The Spanish Inquisition

The Spanish Inquisition was a disputable time basically during the fifteenth century. Be that as it may, it continued reoccurring during different pieces of history as opposed to just in the fifteenth century. There were various techniques utilized in which non-Christians would be tormented. In some cases, an inappropriate people would be tormented on the off chance that they accepted that the individual they were tormenting truly wasn’t Christian. The tormenting of individuals on account of their religion is the thing that makes the Spanish Inquisition such an upsetting and dim piece of history. The explanation behind the Spanish Inquisition was on the grounds that the Christians vanquished Spain once more, which prompted the Christians driving non-Christian individuals, for example, Jews, to change over to Christianity. Any non-Christian who wouldn't change over to Christianity would be indicted and tormented utilizing various techniques, for example, starvation, strappado, racking and numerous different types of torment. In 1478, Ferdinand of Aragon and Isabelle of Castile set up the Spanish Inquisition. The explanation the investigation was built up was on the grounds that Ferdinand of Aragon and Isabelle of Castile needed to join Spain. The Spanish Inquisition could help monetarily on the grounds that cash could be made by taking property from charged blasphemers. Another explanation behind the Spanish Inquisition is on the grounds that Ferdinand and Isabelle accepted that Spain could be joined under Christianity. Likewise, Ferdinand and Isabelle victimized Jews basically on the grounds that they were enemies of Semites. The primary Inquisitors showed up in Seville in 1480 to cancel sin. Apostasy is a conviction or feeling that is in opposition to a customary strict teaching (particularly Christianity). Numerous Spanish Jews had to change over to Christianity and some of them changed over by decision. There were various sentences for those saw as blameworthy of apostasy. In the event that you were seen as blameworthy of apostasy, at that point your property would be seized and you would be scorched to death. There would be open mortification for those saw as liable at the auto da fe, which is where the blasphemer would be singed to death. The hour of the best impact during the Spanish Inquisition was under the rules of Philip II and Philip III. This timespan happened in 1569-1621. The Inquisition had endured past to this timespan as a result of an absence of bearing under Charles V, who administered from 1517-1556. Yet, during the rule of Philip II, there in the long run became 16 courts in Spain, two councils in Italy and three in the New World. The Inquisition extraordinarily extended its indictment of various strict wrongdoings. Normal Spaniards were brought into the councils just as Protestants, conversos, Moriscos and outsiders. There was nitty gritty addressing even to individuals who in all likelihood didn’t submit apostasy. These individuals would be fined a couple of ducats, which was viewed as an extremely overwhelming fine. The councils depended on unpaid authorities. To begin with, there were the two systems of familiars and camisarios. The familiars were laymen accused of conveying messages, capturing suspects and conveying them to the Inquisition. The comisarios were ministers who aided the social event of proof at the nearby level. Calificadores would prompt the inquisitors about the allegations to whether somebody was a blasphemer or not. There was an unfeeling manner by which the Inquisition worked. Potential blasphemers weren’t rewarded like in today’s gauges generally in light of the fact that the expression â€Å"innocent until demonstrated guilty† wasn’t followed. To begin with, there was the allegation. At the point when the Inquisition showed up in a city, the initial step was known as the Edict of Grace. It was called this in light of the fact that a time of beauty was offered to the individuals blamed for a wrongdoing to carry the denounced individual to the congregation without serious discipline. Next, there was the confinement. The case would be inspected by the calificadores would decide whether there was sin included. Numerous cases kept going as long as two years before the calificadores analyzed the case. The property of the detainee would be taken during confinement. This property would be utilized to pay for costs and the own expenses and upkeep of the individual being blamed. The whole procedure was finished with much mystery. The preliminary procedure is after the confinement procedure. The preliminary comprised of a progression of hearings. The denouncers and respondents both gave their declarations. Torment was utilized until the respondent would admit. The torment utilized was unsystematic. It was applied predominantly to those associated with Judaism and Protestantism. Torment would even be applied paying little heed to a person’s age. Essentially even kids and older individuals would be tormented. Torment assumed a significant job in the Spanish Inquisition. There were a wide range of techniques for torment. One strategy for torment was strappado. Strappado was the point at which the casualties would be suspended from the roof by their wrists. The casualty would tumble from a stature and be halted by an unexpected twitch directly before they arrive at the ground. Another strategy for torment was starvation in which the individual blamed for sin would be famished. Racking was additionally utilized. A rack was an instrument of torment comprising of an edge on which the casualty was extended by going rollers to which the wrists and lower legs were tied. Toca was a strategy for causing the casualty to accept they were suffocating by placing a material in their mouth and pouring a container of water in their mouth.

Business Organization Essays

Business Organization Essays Business Organization Essay Business Organization Essay To have a duplicate is a property however not to rely upon others as we give an incentive on such things. Through the feeling of modernization deferent machines are made, Like printing machines that we can now effectively have a copy through this. Copra ala DESK was motivated by the name of each accomplice relating to the given name Diana, Reran, Willower and Katherine through this blend to shape the word DESK and Copra was the Latin word in medieval time of what we consider today the word duplicate which intends to have another or to copy. It Is the supported choice of all ratters expects to give name in the business to represent the unity of each person to transform into association. The proposed business was expecting to give an assistance on the objective market, with a reasonable cost. Since we are the main who Introduce the Ipso Print administration and offers other help at a least expensive cost In the area, in any case of giving an excellent reports and computerized photograph printing. Vision/Mission Statement Vision Copra ala DESK uprightness that in five years time of administration will have a branch across the country through having nonstop Improvement on our business to address clients issues ND needs and ravaging Its properties just as be an