...The Johari Window is a model shaped as a four paned window with four quadrants designed to be informative on how to have successful relationships within a group in terms of understanding the sections. It is easy to imagine what is in each quadrant and what each represents. An individual such as myself is able to view what is known to self and others and what is not known to self and others, by observing how one presents and receives information through the panes. The Johari Window enables an individual to describe, evaluate, and predict the aspects of interpersonal communication in their own life by exploring what is seen in each window. The information is portrayed in many different forms including verbal and nonverbal, fact and opinion, feelings and thoughts, as well as perceptions. The model addresses a real life situation that enables an individual to improve communication skills, build trust within a group, and develop self-esteem. The framework of the Johari Window enables people to see themselves as others see them, and is a very unique way of looking at relationships and the communication process. The first pane in the Johari Window is known as the Arena and represents the degree of self-disclosure in relationships. It contains personal information that is known to others and ourselves. Increasing self-disclosure implies trust in others, self-acceptance, and reduces the need for defensiveness. By revealing something about you encourages others to reveal something about...
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...Johari Window Model Results Explained Upon completing the Johari Model exercise, I became more aware of my strengths and weaknesses in relation to my interpersonal skills and communication style, and realized how much understanding the model could add to my personal development. Discovered in the 1950’s by Joseph Luft and Harry Ingham the model is a tool used to provide disclosure, feedback, and self-awareness. The open area revealed how evident certain aspects of my behavior, attitude, and feelings were to others. As an outspoken person, I do not hesitate to speak my opinion and will often do so freely. The exception to this is when I am not familiar with the individuals I’m involved with. In this case, my feelings are more reserved in nature and my voice reflects a polite, cordial tone so as to not offend anyone. I understand how this open area fluctuates depending on how close the relationship is with my peers, and how the area can be widened as everyone begins disclosing more of themselves. One particular example where I realized how the “open” area began expanding was through my relationship with my close friend. Upon first meeting him, the area was limited. The conversations were shallow and I noticed how closed off I was to being receptive. As the conversation steered into a better understanding of each other, however, the body language changed between us and the feelings and attitudes became spontaneous and affectionate. In the course of the following...
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...CASE STUDY ASSIGNMENT 1 – HY DAIRIES LTD Karen Herridge Student ID# 0186147 1. Apply your knowledge of stereotyping and social identity theory to explain what went wrong here. Social Identity theory states that people define themselves by the groups to which they belong or have an emotional attachment. Rochelle easily identifies herself as a minority in the work place—a non-white female. In the case study, she says that she is one of the few non-white women in what is usually a male-dominated field: marketing management. Rochelle’s previous employer had made it clear that women could not handle the pressure in marketing management and for the most part place women in technical support positions after a brief term in lower band management. Because of this experience, Rochelle assumes that Syd Gilman and Hy Dairies are mirroring her last employer’s opinions and actions when in fact; Mr Gilman is trying to reward Rochelle’s hard work. Rochelle is stereotyping because she has organized Hy Dairies into a preconceived category that has been stored in her memory of her previous employer. This non-conscious, automatic process of thinking has led her to believe that she is being sidelined by the company. 2. What other perceptual error is apparent in this case study? Perceptual errors are short cuts in making judgements of others. I think the other perceptual error in this case study is the false-consensus effect or “similar to me effect”. This occurs when people overestimate...
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...Kelley’s Attribution Theory Essay In this essay, readers will be presented with the literature review of Kelley’s attribution theory (1967), which was developed after the research done by Fritz Heider on attribution theory (1944, 1958). Moreover, a real world example relating to the theory will also be discussed along with the limitations and the three elements of the theory, which are consistency, distinctiveness and consensus. With that, recommendations will be given on how my experience can be improved with the chosen theory. There have been a great number of research done on perception over the last decade and social psychology had been primarily focused, perceiving causes of a person’s behavior (Kelley and Michela, 1980). In Kelley (1973), it is mentioned that Heider (1958) research has played a major role in contributing to the origination of attribution theory and it is still the major source cited in publications. Kelley’s attribution theory was also built onto Heider’s (1958) theory with an understanding that humans are “naïve psychologists” determining behaviors based on causes and effects (Hewstone and Jaspars, 1987). In Kelley (1973), it was mentioned that the central idea of attribution theory is the causal concept where human’s behavior relies on either the characteristics of the person (internal attribution) or the environment (external attribution). To determine whether a person’s behavior is caused by internal or external attribution, Kelley’s theory requires...
