...Photo CYREL B. GAYO 059 Bgy. Sulangan, Matnog, Sorsogon +639092263294 ------------------------------------------------- cyrel_gayo@yahoo.com ------------------------------------------------- Objective: To work as a part of dynamic team in a reputable firm where hard work and sincerity are appreciated. I would be blissful to show a portfolio of my work. Personal data: Birthdate: February 8, 1994 Birthplace: Sulangan, Matnog, Sorsogon Citizenship: Filipino Religion: Roman Catholic Height: 5’ Weight: 46 kg Core Competencies: * CES NC II Holder * Good communication skills * Public relations * Computer Literate * Good in Math Educational Background: Primary: Matnog Central School (2001-2007) Secondary: Matnog National High School (2007-2011) College: * * Sorsogon State College: Sorsogon Campus (2011-2012) Course: Bachelor of Science in Electrical Engineering * Mariners Polytechnic Colleges Foundation (In Progress) Course: Bachelor of Science in Customs Administration Vocational: * Consumer Electronics Servicing(TESDA ACCREDITED ) National Competency Level II Matnog, Sorsogon May -August, 2014 Work Experience: * Community Based Monitoring System(CBMS) Enumerator Casual Employee at Matnog Municipal Office Matnog, Sorsogon (September 3 –September 28, 2012) Trainings attended:...
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...Chapter 9 Self-Assessment: Followership Styles Kelley proposes critical attributes that recognize exemplary and incapable followers. One of the traits is that followers focus on objectives within a large framework and decide on the role to perform at a specific time to expedite the accomplishment of organizational goals. An adherents' demonstration of commitment and duty to the organization beyond the individual level, separates them from ineffective followers. Additionally, compelling followers exhibits a desire to attain greater degrees of competency and regulate their endeavors to this that results in positive recognition from leaders. Another distinction between effective and ineffective followers is that the latter exhibit courage, honesty, enthusiasm, intelligence, and self-reliance. This is dissimilar to ineffective followers who withhold information, whereas effective followers contribute and share opinions, which is an advantage to the organization especially if certain issues are not covered. Overall, exemplary followers share all of the qualities of effective and successful leaders. Kelly’s concept of servant followership is regarded as an important contribution to organization behavior literature. This is due to his theory that “servant followership is more important than leadership” because the majority of people spend most of their time in subordinate roles rather than leadership positions. Kelly utilizers the term ‘exemplary’ to describe the ideal servant follower...
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...Organizational Behavior in the Workplace GLORIA GONZALEZ MGT/312 April 22, 2016 UOP Organizational Behavior in the Workplace |Job Skills in the Workplace | |Critical Thinking: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches | |to problems. (kinicki & Fugate, p. 7) | |Problem-solving: Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. | |(Kinicki & Fugate, p. 7) | |Judgement and Decision Making: Considering the relative cost and benefits of potential actions to choose the most appropriate ones. | |(Kinicki & Fugate, p. 7) | |Active Listening: Giving full attention to what other people are saying; taking the time to understand the points made; asking questions as| |appropriate and not interrupting. (Kinicki & Fugate, p. 7) | In the text, Understanding, and Managing...
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...Organizational Behavior Critical Thinking Questions 1. A friend suggests that organizational behavior courses are useful only to people who will enter management careers. Discuss the accuracy of your friend’s statement. This chapter begins by saying that this book is about people working in organizations. Undoubtedly, many individuals will specialize in a distinct 1ield of study and enter careers other than management. However, they too will be members in work organizations. As such, the three main reasons for studying organizational behavior (understanding, predicting, in1luencing) will bene1it them as well. You may think of this technical knowledge/skills as providing “what” you need to know and be able to do to be successful in your chosen 1ield. On the other hand, OB knowledge bene1its everyone by addressing the people issues needed to apply technical knowledge and skills. Knowledge of OB provides valuable knowledge of “how” to address these people issues when applying accounting, marketing, engineering and other ideas in organizational settings. Ultimately, an individual’s career success is largely determined by his or her ability to understand and apply concepts in motivation, communication, team dynamics and other OB topics. 2. A number of years ago, employees in a city water distribution department were put into teams and encouraged to ?ind ways to improve ef?iciency. The teams boldly crossed departmental boundaries and areas...