amazing printing around the world. Crucial the unwaveringness of every potential client and be a group leaser that gives them an excellent assistance notwithstanding Its reasonable cost. Task Objectives The business venture destinations are: To win benefit and ready to bear the cost of more supplies with less expense. To have an update of each most recent and having a redesigned hardware. Present with a decent assistance and the executives. Treat them as one of our accomplices. Makes them agreeable through nature of business. Give their necessities ( e. G other offer card peruser) Project Background/Industry Outlook Copra ala DESK is an assistance kind of business that will give the requirements of target showcase since the business are situated between of two schools. In this manner, we are most likely focusing on all understudies and instructors also, as we think Having the correct assistance at the ideal spot is the key for our great activity. That Is the reason accomplices think about this to make the business agreeable and safe. Around there where normal degree of way of life of individuals is such a major bit of leeway to offer them the ipso-net where coins of yours. Defender Partners Name Citizenship Percent (%) Capital Reran T. Estonian Filipino 25% 125,000 Willower JOY E. Diced Filipino 25% 125,000 Katherine Albanian Filipino 25% 125,000 Diana JOY Esprit Filipino 25% 125,000 Total 100% 500,000 Title/ Â Copra ala DESK Copra ala DESK was enlivened by the name of each accomplice relating to the given name Diana, Reran, Willower and Katherine through this mix to frame the word DESK and Copra was the Latin word in medieval time of what we consider today the word duplicate which intends to have another or to copy. We picked this name since we will be by and by maintain the business and to be connected as part-proprietor of the business. Sort of Business Organization Our business association is organization. The four of us chose to participate in this business as accomplices since it is anything but difficult to frame and to break up. Area of business Our business is situated in Ailing-Lang SST. Corner Camas SST. TTS Cruz region, chronological registry II Alas Pains City. We picked this area since we see incredible open door around there because of the quantity of populace there. This administration is the place they can discover companions or an accomplice that will bolster in their necessities by giving them a record photograph printing, copy, examining, surge ID, web and landlines in a moderate rice. The business structure is a general organization makes out of four accomplices that will contribute for the capital of the business and who will deal with the activity. Depiction of the Service The printing is viewed as one of the most significant developments ever. This gadget has made it feasible for books, papers, magazines, and other perusing materials to be created in incredible numbers, and it assumes a significant job in advancing education among the majority. It was created dependent on early standards of printing, and it has experienced numerous changes throughout the years to address the issues f individuals in various periods. In both China and Egypt, the utilization of little stamps for seals went before the printing of paper or papyrus. This was likewise the situation in China. The procedure is basically the equivalent in Europe uncommon introduction impressions of prints were regularly imprinted on silk until the seventeenth century. What's more, recently developed the Paleography (additionally called surface printing), regularly abridged to flex, is a technique for printing most generally utilized for bundling (marks, tape, sacks, boxes, pennants, thus on),and then will concocted the by Xerox in the backtalk. Base on the Wisped, he print machine proceed with become present day and become requested now a days. Case of printing. Lithography press for printing maps in Munich. Yuan Dynasty woodblock release of a Chinese play Description of the Founders of Firm Reran T. Estonian, 27 years of age, college alumni of four years course of Bachelor of Science in Business Administration major in Financial Management. Has a working involvement with Jollied while he is in third year at the age 19. As a result of, his family life circumstance he figured out how to forfeit and seek after to his fantasies. He is presently one of the well known businesspeople in the nation. Willower Joy E. Diced, 26 years likewise a college alum of Bachelor of Science in Business Administration major in Financial Management. She encountered to be a Jollied group when she was in second year. Indeed, even her family have an own methods for money, she decided to give an answer on her own concern regarding monetary issues. The consequence of all her difficult work brings her into a fruitful life. Katherine Albanian, 26 years of age a college alum of Bachelor of Science in Business Administration major in Financial Management. She is a monetary examiner of a firm and furthermore low maintenance teacher. Diana Joy Esprit, 21 years of age and newly graduate of Bachelor of Science in Business Administration major in Financial Management. Her diversions are making embellishments that can be sold. One of her goodness is to set up a business that associated with her advantage yet she is as of now dealing with the matter of her family. Wellspring of Information A. Inspecting Technique Survey: Random Sampling The accomplices directed the examination through review and with the utilization of irregular testing of giving polls by and by to the respondents to acquire the essential information. In this manner, the surveys were dispersed around the spot and scratches educators where school are close with our business. B. Meeting We likewise lead some meeting from various shops in accordance with our administration offered, Mutational City, some place in Mutational City, Banyan and around where business are going to set up or our potential rivals. They help the accomplices to investigate the issue and things expected to do to flexibly the interest of individuals and having a commitment to comprehend the tasks that happen in the business C. Different Sources Table of References Conversationalist. Com. PH/http://en. Wisped. Organization/wick/Main_Page It. Gob. PH/Ass. Gob. PH/Philately. Gob. PH/Vagabonding. Gob. PH/Dole. Gob. PH/Cookbook. Net Officeholders. Com. PH Benson. Com. PH Chapter 2 Market Study Analysis of the Market The objective market of the firm is the inhabitant of Ailing-Lang Corner of Zamia SST. T. S Cruz Subdivision Almanac II, Alas Picas City as it was picked by accomplices on account of the firm is in the middle of two schools; the Elementary School and High School. Since other printing shops are expensive we accept this open door for as to serve the individuals in cap zone with a moderate cost yet in high-caliber of administration. The undertaking exploit territory where in there is a great deal of understudies and the existence level is in the medium-class. We use to have a protected and agreeable spot for all our potential clients paying little heed to their status, way of life, and characters as long as the business or administration gives their necessities.

