The Developing Professional: Difference between revisions
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<big>'''This page has permanently moved to the [https://develop.consumerium.org/wiki/User:Jukeboksi/BBA_studies/The_Developing_Professional Consumerium.org development wiki]'''</big> | |||
{{Business management}} | |||
= The Developing Professional = | |||
== Learn == | |||
* [[Main Page#By subject|Find the subjects listed alphabetically on the Main page]] | |||
{{Knowledge management}} | |||
== Work as == | |||
{{Employment}} | |||
== Work in == | |||
{{Industries}} | |||
== Advance career == | |||
{{Corporate titles}} | |||
== Class notes == | |||
=== Problem-based learning === | === Problem-based learning === | ||
Much of the course is taught using the '''[[w:Problem-based learning]]''' ( [[w:fi:Ongelmalähtöinen oppiminen]] ) [[w:pedagogy|pedagogical]] approach/method. | Much of the course is taught using the '''[[w:Problem-based learning]]''' ( [[w:fi:Ongelmalähtöinen oppiminen]] ) [[w:pedagogy|pedagogical]] ( [[w:fi:Pedagogiikka]] ) approach/method. | ||
Developing professional is aware of the patterns and dynamics of '''[[w:organizational behaviour]]'''. | Developing professional is aware of the patterns and dynamics of '''[[w:organizational behaviour]]'''. | ||
=== | === Culture & complexity === | ||
'''[[w:Marshall McLuhan]]''' - communication theorist who coined the saying "World has become a village." in 1960. | '''[[w:Marshall McLuhan]]''' - communication theorist who coined the saying "World has become a village." in 1960. | ||
In sociology, '''[[w:social stratification]]''' is a concept involving the "classification of people into groups based on shared socio-economic conditions ... a relational set of inequalities with economic, social, political and ideological dimensions." | In sociology, '''[[w:social stratification]]''' ( [[w:fi:Stratifikaatio]] ) is a concept involving the "classification of people into groups based on shared socio-economic conditions ... a relational set of inequalities with economic, social, political and ideological dimensions." | ||
'''[[w:Social mobility]]''' is the movement of individuals or groups in social position over time. | '''[[w:Social mobility]]''' is the movement of individuals or groups in social position over time. | ||
| Line 14: | Line 33: | ||
==== Organizational analysis ==== | ==== Organizational analysis ==== | ||
* '''[[w:SWOT analysis]]''' ( Strenghts, Weaknesses, Opportunities and Threats ) S and W are internal and O and T are external | * '''[[w:SWOT analysis]]''' ( Strenghts, Weaknesses, Opportunities and Threats ) S and W are internal and O and T are external | ||
* '''[[w:PEST analysis]]''' ( Political, Economic, Social, and Technological analysis ) known as PESTEL ( PEST + Environmental + Legal )in course slides | * '''[[w:PEST analysis]]''' ( Political, Economic, Social, and Technological analysis ) known as PESTEL ( PEST + Environmental + Legal ) in course slides | ||
=== Psychometrics === | === Psychometrics === | ||
| Line 25: | Line 44: | ||
=== Communication === | === Communication === | ||
'''[[w: | Following is a list of subcategories of the study of '''[[w:nonverbal communication]]''' ( [[w:fi:Non-verbaalinen viestintä]] ) | ||
: | :#'''[[w:Proxemics]]''' can be defined as "the interrelated observations and theories of man's use of space as a specialized elaboration of culture" | ||
: | :# '''[[w:Haptics]]''' ( touch ) ( see also '''[[w:Haptic communication]] obs. different article''') | ||
: | :# '''[[w:Kinesics]]''' ( body movement ) is the interpretation of body language such as facial expressions and gestures — or, more formally, non-verbal behavior related to movement, either of any part of the body or the body as a whole. ( Wikipedia ) | ||
: | :# '''vocalics''' (''' [[w:paralanguage]] ''') refers to the non-verbal elements of communication used to modify meaning and convey emotion. ( Wikipedia ) | ||
:# '''[[w:Chronemics]]''' ( structure of time ) is the study of the use of time in nonverbal communication. The way that an individual would perceive and value time, structure our time and react to time is a powerful communication tool, and helps set the stage for the communication process. Across cultures, time perception plays a large role in the nonverbal communication process. Time perceptions include punctuality, willingness to wait, and interactions. The use of time can affect lifestyles, daily agendas, speed of speech, movements and how long people are willing to listen. ( Wikipedia ) | |||
