...Department of Management Personal Effectiveness Certificate of Higher Education in Management/ Funeral Management Draft Module Outline (2015/16) Code: FFMN009H4 Term: Autumn and Spring Day – Autumn Term: Tuesday or Saturday (Bloomsbury) Day – Spring Term: Saturday (Bloomsbury) Time: Weekday Evenings 18:00 to 21:00; Saturdays 10:00 Time: Room(s): TBC Code: {{module code}} Term: {{term}} to 17:00 {{day/s}} 6.00pm to 9.00pm Room: {{room}} Lecturers: Ian Harrison Peter Hirsch Keith Mattacks V1:06/07/2015 Table of Contents Personal Effectiveness – Module Overview............................................................................................ 2 Aims and Objectives................................................................................................................................ 2 Learning Outcomes ................................................................................................................................. 2 Key Readings ........................................................................................................................................... 2 Required Reading................................................................................................................................2 Recommended Reading ...................................................................................................................... 2 Journal Articles....
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...Title page Executive summary The purpose of this report is to evaluate personal effectiveness of three members, Ajai Ratnakumar, Melissa Jayawardena and Shannelle Abayasekara who are to be working together as a team. The main objective of this report is to compare and fit the different characteristics of the three team members who are to work together as a team , so as to compliment each other’s working style, for the benefit of the team, and ultimately for the company. Third Eye Event Managers provide individuals and companies with an unforgettable and unique event that would be remembered for years to come. The company’s main aims are to achieve a balance of creativity and competent implementation of all undertaken events, be it a private or commercial One. Based on the tests conducted the report contains information about preferences, strengths, and techniques for increasing effectiveness of each individual. Conflicts that are likely to arise within this team and solutions for these conflicts have been suggested. Short Term and Long Term recommendations have been stated which would help the company increase efficiency and minimize conflicts within future teams. Contents 1 Introduction 4 2 Discussion 5 2.1 What is personal effectiveness?. 5 2.2 The importance of personal effectiveness 5 2.3 Indicators used to assess personal effectiveness? 5 2.3.1 Learning Style Preferences 5 2.3.2 Hemispherical Dominance 7 2.3.3 Big Five Locator 7 2...
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...Personal Effectiveness A guide to understanding personal development and effectiveness of enlightened learning 1946 – 2006 1 Contents developing learning growing Roffey Park's approach to personal effectiveness Developing greater self-confidence Self-knowledge Self-awareness Learning through reflection Building relationships and working with others Final thoughts About Roffey Park 2 4 5 7 10 11 12 14 Roffey Park's approach to personal effectiveness Developing personal effectiveness is essential today. Increasingly we need to influence without formal authority and we cannot do this without confidence, clarity of purpose and the communication skills to fully express ourselves. Our roles as leaders or managers – in tough times, or during change – also require that we draw on who we are, as well as what we do to inspire and engage our people. And from coaching through to organisational development, the concept of using your ‘self as an instrument’ is at the heart of bringing about successful individual and organisational change. Roffey Park is a leader in the field of Personal Effectiveness having developed people in organisations for 60 years. Our approach is based on several important assumptions: • That ‘we’re all right as we are’ and that we have within us all that we need to grow and become more effective in the world. • We are naturally predisposed to learn, grow and change in order to maximise our own potential. 2 • We are willing to take responsibility...
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...BES1100 Personal Effectiveness Report BES1100 Personal Effectiveness Report Contents 1.0 Executive Summary................................................................ 2 2.0 The Introduction..................................................................... 3 3.0 Literature Review……………………...........................................….... 6 4.0 Data…………………..………………………………………………….............. 7 5.0 Main Outcomes.......................................................................16 6.0 Reccomendations....................................................................17 7.0 References………………………………………………………………….………18 1.0 Executive Summary The purpose of this report is to illustrate the aspects of the two individual staff members and how they are likely to relate to one another given their unique combination of characteristics and behaviours. There is a literature review on the use of psychometric testing and collecting the data from psychometric testing on two staff members. This report will introduce advantages and disadvantages of psychometric testing in HR. There are some results of the indicator instruments between the two staff members. This report will give some recommendations on how to best utilise two staff members and some suggestions on how to ensure teamwork between the two staff members. Ella Bryant an architect and Lisa Mcune a. Have not worked with one another before due to 2.0 Introduction 2.0 Introduction ...
