Organisation behavior Essay Example | Topics and Well Written Essays - 1750 words - 1

Association conduct - Essay Example They, subsequently, ought to proceed as well as could be expected all together for the organization to prevail in the market. In this manner, a thought that worker execution is better if those representatives are sincerely keen is turning out to be increasingly more famous among organizations that will to be progressively versatile to the consistently changing economic situations and progressively serious commercial center (Cherniss and Goleman 2001, 159). Since passionate insight has become such a well known idea among HR experts, it merits seeing if this term is truly identified with representative execution. In this way, the objective of this paper is to fundamentally break down the absolute latest deals with the connection between enthusiastic knowledge and representative execution to decide if there exists a solid reliance. The given work will attempt to decide if it is extremely significant for present day organizations to put their assets in enthusiastic knowledge and whether such speculations will bring any benefit. For this reason, obviously, the term itself ought to be characterized in any case. Definition A logical investigation of enthusiastic knowledge started, as per Ciarrochi, Forgas and Mayer (2001, 4), in 1900s. Notwithstanding, up until 1970, when insight and feeling were coordinated in the field of ‘cognition and affect†, the investigations of knowledge and feelings were isolated. At long last, just in 1990s enthusiastic insight turned into a subject of progressively significant examination. The idea got promoted somewhere in the range of 1994 and 1997 (Ciarrochi, Forgas and Mayer 2001, 4). Be that as it may, a few meanings of enthusiastic insight have risen during the time spent the examinations. Goleman (1998, 317), for example, characterizes passionate knowledge as a â€Å"capacity for perceiving our own sentiments and those in others, for spurring ourselves, for overseeing feelings well in ourselves and in our connections. As such, enthusiastic insight, as per this creator, includes an individual to have the accompanying capabilities: mindfulness, self-guideline, self-inspiration, social mindfulness, and social abilities. Mindfulness, self-guideline, self-inspiration are, for this situation, person’s capacity to comprehend and deal with own sentiments and feelings. Social mindfulness and social aptitudes, subsequently, allude to the individual’s capacity to comprehend feelings of the other and react effectively. Another definition is given by Mayer and Solloway (1997, 3), who express that enthusiastic insight is a capacity â€Å" to see feelings in oneself and in others, use feelings to encourage execution, get feelings and passionate information, and manage feelings in oneself and in others.† So, it tends to be said that enthusiastic knowledge alludes to a person’s capacity to comprehend the sentiments of oneself and the others, just as respond and react to those feelings in the most appropriate for a specific circumstance way. The following issue to discover is whether this capacity truly significantly affects work execution. Writing Review The sentiment that passionate insight is identified with work execution is bolstered by Nikolaou and Tsaousis (2002). These researchers directed an examination to decide the connection between enthusiastic insight, word related pressure and hierarchical responsibility. The outcomes indicated that the higher passionate knowledge of an individual is, the lower is one’

8 Step Process For Leading Change

8 Step Process For Leading Change Kotter noticed that numerous organizations frequently disregard this procedure when they are in their surge in making arrangements or make a move for the association to happens. He expressed that near half of the organizations that neglect to commit required change make their errors toward the beginning. Pioneers habitually sabotage the significance of driving individuals out from their usual range of familiarity or being self-satisfied with their present achievement or in any event, being thoughtless in building up a suitable criticalness. As indicated by Kotter (2012), if this progression is effectively executed, pioneers will get a precise status benchmark that would decide if the condition of the association is: Lack of concern happens whether the association is at the highest point of their market or confronting liquidation, as a rule when everybody thinks Everything is fine. Bogus criticalness People are occupied with their work however the entirety of their endeavors produce nothing, in reality may cause burnout. Genuine direness People know about the potential perils and utilize all the chances to be profitable and gain ground. Ensured to come up short It began by the foolish in the underlying advance. Pioneers neglected to requests the people groups heart, just their head. Ensured to succeed-Leaders effectively focus on the core of individuals and ready to associate the most profound qualities and rouse them to enormity. This prompts the achievement of the hierarchical change. 