...Leadership Styles of Men and Women Executive Summary A research study on the main characteristics that lay the foundation for leadership styles of men and women is carried out in this paper. The key focus emphasized in this paper is on recognizing and studying the differences between the 2 sexes with respect to leadership attributes. Factors that lead to this distinction are highlighted, along with the traditional reasons that lead to these differences. A historical insight into the various trends that dominated different societies is given, in a view to engage the reader and lead him/her to understand how the gender roles evolved as the societies evolved. Many challenges that women encountered in the past are described that further aid in this understanding. The outcomes of this comparative study are then observed. These outcomes include gender-stereotypic expectations by the leaders, mental health of the individuals, efficiency at the job role, industrial pressure and gender discrimination. Generic leadership traits for men and women are observed and described, which tie to the gender-stereotypes. These observations distinguish the women to possess an interpersonal-oriented leadership style, as opposed to men, who possess task-oriented style of leadership. Different leadership studies are implemented to understand the impact of these styles. The impact varies for organizational studies, laboratory experiments and assessment studies. Other traits like how the leadership qualities...
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...CO2520 Communications QUIZZES AND EXAMS Communications QUIZZES AND EXAMS Unit 3 Quiz 1 Units 1, 2, 3: QUESTIONS Directions: Please select the best response(s) for each question. When there are multiple correct answers for a question, please select all that apply. 1. Communication is a _____________ process in which ___________ generate(s) meaning through the exchange of verbal and nonverbal messages in specific _________, influenced by individual and societal forces and embedded in ___________. a. contextual, people, transactions, culture b. people, transactions, cultures, contexts c. cultural, people, contexts, transactions d. transactional, people, contexts, culture 2. Which of these is not a component of human communication? a. Feedback b. Channels c. Decisions d. Setting 3. Which of the following is the model of communication created by the textbook authors? a. Human Communication in Society b. Transactional c. Interrelation d. Linear 4. Communication ethics is defined as ____________________. a. standards of what is right and wrong, good and bad, moral and immoral b. the standards of right and wrong that one applies to messages that are sent and received c. pertaining to the belief that there is a single correct answer d. pertaining to the belief that moral behavior differs among individuals -1- 07/29/2013 Communications QUIZZES AND EXAMS 5. Ancient Greeks, the Middle Ages, and the _____________...
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...diversity scholarship, I did it under the broader understanding of what diversity means to me. I believe true diversity includes race, religion, marital status, ethnicity, socio-economic status, gender, sexual orientation and importantly to me… age. As I later discovered, a broad definition similar to this had already been established by the diversity commission. It has been an honor and privilege working with the commission and I wish you the best in continuing to meet the ever changing diversity needs of the university and the surrounding community. Take care and God bless! Sincerely in warm regards, Question: What does the word ‘diversity’ mean to you? Large group session/personal reflection exercise Introduction This report contains the ideas, knowledge and insight that took place over a three and a half day session in Sackville, New Brunswick. The Youth For Diversity Project, aims to bring approximately 25 youth together in one arena to discuss, debate and create ideas and plans around the issue of diversity. Half of the session was spent looking at the individual and group definitions of diversity, with sessions that included both reflective and group exercises. Small groups were formed to further flesh out concepts around diversity—racism, ageism, sexual orientation, access to resources, etc.—to further understand the impact that diversity has had on us and those around us. To add to these sessions, four guest speakers were invited to address the group around...
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...functioning. Organizational behavior has a wide perspective ranging from “leadership, cultural diversity, power and influence, team interactions and organizational design.” It is through organizational behavior that one scrutinizes his own motivations and behavior and the relationship with others in the broader social and cultural society. This helps in developing competencies and the control of behaviors that are not befitting the objectives of the organization. (Hellriegel 2007). Diversity Diversity is the reflection of the changes in the equality of differences in the employees that may be related to the traditions, sex and race, and any other individual and cultural differences. This leads to the moral justice to eliminate social economical group based discriminations and disadvantages. Diversity policies should be implemented in all organizations. There are salient differences in the social, economic, legal and historical contexts of different countries which shape employment policies and the practices at both organizational and institutional levels and impact on the employment patterns and experiences in the diverse social groups. The observable diversity factors are gender, race, disability, age and the sexual orientation. They all influence the employment patterns and the outcomes of an organization. (Hellriegel 2007). Communication Communication is the effective exchange and coordination of information in an organization...
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...Questionnaire for training and development process : Group : Black Orientation: 1. Is there any orientation program conducted by the organization Yes No If yes , then orientation program is conducted through- * On the job orientation * Pre-training orientation * Specific day orientation * Other………………………………………………. 2. Purpose of the orientation- * Creating positive attitude and performance * Saving time of the managers and the supervisors * Providing a overall view about the organization * Educating the new employees about rules and regulations * All of them * Other …………………………………………………… Training method: 3. Do you have any process for assessing the organization’s (immediate and future) training needs and individual development needs? * Yes, by human resource department * Yes, by outside consultants * Yes, by each department head * No * Others…………………………………….. 4. Methods used for assessing current employees training needs- * Performance Appraisals * Individual Diaries * Attitude Surveys * Job-Related Performance Data * Tests * Observations * Interviews * Assessment Center Results 5. Is there any specific training department to conduct training for the employees? * Yes * No If No, the employees are trained by- * Department managers * Supervisors * External trainers * Employment agencies ...
