...Work Culture Preferences XXxxxxxxxxx XXXXXXX BCOM 275 December 8, 2013 Professor XXXXX xxxxxx Work Culture Preferences Having an appropriate understanding of your ideal work culture is indispensable in developing both strategic plans to plans to achieve organizational goals. When conducting a Work Culture Results analysis there are certain competencies that are necessary, each of the competencies involved is important in developing a Career Building Plan, but the level of significance varies between individuals. Based on the outcomes of my Career Plan Building Activity, in the Work Culture Preferences survey of my ideal work culture three competencies are most prevalent, Supportive, Ethical, and well resourced. As the results of my assessment illustrate, strengths are a significant element in my achieving organizational goals. Specific examples are a secure and stable environment combined with factors such as recognition and celebration of success; and the ability to be at a safe place to work. Equally important in developing strategic and operational plans to achieving organizational goals are available opportunities with emphasis on fairness. Specific examples are the opportunity for varied and ground breaking work, innovative and creative atmosphere and the opportunity to control my own work schedule and organization. The manners in which my specific competencies relate to the required competencies for conducting a Work culture analysis are that my competencies...
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...recommendations for responding to culture. These strategies are used to become more aware of and actively respond to patients cultural differences.These strategies include gathering information that help you learn about patients, building interventions and workflows on patients culturally based values, preferences, and perceptions. The strategies also include creating patient education materials, choose images and language that resonate with the target population and sustaining your organizations efforts to culturally tailor care. One example that stood out to me relating to my own level and understanding of cultural competency is patient treatment/intervention preferences explaining that "culture can affect how a patient describes and conceptualizes disease symptoms, as well as overall treatment preferences." I understand this 100 percent because I come from a Haitian background and a lot of Haitians choose to refuse treatment because they feel that god heals and not medicines and for those with no particular God to pray to, they seek help with voodoo which is a black religious cult practiced in the Caribbean, combining elements of Roman Catholic rituals with traditional African magical and religious rites, and characterized by sorcery and spirit possession. I understand that religious play a big role in the way a patient perceives so it is important to know how to intertwine religion and treatment. Also knowing how not to react negatively to anyone's preference instead try to give alternatives...
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... 01/19/2014 Upon completion of my self-assessment, I have developed a profile of my personality characteristics based on assessment results. This essay summarizes my assessment results with analysis of attributes that addresses my career choice as leader in management. My self-assessment also includes learning of the Johari window in my leadership practices. My career choice has been enhanced with understanding of management issues, styles and practices. I have reviewed what it takes to be a twenty first century manager, leadership styles, intuitive ability, conflict management strategies, time management profile, organizational design preference and cultural learning. A twenty First century manager The assessment determines competencies and profile of managers. My PMF score is 7, which means there are areas in management I need to develop. The learnings are managerial skills one can develop to be successful. They include resistance to stress, tolerance of uncertainty, social objectivity, inner work standards, stamina, adaptability, self-confidence, introspection and entrepreneurism. I will continually strengthen these managerial traits in my leadership practices. Leadership style In completing the leadership style questionnaire, I have learned about beliefs and perceptions of leadership that are important. My transformational leadership score is 23 and my transactional leadership style is 9. I am confortable with transformational...
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...7 Feb 2011 1. Discuss how personal differences and preferences can impact organizational ethics. Personal differences and preferences impact organizational ethics by the perception and attitude of senior management and all individuals that are working in the organization. Behavior always involves a complex interaction between the person and the situation. An individual preference does not affect the individual alone, but other people around this person. Everyone selects and organizes things differently, especially from different cultures, which is one reason why people behave differently in the same situation. Some people are very unlikely to be treated the same way as the others because everyone has different personalities and come from different backgrounds. Some people like to have all of the attention for themselves, while others are discrete and reserved, doing the work they are supposed to do. In others words, personality combines a set of physical and mental characteristic that reflect how a person looks, thinks, acts and feels. One other way that personal differences and preference can impact organizational ethics is the culture of the employees. For example, in many developing countries, it is acceptable for a senior manager to receive kickbacks from a business partner, as a way to show appreciation for the senior manager’s choice to do business with the other company. While acceptable in some cultures, this type of behavior is considered illegal in the United...