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...DEPARTMENT OF THE AIR FORCE Thomas N. Barnes Center for Enlisted Education (AETC) Maxwell AFB, AL 36118 NONCOMMISSIONED OFFICER ACADEMY STUDENT GUIDE PART I COVER SHEET LESSON TITLE: CF01, SUCCESSFUL LEARNING TIME: 4 Hours METHOD: Informal Lecture, Guided Discussion LESSON REFERENCES: 1 Apr 12 Air Force Manual (AFMAN) 36-2236. Guidebook for Air Force Instructors, 12 November 2003. Bloom, Benjamin S., Max D. Englehart, Edward J. Furst, Walker H. Hill, and David R. Krathwohl. The Taxonomy of Educational Objectives, The Classification of Educational Goals, Handbook I: Cognitive Domain. New York: McKay, 1956. Halpern, Diane F. Thought and Knowledge: An Introduction to Critical Thinking. New Jersey: Lawrence Erlbaum Associates, 1996. Hopson, Barrie, and Mike Scally. Time Management: Conquering the Clock. California: Pfeiffer & Company, 1993. Krathwohl, David R., Benjamin S. Bloom, and Bertram B. Masia. Taxonomy of Educational Objectives, The Classification of Educational Goals, Handbook II: Affective Domain. New York: McKay, 1964. Mayer, Jeffrey J. If You Haven’t Got The Time To Do It Right, When Will You Find The Time To Do It Over? New York: Fireside/Simon & Schuster, 1990. Mayer, Jeffrey J. Time Management for Dummies. California: IDG Books, 1995. McGee-Cooper, Ann and Duane Trammel. Time Management for Unmanageable People. New York: Bantam Books, 1994. University of Northwestern Ohio, Virtual College. Learning Styles Evaluation, 14 December 2000. STUDENT PREPARATION: Read...
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...a. Defining Leadership b. Defining Moral Leadership 4. Current State of Knowledge a. Literature Review 5. Argument Map 6. Assumptions and Point of View by Stakeholders 7. Evaluation of Argument a. Wheel Of Critical Thinking b. Universal Intellectual standards Evaluation 8. Key Take-Away 9. Plan to enhance Moral leadership skills a. Plan Table 10. Bibliography 2 2 3 3 4 5 5 6 7 8 9 10 11 12 12 14 1 Introduction Does moral leadership matter? In my opinion, yes it really does matter. Even if for high organization performance the leadership has to focus on high shareholder returns, but it should not solely focus on returns by compromising boundaries of morality. In this paper we will discuss whether moral leadership is crucial for an organization to be successful. First, we will define what moral leadership is and will discuss what are the standards of morality that needs to be maintained in a high performing organization. Then we will discuss whether the moral standards will be same for both personal and organization or they will be different. Then we will talk about the current state of knowledge of this topic and the implications and recommendations that we have found from our literature review. We will also evaluate our argument based on the Wheel of Critical Thinking and the Universal Intellectual Standards Evaluation. Finally, I will present a strategic plan to improve my moral leadership skills. Section 1: Basic concepts and analysis of Moral and Ethical Leadership ...
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...PhD Program in Organizational Behavior and Human Resources Management University of Pittsburgh's Katz Graduate School Organizational Behavior PhD Program Video The OBHR doctoral program focuses on preparing students to impact the study of people, process and outcomes within the fields of organizational behavior and human resources management. Through research, collaboration and dissemination of knowledge, students understand how to impact organizational effectiveness in a variety of different environments, industries and across multiple levels of analyses. Our expectation is that students within the OBHR major will craft a program of research that is built upon rigorous theory as well as strong methodological skills that are both necessary for effective scholarship. We encourage collaboration with OBHR faculty that has a proven track record of publishing within a variety of top outlets (Academy of Management Journal, Academy of Management Review, Journal of Organizational Behavior, Journal of Personality and Social Psychology, Journal of Labor Research, Harvard Business Review; Human Resource Management; Industrial and Labor Relations Review; Sloan Management Review). Organizational Behavior/Human Resources Management PhD Program Curriculum Behavior Systems and Management Thought The objective of this course is to explore the evolution and development of management theory with particular emphasis on the design of behavioral systems in organizations. It is a core premise...
