supervision and Leadership Regarding the discussion for the assignment in a basket between all of my class mates and I everyone pretty much had the same ideas in solving the issues. Most of us agreed upon which ones would be delegated and which would be acted upon. I noticed that many of us chose to delegate jobs like the rest room is out of order and the 130 pairs of shoes to be stocked away. These are jobs in my opinion I feel that an employee are hired for and is something that can be delegated to the other employees to do. There are mantinence and stocking and important for the emloyees to accomplish. Also there were some of us that agreed that certain jobs were important to be acted upon such as the notice from the fire department for the upcoming inspection. This is important to make sure everything is correct and up to date. If not the companies can get fines and it would not be safe for the employees in case of an emergency. A notice from head quarters about the upcoming holiday sale is also another that many of us agreed should be acted upon. This is because there is a lot to get ready and to make sure everyone is aware and knows what is going on. All fellow students had there own reasons for certain jobs being delegated or acted upon. When discussing with my classmates about some of the options...
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...Best Practices Manual for Supervisors University of Phoenix September 24, 2011 MGT/210 Supervisors are a great asset to a company’s success. Supervisors need to be effective and efficient in their job as well as managing the employees beneath them. Supervisors have some of the greatest responsibilities in assuring that their teams are performing their task and achieving their goals to make the company successful. To have a successful team, Supervisors will need to demonstrate some best practices in certain areas to manage the team, these areas are: 1. Demonstrating Communication Skills 2. Determining Effective Orientation and Training Methods 3. Improving Productivity for Teams 4. Conducting Performance Appraisals 5. Resolving Conflict 6. Improving Employee Relations This Best Practice Manual for Supervisor will take each of these six areas and will demonstrate two best practices for each area. If a supervisor will learn from these best practices then they will become an effective supervisor for their teams and their teams will become effective and efficient. Demonstrating Communication Skills Demonstrating communication skills is a must for every supervisor. If a supervisor has poor communication skills they will not be able to communicate effectively to their teams. The two best practices for demonstrating communication skills are learning to listen, and keep written and verbal communications clear. The first best practice to communicate effectively...
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...Best Practices Manual for Supervisors Robin Schmitz MGT/210 September 30, 2012 Catherine Wright Best Practices Manual for Supervisors A best practices manual for supervisors provides the tools needed to become an effective supervisor. This manual will discuss and demonstrate the areas and skills the supervisor needs to focus on to become an effective leader of an organization. The focused areas which will be discussed are; demonstrating communication skills, determining effective orientation and training methods, improving productivity for teams, conducting performance appraisals, resolving conflict, and improving employee relations. We will begin with the most important aspect of a supervisor’s position-demonstrating communication skills. DEMONSTRATING COMMUNICATION SKILLS Effective communication is one of the key components necessary for a supervisor position, because it helps in building trust and respect among all in the organization. The communication can entails more than the content of the statement, but it is also the dialogue used in expressing the statement. Supervisor who are rude, belligerent, or short in demonstrating communication tend to push fellow coworkers away, experience less productivity from the workers, and reveals no foundation of teamwork. Supervisors who mainly focus on work-related information when conversing tend to be viewed as arrogant or callous, and supervisors who tend to focus on social networking rather than useful information can be...
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...Best Practices Manual for Supervisors Gregory Wilhoite University of Phoenix (AXIA) MGT/210 Supervision and Leadership Karen Blackwell Due: June 4, 2011 Best Practices Manual for Supervisors The top level of management in any company's organization is usually always supervisors. Since the supervisor is in charge of making sure that work gets done, they do not do any of the operative work. Their main focus is to achieve the company's goals in production. As a supervisor, one has to encourage workers to accomplish their objectives in a positive way; they must also have workers that want to be "members of a work unit to contribute positively towards accomplishing the organizations goals and objective’s" (Rue & Byars, 2004). A supervisor's work is categorized into five areas: planning, organizing, staffing, leading, and controlling. The most effective way to accomplish any tasks assigned is to plan and direct the workforce doing the job. Assigning the work among the employees and making arrangements for the proper and timely completion of work delegated. Staffing is charged with the duty of overseeing the improvement of employees' labor skills. Leading is used to influence the employee's behavior towards company goals. Controlling "determines how well the work is being done compared with what was planned" (Rue & Byars, 2004, p. 13). Supervisors are required to maintain technical, human, administrative and decision-making skills. Supplementary in order to satisfy the job...
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...ork2012 - 2013 Catalog A Message from the President “Sullivan University is truly a unique and student success focused institution.” I have shared that statement with numerous groups and it simply summarizes my basic philosophy of what Sullivan is all about. When I say that Sullivan is “student success focused,” I feel as President that I owe a definition of this statement to all who are considering Sullivan University. First, Sullivan is unique among institutions of higher education with its innovative, career-first curriculum. You can earn a career diploma or certificate in a year or less and then accept employment while still being able to complete your associate, bachelor’s, master’s or doctoral degree by attending during the day, evenings, weekends, or online. Business and industry do not expand or hire new employees only in May or June each year. Yet most institutions of higher education operate on a nine-month school year with almost everyone graduating in May. We remained focused on your success and education, and continue to offer our students the opportunity to begin classes or to graduate four times a year with our flexible, year-round full-time schedule of classes. If you really want to attend a school where your needs (your real needs) come first, consider Sullivan University. I believe we can help you exceed your expectations. Since words cannot fully describe the atmosphere at Sullivan University, please accept my personal invitation to visit and experience...