2. Making the Guiding Coalition This progression includes the capacity of pioneers to amass a gathering with enough capacity to lead the change exertion and urge them to fill in as a group. Putting individuals together in the correct alliance to lead a change activity is critical to its prosperity. It is fundamental that the alliance to have the right structure, considerable degree of trust, and a common target. Complex associations are compelled to settle on choices all the more immediately despite the fact that solid data isn't accessible because of the quick evolving world. It is obvious that it is up to pioneers and groups to coordinate the pertinent choice that will assist the association with staying reasonable. The advancement of the degree of trust will stick the group together that encourages them to be very much worked. Because of the fast change, group building needs to happen rapidly. Building up the correct group and joining them with the correct degree of trust with a common objective in which the group accepts can bring about a convincing directing alliance that will take the association to the privilege hierarchical change. Kotter (2012) states that the correct group all in all ought to mirror the accompanying four characteristics: Position Power-the nearness of key players will drive the change progress with no deterrent. Mastery All pertinent perspectives ought to be gathered to deliver educated savvy choices. Believability People ought to know about the gathering nearness and regard them with the goal that the gatherings statements will be paid attention to. Administration Qualified pioneers must present to have the option to drive the change procedure. 3. Building up a Change Vision This progression pushes the pioneers to make a dream to set the course of the change exertion and create systems for accomplishing the vision. A dream must have the option to offer real direction, adaptable yet engaged and simple to appreciate. It insires activity and guide that activity. As indicated by Kotter (2012), compelling dreams must have these six key qualities: Possible: Able to depict the future condition of the association Alluring: draw in to the drawn out enthusiasm of the authoritative partners. Plausible: contain practical and attainable objectives. Concentrated: sufficiently clear to set the bearing in dynamic. Adaptable: license elements to step up to the plate and execute elective reactions in evolving condition. Transferable: simple to convey and can be clarified rapidly. 4. Imparting the Vision for Buy-in This progression includes guaranteeing that everybody in the group comprehends and acknowledge the vision system. Kotter (2012) accentuates that in imparting the vision for the change, the vision ought to be: Straightforward: straightforward Distinctive: ready to show to future state Repeatable: simple to be spread by anybody to anybody Invitational: Has the capacity to offer two way correspondence 5. Engaging Broad-based Action In this progression, pioneers are required to expel deterrents to change, change frameworks or structures that adverse to the vision and advance hazard taking and non-conventional thoughts, activities and exercises. The two primary obstructions are: Basic Barriers Much of the time, the inner structures of associations repudiates the change vision. For instance, a client centered associations for the most part absences of assets and obligations regarding items and administrations and a minimal effort association that professes to focus on high efficiency regularly have enormous number of staff that is expensive to keep up. Subsequently, Kotter (2012) states that it is important to realigning motivators and execution evaluations to mirror the change vision to acquire the significant impact on the capacity to achieve the change vision. The execution of Management Information framework can assist with smothering the issues by keeping the inner partners educated with the serious data and market investigation in a brisk and viable way. Problematic Supervisors In numerous organizations, administrators will have a few interrelated propensities that shape the organization culture which regularly confines the capacity for the change to happens. Kotter (2012) clarifies that this issue can be very testing and frequently in the endeavor of expelling this boundary, the outcomes can be disparaging. 