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...survey in different nations and regions. His analysis of his research’s findings revealed systematic differences in national cultures on four primary dimensions: power distance (PDI), individualism (IDV), uncertainty avoidance (UAI) and masculinity (MAS). In 1991, Michael Harris Bond, another researcher and his colleagues developed and administered a survey among students in 23 countries by using a survey instrument co-created with Chinese employees and managers. The results from this survey led Hofstede to add a new fifth dimension to his model: long term orientation (LTO). In order to gain a better understanding of the theory, I took the ITAP questionnaire to explore my own ideal view of culture in the workplace and how it compares to five other different countries/regions (Malaysia, Canada, Switzerland, East Africa and Brazil) that I pick for my interest. The results were then analyzed by using the cultural dimensions from Hofstede’s research. Power distance index (PDI): Power distance reflects the range of answers found in the various countries to the basic question of how to handle the fact that people are unequal. By using this index, countries can be distinguished by the way they tend to deal with inequalities (Hofstede, Minkov...Page 55). I scored less than 50 on a scale of 1-100 which means I have a preference for more of a participative orientation. My score in the low to the middle range of this dimension indicate I generally expect superior –...
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...ABSTRACT Doing business on a global basis requires a good understanding of different cultures. What works in one country might not work well in another, and could even be interpreted as an insult! Therefore, understanding cultural differences is crucial for the success of an organization venturing in foreign countries. This assignment aims at trying to explain the different aspects of Culture by using the “Trompenaars and Hampden-Turner's Seven Dimensions” Model; to elaborate on the importance of Culture in a business environment; and how an International manager manage people with different Culture. BACKGROUND The number of workers employed by foreign-owned companies has grown significantly over the past 20 years as a result of the expanding activities of foreign affiliates of MNEs around the world. For many people, both employers and employees, this has brought home the realities of globalization. In 2007, an estimated 73 million people globally (including 24 million in China) worked for foreign companies, nearly three times the number in 1990. Companies such as Motorola, General Motors, British Petroleum, and General Electric are among the largest private-sector employers in economies such as Malaysia and Singapore. This growing multicultural workforce makes it more and more important to understand how people’s preferences, beliefs, and values differ. Understanding international cultural differences will allow international managers to be aware of and adapt to the...
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...explanation and definition of standardization and its role, process, a summary for the major article chosen which is titled “A Model of Advertising Standardization in Multinational Corporations” and the main points it covered, a specific discussion covering the relation of this article to key term and to manage global operations and international market, the relation of the four other scholarly articles research and their discussion to the relation to the major article and main key term. Keywords: standardization, global operation, culture, marketing mix, advertising Standardization Key Term and Why I am Interested In It The key term I decided to extend my research on for this week is “Standardization”. After reading the required material for the International Business class, I have acquired a better conceptualization for the aspects and dimensions of doing business abroad. Consequently, I have desired to further my understandings on one of the important topics covered in Chapter 8 of the textbook (Satterlee, 2014) under the notion of global operation management process issues. Upon relying on the assorted scholarly journals and articles I am interested to develop explicit and superior information for the key term standardization. Hence, this will be by covering it’s definition, variables, factors, evolution in time and application...
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...a People Manager for Learning and Development As a manager I have used many different models and evaluation tools to understand my style of leadership, my personal preferences and my learning styles, such as: * Situational Leadership * Bolton and Bolton * MBTI * Thomas * Clarity 4G * Kolb’s Learning Cycle These tools have helped me understand where my strengths are and where I still need to develop. The Situational Leadership model and questionnaire produced no surprises in that I prefer to use a coaching style of leadership where appropriate and that I tend to direct less. I will investigate the pros and cons of this in the main part of this assignment. To build effective relationship and develop empathy I have embraced the Taking People With You model which is based on the premise that people want to be seen, heard and recognised. The model really deals with building relationships through choosing your attitude, building rapport and actively listening to the person you are building a relationship with before sharing your point of view or offering feedback. I have looked at how I manage my time and workload utilising the time matrix questionnaire as part of this module. I was not surprised to find that I am easily distracted and will put off some work to take on something more interesting, which also fits in with my MBTI result, which I will cover later in the assignment. JOHARI’s window emphasises the benefits of both giving and soliciting...