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...ENG 106 ENG 202 Listening and Speaking Skills English Reading Skills Business English Advanced English Skills Introduction to English Literature 40-41 Credits 9 3 3 3 3 3 * Prerequisite ENG 101 & 102 Note: students not exempted from ENG 101 and ENG 102 will have to take ENG 101, ENG 102 and ENG 105. Note: students exempted from ENG 101 and ENG 102 will have to take ENG 105, ENG 106, ENG 202 Computer Skills CIS 101* CSC 101** Fundamentals of Computer System Introduction to Computer Science 3 3 3 * For students without basic knowledge of computer **For students with basic knowledge of computer & mandatory for students with Major in subjects offered from the SECS Numeracy MAT 100* MAT 210* Basic University Mathematics 1 Basic University Mathematics 2 6 3 3 3 *MAT 100 and MAT 210 mandatory for SLAS majors(English, Media & Communication, Anthropology) other than Sociology MAT 101* MAT 211* MAT 102* MAT 212* Intermediate University Mathematics II Probability and Statistics Introduction to Linear Algebra & Calculus Probability & Statistics for Sc. & Engr. 3 3 3 3 **MAT 101and MAT 211 mandatory for Business/SESM/Sociology majors $MAT 102 and $MAT 212 is mandatory for students with major in Engineering and Computer Science Natural 7-8 Sciences CHE 101* Chemistry 3 CHE 101L* PHY 101** PHY 101L** PHY 102** PHY 102** BIO 102 BIO 102T CHE 102 CHE102T ENV 101 ENV 102 ENV 102T PSY 201 Chemistry Lab University Physics-I University Physics-I Lab University Physics-II University...
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...Best Practices Manual Best Practices Manual for Supervisors Axia College University of Phoenix MGT/210 Supervision and Leadership 1 Best Practices Manual 2 February 3, 2008 SHOWING COMMUNICATION SKILLS Communication is about more than the meaning of what you say. Sometimes people who communicate only about information look arrogant and cold. At the same time, people who try to be polite and make small talk instead of speaking usefully might seem boring and irrelevant. As a supervisor, your best strategy to look be a good colleague is to be able to talk in a friendly, social way, while giving people the useful and accurate information that they need (Watson, 2003). Best Practices Manual 3 Communication is one of the most important ways a supervisor can build trust and respect among colleagues. Showing interest and concern in things that are important to coworkers helps to create positive connections that can be very helpful when dealing with work-related issues. For example, team members will generally appreciate a supervisor who shows interest in them as real people—beyond their ability to complete tasks or solve workrelated problems (Watson, 2003). One of the things that often hurts relationships between supervisors and their employees is misunderstandings. People tend to make assumptions about the words and behaviors of other people in their workplace. A good supervisor can validate the perception that they have about what people...
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...Best Practices Manual Best Practices Manual for Supervisors Axia College University of Phoenix MGT/210 Supervision and Leadership 1 Best Practices Manual 2 February 3, 2008 SHOWING COMMUNICATION SKILLS Communication is about more than the meaning of what you say. Sometimes people who communicate only about information look arrogant and cold. At the same time, people who try to be polite and make small talk instead of speaking usefully might seem boring and irrelevant. As a supervisor, your best strategy to look be a good colleague is to be able to talk in a friendly, social way, while giving people the useful and accurate information that they need (Watson, 2003). Best Practices Manual 3 Communication is one of the most important ways a supervisor can build trust and respect among colleagues. Showing interest and concern in things that are important to coworkers helps to create positive connections that can be very helpful when dealing with work-related issues. For example, team members will generally appreciate a supervisor who shows interest in them as real people—beyond their ability to complete tasks or solve workrelated problems (Watson, 2003). One of the things that often hurts relationships between supervisors and their employees is misunderstandings. People tend to make assumptions about the words and behaviors of other people in their workplace. A good supervisor can validate the perception that they have about what people...
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...SUNYIT Human Resource Management MGT 318 Professor N. Laino Leadership Jeff Albright April 30, 2014 In the waning seconds of Game 6 during the 1998 NBA Finals, Michael Jordan found himself with the ball after stealing it from Karl Malone. Down by one, and with just 5.2 seconds left on the clock, Jordan rose up for a jumper that would end up being the winning points of the game. This win would earn Michael Jordan his sixth NBA championship. With every successful championship win, there is a leader who helped lead the franchise. Just as experienced leadership translates to success on the playing field, experienced leadership is essential in the business world. Leadership is defined as “the use of power and influence to direct the activities of followers toward goal achievement. That direction can affect followers’ interpretation of events, the organization of their work activities, their commitment to key goals, their relationship with other followers, and their access to cooperation and support from other work units” (McGraw 418). Often times, people who are leaders are people of power; it’s how these leaders use their power to get followers to achieve goals. Someone who is powerful is often known for their ability to influence the behavior of others. In the workforce, most leaders are managers. There are three organizational forms of power that managers can use to influence employees: legitimate power, reward power, and coercive power. Legitimate power...