6. Creating Short-term wins In this progression, pioneers need plan for accomplishments that can without much of a stretch be caused obvious, to finish those accomplishments and perceive and reward representatives who were included. To acquire attractive outcomes, momentary successes must be both noticeable and not dubious. The end accomplishment must be connected to the change exertion. Be that as it may, momentary successes will in general sabotage the validity of critics and self-serving resistors (Kotter, 2012) 7. Never Letting Up This progression incorporates the utilization of expanded believability to change frameworks, structures and strategies that don't fit the vision, additionally involves recruit, advance and create representatives who can execute the vision, lastly fortify the procedure with new undertakings, topics, and change operators. The principle challenge for change is obstruction and it generally present regardless of whether the change procedure runs easily from the beginning times. Individuals may even commend the transient achievement and recommend taking a break to appreciate the triumph before the procedure wraps up. Kotter (2012) makes reference to a few changes must happen by this progression: Nearness of extra tasks. Additional individuals being brought to help the change. Pioneers concentrated on offering lucidity to an adjusted vision and shared reason. Chiefs effectively spurred representatives at all levels to lead ventures. A decrease in interdependencies between areas. Keep up an elevated level of direness Reliably demonstrating the advancement of progress. 8. Consolidating Change into the Culture The last advance expects pioneers to verbalize the associations between the new practices and authoritative achievement and build up the way to guarantee administration improvement and progression. Pioneers should effectively planted the new practice in the way of life and guarantee that each person in the organization is taught into the way of life. IKEA Leadership Profile and Kotter 8 Step As indicated by an investigation done by Ingholt Rasidovilc (2008) Kotters 8 stage forms has uncovered a few mistakes that happens in the association. They directed a study that includes the all out supervisory crew and a few most experienced associates. They were given similar polls to perceive how the solidarity between them concerning the change procedure. The aftereffect of the overview gives the clear of good indication of initiative in one of the offices, as described by Kotter (1996). Numerous respondents attested that great chiefs must be the wellspring of consolation and draw in their colleagues (Ingholt Rasidovilc, 2008). This has demonstrated that this model is a sensibly decent model for IKEA because of the 67 focuses earned from the study, for one of the divisions, in being acceptable at conveying change activities in a distinctive way (Ingholt Rasidovilc, 2008). The score for the conclusiveness of their pioneers anyway is quite low, just 49 focuses. This means their failure to deal with clashes, which is one of the key shortcomings that prevent changes in the board from happening. Besides, they likewise found that the most minimal qualities in the study are in the primary five territories to be specific: collaborator trust improvement, usage of choices, correspondence about the future, colleagues inclusion in arranging and t he capacity to deal with clashes. The scores got in these territories go from 34 to 46, which are moderately low dependent on the most extreme score. To finish up, this division is demonstrated to have quality in being steady yet frail with regards to dynamic. The nearness of uncertainty discloses the cause powerlessness to deal with struggle and the character of being steady prompts the advancement of trustful connection between laborers (Ingholt Rasidovilc, 2008). The other office in any case, indicated their key quality in their definitiveness and shortcoming in correspondence about what's to come. Another arrangement of standards demonstrated the key quality in the capacity to deal with clashes however powerless in the associates inclusion in arranging. In contrast with the general reviewing result in IKEA, these outcomes are genuinely acceptable. Along these lines the relationship in this office is that supervisors in this division are sufficiently unequivocal to defeat the contentions yet frail in correspondence about the future which clarifies the poor inclusion of the collaborators all the while. Furthermore, the two divisions gave a general normal score of 84.7 in rega

Young Adults and Their Mental Health

Young Adults and Their Mental Health GAD Coping Print Young Adults and Their Mental Health By Deborah R. Glasofer, PhD twitter linkedin Deborah Glasofer, PhD is a professor of clinical psychology and practitioner of cognitive behavioral therapy. Learn about our editorial policy Deborah R. Glasofer, PhD Medically reviewed by Medically reviewed by Steven Gans, MD on February 08, 2016 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on January 28, 2020 Caiaimage / Paul Bradbury / OJO#43; /Getty Images More in GAD Coping Symptoms Diagnosis Treatment Though 31 years old is the average onset of generalized anxiety disorder (GAD), some research suggests that symptoms (including subclinical presentations in teens) may occur long before the individual seeks treatment. In addition, GAD is one of the most commonly experienced psychiatric problems in children. It is, therefore, important to understand what young people think about GAD, and more broadly, how they perceive mental health issues overall. Your Guide to Understanding Generalized Anxiety Disorder in Children Survey on Young Adult Mental Health The Mental Health and Suicide Survey was an online survey to evaluate perceptions of mental health and suicide awareness conducted within the United