How to Collaborate with and Influence People Using the SCARF Model

How to Collaborate with and Influence People Using the SCARF Model WHAT IS THE SCARF MODEL?Before we start looking deeper into how the SCARF model can be used for collaborating and influencing people, it’s a helpful to look at some of the basics of the theory.The SCARF model of behavior is a relatively new theory, having first been published in 2008 by David Rock. The word SCARF is an acronym, which stands for:Status â€" the relative importance to others.Certainty â€" the ability to predict future.Autonomy â€" the sense of control over events.Relatedness â€" the sense of safety with others.Fairness â€" the perception of fair exchanges.The basic premise of the SCARF model is the assumption the brain makes us behave in certain ways, which are to minimize threats and maximize rewards. While the brain takes a threat and reward approach to primary needs, such as food and water, the theory argues this same also happens with social needs.In essence, a positive emotion or reward creates a stimulus making people act, whereas a negative emotion or punishmen t causes a threat stimulus, which leads to avoidance.The aim of the SCARF model is therefore interaction with people in a way that minimizes the threats and maximizes the rewards in relation to the five key areas mentioned above. Understanding of the approach-avoid response can help improve collaborations and help influence the way people behave.Read the scientific paper related to the SCARF model.Let Arthur teach you on how the brain works. THE APPROACH-AVOID RESPONSEThe theory doesn’t simply base its findings on assumptions on human behavior, but it uses brain imaging to highlight its conclusions. Several studies on the brain have shown how the human brain is focused on minimizing danger and maximizing reward. This refers to the approach-avoid response.The approach-avoid response developed as an evolutionary response and has largely helped humans to stay alive. The most commonly used example is how the memory of foraging disgusting tasting food (poisonous) resulted in humans avo iding it. On the other hand, tastier berries, which left humans feeling good, were eaten regularly.But it isn’t only the primary needs of food and water, which are impacted by this approach. Brain scanning has shown the human brain is socially tuned and social threats and rewards drive our behavior. In fact, a study by the University of Michigan Medical School highlighted how social pain, such as rejection from a group, causes the same regions of the brain to light up as would in the event of physical pain.Matthew Lieberman, from UCLA, stated in a Strategy+Business interview, “Most processes operating in the background when your brain is at rest are involved in thinking about other people and yourself.”It is the limbic system, which plays an important role in the approach-avoid response. All the stimulus to the brain goes through the different parts of the brain. It first goes to the primary part of the brain before travelling to the more advanced areas (neo-cortex). The prima ry part or the so-called reptilian brain is more tuned to dealing with threats, as these can’t involve much analysis. When a lion was hunting you down in the savannah, you didn’t have time to start analyzing the best route; you simply ran.Learn more about how the brain works.[slideshare id=33427523doc=howyourbrainworks-140411172547-phpapp02w=710h=400]This means a number of stimuli to the brain don’t get far enough the limbic system for the person to generate an analytical response. In fact, the part of the limbic system, which is tuned into threats, the amygdala, creates the first emotional reaction. This often results in highly emotional response to situations the person perceives as a threat.Studies (cited in Arthurs paper) have highlighted that the limbic system processes stimuli before conscious awareness. This means the reactions are automatic and quick; in essence, reflexes.All of the above means the approach a person unconsciously goes for can have a big impact on perfo rmance and behavior. The approach-avoid response has implications across social life, since we only need to unconsciously perceive a threat to respond with a negative emotion.Furthermore, this impacts the work situation as well, which is why the SCARF model can help managers achieve the best results.As we’ll explain below, the SCARF model can help control the approach-avoid response and improve collaboration by reducing the threat and increasing the reward reaction.Here’s a short video of David Rock explaining the SCARF model: HOW TO MANAGE THREATS AND REWARDS WITH SCARFLet’s now look at the five different SCARF domains: status, certainty, autonomy, relatedness, and fairness.Each of these domains can be used to enhance collaboration and to influence people’s behavior. The five domains are the crucial parts behind the approach-avoid response in the brain when it comes to social situations.We’ll look at each domain separately and identify the ways it is possible to reduce th e threat reaction and create a reward response instead. This can be applied to a management situation at work or in other professional circumstance.StatusStatus relates to the individual’s sense of worth. We all have internal status structures created, which help us model the workplace in social and organizational context. In fact, status is among the key drivers when it comes to workplace behavior.The perception of a threat or the actual reduction in status tends to generate a strong threat reaction. It’s therefore an important domain to understand when it comes to influencing people’s behavior.Reducing threatSince threat to a person’s status causes such as a strong negative reaction, the threat can be felt even when no real danger to the status is present. Everyday conversations can be turned into a measurement of status, as people try to ensure they are not perceived as any less valued than others.This means things such as performance feedback can cause an avoid-response. Talking about feedback (not even the act of giving it, but talking about it) can create a feeling that perceived social status is at risk, which causes the negative behavior.Therefore, reducing the sense of loss of status is essential. For example, instead of providing feedback, allow the person to give feedback on themselves or the project.Increasing rewardOn the other hand, using status and gains in it as a reward, you can receive a positive approach-response. In organizations, this kind of rewarding approach often comes in the form of promotions.But the focus of increasing reward in status shouldn’t be on the artificial reward structures, such as promotions or increases in status. The aim is to promote learning, as well as improvement and rewarding this behavior within a team. A positive feedback, such as that, would increase the feeling of status, but wouldn’t end up removing status from other people in the group.CertaintyCertainty is another important domain, as it provide s security to people. Operating in familiar and certain circumstances frees more resources in the brain for the work.If the surroundings are uncertain, then the person’s brain activity increases and creates a stress response. This can, in essence, hinder the ability to make effective and balanced decisions.In a work environment, it is crucial to ensure clarity and certainty prevail. This yields better results and guarantees the approach-response takes over.Managing the perception of certainty is critical in change management situations.Avoid those 20 change management mistakes.