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...Organizational Behavior/Human Resources Management The OBHR is the study of people, process and outcomes within thoe rganizational behavior and human resources management. Through research, collaboration and dissemination of knowledge, students understand how to impact organizational effectiveness in a variety of different environments, industrie s and across multiple levels of analyses. Our expectation is that students within the OBHR major will craft a program of research that is built upon rigorous theory as well as strong methodological skills that are both necessary for effective scholarship. We encourage collaboration with OBHR faculty that has a proven track record of publishing within a variety of top outlets (Academy of Management Journal, Academy of Management Review, Journal of Organizational Behavior, Journal of Personality and Social Psychology, Journal of Labor Research, Harvard Business Review; Human Resource Management; Industrial and Labor Relations Review; Sloan Management Review). Organizational Behavior/Human Resources Management Behavior Systems and Management Thought The objective of this course is to explore the evolution and development of management theory with particular emphasis on the design of behavioral systems in organizations. It is a core premise of the course that the design of systems to manage people in organizations is based on a set of assumptions about humans that are part of the managerial theory that guides the formation and operation...
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...support the decision making is the need for an adequate information system so that if there occurs an error in the company's policy, managers can make decisions quickly to address these issues. to obtain adequate information we need accounting information. Accounting information is a systematic connective issue in the presentation of useful information and can power to help leaders companies in an effort to achieve organizational goals that have been set previously. If accounting information connected with object information like product and companies activity it will generate accurate accounting information, It will help manager make right decision and useful for organizational behavior and human behavior in organization. Decision making divided into two, long-term decision and short-term decision. Long-term decision was made by manager can useful for one year or more. Example for long term decision are buy or rent a machine, buy machine with cash or credit, etc. short-term decision was made by manager, when that decision was made will directly affect for organizational or employees. Examples of short term decision are what products should the business make this year? How should the business maximize limited resources this year? Accounting information Accounting has an important role in the business world, from small business until big company for get higher profit need accounting information for planning, supervision, and consideration for a decision making. There are the...
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...HOW PERSONAL CAN ETHICS GET? RICK LYMAN STEWART W. EDWARDS, PhD LEADERSHIP AND ORGANIZATIONAL BEHAVIOR – BUS 520 10/22/11 Ethics are generally formed from culture, behaviors, backgrounds, religions, and policies. Ethical behaviors are generally derived from experience and common sense. It is been argued that Ethics are not considered as benchmarks, however, groups of individuals constitute the power of firms and bad ethics will be driven out by the majority of opinion. Obviously issues that have ethical overtones are presented to everyone, and they make decisions on those issues. Are those ethical decisions? We try to imagine that only the 'right' choice is an ethical decision. But often all options may appear to be somewhat ethical. An ethical decision then is made when one fairly assesses the outcome on all those involved, even those barely involved. Considerations like legality and morality may have to be taken into account, but ethics is not about laws or morality if laws and morality harm rather than help. An ethical decision may ignore national boundaries and seek to help people on either side of them equally. This may not be legal, even though it is moral. An ethical decision might be to allow a polygamous family, for example, to go on living together in love and peace even though by most standards of morality and law this may be illegal and immoral because the ethical person will look at the good or harm that will come to the people involved. An ethical...
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...Articles Building a Culture That Encourages Strategic Thinking Ellen F. Goldman1 and Andrea Casey1 Journal of Leadership & Organizational Studies 17(2) 119–128 © Baker College 2010 Reprints and permission: http://www. sagepub.com/journalsPermissions.nav DOI: 10.1177/1548051810369677 http://jlos.sagepub.com Abstract The ability to think strategically is critical for leaders and managers at multiple organizational levels. Specific work experiences can contribute to the development of an individual’s strategic thinking ability. Culture, among other organizational factors, can either encourage or limit those contributions. Leaders, as culture constructors and transformers, can act to maximize the relationship between organizational culture and the process of learning to think strategically. A cadre of formal training, developmental activities, and self-directed learning initiatives can provide leaders with the skills to enhance the strategic thinking of those they lead. Keywords strategic thinking, management learning, leadership development, organizational culture “Culture eats strategy for lunch.” This management truism is linked to examples of how strategy failed, acknowledging that actions attempted were inconsistent with the organization’s values, beliefs, and assumptions (Weeks, 2006). The strategy-eating potential of culture has been used as the basis for recommending that leaders initiate large-scale change efforts to align culture with strategy. However, it has...
