...certain personality traits and motivations, and have agency over how the events unfold.[3] SCT was first proposed by Ernest Bormann in the Quarterly Journal of Speech in 1972.[4] Symbolic convergence is related to attribution theory in that it deals with the human tendency to attribute meaning to signs and objects in order to make sense of them.[5] The process of symbolic convergence resembles empathic communication.[5] SCT has a three-part structure: 1. elucidation of the recurring forms of communication involved in a shared group consciousness 2. illustration of why group consciousness begins, rises, and is maintained 3. explanation of the process of how an individual begins to share (or stops sharing) a common symbolic reality [5] | Anatomy of SCT[edit]...
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...How effective was Ko in defining and framing a vision for Motorola Penang? In what ways were her efforts similar to and different from the example of Charles Schwab citied earlier? * How did Ko resolve the dilemma of where visions come from? Where did she find her vision? S. K. Ko struggled with the most effective way of making her vision a reality. She engaged many of her top team in discussions about the challenges of the future of the facility. She had many specific and concrete ideas but didn’t want to seem to be imposing them on the group. She wanted to get most involvement possible to ensure all relevant information was considered that would be tasked with making the vision a reality. Ko’s philosophy reflects a positive, familial, celebrate every accomplishment kind of work environment. Ko treated her people with respect. No yelling, no shouting, no finger pointing. Always gave visible rewards for achievers. She shared every success story. She preached the importance of the knowledge, and advances in technology. Charles Schawb anticipated a need in the middle class. His vision led him the unique path. It took his organization to places other organizations could not go. When market conditions change, he adjusts its business model and tactics. His original vision was to build a company driven by the best interests of its clients and their long term financial security. He took the rains and made his vision a reality. * We cited doorman and jigsaw puzzle...
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...My name is Dominique McLeod and I reside in Atlanta, Georgia. I am one of four children, the child of two loving parents, God-fearing, a genuine person, and most importantly striving to be the leader I am destined to be. Attending college has never been just an option; it was a must. That is why I am making every effort to make that come true. “Leadership is the capacity to translate vision into reality.” This quote by American Scholar Warren Bennis, plainly states the goal of a true leader. A true leader has a goal, a vision as Bennis put it. The task set before that leader is to make the vision come true (a reality) by any means necessary. There are certain qualities needed to make sure the vision is successfully turned into a reality. Hard work, dedication, and perseverance are the three main qualities among many that act as a catalyst to the leader’s vision. When these qualities are put into action, the impossible becomes the possible and as Warren Bennis put it, the vision becomes a reality. One obstacle, that in my life I classified as the impossible, was attending the first charter school of Gwinnett County, The Gwinnett School of Mathematics, Science, & Technology. Gwinnett School of Mathematics, Science, and Technology (GSMST) is a charter school that was established in 2007. It focuses on the higher end of the academic spectrum in providing exceptional students with challenging curriculum and extensive leadership responsibilities in order to prepare the students...
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...45).” Leaders provide organization within a company and provide information to managers to help guide him or her. The accountability for leaders include, carrying out research, appropriately lead the organization into a path of profits, and excel the organization’s day-to-day operations. For this essay, the leader I chose and admire is Paul David Hewson, but his fans know him by Bono. Bono is a very successful musician and committed leader. His communication as a leader is inspiring. His vision of how his campaigns (ONE and RED), band, and himself requires dedication. He works very hard and is very dedicated to seeing his vision become a reality. Bono’s influence and inspiration empowers band members, volunteers, government, and fans. He has help obtaining his visions by working hand-in-hand with others to make his vision a reality. He told Fortune Magazine (2014),”Real leadership is when everyone else feels in charge.” When an individual has a vision then creates a plan to make it a reality that is a...
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...VR Essay 2. Virtual Reality as Lanier envisioned it has not eventuated, yet the desires he articulated live on. Discuss. To discuss Lanier’s keen views and anticipations regarding Virtual Reality back in the mid 1980s, it would be useful to first cover exactly how far Virtual Reality has progressed up until today. This essay will begin by discussing the history of Virtual Reality and the usage trends. That discussion will then be used to preface a discussion about Lanier’s views that were expressed in A Vintage Virtual Reality Interview. The essay will then finish off by looking at particularly interesting views held by some of today’s futurists and these views will be related back to Lanier’s original exuberant view of Virtual Reality. The idea of Virtual Reality has been around for decades. In fact, Virtual Reality has its roots back before Lanier was even born. Despite the public only becoming aware of Virtual Reality in the early 1990s, all the way back in the mid 1950s, a cinematographer going by the name of Morton Heilig had imagined a theatre experience that would attempt to appeal to every one of the audiences’ senses. He built a single viewing station in 1960, which he called ‘The Sensorama’. The Sensorama featured a stereoscopic display, odour emitters, fans, stereo speakers and a mechanical moving chair. He even invented a head-mounted television display that could show the user television in 3-D. These ideas paved the way to the increasingly immersive experiences...