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...Project Paper The Role of Cultural Values in Business Ethics: the case of ICT companies Muhammad Fikri Bin Ahmad (1022133) (Email:fikriahmad91@gmail.com) Mohamad Amali Bin Maulan (1013901) (Email: aku_amali@yahoo.com) Muhammad Muslim Bin Samsudin(1012545) (Email: aim_messi@yahoo.com) Tengku Muhammad Ihsan bin Tengku Hishamuddin (1027923) (Email: ihsan_libra@hotmail.com) MGT 3020 Business Ethics Section 1 IIUM Gombak 15th June 2011 The Role of Cultural Values in Business Ethics: the case of ICT companies Tengku Muhammad Ihsan Bin Tengku Hishamuddin, Mohamad Amali bin Maulan, Muhammad Muslim Bin Samsudin, Muhammad Fikri Bin Ahmad Kuliyyah of Economics And Management Sciences, International Islamic University Malaysia, Gombak, Malaysia. ABSTRACT Purpose-This paper aims to obtain views in ICT company regarding the role of cultural values in company performance in terms of customer satisfaction, skills in solving problems and capability in adopting new technologies and its influence to people behavior in terms of innovativeness and motivation. This paper also contributes to the discussion of cultural values in business ethics. Methodology-Data are collected through one on one interviewing process with 15 managers. Findings-The two main findings are firstly identified the moderating effects association between cultures in Malaysia with ICT company performance in terms of profit, customer satisfaction and capability in solving problems and adopting...
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...THE ADVERSITY QUOTIENT AND ACADEMIC PERFORMANCE AMONG COLLEGE STUDENTS AT ST. JOSEPH’SCOLLEGE, QUEZON CITY An undergraduate thesis Presented to the Faculty of The Departments of Arts and Sciences St. Joseph’s College Quezon City In Partial Fulfillment of the Requirement for the Degree of Bachelor of Science in Psychology By: ZHOU HUIJUAN March, 2009 RECOMMENDATION This Thesis entitled The Adversity Quotient and Academic Performance among College Students at St. Joseph’s College, Quezon City. Submitted by Zhou, Huijuan has been examined and found satisfactory and is hereby recommended for ORAL DEFENSE. Ms. Mildred L. Lazo Thesis Adviser APPROVAL SHEET In Partial fulfillment of the requirements fro the degree of Bachelor of Science in Psychology, this thesis entitled “The Adversity Quotient and Academic Performance among College Students at St. Joseph’s College, Quezon City” was prepared and submitted to the College of Arts and Science by Zhou, Huijuan. Approved by the committee on Oral Defense on March 8, 2009 with a grade of passed. Mrs. Nelia G. Prieto Chair, Liberal Arts Ms. Mildred Lazo Panel Member Mr. Francisco Lambojon Panel Member Accepted in partial fulfillment of the degree of Bachelor of Sciences Major in Psychology. Sr. Josephini P. Ambatali, SFIC Dean Acknowledgement This work would not have been possible without the presence and contribution of many valued individuals. Through this limited paper, I wish to express my...
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...THE ADVERSITY QUOTIENT AND ACADEMIC PERFORMANCE AMONG COLLEGE STUDENTS AT ST. JOSEPH’SCOLLEGE, QUEZON CITY An undergraduate thesis Presented to the Faculty of The Departments of Arts and Sciences St. Joseph’s College Quezon City In Partial Fulfillment of the Requirement for the Degree of Bachelor of Science in Psychology By: ZHOU HUIJUAN March, 2009 RECOMMENDATION This Thesis entitled The Adversity Quotient and Academic Performance among College Students at St. Joseph’s College, Quezon City. Submitted by Zhou, Huijuan has been examined and found satisfactory and is hereby recommended for ORAL DEFENSE. Ms. Mildred L. Lazo Thesis Adviser APPROVAL SHEET In Partial fulfillment of the requirements fro the degree of Bachelor of Science in Psychology, this thesis entitled “The Adversity Quotient and Academic Performance among College Students at St. Joseph’s College, Quezon City” was prepared and submitted to the College of Arts and Science by Zhou, Huijuan. Approved by the committee on Oral Defense on March 8, 2009 with a grade of passed. Mrs. Nelia G. Prieto Chair, Liberal Arts Ms. Mildred Lazo Panel Member Mr. Francisco Lambojon Panel Member Accepted in partial fulfillment of the degree of Bachelor of Sciences Major in Psychology. Sr. Josephini P. Ambatali, SFIC Dean Acknowledgement This work would not have been possible without the presence and contribution of many valued individuals. Through this limited paper, I wish to express my endless, sincerest and eternal...
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