?Meansbusiness Inc. Page 1 of 25 Printing Help Concept Book Summary Action Coaching David L. Dotlich; Peter C. Cairo Jossey-Bass 1999 Copyright (c) 1999 by Jossey-Bass Inc. , Concept Book Summary Table of Contents Chapter 1: Action Coaching: A Brief Introduction Defining Action Coaching Chapter 2: The Eight Steps of Action Coaching The Eight Steps of Action Coaching The Action Coach's Toolkit "Whether you want to coach your peers, direct reports, or high-potentials, you can benefit from Action Coaching." [671 characters] "You'll face certain obstacles when you try to obtain buy-in from the people you coach." [691 characters] "One of the biggest challenges of coaching is to move clients from their verbal commitments to making changes in the way they lead, manage, and work." [660 characters] Chapter 3: Action Coach's Toolkit The Action Coach's Toolkit "One of the biggest challenges of coaching is to move clients from their verbal commitments to making changes in the way they lead, manage, and work."
WED 382 Assignment 1 Transferable Skills Summary Report & Professional Design Plan PROFESSIONAL DESIGN PLAN PART I: TRANSFERABLE SKILLS Transferable Skills Survey Results and Summary Report Survey Results Transferable Skills – Results |Communication |37 out of a maximum of 39 = 94.87% | |Research & Planning |34 out of a maximum of 36 = 94.44% | |Human Relations |38 out of a maximum of 39 = 97.44% | |Organization, Management & Leadership |34 out of a maximum of 36 = 94.44% | |Work Survival |35 out of a maximum of 36 = 97.22% | Introduction As a 43 year old veteran, having held diverse positions requiring different sets of skills; I can state that I posses a myriad of transferable skills that can be utilized in the current workforce. These skills gathered are a result of different job assignments, volunteering, sports, hobbies, parenting and a variety of life experiences. There were times when a job title had very little to do with what the job actually entailed, however possessing these varied and diverse skill sets was eminent in my success. I understand that competence in the proficiency of my skills and abilities can be self-perception. With that in mind, let’s discuss the results of the Transferable Skills Survey.
A Jury of Her Peers BSM Portfolio Assignment This paper demonstrates Hodges University’s learning outcome of critical thinking. Mark E. Moore – WI 14 Hodges University MNA-4100 Economics for Managers Dr. Mike Smith Due: February 22, 2014 Submitted: February 22, 2014 Graded by BSM Instructor: __________________________ Grade Awarded: __________________________________ Table of Contents Introduction 4 Characters 4 Mr. Henderson/County Attorney 4 John Wright 5 Minnie Foster/Wright 5 Sheriff Peters 5 Mrs. Peters 5 Mr. Hale 5 Mrs. Hale 6 Mrs. Hale’s leadership 6 Transformational and coaching 6 Situational Analysis 6 Story Summary 7 Internal Environment 8 Strengths 8 Weaknesses 8 External Environment 8 Opportunities 8 Threats 9 Problem Identification 9 Best Choice of Action 9 Possible Recommendations for Future Action 10 Domestic Violence 10 Sexual Discrimination 10 Student Use of Critical Thinking Learning Outcome 11 Conclusion 12 References 14 Certification Statement 15 Introduction Throughout civilization, there have always been questions concerning the roles that men and women play in society, their ability to effectively communicate, and how each other view the opposite sex. “A Jury of Her Peers” is a short story written by Susan Glaspell, and is loosely based off of a real murder investigation that Susan allegedly covered as a journalist (Edwards, Edwards & Maloney, 1995). At
Leadership Theory and Practice There are several theoretical approaches to what creates an effective leader. Four main approaches are identified for this report; they are the Trait Approach, the Skills Approach, The Style Approach, and the Situational Approach. For over a century researchers have been trying to define what makes an effective or good leader, there are several theories with the most common question appearing to be are good or effective leaders born or bred. Our book, Leadership Theory and Practice, treats leadership as a complex process having multiple dimensions. (Northouse, 2013).
BUS118: Intro to Project Management North Seattle Community College WBS Pg 1 of 2 Example Work Breakdown Structure Project Management Student’s Annual Conference 1. Assemble development team 1.01 Recruit team members 1.02 Negotiate with functional managers 1.03 Brief team 2. Develop plan 2.01 Write goal 2.02 Determine project priority 2.03 Develop WBS 2.04 Select milestones 2.05 Develop network and Gantt charts 2.06 Determine personnel requirements 2.07 Allocate budget 2.08 Specify control mechanisms 2.09 Develop fallback and recovery plans. 2.10 Select phase-out mechanism 2.11 Write executive summary 2.12 Assemble plan 2.13 Get plan approved 2.14 Assign responsibilities based on WBS Be sure to include Project Manager's activities in the WBS. 3.