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...The Manager as a critical thinker Amos Agatovure University of Maryland University College Section 9047 October 16, 2015. Professor Martha Young Introduction Critical thinking is a term used most often by people and sometimes really don’t think about it what means and why questions are asked in a setting ways or why setting phrases are asked how and why? According to the University of Maryland University College (UMUC) Crit-Think-Audio, critical thinking model helps in the analyzation and finding solution to complex organizational problems that affect decision making ability of managers. By definition, critical thinking means making reasoned judgement that are logical and well thought-out. That is, a way of thinking that you don’t just accept all argument and conclusions, but rather you have an attitude by questioning every notion which raises the question of how and why? According to the UMUC Crit-Think-Audio, people who asked questions on how get a job and the people that ask question why be there bosses. However, this paper is for the analyzation of the Cliffside Holding Company of Massapequa (CHCM) Memo, and also, using the critical thinking model as described in the textbook, asking the right questions and applying the several steps as reveled by Browne and Keeley (Browne & Keeley, 2015, to measure up the argument described in the CHCM memo. The critical thinking model was prepared and applied in a memo by CHCM...
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...Chapter 2: Research in Psychology Francine Shapiro/Critical Thinking Tested if eye movements have caused the change in her emotions During and after these eye movement sessions, their reactions to unpleasant thoughts faded away Their emotional flashbacks decreased dramatically Eye Movement Desensitization and Reprocessing: EMDR Critical Thinking: The process of assessing claims and making judgements on the basis of well supported evidence What am I being asked to believe or accept?- If EMDR reduces or eliminates anxiety related problems What evidence is available to support the assertion?- Experienced a reduction in her own emotional distress following certain kinds of eye movements Are there alternative ways of interpreting the evidence?- Dramatic effects might not have been due to EMDR but to people’s desire to overcome their problems or perhaps their desire to prove her right The ruling out process leads to the next step in critical thinking: conducting scientific research What additional evidence would help to evaluate the alternatives?- The ideal method for collecting further evidence would be to identify three groups of people with anxiety- related problems who were alike in every way except for the anxiety treatment they received What conclusions are most reasonable?- The research evidence collected so far hasn’t yet ruled out alternative explanations for the effects of EMDR Only reasonable conclusions EMDR remains a controversial treatment It seems to have...
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...GM591 PREPARATION GUIDE: LIFE STYLES INVENTORY(LSI) Introduction: Thinking and Behavior "The quest for leadership is first an inner quest to discover who you are” (p.391).[1] --Jim Kouzes and Barry Posner--- Self-awareness is foundational to effective leadership and organization success[2]. Research in leadership and organizational behavior indicates that managers who are blind to who they are, and to the effects they have on other people in their organizations, place their effectiveness and their careers at risk. A frequently cited axiom is "the first commandment of leadership is to know thyself." For example, in their studies of managerial and executive derailment, the Center for Creative Leadership found that successful managers: (1) understand their values, personal styles, and strengths and weaknesses; (2) know the impact of these values, styles, and strengths and weaknesses on their ability to effectively work with others and achieve their goals; and (3) are quick to reflect upon and learn from their own experiences. Despite these advantages, we often resist opportunities to increase our self-awareness or to acknowledge error. We fear that learning something new about ourselves will be painful -- doing so may require us to change our treasured and habitual ways of seeing, thinking, and behaving. Self-awareness is also an important barometer to ensure that even the best leadership practices don't become destructive. As Jim Kouzes and Barry Posner caution...
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...Over the past 10 years, human resource and organizational development professionals have generated a lot of interest in the notion of competencies as a key element and measure of human performance. Competencies are becoming a frequently-used and written-about vehicle for organizational applications such as: * Defining the factors for success in jobs (i.e., work) and work roles within the organization * Assessing the current performance and future development needs of persons holding jobs and roles * Mapping succession possibilities for employees within the organization * Assigning compensation grades and levels to particular jobs and roles * Selecting applicants for open positions, using competency-based interviewing techniques Competencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization. Success factors are combinations of knowledge, skills, and attributes (more historically called "KSA's") that are described in terms of specific behaviors, and are demonstrated by superior performers in those jobs or work roles. Attributes include: personal characteristics, traits, motives, values or ways of thinking that impact an individual's behavior. Origin of Management including Competency Mapping: Chanakya's Arthshastra, an ancient Indian script/ book on Political Science and Administration, written some 3000 years ago. Other names of Chanakya were Mr. Kautilya, and Mr. Vishnu Gupt...
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