...Leadership Workshops: Games Make Training Stick Introduction The following sample games and activities for leadership workshops will provide you some ideas for doing your own training if you wish. Or they can be used to supplement formal training. If these activities are not exactly right for you or your organization, use these as a starting place, a beginning idea. Consider how you can modify the activity to meet your specific needs. Check back at this site often, as we keep adding ideas. Activity 1) I Wish... Objective: Identify problem areas within an organization in order to select problems you can solve; have a positive impact on organizational culture. Assign people to interview an employee or have trainees interview each other, using the questions below. This will reveal issues that are worth discussing in your training at appropriate times. 1. What do you like best about your job? 2. If you were in charge of the organization, what would you most want to change? 3. What wish for change do you think your boss would make? 4. What could be done to make your job more productive or more enjoyable? Compare answers (if employees were interviewed do not divulge their names, only the data they provided). Discuss and compile a list of suggested changes. Choose those that are appropriate for your training participants—which issues are they willing to tackle? Narrow the list down. If possible choose one item, one suggested change, that you believe is valid and...
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...a “top performing organisation”. This mirrors my personal objectives to make myself a better worker. In order to achieve this I need to adhere to the Civil Service Competency Framework’s (2015) main aims of Setting Direction, Engaging People and Delivering Results. * Construct a personal development plan which meets agreed objectives I have created a PDP https://www.managers.org.uk/ that can be seen below. In my plan, I have identified what my short, medium and long term objectives will be for the next 12 months and beyond. I did this by using my Performance Management Review and my personal objectives I have included relevant training courses to enhance and expand my knowledge, but also formal and informal discussions and feedback from my colleagues to assist me to reflect on my practice and develop. Part 1 – Personal Analysis Strengths | Area for Further Development | * My personal organisational skills are excellent and I work well with others in the team. * I am confident in showing other members of the team how various system work such as the Financial System. * I have shown by attending the CMI leadership course that i have excellent time management skills by juggling my work and the demands of the course and assignments. | I need to double check m work to avoid mistakes especially when working with numbers. Due to our workload I tend rush my work sometimes in orders to meet deadlines. | Opportunities | Threats | I have been given the opportunity...
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...______________________ Tutor’s signature: ______________________ Moscow 2015 ------------------------------------------------- Abstract (Аннотация на английском и на русском яз. на отдельных листах -не нумеруются) Contents (Оглавление –план реферата с нумерацией страниц) Introduction (Введение) What is Time Management? It seems that there is never enough time in the day. But, since we all get the same 24 hours, why is it that some people achieve so much more with their time than others? The answer lies in good time management. The highest achievers manage their time exceptionally well. By using the time-management techniques in this section, you can improve your ability to function more effectively – even when time is tight and pressures are high. Good time management requires an important shift in focus from activities to results: being busy isn’t the same as being effective. (Ironically, the opposite is often closer to the truth.) Spending your day in a frenzy of activity often achieves less, because you’re dividing your attention between so many different tasks. Good time management lets you work smarter – not harder – so you get more done in less time. What is “Time Management?” “Time management” refers to the way that you organize and plan how long you spend on specific activities. It may seem counter-intuitive to dedicate precious time to learning about...
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...Summary of what was done • Reflection about how I would go about managing my work priorities. • Reflection about how I would go about managing my professional development. 1. What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? A role model is a person who others look up to and admire. A role model provides inspiration and motivation to seek out accomplishments. Role models send messages about their beliefs by what they do and say. Here are some traits of positive role models. A role model is self-assured and happy with who she is. If a role model displays that she has self-esteem, those who look up to her will, too. A role model displays a streak of independence showing she does not need to follow current trends. Role models trust in being themselves. They are proud of who they are, but not cocky. Being human means having to constantly deal with stress and overcome obstacles. A role model sets a good example on how to handle pressure. Athlete role models can handle stress and can come through when the pressure is on. While they may not win every game, when they fail they attempt to learn from their mistakes. Trustworthiness is another quality of a good role model. A role model is honest and doesn't lie. A role model possesses integrity and does the right thing even if no one is looking or he does not receive acknowledgment for his act. A good role model also does what she says...
