...Nonverbal Communication David LaFever COM/172 12/18/2013 Oftentimes “language” comes to mind when thinking of communication, but one very intriguing aspect of communication is usually overlooked, Nonverbal communication (NVC). NVC can be defined as “the transfer and exchange of messages in any and all modalities that do not involve words” (Matsumoto, Frank, & Hwang, 2013, p. 4). NVC is all around us, and more often than not so subtle it is not even noticed. Studies have shown, NVC carries between 63 and 95 percent more impact than spoken words (Anonymous, 2013). It could be the wrinkle of a nose or a smirk. Learning how to interpret NVC can be an invaluable skill. Humans are programmed to communicate through voice, but knowing how to interpret NVC signals also cues one in to what is being said without words. Learning how to interpret the signals given off by others helps to understand the signals our own bodies are putting out, as much as possible of course. There are NVC signals that involuntarily, or subconsciously, are sent out. Some examples are eye movement during a face-to-face interaction, the jewelry one wears, or the natural odor one carries; all of which are considered being involuntary. NVC is not normally universal; it can vary from place to place, or culture to culture. Nonverbal communication is based on the fact that communication itself can take place without the use of words, and not only can it take place but it can also be very effective. ...
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...Oftentimes “language” comes to mind when thinking of communication, but one very intriguing aspect of communication is usually overlooked, Nonverbal communication (NVC). NVC can be defined as “the transfer and exchange of messages in any and all modalities that do not involve words” (Matsumoto, Frank, & Hwang, 2013, p. 4). NVC is all around us, and more often than not so subtle it is not even noticed. Studies have shown, NVC carries between 63 and 95 percent more impact than spoken words (Anonymous, 2013). It could be the wrinkle of a nose or a smirk. Learning how to interpret NVC can be an invaluable skill. Humans are programmed to communicate through voice, but knowing how to interpret NVC signals also cues one in to what is being said without words. Learning how to interpret the signals given off by others helps to understand the signals our own bodies are putting out, as much as possible of course. There are NVC signals that involuntarily, or subconsciously, are sent out. Some examples are eye movement during a face-to-face interaction, the jewelry one wears, or the natural odor one carries; all of which are considered being involuntary. NVC is not normally universal; it can vary from place to place, or culture to culture. Nonverbal communication is based on the fact that communication itself can take place without the use of words, and not only can it take place but it can also be very effective. According to Ekman & Friesen, there are six ways in which verbal...
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...Psychological Operations (PSYOPs): A Conceptual Overview Sunil Narula Abstract The psychological dimension of a conflict is as important as its physical dimension and psychological Operations (PSYOPs) have become even more relevant in this age of information, especially for a nation-state where the threat in the socio-psychological domain is more pronounced. While combating the menace of terrorism, the psychological dimension assumes great significance, as terrorists use violence as a psychological weapon by terrorising the multitude, rather than physically affect a few, and in this sense, they fight a psychological war also. The relevance of psychological operations is much greater than the successful conduct of tactical operations. This article is an attempt to conceptualise the term PSYOPs in the Indian context. The changed dynamics of international relations following the end of the Cold War and changes in the South Asian strategic landscape, postSeptember 11, have made PSYOPs more relevant for the region. It is also important to know that differences between various related concepts like Propaganda, Information Warfare, and Perception Management are waferthin, and may lead to contested perceptions amongst various agencies working under the overall ambit of national security, if not viewed in the current perspective. Therefore, clarity of the concept will set the stage for an effective implementation of policies and help in setting up of a policy structure in India (which...
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...be a beautiful thing; however, it can also be misused. Therefore, it is crucial to establish what is morally acceptable when it comes to sexual relations. According to Alan Wertheimer, consent is one of the most important obligations before engaging in all sexual relations. He explains several arguments that are significant to moral and legal consent. Every human being has a different opinion of what is right and wrong, especially when it comes to sex. Estes and Wertheimer have argued those opinions and established a central understanding of why consent is crucial for morally acceptable sexual relations. Consent is a complex topic. It is not just a matter of saying yes or no. There are many factors that make a person unable...
