FEEDBACK TUTORIAL LETTER

Size: px
Start display at page:

Download "FEEDBACK TUTORIAL LETTER"

Transcription

1 FEEDBACK TUTORIAL LETTER 1 ST SEMESTER 2017 ASSIGNMENT 2 ORGANISATIONAL BEHAVIOUR OSB611S 1

2 Page1 OSB611S - FEEDBACK TUTORIAL LETTER FOR ASSIGNMENT Dear student The purpose of this tutorial letter is to provide feedback on Assignment 2. Please read the tutorial letter carefully to see where you have done well and where you need to improve for examination purposes. Do not hesitate to contact me should you require additional guidance on your examinations preparations. It is my duty to assist you when needed. I am also including I few examination pointers. Please, this does not mean you should ignore the rest of the topics/ chapters. You should study everything but pay special attention to those highlighted aspects. FEEDBACK ON ASSIGNMENT 2 This assignment had two parts. A case study and structured questions Most of you performed very well with the highest score being 80%. Well done! PART A- CASE STUDY Some of you still struggle with case studies. In future please attend weekend tutorial classes and vacation school where I give a lot of attention to the issue of case studies. Case studies are based on the application of theory and not copying text directly from the case. Here are some tips on answering case studies: - Read through the case several times. - Identify the unit in your study guide that the case is addressing - Identify the mail role players and their contributions to the story line - What is the main problem? - Only after doing all of the above, attempt to answer the questions. 1

3 Page2 - If there is any words/phrases or sentences that you do not understand in the case study, feel free to contact me for clarification. - The case study provides a good opportunity to increase your marks because you can apply your own ideas and thoughts on issues, provided that you can motivate what you say. - Question1: Case study(14 marks) 1. What aspects of motivation might workplace bullying reduce? For example, are there likely to be effects on an employee s self-efficacy? If so, what might those effects be? (2) Answer: It appears that workplace bullying reduces the level of motivation exerted by individuals to go beyond a level of performance than what is minimally acceptable. It could be argued that individuals self-efficacy is diminished in that those who are victims of bullying tend to downgrade the organization that they work for, cease to engage in citizenship behavior, etc. These reactions may affect an individual s self worth over the long run. 2. If you were a victim of workplace bullying, what steps would you take to try to reduce its occurrence? (5) Answer: Students need to provide a strategy for dealing with this type of behavior. It is clearly an opinion based question that has significant latitude to accommodate a wide range of responses. 2

4 Page3 3. What factors do you believe contribute to workplace bullying? Are bullies a product of the situation, or are they flawed personalities? What situations and what personality factors might contribute to the presence of bullies? (4) Answer: Some factors could be work history (that is emulating one s former supervisor), a lack of appropriate management training and development, low self-esteem, insecurity, lack of adequate job knowledge. 4. Of the three types of organizational justice, which one does workplace bullying most closely resemble and why? (3) Answer: An argument can be made that distributive justice is at work here in that the workplace bully is attempting to influence the distribution of rewards, etc. in the workplace. Arguments may be made for retributive justice if one is dealing with the disposition of the one engaged in the bullying behavior. Question 2 Structured Questions Most of you did well here. I am however concerned about the copy and paste that is taking place. Please this is not acceptable at your level. In future, please avoid that and paraphrase, summarise, include your own ideas and own examples. 2.1 Discuss the five value dimensions of national culture described by Hofstede. Explain where you think Namibia ranks on each of the five dimensions. (10) a) Power distance is the degree to which people accept that power in institutions and organizations is distributed unequally. Namibia score high on power distance 3

5 Page4 b) Individualism/collectivism is the degree to which people prefer to act as individuals or as members of a group. Namibia is slowly moving towards a individualistic country c) Achievement/nurturing is the degree to which values such as assertiveness, the acquisition of money and material goods and competition prevail versus the degree to which people value relationships, and show sensitivity and concern for the welfare of others. Namibia score high on this aspect. d) Uncertainty avoidance is the degree to which people prefer structured over unstructured situations. Namibia score relatively high on this. e) Long-term/short-term orientation is the degree to which people look to the future or to the past and present. The latter emphasizes respect for tradition and fulfilling social obligations. Namibia score high on shortterm orientation. 2.2 Explain with relevant work related examples, six common decision making biases or errors. (12) Overconfidence Bias. When we re given factual questions and asked to judge the probability that our answers are correct, we tend to be far too optimistic. Anchoring Bias. The anchoring bias is a tendency to fixate on initial information as a starting point. Once set, we then fail to adequately adjust for subsequent information. The anchoring bias occurs because our mind appears to give a disproportionate amount of emphasis to the first information it receives. So initial impressions, ideas, prices, and estimates carry undue weight relative to information received later. 4

6 Page5 Confirmation Bias. The rational decision-making process assumes that we objectively gather information. But we don t. We selectively gather information. The confirmation bias represents a specific case of selective perception. We seek out information that reaffirms our past choices, and we discount information that contradicts past judgments. Availability Bias. This is the tendency for people to base their judgments on information that is readily available to them. Events that evoke emotions, that are particularly vivid, or that have occurred more recently tend to be more available in our memory. As a result, we tend to be prone to overestimating unlikely events like an airplane crash. The availability bias can also explain why managers, when doing annual performance appraisals, tend to give more weight to recent behaviors of an employee than those behaviors of six or nine months ago. Escalation of Commitment Error. This refers to staying with a decision even when there is clear evidence that it s wrong. Individuals escalate commitment to a failing course of action when they view themselves as responsible for the failure. Escalation of commitment is also congruent with evidence that people try to appear consistent in what they say and do. Increasing commitment to previous actions conveys consistency. Randomness Error. Human beings have a lot of difficulty dealing with chance. Most of us like to believe we have some control over our world and destiny. Although we undoubtedly can control a good part of our future by rational decision making, the truth is that the world will always contain random events. Decision making becomes impaired when we try to create meaning out of random events. 5