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...BOOK REVIEW ASSIGNMENT Book – Personality development and communication skills. Author - Yandamoori veerendranath. ISBN-EBK0331691 Price-120/- In this book the author tries to explain a range of psychological theories,how to develop strong intellectual and emotional personality and public speaking.Besides these,the book also focuses on how to combat one’s weakness like anger and interpersonal conflicts. Veerendranath had worked in state finance corporation of Andhra pradesh.He is a playwright,novelist,movie director,personality development motivator.There are so many books based on personality development in market but the reason for choosing this book is i am ardent fan of his writings.Personally i have attended his motivation sessions and i was really impressed by his way of teaching.He explains human behaviour in various situations in a scientific way like fear of public speaking,lack of emotional stability etc. Book begins with relating one’s personality with his/her psychology.study of personality has developed various theories for assessing one’s personlaity.The theories which author had written in book explains various concepts like ego-strength,rationalisation,self-awareness,intra personal savvy,self-direction etc.His explaination on various ego states of person is worth appreciative.one example which i like in this book is my super ego wants me to be first ranker,and the id wants me to watch tv.My ego strength decides my fate.He also discuss...
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...a telephone consultation to arrange appropriate appointment time and location where the first meeting will be held it will also have the name of the counsellor who will be holding the sessions. A letter could also be sent to start the initiating process between a counsellor and the client. It will contain the appointment time, location and the name of the counsellor who will be conducting the sessions. Before the initial meeting takes place the counsellor will ask the reception to inform them that the client has arrived. They will prepare the consultation room by setting the chairs in a position where eye contact can be maintained, but personal space respected. They will make sure the room is at the right temperature, if warm having a window open a little. Have tissues on the table in case they are required and check that any paper work is in the right order and the correct forms if any are required. On the arrival of the client the counsellor introduces them self in formal way with a greeting such as good morning or afternoon, my name is and was it easy for you to get here. Before we go to the consultation room would you like a hot drink, this will enable the counsellor to show the client where to get refreshments and where the toilets are situated; before going to the consultation room. The first meeting will entail the counsellor getting...
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...appointment to review her ongoing treatment of Parkinson’s disease. A publication to support the National Framework for older people (Department of Health, 2001) regarding the implementation of medicines endorses the monitoring of treatment to ensure the medication remains appropriate and to raise awareness of any adverse effects. The lady was in her eighties, frail and hard of hearing. A carer accompanied her from the residential home where she lived. Her mental state was assessed: she was aware of her surroundings and had some degree of understanding, although communication was difficult due to her hearing problem. During discussion with her carer it was established that she was having difficulty sleeping due to nightmares. The consultant explained that this was a common side effect of the medication...
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...Step by step programme & literature review Name Course Institution Tutor Date Assignment two Module 3 Communication is everything when it comes to self concept. Self identity is brought about by three pillars, namely; the family, the peers and the friends. The kind of communication that is done by the family, the friends and the peers define own perception, and if an individual takes this seriously, it may impact positively or negatively on the life of the person. Johari window represents the knowledge of self, either from the heart or from other people. Generally, it emphasizes on the fact that a person knows himself or herself more than any other person. It acts like a tool or a technique for training oneself in terms of awareness, for personal development and generally how we are able to construct information. The Johari window represents the four components of self. These are, the open self, the blind self, the hidden self, and the unknown self. The open self represents the area of a person that is known to the individual and also known to the others. The blind self is the area that is not known to the person but other people know. The hidden self represent what a person is aware of but others do not known. The unknown self is the area neither known to the person/individual or the others. For self disclosure, one should have the inner drive to pursue what one wants, should have appropriateness to the kind of context that a person...
