The interview would also put pressure on us by looking at that us all the time instead of writing something down to make it look professional. I would also sometimes speak too fast which showed I was nervous which wasn’t good for the role play we was doing. How we could have improved the interview There are many ways we could have improved the interview for example we could have practice the role play and remembered the lines better. The interviewer could have pretended to write something which would have put less pressure on me which would have made me less nervous. At the end instead of only asking 2 questions I could have asked one more which would look really professional.
I was surprised that my blind spot was identified to be overconfidence in process because I rarely feel confident in anything. My values were described to be justice and fortitude and resultant behaviors are that I demonstrate courage and steadiness in the face of obstacles and I tend to avoid rash actions. My ethical lens directs my academic behavior by giving me good reasoning skills and allowing me to think through problems carefully and research all options. My ethical lens influences my critical thinking because it allows me to make informed decisions that I find are best for the well-being of everyone around me. I believe that a person’s emotions can influence critical thinking because some people’s ethical lens is more heartfelt and can let them make decisions with their emotions instead of with their knowledge and brain.
I try to avoid conflicts and protect the least advantaged without creating unnecessary hassles for the rest. One of my weaknesses is that I trust reasonable systems to solve most problems. Because of that I run the risk to be considered authoritarian and assuming that my way is best, which is not at all my intention. At some point I could become isolated because not everyone can guarantee equality. My obsession with justice could drive those I care about most away from me.
In the marketing aspect of this article it seems that Rosenfeld has the expert power, power that is based on the special knowledge, skills, and expertise that a leader possesses (468). It also seems that Rosenfeld has the power to sell and buy different products that Kraft can use which is a legitimate power, the authority that a manager has by virtue of his or her position in an organization’s hierarchy (466), but she is taking the time to make sure the changes that she wants to make is ok with everyone involved, which has so far in the article proven to be a hard task to accomplish. #3.) What
Concrete analysis was done through the use of ethnographic interviews, keen observations, and the obtaining of corporate documents. This essay will conclude with future suggestions for the betterment and preservation of organizational culture and its co-creation processes. KEY WORDS: Organizational culture, cultural co-creation, customer-service oriented “Management and executives are interested in organizational culture...because they believe their organizations culture is unique and can be an effective tool in attracting employees or distinguishing [them] from competitors (Keyton, 2005).” From the drafting of a business plan,
Going global is highly attractive, as it is mentioned in the article, it not only represents a perception of excellence but it comes with a challenging set of obligations that many do not anticipate or plan for. The risks of taking a brand global must be carefully weighed or the damage to the brand can be irrevocable. The authors have tried to find the perceptions of consumers regarding the global brands, the global consumer segments and have suggested the new opportunities and responsibilities in global arena regarding global brands. Consumers all over the world associate global brands with three characteristics and evaluate them on these dimensions while making purchase decisions. The first one is the quality signal, Consumers’ associate brands with quality and the producer/brand holder
Although you may not need it, if you really want it bad enough you’ll buy it.” (Dittfurth). He makes an excellent point about how we will buy something if we really want it but how do we know that we really want some thing. When advertisers tell us that we need some thing they make us think that we really need it by saying that everyone else has it. When advertisers push us into believing something, we don’t realize that we are spending our money on something we don’t need when we could be spending the money on something that will help us get farther ahead in life. Another one of my peers, Catherine Arrighi, majoring in business says “if you think about it, consumerism can be a good thing because there are people always trying to invent ‘the next big thing’ therefore stimulating many minds to an endless possibility of inventions and creative ideas” (Arrighi).
This question does not suggest that your audience is stupid or uneducated. As we saw in Chapter 1, there is a great deal of confusion today about such matters as free will, truth, knowledge, opinion, and morality. Many intelligent and educated people have fallen victim to ideas and attitudes that cripple their creative and critical faculties. In many cases, your audience will appreciate your insights only if you first help them get beyond their misconceptions. Is Your Audience’s Perspective Likely to Be Narrow?
The idea of whether trust is assumed or earned in a team setting depends largely on the individual team members. Their past experiences, cultural influences and personal preferences greatly influence their willingness or ability to automatically trust new team members or to force those new team members to earn trust. According to organizational effectiveness consultant, Erik Granered, “..trust is universally understood as a concept in all cultures. But it is not earned in the same way.” For example, an American may be more inclined to automatically trust a new team member while individuals from France or Italy may be much more reluctant to trust initially and then eventually warm up after the new member has proven themselves to be trustworthy. These are broad generalizations and one must keep in mind that all cultures are rapidly evolving and continuously influencing one another throughout their ongoing interactions (Granered, 2006).
Let me fist began with accountability. Accountability is major part of being successful in life and in your career. It seems like in society, people are just looking for any avenue possible to shift the blame and not take responsibilities for their own actions. I feel employers are looking for someone who not only acknowledges his or her errors, and take responsibility for his or her actions, but also someone who is willing to learn from their mistakes and not blame someone else. Everyone makes mistakes but the real test is how you react.