7 Page6 Winner s Curse. The winner s curse argues that the winning participants in a competitive auction typically pay too much for the item. Hindsight bias. The hindsight bias is the tendency for us to believe falsely that we d have accurately predicted the outcome of an event, after that outcome is actually known. When something happens and we have accurate feedback on the outcome, we seem to be pretty good at concluding that this outcome was relatively obvious. GENERAL COMMENTS: Once again most assignments did not meet academic standards. Academic assignments should have an introduction, body and conclusion. Sources must be cited as per APA style of referencing. I deducted marks as a penalty because I addressed this issue several times before and I even informed you that there will be a deduction of marks. Obviously, those that adhered to this scored some bonus marks. Most of you had a reference list, but not all sources were reflected on the reference list. Remember that the Polytechnic uses APA style of referencing. The library should be able to help. There is even a manual that you can buy at an affordable fee to help you on how to cite sources. Avoid bullet points, write in paragraphs and elaborate on issues. Avoid copy and paste!!! POINTS FOR EXAMINATION PREPERATION Make sure that you understand what is expected from you. Read questions several times before attempting to answer them 6

8 Page7 Read the case study several times and make sure you understand the general theme and what unit/chapter in the book it is addressing. Examinations Format: - The examinations will have following format : - There will be three sections: Section A Multiple choice (20 marks), - True/ False (10 marks) Section B - Case study (20 marks) Section C - Structured questions ( 60 marks) To answer multiple choice and true and false questions, you need to read through all chapters with understanding. I can thus not give you a scope for multiple choice and true and false questions. Scope for structured questions Concentrate on the following units: Attitudes and Job Satisfaction Emotions and Moods Personality and Values Decision making Motivation: From Concepts to Applications Motivational theories especially Reinforcement and Equity theories Work teams I hope the above will somehow help you in your preparations. 7

9 Page8 Please feel free to contact me before the examinations should you require assistance with some units/ chapters. Good luck with the examinations!!! Ms. Elaine Enkali Tel:

ORGANISATIONAL BEHAVIOUR

ORGANISATIONAL BEHAVIOUR ORGANISATIONAL BEHAVIOUR LECTURE 3, CHAPTER 6 A process through which Individuals organize and interpret their sensory impressions in order to give meaning to their environment. PERCEPTION Why is Perception

More information

2015 NADTA Conference Pre-Education Committee Book Club Everyday Bias, Howard J. Ross, Suggested Group Discussion Questions

2015 NADTA Conference Pre-Education Committee Book Club Everyday Bias, Howard J. Ross, Suggested Group Discussion Questions 2015 NADTA Conference Pre-Education Committee Book Club Everyday Bias, Howard J. Ross, Suggested Group Discussion Questions 1. After reading this book, which research examples stand out the most in your

More information

Attitudes, Self- Concept, Values, and Ethics

Attitudes, Self- Concept, Values, and Ethics 3-1 3-2 Chapter 3 Attitudes, Self- Concept, Values, and Ethics McGraw-Hill/Irwin 2008 The McGraw-Hill Companies, Inc. All rights reserved 3-3 Introduction Job satisfaction is based on attitudes, which

More information

MHR Chapter 5. Motivation: The forces within a person that affect his or her direction, intensity and persistence of voluntary behaviour

MHR Chapter 5. Motivation: The forces within a person that affect his or her direction, intensity and persistence of voluntary behaviour MHR Chapter 5 Motivation: The forces within a person that affect his or her direction, intensity and persistence of voluntary behaviour Employee Engagement: Individual s emotional and cognitive motivation,

More information

Here s a list of the Behavioral Economics Principles included in this card deck

Here s a list of the Behavioral Economics Principles included in this card deck Here s a list of the Behavioral Economics Principles included in this card deck Anchoring Action Goals Availability Bias Decision Paralysis Default Bias Disposition Effect Ego Depletion Endowment Effect

More information

Strategic Decision Making. Steven R. Van Hook, PhD

Strategic Decision Making. Steven R. Van Hook, PhD Strategic Decision Making Steven R. Van Hook, PhD Reference Textbooks Judgment in Managerial Decision Making, 8th Edition, by Max Bazerman and Don Moore. New York: John Wiley & Sons, 2012. ISBN: 1118065700

More information

Lesson 12. Understanding and Managing Individual Behavior

Lesson 12. Understanding and Managing Individual Behavior Lesson 12 Understanding and Managing Individual Behavior Learning Objectives 1. Identify the focus and goals of individual behavior within organizations. 2. Explain the role that attitudes play in job

More information

FAQ: Heuristics, Biases, and Alternatives

FAQ: Heuristics, Biases, and Alternatives Question 1: What is meant by the phrase biases in judgment heuristics? Response: A bias is a predisposition to think or act in a certain way based on past experience or values (Bazerman, 2006). The term

More information

CHAPTER 10 Educational Psychology: Motivating Students to Learn

CHAPTER 10 Educational Psychology: Motivating Students to Learn BEFORE YOU READ... The material included in Chapter 10 focuses on motivation: the internal processes that activate, guide, and maintain behavior. Some of the theoretical concepts associated with motivation

More information

The Power of Feedback

The Power of Feedback The Power of Feedback 35 Principles for Turning Feedback from Others into Personal and Professional Change By Joseph R. Folkman The Big Idea The process of review and feedback is common in most organizations.

