...Q1. Understanding Human Behavior is critical to organizations - discuss the benefits of self evaluation/self assessment as it relates to leaders today. Effective leadership is one critical aspect for organizations today. Pursuing high levels of effective leadership, leaders need to measure their skills and capabilities against different leadership dimensions. This will help leaders to spot dimensions that need enhancement and others that need development. This paper will discuss the benefits of leader’s self-assessment of different dimensions with focus on those related to understanding human behavior. Self Assessment Techniques: Different techniques of self-assessment have been developed. As (Clawson, et al., 2000:4) stated ‘There are many theories about the elements that make up leadership’ hence self assessment technique differ in terms of leadership dimensions measured. Another factor is the methodology used for each technique. Among the different techniques one can identify the Leadership Steps Assessment (LSA) developed by (Clawson, et al., 2000)Myers-Briggs Type Indicator (MBTI), 360 assessment and many more. LSA will be considered as a sample in this paper. Leadership Steps Assessment (LSA) LSA models the leadership using six dimensions, which defines the components of leadership which, as (Clawson, et al., 2000:4) proposed were: 1. Clarifying one’s center. 2. Clarifying what is possible. 3. Clarifying what others have to contribute. 4. Supporting others so they...
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...H4 Social Science Course Outline Introduction to Economics Second Quarter, School Year 2015-2016 Ms. Czarina Jayce S. Rivera and Mr. Gerome M. Vedeja Newsday: Labor Issues You are an investigative journalist for TIME magazine who is currently writing about the relationship of economic growth and the unemployment rate in the Philippines. You will create a feature article about the Philippine labor market showing qualitative and quantitative data and analysis. According to the National Statistical Coordination Board (NSCB), the Philippines’ Gross Domestic Product (GDP) growth for 2014 was at 6.1%, making our country one of the fastest growing economies in Asia. However, according to the National Statistics Office (NSO), unemployment rate remains at 7%. As an investigative journalist, you are trying to help the public reconcile that there is economic growth despite our deteriorating labor market. Using the data collected, you will select and analyse three statistics to show the current state of our labor market. Aside from this, you will supplement your quantitative analysis with qualitative information or data from minimum wage workers at SM. Your comprehensive investigation should justify your conclusion about the country’s economic condition. Depending on your conclusion, you will provide possible ways to sustain the current economic condition or solve the problem that our economy is facing. In doing so, you might want to focus on the labor market. You will...
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...ANUM RIAZ 1432-211040 SUBMITTED TO AIR(CDR) ANWAR SAEED Identifying and Understanding HR Competencies and their Relationship: Researchers in the field of strategic human resource management have emphasized that human resource (HR) practices may lead to higher firm performance and be sources of sustained competitive advantages. Competing in today’s tumultuous global economy provides additional challenges to the HR function in creating the expected value to create and sustain competitive advantages. To function effectively, HR professionals must master the necessary competencies and that mastery of HR knowledge comes from knowing the concepts, language, logic, research, and practices of HR. Furthermore, mastery of abilities comes from being able to apply the knowledge to specific business settings. HR Activities: It is important to understand the activities in which HR professionals are engaged and determine if these activities are value-added. HR cannot expand its role in an organization without the requisite expertise. Becoming a strategic partner demands a degree of knowledge about strategy, markets, and the economy. In addition “to meet the increased expectations of their organizations, HR professionals must begin to act professionally. They must focus more on the deliverables of their work and less on just getting their work done. They must articulate their role in terms of the value they create. They must create mechanisms so that...
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...disadvantage of self-assessment as a method of obtaining data is the greater chance of measurement error. In a meta-analysis of 44 self-assessment studies in higher education, Falchikov and Boud (1989) reported correlations between self-assessed and external measures of performance ranging from -0.05 to 0.82, with a mean correlation of 0.39. In a similar review of 18 self-assessment studies in the health professions, Gordon (1991) reported correlations ranging from 0.02 and 0.65. Although Ward et al. (2002) have cast doubt as to how much credence should be given to these correlations - most were between self-assessments and expert ratings, and the latter may themselves be flawed - it is clear that even in the most favourable case selfassessments paint a less than perfect picture. What are the main sources of error? In principle, errors can be divided into those resulting from a more or less ‘intentional’ manipulation of answers by respondents, and unintentional discrepancies between the real and reported values. Unintentional measurement errors arise when the answers given by respondents in good faith do not correspond to the ‘real’ value on the variable in question. There are various reasons why unintentional measurement errors may occur. First of all, the content of the question may be unclear or ambiguous. This problem is likely to give rise to discrepancies between the concept as intended by the researchers and the concept as understood by respondents, as well as...
