...Learning Team B learned about the importance and understanding of work teams. If anyone has worked in corporate America, teams are likely to be incorporated into that organizational culture. For example, Aflac has several teams based on divisions and departments. Most employees within a team report directly to a supervisor, a manager, or a senior manager and those senior managers report to individuals that makeup the executive team. We can easily relate to teams at work and at most schools, like the University of Phoenix, which helps to mold how we interact with others that may have different opinions or views. It is up to us to learn how to function within a team to reach a common goal which could be an important project, presentation or a report. This week’s objectives also discusses the four types of teams which are: problem-solving teams, self-managed work teams, cross-functional teams and virtual teams (Robbins & Judge, 2011). Regardless of which type of team we are working on some common factors are ensuring the team operates effectively, and having a certain level of trust is a good place to start. In regards to developing effective teams, Adam again referenced his military experience. He was put in charge of small groups as early as 19 years old in a combat environment and was expected to bring them together. He drew from the methods of his superiors and built cohesion through tough training and through leading by example. This can help develop teams and groups...
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...1. Based on the following video that you watched in the previous activity, describe the debrief you believe this team would have conducted. I believe this team would have had an effective debrief as their team was organised and the team demonstrated team leadership, situation awareness, mutual support and communication. The team understood their roles and responsibility as to what is expected from them and what they needed to do to effectively care for the patient. Additionally, in the huddle, the team leader provided clear sufficient communication allowing for the team to be aware of the situation and were directed as to how each team member could best handle the situation. Activity 3 – Team STEPPS: Situation Monitoring 1. What were the...
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...FROM: DAVID JONES, B TEAM MANAGER SUBJECT: COMMUNICATING WITH YOUR NEW TEAM DATE: 5/27/2012 JOE: WELCOME TO THE TEAM! SINCE ONE OF YOUR RESPONSIBILITIES IS TO INTRODUCE NEW EMPLOYEES TO THE REST OF THE TEAM, I THOUGHT I WOULD PUT TOGETHER A BIT OF INFORMATION FOR YOU. I HOPE YOU FIND IT USEFUL. REMEMBER, YOUR OBJECTIVE IS NOT ONLY TO GET NEW EMPLOYEES ACCLIMATED WITH THE COMPANY, BUT MORE IMPORTANTLY TO THEIR TEAMMATES AND THEIR WORK ENVIRONMENT. YOUR BACKGROUND, ALTHOUGH LIMITED WITH COMMUNICATION, WILL HELP TREMENDOUSLY, ESPECIALLY AS YOU BEGIN TO HONE YOUR COMMUNICATION SKILLS. WHEN I FIRST STARTED THIS JOB, I TOO HAD LIMITED BACKGROUND IN GROUP COMMUNICATION. AS I BECAME MORE FAMILIAR WITH THE JOB AND THE STAFF, MY COMMUNICATION SKILLS GREW RAPIDLY, AND YOURS WILL TOO. The transition to a new manager may cause some issues with the team. As you are probably aware, some people do not handle change well. Any issues will need to be addressed as soon as possible. For instance, certain employees may be uncomfortable with a new manager; therefore, it will be necessary for you to properly introduce yourself to the team. Team members may be apprehensive to discuss issues with you at first and that is why a respectable level of communication must be opened from the very beginning. You probably will have your own set of expectations for the team. It is very important that you discuss any changes to rules and expectations with the team, either as a group,...
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...Stages of Team Development By: Kelly Graves “The Corporate Therapist™” Look through this model with your leadership and management teams to locate where you think you are in your organizations’ stage of development. Next, use it to help you improve your leadership and management effectiveness. Forming The initial forming stage is the process of putting the structure of the team together. Team members enter with ambiguous feelings and attitudes. Conflict is avoided at all costs because of the need to be accepted into the group. Team members reflect not only on the tasks at hand, but also about each other. Feelings and Thoughts Observable Behaviors Team Needs Leadership Style Required Excitement, anticipation, and optimism Suspicion, fear, and anxiety about the job ahead Tentative attachment to team Why am I here? Why are they here? What is expected of me? How much influence will I have? How much am I willing to give? Politeness Guarded; Sporadic participation Attempts to define tasks and decisions on how it will be accomplished Attempts to establish acceptable group behavior Abstract discussions of concepts and issues Discussion of symptoms and problems not relevant to the task; difficulty in identifying relevant problems Complaints about the organization Decisions on what information needs to be gathered Impatience with discussion Team mission and purpose Team membership Team goals and objectives Measurement and feedback Definition of roles and responsibilities...