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...Reflective Practice Reflective practice is a process which enables you to achieve a better understanding of yourself, your skills, competencies, knowledge and professional practice. Although most of us engage in thinking about experiences either before, during or after an event, we need to document our understanding in order to clearly identify and demonstrate the components of our learning. Identifying what we have learnt requires us to think about our experiences, and consider the outcomes, in order to evaluate the experience, and identify our thoughts, feelings and understanding of the relevant issues. The objective is to identify what we have learnt in order to construct new or different approaches to our future practice, or to recognise and validate effective practice to utilise in the future. Learning comes from many different incidents and experiences that we have in life. We can learn much about ourselves, others, our job, our organisation, and professional practice, as well as our abilities and skills, if we consciously take the time to reflect on our learning. As a starting point, a pro-forma sheet for reflective practice, incorporating some ideas around the type of experiences we can utilise for learning, is provided. N.B. When reflecting on clinical incidents or professional practice involving patient care, patient confidentiality must never be breached Further guidance on different theories and methodologies for reflective practice is available on...
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...Time Lenders has been doing an extremely noble job since its inception by making people develop a meaningful existence. It has mainly targeted renowned organizations and their employees, and more recently students that are the only hope for a bright future of this country. Words like visions, goals and purpose may sound extremely familiar to us but there is a greater meaning to all of these words that most of us either do not realize, or do not bother to do so. To be honest, none of us group members, and maybe most of the students enrolled in this course in general, had any idea of how having an appropriate purpose and subsequently, a clear vision for it can make our lives an ideal example for the world around us. The first questions asked of us were that whether we think that our lives have been meaningful or not, and how do we want others to remember our life as an individual after we leave this world behind. I think the answers to the second question was pretty clear, but the first question, regardless of any answer chosen, definitely made us contemplate that whether we really have ever thought about doing anything meaningful. We have lived our lives in a state of utter wilderness up till now, without any clear sense of direction in which we want to take our lives. And how could we have decided our direction when we were clueless about our destination itself. Anyhow, it’s still not too late and we have been fortunate enough to realize that we can still follow our true destiny...
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...Improving Personal Effectiveness By Wayne Rivers Family business leaders continually lament the fact that there are simply not enough hours in the day to do all of things they want to do in their businesses and, perhaps more importantly, in their personal lives. Today, the demands of business are such that you could work 24 hours a day every day and still not get all things done to make your business run more efficiently and effectively. Family business members often ask what they can do to improve their personal effectiveness both at work and at home. It’s helpful to distinguish between efficiency and effectiveness. Efficiency can be quickly and clearly defined as doing things right. Effectiveness is doing right things right. Family business owners all too often find themselves doing jobs that could and should be done by other people on the payroll. When an accounts payable clerk is out sick, it may be the owner of the business who fills that slot. The same holds true for a superintendent who is out on vacation or a salesman who is out on disability. Because they are capable of doing virtually any job in the organization, FBO’s often do, and by so doing they inadvertently reduce themselves to the role of “utility player.” Many family business owners suffer from a modern malady called “Urgency Addiction” or “Hurry Sickness.” While they bemoan the fact that they can’t seem to get a moment’s peace, their cell phones are continually ringing and their pagers and email...