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...Enroll Now to select this Business Opportunity and associated Client course. You will be taken to the Partner Enrollment Dashboard Home page. Note: From this point onward if you exit the Program Enrollment Dashboard and wish to return, you will need to login to the Arise Portal and select the Resume button associated with the Business Opportunity you have selected Upon logging into the Portal, the selection button on the Business Opportunity will display Resume. 6. Once you have selected a Business Opportunity and related Client course, you will be asked to complete the remainder of the Enrollment Process. This could include: o An additional computer systems check required by the Client program o Assessments (voice, chat skills, selfassessment) Once completed this step may require you to wait up to 24 hours to continue with the enrollment process o Signing Client required documents o Paying for the course Once you have completed all of the requested steps in...
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...1. Introduction In 2001 a group of eight faculty members from four American universities entered into a partnership with the goal of finding ways to better prepare American business students for intercultural communication in the global economy. This consortium was formed and funded on the assumption1 that business students, while receiving excellent training in the business component of international business, are woefully under-prepared for face to face communication with members of other cultures, and thus could potentially compromise American ventures abroad. The group, calling itself the Alliance for the Promotion for Cross-cultural Skills for Business Students, was financed by the Fund for the Improvement of Post-secondary Education (FIPSE) and was charged with the creation of programs requiring business student participation in study abroad programs and in innovative intercultural communication curricula setup precisely for this target group. In their effort to create this cross-cultural skills curricula for business students, Alliance members initially faced three tasks: defining the problem in theoretical rather than anecdotal terms; developing a set of pedagogical practices grounded in that theoretical framework, and which could be deployed in the study abroad context; and gathering empirical data in order to evaluate the effectiveness of the practices. The decision to use the study abroad experience as a primary vehicle for teaching intercultural communication...
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...Determining Your Perfect Position In determining one’s perfect position within an organization, one must identify his or her strengths and weaknesses of his or her personal leadership style. As a student at the University of Phoenix, one may accomplish this by participating in self-assessments. When one is earnest and open with his or her views and values, these self-assessments reflects it, which enables one to develop and grow in his or her leadership style. The self-assessment used for this assignment contains six areas and each area is analyzed and interpreted. The analysis and interpretation gives one a true picture of his or her strengths and weaknesses in a leadership role as a Counselor helping veterans to enter and be successful in post-secondary education. The first self-assessment asked “What’s My Leadership Style?” which taps the degree to which one is task or people oriented indicates that one’s concern for people or people-orientation which focuses on group interactions and the needs of individual members is high with a score of eight. The self-assessment also indicated that one’s concern for task or task-orientation which focuses on getting the job done is also high with a score of 17. This self-assessment states that the “best leaders are ones that can balance their task/people orientation to various situations” and a high score on both task/people orientation indicates this balance (Pfeiffer and Jones, 1974). The self-assessment that follows asked “How Charismatic...
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...Organizational development and fundraising professionals, as well as board volunteers, have the opportunity to cross boundaries that divide people in other sectors. Whether we view this opportunity with apprehension or enthusiasm depends on our heritage, experiences, beliefs, and vision. Historically, nonprofit boards have offered limited opportunities to develop diverse leadership. 4 Beyond representation: Building diverse board leadership teams Maria Gitin OVER THE YEARS , dialogue on board diversification has evolved from focus on the importance of representing constituents, to “doing the right thing,” which is characterized by opponents as “political correctness,” to the current widely held view that a nondiverse board is missing key potential donors and opinion leaders. Diverse leaders can expand knowledge, create new resources, and open doors to partnerships necessary to fulfill an organization’s mission. Recommended strategies for board diversification must be understood in the context of the deeply divided society of the United States. Although North American cultural issues are the result of a unique history, most elements of diversity planning will apply in other countries as well. By the year 2015 the nonwhite portion of the U.S. population is expected to increase to 30 percent NEW DIRECTIONS FOR PHILANTHROPIC FUNDRAISING, NO. 34, WINTER 2001 © WILEY PERIODICALS, INC. 77 78 DIVERSITY IN THE FUNDRAISING PROFESSION (Changing Our World, 2001). In...