States. Harris Poll administered the survey, done on behalf of the Anxiety and Depression Association of America, the American Foundation for Suicide Prevention, and the National Action Alliance for Suicide Prevention, in August 2015. Two thousand and twenty adults responded. Approximately 10% of the respondents (n 198) were ages 18-25. The following summary of results highlights findings in this subgroup of ‘emerging adults’: College-aged U.S. adults are more likely to have visited a mental health professional compared to older U.S. adults (18% vs. 11%), but less likely to have seen a primary care physician (53% vs 18%), within the past 12 months.The vast majority of these emerging adults (87%) believe that mental health and physical health are equally important for their own health.One in 10 (10%) view mental health as more important than physical health.College-aged adults are more likely to view seeing a mental health professional as a sign of strength compared to older adults (60% vs. 35%).However, nearly half (46%) of the younger adults view mental health care as something most people can’t afford and 33% view it as inaccessible or difficult to find for most people.  Young adults are more likely to report that they have thought they may have had a mental disorder (65% vs. 45% of older adults), with 43% of respondents indicating a belief that they struggled with anxiety/GAD (vs. 24% of older adults) .  Thirteen percent of the young adult group reports that they may have had GAD.Nearly half (45%) of the college-aged adults have been formally diagnosed with a mental health condition by a doctor/healthcare professional, with common diagnoses being depression (33%) and anxiety disorder (27%). Five percent of these young adults declared themselves as having been diagnosed with GAD.Approximately half (51%) of the emerging adult group has been treated for a mental health condition. The most common types of treatment were in-person psychotherapy (29%) or prescription medication (28%). A small subset of individuals (6%) has tried alternative treatments such as yoga or meditation.Anxiety symptoms are having a clear, negative impact on young adults. Among college-aged adults who have been employed in the past year, nearly one-quarter (23%) has missed work because of anxiety. [Notably, nearly one-third (31%) of this subgroup reported missing work days due to depression symptoms.] With regard to suicide, the survey found that a clear majority of the college-aged respondents were aware that life stressors (for example, bullying or difficulties in close relationships) and mental health problems could increase a person’s risk of suicide. Yet many more of the young adults surveyed identified a mood disorder as a risk factor for suicide rather than an anxiety disorder (86% and 52%, respectively). If you are having suicidal thoughts, contact the National Suicide Prevention Lifeline at 1-800-273-8255 for support and assistance from a trained counselor. If you or a loved one are in immediate danger, call 911 immediately.

A Hero Can Have a Flaw - 707 Words

What makes a hero? Most people will immediately imagine a superhero, unbeatable athlete or noble warrior. Despite their superhuman achievements, they all have something in common with even the meekest people-- a flaw.These flaws give us a chance of becoming heroes ourselves. We are all humans and make mistakes, so their are no chances of a perfect hero. However, if a perfect hero does exist, his or her good qualities may become a flaw in a certain situation. Like a person who sees all good in people is naive and tended to be taken advantage of. So, it is incorrect to conclude that a hero can only be a hero if he or she is without a flaw. In addition, one of the heroes major achievements are overcoming or trying to overcome their flaw. One might be afraid of water but try to overcome it, in order to save a person. According to Alex Lickerman â€Å"the willingness to make a personal sacrifice for the benefit of others† (page 1) is what makes a hero. Which means the action itself and not the hero, make him or her heroic. For example â€Å"single mothers who deny themselves vacations, clothes and even food to send their children to college† (Lickerman, page 2). These mothers are not flawless or perfect, but are considered heroic. Every mistake a hero makes, are made with the wish to help others. This proves that anyone can be heroes as long as they serve others at a cost to themselves. Not only can heroes have flaws but they are even better with ones. Heroes with flaws show thatShow MoreRelatedThe Tragic Hero Of Euripides Medea 1080 Words   |  5 PagesTragic Hero in Euripides’ Medea Aristotle cites that, A man cannot become a hero until he can see the root of his own downfall. Consistent to Aristotle’s characteristics of a tragic hero, the tragic hero must fit the requirements of being noble and employed in a high standing position of society. There should be a tragic flaw that ultimately leads to his downfall, and those reading the play must feel pity for this character as he goes through necessary changes as a result of his flaw. AristotleRead