More information

TTI Personal Talent Skills Inventory Coaching Report

TTI Personal Talent Skills Inventory Coaching Report TTI Personal Talent Skills Inventory Coaching Report "He who knows others is learned. He who knows himself is wise." Lao Tse Mason Roberts District Manager YMCA 8-1-2008 Copyright 2003-2008. Performance

More information

A Helping Model of Problem Solving

A Helping Model of Problem Solving A Helping Model of Problem Solving Prepared By Jim Messina, Ph.D., CCMHC, NCC, DCMHS Assistant Professor, Troy University Tampa Bay Site This topic available on www.coping.us Steps to helping a helpee

More information

Self-Handicapping Variables and Students' Performance

Self-Handicapping Variables and Students' Performance Georgia Southern University Digital Commons@Georgia Southern SoTL Commons Conference SoTL Commons Conference Mar 12th, 4:00 PM - 5:45 PM Self-Handicapping Variables and Students' Performance Lugenia Dixon

More information

Conflict Management & Problem Solving

Conflict Management & Problem Solving Conflict Management & Problem Solving Ground Rules S L O W down the conversation Put your thinking on the table, not your finished thought Stay open to influence be willing to move your stake Listen in

More information

The Decision Making Process

The Decision Making Process DECISION MAKING PROCESS SLIDE 1 INTRODUCTORY SLIDE For those who would like to walk students through a more traditional-looking process of Decision Making When Ethics Are in Play, the following notes and

More information

MHR 405-Chapter 2. Motivation: The forces within a person that affect his or her direction, intensity and persistence of voluntary behaviour

MHR 405-Chapter 2. Motivation: The forces within a person that affect his or her direction, intensity and persistence of voluntary behaviour MHR 405-Chapter 2 Motivation: The forces within a person that affect his or her direction, intensity and persistence of voluntary behaviour Figure 2.1 Ability: The natural aptitudes and learned capabilities

More information

5 Individual Differences:

5 Individual Differences: 5 Individual Differences: Self-Concept, Personality & Emotions Chapter From Self-Concept to Self-Management Personality: Concepts and Controversy Emotions: An Emerging OB Topic Self-Esteem 5-3 Self-Esteem

More information

c) Redraw the model and place on it relevant attributions for each of the four boxes.

c) Redraw the model and place on it relevant attributions for each of the four boxes. CHAPTER 6: Attribution theory, self-efficacy and confidence, and leadership Practice questions - text book pages 107-108 1) a) Figure 6.21 partly illustrates Weiner s model of attribution. Explain the

More information

COACH WORKPLACE REPORT. Jane Doe. Sample Report July 18, Copyright 2011 Multi-Health Systems Inc. All rights reserved.

COACH WORKPLACE REPORT. Jane Doe. Sample Report July 18, Copyright 2011 Multi-Health Systems Inc. All rights reserved. COACH WORKPLACE REPORT Jane Doe Sample Report July 8, 0 Copyright 0 Multi-Health Systems Inc. All rights reserved. Response Style Explained Indicates the need for further examination possible validity

More information

The Cognitive Model Adapted from Cognitive Therapy by Judith S. Beck

The Cognitive Model Adapted from Cognitive Therapy by Judith S. Beck The Cognitive Model Adapted from Cognitive Therapy by Judith S. Beck Automatic Thoughts The Cognitive Model is based on the idea that our emotions and behaviors are influenced by our perceptions of events.

More information

CHAPTER 6 BASIS MOTIVATION CONCEPTS

CHAPTER 6 BASIS MOTIVATION CONCEPTS CHAPTER 6 BASIS MOTIVATION CONCEPTS WHAT IS MOTIVATION? "Maybe the place to begin is to say what motivation isn't. Many people incorrectly view motivation as a personal trait that is, some have it and

More information

IT S A WONDER WE UNDERSTAND EACH OTHER AT ALL!

IT S A WONDER WE UNDERSTAND EACH OTHER AT ALL! It s a Wonder we Understand Each Other at All! Pre-Reading 1 Discuss the following questions before reading the text. 1. Do you think people from different cultures have different communication styles?

More information

Chapter 22. Joann T. funk

Chapter 22. Joann T. funk Chapter 22 Persuasive Essays Joann T. funk Persuasive writing has the goal of convincing readers that a certain perspective is the desired one. A scholarly writer should persuade without showing any bias.

More information

Motivation CHAPTER FIFTEEN INTRODUCTION DETAILED LECTURE OUTLINE

Motivation CHAPTER FIFTEEN INTRODUCTION DETAILED LECTURE OUTLINE CHAPTER FIFTEEN Motivation INTRODUCTION Many of us have unrealized abilities. Some of us could run marathons, others could write novels, and still others could get straight A s in management classes. But

More information

reward based power have ability to give you what you want. coercive have power to punish

reward based power have ability to give you what you want. coercive have power to punish Chapter 7 Finding and Using Negotiation Power Why Power Important to Negotiators? Seeking power in negotiations from 1 of 2 perceptions: 1. Negotiator believes he has less power than other party 2. Negotiator

More information

C. Identify gender differences in communication. 9. Men and women communicate in different ways, primarily because of socialization and status.