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...professional conduct, personality differences and differences in mindsets. Recommendations are provided in the report which are presented in order to alleviate the problems and to better the work efficiency of Team Equity of Intelligent Financial Solutions Consultants (Pvt.) Ltd. Table of Contents Contents Executive Summary 1 Table of Contents 2 Introduction 3 1.1 Terms of Reference 3 1.2 Main Points 3 1.3 Personal Effectiveness 3 1.4 An overview to the Evaluation Tests 4 Psychometric Tests and Results 5 Discussion 10 Overall Analysis 12 Problems and Conflicts 13 Conclusion 14 Recommendation 15 Reference List 16 Appendix 1 17 Appendix 2 24 1. Introduction 1.1 Terms of Reference * As the Human Resource manager Mr. Ranjan Ferdinando of Intelligent Financial Solutions Consultants has requested to investigate a Personnel effectiveness evaluation, this report has been formatted to meet the criteria set off by the manager. * Moreover, the report is a logical testimony which depicts the personal traits of the members of Team Equity that would highlight individual attributes for instance team spirit, leadership, motivation and personality etc. * Team Equity of IFS is a newly formed...
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...individual and group behavior. External agents are usually professors or private consultants. Internal agents of change are already apart of the business. They already know how to change an organization. In most cases they are managers who have recently been brought into organization that needs help. External-Internal agents are the combination of both external and internal. An organization uses both approaches to change the problems that have arisen. Question My thought-provoking question is how effective are external and internal change agents? I want to know why because what would be the next step to take to get the company at a good performance level. I know this works in most cases because I have seen it happen. I am just curious. Personal Implication Internal change agents personally affect me the most. My dad is a general manager at Applebee’s and he usually gets sent to stores that have a poor performance. He knows how to run a restaurant successfully. My dad has to go into the store as a customer to see how the employees behavior individually and as a group. He figures out what needs to be changed. In most cases it is the employees’ attitudes that need to be resolved. He also shows how a manager should act and lead a team. As soon as the store reaches its goal in performance, he stays to maintain that performance level. Article This article relates to...
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...Phil Race’s Theory (2005) A powerful and more up to date theory of learning is that postulated. Phil Race, (2002-2005). Race is rather demission of Kolb and sees learning not as a cycle but as a series of concentric rings, rather like ripples on a pond. There are four processes and rather than progressing through a cycle, they interact with one another like ripples in a pond. If there is a starting point it is "wanting" to learn. (Race, 2005) Diagram 1: Ripples on a pond Race sees the process as beginning with the Need to learn and the associates desire (Want) of the individual student or practitioner to learn; followed by active engagement of the individual in real practice- Doing. Race is a firm believer in 'Knowledge is experience and everything else is just information” and postulates that, having engaged in practice, the student needs to make sense of the experience and get their head around it. (Albert Einstein’s quotes, 1879 – 1955). Race refers to this as Digestion and suggests that this is closely followed by the need for Feedback to be given by a third party to be learning situation. 'Ripples on a pond' model of the main factors underpinning successful learning was developed by asking countless people (students, colleagues, professionals, trainers, all sorts of people) straightforward questions about how they learned things - all sorts of things. Probably the most universal of the factors in their responses was that feedback was essential. Most often, this feedback...
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...SEPTEmbER 2008 MISUSE OF INFORMATION TECHNOLOGY WHITE PAPER SEPTEmbER 2008 INTRODUCTION 10 years of an average working life spent on email with over three years wasted An EU-wide survey commissioned by Plantronics, Inc. from the Henley management College’s Centre for business in the Digital Economy provides new insight into how managers actually use information and communications technology (ICT) within their organisations and what impact the technology is having on the enterprise in general. The survey makes uncomfortable reading for anyone who believed new technology would automatically break down the barriers to communication, transforming organisations for the better. Rather, it suggests that close to half our ‘communications time’ at work is spent fielding and generating emails of which a full third are superfluous or irrelevant. The extensive use of e-mail for internal transactions is being questioned as a substitute for phone or face-to-face discussion particularly as the lapsed time for decisions is being elongated. The Henley findings also highlight the extent to which electronic work has intruded into home life, creating an expectation of being always connected. True, good use of ICT has benefited operational performance by speeding response times, allowing more effective information sharing, greater inclusivity among organisations, better processes and improved support for decision-making. At the same time, it is making working life increasingly faceless...