[http://www.youtube.com/watch?v=A3oIiH7BLmg RSA Animate - The Secret Powers of Time] | |||
Four verbal '''communication complexities''': | Four verbal '''communication complexities''': | ||
| Line 38: | Line 61: | ||
::: (Gudykunst & Ting-Toomey 1998 ) | ::: (Gudykunst & Ting-Toomey 1998 ) | ||
'''[[w:Intrapersonal communication]]''' is language use or thought internal to the communicator and '''[[w:Interpersonal communication]]''' is defined in a number of ways by professionals. | '''[[w:Intrapersonal communication]]''' is language use or thought internal to the communicator and '''[[w:Interpersonal communication]]''' is defined in a number of ways by professionals. | ||
[[w:Power distance]] redirects to [[w:Hofstede's cultural dimensions theory]] ( 1960-1970 ) but is in the slide ( Session 3: slide 26 ) attributed to ( Hampden-Turner and Trompenaars ) Obs. the slide is more then confusing, it's incipherable. P-; | |||
=== Corporate communications === | === Corporate communications === | ||
* Before: | * Before: | ||
:::only '''[[w:Public relations]] (PR)''' which is the practice of managing the flow of information between an individual or an organization and the public.( Wikipedia ) | :::only '''[[w:Public relations]] (PR)''' ( [[w:fi:Tiedotus- ja suhdetoiminta]]] ) which is the practice of managing the flow of information between an individual or an organization and the public.( Wikipedia ) | ||
* Now: | * Now: | ||
:::'''[[w:Integrated marketing communications]] (IMC)''' which is an approach to brand communications where the different modes work together to create a seamless experience for the customer and are presented with a similar tone and style that reinforces the brand’s core message. ( Wikipedia ) | :::'''[[w:Integrated marketing communications]] (IMC)''' which is an approach to brand communications where the different modes work together to create a seamless experience for the customer and are presented with a similar tone and style that reinforces the brand’s core message. ( Wikipedia ) | ||
'''[[w:Media richness theory]]''', sometimes referred to as information richness theory, is a framework to describe a communications medium by its ability to reproduce the information sent over it. ( Wikipedia ) | '''[[w:Media richness theory]]''', ( [[w:fi:Median ilmaisuvoimaisuuden teoria]] ) sometimes referred to as information richness theory, is a framework to describe a communications medium by its ability to reproduce the information sent over it. ( Wikipedia ) | ||
=== Learning styles === | === Learning styles === | ||
| Line 51: | Line 76: | ||
=== Forms of intelligence === | === Forms of intelligence === | ||
#) '''[[w:Intelligence quotient]] or [[w:IQ]]''' is a score derived from one of several standardized tests designed to assess intelligence. ( Wikipedia ) | #) '''[[w:Intelligence quotient]] or [[w:IQ]]''' ( [[w:fi:Älykkyysosamäärä]] ) is a score derived from one of several standardized tests designed to assess intelligence. ( Wikipedia ) | ||
#) '''[[w:Emotional intelligence]] (EI)''' is the ability to identify, assess, and control the emotions of oneself, of others, and of groups. ( Wikipedia ) | #) '''[[w:Emotional intelligence]] (EI)''' ( [[w:fi:Tunneäly]] ) is the ability to identify, assess, and control the emotions of oneself, of others, and of groups. ( Wikipedia ) | ||
#) '''[[w:Social intelligence]]''' describes the exclusively human capacity to effectively navigate and negotiate complex social relationships and environments. ( Wikipedia ) | #) '''[[w:Social intelligence]]''' ( [[w:fi:Sosiaalinen älykkyys]] ) describes the exclusively human capacity to effectively navigate and negotiate complex social relationships and environments. ( Wikipedia ) | ||
#) '''[[w:Cultural intelligence]] or cultural quotient or CQ''', is a theory within management and organisational psychology, positing that understanding the impact of an individual's cultural background on their behaviour is essential for effective business, and measuring an individual's ability to engage successfully in any environment or social setting. ( Wikipedia ) | #) '''[[w:Cultural intelligence]] or cultural quotient or CQ''', is a theory within management and organisational psychology, positing that understanding the impact of an individual's cultural background on their behaviour is essential for effective business, and measuring an individual's ability to engage successfully in any environment or social setting. ( Wikipedia ) | ||
| Line 60: | Line 85: | ||