C. Identify gender differences in communication. 9. Men and women communicate in different ways, primarily because of socialization and status. ORGANIZATIONAL BEHAVIOR: AN EXPERIENTIAL APPROACH EIGHTH EDITION Joyce S. Osland PART 2 CREATING EFFECTIVE WORK GROUPS Chapter 8 Interpersonal Communication OBJECTIVES: A. Understand the transactional

More information

Organizational Behaviour

Organizational Behaviour Bachelor of Commerce Programme Organizational Behaviour Individual Behaviour Perception The Da Vinci Institute for Technology Management (Pty) Ltd Registered with the Department of Education as a private

More information

Evaluation of the Type 1 Diabetes Priority Setting Partnership

Evaluation of the Type 1 Diabetes Priority Setting Partnership Evaluation of the Type 1 Diabetes Priority Setting Partnership Introduction The James Lind Alliance (JLA) Type 1 Diabetes Priority Setting Partnership (PSP) was established in 2010. The PSP began its process

More information

Organizational Behaviour

Organizational Behaviour Bachelor of Commerce Programme Organizational Behaviour Individual Behaviour Attitudes The Da Vinci Institute for Technology Management (Pty) Ltd Registered with the Department of Education as a private

More information

The Knowing-Doing Gap

The Knowing-Doing Gap College of Agricultural, Consumer and Environmental Sciences You Are What You Think: Creating a Mindset of Wellness Dr. Raquel Garzon NMSU Cooperative Extension Services Nutrition and Wellness Specialist

More information

Behavioural models. Marcus Bendtsen Department of Computer and Information Science (IDA) Division for Database and Information Techniques (ADIT)

Behavioural models. Marcus Bendtsen Department of Computer and Information Science (IDA) Division for Database and Information Techniques (ADIT) Behavioural models Cognitive biases Marcus Bendtsen Department of Computer and Information Science (IDA) Division for Database and Information Techniques (ADIT) Judgement under uncertainty Humans are not

More information

The following is a brief summary of the main points of the book.

The following is a brief summary of the main points of the book. In their book The Resilience Factor (Broadway Books 2002), Reivich and Shatte describe the characteristics, assumptions and thinking patterns of resilient people and show how you can develop these characteristics

More information

Step 2 Challenging negative thoughts "Weeding"

Step 2 Challenging negative thoughts Weeding Managing Automatic Negative Thoughts (ANTs) Step 1 Identifying negative thoughts "ANTs" Step 2 Challenging negative thoughts "Weeding" Step 3 Planting positive thoughts 'Potting" Step1 Identifying Your

More information

FISAF Sports Aerobics and Fitness International Fitness Judges Certification Program (IFJCP)

FISAF Sports Aerobics and Fitness International Fitness Judges Certification Program (IFJCP) FISAF Sports Aerobics and Fitness International Fitness Judges Certification Program (IFJCP) Content 1 Introduction... 3 2 FISAF International Competition Structure... 4 3 The International Fitness Judges

More information

Introduction to SOCIAL STYLE sm

Introduction to SOCIAL STYLE sm Introduction to SOCIAL STYLE sm 11 The TRACOM Corporation All Rights Reserved Disconnect -to interrupt; detach Noun; a lack of communication or agreement The TRACOM Corporation All Rights Reserved Reconnect

More information

Assertive Communication/Conflict Resolution In Dealing With Different People. Stephanie Bellin Employer Services Trainer

Assertive Communication/Conflict Resolution In Dealing With Different People. Stephanie Bellin Employer Services Trainer Assertive Communication/Conflict Resolution In Dealing With Different People Stephanie Bellin Employer Services Trainer The Passive Communicator Often complain and feel they are being treated unfairly.

More information

MTQ48. Developing individuals and the organisation

MTQ48. Developing individuals and the organisation MTQ48 Developing individuals and the organisation What is mental toughness? The quality which determines in large part how people deal with challenge, stressors and pressure... irrespective of prevailing

More information

CONCEPTS GUIDE. Improving Personal Effectiveness With Versatility

CONCEPTS GUIDE. Improving Personal Effectiveness With Versatility CONCEPTS GUIDE Improving Personal Effectiveness With Versatility TABLE OF CONTENTS PAGE Introduction...1 The SOCIAL STYLE MODEL TM...1 Where Did Your Style Come From?...1 SOCIAL STYLE and Versatility Work...

More information

Achievement: Approach versus Avoidance Motivation

Achievement: Approach versus Avoidance Motivation LP 11E Achievement motivation 1 Achievement: Approach versus Avoidance Motivation Approach motivation: A motivation to experience positive outcomes Avoidance motivation: A motivation not to experience

More information

CHAPTER 7: Achievement motivation, attribution theory, self-efficacy and confidence. Practice questions - text book pages

CHAPTER 7: Achievement motivation, attribution theory, self-efficacy and confidence. Practice questions - text book pages QUESTIONS AND ANSWERS CHAPTER 7: Achievement motivation, attribution theory, self-efficacy and confidence Practice questions - text book pages 111-112 1) Which one of the following best explains achievement

More information

LIVE YOUR BEST LIFE: HELP GUIDE # 21 Helping students be Effective Learners Program LIVE YOUR BEST LIFE