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...MGMT 20124: Preparing a Report for a Case Study In addition to the correct format of your report there are content issues you need to consider. It is useful to read through the case a couple of times and get a feel as to what you will need to find before you go searching for articles. This is always problematic, but you do need to summarise the articles for support in your report, using the content, findings and conclusions. Therefore it is important that the articles are used in the detailed analysis, and argument in development of alternatives. The ‘knowledge & understanding, as well as “research skills” can be satisfied by finding arguments (through the literature) for and against, the issues that are raised within the facts of the case. That is, how well you critically analyze the facts and refer to theories, models and concepts. It will also have a bearing on how well the recommendation/s put forward will have the predictive likelihood of success. To get to that point means that you will have to put forward a range of options and on balanced argument make your decision as to what you recommend and why. Essentially it falls under what can be termed as, triangulation. (see the diagram below.) Your “Guide for Students” also gives good advice re this format. There is no “right or wrong” answer here. The marks to be gained will rise or fall based on the decision (recommendation) you make, as in the real world, and the quality of your ‘reasoned’ argument. Always...
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...Table of Contents Introduction...................................................................................................................................3 Evolution of the Group.................................................................................................................4 Group Structure/Dynamics..........................................................................................................5 Intra-Group Conflict....................................................................................................................8 Summary.......................................................................................................................................11 References.....................................................................................................................................13 Introduction The course entitled Organizational Behavior requires its students to complete an extensive group project evaluating one company’s process and applying the Diagnostic Model. The initial phase of the project, the group considered the process of opening a new branch location with all that entails in doing so. While this was a worthy subject to analyze, the group quickly realized that the time needed to complete such an analysis would make it an unwise choice. The group collaborated on an alternative focus point that was more specific and definable. Once this focus was decided, the group worked effortlessly...
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...Using ‘Person Centred’ Communication Skills and Models to Help Clients Admitted for the First Time to a Mental Health Hospital Introduction Communication is one way of exchanging information and feelings from one person to another (Bach and Grant 2009). It is transmitted through verbal and non-verbal behaviour. Communication is an essential and fundamental aspect of nursing care (Timmins 2011). It is a major and important part of daily nursing practice in the nurse-client relationship (Sheldon et al. 2006). Communication in nursing is unique and it is different from communication between healthcare providers because nurses are at the start of the healthcare service as they spend more time with the client than other healthcare professionals (McCabe and Timmins 2006). Therefore, nurses have to pay more attention to improving their communication skills for better client care. In order to establish a positive relationship with the client, it is necessary to communicate effectively and subsequently improve the quality of nursing care (McCabe and Timmins 2006). Effective communication is key to a therapeutic relationship with the client. It is defined as a ''purposeful form of communication used in the helping relationship'' (Ruesch 1961 cited in Arnold and Boggs 2007, p18). It is developed by the nurse for the purpose of assessing, planning, implementing and evaluating client care (Arnold and Boggs 2007). The establishment of a nurse-client relationship was a key element...
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...Staff surveys are usually very helpful in establishing whether staff in your company are motivated and therefore performing to best effect. Aside from the information that questionnaires reveal, the process of involving and consulting with staff is hugely beneficial and motivational in its own right, (see the 'Hawthorne Effect'). Whilst your survey will be unique to your company, your staff issues, your industry and culture, some useful generic guidelines apply to most situations. Although not exhaustive, the following ten points may help you cover the relevant subject areas and help towards establishing facts rather than making assumptions about motivation when designing your own questionnaires on employee motivation. ten tips for questionnaires on employee motivation 1. What is the 'primary aim' of your company? Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company's principles, priorities and mission. 2. What obstacles stop employees performing to best effect? Questionnaires on employee motivation should include questions about what employees are tolerating in their work and home lives. The company can eliminate practices that zap motivation. 3. What really motivates your staff? It is often assumed that all people are motivated by the same things. Actually we are motivated by a whole range of factors. Include questions to elicit what really motivates...