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...A sports bar named Reed Pierce’s bar in Jackson Mississippi had a case of pregnancy discrimination when they fired a waitress unfairly. Melody McKinley was four month pregnant when she was simply taken off the schedule. She was also told “the baby is taking its toll on you” ("U.s. Equal Employment Opportunity Commission", 2013). She had never asked to cutback on shifts and was also not under any medical restrictions while pregnant. The settlement was a two-year decree that required the bar to implement policies and training to prevent pregnancy discrimination and monetary relief for $20,000 for McKinley. Intesa Sanpaolo is a bank that operates in New York. Giuseppe had gone on FMLA leave do to many health issues including depression. After being on leave he for five months Intesa sent Giuseppe a letter asking if he was going to return to work or if he was going to abandon his position at the bank. The back received a letter from Giuseppe’s attorney stating that “has not at any time evinced or expressed an intention to 'abandon his position.' Rather, he has been sick and unable to work, with an uncertain prognosis and a return to work date that is indeterminate at this time” (Nowak, 2013). The bank then terminated Giuseppe’s employment. He later sued the bank and their response was that he requested an indefinite leave. They expressed that this was an accommodation, which was not required by the employer since it was an unreasonable request. Even though the New York law mentioned...
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...Week 3 Team Assignment NTC/362 November 24, 2014 OSI Model The Open Systems Interconnection (OSI) has been a reference for model network protocols since the mid-1990s. The OSI is formally known as the Open Systems Interconnection (OSI) model ISO/IEC 7498-1. The International Organization for Standardization (ISO), is a global standards-settings group that is comprised of members from various national standards groups. International Electrotechnical Commission (IEC) is another global standards-settings group; however, it focuses on electrical, electronic, and related technologies. (Foundational Focus: OSI Model-Breaking Down the Seven Layers, 2013) The OSI model is comprised of seven layers, with layer one positioned at the bottom of the layer stack and layer seven at the top. The layers have assigned names as well as number references. Layer 7, the application layer, is the interface between the protocol stack and application software. The software might be client or utilities or server services. It is the ability of software to communicate with the standardized interface of application layer protocols that makes network communications possible. Layer 6, the presentation layer, establishes the context between disparate application layer protocols. Effectively, the presentation layer adjusts syntax, semantics, data types, data formats, etc. This layer ensures that data sent by the application is compatible with the lower layers of network communication and that data...
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...Re-organization and Layoff: Issue and Problem Identification PHL/320 Re-organization and Layoff: Issue and Problem Identification In Week Two, Team D discussed the article Mismanaged layoffs can go ‘horribly wrong’ (Bouw, 2013.) The initially chosen focus of the group discussion was the potential ramifications of poorly handling the conversation terminating the employee. Reflecting on the article through further group discussion, and realizing the scope of the team’s initial impression is limiting the problem to a small component of the larger issue, Team D asserts the broader issue is that employers often turn to downsizing as the go-to method of cutting costs. Experts in the Bouw article provide evidence that knee-jerk layoffs to appease shareholder are often a mistake and cite why. Through the collaborative process of discussion, the team benefits from gaining confidence in the decision to change the focus of issue exploration from miscommunicating when firing to the drawbacks of layoffs. By clearly defining the problem that was not immediately apparent, Team D can now concentrate on discussing practical solutions for the broader underlying issue of unnecessary downsizing. Problem Identification The first step to successfully tackling any problem is identifying it. According to Dr. Henry Hornstein, downsizing within a company should be the last resort if cost cutting is necessary (Bouw, 2013.) He hypothesizes that it is approximately a 50 percent chance...
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...Motivate Employees and Improve Work Ethics by Lisa Bigelow, Demand Media Don't point out mistakes that are mistakes in your eyes only. Related Articles * Can You Motivate Employees by Reducing Supervision at Work? * Decisions Employees Can Make to Help Motivate Themselves * Advantages of Training Employees About Work Ethics * How to Motivate Your Employees' Team Building * A List of Good Work Ethics by Employees * Different Types of Organizational Structure Motivating employees to work more productively and to be happier while doing it is a stiff challenge for even the most seasoned manager. Human behavior specialists indicate that the best way to avoid motivation and laziness problems is to assess potential employees carefully by way of personality testing. But what do you do when the hiring's done and you need the employees you have to perform more productively? Try proven, specific techniques designed to keep even your most cynical employees satisfied and productive. The first step? Back off. Nobody likes a micromanager. Ads by Google Options Trading Lessons With just these 3 Free reports you could be trading by day's end. wealthdaily.com/Options_Trading Step 1 Set specific goals, and trust your employees to reach them. According to Forbes, nothing makes enthusiasm vanish faster than a micromanager who doesn't trust her employees to do their work properly. Force yourself to let go by setting a clear and achievable goal; for example, "I want...