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...Introduction The United States workforce will be influenced in the next 20 years by several forces. The big shift in U.S. population size and composition (diverse, aging); advanced technology; globalization; and environmental and resources pressures. Technological advances and globalization are changing the way the workplace is structured, and creating a greater demand for less traditional and more flexible working arrangements. U.S. organizations to be able to respond effectively to globalization, and technological advances challenges, must have a workforce with greater range of experience, knowledge, and skills. Effective diversity management, skills development, and workplace training is very essential to stay competitive in a global environment. In addition increase labor productivity will be required to keep pace with global competitors. Environmental pressures, especially climate change and natural resources, will be another powerful force impacting the U.S. job market in the next 20 years. There are several factors that will influence the United States workforce in the next 10 years. Aging population, technology advances, and global competition. According to the bureau of labor statistics, the percentage of older workers (age 55 and over) will increase significantly, while those age (25-54) will decline, as well as those age (16-24)? Between the years 2005 and 2010, the population of (65-69) years old will rise by 17% and then explode...
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...to interpret people-organization relationships in the terms of the whole person, whole groups, as well as the organization as a whole and its social system. Organizational behavior is a mixture of human behavior, change, leadership, teams and how they all work and interact on all behaviors within that working environment. Organizational culture is composed of the formal organization, informal organization, and the social environment. People within an organization as groups will evolve over time, they face two basic challenges: integrating individuals into an effective whole, and adapting effectively to the external environment in order to survive. As groups find solutions to these problems over time, they engage in a kind of collective learning that creates the set of shared assumptions and beliefs we call "culture." The four major models that organizations operate out of are autocratic, custodial, supportive, and collegial. Autocratic is the basis of this model is power with a managerial orientation of authority. The employees in turn are oriented towards obedience and dependence on the boss. The employee need that is met is subsistence. The performance result is minimal. Custodial is the basis of this model is economic resources with a managerial orientation of money. The employees in turn are oriented towards security and benefits and dependence on the...
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...Key Terms and Definitions for Lesson 1, COM100 Term Human Communication: Definition (from textbook) The process of making sense out of the world and sharing that sense with others by creating meaning through verbal and non-verbal messages The beliefs, values, and moral principles by which one determines what is right or wrong Originator of a thought or emotion who puts it into a code that can be understood by a receiver Person who decodes a message and attempts to make sense out of what the source has encoded A process of translating ideas, feelings, and thoughts into a code A process of interpreting ideas, feelings, and thoughts that have been translated into a code Written, spoken, and unspoken elements of communication to which people assign meaning Pathway through which messages are sent Interference—literal, situational, or psychological—that hinders the accurate encoding or decoding of a message Response to a message Physical, historical, and psychological communication environment Example A conversation with your significant other Ethics: “Do unto others as you would have others do unto you.” Someone who speaks to you Source: Receiver: Someone you’re speaking to Encoding: You consciously decide what you’re going to say You are trying to understand what someone else is saying Decoding: Message: Something you try to say to someone else Channel: Noise: Speech You’re trying to talk to someone who is listening to her iPod You speak; someone...
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...Effective Management Communication in Organizations Violet Murrill BUS 600 Jan Tucker March 24, 2014 Effective Management Communication in Organizations Do most people have knowledge of what communication involves? Yes, most people believe they know what communication involves, however, most people lack true communication skills. Communication involves transferring information from one person or a group to others. Information is delivered in different forms such as terms or words, symbols, figures or numbers, a single concept, or sets of concepts combined (Baack, 2012). We do not just speak words when we communicate; we create meanings as we figure out what each other’s words and actions stand for, represent, or imply (Ramaraju, 2012). Communication is described by Baack (2012) as “transmitting, receiving, and processing information.” Real communication occurs when all three elements of communication take place. In business, communication skills are critical to organizations, so that they can compete nationally and in the global market and their goals are met to become successfully. This paper will describe interpersonal communication and global communication, which include the norms of communication, barriers of communication, verbal and nonverbal communication, written communication, methods of leading groups and techniques of handling group conflicts and effective approaches to giving presentations that affect every element within the organization for quality...
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...CH.12 Managing Human Resources Why Is HRM Important? 1. it can be a significant source of competitive advantage as various studies have concluded 2. HRM is an important part of organizational strategies 3. the way organizations treat their people has been found to significantly impact organizational performance High performance work practices * Self-managed teams * Decentralized decision making * Training programs to develop knowledge, skills, and abilities * Flexible job assignments * Open communication * Performance-based compensation * Staffing based on person–job and person–organization fit * Extensive employee involvement * Giving employees more control over decision making * Increasing employee access to information HRM processs: External factors that affect HRM process 1. The economys 2. Employee labor unions A labor union is an organization that represents workers and seeks to protect their interests through collective bargaining. 3. Legal environment of HRM -affirmative action is Organizational programs that enhance the status of members of protected groups -work councils is Groups of nominated or elected employees who must be consulted when management makes decisions involving personnel -board representatives is employees who sit on a company’s board of directors and represent the interests of the firms employees 4. Demographic trends With Gen Y now in the workforce, analysts...