MoreThe Crucible By Arthur Miller994 Words   |  4 Pagesfor a hero and n this story a tragic hero will arise. A tragic is a character who makes a judgment error that inevitably leads to his own demise. In The Crucible the character of John Procter being a tragic hero has been a big debate for many years. Based on the definition of a tragic hero as well as information directly from The Crucible, it can be concluded that John Proctor is in fact a tragic hero. John Proctor plays a major role in the play and can easily be identified as a tragic hero. InRead More`` Fahrenheit 451 And The Sniper ``1643 Words   |  7 Pagespeople as ‘heroes’. However, the definition of a hero can be very elusive. Many kids believe that heroes have to be athletic and robust, but as they grow up, they realize a hero s actions and thoughts can be more influential than their physical abilities. It can be difficult to determine what elements make up a hero. However, by examining heroes in different stories, the elements of what makes a hero can become clearer. Classic heroes in The Odyssey can be examined, along with the heroes in FahrenheitRead MoreTragic Hero1598 Words   |  7 PagesTragic Hero From Wikipedia, the free encyclopedia A tragic hero is a protagonist with a tragic flaw, also known as fatal flaw, which eventually leads to his demise. The concept of the tragic hero was created in ancient Greek tragedy and defined by Aristotle. Usually, the realization of fatal flaw results in catharsis or epiphany. The tragic flaw is sometimes referred to as an Achilles heel after the single fatal flaw of the Greek warrior Achilles. [citation needed] Aristotelian tragicRead MoreThe Tragic Hero Of Sophocles Oedipus The King1518 Words   |  7 PagesTragedies from past to present have always captured the whole attention of a reader. The different emotions that are conjured while watching or reading these is why they seem to enthrall their audiences so well. A tragic hero plays the most essential role in this. Tragic heroes can be defined differently for whoever is trying to force a character into the tragic hero mold. However Aristotle, the great Greek philosopher, established an outline of the requirements a tragic hero has to meet in order to beRead MoreThe Tragic Hero Of Oedipus The King1156 Words   |  5 Pages The topic I chose is the tragic hero topic. There exists a number of parameters that describe a tragic hero and thus it was my desire to get to understand these parameters. It was also my desire to be in position to give the difference between normal heroes and a tragic hero and give see the main dimensions of the two figures. I preferred to work with the book by Sophocles Oedipus, the king, in order to portray the attributes of a tragic hero. The book contains adequate information concerning theRead MoreConventions of a Shakespeare Tragedy1189 Words   |  5 Pagestragic hero with a tragic flaw, anti-hero, tragic fall, fate, and supernatural. A convention is something in Shakespeare that has a certain effect. The tragic hero always has a tragic flaw. A tragic hero cannot be a hero unless he has a tragic flaw. The tragic flaw brings the downfall of the hero. Othello is the tragic hero, because Othello is a character of nobility. He is good at the beginning but at the end he starts to become evil. ‘‘Othello’s downfall is jealousy (Othello’s Tragic Flaw) IagoRead MoreMacbeth As A Tragic Hero893 Words   |  4 PagesTragic Hero A tragic hero can be described as a character obtaining heroic qualities that is, at the same time, destined for their own downfall. Unfortunately, Macbeth is an example of a character that has this title. In Shakespeare’s time during the writing of the play was the reign of King James of England, and the play ‘Macbeth’ reflects on Shakespeare’s own relationship with this king. Someone of great honour, respect and nobility often times is bound to have some sort of flaw to themRead MoreSimilarities Between Odysseus And Macbeth1357 Words   |  6 PagesShakespeares Macbeth. Theses differences come from the fact that Odysseus is an epic hero, while Macbeth is a tragic hero. Common traits of a tragic hero are the hero is of noble birth the hero possesses a tragic flaw that eventually leads to his downfall. The flaw offer has to do with excessive pride also known as hubris. On the other hand, epic heroes are larger than life and embody the values of p articular society, an epic hero is superhuman. He is braver, stronger, smarter and cleverer than an ordinaryRead MoreJulius Caesar: Who is the Better Tragic Hero, Caesar or Brutus?1446 Words   |  6 PagesThe Search for the Perfect Hero In the world today people consider a hero to be someone like Superman or Spider-Man. In the dictionary a hero is considered or defined as a person of distinguished courage or ability, admired for their brave deeds and noble qualities. Though a hero is thought to be free of mistakes they all have tragic flaws like everyone else. A tragic flaw is explained by Aristotle’s definition, which says that: a tragic hero as a character of great reputation and prosperity whose

Interpretation of Poems by Robert Browning, William Yates,...