LIVE YOUR BEST LIFE: HELP GUIDE # 21 Helping students be Effective Learners Program LIVE YOUR BEST LIFE LIVE YOUR BEST LIFE To achieve your best academically you need to make the most of all feedback from any tests or examinations. You should read each point and highlight the key phrases in that point. Discuss

More information

CHAPTER 3: SOCIAL PERCEPTION: UNDERSTANDING OTHER PEOPLE CHAPTER OVERVIEW

CHAPTER 3: SOCIAL PERCEPTION: UNDERSTANDING OTHER PEOPLE CHAPTER OVERVIEW CHAPTER 3: SOCIAL PERCEPTION: UNDERSTANDING OTHER PEOPLE CHAPTER OVERVIEW Chapter 3 covers three main topics: impressions others make on us, attribution processes and biases, and the impressions we make

More information

How to use this recording

How to use this recording Paragraphs That Pop How to use this recording Watch the video Do the activities Download the slides: http://sls.navitasprofessional.edu.au/webinar-recordings-materials/all Goals for this session Learn

More information

People. Overcoming Negativity in the workplace. Positive VS Negative. Habits of Negative People. They... Habits of Positive People

People. Overcoming Negativity in the workplace. Positive VS Negative. Habits of Negative People. They... Habits of Positive People Overcoming Negativity in the workplace People Positive VS Negative Martha N. Bryan, Presenter 425 337 1838 marthabryan@bryanandbryanassoc.com Habits of Negative People Attendance problems Unlikeable and

More information

EMOTIONAL INTELLIGENCE QUESTIONNAIRE

EMOTIONAL INTELLIGENCE QUESTIONNAIRE EMOTIONAL INTELLIGENCE QUESTIONNAIRE Personal Report JOHN SMITH 2017 MySkillsProfile. All rights reserved. Introduction The EIQ16 measures aspects of your emotional intelligence by asking you questions

More information

Understanding the True Realities of Influencing. What do you need to do in order to be Influential?

Understanding the True Realities of Influencing. What do you need to do in order to be Influential? Understanding the True Realities of Influencing. What do you need to do in order to be Influential? Background and why Influencing is increasingly important? At Oakwood Learning we have carried out our

More information

Actor-Observer Bias One of the most established phenomenon in social psychology YOUR behavior is attributed to OTHER S behavior is attributed to

Actor-Observer Bias One of the most established phenomenon in social psychology YOUR behavior is attributed to OTHER S behavior is attributed to 1 The Self in Social Psychology Disclaimer: there are many class demonstrations not included in the notes (to prevent ruining them); if you miss this lecture, you should get the notes from someone in the

More information

Contents. 2. What is Attention Deficit Hyperactive Disorder? How do I recognise Attention Deficit Hyperactive Disorder? 7

Contents. 2. What is Attention Deficit Hyperactive Disorder? How do I recognise Attention Deficit Hyperactive Disorder? 7 Contents 1. ADHD: The background 1 2. What is Attention Deficit Hyperactive Disorder? 5 3. How do I recognise Attention Deficit Hyperactive Disorder? 7 4. Making whole school changes for ADHD children

More information

School of Psychology. Professor Richard Kemp. Cognitive Bias: Psychology and Forensic Science

School of Psychology. Professor Richard Kemp. Cognitive Bias: Psychology and Forensic Science School of Psychology Professor Richard Kemp Cognitive Bias: Psychology and Forensic Science Professor Bryan Found Cognitive Bias: Psychology and Forensic Science What is Cognitive Bias and why does it

More information

Family Connections Validation Skills

Family Connections Validation Skills Page 24 Definition of validation What Is Validation? (Fruzzetti) Identifying and communicating your understanding of what the other person is saying or feeling in a CLEAR way Communicate what you understand

More information

Exploring YOUR inner-self through Vocal Profiling

Exploring YOUR inner-self through Vocal Profiling Exploring YOUR inner-self through Vocal Profiling Thank you for taking the opportunity to experience the BioVoice computer program. As you speak into the microphone, the computer will catalog your words

More information

Resilience in the RTW Context

Resilience in the RTW Context Resilience in the RTW Context Fred Cicchini Chief Operations Manager Injury Treatment This presentation has been prepared for the Actuaries Institute 2013 Injury Schemes Seminar. The Institute Council

More information

Title:Continuity of GP care is associated with lower use of complementary and alternative medical providers A population-based cross-sectional survey

Title:Continuity of GP care is associated with lower use of complementary and alternative medical providers A population-based cross-sectional survey Author's response to reviews Title:Continuity of GP care is associated with lower use of complementary and alternative medical providers A population-based cross-sectional survey Authors: Anne Helen Hansen

More information

PHASE 1 OCDA Scale Results: Psychometric Assessment and Descriptive Statistics for Partner Libraries

PHASE 1 OCDA Scale Results: Psychometric Assessment and Descriptive Statistics for Partner Libraries Running head: PHASE I OCDA RESULTS PHASE 1 OCDA Scale Results: Psychometric Assessment and Descriptive Statistics for Partner Libraries Paul J. Hanges, Juliet Aiken, Xiafang Chen & Hali Chambers University

More information

Chapter 3 Perceiving Ourselves and Others in Organizations

Chapter 3 Perceiving Ourselves and Others in Organizations Chapter 3 Perceiving Ourselves and Others in Organizations Changing Perceptions at Camp FFIT - Camp FFIT is part of the Ottawa Fire Service s campaign to recruit more female firefighters - Aligning their

More information

Chapter 3: Perception and the Self in IPC 01/24/2012

Chapter 3: Perception and the Self in IPC 01/24/2012 Chapter 3: Perception and the Self in IPC 01/24/2012 Section 1: The Self in Interpersonal Communication Self Concept Your self concept develops from at least four sources: Others Images: Cooley s concept

More information

What is Social Psychology

What is Social Psychology What is Social Psychology Social psychology is a scientific concept that seeks to explain how the thoughts, feelings, and behaviors of individuals are influenced by the presence of others, or lack of others.