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...the job search. At CareerLeader we feel strongly that the current situation demands that students take a hard look at their attitudes and expectations, but not in a way that is driven by reaction, fear, or a spurious (and elusive) “flight to safety.” We believe this economy calls for students’ and other job seekers’ taking the time to renew their efforts to develop their career vision. We have something to learn in this regard from the recent past. We faced tough times in the economy in 2002 and 2003. The recession of that period hit the job market hard, and the going was very tough. During those years many students voiced some version of the complaint, “I’m going to have to abandon my dreams, my career vision, for the sake of pragmatism and a job.” No doubt there are already people who can relate to this sentiment as the current situation develops. That was the wrong attitude in 2002 and it is the wrong attitude in 2008. Now, as then, we need our dream, our sense of our personal career vision, even more, but we need to bring discipline to the dream. We need to work harder, think deeper and make the vision both more detailed and actionable. What would that mean? We need to ask ourselves, “In five to seven years, where do we want to be in terms of functional role, industry knowledge, organizational culture, skill acquisition, our relationships with significant others, work/life balance, geographical location, community involvement, our daily expression of our core life values?” How...
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...flat, decentralized organizational structure (Argyris, 1999). There are five components that make up the learning organization: personal mastery, systems thinking, mental models, building shared vision and team learning. The key to becoming a learning organization is to expand our capacity to new ways and patterns of thinking and to continue learning and cultivating new ways of thinking and problem solving. To reap the benefits of the learning concept, organizations must be adaptable and flexible. Senge defines the learning organization as “organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free and where people are continually learning how to learn together” (Senge, 2006, p. 3). Personal Mastery Personal mastery is the first principle and is one of the keys to the learning organization. We must be fully committed to the continual learning process. Personal mastery is something that cannot just be practiced occasionally but has to be practiced daily. Personal mastery defined by Peter M. Senge is the discipline of continually clarifying and deepening our personal vision, of focusing our energies, of developing patience and of seeing reality objectively (Senge, 2006). This principle is a constant and an effort for each person. This requires an individual to stay in a constant never ending learning mode. We should view our life as a “creative...
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...How effective was Ko in defining and framing a vision for Motorola Penang? In what ways were her efforts similar to and different from the example of Charles Schwab citied earlier? How did Ko resolve the dilemma of where visions come from? Where did she find her vision? S. K. Ko had a very aggressive and challenging vision for Motorola Penang. She struggled with the most effective way of making that vision a reality. Ideal vision is something that inspires and directs people. There is always a tension for a leader when it comes to giving and receiving a vision. She engaged many of her top team in discussions about the challenges of the future of the facility. She had many specific and concrete ideas but didn’t want to seem to be imposing them on the group. She wanted to get most involvement possible to ensure all relevant information was considered that would be tasked with making the vision a reality. Ko’s philosophy reflects a positive, familial, celebrate every accomplishment kind of work environment. She saw technology as a two sided coin that would eliminate low skill job at the same time that it brought new opportunities. She was committed to rapidly moving Motorola Penang to produce more complex systems products, creating an increased demand for technicians and engineers and potentially less demand for unskilled operators. Besides Charles Schawb anticipated a need in the middle class. His vision led him the unique path. It took his organization to places other organizations...
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...Augmented Reality – Where it Started from and Where It’s Going Veronika Szucs, Silvia Paxian and Cecília Sik Lanyi Additional information is available at the end of the chapter http://dx.doi.org/10.5772/59796 1. Introduction This study provides an overview of augmented reality (Augmented Reality, AR) and some of its important and popular areas of application. Augmented reality technology integrates 3D virtual objects into a real 3D environment, in real time. This book chapter presents the areas of everyday life where AR can be used (including, but not limited to): medical informatics, production repair, visualization, route planning, entertainment and military applications, marketing tasks and education. The basic characteristics of AR systems, the need for compro‐ mise in their applicability, and optical and video mixing approaches are presented in the chapter. The chapter introduces the two main areas of sensor errors, which are considered as a basic problem during the design of efficient augmented reality systems. We summarize how the current devices are able to solve these problems. The expected future direction of AR technology developments and the areas where further research is needed are simultaneously introduced. 1.1. Aims In the course of preparing the study, the actualities of augmented reality technologies have been reviewed. Questions associated with differing scope of application, design and imple‐ mentation problems of augmented reality systems...
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...prologue, which has the appearance of the Medieval dream-vision. In the dream-vision, the characters listen to the advice and reasoning given to them. As a result, there are no consequences for them. Therefore, it ends in happiness for all (Gopen, 49). This promotes the ideal for perfection in one’s life. As a ‘vision of utopia’, this lesson demonstrates the moral goodness of Christ’s teachings and stories. However, these divine stories convey falsehood as not everything in life is good. Furthermore, the choices people make are not always morally righteous, which is proven in “The Cock and the Jasp” and “The Lion and the Mouse”. In this sense, Christian stories distort the truth and reality. In relation to Henryson, he showcases the good and the harsh realities of life, but in an alarming, humorous and witty way. Though Henryson follows symmetry and centrality, which has divine appearances, it seems that he is trying to open the eyes of the reader to determine that there is not one truth and one way of thinking. This means that Plato’s theory The Allegory of the Cave holds true within Henryson’s fables as one need to escape the cave to discover true enlightenment and...