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...What Every Body is Saying An Ex-FBI Agent’s Guide to Speed-Reading People Joe Navarro FBI Special Agent (Ret.) with Marvin Karlins, Ph.D. To my grandmother, Adelina, whose withered hands lovingly molded a child into a man. —JOE NAVARRO To my wife, Edyth, who has blessed me with her love and taught me what it means to be a caring human being. —MARVIN KARLINS Contents Foreword: I See What Y ou’re Thinking Acknowledgments One Two Three Four Five Six Seven Eight Nine Mastering the Secrets of Nonverbal Communication Living Our Limbic Legacy Getting a Leg Up on Body Language: Nonverbals of the Feet and Legs Torso Tips: Nonverbals of the Torso, Hips, Chest, and Shoulders Knowledge Within Reach: Nonverbals of the Arms Getting a Grip: Nonverbals of the Hands and Fingers The Mind’s Canvas: Nonverbals of the Face Detecting Deception: Proceed with Caution! Some Final Thoughts Bibliography Searchable Terms About the Authors Other Books by Joe Navarro with Marvin Karlins Credits Copyright About the Publisher FOREWORD I See What Y ou’re Thinking Marvin Karlins, Ph.D. The man sat stoically at one end of the table, carefully crafting his replies to the FBI agent’s inquiries. He wasn’t considered a major suspect in the murder case. His alibi was believable and he sounded sincere, but the agent pressed on nevertheless. With the suspect’s consent, he was asked a series of questions about the murder weapon: “If you had committed this...
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.... . . . . . . . . . . . . . . . . . . . . page 3 Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . page 4-6 Article Summaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . page 6-15 Critical Evaluation of a Psychological Measure . . . . . . . . . . . . . . . . . . . . . . . .page 15-17 Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .page 17-20 References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . page 21-23 Abstract The purpose of this literature review is to determine if the Myers-Briggs Types Indicator possesses the necessary validity and reliability to be considered an appropriate tool for use in industrial/organizational settings. Some research has disputed the accuracy of its psychometric properties, including Furnham (1990) who asserts that the MBTI is too vulnerable to individuals who falsify their answers. Another critic is Pittenger (2005), who believes that the inventory’s lack of continuous scales for personality classification render it unreliable and invalid. Finally, Michael (2003) asserts that not only is the MBTI lacking in psychometric properties, he also states that it does not serve a valuable role in matching suitable job candidates with positions. He suggests that the situation rather than one’s personality...
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...Use the Fraud Triangle and Fraud Scale to critically analyse the actions of Bernie Ebbers and Scott Sullivan during the WorldCom saga/ What does your analysis suggest? Dennis Greer’s fraud triangle is a key framework in analysing the ‘factors that cause someone to commit occupational fraud’ (ACFE-The Fraud Triangle, Association of Certified Fraud, Examiners Available from:http://www.acfe.com/fraud-triangle.aspx [January 2014]). The three elements that make up the model are perceived pressure, perceived opportunity and rationalisation. In reference to the events of WorldCom, which has been labelled to date, ‘one of the biggest accounting scandals in history’ (CNN Money- WorldCom’s Financial Bomb, Available from:http://money.cnn.com/2002/06/25/news/worldcom/. [June 2002]) the initial pressures that were the driving force behind the actions of CEO, Bernie Ebbers and CFO Scott Sullivan are quite vast. Firstly Ebbers, was faced with the managerial strain of financial pressure on management due to the decline in the economic environment and the high expectations of Wall Street. As a result, he was aware that the key to growth was in acquisition and mergers, which required an illusion of a solid investment portfolio and therefore ‘a heavy dependence on the performance of WorldCom shares’ (Forbes- Bernie Ebbers Guilty, Available from: http:// www.forbes.com/2005/03/15/cx_da_0315ebbersguilty). In addition, Ebbers was fuelled by greed, ‘nearly a billionaire’...