More information

29/05/2014. Motivational Approaches: Supporting Individuals With Complex Needs. Triangle Community Resources. Diverse and Complex Characteristics

29/05/2014. Motivational Approaches: Supporting Individuals With Complex Needs. Triangle Community Resources. Diverse and Complex Characteristics Motivational Approaches: Supporting Individuals With Complex Needs Triangle Community Resources Long history of delivering services specifically for Multi barriered individuals Extensive experience assisting

More information

CHAPTER THIRTEEN Managing Communication

CHAPTER THIRTEEN Managing Communication CHAPTER THIRTEEN Managing Communication 1 Effective Management 3 rd Edition Chuck Williams What Would You Do? JetBlue Headquarters Forest Hills, New York JetBlue offers direct flights, low fares, and great

More information

IMPROVING INTERPERSONAL RELATIONSHIPS. Facilitator: Ms. Vu Viet Hang (M.Ed)

IMPROVING INTERPERSONAL RELATIONSHIPS. Facilitator: Ms. Vu Viet Hang (M.Ed) IMPROVING INTERPERSONAL RELATIONSHIPS Facilitator: Ms. Vu Viet Hang (M.Ed) Communication Climate The emotional feelings that are present when people interact with one another Communication climates are

More information

TRACOM Sneak Peek Excerpts from. Self-Perception Guide

TRACOM Sneak Peek Excerpts from. Self-Perception Guide TRACOM Sneak Peek Excerpts from Self-Perception Guide Self-perception GUIDE Table of Contents Introduction...1 The SOCIAL STYLE MODEL TM............................................. 1 Where Did Your Style

More information

CHAPTER 2 FOUNDATIONS OF INDIVIDUAL BEHAVIOR

CHAPTER 2 FOUNDATIONS OF INDIVIDUAL BEHAVIOR CHAPTER 2 FOUNDATIONS OF INDIVIDUAL BEHAVIOR "Intelligence is but one characteristic that people bring with them when they join an organization. In this chapter, we look at how biographical characteristics

More information

individual differences strong situation interactional psychology locus of control personality general self-efficacy trait theory self-esteem

individual differences strong situation interactional psychology locus of control personality general self-efficacy trait theory self-esteem individual differences strong situation interactional psychology locus of control personality general self-efficacy trait theory self-esteem integrative approach self-monitoring A situation that overwhelms

More information

33 Multiple choice questions

33 Multiple choice questions NAME 33 Multiple choice questions 1. central route a. Aspect of persuasion, emotional appeals are quite powerful. Negative appeals play to the audience's b. Aspect of persuasion, whether or not someone

More information

Contents. Chapter. A Closer Look at You. Section 17.1 Your Personality Section 17.2 Develop a Positive Attitude. Chapter 17 A Closer Look at You

Contents. Chapter. A Closer Look at You. Section 17.1 Your Personality Section 17.2 Develop a Positive Attitude. Chapter 17 A Closer Look at You Chapter 17 A Closer Look at You Chapter 17 A Closer Look at You Contents Section 17.1 Your Personality Section 17.2 Develop a Positive Attitude 1 Section 17.1 Your Personality Personality develops from

More information

Performance Assessment Network

Performance Assessment Network Performance Assessment Network Winning Profile Athlete Inventory John C Doe Date: 10/18/00 2:20:18 PM Admin Id: A8941039 Tester Id: T1823327 Sport: Football Position: Quarterback Level: Professional Organization:

More information

Conflict It s What You Do With It!

Conflict It s What You Do With It! Conflict It s What You Do With It! Luc Bégin, Ombudsman Department of Canadian Heritage Presented to: Financial Management Institute of Canada November 27 th, 2013 True or False Sometimes the best way

More information

Head Up, Bounce Back

Head Up, Bounce Back Head Up, Bounce Back Resilience in YOUth Presented By: Kyshon Johnson, V.P. Youth M.O.V.E. Philadelphia YOUTH M.O.V.E. PHILADELPHIA We are Youth MOVE Philadelphia. We work under the City of Philadelphia

More information

college essays help victorylandgroup >>>CLICK HERE<<<

college essays help victorylandgroup >>>CLICK HERE<<< college essays help victorylandgroup college essays help victorylandgroup >>>CLICK HERE

More information

Using Your Brain -- for a CHANGE Summary. NLPcourses.com

Using Your Brain -- for a CHANGE Summary. NLPcourses.com Using Your Brain -- for a CHANGE Summary NLPcourses.com Table of Contents Using Your Brain -- for a CHANGE by Richard Bandler Summary... 6 Chapter 1 Who s Driving the Bus?... 6 Chapter 2 Running Your Own

More information

draft Big Five 03/13/ HFM

draft Big Five 03/13/ HFM participant client HFM 03/13/201 This report was generated by the HFMtalentindex Online Assessment system. The data in this report are based on the answers given by the participant on one or more psychological