[slideshare id=14042494doc=top20changemanagementmistaketoavoid-120822125803-phpapp02w=710h=400]Reducing threatSignificant and sudden changes lead to an immediate threat reaction and they should be avoided as much as possible. In a work environment, the focus should be on planning and strategizing in order to reduce uncertainty.Collaboration can be improved by including expectations and desirable outcomes as part of the project management. Discussing and agreeing on objectives beforehand generates certainty and can reduce the stress levels within the group.Furthermore, utilizing similar project management structures each time can be helpful in reducing the avoid-response.Increasing rewardAs mentioned above, setting clear objectives for projects can increase the sense of reward. Things such as outlining the meeting’s agenda beforehand can create certainty and increase the sense of reward.Furthermore, timetables and reassurances are important part of management during uncertain times. If the organization is going through change, it’s important to establish structures, which remain constant to guarantee people feel a sense of clarity and certainty.AutonomyAutonomy is the domain, which creates a sense of control for the person. The less autonomy the person experiences, the more the situation is treated as a threat. On the other hand, the sense of autonomy activates the reward structures of the brain, creating a more stress-free experience.The control of the autonomy domain is especially crucial in corporate life, where micromanagement can often be the norm. Therefore, reducing the threat to autonomy is an important aspect of management.Reducing threatGroup collaboration often creates challenges to autonomy, as hierarchical structures are rather inevitable. Management of groups is needed to ensure objectives are met and some level of micromanagement can guarantee the collaboration is properly organized.But in order to reduce threats, people in collaboration should be provided as much autonomy as possible. This could be achieved through the option of making choices. For example, a person has a bigger sense of autonomy if he or she is presented with a choice to either do option A or B, rather than told to do option C.Furthermore, you can reduce the threat from the loss of autonomy by increasing the reward of status, certainty and relatedness.So, even when autonomy is reduced, reward the person with:Increase perception of status, such as positive feedback.Enhanced levels of certainty by creating rules and objectives that are the same for everyone.Improved relatedness through improved communication and coaching.Increasing rewardThe sense of autonomy is important, even if the actual level of autonomy remains low. The ability to make small decisions, even when they aren’t that significant, can help the person feel a sense of reward and therefore, apply the approach-response.In a work environment, this can mean the ability for the person to decide the timing of a lunch hour, the way they organize their work areas, and the ability to occasionally work from home, for instance.Overall, the easiest way to increase reward is to provide the person with boundaries in which they can operate in, instead of creating a strict set of rules.For example, instead of telling the person they have a lunch hour from 1pm to 2pm and they must not leave the premises, y ou can allow them to choose their own lunch hour between 11am and 3pm.RelatednessSince the human brain is a social machine, the relatedness we feel to other people influences our decision making to a greater extent. We are designed to build groups that rely on mutual trust and work together against uncertainty.Group activity and a higher sense of relatedness influences the production of oxytocin in our brain. This chemical is behind positive emotions and the feeling of trust, and therefore essential for group collaboration.Some facts on Oxytocin and how it helps in building relationships.[slideshare id=38745591doc=oxytocin-140905092139-phpapp02w=710h=400]In order to improve collaboration, it is crucial to focus on rewarding relatedness and creating trustworthy relationships within the group.Reducing threatAs we seek social groups, which generate the feeling of trust and mutual understanding, co-operating with people out of this usual peer group can create a threat reaction. Therefor e, the introduction of new members to a team shouldn’t be taken lightly. It’s important to properly introduce new members and spend enough time creating the connection through group activities.In addition, if collaboration happens through long-distance project, the focus on relatedness should be at the core of group operations. This is down to the lack of social time and cohesion in long-distance collaboration, since interaction is much rarer and focused on the work-related objectives.Threat in these situations can be reduced by enhancing the social interaction. Video conferences instead of non-video calls will help establish a closer connection, as it creates the visual impact between team members. There should also be emphasis on sharing personal stories through networking on social media and outside of the work environment.The so-called “water cooler” conversations are an important part of reducing threat and enhancing a sense of relatedness.Increasing rewardA great way t o increase the sense of reward is through the creation of closer social connections. Mentoring and coaching programs are perfect for ensuring new members of the team are welcome, as well as establishing a sense of trust within a collaborative team.Furthermore, small groups tend to be better for generating approach-responses than larger groups. Therefore, it might be beneficial to divide larger teams into smaller groups. Nonetheless, in these situations it is essential to avoid creating the “them vs. us” narrative. Social events outside of work are necessary for improved relatedness across the organization.FairnessFinally, the last domain in the SCARF model deals with fairness. When a person thinks something is unfair, the brain automatically reacts with the avoid-response and goes into a defensive stance. People don’t relate to or empathize with people who they think are acting unfairly, even if the person is in pain.On the other hand, when someone either removes unfairness or sees another person act in order to prevent unfairness, the reward structures of the brain are turned on.Reducing threatUnfairness can be created rather easily in the work environment, but its removal can be difficult. Operational structures can be perceived unfair and changing them is often a slow process.For example, financial rewards might differ across the organization (consider gender wage gap as an example) or the operational rules between departments might differ. The threat response can be switched on when a person feels not everyone in the team or the organization is putting in the same kind of effort as they are.One of the easiest ways to reduce threat response is by introducing greater transparency. People are less likely to experience unfairness, if they understand the processes. This means teams must have rules and guidelines, which are clearly outlined for everyone.Furthermore, in organizations it is important to not only talk about corporate values, but also showcase them in action. This includes doing voluntary work, highlighting transparency in financial rewards such as bonuses and having a procedure for punishing un-accepted behavior.Increasing rewardIt’s also possible to increase the reward response by improving the sense of fairness. Fairness and autonomy can often go hand in hand. Therefore, self-management is a good way of enhancing fairness, as the rules come from within and not from the outside.In a collaborative situation, it can be beneficial for the team to establish the rules together. This removes the feeling of having been told what to do and feeling of other people benefitting more from the rules, for example.If you want to improve fairness, you should consider small adjustments to the systems, which are deemed unfair. For instance, slight salary adjustments can help instill a sense of fairness within a group. The key is to ensure there’s a perception of fairness, even if the situation isn’t 100% fair.Add-on: This is prese ntation shows how you can apply the SCARF model to stakeholder management.[slideshare id=32766752doc=scarfaugmentedstakeholderanalysisslidesharepresentation-140326104610-phpapp01w=710h=400]FINAL WORDS In today’s interconnected world the ability to collaborate with other people is an increasingly important part of workplace communication.In order to understand how to better manage bigger groups and improve co-operation, it’s important to comprehend what drives social behavior. © pixabay | StockSnapIn this guide, we’ll examine one model explaining this behavior, called the SCARF model. Will explain the basics behind the theory, the way it explains the approach and avoid responses, and how you can use it to decrease the threats and increase the sense of reward when collaborating with others.WHAT IS THE SCARF MODEL?Before we start looking deeper into how the SCARF model can be used for collaborating and influencing people, it’s a helpful to look at some of the basics of the theory.The SCARF model of behavior is a relatively new theory, having first been published in 2008 by David Rock. The word SCARF is an acronym, which stands for:Status â€" the relative importance to others.Certainty â€" the ability to predict future.Autonomy â€" the sense of control over events.Relatedness â€" the sense of safety with others.Fairness â€" the perception of fair exchanges.The basic premise of the SCARF model is the assumption the brain makes us behave in certain ways, w hich are to minimize threats and maximize rewards. While the brain takes a threat and reward approach to primary needs, such as food and water, the theory argues this same also happens with social needs.In essence, a positive emotion or reward creates a stimulus making people act, whereas a negative emotion or punishment causes a threat stimulus, which leads to avoidance.The aim of the SCARF model is therefore interaction