In addition to my personal observations, I also identified areas for growth and areas of strength within my personality inclinations, and determined for myself my suitability for a career in the Counseling Profession. In the pages that follow, I discuss these results of my taking the 16 Personality Factor Questionnaire. As early as the 18th century, various pseudoscientific techniques, such as phrenology and physiognomy, have been used in an attempt to identify underlying personality inclinations in individuals. In the 1940’s, Raymond Cattell and his colleagues took an empirical approach and conducted research that lead to the development of a multiple choice questionnaire to assess 16 primary factors of human personality, and though the 16PF Questionnaire has been revised multiple times since its inception, the 5th edition has been widely accepted as the standard for personality assessment. In an attempt to better understand myself, I have completed the 5th edition of the 16PF Questionnaire and made general observations
Health and safety: advice on legal duties and powers For local authorities, school leaders, school staff and governing bodies February 2014 Contents Summary About this departmental advice Expiry or review date Who is this advice for? Key points General The Law What does assessing and managing risks mean? Tackling myths about legal action Duties as an employer Duties as an employee Training Trips abroad Reporting injuries and accidents Adventure activities using licensed providers Parental consent to off-site activities Local authority powers Role of the educational visits coordinator (EVC) Further sources of Information ANNEX A: Key elements of a health and safety policy 3 3 3 3 4 4 4 4 5 6 6 7 7 7 8 8 8 9 9 10 2 Summary About this departmental advice The Government is determined to reduce burdens on schools. We want to simplify health and safety requirements and explain them better. The Government is making it easier for schools to take pupils on trips, removing paperwork and taking steps to reduce teachers’ fears of legal action.
EMPLOYMENT RIGHTS AND RESPONSIBILITIES WORKBOOK | | To support Level 2 and 3 Apprenticeships Sep 12 | | | | | | Name: Charlotte Ditchburn Name: Charlotte Ditchburn Contents: Content | Page number | Introduction to Employment Rights and Responsibilities (ERR) | 3 | Section 1: Legislation, Regulations and Codes of Practice in your Sector | 4-15 | Section 2: Working within your organisation’s policies, procedures, codes of practice and principles | 16-19 | Section 3: Equality & Diversity | 19-21 | Section 4: Stereotyping, labelling, prejudice & discrimination | 21-23 | Section 5: Discrimination and Law | 24-33 | Section 6: Bullying & Harassment | 33-38 | Section 7: Contracts of employment | 38-42 | Section 8: National Minimum Wage | 42-45 | Section 9: Working hours and breaks from work | 45-49 | Section 10: Annual and other leave entitlements | 49-54 | Section 11: Sickness and pay | 54-58 | Section 12: Unfair dismissal | 58-63 | Section 13: Representative bodies relevant to the industry and organisation | 64-67 | Section 14: Data Protection | 68-70 | Section 15: Understanding the role played by your occupation within your organisation and industry and career pathways | 71-75 | Section 16: Sources and information and advice available | 75-78 | What to do next | 79 | KNOWLEDGE UNDERSTANDING LOCATION INDEX | | | Page number | 1.1 List the aspects of employment law | 11 | 1.2 List the main features of current employment legislation. | 12, 43 | 1.3 Outline why legislation exists. | 34 | 1.4 Identify sources and types of information and advice available. | 12 | | | 2.1 Describe the terms and conditions of own contract of employment | 43 | 2.2 Describe the information shown on own pay slip | 46 | 2.3 Describe the procedures to follow in
|management SCIENCE, Strathclyde University | |Reflection and Discussion | |‘Practicalities of effective business analysis’ | | | |John Kerr, 3rd December 2010 | | | |Word count: 3585 | | | | | Contents Introduction 2 Characteristics of a good OR/MS Model 2 Chosen case study and characteristics 5 Issues with problem structuring, data collection and analysis 6 Problem structuring methods 6 Data Collection 7 Analysis 9 Management of OR/MS intervention 10 Implementation 11 Key difficulties 11 Project related 12 Tesco case study 13 Conclusion 13 References 14 Introduction This assignment first reflects and discusses good modelling
| Recruitment, Selection and Induction | | Assessment Task 2 | | DN7A34 | Oksana Toma | 14/04/2014 | | Contents Analysing Job Requirements 2 Job Analysis Process 2 Job Description 2 Person Specifications 2 Application Forms 2 Description of an Office Manager 3 Description of an Administrator 4 Person Specification 5 Application Form – Office Manager 7 Application Form – Administrator 10 Attracting Suitable Candidates 13 Sources of Recruitment 13 External Sources 13 Internal Sources 13 Screening Process 14 Reaching Suitable Candidates 15 Assessing Suitable Candidates 15 Selection Techniques 15 Preparing a Rating System to Make a Selection Decision 16 Analysing Job Requirements Job Analysis Process Job analysis is an important process of identifying, collecting and analysing information and activities involved as well as attributes needed to perform the job. Job Description Job description is a written statement based on objective information obtained through job analysis. In order to do a job description is needed to collect as much information as possible about the job duties, responsibilities, most important contributions and outcomes needed from a position, required qualifications and skills of candidates, and reporting relationship and co-workers of a particular job. Employee job descriptions clearly identify out the responsibilities of a specific job, including information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions. Person Specifications Person specifications are an extension of job analysis and contain a profile of the candidate which is required for a specific job.