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...Self-Assessment Written for the consortium team by Phil Bannister and Ian Baker (Sheffield Hallam University) © University of Northumbria at Newcastle 2000 Published by: Assessment and the Expanded Text School of Humanities University of Northumbria Newcastle upon Tyne NE1 8ST Self-Assessment ISBN: 1-86135-080-5 Text editor: Rebecca Johnson Copy editor: Publications Office, University of Northumbria Designed and produced by the Department of External Relations DER: 2308HCB/6/00J Contents Project mission statement Introduction The nature and scope of the project i) The self-assessment sheet ii) Student guide to self-assessment iii) ‘Writing essays: A guide for literary studies students’ (sample) 5 7 8 10 13 23 Ways of using the materials i) How the self-assessment sheet can be used ii) Workshop using the self-assessment sheet 34 34 34 iii) How ‘Writing essays: A guide for literary studies students’ can be used 35 iv) Workshop using the essay guide 35 Impact on staff and students i) Student response to the self-assessment sheet ii) Student response to workshops using the materials iii) Staff response to the materials 37 37 37 37 Further references About the authors Acknowledgements Appendices i) Example of completed self-assessment sheet with essay 39 39 39 41 3 4 Project mission statement T he Assessment and the Expanded Text Consortium is a project directed by the English division at the University of Northumbria...
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...D., Stephanie Smith, Ph.D., David Benson, Ph.D., and Tim Halton, Ph.D. University of Phoenix Organizational Diagnosis and Intervention June 16, 2008 Learning Team Leadership Learning Team Leadership Evaluation The global economy, geographically distributed organizations, and increasingly rapid technological changes have added a level of complexity that has changed the nature of business interrelationships. Managerial self-awareness and personal reflection play an important role in the leadership development process (McCarthy & Garavan, 1999). The 360-degree feedback process, multisource assessments, and personality inventories are useful in the context of leadership development (Church & Bracken, 1997; McCarthy & Garavan, 1999). Selfassessment and personal reflection are valuable tools in achieving personal and professional 2 growth and success. The challenge, however, is that self-assessment is oftentimes a difficult task due to the subjectivity of personal perceptions of strengths and weaknesses. The purpose of this essay is to report out on the assessment of the leadership styles of individual team members and identify the most important areas for improvement. The essay commences with a discussion on the criteria used for the selection of the Myers Briggs Type Indicator (MBTI) as a self-awareness leadership instrument. The essay continues with an analysis of individual team member results from the Myers-Briggs and concludes with a set of recommendations by acknowledging...
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...IJFPSS, Vol.1, No.2, pp. 35-38, Dec, 2011 H. Darestani Quality excellence model: A review of researches in Developing countries Wan Khairuzzaman Wan Ismail1, Hassan Darestani2*, Maziar Azimzadeh Irani3 1 2 International Business School (IBS), Universiti Teknologi Malaysia (UTM), Malaysia Faculty of Management and Human Resource Development, Universiti Teknologi Malaysia (UTM), Malaysia, 3 International Business School (IBS), Universiti Teknologi Malaysia (UTM), Malaysia dhassan2@live.utm.my (Received Nov 2011; Published Dec 2011) ABSTRACT There have been fundamental changes in management since 1950, and these changes are still affecting enterprises around the glob. Quality as the main issue of these changes has received special consideration. The European foundation for quality management (EFQM) was established in 1988 in order to achieve quality leadership and continuous improvement. EFQM is a model which is designed for all kinds of organization and with utilizing self assessment as a strategic tool helps companies to identify their weaknesses, strengths and areas of improvement. This paper reviews some of the studies conducted in developing countries about applying EFQM in enterprises with special attention to small and medium-sized enterprise (SMEs). The main purpose of this study is to find whether EFQM model have been successful in building winning and efficient organizations in developing countries. Due to the situation of global market and competitive...