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...one of the leading examining and awarding bodies in the UK and throughout the world. We provide a wide range of qualifications including academic, vocational, occupational and specific programmes for employers. Through a network of UK and overseas offices, Edexcel’s centres receive the support they need to help them deliver their education and training programmes to learners. For further information, please call our GCE line on 0844 576 0025, our GCSE team on 0844 576 0027, or visit our website at www.edexcel.com. If you have any subject specific questions about the content of this Mark Scheme that require the help of a subject specialist, you may find our Ask The Expert email service helpful. Ask The Expert can be accessed online at the following link: http://www.edexcel.com/Aboutus/contact-us/ Alternatively, you can contact our Geography Advisor directly by sending an email to Jonathan Wolton on: GeographySubjectAdvisor@edexcelexperts.co.uk. You can also telephone 0844 372 2185 to speak to a member of our subject advisor team. June 2011 Publications Code US027990 All the material in this publication is copyright © Edexcel Ltd 2011 General Guidance on Marking All candidates must receive the same treatment. Examiners should look for qualities to reward rather than faults to penalise. This does NOT mean giving credit for incorrect or inadequate answers, but it does mean allowing candidates to be rewarded for answers showing correct application of principles and knowledge...
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...University of Phoenix Material BUGusa, Inc., Worksheet Use the scenarios in the Bugusa, Inc., link located on the student website to answer the following questions. Scenario: WIRETIME, Inc., Advertisement Has WIRETIME, Inc., committed any torts? If so, explain. Scenario: WIRETIME, Inc. (Janet) Has WIRETIME, Inc. committed any torts? If so, explain. Scenario: WIRETIME, Inc. (Steve and Walter) Discuss any liability BUGusa, Inc., may have for Walter’s actions. BUGusa has liability for Walter’s actions when it comes to false imprisonment. Even though Steve was spying on BUGusa for Wiretime it does not give BUGusa the right to falsely imprison Steve. The parts of the tort that BUGusa are limited detention they are only allowed to hold Steve for a limited time and they held him for six hours. Walter also violated the coercion he forced Steve into a confession which is a violation of the tort. Scenario: BUGusa, Inc., Plant Parking Lot What defenses may be available to BUGusa, Inc.? Explain your answer. BUGusa may have a defense when it comes to the proximate tort. BUGusa had no idea that on that particular day and at that particular moment in the day the truck driver was going to get robbed. Also the company the truck driver worked for could have not sent him there now there has been an outbreak of robberies in that area. The driver also falls under the insurance of the company he works for not BUGusa...
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...The Big Book of Huddle Energizers Ideas to enliven your huddle Contributed by employees of Citibank Singapore Table of Contents Service Value # 1 – Make Each Interaction Personal ................................................. 6 Energizer: Hebrew Numerology ................................................................................... 6 Energizer: Brain Teaser ............................................................................................... 9 Energizer: Human Treasure Hunt............................................................................... 10 Energizer: Secret Hat Trick ........................................................................................ 11 Energizer: Accentuate the Positive............................................................................. 11 Energizer: Name Game.............................................................................................. 11 Energizer: Heart to Heart ........................................................................................... 11 Energizer: Guess my Body Language ........................................................................ 11 Energizer: How to Say Hello in Different Languages ................................................. 12 Energizer: Good Morning Game ................................................................................ 12 Service Value # 2 – Maintain A Professional Image ...................................................