==== Cultural intelligence ==== | ==== Cultural intelligence ==== | ||
* '''[[w:Mindfulness (psychology)]]''' - Modern clinical psychology and psychiatry since the 1970s have developed a number of therapeutic applications based on the concept of mindfulness (Pali sati or Sanskrit smṛti / स्मृति) in Buddhist meditation. ( Wikipedia ) '''It has multiple competing [[w:Mindfullness (psychology)#Definitions|definitions given here]]''' | * '''[[w:Mindfulness (psychology)]]''' ( [[w:fi:Tietoisuustaito]] ) - Modern clinical psychology and psychiatry since the 1970s have developed a number of therapeutic applications based on the concept of mindfulness (Pali sati or Sanskrit smṛti / स्मृति) in Buddhist meditation. ( Wikipedia ) '''It has multiple competing [[w:Mindfullness (psychology)#Definitions|definitions given here]]''' | ||
'''[[w:Cross-culturalism]]''' | '''[[w:Cross-culturalism]]''' | ||
:::'''cross-cultural''' may refer to | :::'''cross-cultural''' may refer to | ||
:::*'''[[w:cross-cultural communication]]''', a field of study that looks at how people from differing [[w:culture|cultural]] backgrounds communicate ( Wikipedia ) | :::*'''[[w:cross-cultural communication]]''', a field of study that looks at how people from differing [[w:culture|cultural]] backgrounds communicate ( Wikipedia ) | ||
:::*any of various forms of interactivity between members of disparate cultural groups (see also [[w:cross-cultural communication]], [[w:interculturalism]], [[w:intercultural relations]], [[w:hybridity]], [[w:cosmopolitanism]], [[w:transculturation]]) ( Wikipedia ) | :::*any of various forms of interactivity between members of disparate cultural groups (see also [[w:cross-cultural communication]], [[w:interculturalism]], [[w:intercultural relations]], [[w:hybridity]], [[w:cosmopolitanism]], [[w:transculturation]]) ( Wikipedia ) | ||
:::*the discourse concerning cultural interactivity, sometimes referred to as cross-culturalism (See also [[w:multiculturalism]], [[w:cosmopolitanism]], [[w:transculturation]], [[w:cultural diversity]]) ( Wikipedia ) | :::*the discourse concerning cultural interactivity, sometimes referred to as cross-culturalism (See also [[w:multiculturalism]], [[w:cosmopolitanism]], [[w:transculturation]], [[w:cultural diversity]]) ( Wikipedia ) | ||
:::*[[w:cross-cultural studies]], a comparative tendency in various fields of cultural analysis ( Wikipedia ) | |||
'''[[w:Culture shock]]''' ( [[w:fi:Kulttuurishokki]] ) is the personal disorientation a person may feel when experiencing an unfamiliar way of life due to immigration or a visit to a new country, or to a move between social environments also a simple travel to another type of life. | |||
'''[[w:Low context culture]]''' and the contrasting '''[[w:high context culture]]''' are terms presented by the anthropologist [[w:Edward T. Hall]] in his book Beyond Culture. | |||
:::'''''Low context culture''''' refers to a culture’s '''''tendency not to cater towards in-groups'''''. An "in-group" is defined by the authors as being a discrete group having similar experiences and expectations, from which, in turn, inferences are drawn. Low context cultures, such as Germany or the United States make much less extensive use of such similar experiences and expectations to communicate. Much more is explained through words, instead of the context. ( Wikipedia ) | |||
:::[[w:Edward T. Hall]] was an American anthropologist and cross-cultural researcher ( rip 2009 ) who is considered the the father of intercultural studies. ( see '''[[w:Intercultural communication]]''' for more information) | |||
'''[[w: | === Competence === | ||
* '''[[w:Competence (human resources)]]''' is the ability of an individual to do a job properly. ( Wikipedia ) starting from 1970's onwards to this day. | |||
* A '''competency''' is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees. ( Wikipedia ) | |||
::: '''Obs.''' [http://www.etymonline.com/index.php?allowed_in_frame=0&search=Competency&searchmode=none Etymonline on Competency] vs. [http://www.etymonline.com/index.php?allowed_in_frame=0&search=Competence&searchmode=none Etymonline on Competence] also http://onelook.com suggests these are the same word | |||
=== Leadership and management === | |||
=== | ==== Leadership ==== | ||
* '''[[w: | * '''[[w:Leadership]]''' has been described as ''“a process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task"''. Other in-depth definitions of leadership have also emerged. ( Wikipedia ) | ||