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...Assignment Submission Form · · Please complete and attach this form to your assignment. All assignments must be submitted on the stipulated submission date. Please add a “ü” into appropriate box to indicate your assignment type. o Assignment 1/ o Assignment 2 Program / Intake :__MSc33________ Pathway: __Management________ Student Name: Module: Lecturer/Tutor: Muhammad Taufik Bin Supan Organisational Behaviour Dr KC Chan Grade: Student Number: 14204786 DECLARATION: I hereby declare that the attached assignment is my own work. I understand that if I am suspected of plagiarism or another form of cheating, my work will be referred to the Academic Registrar/ or the Board of Examiners, which may result in me being expelled from the program. Signed: _______________________ Date Submitted: __23/12/2014_____________ Acknowledgment of Assignment Receipt (Students are required to fill up this acknowledgment slip upon submission of assignments) Student Name: _______________________Student Number: ___________________________ Program / Intake: _________________________ Module: _________________________________ o Pre-course / o Main Assignment Lecturer: ________________________________ Received by: __________________________ National University of Ireland, Dublin Master of Science (MGT) Intake 33 Module: Organisational Behaviour Essay Title: Assignment 1 Submitted by: Muhammad Taufik Bin Supan Student Number: 14204786 Lecturer: Dr KC Chan Submission Date: 23rd...
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...PERFORMANCE EXCELLENCE AND ORGANIZATIONAL CHANGE Performance Excellence Profile: Park Place Lexus Click below link for Answer http://workbank247.com/q/performance-excellence-and-organizational-change/3411 http://workbank247.com/q/performance-excellence-and-organizational-change/3411 At its two locations in Plano and Grapevine, Texas, Park Place Lexus (PPL) sells and services new and pre-owned Lexus vehicles, and sells Lexus parts to the wholesale and retail markets. PPL is part of the family of Park Place Dealerships (PPD), which includes eight dealerships with 12 franchises. In 1994, PPL began benchmarking business practices outside of the automobile industry, with the intent of emulating the best business practices it could find and bringing innovation to the industry. Four years later, the company conducted its first internal assessment using the Baldrige criteria for performance excellence to identify areas for improvement, and adopted the brand “Experts in Excellence” as a sign of its dedication to quality. Today, PPL ranks among the country’s top Lexus dealers. With its mission, “To provide an extraordinary automotive purchase and ownership experience” as a foundation, the dealership’s “House of Quality” graphically depicts the organization’s direction and represents its culture. The four Core Convictions—integrity, outstanding client experience, commitment, and winning—provide the structure of the house. Known as “The Big Hairy ...
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...In search of the competent project manager Crawford, L Project Management Program, University of Technology, Sydney, PO Box 123 Broadway NSW Australia 2007 As project management matures as a profession there is increasing international interest in the concept of project management competence. Demand for added value and the impact of the information age on work practices has meant that we are constantly required to deliver more for less with increasing emphasis on the competence to deliver value. Whether we recognise it or not, in every aspect of our lives, we are increasingly delivering results through projects. This places emphasis on competence of people who manage and contribute to projects. A major international research project is enhancing understanding of the project management role and of the environments in which projects are managed. It is providing clues in the search for the competent project manager. 1. Introduction Project management is often referred to as the ‘accidental profession’ [1]. It is also a profession in formation, and much of the attention given to project management competence reflects attempts to pin down, or better understand the evolving nature of project management and the role of the project manager. Although there has been focus on the search for the competent project manager, there is growing appreciation that projects will be delivered more effectively if there is synergy between the project management competence of...
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...HBR.ORG Managing Yourself January–February 2013 reprinT R1301L Strategic Leadership: The Essential Skills by Paul J.H. Schoemaker, Steve Krupp, and Samantha Howland For article reprints call 800-988-0886 or 617-783-7500, or visit hbr.org Managing yourself Strategic Leadership: The Essential Skills by Paul J.H. Schoemaker, Steve Krupp, and Samantha Howland Illustration: Kelly Blair T he storied British banker and financier Nathan Rothschild noted that great fortunes are made when cannonballs fall in the harbor, not when violins play in the ballroom. Rothschild understood that the more unpredictable the environment, the greater the opportunity—if you have the leadership skills to capitalize on it. Through research at the Wharton School and at our consulting firm involving more than 20,000 executives to date, we have identified six skills that, when mastered and used in concert, allow leaders to think strategically and navigate the unknown effectively: the abilities to anticipate, challenge, interpret, decide, align, and learn. Each has received attention in the leadership literature, but usually in isolation and seldom in the special context of high stakes and deep uncertainty that can make or break both companies and careers. This article describes the six skills in detail. An adaptive strategic leader—someone who is both resolute and flexible, persistent in the face of setbacks but also able to react strategi- Copyright...
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