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...2013 Organizational Change Management By Seyed Jafar Payandeh College of London, UCK Tutor: Professor Kay Crewe Student of PGDip in Strategic Management and Leadership Final assignment submission date: 07/02/2013 Table of Content Subject Page Task 1…………………………………………………………………………………………………………………………………………...2 1.1 Three models of strategic change…………………………………………………………………………………………...2 1.2 Evaluating the relevance of the models in organizations in current economy……………………....…6 1.3 Assessing the value of strategic intervention techniques in organizations……………………………….7 Task 2…………………………………………………………………………………………………………………………………………...8 2.1 Examining the need for strategic change within Tesco…………………………………………………………..…8 2.2 Assessing the factors that driving the need for change within Tesco………………………………………..8 2.3 Assessing the resource implications of an organization not responding to a changing market..9 Task 3………………………………………………………………………………………………………………………………………….10 3.1 Develop systems to involve stakeholders in the planning of changing and show how you would evaluate these systems……………………………………………………………………………………………………………….10 2.2 Develop a change management strategy with stakeholders and how you would create a strategy for managing resistance to change…………………………………………………………………………………11 Task 4………………………………………………………………………………………………………………………………………….14 4.1 Three models of strategic change………………………………………………………………………………………….14 4.2 Evaluating the relevance of the models...
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...(2019) The 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary' of the Alcohol use disorder, schizophrenia and schizoaffective disorders. Alcohol Research: Current Reviews, 40(1). https://doi.org/10.35946/arcr.v40.1.06 DeVylder, J. E., & Hilimire, M. R. (2015). Suicide risk, stress sensitivity, and self-esteem among young adults reporting auditory hallucinations. Health & Social Work, 40(3), 175–181. https://doi.org/10.1093/hsw/hlv037 Ellis, M. E. (2020). Social isolation, schizophrenia, and your family: When your relationships and activities are impacted by a loved one’s diagnosis – BrightQuest Treatment Centers. BrightQuest Treatment Centres -. https://www.brightquest.com/blog/social-isolation-schizophrenia-and-your-family-when-your-relationships-and-activities-are-impacted-by-a-loved-ones-diagnosis/ Finncare. n.d. - n.d. - n.d. About us. Finncare Australia. Retrieved February 13, 2024, from https://www.finncare.org.au/about-us/ Ganguly, P., Soliman, A., & Moustafa, A. A. (2018). The 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary' of the 'S Holistic management of schizophrenia symptoms using pharmacological and non-pharmacological treatment. Frontiers in Public Health, 6. https://doi.org/10.3389/fpubh.2018.00166 Headspace....
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...time very fun to do so. Then I begin to write scripts stories about different events about Afghanistan. How do you describe your experience so far? The best thing is about been the variety of work and 21 years in studio doing TV shows for Tolo and I direct TV shows for them. Film directors work full time, often with long hours on evening,weekends and holidays traveling to various locations for shoots. I have 21 years of experience in this field and I have also been closely working with cinematographer and actors. The nature of the film requires one to understand the knowledge of the film production process. Working in Afghanistan is very challenging with shooting and security because we cannot travel to provinces and beautiful cities in Afghanistan. So far It has been an exciting journey and I enjoy working in this field. What does the future look like for this profession? It has really bright future in Afghanistan, since its newly established and there is a lot of room for improvements. Youth have shown much interested in advocating women’s right through showing it as a film. International organization are pumping millions of dollars for this industry, so there is a lot of job opportunities available. But technological we are very weak in this regard and we need a lot of improvements. Describe a typical day on the job. 9:00 am: The team begins to filter in and we huddle in the conference room...