:::'''[[w:Charismatic authority]]''' vs. '''[[w:Transformational leadership]]''' | :::'''[[w:Charismatic authority]]''' vs. '''[[w:Transformational leadership]]''' | ||
:::'''[[w:Transformational leadership]]''' builds on '''[[w:Transactional leadership]]''' | :::'''[[w:Transformational leadership]]''' builds on '''[[w:Transactional leadership]]''' | ||
::: '''[[w:Managerial grid model]]''' - 1960's | ::: '''[[w:Managerial grid model]]''' - 1960's | ||
'''[[w:Contingency theory]]'''is a class of behavioral theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. Instead, the optimal course of action is contingent (dependent) upon the internal and external situation. Several contingency approaches were developed concurrently in the late 1960s. | '''[[w:Contingency theory]]''' is a class of behavioral theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. Instead, the optimal course of action is contingent (dependent) upon the internal and external situation. Several contingency approaches were developed concurrently in the late 1960s. | ||
::* '''[[w:Fiedler contingency model]]''' - relationship oriented vs. task oriented | ::* '''[[w:Fiedler contingency model]]''' - relationship oriented vs. task oriented | ||
::* '''[[w:Leader–member exchange theory]]''' | ::* '''[[w:Leader–member exchange theory]]''' | ||
::* '''[[w:Path–goal theory]]''' | ::* '''[[w:Path–goal theory]]''' | ||
* '''[[w:Path–goal theory]]''' known in the slides as "The Path Goal Contingency Theory" ( House & Mitchell, 1974 ) also known as the path–goal theory of leader effectiveness or the path–goal model, is a leadership theory developed by Robert House, an Ohio State University graduate, in 1971 and revised in 1996. ( Wikipedia ) | |||
* '''[[w:Leader–member exchange theory]]''' - Leaders often develop relationships with each member of the group that they lead, and leader–member exchange theory explains how those relationships with various members can develop in unique ways. The leader-member exchange theory of leadership focuses on the two-way relationship (dyadic relationships) between supervisors and subordinates. ( Wikipedia ) | |||
:'''Trust''' is a primary attribute associated with Leadership; breaking it can have serious adverse effects on a group’s performance. ( Robbins & Judge, 2010 ) | |||
==== Management ==== | |||
* [[w:Management]] | |||
* [[w:Organizational theory]] - (OT) is "the study of organizations for the benefit of identifying common themes for the purpose of solving problems, maximizing efficiency and productivity, and meeting the needs of stakeholders ( Wikipedia ) | |||
* The '''[[w:cognitive resource theory]]''' is a leadership theory of industrial and organizational psychology developed by Fred Fiedler and Joe Garcia in 1987 as a reconceptualization of the Fiedler contingency model. ( Wikipedia ) | |||
=== Motivation === | === Motivation === | ||
* '''[[w:Maslow's hierarchy of needs]]''' | * '''[[w:Maslow's hierarchy of needs]]''' ( [[w:fi:Maslow’n tarvehierarkia]] ) is a theory in psychology, proposed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation". ( Wikipedia ) | ||
* '''[[w:Two-factor theory]]''' | * '''[[w:Two-factor theory]]''' (also known as Herzberg's motivation-hygiene theory and Dual-Factor Theory) ( [[w:fi:Frederick Herzbergin kaksifaktoriteoria]] ) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. ( Wikipedia ) | ||
* '''[[w:Job enrichment]]''' | * '''[[w:Job enrichment]]''' is an attempt to motivate employees by giving them the opportunity to use the range of their abilities. It is an idea that was developed by the American psychologist Frederick Herzberg in the 1950s. ( Wikipedia ) | ||
* '''Emotional needs theory''' | * '''Emotional needs theory''' | ||
* '''[[w:Equity theory]]''' | * '''[[w:Equity theory]]''' is a theory that attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. ( Wikipedia ) | ||
* '''[[w:Expectancy theory]]''' | * '''[[w:Expectancy theory]]''' proposes that a person will decide to behave or act in a certain way because they are motivated to select a specific behavior over other behaviors due to what they expect the result of that selected behavior will be. ( Wikipedia ) | ||
* '''[[w:Goal setting]] theory''' by Locke et al. | * '''[[w:Goal setting]] theory''' by Locke et al. | ||
::[http://www.youtube.com/watch?v=u6XAPnuFjJc RSA Animate - Drive: The surprising truth about what motivates us] | |||
=== Organizational structure and culture === | === Organizational structure and culture === | ||