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...1 www.oldwitchcraft.com 2 www.oldwitchcraft.com 3 INTRODUCTION The science of numerology can be traced back thousands of years. The Chinese, Japanese, Greek, Hebrews, Egyptians, Phoenicians, early Christians, Mayans, and Incas all used some form of numerology to gain a deeper understanding of themselves and the universe. Numerology is perhaps the easiest of the occult arts to understand and use. All you need is the birth date and the complete name of an individual to unlock all of the secrets that the numbers hold. (Most authorities agree that the full birth name as recorded on your birth certificate is the name that must be used for all calculations involving name.) There are eleven numbers used in constructing Numerology charts. These numbers are 1, 2, 3, 4, 5, 6, 7, 8, 9, 11, and 22. Larger numbers that occur from adding the numbers in the complete birth date or from the values assigned to each name are reduced by adding the digits together until the sum achieved is one of the core numbers. Merely add the components of the larger number together (repeatedly, if necessary) until a single digit (or the "master" numbers 11 or 22) results. Each of these numbers represents different characteristics and expressions. Master numbers are the only exception to rule of reducing to the single digit. The master numbers 11 and 22 are intensified versions of the single digit number they replace (2 and 4). These numbers suggest a potential for a high degree of learning and/or achievement...
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...throughout the world. We provide a wide range of qualifications including academic, vocational, occupational and specific programmes for employers. Through a network of UK and overseas offices, Edexcel’s centres receive the support they need to help them deliver their education and training programmes to learners. For further information, please call our GCE line on 0844 576 0025, our GCSE team on 0844 576 0027, or visit our website at www.edexcel.com. If you have any subject specific questions about the content of this Mark Scheme that require the help of a subject specialist, you may find our Ask The Expert email service helpful. Ask The Expert can be accessed online at the following link: http://www.edexcel.com/Aboutus/contact-us/ Alternatively, you can speak directly to a subject specialist at Edexcel on our dedicated Science telephone line: 0844 576 0037 Summer 2010 Publications Code US023629 All the material in this publication is copyright © Edexcel Ltd 2010 6CH01_01 1006 Section A (multiple choice) Question Number 1 (a) Question Number 1 (b) Question Number 2 Question Number 3 Question Number 4 (a) Question Number 4(b) Question Number 4 (c) Question Number 4 (d) Question Number 5 Question Number 6 Question Number 7 Question Number 8 Question Number 9 Correct Answer B Correct Answer D Correct Answer D Correct Answer A Correct Answer B Correct Answer D Correct Answer C Correct Answer A Correct Answer B Correct Answer A Correct Answer C Correct Answer D Correct Answer...
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...Peyton Manning, Den QBRecent News @Dal Sun 4:25 1 166 41.5 39 39 31st 100.0 100.0 +0 RB Arian Foster, Hou RB PRecent News @SF Sun 8:30 8 59 14.8 27 16.5 23rd 100.0 100.0 +0 RB DeMarco Murray, Dal RBRecent News Den Sun 4:25 6 63.5 15.9 11.5 11.5 27th 90.2 100.0 +0 WR Hakeem Nicks, NYG WRRecent News Phi Sun 1:00 52 30 7.5 4.5 18 32nd 60.4 100.0 +0 WR Josh Gordon, Cle WRRecent News Buf Thu 8:25 35 41 10.3 9 14 31st 28.5 98.2 +3 TE Jimmy Graham, NO TERecent News @Chi Sun 1:00 1 107.5 26.9 29 21 20th 100.0 100.0 +0 FLEX Jared Cook, StL TE Jac Sun 1:00 8 45.5 11.4 6 12 24th 36.8 94.5 -2.4 D/ST Bills D/ST D/ST @Cle Thu 8:25 10 50 12.5 18 12 24th 3.9 7.0 -7.8 K Matt Prater, Den KRecent News @Dal Sun 4:25 1 49 12.3 12 10 10th 96.0 100.0 +0 BENCH WK 5 2013 SEASON WEEK 5 SLOT PLAYER, TEAM POS ACTION OPP STATUS ET PRK PTS AVG LAST PROJ OPRK %ST %OWN +/- Bench Vincent Jackson, TB WRRecent News ** BYE ** 39 37.5 9.4 3 -- -- 72.9 100.0 +0 Bench Ryan Mathews, SD RBBreaking Video @Oak Sun...
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...documented in the herein contained Test Cases. The following requirements must be met to run the program: Java Integrated Development Environment (IDE), MySQL database. Netbeans 7.0.1 was utilized in making the program and testing it . MySQL is open source SQL database. They both can be downloaded for free of charge. Windows 7 OS was used to host both pieces of software. There are minimum requirements that can be referenced on download websites. Each option available in the program will be tested. The Use Case Diagrams may be referenced for further details on functions of each option. The test will test each available selection. The selections to be tested are as follows: 1-Add Student Information 2-Update Student Information 3-Query Student Information...
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