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...Global Financial Crisis Impact and Challenges Shaikh Faisal. Assistant Professor Dr. Rafiq Zakaria Campus Millennium Institute of Management Aurangabad Introduction: The global financial system has undergone a period of unprecedented turmoil. Market confidence dwindled and has remained fragile, leading to the collapse or near-collapse of large, and in some cases systemically important, financial institutions, and calling forth public intervention in the financial system on a scale not seen for decades. The financial system has been severely weakened by mounting losses on impaired and illiquid assets, uncertainty regarding the availability and cost of funding, and further deterioration of loan portfolios as global economic growth slows. Finding a purely private sector resolution of financial market strains has become increasingly difficult, while case-by-case intervention by authorities has not alleviated market concerns. In response, more comprehensive approaches are now being considered or implemented to bring about a more orderly process of deleveraging and to break the adverse feedback loop between the financial system and the global economy. Such a comprehensive approach—if well coordinated among countries—should be sufficient to restore confidence and the proper functioning of markets and avert a more protracted downturn in the global economy. Significant writedowns have already been realized, but more may lie ahead. . . The estimate of aggregate write downs...
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...areas of importance for the University of Miami. We will examine the stakeholders along with the social, environmental and ethical performances of its operations. We will discuss how each of these areas is linked to each other and how the performance in each area impacts the University, its stakeholders and the surrounding community. Lastly, we will review the economic impact on the University of Miami. Introduction The University of Miami is an internationally recognized and renowned private research institution that is much more than a sum of its various parts. With over 15,000 students, nearly 13,100 faculty and employees, and five distinct operating campuses, its led by President Donna Shalala and is comprised of 12 schools and colleges serving undergraduate and graduate students in more than 180 majors and programs. UM has become by most measures, among the top universities...
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...Your Heart Issues Finder Result You may want to print the 12 pages of Results by using your browser's print capability Or by clicking the "print" button. ------------------------------------------------- Początek formularza | | Dół formularza ------------------------------------------------- Początek formularza | | Dół formularza Your Overall Score is 175 out of a possible 300Your Scaled Score is -1 on a scale of -10 to +10 Your Overall Score is 175 out of a possible 300Your Scaled Score is -1 on a scale of -10 to +10Life is a struggle! Sometimes you’re up and sometimes you’re down. You experience love, joy, and peace but also struggle with anxiety, sadness, and irritation. You will recognize certain categories of this test as being wonderful strengths, while others are a life long battle. By healing the issues of your heart you can reach the place you have been longing for, where your strengths get better and your weak areas become stable. You can be freed from the daily grind.In the area of Unforgiveness, you scored 5Your Scaled Score is -10 on a scale of -10 to +10You tend to feel that others have hurt you and you carry grudges and lingering bitterness towards them. You may not want to or feel that you can forgive them. You also may not feel that you can forgive yourself. Forgiveness is the foundation for an abundant life of love, joy and peace. You can release the negative emotions that come with unforgiveness and live in peace and joy.In the...
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...A Decision-making Perspective to Negotiation: A Review of the Past and a Look into the Future Chia-Jung Tsay Max H. Bazerman Working Paper 10-002 Copyright © 2009 by Chia-Jung Tsay and Max H. Bazerman Working papers are in draft form. This working paper is distributed for purposes of comment and discussion only. It may not be reproduced without permission of the copyright holder. Copies of working papers are available from the author. 1 A Decision-making Perspective to Negotiation: A Review of the Past and a Look into the Future By Chia-Jung Tsay and Max H. Bazerman Chia-Jung Tsay is a doctoral student in organizational behavior at Harvard Business School in Boston. Her e-mail address is ctsay@hbs.edu. Max H. Bazerman is the Jesse Isidor Straus Professor of Business Administration at Harvard Business School in Boston. His e-mail address is mbazerman@hbs.edu. Abstract Through the decision-analytic approach to negotiations, the past quarter century has seen the development of a better dialog between the descriptive and the prescriptive, as well as a burgeoning interest in the field for both academics and practitioners. Researchers have built upon the work in behavioral decision theory, examining the ways in which negotiators may deviate from rationality. The 1990s brought a renewed interest in social factors, as work on social relationships, egocentrism, attribution and construal processes, and motivated illusions was incorporated into our understanding of negotiations...