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...productivity and performance in the workplace. In introducing a new wellness program I am proposing that our organization implements the stress management technique of Visualization in the workplace. This is a technique that is very minimal in cost because it can virtually be done anywhere and will enable employees to benefit on a personal level as well as a professional level. People who visualize their future will develop less or no resistance to changes that correspond to their visualizations. Visualizations create positive energy, inspiration and focus. (Kerklaan, 2011) In this paper I will provide an analysis of how I would have possibly responded to other stress management techniques along with their personal effectiveness while ranking them techniques. How do you think you would have responded to other stress management techniques? Ranked in order of personal effectiveness: Visualization Deep Breathing Progressive Muscle Relaxation Mediation Yoga Massage Therapy Hypnosis Visualization- I believe that visualization is a very effective stress management technique. This method has proven benefits related to workplace, family and personal stress for individuals. Visualization is a method that be done anywhere at any time making it effective for all individuals to be benefit from. The cost and time investment is minimal for an individual to utilize this method of stress management; typically just requiring a quiet place and about 15 to 20 minutes. Deep Breathing-...
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...even more important is training, especially practice that helps to maintain consistency in performance. Also performance consistency results from enhancing the self-efficacy or self-management of trainees. Self-efficacy is a personal belief that one can accomplish a task successfully. Self-management is a strategy that trainees adopt to help them to maintain desired behaviors or to recognize symptoms that indicate variance from a desired path. A very high value can also be find in benefit number 9. Leadership training seems to enhance the attitudes and performance of followers. Specifically, it seems to have a positive effect on the motivation, values, and self –efficacy of followers. This means, if the managers/leaders in my company are well-trained this will also have a effect on all the team-members and I’ll probably won’t have to train everybody by just training the managers. Last but not least a training on team-skills will round-up the choice of most-valued training-benefits. Training in team communication and team effectiveness have positive effects on team performance. They also seem to affect nontechnical skills (team building) as well as situation awareness and decision making. Research shows that a number of factors affect training effectiveness. For example, training success is determined not...
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...Managerial Practices Executive Summary Brendan Moaratty CJA/484 June 15, 2015 Gina Craft Managerial Practices Executive Summary Organizational effectiveness is the ability of a particular organization to run as a well-oiled machine that meets goals set in place for success throughout an organization. An organization must work efficiently; therefore obtainable goals must be set within achievable timeframes in order to meet all expectations of the organizations main purpose. This allows an organization to produce productive work with a desired effect throughout the organization without wasteful use of valued assets (Charrier, K. 2007). Organizational effectiveness is imperative when managing each area of criminal justice personnel in a law enforcement capacity, courts, or correctional facility personnel. Each of the settings is different, but the behavior concepts for each department of a law enforcement function must be the same when it comes to managing a department properly and professionally. Organizational effectiveness is where each member of the organization works as a team efficiently and effectively to the best of their ability for mission success. The desired outcome of organizational effectiveness is to utilize all the resources necessary to complete the mission, but at little cost of man hours, allotted time, necessary materials, and energy to the organization as a whole. This entails a productive team to obtain all goals without having an adverse effect on...
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...Happiness coaches for employees 1. Do ou think happiness coaches are effective? How might you assess their effectiveness? Well, I think that happiness coaches might be effective and effectively raise the productivity of the employees, as the content employees, that are relaxed in their work are much more productive than those, who struggle with bad emotions and are therefore not focusing on work, but rather thinking over and over some bad experiences either from work or personal life. We could assess their effectiveness by measuring the final output - the productivity and quality of the work of non coached employees compared to the work of coached employees, wheather there are some differences in the outcome, or not. Also by observing how the employees interact with one another, wheather they are smiley, or still frustrated. 2. Would you welcome hppiness training in your workplace? Why, or why not? I most certainly would, as in times that there is a lot of work needed to be done in such a little time, everyone gets really frustrated, stressed and angry, feeling they will never have it all finished in time, the happiness coach would be much appreciated. He couldboost their self confidence, show them how to cope with the problems and I believe, that when you are in the good mood, confident about yourself, you are more likely to be nice and supportive to others and also do things faster and they seem much more easy for you. 3. Some argue that the happiness coaches are...
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