* '''[[w:Business model]]''' | * '''[[w:Business model]]''' describes the rationale of how an organization creates, delivers, and captures value (economic, social, or other forms of value). The process of business model construction is part of [[w:business strategy]]. | ||
* [http://www.ocai-online.com The OCAI test online] | *'''[[w:Organizational culture]]''' ( [[w:fi:Yrityskulttuuri]] ) is the collective behavior of humans who are part of an organization and the meanings that the people attach to their actions. Culture includes the organization values, visions, norms, working language, systems, symbols, beliefs and habits. ( Wikipedia ) | ||
*'''[[w:Organizational structure]]''' ( [[w:fi:Organisaatiorakenne]] ) consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims. ( Wikipedia ) | |||
*'''[[w:Mission statement]]''' is a statement of the purpose of a company or organization, its reason for existing. ( Wikipedia ) | |||
*'''[[w:Organizational chart]]''' is a diagram that shows the structure of an organization and the relationships and relative ranks of its parts and positions/jobs. | |||
::The different types of organization charts include: | |||
:::* [[w:Hierarchical organization|Hierarchical]] | |||
:::* [[w:Matrix management|Matrix]] ( [[w:fi:Matriisiorganisaatio]] ) | |||
:::* [[w:Flat organization|Flat]] (also known as [[w:Horizontal organization|Horizontal]]) ( Wikipedia ) | |||
*'''[[w:Organization development]]''' (OD) ( [[w:fi:Organisaation kehittäminen]] ) is a deliberately planned effort to increase an organization's relevance and viability. | |||
*'''[[w:Learning organization]]''' is the term given to a company that facilitates the learning of its members and continuously transforms itself. ( Wikipedia ) | |||
::[http://www.ocai-online.com The OCAI test online] | |||
=== Conflict === | === Conflict === | ||
| Line 105: | Line 162: | ||
* '''[[w:Milton Friedman]]''' - the economist of Thatcher and Reagan | * '''[[w:Milton Friedman]]''' - the economist of Thatcher and Reagan | ||
* Teacher has prediction projecting global GDP summed will rise by 50% to $90T | * Teacher has prediction projecting global GDP summed will rise by 50% to $90T | ||
=== Corporate social responsibility === | |||
*'''[[w:Corporate social responsibility]]''' ( [[w:fi:Yhteiskuntavastuu]] ) is a form of corporate self-regulation integrated into a business model. CSR policy functions as a built-in, self-regulating mechanism whereby a business monitors and ensures its active compliance with the spirit of the law, ethical standards, and international norms. ( Wikipedia ) | |||
*'''[[w:Business ethics]]''' ( [[w:fi:Liike-elämän etiikka]] ) (also corporate ethics) is a form of applied ethics or professional ethics that examines ethical principles and moral or ethical problems that arise in a business environment. ( Wikipedia ) | |||
*'''[[w:Sustainability]]''' is the capacity to endure through renewal, maintenance, and sustenance, or nourishment, in contrast to durability, the capacity to endure through unchanging resistance to change. ( Wikipedia ) | |||
*'''[[w:Corporate sustainability]]''' is a business approach that creates long-term consumer and employee value by not only creating a "green" strategy aimed towards the natural environment, but taking into consideration every dimension of how a business operates in the social, cultural, and economic environment. ( Wikipedia ) | |||
*'''[[w:Corporate social entrepreneur]]''' (CSE) is defined as "an employee of the firm who operates in a socially entrepreneurial manner; identifying opportunities for and/ or championing socially responsible activity; in addition to helping the firm achieve its business targets. | |||
[[Category:realcontent]] | |||
Latest revision as of 19:45, 2 April 2020
This page has permanently moved to the Consumerium.org development wiki
| w:Business management |
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| Key concepts |
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w:Marketing management · w:Service management |
| Promotional media |
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w:Printing · w:Publication · w:Internet marketing |
The Developing Professional
Learn
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Work as
Work in
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Advance career
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Class notes
Problem-based learning
Much of the course is taught using the w:Problem-based learning ( w:fi:Ongelmalähtöinen oppiminen ) pedagogical ( w:fi:Pedagogiikka ) approach/method.