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... V-Gym’s mission statement and vision ………………………………………….. 4 Values and guiding principles..,………………………………………….………. 5 Organization’s strategic direction and aims …………………………..…………. 6 Customers need satisfaction and Achievement of Competitive Advantage……… 6 Conclusion………...………………………………………………………………. 7 References………...………………………………………………………………. 9 Introduction A Strategic plan is fundamental to conceptualizing and building up new business that existed for success. Mission, vision, and value statements are crucial factors that take a place as guiding and controlling standards for a business's strategic initiatives. This paper is Part 1 of my strategic plan descriptive analysis of mission and vision of V-Gym, and how all these statements will help V-Gym to separate itself from its rivals. In addition to that, the paper likewise discuss V-Gym's values, which are represented by its vision and mission statements, and how these values guide the organization's strategic directions, which thus will help the organization to fulfill its stakeholders, expand productivity, and separate itself from its rivals. V-Gym Analysis My business plan is focusing on developing a virtual Gym, Known as V-Gym. Basically V-Gym, is a combination between internet Gym and Virtual reality imaging provided by the latest invention of the virtual glasses named "Oculus Rift". "The Oculus Rift, a ground-breaking virtual reality headset for immersive gaming" (Oculus...
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...large-scale organizational change, where the individual faces with the set of new changes, e-business, cultural transformation and globalization. It is possible to make a statement that in the age of turbulence, if such reality is handled by an individual in a proper manner, one wins. In order to understand the core reason of success in one organisation and lack of success in another one, it is essential to refer to the flow of large-scale and effective change efforts. In accordance with the classification, offered by Kotter and Cohen's in The Heart of Change, there are eight steps, incorporated into the change. They are the following: 1. Creating the sense of urgency in order to motivate smart people to tell other participants of the process that here is a need to go and to change the things; 2. Pulling together a guiding team, which is powerful enough for guiding a big change. 3. Creating simple, clear and uplifting visions and the setting the strategies. 4. Introducing the vision through heartfelt and simple messages, which are addressed to the target audience through multiple channels in such manner that people start joining the process of making a change; 5. Empowering individuals by removing limitations to the vision; 6. In order provide a momentum- developing and launching into the practice the short-term wins; 7. Maintaining the momentum in such way that the wave...
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...In this lab, a thrower tossed beanbags until they hit the target five consecutive times. In Part 1, the thrower did not wear the altered reality goggles, but put them on for Part 2. After the thrower got five consecutive tosses into the target, they removed their goggles for Part 3. Part 2 took the longest to get five consecutive beanbags on the target. This is because the goggles altered the wearer’s vision by 10 degrees. Because the wearer sees everything to the left or right of its actual location, the sensory input the wearer is getting is not accurate. The first part of this lab took the fewest tosses because our brain was using established pathways and could trust the sensory input it was getting from the eyes. The brain must find it easier to use the established pathways. Our brain was unused to thinking 10...
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...In response to your request, this memo offers a policy for your next six months as Commissioner of the Department of Juvenile Justice (DJJ). Your upcoming retreat provides an excellent opportunity to relate the current realities to your staff: ⋅ Contradictions between mission and practice point to weak leadership rooted in an inflexible institutional structure. ⋅ Uncoordinated work and lack of accountability is clear in the disconnection and distrust between agency divisions. ⋅ Field employees feel undervalued by and disengaged from the central administration as shown in their justification of on-the-job rebellions. ⋅ Counselors lack the ability and direction to provide consistent and necessary services to their two distinct populations...
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...Assignment 03 How effective was Ko in defining and framing a vision for Motorola Penang? In what ways were her efforts similar to and different from the example of Charles Schwab citied earlier? How did Ko resolve the dilemma of where visions come from? Where did she find her vision? S. K. Ko had a very aggressive and challenging vision for Motorola Penang. She struggled with the most effective way of making that vision a reality. Ideal vision is something that inspires and directs people. There is always a tension for a leader when it comes to giving and receiving a vision. She engaged many of her top team in discussions about the challenges of the future of the facility. She had many specific and concrete ideas but didn’t want to seem to be imposing them on the group. She wanted to get most involvement possible to ensure all relevant information was considered that would be tasked with making the vision a reality. Ko’s philosophy reflects a positive, familial, celebrate every accomplishment kind of work environment. She saw technology as a two sided coin that would eliminate low skill job at the same time that it brought new opportunities. She was committed to rapidly moving Motorola Penang to produce more complex systems products, creating an increased demand for technicians and engineers and potentially less demand for unskilled operators. Besides Charles Schawb anticipated a need in the middle class. His vision led him the unique path. It took his organization to places...
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