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...Monterey Sports Center Loyalty Leader Project BUS 323 Presented To: Sanjay Lanka Presented By: Jesse Olson Jeff Owen Kolby Teare Troy Blank Table of Contents Introduction 3 History of Company 3 Marketing Strategy and Promotion 4 Finance and Memberships 4 Suppliers 7 Human Resources 7 Hiring Process 7 Employee Empowerment 8 Organizational Development and Training 9 Operations 10 Technology and Software 11 Customer Service 12 Conclusion 13 Appendix 14 Interview Questions 14 References 15 Introduction For a business to be considered a leader in a given industry it takes a mixture of many different service industry tools. A loyalty leader is a company that delivers a quality service while maintaining a good rapport with customers, employees and the community as a whole. This includes, but is not limited to, excellent customer service, a healthy work environment, and a strong, positive reputation within the community. It is for these reasons that we have chosen the Monterey Sports Center as a loyalty leader in the Monterey area within the fitness industry. History of Company The Monterey Sports Center is a city building that was established in 1992. As a city entity, it is overseen by the City of Monterey’s council members and is a non-profit organization. When the facility opened it was roughly 40% of the size that it is today. It has expanded through grants and funding from the City of Monterey to include...
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...1.1 Explain the knowledge, skills, and behaviours required to be effective in an identified HR or L&D role. The CIPD have developed an HR Profession Map (HRMP) that sets the standards for all HR professionals in order to be effective within their role. It is designed to help guide professional development within HR and focuses on 10 professional areas, and 8 behaviors essential to excellent HR practice. It spans across 4 bands, progressing from an entry level HR position such as administrator at band 1, to HR director at band 4. The HRMP identifies two core professional areas “that sit at the heart of the profession and are applicable to all HR professionals”(CIPD website) Insights, Strategy and Solutions, and Leading HR. Insights, Strategy and Solutions - This area deals with the professional’s understanding and insight into an organisation. Through knowledge of how the business works an HR professional can put into practice strategic solutions to effectively manage an organisation’s specialist requirements. Leading HR - To effectively lead in HR one must act as a ‘role-model leader’. This includes developing yourself professionally, whilst also leading, supporting, and tracking others development. Adding value and making a positive difference with the organisation, and then evaluating this impact is also pivotal within this area. The remaining 8 professional areas cover specialist activities and knowledge that include: Organisation Design, Organisation...
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...Change Management in Action Planning and implementing change in healthcare: a practical guide for managers and clinicians Nadia Gittins and Simon Standish HLSP Institute Why What hat If W How September 2010 Who About tHiS bookLet contentS This booklet is aimed at senior clinicians and healthcare managers who would like help in thinking through, planning and then implementing changes to their healthcare services locally. It provides practical assistance in a way that assumes no prior theoretical background to what is often called ‘change management’. Introduction The Why of change The What of change 3 5 8 10 14 16 17 the booklet is based on HLsP’s experience in supporting individuals and organisations in several countries including nigeria and Russia. Most recently, HLsP designed a successful change management programme conducted for over 400 Iraqi clinicians, administrators and policy makers during 2007-2009. the aim of this programme was to assist participants to become Agents of Change in re-establishing their healthcare system1. there is a wealth of tools and techniques to help with planning and achieving change. Based on HLsP’s experience, the team refined the approach and focused on the tools that really help clinicians to formulate, sell and negotiate their vision of change, and then to plan for successful implementation. the tools presented in this booklet are the ones that clinicians and managers participating in change management programmes...
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... Implementations and Suggestions 01.Immediate decisions can be taken by the management 02.Main areas management must consider as long term implementation. 03. How to get back manpower plan on to the right track 04. Integrate the recruitment plan with organizational plan 05 Recruitment Employee outsourcing (RPO) Conclusion Refference Executive Summary Global consumer Product Company was going to introduce newly developed baby soap ranges. So there was an urgent manpower requirement and they wanted to recruit brand manager for the product. But company is currently facing serious problem in recruiting wrong person in the wrong place at the wrong time unexpectedly because of not having proper well-designed man power planning and...
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...the time spent performing. You only have 45 minutes to 1 hour to perform in your interview and it is therefore imperative that you have planned what you want to say and how it is going to be said. There are three main areas to preparation: 0 Researching the company for which you are interviewing. Not only will you have a better idea of what you are potentially letting yourself in for, but it provides you with ammunition to drop into either your answers, or your questions at the end of the interview: eg. ‘I understand that last year your company merged with Company X. How do you see this affecting the finance department and what will it mean in terms of opportunities for advancement?’ It is obvious that if an interviewer is faced with two candidates who are equally suitable for a role, they will favour the one who has put in the effort to research the company. Either use the Internet as a resource or contact the company asking them to send relevant information. If you can’t be bothered to do the research, expect the job to go to someone who can. 1 Preparing yourself. It is now common practice for interviewers to focus on key competencies - skills or attitudes that are necessary to the role in question. Most interviews will follow a structure that is designed to bring out those qualities. The questions should be answered by giving specific examples from your background that highlight the relevant competencies. Therefore it is...