More information

The Multifactor Leadership Questionnaire (MLQ) measures a broad range of leadership types from passive leaders, to leaders who give contingent rewards

The Multifactor Leadership Questionnaire (MLQ) measures a broad range of leadership types from passive leaders, to leaders who give contingent rewards Published by: Mind Garden, Inc. www.mindgarden.com info@mindgarden.com Copyright 1998, 2007, 2011, 2015 by Bernard M. Bass and Bruce J. Avolio. All rights reserved. Permission is hereby granted to reproduce

More information

(TEST BANK for Organizational Behavior Emerging Knowledge Global Reality 7th Edition by Steven McShane, Mary Von Glinow)

(TEST BANK for Organizational Behavior Emerging Knowledge Global Reality 7th Edition by Steven McShane, Mary Von Glinow) Organizational Behavior Emerging Knowledge Global Reality 7th Edition McShane Test Bank Completed download: https://testbankreal.com/download/organizational-behavior-emergingknowledge-global-reality-7th-edition-test-bank-mcshane-glinow/

More information

Basic Risk Assessment. Kemshall, H., Mackenzie, G., Wilkinson, B., (2011) Risk of Harm Guidance and Training Resource CD Rom, De Montfort University

Basic Risk Assessment. Kemshall, H., Mackenzie, G., Wilkinson, B., (2011) Risk of Harm Guidance and Training Resource CD Rom, De Montfort University Basic Risk Assessment Kemshall, H., Mackenzie, G., Wilkinson, B., (2011) Risk of Harm Guidance and Training Resource CD Rom, De Montfort University 1 Risk Assessment A continuous and dynamic process Fairness

More information

Motivational Interviewing (MI) NYS Care Management Coalition Training Conference. The latest updates from the new book MI 3

Motivational Interviewing (MI) NYS Care Management Coalition Training Conference. The latest updates from the new book MI 3 Motivational Interviewing (MI) NYS Care Management Coalition Training Conference The latest updates from the new book MI 3 What Is Motivational Interviewing? Conversations about change The spirit of MI

More information

The Power Of Self-Belief

The Power Of Self-Belief PERSPECTIVES EXPOSÉ The Power Of Self-Belief Our self-belief stems from our inner dialogue about our self-worth and the confidence we have in our ability. The way we feel about ourselves is reflected in

More information

MGMT 301 Exam 3 Answer Key 2. You would use an Autocratic leadership style in a CS call center

MGMT 301 Exam 3 Answer Key 2. You would use an Autocratic leadership style in a CS call center www.liontutors.com MGMT 301 Exam 3 Answer Key 1. A; This is the Law of Immediate Reinforcement 2. You would use an Autocratic leadership style in a CS call center 3. D; Your boss is asking you to look

More information

1a: Draw on knowledge of vocabulary to understand texts

1a: Draw on knowledge of vocabulary to understand texts Reading Domains 1a: Draw on knowledge of vocabulary to understand texts What does this word (choose a word) tell you about the character? What does this phrase (choose a phrase) tell you about the setting?

More information

SAFETY QUOTIENT. EMPLOYER REPORT For Hiring, Training & Coaching. June 20, Kelly Sample

SAFETY QUOTIENT. EMPLOYER REPORT For Hiring, Training & Coaching. June 20, Kelly Sample SAFETY QUOTIENT TM EMPLOYER REPORT For Hiring, Training & Coaching Kelly Sample support@talentclick.com June 20, 2017 PART A SAFETY RISK FACTORS Safety Personality Defined This section is a summary of

More information

The Missing Link of Risk why Risk Attitude Matters

The Missing Link of Risk why Risk Attitude Matters The Missing Link of Risk why Risk Attitude Matters Workbook to support the conversation between Penny Pullan and Ruth Murray-Webster 7th July 2009 My colleagues and I have spent so much of our time over

More information

Chapter 9 Motivation. Motivation. Motivation. Motivation. Need-Motive-Value Theories. Need-Motive-Value Theories. Trivia Question

Chapter 9 Motivation. Motivation. Motivation. Motivation. Need-Motive-Value Theories. Need-Motive-Value Theories. Trivia Question Trivia Question Where did win one for the gipper come from? Chapter 9 What are the 3 components of motivation? 3 major categories of motivation. Major theories of motivation. How the theories are applied

More information

Self-Esteem Discussion Points

Self-Esteem Discussion Points Self-Esteem Discussion Points 1. 2. 3. 4. 5. What does self-esteem mean? liking yourself being proud of things you ve done knowing how you re special and unique knowing you re a good person knowing you

More information

Emotional Intelligence and NLP for better project people Lysa

Emotional Intelligence and NLP for better project people Lysa Emotional Intelligence and NLP for better project people Lysa Morrison @lysam8 Copyright 2015 Lysa Morrison Reasons projects fail Three of the most common causes of project failure according to the National

More information

Managing conversations around mental health. Blue Light Programme mind.org.uk/bluelight

Managing conversations around mental health. Blue Light Programme mind.org.uk/bluelight Managing conversations around mental health Blue Light Programme 1 Managing conversations around mental health Managing conversations about mental wellbeing Find a quiet place with an informal atmosphere,

More information

COPING WITH SCLERODERMA

COPING WITH SCLERODERMA COPING WITH SCLERODERMA Any chronic disease is life changing. Symptoms demand your attention. You have to adjust your schedule to accommodate medications, doctors appointments and treatments of various