The Duke of Ferrara is a character and the speaker in the poem â€Å"My Last Duchess,† by Robert Browning. The reader witnesses a man that is controlling and whom will destroy anything that he cannot control. One realizes immediately, the extent of the Duke’s need for power in the title and in the first line when he uses the term â€Å"My† which shows ownership (Browning). The Duke cannot control the Duchess’s â€Å"spot of joy,† (Browning line 21) therefore; he commands to have her killed (Browning line 45). He still feels the need to control the Duchess, even after death. This control is revealed when he opens the curtain and declares, â€Å"(since none puts by / The curtain I have drawn for you, but I)† (Browning line 9-10). The Duke is speaking to a†¦show more content†¦He asks the sages to help him in this conversion by asking them to â€Å"consume my heart away† (Yates line 21). This statement makes the reader believe th at the speaker is surrendering to and seeking for a spiritual rebirth from a divine being. The speaker begins to imagine a time, maybe in the after-life, where he can be preserved. He decides he will preserve himself in unnatural things, such as art when he says, â€Å"Once out of nature I shall never take / [m]y bodily form from any natural thing.† The speaker eventually becomes satisfied as he pictures himself in the after-life â€Å"of hammered gold and gold enameling / To keep a drowsy emperor awake,† (Yates lines 28-29) which is immortal. The speaker goes through a sort of emotional transformation. The poem â€Å"The Red Wheelbarrow,† by William Williams, can be interpreted in several ways. The first thing that stands out is that it seems as if every line depends on the next. The way Williams separates each sentence, makes the reader realize that everyone and everything depends on someone or something else. For example, if the reader reads line 1-3 he/she would think that â€Å"so much depends / upon / a red wheel† (Williams lines 1-3). However, after reading the next line â€Å"barrow† (Williams line 4) one learns that it is a red wheelbarrow that so much depends on. The red wheel depends on the barrow to be a helpful tool; the wheel would be useless without theShow MoreRelatedStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pages, with David DeCenzo (Wiley, 2010) Prentice Hall’s Self-Assessment Library 3.4 (Prentice Hall, 2010) Fundamentals of Management, 8th ed., w ith David DeCenzo and Mary Coulter (Prentice Hall, 2013) Supervision Today! 7th ed., with David DeCenzo and Robert Wolter (Prentice Hall, 2013) Training in Interpersonal Skills: TIPS for Managing People at Work, 6th ed., with Phillip Hunsaker (Prentice Hall, 2012) Managing Today! 2nd ed. (Prentice Hall, 2000) Organization Theory, 3rd ed. (Prentice Hall, 1990)

The Effects of Team Dynamics on Corporate Communication Free Essays

string(209) " Feeling is an ability to deal with information on the basis of its initial energetic condition and its interactions†, people with this kind of personality \(thinking\) are more in the decision making side\." Good communication skills are one of the required skills from the human being to maintain and achieve the expected outcomes of the organization or team. An effective communicator tends to work well in a team. Working as a team in any environment is more productive and the expected outcomes tend to be more of a profitable than working alone. We will write a custom essay sample on The Effects of Team Dynamics on Corporate Communication or any similar topic only for you Order Now In this report there will be the discussion on the effects of team dynamics on corporate communication. The topic will be divided into sub sections: developing positive team dynamics, effect of team dynamics on individual’s behaviour, personality types and team dynamics and also the author personality type will be discussed. The communication theories and the categories identified by Belbin will also be discussed. It is clear that people got deferent personalities and different ways of adapting the group dynamics, the personality type and team dynamics will be discussed. The types of personalities as described by MBTI will be discussed individually. What is Team Dynamics? â€Å"Team or group dynamics concern the fluid and on-going interaction between and among team members, their actions and reactions. Team dynamics relate to the interpersonal and interdependent process of work—how things get done by and through people, and how team members relate to their task and to each other†(Team Dynamics. n. d. ). It is clear that if team members have the shared vision, goals and objectives about the performance of the team, the team can reach it objectives and it can build healthy team dynamics. Developing a Positive Team Dynamics People are unique and got different beliefs, it is therefore very correct that you study your team mates very well and emphasis more on what is important for the group. Having well defined standards and reporting standard to a group leader that will lead to a healthy group dynamics. These standards can only be effective if the team members are committed to the positive interests of the team. After deciding on team rules or standards the team can easily develop the personal relations and develop trust to each other. This trust and personal relations became visible by the time we managed to delegate someone to represent the group on dance practise, we trusted the person the he won’t let us down. We also managed to learn the dance from him. And that has made us to bond more. Effect of Team Dynamics on individual’s behaviour Most people are more effect when working as a group than working alone, other people will find this as a problem. Working in a group of people of different cultures could lead to more tensed environment within the team, it is therefore very correct to learn or try to understand the do’s and the don’ts of other members culture and that will lead to profitable results as it stated that â€Å"Teams working together increase problem-solving skills and innovation, quality, and decrease turnover and absenteeism† (Teresa Armstrong, n. ). After developing positive team dynamics, the