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...A Comprehensive Self Analysis of Leadership Style Stephen R. Covey once said “We immediately become more effective when we decide to change ourselves rather than asking things to change for us.” A manager should assess themselves regularly, just as they do with their employees. My name is Jane Doe, and I currently manage a team of highly intelligent computer programmers at a rural telecommunications company. I assess myself and my team in the interest of providing the best service to my company and team. One assessment I used recently was the “Seven Habit’s Profile.” This profile measures the following areas: Emotional Bank Account, Life Balance, Be Proactive, Begin with the End in Mind, Put First Things First, Think Win-Win, Seek First to Understand, Synergize and Sharpen the Saw. The scoring landed me squarely in the “very good” range, but a couple areas that stood out to me were Seek First to Understand and Think Win-Win. These are areas that are indicative of my leadership style. The style I most closely represent is Transformational Leadership. The ability to understand others, supports the transformational leadership style by making a leader aware of others’ needs, something which is needed when inspiring change. “Thinking win-win”, also supports this style by finding areas where both parties benefit; making change easier and more productive. Taking the Seven Habits Profile highlighted some of my strengths and weaknesses in relation to the Transformational Leadership...
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...VOCABULARY LIST (COMMON 2) ------------------------------------------------- THE CORN PLANTING gnarled(adj): twisted. Gnarled hands or fingers are twisted, rough and difficult to move because they are old. stand out(v): to be very easy to see or notice straightforward: of a person or their behaviours, honest and open, not trying to trick sb or hide something lard with something (enrich): to include a lot of particular kind of word or expressions in a speech or in a piece of writing. “His conversation was larded with Russian proverbs.” invalid: (sickly person) a person who needs other people to take care of him/her because of the illness they have had for a long time. exacting: (demanding) needing or demanding a lot of effort a demanding job/task tend (v): to take care for something turn out: to develop or end in a particular way. “ Despite our worries everything turned out well.” wreck(v): to destroy or damage sth. Loiter (v): (delay) to stand or wait somewhere esp. with no obvious reason. Come straight home and don't loiter, Alan. blurt(v): speak abruptly. To say sth suddenly and without thinking enough . She blurted out the truth. clad: (dressed) wearing a particular type of clothing ------------------------------------------------- THE QUICKENING - catch on sth: to begin to understand; realize exceed (v): If something exceeds a particular amount, it is greater than that amount. If you exceed a limit, you go beyond it. e.g. Its research budget...
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...iTrust Database Software Security Assessment Security Champions Corporation (fictitious) Assessment for client Urgent Care Clinic (fictitious) Amy Wees, Brooks Rogalski, Kevin Zhang, Stephen Scaramuzzino and Timothy Root University of Maryland University College Author Note Amy Wees, Brooks Rogalski, Kevin Zhang, Stephen Scaramuzzino and Timothy Root, Department of Information and Technology Systems, University of Maryland University College. This research was not supported by any grants. Correspondence concerning this research paper should be sent to Amy Wees, Brooks Rogalski, Kevin Zhang, Stephen Scaramuzzino and Timothy Root, Department of Information and Technology Systems, University of Maryland University College, 3501 University Blvd. East, Adelphi, MD 20783. E-mail: acnwgirl@yahoo.com, rogalskibf@gmail.com, kzhang23@gmail.com, sscaramuzzino86@hotmail.com and Chad.Root@gmail.com Abstract The healthcare industry, taking in over $1.7 trillion dollars a year, has begun bringing itself into the technological era. Healthcare and the healthcare industry make up one of the most critical infrastructures in the world today and one of the most grandiose factors is the storage of information and data. Having to be the forerunner of technological advances, there are many changes taking place to streamline the copious amounts of information and data into something more manageable. One major change in the healthcare industry has been the implementation...
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