Six Styles of leadership and my Disc profile I will carefully explore my leadership profile. Examining my strengths, how I can further build on these strengths, my weaknesses and my action plan on how to turn these weaknesses into strengths. I will speak to my journey from a film director (entrepreneur) to being CEO of an advertising agency demonstrating how my leadership style and emotional intelligence have evolved. I will highlight what I think it takes to be an effective leader that gets results
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quantities that influence an individual’s characteristic behavior patterns, in a stable and distinctive manner”. In general terms, this means personality is the enduring traits or characteristics that make people different. It is significant, when examining the effect of personality on career success, to take into consideration the difference between extrinsic and intrinsic career success. While extrinsic is reflected by salary and promotion outcomes - which has more focus by recent studies - intrinsic
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Department of Management, Marketing and Logistics John Carroll University University Heights, OH rmiguel@jcu.edu Abstract Emotionally intelligent leadership (EIL) theory combines relevant models, theories, and research in the areas of emotional intelligence (EI) and leadership. With an intentional focus on context, self and others, emotionally intelligent leaders facilitate the attainment of desired outcomes. The 21 capacities described by the theory equip individuals with the knowledge, skills
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Giftedness There is no unified definition of giftedness among different cultures, but all of them focus on the exceptional performance of gifted students. For instance, the US uses the Stanford-Binet Intelligence Test and considers gifted students to be the top one to three percent in general intelligence ability (Terman & Oden, 1947). The National Society for the Gifted and Talented (2012) regards gifted students as “Youth with outstanding talent who perform at remarkably high levels at accomplishment
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INTRODUCTION The 19th century saw a "strong awakening of interest in humane treatment of the mentally retarded" (Anastasi, 1982 p.5). However, examining some of the writings of the 20th century (Huey, 1912; Fernald 1912 in Anastasi, 1982; Foster, 1990), the attitudes of those purportedly concerned with the mentally retarded seemed anything but humanitarian. Parekh and Jackson (1997) make an important point, that a common perception exists that mentally retarded children are social outcasts, due
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Test (a non-verbal measure) for Setswana-speaking university students. The US normative sample is described as participants (N = 899) aged 18 to 29 years who were screened beforehand to exclude individuals with a history of neurological, learning, emotional and attention difficulties. The South African sample consisted of university students (N = 93) from both genders, between the ages of 18 and 29, who were screened in terms of hearing and visual impairments and any history of psychiatric or neurological
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Examining Emotions, Attitudes, and Job Satisfaction BUS 520 – Leadership and Organizatinal Behavior . Emotion, attitude and job satisfaction can influence decision-making. A poor decision-making is an effect of negative behavior or mood and can interfere with a person’s job or decision-making. Job satisfaction is another way whereby employees can be influence. Emotions determine job satisfaction (and vice-versa) and how employees attitude influence the performance of the organization
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blind-eye to these misdeeds. Seemingly a dichotomy exists, whereby livestock and animals raised for human consumption (Hereinafter “food animals”) are allowed to be treated in ways that would be unthinkable for family pets and other creatures. By examining the morality and misconceptions behind this mindset, the financial realities of the industry, and the inherent health concerns associated with these activities, it will become evident that food animals clearly deserve to be treated more humanely
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enduring personality characteristics that influence how managers perform their jobs, as well as how they view other people, their organizations, and the world around them. It then discusses how managers’ values, attitudes, moods, and level of emotional intelligence can impact the way they perform their job. The chapter closes with a discussion of organizational culture and explains how managers both create and influence it. LEARNING OBJECTIVES 1. Describe the various personality traits that affect
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will serve to provide a broad understanding of the unique capabilities of this population. Recent research examining strengths in children with ADHD has begun to identify a number of areas in which these children are no different from those without ADHD. Children with ADHD have been found to demonstrate cognitive strengths in the areas of logical thinking and reasoning, emotional intelligence, and creativity. There is a need to continue this avenue of research so as to better understand areas of ability
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