Developing professional is aware of the patterns and dynamics of w:organizational behaviour.
Culture & complexity
w:Marshall McLuhan - communication theorist who coined the saying "World has become a village." in 1960.
In sociology, w:social stratification ( w:fi:Stratifikaatio ) is a concept involving the "classification of people into groups based on shared socio-economic conditions ... a relational set of inequalities with economic, social, political and ideological dimensions."
w:Social mobility is the movement of individuals or groups in social position over time.
Organizational analysis
- w:SWOT analysis ( Strenghts, Weaknesses, Opportunities and Threats ) S and W are internal and O and T are external
- w:PEST analysis ( Political, Economic, Social, and Technological analysis ) known as PESTEL ( PEST + Environmental + Legal ) in course slides
Psychometrics
Follwing psychometric personality tests are taken on course:
Communication
Following is a list of subcategories of the study of w:nonverbal communication ( w:fi:Non-verbaalinen viestintä )
- w:Proxemics can be defined as "the interrelated observations and theories of man's use of space as a specialized elaboration of culture"
- w:Haptics ( touch ) ( see also w:Haptic communication obs. different article)
- w:Kinesics ( body movement ) is the interpretation of body language such as facial expressions and gestures — or, more formally, non-verbal behavior related to movement, either of any part of the body or the body as a whole. ( Wikipedia )
- vocalics ( w:paralanguage ) refers to the non-verbal elements of communication used to modify meaning and convey emotion. ( Wikipedia )
- w:Chronemics ( structure of time ) is the study of the use of time in nonverbal communication. The way that an individual would perceive and value time, structure our time and react to time is a powerful communication tool, and helps set the stage for the communication process. Across cultures, time perception plays a large role in the nonverbal communication process. Time perceptions include punctuality, willingness to wait, and interactions. The use of time can affect lifestyles, daily agendas, speed of speech, movements and how long people are willing to listen. ( Wikipedia )
RSA Animate - The Secret Powers of Time
Four verbal communication complexities:
- Direct - Indirect
- Succinct (laconic) - Elaborate
- Person centered - Contextual
- Instrumental – Affective
- (Gudykunst & Ting-Toomey 1998 )
w:Intrapersonal communication is language use or thought internal to the communicator and w:Interpersonal communication is defined in a number of ways by professionals.
w:Power distance redirects to w:Hofstede's cultural dimensions theory ( 1960-1970 ) but is in the slide ( Session 3: slide 26 ) attributed to ( Hampden-Turner and Trompenaars ) Obs. the slide is more then confusing, it's incipherable. P-;
Corporate communications
- Before:
- only w:Public relations (PR) ( w:fi:Tiedotus- ja suhdetoiminta] ) which is the practice of managing the flow of information between an individual or an organization and the public.( Wikipedia )
- Now:
- w:Integrated marketing communications (IMC) which is an approach to brand communications where the different modes work together to create a seamless experience for the customer and are presented with a similar tone and style that reinforces the brand’s core message. ( Wikipedia )
w:Media richness theory, ( w:fi:Median ilmaisuvoimaisuuden teoria ) sometimes referred to as information richness theory, is a framework to describe a communications medium by its ability to reproduce the information sent over it. ( Wikipedia )
Learning styles
We did the learning styles survey developed by w:David A. Kolb who also contributed much to the theory of w:Experiential learning.