with people in a way that minimizes the threats and maximizes the rewards in relation to the five key areas mentioned above. Understanding of the approach-avoid response can help improve collaborations and help influence the way people behave.Read the scientific paper related to the SCARF model.Let Arthur teach you on how the brain works. THE APPROACH-AVOID RESPONSEThe theory doesn’t simply base its findings on assumptions on human behavior, but it uses brain imaging to highlight its conclusions. Several studies on the brain have shown how the human brain is focu sed on minimizing danger and maximizing reward. This refers to the approach-avoid response.The approach-avoid response developed as an evolutionary response and has largely helped humans to stay alive. The most commonly used example is how the memory of foraging disgusting tasting food (poisonous) resulted in humans avoiding it. On the other hand, tastier berries, which left humans feeling good, were eaten regularly.But it isn’t only the primary needs of food and water, which are impacted by this approach. Brain scanning has shown the human brain is socially tuned and social threats and rewards drive our behavior. In fact, a study by the University of Michigan Medical School highlighted how social pain, such as rejection from a group, causes the same regions of the brain to light up as would in the event of physical pain.Matthew Lieberman, from UCLA, stated in a Strategy+Business interview, “Most processes operating in the background when your brain is at rest are involved in th inking about other people and yourself.”It is the limbic system, which plays an important role in the approach-avoid response. All the stimulus to the brain goes through the different parts of the brain. It first goes to the primary part of the brain before travelling to the more advanced areas (neo-cortex). The primary part or the so-called reptilian brain is more tuned to dealing with threats, as these can’t involve much analysis. When a lion was hunting you down in the savannah, you didn’t have time to start analyzing the best route; you simply ran.Learn more about how the brain works.[slideshare id=33427523doc=howyourbrainworks-140411172547-phpapp02w=710h=400]This means a number of stimuli to the brain don’t get far enough the limbic system for the person to generate an analytical response. In fact, the part of the limbic system, which is tuned into threats, the amygdala, creates the first emotional reaction. This often results in highly emotional response to situations the person perceives as a threat.Studies (cited in Arthurs paper) have highlighted that the limbic system processes stimuli before conscious awareness. This means the reactions are automatic and quick; in essence, reflexes.All of the above means the approach a person unconsciously goes for can have a big impact on performance and behavior. The approach-avoid response has implications across social life, since we only need to unconsciously perceive a threat to respond with a negative emotion.Furthermore, this impacts the work situation as well, which is why the SCARF model can help managers achieve the best results.As we’ll explain below, the SCARF model can help control the approach-avoid response and improve collaboration by reducing the threat and increasing the reward reaction.Here’s a short video of David Rock explaining the SCARF model: HOW TO MANAGE THREATS AND REWARDS WITH SCARFLet’s now look at the five different SCARF domains: status, certainty, autonomy, relatedness, and fairness.Each of these domains can be used to enhance collaboration and to influence people’s behavior. The five domains are the crucial parts behind the approach-avoid response in the brain when it comes to social situations.We’ll look at each domain separately and identify the ways it is possible to reduce the threat reaction and create a reward response instead. This can be applied to a management situation at work or in other professional circumstance.StatusStatus relates to the individual’s sense of worth. We all have internal status structures created, which help us model the workplace in social and organizational context. In fact, status is among the key drivers when it comes to workplace behavior.The perception of a threat or the actual reduction in status tends to generate a strong threat reaction. It’s therefore an important domain to understand when it comes to influencing people’s behavior.Reducing threatSince threat to a person’s status causes such as a strong negative reaction, the threat can be felt even when no real danger to the status is present. Everyday conversations can be turned into a measurement of status, as people try to ensure they are not perceived as any less valued than others.This means things such as performance feedback can cause an avoid-response. Talking about feedback (not even the act of giving it, but talking about it) can create a feeling that perceived social status is at risk, which causes the negative behavior.Therefore, reducing the sense of loss of status is essential. For example, instead of providing feedback, allow the person to give feedback on themselves or the project.Increasing rewardOn the other hand, using status and gains in it as a reward, you can receive a positive approach-response. In organizations, this kind of rewarding approach often comes in the form of promotions.But the focus of increasing reward in status shouldn’t be on the artificial reward structures, such as promotions or i ncreases in status. The aim is to promote learning, as well as improvement and rewarding this behavior within a team. A positive feedback, such as that, would increase the feeling of status, but wouldn’t end up removing status from other people in the group.CertaintyCertainty is another important domain, as it provides security to people. Operating in familiar and certain circumstances frees more resources in the brain for the work.If the surroundings are uncertain, then the person’s brain activity increases and creates a stress response. This can, in essence, hinder the ability to make effective and balanced decisions.In a work environment, it is crucial to ensure clarity and certainty prevail. This yields better results and guarantees the approach-response takes over.Managing the perception of certainty is critical in change management situations.Avoid those 20 change management mistakes.[slideshare id=14042494doc=top20changemanagementmistaketoavoid-120822125803-phpapp02w=710h =400]Reducing threatSignificant and sudden changes lead to an immediate threat reaction and they should be avoided as much as possible. In a work environment, the focus should be on planning and strategizing in order to reduce uncertainty.Collaboration can be improved by including expectations and desirable outcomes as part of the project management. Discussing and agreeing on objectives beforehand generates certainty and can reduce the stress levels within the group.Furthermore, utilizing similar project management structures each time can be helpful in reducing the avoid-response.Increasing rewardAs mentioned above, setting clear objectives for projects can increase the sense of reward. Things such as outlining the meeting’s agenda beforehand can create certainty and increase the sense of reward.Furthermore, timetables and reassurances are important part of management during uncertain times. If the organization is going through change, it’s important to establish structures, w hich remain constant to guarantee people feel a sense of clarity and certainty.AutonomyAutonomy is the domain, which creates a sense of control for the person. The less autonomy the person experiences, the more the situation is treated as a threat. On the other hand, the sense of autonomy activates the reward structures of the brain, creating a more stress-free experience.The control of the autonomy domain is especially crucial in corporate life, where micromanagement can often be the norm. Therefore, reducing the threat to autonomy is an important aspect of management.Reducing threatGroup collaboration often creates challenges to autonomy, as hierarchical structures are rather inevitable. Management of groups is needed to ensure objectives are met and some level of micromanagement can guarantee the collaboration is properly organized.But in order to reduce threats, people in collaboration should be provided as much autonomy as possible. This could be achieved through the option of making choices. For example, a person has a bigger sense of autonomy if he or she is presented with a choice to either do option A or B, rather than told to do option C.Furthermore, you can reduce the threat from the loss of autonomy by increasing the reward of status, certainty and relatedness.So, even when autonomy is reduced, reward the person with:Increase perception of status, such as positive feedback.Enhanced levels of certainty by creating rules