group will had the common goal of achieving the expected outcomes. This was shown on the camp when we were doing speed introduction, we managed to know each other better and had a chance to know the dos and don’ts of other peoples culture. This made us to perform well on the activities that were given and submit them on time. What is Personality? Hjelle and Ziegler (1987, p. ) explains that â€Å"personality refers to the overall impression that an individual makes to others†, at the same time Robbins (1979, p. 90) explains that â€Å"personality is the sum of ways in which an individual reacts and interact with others† Personality affects the performance of the entire group, and these authors agree on the definition of personality. The team need to study each member’s personality, hence that will create a healthy working environment. Personality Type and Team Dynamics The Myers Briggs Type Indicator (MBTI) is used to understand the personality of individual, and that can be effective in developing team dynamics. MBTI shows the following characters of personalities: Extroverted/ Introverted, Sensing/Intuitive, Thinking/ Feeling, Judging / Perceiving. Extrovert/Introverted These kinds of people are either described as people who are out spoken, work well in a group (extrovert) or people who focuses on the inner world and this kind of person likes to work individually. Introverts can sometimes frustrate the Extroverts, because of the strength of the Introverts shines when they alone and they are not more in group discussions as it stated that â€Å"Extraverted types who work best by thinking out loud and considering matters in dialogue can be frustrated by Introverted types whose best work on thinking and considering is done internally and detached from active interaction† (Personality Pathways, 2009). Even though these personalities are differing in terms of preferences, they can contribute to the team positively. Hence the introverts in a group will be treated as the knowledge source or the strategist of the group while Sensing/Intuitive Since in the team people have different personalities, here there will be a discussion on how the groups or teams benefits to people with sensing and intuitive personalities. Effective communicators they first identify the problem and then propose solution(s) to the problem, so people with this kind of personality in the sense that they are more realistic, practical and got self confidence. Psychological Types ( 2008a) explains that â€Å"Intuition is an ability to deal with the information on the basis of its hidden potential and its possible existence†, it is therefore clear that this kind of personality can effectively contribute towards the group or team. Hence they are able to foresee the possible outcomes of the task and this will help the group to effectively communicate with vision of the possible solution. This kind of personality is clearly found on someone who is the go-getter and someone who is creative. Thinking/Feeling Psychological Types ( 2008b) explains that â€Å"Thinking is an ability to deal with information on the basis of its structure and its function. Feeling is an ability to deal with information on the basis of its initial energetic condition and its interactions†, people with this kind of personality (thinking) are more in the decision making side. You read "The Effects of Team Dynamics on Corporate Communication" in category "Essay examples" Someone with thinking personality has the greater ability of doing things in logical manner and he ends to pay more attention on the bigger picture of the given task. People with the feeling personality type are more concerned about feelings of other individuals and they are more ethical, which makes them to be good in developing team dynamics. Team with good ethical rules they tend to be more effective and produce quality results. In any working environment there will be some times conflicts and sometimes conflicts can lea d a group to informed or uninformed decisions. So people with the feeling personality don’t like conflicts and that could be their weak link, because when working as team there are high probabilities of conflicts and sometimes conflicts are healthy for the survival of the team. Judging/Perceiving Judging Personality type is essential to the success of the group, because people with this kind of personality are creative in making plans, organizing tasks to be done. By having an individual with that kind of personality and the communication channels of the group or team are clearly defined, the team is advantage of achieving its objectives in expected time. The individuals with judging personality is more like the backbone of the group or team because someone with this kind of personality doesn’t give up on the given tasks and that individual can be sometimes be called the information centre of the group, because some of the possible solutions for the group might come from that individual. The other type of personality is called Perceiving. This type of personality is referred to someone who can adapt in any situation that the group find its self in. Individuals with perceiving personality is referred to as more open minded as it stated that â€Å"Perceiving is the preference outwardly displayed. Perceiving people are flexible, and they like to keep their options open and think randomly† (My Personality. Info. n. d). If an individual is described to have the perceived type of personality, the individual need the attention of the group, because the performance of this individual depends on his/her mood. And can be costly to the team performance and the team level of communication, because if the individual is not in mood then the entire team will be affected too. Having well defined ethical behaviour in the group and well established accountability standards that will lead to mutual respect mong group member, effective communication and profitable results in the given activities. The Author’s Personality Type After conducting the online personality type test, the author of this paper was described as ESTJ where E stands for Extrovert, S – Sensing, T – Thinking and J – Judging. The results