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...Learning Sheeba Joseph Grand Canyon University: NRS 429V July 21, 2013 VARK Analysis for Learning VARK learning style is a theory established by Neil FLEMING, in 1987.According to VARK theory, every individual has their own preferences and styles .VARK is arranged like a feedback form so that the users can ascertain and mark a outline of their choice. In this preferred style Fleming divide the learning method to’ four’ modalities, such as Visual, Aural, Read/write, and Kinesthetic. Fleming's idea discussing VARK study styles, visual learners continue to be familiar by whether they require a predisposition for accurate culture metaphors like cinemas and graphics. Aural knowledge matches to configuration and debate- speeches, interpretation and script resembles creating grades, analysis manuals or attractive records,. Read/write learners choose facts being communicated as words. Finally, kinesthetic knowledge is similar to program, pro-active actions etc. The’VARK typical study benefits individuals need problems through their knowledge and has specifically in professional, game, exercise and schooling.’’ Learners can be practice the method to recognize their chosen knowledge flair and can get the best out of their informative understanding by concentrating on what benefits them (Kinesthetic Learners). The outcomes from the study will give provision for the students to accentuate further from the given suggestion grounded on the physical modality. Vark questionnaire...
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...used to working in a team while also being capable of using my own initiative. I am skilled In dealing with problems in a resourceful manner and negotiating to achieve beneficial agreement. I am ambitious, loyal and always enthusiastic to learn and undertake new challenges. As part of week one assignment I was required to complete the following self-assessments: A Twenty-First-Century Manager, “TT” Leadership Style, Intuitive Ability, Conflict Management Strategies, Time Management Profile, Organizational Design Preference and “Which Culture Fits You?” The first assessment I took was A Twenty-First-Century Manager. This assessment offers a self-described profile of my management foundation. I was to rate myself on characteristics such as resistance to stress, tolerance of uncertainty, social objectivity, inner work standards, stamina, adaptability, self-confidence, self-objectivity, introspection and entrepreneurism. The results of the assessment indicated that my PMF score was 9.5. According to the interpretation, there are not too many perfect 10s but I take pride in seeing that I am pretty close to it. As suggested, I had a close friend to assess me as well. Surprisingly, my PMF score did not waiver much. My score was 9; decreasing by only half a point. Although, my PMF score may have been high I still have room for growth. Like most people, I have to work hard and continue to grow and develop in all aspects of my management foundation. This assessment...
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...Understanding the barriers to effective communication and strategies to overcome them! Scenario: Hi I work at a care organisation and my manager has asked me to produce an information guide on the barriers which effect good communication within the Health and Social Care sector. I will also need to provide strategies to overcome these barriers. This guide will be presented to new employes and those on work experience. What is a communication barrier Poor communication is also very common but there's ways how it can be caused. On the other hand poor communication can cause misunderstanding by being given the wrong information. That can create a very big problem between the health care person and the client. It is also sometimes caused by language difficulties and barriers. In addition to that poor communication can be caused or developed through not showing eye contact it could make a client very furious. Some countries have different traditions and cultures some cultures think that if a male looks at an women its a big offensive actually a sexual assault. A barrier blocks things and stops them getting through. There are different types of communication barriers that stop communication from being effective. However what does communication barrier mean that is what were going to be learning about. A communication barrier is anything that stops the development of understanding when people interact. In addition to that there are many reasons for why communication can fail...