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...Soft skills enhance your technical skills. © iStockphoto/peepo In almost all jobs, your people skills – also known as "soft skills" – have as much of an impact on your success as your technical skills. That's especially true when you're in a management or leadership role. The importance of having solid people skills transcends industry and profession; so, whether you lead people, aspire to lead people, or work within a team of professionals, you need to apply people skills to achieve your objectives. So, how good are your people skills? Take this short quiz to assess your current skill levels. Once you've answered these questions, we can then point you toward specific tools and resources that you can use to develop and improve this important area of competency. How Good Are Your People Skills? Take the online test below, and click the "Calculate my total" button at the foot of the test to assess your people skills. Instructions: For each statement, click the button in the column that best describes you. Please answer questions as you actually are (rather than how you think you should be), and don't worry if some questions seem to score in the 'wrong direction'. When you are finished, please click the 'Calculate My Total' button at the bottom of the test. Statement Not at all Rarely Some times Often Very Often 1 I make sure that I display the same standards of behavior that I expect from other people. 2 When providing feedback, I wait until...
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...The Psychological Contract' is an increasingly relevant aspect of workplace relationships and wider human behaviour. Descriptions and definitions of the Psychological Contract first emerged in the 1960s, notably in the work of organizational and behavioural theorists Chris Argyris and Edgar Schein. Many other experts have contributed ideas to the subject since then, and continue to do so, either specifically focusing on the the Psychological Contract, or approaching it from a particular perspective, of which there are many. The Psychological Contract is a deep and varied concept and is open to a wide range of interpretations and theoretical studies. Primarily, the Psychological Contract refers to the relationship between an employer and its employees, and specifically concerns mutual expectations of inputs and outcomes. The Psychological Contract is usually seen from the standpoint or feelings of employees, although a full appreciation requires it to be understood from both sides. Simply, in an employment context, the Psychological Contract is the fairness or balance (typically as perceived by the employee) between: how the employee is treated by the employer, and what the employee puts into the job. The words 'employees' or 'staff' or 'workforce' are equally appropriate in the above description. At a deeper level the concept becomes increasingly complex and significant in work and management - especially in change management and in large organizations...
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...PUNJAB TECHNICAL UNIVERSITY KAPURTHALA Scheme and Syllabus of Masters in Business Administration (MBA) Batch 2012 onwards By Board of Studies Business Administration Punjab Technical University Scheme of (MBA) Batch 2012 Onwards First Semester Course Code Course Title Load Allocation L T P 4 1 4 4 4 4 3 3 28 1 1 1 1 2 2 7 - Contact Hours: 36Hrs. Marks Distribution Internal 40 40 40 40 40 40 40 280 External 60 60 60 60 60 60 60 50 470 Total Marks 100 100 100 100 100 100 100 50 750 Total Marks 100 100 100 100 100 100 100 50 750 Total Marks 100 100 100 100 100 100 100 50 750 Credits MBA 101 MBA 102 MBA 103 MBA 104 MBA 105 MBA 106 * MBA 107 * MBA 108 Principles and Practices of Management Organizational Behaviour Accounting for Management Quantitative Techniques Managerial Economics Business Communication Information Technology for Management Viva Voce Total Course Title 5 5 5 5 5 5 5 2 37 Credits Second Semester Course Code Contact Hours: 34 Hrs Load Marks Distribution Allocation L T P Internal External 4 1 40 60 4 1 40 60 4 4 4 4 3 27 1 1 1 1 6 40 40 40 40 40 280 60 60 60 60 60 50 470 MBA 201 MBA 202 MBA 203 MBA 204 MBA 205 MBA 206 BTHU 101* MBA 207 Business Environment Production and Operation Management Human Resource Management Marketing Management Financial Management Research Methodology Human Values and Professional Ethics Viva Voce Total Course Title 5 5 5 5 5 5 3 2 35 Credits Third Semester Course Code Load Allocation L T P 4 1 4 4 4 4 4 3 27 1 1 1 1 1 6 Marks...
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