Forms of intelligence
- ) w:Intelligence quotient or w:IQ ( w:fi:Älykkyysosamäärä ) is a score derived from one of several standardized tests designed to assess intelligence. ( Wikipedia )
- ) w:Emotional intelligence (EI) ( w:fi:Tunneäly ) is the ability to identify, assess, and control the emotions of oneself, of others, and of groups. ( Wikipedia )
- ) w:Social intelligence ( w:fi:Sosiaalinen älykkyys ) describes the exclusively human capacity to effectively navigate and negotiate complex social relationships and environments. ( Wikipedia )
- ) w:Cultural intelligence or cultural quotient or CQ, is a theory within management and organisational psychology, positing that understanding the impact of an individual's cultural background on their behaviour is essential for effective business, and measuring an individual's ability to engage successfully in any environment or social setting. ( Wikipedia )
- CQ is a type of higher level social intelligence, allowing one to be socially effective in multiple and varied cultural settings with different norms (Early et al., 2006).
Cultural intelligence
- w:Mindfulness (psychology) ( w:fi:Tietoisuustaito ) - Modern clinical psychology and psychiatry since the 1970s have developed a number of therapeutic applications based on the concept of mindfulness (Pali sati or Sanskrit smṛti / स्मृति) in Buddhist meditation. ( Wikipedia ) It has multiple competing definitions given here
- cross-cultural may refer to
- w:cross-cultural communication, a field of study that looks at how people from differing cultural backgrounds communicate ( Wikipedia )
- any of various forms of interactivity between members of disparate cultural groups (see also w:cross-cultural communication, w:interculturalism, w:intercultural relations, w:hybridity, w:cosmopolitanism, w:transculturation) ( Wikipedia )
- the discourse concerning cultural interactivity, sometimes referred to as cross-culturalism (See also w:multiculturalism, w:cosmopolitanism, w:transculturation, w:cultural diversity) ( Wikipedia )
- w:cross-cultural studies, a comparative tendency in various fields of cultural analysis ( Wikipedia )
- cross-cultural may refer to
w:Culture shock ( w:fi:Kulttuurishokki ) is the personal disorientation a person may feel when experiencing an unfamiliar way of life due to immigration or a visit to a new country, or to a move between social environments also a simple travel to another type of life.
w:Low context culture and the contrasting w:high context culture are terms presented by the anthropologist w:Edward T. Hall in his book Beyond Culture.
- Low context culture refers to a culture’s tendency not to cater towards in-groups. An "in-group" is defined by the authors as being a discrete group having similar experiences and expectations, from which, in turn, inferences are drawn. Low context cultures, such as Germany or the United States make much less extensive use of such similar experiences and expectations to communicate. Much more is explained through words, instead of the context. ( Wikipedia )
- w:Edward T. Hall was an American anthropologist and cross-cultural researcher ( rip 2009 ) who is considered the the father of intercultural studies. ( see w:Intercultural communication for more information)
Competence
- w:Competence (human resources) is the ability of an individual to do a job properly. ( Wikipedia ) starting from 1970's onwards to this day.
- A competency is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees. ( Wikipedia )
- Obs. Etymonline on Competency vs. Etymonline on Competence also http://onelook.com suggests these are the same word
Leadership and management
Leadership
- w:Leadership has been described as “a process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task". Other in-depth definitions of leadership have also emerged. ( Wikipedia )
w:Contingency theory is a class of behavioral theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. Instead, the optimal course of action is contingent (dependent) upon the internal and external situation. Several contingency approaches were developed concurrently in the late 1960s.