and objectives that are the same for everyone.Improved relatedness through improved communication and coaching.Increasing rewardThe sense of autonomy is important, even if the actual level of autonomy remains low. The ability to make small decisions, even when they aren’t that significant, can help the person feel a sense of reward and therefore, apply the approach-response.In a work environment, this can mean the ability for the person to decide the timing of a lunch hour, the way they organize their work areas, and the ability to occasionally work from home, for instance.Overall, the easiest way to increase reward is to provide the person with boundaries in which they can operate in, instead of creating a strict set of rules.For example, instead of telling the person they have a lunch hour from 1pm to 2pm and they must not leave the premises, you can allow them to choose their own lunch hour between 11am and 3pm.RelatednessSince the human brain is a social machine, the relatedness we feel to other people influences our decision making to a greater extent. We are designed to build groups that rely on mutual trust and work together against uncertainty.Group activity and a higher sense of relatedness influences the production of oxytocin in our brain. This chemical is behind positive emotions and the feeling of trust, and therefore essential for group collaboration.Some facts on Oxytocin and how it helps in building relationships.[slideshare id=38745591doc=oxytocin-140905092139-phpapp02w=710h=400]In order to i mprove collaboration, it is crucial to focus on rewarding relatedness and creating trustworthy relationships within the group.Reducing threatAs we seek social groups, which generate the feeling of trust and mutual understanding, co-operating with people out of this usual peer group can create a threat reaction. Therefore, the introduction of new members to a team shouldn’t be taken lightly. It’s important to properly introduce new members and spend enough time creating the connection through group activities.In addition, if collaboration happens through long-distance project, the focus on relatedness should be at the core of group operations. This is down to the lack of social time and cohesion in long-distance collaboration, since interaction is much rarer and focused on the work-related objectives.Threat in these situations can be reduced by enhancing the social interaction. Video conferences instead of non-video calls will help establish a closer connection, as it creates the visual impact between team members. There should also be emphasis on sharing personal stories through networking on social media and outside of the work environment.The so-called “water cooler” conversations are an important part of reducing threat and enhancing a sense of relatedness.Increasing rewardA great way to increase the sense of reward is through the creation of closer social connections. Mentoring and coaching programs are perfect for ensuring new members of the team are welcome, as well as establishing a sense of trust within a collaborative team.Furthermore, small groups tend to be better for generating approach-responses than larger groups. Therefore, it might be beneficial to divide larger teams into smaller groups. Nonetheless, in these situations it is essential to avoid creating the “them vs. us” narrative. Social events outside of work are necessary for improved relatedness across the organization.FairnessFinally, the last domain in the SCARF model deals w ith fairness. When a person thinks something is unfair, the brain automatically reacts with the avoid-response and goes into a defensive stance. People don’t relate to or empathize with people who they think are acting unfairly, even if the person is in pain.On the other hand, when someone either removes unfairness or sees another person act in order to prevent unfairness, the reward structures of the brain are turned on.Reducing threatUnfairness can be created rather easily in the work environment, but its removal can be difficult. Operational structures can be perceived unfair and changing them is often a slow process.For example, financial rewards might differ across the organization (consider gender wage gap as an example) or the operational rules between departments might differ. The threat response can be switched on when a person feels not everyone in the team or the organization is putting in the same kind of effort as they are.One of the easiest ways to reduce threat resp onse is by introducing greater transparency. People are less likely to experience unfairness, if they understand the processes. This means teams must have rules and guidelines, which are clearly outlined for everyone.Furthermore, in organizations it is important to not only talk about corporate values, but also showcase them in action. This includes doing voluntary work, highlighting transparency in financial rewards such as bonuses and having a procedure for punishing un-accepted behavior.Increasing rewardIt’s also possible to increase the reward response by improving the sense of fairness. Fairness and autonomy can often go hand in hand. Therefore, self-management is a good way of enhancing fairness, as the rules come from within and not from the outside.In a collaborative situation, it can be beneficial for the team to establish the rules together. This removes the feeling of having been told what to do and feeling of other people benefitting more from the rules, for example.If you want to improve fairness, you should consider small adjustments to the systems, which are deemed unfair. For instance, slight salary adjustments can help instill a sense of fairness within a group. The key is to ensure there’s a perception of fairness, even if the situation isn’t 100% fair.Add-on: This is presentation shows how you can apply the SCARF model to stakeholder management.[slideshare id=32766752doc=scarfaugmentedstakeholderanalysisslidesharepresentation-140326104610-phpapp01w=710h=400]FINAL WORDSThe perceived threats and rewards can influence our behavior in different ways. Since we are social animals, it’s essential to understand how to manage these threats and rewards when we interact with other people.The SCRARF model can help in understanding the human behavior better and it’s a good tool influencing other people. By understanding how we can reduce the perceived threats and instead focus on rewards, it’s possible to improve collaboration in the workplac e.Image credit: pixabay | StockSnap under CC0 Public Domain.

How Cell Phones Changed Us Socially - 1503 Words

How Cell Phones Changed Us Socially Having a cell phone is very convenient and helpful most of the time. They are great for emergencies, but not everyone knows of the potential negative impacts these phones have on our lives. In the past several years there have been numerous studies looking into the problems, which cell phone cause. This paper will show how the cell phone has had a dynamic impact on social interactions in today’s society. First it will show the point of having a cellular phone has changed the concept of social space and time among social interactions. Secondly, the paper will show how individuals misuse and don’t take responsibility for their mobile device. Following that, research will be presented that demonstrates how Short Message Service (texts) has taken its own way of communication in relationships. Lastly, this paper will look to provide a conclusion of the impact that the use of cellular phones has had in regards to social interactions. Technologies are an ever-changing aspec t of this day and age. New gadgets and ideas are always trying to simplify life and bring people closer together. When the first mobile phone was released to the public in the 1900’s, not many caught on to the fad, mainly because of the outrageous price and bulkiness of the first model (Marples 8). Times have changed since then and how this technology is not only a product that most of the world owns, but it is something you never leave your house without (8). TheShow MoreRelatedcell phones: how have they changed us socially927 Words   |  4 Pages Cell phones: How Have They Changed Us Socially? Introduction Thesis Statement: Cell phones have socially changed our lifestyle and have greatly influenced our lives. Alternatively referred to as a cell, cellular, and cellular phone, a cell phone, which is also sometimes abbreviated as â€Å"cp† is a mobile phone or portable phone that enables a user to communicate almost anywhere in the world. The cell phone was invented by Dr. Martin Cooper who led a team of developers at Motorola and madeRead MoreCell phones How have they changed us socially?1632 Words   |  7 PagesDoes cell phone use really affect our communication skills? Cartoon by Izzy Peterson by Erin Stewart, Editor November 25, 2013 Filed under Fall 2013, Story Cycle 4, Features, Opinion, Showcase The short URL of the