More information

5. is the process of moving from the specific to the general. a. Deduction

5. is the process of moving from the specific to the general. a. Deduction Applied Social Psychology Understanding and Addressing Social and Practical Problems 3rd Edition Gruman Test Bank Full Download: https://testbanklive.com/download/applied-social-psychology-understanding-and-addressing-social-and-practical-p

More information

Chapter Seven. Learning Objectives 10/2/2010. Three Good Reasons Why You Should Care About... Interpersonal Behavior

Chapter Seven. Learning Objectives 10/2/2010. Three Good Reasons Why You Should Care About... Interpersonal Behavior Chapter Seven Interpersonal Behavior in the Workplace Learning Objectives DESCRIBE two types of psychological contracts in work relationships and the types of trust associated with each DESCRIBE organizational

More information

The eight steps to resilience at work

The eight steps to resilience at work The eight steps to resilience at work Derek Mowbray March 2010 derek.mowbray@orghealth.co.uk www.orghealth.co.uk Introduction Resilience is the personal capacity to cope with adverse events and return

More information

SECTION. Meaningful Work COPYRIGHTED MATERIAL

SECTION. Meaningful Work COPYRIGHTED MATERIAL SECTION 1 Meaningful Work COPYRIGHTED MATERIAL 1 The Elements of Meaningful Work INTRINSIC MOTIVATION and personal and professional growth are two aspects of individual and organizational behavior that

More information

How to not blow it at On Campus Mock Trial Competition. with Tyler

How to not blow it at On Campus Mock Trial Competition. with Tyler How to not blow it at On Campus Mock Trial Competition with Tyler Why listen to me? I m a professional (now.) I have tried over 100 jury trials. I have made my share of mistakes. I teach/coach mock trial

More information

PERSON PERCEPTION AND INTERPERSONAL ATTRACTION

PERSON PERCEPTION AND INTERPERSONAL ATTRACTION Person Perception and Interpersonal Attraction MODULE-V 22 PERSON PERCEPTION AND INTERPERSONAL ATTRACTION We have already noted, achieving a sense of self is an important achievement. A neonate may not

More information

Examples of Feedback Comments: How to use them to improve your report writing. Example 1: Compare and contrast

Examples of Feedback Comments: How to use them to improve your report writing. Example 1: Compare and contrast Examples of Feedback Comments: How to use them to improve your report writing This document contains 4 examples of writing and feedback comments from Level 2A lab reports, and 4 steps to help you apply

More information

THE IMPACT OF EMOTIONAL INTELLIGENCE IN THE CONTEXT OF LANGUAGE LEARNING AND TEACHING

THE IMPACT OF EMOTIONAL INTELLIGENCE IN THE CONTEXT OF LANGUAGE LEARNING AND TEACHING THE IMPACT OF EMOTIONAL INTELLIGENCE IN THE CONTEXT OF LANGUAGE LEARNING AND TEACHING ElenaSpirovska Tevdovska South East European University, e.spirovska@seeu.edu.mk DOI: 10.1515/seeur-2017-0009 Abstract

More information

Stress Resiliency in the Workplace. Learning Objectives. Agenda. Laura Hambley, Ph.D. Organizational Psychologist

Stress Resiliency in the Workplace. Learning Objectives. Agenda. Laura Hambley, Ph.D. Organizational Psychologist Stress Resiliency in the Workplace Laura Hambley, Ph.D. Organizational Psychologist May 10, 2007 1 Learning Objectives Understand the Stress Response Understand more about the causes and impacts of stress

More information

2. Americans now insist much more strongly that jobs become more impersonal. True False

2. Americans now insist much more strongly that jobs become more impersonal. True False Chapters 5 & 17 Quiz Name Values and Ethics True or False: 1. Values and attitude are essentially the same concept. 2. Americans now insist much more strongly that jobs become more impersonal. 3. One could

More information

Choosing Life: Empowerment, Action, Results! CLEAR Menu Sessions. Health Care 3: Partnering In My Care and Treatment

Choosing Life: Empowerment, Action, Results! CLEAR Menu Sessions. Health Care 3: Partnering In My Care and Treatment Choosing Life: Empowerment, Action, Results! CLEAR Menu Sessions Health Care 3: Partnering In My Care and Treatment This page intentionally left blank. Session Aims: Partnering In My Care and Treatment

More information

Attention Deficit-Hyperactivity Disorders (ADHD) definition

Attention Deficit-Hyperactivity Disorders (ADHD) definition Attention Deficit-Hyperactivity Disorders (ADHD) definition: a pervasive pattern of inattention, impulsivity, and/or hyperactivity-impulsivity that is more frequent and severe than is typically observed

More information

TTI SUCCESS INSIGHTS Personal Interests, Attitudes and Values TM

TTI SUCCESS INSIGHTS Personal Interests, Attitudes and Values TM TTI SUCCESS INSIGHTS Personal Interests, Attitudes and Values TM "He who knows others is learned. He who knows himself is wise." Lao Tse CATHERINE 2-29-2008 Sculpt your Destiny 4545 Contour blvd. #B San

More information

Learning Objectives. Learning Objectives 17/03/2016. Chapter 4 Perspectives on Consumer Behavior

Learning Objectives. Learning Objectives 17/03/2016. Chapter 4 Perspectives on Consumer Behavior Chapter 4 Perspectives on Consumer Behavior Copyright 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. Learning

More information