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...identifying competencies, the ideal work environment, and reasoning aptitude. The most recent activity dealt with the reasoning. Based on the understanding of the results, I fell in the medium profile range indicating I am best suited for careers that use both cognitive abilities and practical skills. Further, the results suggested I prefer practical work, analytical work, or careers that combine practical skills and thinking. After completing the reasoning exercise, “My Career Plan” section included another tab labeled “Opportunities,” which I am not sure if it is directly related to the reasoning results or a byproduct of the results that was added to the competencies segment. The “Opportunities” section revealed additional scored competencies and suggested ways to improve, such as adapting to change, persuading, and networking to include relevant activities to conduct. The results revealed that my individual thinking styles centers on logical and practical thinking, which I find myself using most of the time instead of other styles like creative and relational. Thus far in fusing the entire career building exercises together, I have become more aware of my core competencies, often used thinking styles, and identified my preferred work culture preferences. Through the career planning exercises and the results it has helped me to understand how work is done in teams by people, knowing each other’s strengths and weaknesses, capabilities, preferences, desires, abilities, motivators...
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...MY LEARNING PORTFOLIO- How I apply learning experiences in my life Abstract Until early last century Pedagogy was widely advocated as the foundation of all education, irrespective of the age group or subject area being taught. The word itself is from ancient Greek ‘paidagageo’ meaning literally ‘to lead the child’. Rote learning was a small part of pedagogy, which conditioned the learner for a known outcome or answer, however one in which there was no variables. It wasn’t until the two World Wars and the industrial revolution, that the practice of adult teaching became accepted as having different methodologies from pedagogy. Many adults that undertake learning do so in the knowledge that they bring different life experiences into the medium, however these experiences can draw in environmental and motivational factors that could become barriers in the absorption of the content. Elton, M (1949) and his studies into the Hawthorn experiments conducted from 1924-1932, provides an example of the increase in productivity (learning or motivation) being attributed to the interest being shown in the individual. From my limited experience within an adult learning environment, I see the Hawthorn effect as a practice example of adult learning, whereby the tutor (employer) engages with, shows interest in and motivates the individual for productivity or knowledge gains. In centuries past, the learning experience was very much one-way communication, however with the advent of adult...
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...BCOM/275 Career Plan Building Activity: Work Culture Preferences Completing the Career Plan Building Activity was overall a very unique and interesting assignment. This particular exercise, showed me positive results, yet it confirmed my confidence in my skills and values that I already knew about myself. It allowed me to get a better understanding of what type of work environment best suits my needs in a professional setting. Furthermore, allowing me to see that I have more professional skills, and work values that I can apply in my future career goals. My results all identified my work ethics, and what values, and skills I prefer in my work environment. My results were well resourced, high powered, and ethical. The well-resourced listed: I like a well-designed and comfortable work place, and I utilize necessary resources to do high standard work. My high powered listed: career development, demanding positions, high salaries, the chance to learn new skills, the chance to try different jobs or work in different place, and having benefits such as the likelihood of rapid promotions. My preferred attributes of an ethical job would include being fair, making a difference in people’s lives, and have a social and environmental responsibility. How can knowing your ideal work culture help you in determining appropriate channels for communication? Communication is a vital and crucial role in the business world and if employees want to have an effective communication in the workplace...
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...diversity within communities and within work environments. It is becoming very important to have diversity training within work environments to have a cohesive environment. What are the dimensions of cultural diversity? With my research the dimensions of diversity are divided into two groups called the primary dimension and secondary dimension. Though each dimensions adds layers of complexity to an individual’s identity. What influences self image, opportunities, values and individual expectations is the interaction with all the dimensions. Characteristics of primary dimensions are exclusive to an individual. Such would be how old they are, their mental and physical abilities, also his or her race, gender, sexual preferences and his or her ethnic heritage. The term for these six dimensions is known as core dimension of diversity since these dimensions are part of the beginning of an individual’s socialization and have a profound impact on his or her experiences, values and his or her expectations in every phase of life. Next are secondary dimensions which are not as seeable and also allow for a larger ability to choose. These would be where a person lives, work profession, income, religion, language of choice along with education and type of family environment. What ethnic, cultural, or other groups do you identify? I am a 58 year old female who was born in Tucson, AZ and raised in Calif. in a middle class family. My mother’s side of the family is Spanish, English...
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