present article is: http://lhslance.org/bKUbA We live in a world where communication through modern technology is almost required. Everywhere people are texting, emailing, writing blogs and tweeting. It’s hard to go anywhere without seeing someone using a phone or the InternetRead MoreThe Social Impact of Cell Phones Essay1465 Words   |  6 Pagesclosest thing to â€Å"cellular technology† was a car phone made by the ATA Company but, Martin and his determined Motorola group yearned higher heights and deeper depths for communication- and thus the birth of the first cell phone was in process. Cooper wanted to exceed the limitations of just simple â€Å"car conversation†. After consistent tedious hours of production, lasting a several month long period of building, critiquing, and finalizing, the first cell phone was born. The first mobile device was the sizeRead MoreCellphones Essay1370 Words   |  6 PagesCell phones Freymel De La Rosa Mr. Ramà ­rez English 11, 3rd period May 29th 2012 Outline Thesis Statement: Cell phones have changed us socially in many ways since their first invention till now, through their history, uses, and their changes in communication. Introduction I. Cell phones History A. First cell phones B. Cell phones inventor C. How they work II. Using of Cell Phones A. Changes in Communication B. Benefits C. Health effects III. Have theyRead MoreEssay About Mobile Phones966 Words   |  4 PagesThroughout the years cell phones have changed a lot with advanced technology. Improve technology has made a great change in history of phones, transforming the huge brick-like mobile phone of 1995 to sleek and stylish smartphones we carry with us now. Back then people didnt have the features phones as for now. For example, pictures, facetime and touch screen. At this moment, advanced technology in cell phones has gained much attention to all people ages. The only difference is that a few years backRead MoreThe Effects Of Internet Technology On Society s Society Essay903 Words   |  4 Pagestechnology and use it on a daily basis, whether it be a cell phone, computer, GPS, or a tablet. Technology helps us in many different ways by being able to complete tasks easier, and be connected to people we cannot see daily. Text messages, emails, apps like Snapchat, Skype, or FaceTime helps us stay connected to peop le far or near. Wireless internet has allowed internet access to any phone, or computer in reach. Technology has helped us complete necessary online applications like college admissionRead MoreEssay about The Most Important Technology: Cell Phones1220 Words   |  5 Pageslife and became amazed about how popular, of all the technology, cell phones have become. It’s amazing that in our culture we make ourselves available every minute of every day. Many people don’t even have home phones anymore. Cell phones have become more of a necessity more than a need nowadays. They became an essential communication tool. Cell phone usage in the US has increased from 34 million to 203 million in the last ten years. Many may want to view the cell phone as your personal safety deviceRead MoreThe Speech : The Communication Drought1500 Words   |  6 Pageslater. They would pick up the cell phone paying for long-distance calls and could only talk to one person at a time. Teenagers p assed hand-written notes to their friends in class. 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If one was to walk into an airport right now, what are the chances of spotting a person without a cell phone in their hand or a computer on their lap? Very slim. In the modern culture, technology has become a huge part of everyday life. This is replacing social interactions with social media and love letters with messaging and genuine friends with far away strangers. Over the course of technology development, social and communication skills have greatly decreased due to dependence

If You Read Nothing Else Today, Read This Report on Example of Term Paper

If You Read Nothing Else Today, Read This Report on Example of Term Paper Example of Term Paper Can Be Fun for Everyone Moreover, most or all the expenses of opening the business working with the trademark falls to the franchisee. Just follow instructions and you need to find the desired effects. To illustrate all the concerns and previously provided comments, you are able to look through some of the most obvious benefits of our company. Once, you're done with the ordering process we'll send you the essential particulars. From a good example term paper, it is possible for you to learn many essential things. Before starting writing your introduction, you should determine what you would like your term paper to say. You may try to write down the crucial points for your term paper in various sequences. When using a term paper example can assist in giving an idea about how to go about obtaining a term paper started, more are finding it useful to seek out custom writing services to acquire term papers of better quality. Whether you need to create a paper of special flawlessness, just get an essay here and our writers will provide help. Qualified custom writers are knowledgeable about the fundamental elements of the expression paper format and compose the customized term paper in line with the professor's recommendations. It isn't always simple to construct a logical term paper with no help, so students ought to take advantage of the completely free example term papers on poverty in Pakistan written by the expert writers in the net. Students, but do not find the hidden risks. Try to remember that many of students might have to gain from your term paper. A letter of consent will likewise be sent to them together with a sample copy of the questionnaire which will be used, in addition to the protocol of the researcher. Customized term papers let you incorporate the experience and knowledge of professionals, into the expression paper, as stated by the demands of your university, college, or higher school. The thesis ought to be clear and easy. Your thesis needs to be expressed in a means which can be proven either true or false. The Nuiances of Example of Term Paper For instance, the introduction and the conclusion is going to be provided to you. The overall description of the topic in the expre ssion paper introduction example is among the sections of the document. When you've determined your thesis and the overall structure of your paper, you're prepared to get started writing your introduction. There are a few benefits of viewing term paper examples. The Truth About Example of Term Paper Outline the portions of the paper and a succinct description of what each part will cover. An excellent way to begin is by making a compelling and creative title. Let's consider the procedure for writing term paper step-by-step. The sole thing you must do is to specify the format you have to have in the purchase description. What is Actually Happening with Example of Term Paper A term paper sample may give you confidence in receiving the assignment completed since you've got a better knowledge of what is expected for the assignment. The outline of the paper needs to be produced before researching and writing because it is going to act as the basis around which you will construct your work. Be certain to include the paper title even if it's a tentative one. There are lots of paper templates to select from but the majority of the time your instructor will ask you to stick to a particular essay format. When the most important text is going to be finished you'll reread it many times, making changes and editing. For instance, some of them just have zero time to deal with dozens of assignments that keep bombarding from every side. To help you when writing your abstract, stop at the conclusion of every sentence and be certain you are addressing the undertaking. There are lots of paper templates to pick from, but the majority of the time your instructor will require a specific format for the entire class to follow. The 30-Second Trick for Example of Term Paper You may also check on the standard of the greatest topic for term paper to get to understand the sort of professional services that we're speaking about. When you're looking for information, it's better to look for articles and works of over 1 author. When you select your topic, ensure you choose something which you're interested in. The reasons could be absolutely different. Example of Term Paper - What Is It? A great b usiness plan is a critical part of any loan application package, and is a selling document to possible backers. Consulting local experts and company owners about the growth potential of businesses in your town will improve your likelihood of succeeding. The plan forces you to examine the business completely and is a great instrument to handle the business. The kind of business and a suitable location needs to be determined before taking any further measures.