of the test were exactly the author’s personalities. Even though the test results exactly explain the personality of the author, and the author is strongly agree with the fact that these results are true and also feels that these results are not fully explaining the author of this paper. The reason the author believes that is an extrovert is because of the fact the author can easily adapt to the new group and can easily get along with people of different culture and different backgrounds. This was shown on the camp when I had to be in the cabin with people that I saw for the first time. I managed to get along with my cabin mates and I made many friends from that camp. The effective communicator is not someone who speaks loud but it’s someone who can effectively convey the message to other people without any difficulties and the massage received is clear and unambiguous. The author is also having the sensing type personality, because of the self-confidence that the author has and how realistic the author is. The online personality test also sees the author of this paper as Thinking type of personality, and the author fully agrees with the test results because of the fact that when it comes to decision making for the benefit of the team or group the author excels. Every individual got its own talent and specialization area, and the author of this paper believes that clear communication channels and clear definition of roles in the team, that will healthy working environment. The online personality test has further seen the author of this paper as someone who is having Judging type of personality, and the author strongly agrees with that outcome because of the contributions that the author contribute towards the given tasks of the group and the self discipline the author has. The ESTJ type of personality is more essential towards the success of the group, because in a group there will be different personalities such as INFP. This kind of personality reacts to group dynamics differently as ompared to ESTJ type of personality. So if the group dynamics are well developed to the benefit of the team, and all different personalities are given platform to express its opinions that will lead to effect working environment. Since team dynamics are more concerned about how the group interact, how tasks are scheduled from the start to the end and also how the decision making is made, the personality type of the author of this paper allows the author to fit in any kind of working environment. Knowing what is expected of you in a group, that’s what makes team members to work effectively and deliver what is expected of them. When the team roles are divided is done according to the expertise of an individual member of the group, hence that will enhance productivity within the group. The author of this paper has the very power full mind of looking at things in a way in which will benefit the group. References http://www.personalitypathways.com/MBTI_intro.html http://www.socionics.com/main/types.htm http://www.mypersonality.info/personality-types/judging-perceiving/ How to cite The Effects of Team Dynamics on Corporate Communication, Essay examples

Report on Air Asia free essay sample

The route map of all the destinations covered by Air Asia and Air Asia X are also shown. Booking services Once the destinations are selected the flight times and the base prices will be displayed AirAsia GoAir Asia Go ensures customers to book flights and the hotel rooms in their preferred destinations at the click of the mouse. AirAsia Credit Cards With the Air Asia credit cards, each customer is entitled for great deals and discounts on selected flights and purchases from Air Asia. AirAsia Insure Air Asia has its own travel insurance, which is Air Asia Insure travel protection.AirAsia CourierWith Air Asia Courier, the courier rates are 50% lower than the nearest competitor prices. It has two main services, that is Delivery to Door and Airport to Airport services. AirAsia RedTix An online ticket service in which customers can buy tickets for upcoming sporting events, theatre shows, and many more. We will write a custom essay sample on Report on Air Asia or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Air Asia RedTix partners with premier event organizers to bring customers the world of high class performances and entertainments. Red MegastoreA merchandise service from Air Asia in which you can browse and shop for exclusive merchandise from the comforts of your home.Exclusive Air Asia merchandise, collectibles, exclusive cosmetics and fragrances are available for customers to choose from. AirAsia. cafeThis is an in-flight experience that is specially tailored to cater to the needs of the customers’ needs and expectations. Food and Beverages, AirAsia Merchandise, and in flight entertainment. Figure: 8 Product Services of Air Asia (Accessed on 25th May 2010) http://www. redmegastore. com/webshaper/store/viewCat. asp 3. 0 Mega Environment Mega environment are the general condition outside an organization. Mega environment have 5 elements.These are Technological, Economic, Legal Political, Social culture and International. In this particular time our group will be explaining about Technological and Social Culture. 3. 1 Social/Culture Brand culture With the tagline ‘Now everyone can fly’, Air Asia’s philosophy of low fares is aimed to make flying affordable for everyone. Air Asia also aims at making travel easy, convenient and fun for its guests Malaysia is a multiracial country, boasting races of Malays, Chinese, Indians and others. Malaysia’s state religion is Islam, but people are free to choose their religion.Malay is the official language in Malaysia, as English is also widely used. Fernandess management style to build on the basis of culture, creating a strong brand, and using his own unique way. He stressed that the departments are closely linked, and also the importance of distinguishing. He explained in the aviation industry, The pilots think they are God, and also the engineers as these are very important people. † Air Asias philosophy is: not only affordable flights, but also interesting and fun experience in each flight.