- w:Fiedler contingency model - relationship oriented vs. task oriented
- w:Leader–member exchange theory
- w:Path–goal theory
- w:Path–goal theory known in the slides as "The Path Goal Contingency Theory" ( House & Mitchell, 1974 ) also known as the path–goal theory of leader effectiveness or the path–goal model, is a leadership theory developed by Robert House, an Ohio State University graduate, in 1971 and revised in 1996. ( Wikipedia )
- w:Leader–member exchange theory - Leaders often develop relationships with each member of the group that they lead, and leader–member exchange theory explains how those relationships with various members can develop in unique ways. The leader-member exchange theory of leadership focuses on the two-way relationship (dyadic relationships) between supervisors and subordinates. ( Wikipedia )
- Trust is a primary attribute associated with Leadership; breaking it can have serious adverse effects on a group’s performance. ( Robbins & Judge, 2010 )
Management
- w:Management
- w:Organizational theory - (OT) is "the study of organizations for the benefit of identifying common themes for the purpose of solving problems, maximizing efficiency and productivity, and meeting the needs of stakeholders ( Wikipedia )
- The w:cognitive resource theory is a leadership theory of industrial and organizational psychology developed by Fred Fiedler and Joe Garcia in 1987 as a reconceptualization of the Fiedler contingency model. ( Wikipedia )
Motivation
- w:Maslow's hierarchy of needs ( w:fi:Maslow’n tarvehierarkia ) is a theory in psychology, proposed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation". ( Wikipedia )
- w:Two-factor theory (also known as Herzberg's motivation-hygiene theory and Dual-Factor Theory) ( w:fi:Frederick Herzbergin kaksifaktoriteoria ) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. ( Wikipedia )
- w:Job enrichment is an attempt to motivate employees by giving them the opportunity to use the range of their abilities. It is an idea that was developed by the American psychologist Frederick Herzberg in the 1950s. ( Wikipedia )
- Emotional needs theory
- w:Equity theory is a theory that attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. ( Wikipedia )
- w:Expectancy theory proposes that a person will decide to behave or act in a certain way because they are motivated to select a specific behavior over other behaviors due to what they expect the result of that selected behavior will be. ( Wikipedia )
- w:Goal setting theory by Locke et al.
Organizational structure and culture
- w:Business model describes the rationale of how an organization creates, delivers, and captures value (economic, social, or other forms of value). The process of business model construction is part of w:business strategy.
- w:Organizational culture ( w:fi:Yrityskulttuuri ) is the collective behavior of humans who are part of an organization and the meanings that the people attach to their actions. Culture includes the organization values, visions, norms, working language, systems, symbols, beliefs and habits. ( Wikipedia )
- w:Organizational structure ( w:fi:Organisaatiorakenne ) consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims. ( Wikipedia )
- w:Mission statement is a statement of the purpose of a company or organization, its reason for existing. ( Wikipedia )
- w:Organizational chart is a diagram that shows the structure of an organization and the relationships and relative ranks of its parts and positions/jobs.
- The different types of organization charts include:
- Hierarchical
- Matrix ( w:fi:Matriisiorganisaatio )
- Flat (also known as Horizontal) ( Wikipedia )
- The different types of organization charts include:
- w:Organization development (OD) ( w:fi:Organisaation kehittäminen ) is a deliberately planned effort to increase an organization's relevance and viability.
- w:Learning organization is the term given to a company that facilitates the learning of its members and continuously transforms itself. ( Wikipedia )
Conflict
w:Social conflict and w:Armed conflict are examples of conflict classes
Economics
- w:Milton Friedman - the economist of Thatcher and Reagan
- Teacher has prediction projecting global GDP summed will rise by 50% to $90T
Corporate social responsibility
- w:Corporate social responsibility ( w:fi:Yhteiskuntavastuu ) is a form of corporate self-regulation integrated into a business model. CSR policy functions as a built-in, self-regulating mechanism whereby a business monitors and ensures its active compliance with the spirit of the law, ethical standards, and international norms. ( Wikipedia )
- w:Business ethics ( w:fi:Liike-elämän etiikka ) (also corporate ethics) is a form of applied ethics or professional ethics that examines ethical principles and moral or ethical problems that arise in a business environment. ( Wikipedia )
- w:Sustainability is the capacity to endure through renewal, maintenance, and sustenance, or nourishment, in contrast to durability, the capacity to endure through unchanging resistance to change. ( Wikipedia )
- w:Corporate sustainability is a business approach that creates long-term consumer and employee value by not only creating a "green" strategy aimed towards the natural environment, but taking into consideration every dimension of how a business operates in the social, cultural, and economic environment. ( Wikipedia )
- w:Corporate social entrepreneur (CSE) is defined as "an employee of the firm who operates in a socially entrepreneurial manner; identifying opportunities for and/ or championing socially responsible activity; in addition to helping the firm achieve its business targets.