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...steamed from the belief that the satisfied employees are more productive than dissatisfied employees are. This interest induces the management academics to conduct many researches regarding different issues in the field of job satisfaction. Employees spend most of their time at work but they are not completely satisfied from their job that’s why satisfaction is not only important for employee’s wellbeing but also for organization wellbeing. Attainment of a high level performance through productivity and efficiency has always been an organizational goal of high priority. In order to do that highly satisfied work force is an absolutely necessity for achieving a high level of performance advancement of an organization. Satisfied worker leads to extend more effort to job performance, then works harder and better. Thus every organization tries to create a satisfied work force to operate the well- being of the organization. However, the total organizational performance depends on efficient and effective performance of individual employees of the organization. Therefore, every organization places a considerable reliance on their individual employee performance to gain high productivity in the organization. Employee effort is an important factor that determines an individual performance will be. When an employee feels a satisfaction about the job, he/she is motivated to do grater effort to the job performance. Then it tends to increase the overall performance of the organization. 1.1 Objectives ...
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...Question 2 (28 marks) Mary Cooper owns five convenience stores that sell food, beverages, and gasoline. The stores are open 24 hours a day, 7 days a week. The business has 20 employees who do not always work at the same store; rather, they are assigned to stores on a rotating basis. Two employees work the day shift but only one works the night shift from 10:00 p.m. to 7:00 a.m. Ms. Cooper manages the company’s overall operations from head office. Customer satisfaction has always been important to Mary and she visits each store at least once a week and spends several hours serving customers and working alongside her employees. This gives her the opportunity to evaluate customer satisfaction and assess the quality of service provided by the employees. Recently, Mary has noticed an increase in the number of credit card transactions declined by the bank. An analysis of the reasons given by the card issuers showed that several cases occurred after the customers had disputed the transactions. Mary has asked you, in your capacity as an internal auditing expert, to analyze the situation and inform her of your findings. Here is a description of sales for each of Ms. Cooper’s stores: 1. All sales are recognized on a cash basis, and the company accepts major credit cards and debit cards. 2. Each store has its own cash register which records all transactions. The files are uploaded once a week to the central system server located at the company’s head office. 3. At the head...
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...Occasional Paper 5 The Recovery of Trust: Case studies of organisational failures and trust repair BY GRAHAM DIETZ AND NICOLE GILLESPIE Published by the Institute of Business Ethics Occasional Paper 5 Authors Dr Graham Dietz is a Senior Lecturer in Human Resource Management and Organisational Behaviour at Durham University, UK. His research focuses on trust repair after organisational failures, as well as trust-building across cultures. Together with his co-author on this report, his most recent co-edited book is Organizational Trust: A cultural perspective (Cambridge University Press). Dr Nicole Gillespie is a Senior Lecturer in Management at the University of Queensland, Australia. Her research focuses on building, repairing and measuring trust in organisations and across cultural and professional boundaries. In addition, Nicole researches in the areas of leadership, teams and employee engagement. Acknowledgements The authors would like to thank the contact persons in the featured organisations for their comments on an earlier draft of this Paper. The IBE is particularly grateful to Severn Trent and BAE Systems for their support of this project. All rights reserved. To reproduce or transmit this book in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, please obtain prior permission in writing from the publisher. The Recovery of Trust: Case studies...
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...INTRODUCTION [pic] There is no leader without at least one follower. Yet the modern leadership industry, now a quarter-century old, is built on the proposition that leaders matter a great deal and followers hardly at all. Good leadership is the stuff of countless courses, workshops, books, and articles. Everyone wants to understand just what makes leaders tick—the charismatic ones, the retiring ones, and even the crooked ones. Good followership, by contrast, is the stuff of nearly nothing. Most of the limited research and writing on subordinates has tended to either explain their behavior in the context of leaders’ development rather than followers’ or mistakenly assume that followers are amorphous, all one and the same. As a result, we hardly notice, for example, that followers who tag along mindlessly are altogether different from those who are deeply devoted. In reality, the distinctions among followers in groups and organizations are every bit as consequential as those among leaders. This is particularly true in business: In an era of flatter, networked organizations and cross-cutting teams of knowledge workers, it’s not always obvious who exactly is following (or, for that matter, who exactly is leading) and how they are going about it. Reporting relationships are shifting, and new talent-management tools and approaches are constantly emerging. A confluence of changes—cultural and technological ones in particular—have influenced what subordinates want and how they...
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