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...In communication, spoken language is only 7% to 35%, whereas majority of it is feelings, actions, intentions or gestures which are known as non-verbal communication. These kinesics are ways of communication which we usually use when we are not clear about what to say in verbal language. Some of these signals are consistent across cultures whereas there are some which mean different or are not appropriate in many cultures. Therefore, if you are familiar with the host country's body language, you might be misunderstood or sometimes will misinterpret those non-verbal signals, which can lead to uncomfortable and embarrassing situations. Touching is one of them in Indian culture and this is what was shown in video clip of Todd, the American manager in comedy Outsourced. Asha tried to explain to Todd that although he is trying to behave friendly with them by using these gestures but on the other hand, this gesture is putting his employees ill at ease. She suggests him that misunderstanding of body language might lead to disrespect from his employees, so he should apologise to them for doing so. I was managing Todd, I would have offered cross-cultural training which would increase the relational ability of expatriate manager. This cross-cultural training might include field trips to host country, meetings with managers experienced in host country, meetings with host country nationals along with intensive language training. These different sessions will help expat to develop comfort...
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...EXAMINING THE CRACKS IN THE CEILING: A Survey of Corporate Diversity Practices of the S&P 100 March 2013 Table of Contents FOREWORD ....................................................................................................... 1 EXECUTIVE SUMMARY ................................................................................. 2 EXAMINING THE 10 KEY INDICATORS .................................................... 7 1. Equal Employment Opportunity (EEO) Policy ........................... 8 2. Internal Diversity Initiatives ...........................................................10 3. External Diversity Initiatives ..........................................................12 4. Scope of Diversity Initiatives...........................................................13 5. Family-Friendly Benefits....................................................................14 6. EEO-1 Disclosure ..................................................................................15 7. Highest-Paid Executives ...................................................................16 8. Board Representation .......................................................................18 9. Director Selection Criteria ...............................................................20 10. Corporate Commitment ................................................................21 DIVERSITY SCORES BY SECTOR ................................................................22 CONCLUSIONS AND NEXT STEPS...
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...collapse of socialism, the role of national culture in organizational practices in countries that are in transition is becoming a widely recognized and studied topic. However, empirical studies about cultural influences on organizational subcultures and leadership styles in Ethiopian organizations are not very frequent in contemporary literature. In fact, there are almost no relevant attempts to examine these phenomena. Nevertheless, after democratic political changes in May 1991, we can observe a growing interest in understanding national culture and leadership practices in Ethiopian organizations, as well as in the whole Ethiopian society. Therefore, the main purpose of this assignment paper is to investigate the influence of national culture on organizational culture and practices (subcultures and leadership styles) in Ethiopian organizations. Widely known Geert Hofstede’s value/belief theory of culture (Hofstede, 2001) with its theoretical and methodological premises has been used as a starting point of this assignment. 1 2. 2.1. LITRATURE REVIEW DEFINITION OF CULTURE We must first define and agree on what Culture is before we can deal with cross culture. Like many other behavioral science terms like Leadership, there are many different definitions of culture used in management today. The famous Dutch behavioral scientist, Geert Hofstede defined culture “as the collective mental programming of a people in an environment". These mental programming consists of...
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...discussion items include organizational culture, diversity, communication, organizational effectiveness and efficiency and organizational learning. Organizations are made up of people, whose actions influence all areas of business, and in turn create the dynamic of organizational behavior. Organizational Culture A key concept of organizational behavior is organizational culture. As stated by Marino and Salls (2005), “Your organization’s character and values are an underlying factor of many of its behaviors, and can tell you a lot about everyone’s priorities and level of engagement. One of today’s popular sayings is ‘Culture eats strategy for lunch any day’.” (p. 27). The culture within the organization of RCRC consists of people who value individuals first. Those served by the agency as well as its employees, are most important, and are treated as such. Redwood Coast Regional Center has a board of directors whose decisions are based upon what is best for the people while, of course, keeping in mind cost-effectiveness. Unfortunately, the agency is restricted by the State budget, as RCRC is a state funded agency, and is required to justify all expenditures. With that in mind, the organization still manages to portray an attitude of goodwill toward all people, at all times. This attitude rubs off onto employees, who treat each other with respect and dignity, regardless of age, gender, race or sexual orientation. Diversity Diversity in the workplace can be a key element...
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... Talent Management is more than a new language for old Human Resource work, or just the next “hot new thing” for Human Resource practitioners and managers to get involved in. For many organizations, it has become a strategic imperative (Ashton C, 2005:28). A similar view is expressed by Lubitsch and Powell (2007:24) who argue that talent management has moved rapidly up the corporate agenda in recent years. Some regard it as the “new holy grail” or the silver bullet and it is now a central theme driving strategic human resource management. Talent management refers to a systematic planned strategic effort by a company to attract retain, develop, and motivate highly skilled employees. Five particular priorities are identified to leadership development, diversity, employee engagement, learning and development, and succession planning...
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