Hrm 352 Free Essays

string(431) " allows for the maximum number of employees to by handled by the minimum number of instructors Answer Selected Answer: classroom instruction Question 7 1 out of 1 points A control group: Answer Selected Answer: helps determine whether improvements were made as the result of training or some other factor Question 8 1 out of 1 points This training method consists of having the trainee assume the attitudes and behavior of others\." Question 1 0 out of 1 points Computer-based training and E-learning provide all the following benefits except: Answer Selected Answer: they can be more cost effective Question 2 1 out of 1 points When we learn by watching others perform a task, this is known as: Answer Selected Answer: modeling Question 3 1 out of 1 points _________ refers to the effective application of principles learned to what is required on the job. Answer Selected Answer: transfer of training Question 4 0 out of 1 points The method of providing a variety of work experiences to broaden the knowledge and understanding required to manage more effectively is known as: Answer Selected Answer: individual development. Question 5 1 out of 1 points The most common method used for training non-managerial employees is: Answer Selected Answer: on-the-job training Question 6 1 out of 1 points Which of the following is NOT a benefit of orientation programs? Answer Selected Answer: more comprehensive task analysis Question 7 1 out of 1 points The method of training used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive equipment is the: Answer Selected Answer: simulation method. We will write a custom essay sample on Hrm 352 or any similar topic only for you Order Now Question 8 1 out of 1 points A manager who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging in what type of on-thejob training? Answer Selected Answer: coaching Question 9 1 out of 1 points The primary reason organizations train new employees is to: Answer Selected Answer: increase their knowledge, skill, and ability level. Question 10 0 out of 1 points Apprenticeship training provides information in both the ________ and ________ aspects of the job. Answer Selected Answer: appraisal and technical Question 1 1 out of 1 points When we learn by watching others perform a task, this is known as: Answer Selected Answer: modeling Question 2 1 out of 1 points _________ refers to the effective application of principles learned to what is required on the job. Answer Selected Answer: transfer of training Question 3 0 out of 1 points Common drawbacks to on-the-job training include all of the following except: Answer Selected Answer: the absence of well-defined job performance criteria. Question 4 1 out of 1 points The method of training used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive equipment is the: Answer Selected Answer: simulation method. Question 5 1 out of 1 points Apprenticeship training provides information in both the ________ and ________ aspects of the job. Answer Selected Answer: practical and theoretical Question 6 1 out of 1 points The primary reason organizations train new employees is to: Answer Selected Answer: increase their knowledge, skill, and ability level. Question 7 1 out of 1 points Learning curves show: Answer Selected Answer: that performance plateaus are natural and are usually followed by spontaneous recovery Question 8 1 out of 1 points To implement a successful diversity training program, managers should do all of the following except: Answer Selected Answer: rely upon existing training programs that have worked for other companies. Question 9 0 out of 1 points A control group: Answer Selected Answer: establish the baseline standard against which training effectiveness can be measured Question 10 1 out of 1 points Computer-based training and E-learning provide all the following benefits except: Answer Selected Answer: hey replace conventional learning experiences Sunday, November 18, 2012 8:37:25 AM CST Question 1 1 out of 1 points Which type of training allows students to get real-world experience in organizations while still receiving college credit? Answer Selected Answer: internships Question 2 1 out of 1 points Which of the following is NOT a benefit of orientation programs? Answer Selected Answer: more comprehensive task analysis Question 3 1 out of 1 points The four phases of a systems approach to training are: Answer Selected Answer: needs assessment, program design, program implementation, and evaluation. Question 4 1 out of 1 points A manager who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging in what type of on-thejob training? Answer Selected Answer: coaching Question 5 0 out of 1 points The four step process advocated in benchmarking includes: Answer Selected Answer: plan, train, perform, evaluate Question 6 1 out of 1 points Computer-based training and E-learning provide all the following benefits except: Answer Selected Answer: they replace conventional learning experiences Question 7 1 out of 1 points Goal setting: Answer Selected Answer: sets a road map for the training course, objectives, and learning points Question 8 1 out of 1 points All of the following are characteristics of successful trainers except: Answer Selected Answer: being experimental. Question 9 0 out of 1 points Determining whether or not performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as: Answer Selected Answer: group and individual analysis. Question 10 1 out of 1 points The primary reason organizations train new employees is to: Answer Selected Answer: increase their knowledge, skill, and ability level. Question 1 1 out of 1 points The most common method used for training non-managerial employees is: Answer Selected Answer: on-the-job training Question 2 1 out of 1 points The four step process advocated in benchmarking includes: Answer Selected Answer: plan, do, check, act Question 3 0 out of 1 points Common drawbacks to on-the-job training include all of the following except: Answer Selected Answer: poor training skills of supervisors. Question 4 1 out of 1 points A manager who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging in what type of on-thejob training? Answer Selected Answer: coaching Question 5 out of 1 points The principle of learning that is being emphasized by performing the same task over and over is: Answer Selected Answer: practice and repetition. Question 6 1 out of 1 points ___________ training allows for the maximum number of employees to by handled by the minimum number of instructors Answer Selected Answer: classroom instruction Question 7 1 out of 1 points A control group: Answer Selected Answer: helps determine whether improvements were made as the result of training or some other factor Question 8 1 out of 1 points This training method consists of having the trainee assume the attitudes and behavior of others. Answer Selected Answer: role playing Question 9 0 out of 1 points The desired outcomes of training programs are formally stated as: Answer Selected Answer: learning objectives. Question 10 1 out of 1 points Periods in learning situations when progress does not occur because of either reduced motivation or ineffective methods of task performance are called: Answer Selected Answer: plateaus. Sunday, November 18, 2012 8:43:30 AM CST Question 1 0 out of 1 points Work-related sources of conflict include all of the following except: Answer Selected Answer: the frequency of overtime. Question 2 0 out of 1 points The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job is known as a: Answer Selected Answer: lateral move. Question 3 0 out of 1 points HR’s role in gauging employee potential for career development includes all of the following except: Answer Selected Answer: establish succession plans Question 4 0 out of 1 points An informal network of interpersonal relationships that has traditionally provided a means for senior members of the organization to pass along career tips to junior members is: Answer Selected Answer: the career network. Question 5 0 out of 1 points The usual targets of assessment centers are: Answer Selected Answer: positions in service industries. Question 6 0 out of 1 points A program that provides for a relatively rapid progression through a number of managerial positions is known as a: Answer Selected Answer: management development program. Question 7 0 out of 1 points Career development programs benefit organizations in all of the following ways except: Answer Selected Answer: giving an increased understanding of the organization. Question 8 1 out of 1 points The lines of advancement for an individual within an organization are known as: Answer Selected Answer: career paths. Question 9 1 out of 1 points Services provided to terminated employees to help them find new jobs are referred to as: Answer Selected Answer: outplacement services. Question 10 0 out of 1 points Under a good mentor, learning focuses on all of the following except: Answer Selected Answer: goals. Question 1 0 out of 1 points An informal network of interpersonal relationships that has traditionally provided a means for senior members of the organization to pass along career tips to junior members is: Answer Selected Answer: a mentoring network. Question 2 1 out of 1 points In making a career choice, one should probably: Answer Selected Answer: all of the above Question 3 1 out of 1 points Services that are offered to employees who are being transferred to different locations are known as: Answer Selected Answer: relocation services. Question 4 0 out of 1 points Which of the following is NOT a popular method that managers use to help employees identify their potential and the strength of their interests? Answer Selected Answer: informal counseling Question 5 1 out of 1 points The three principal criteria for determining promotions are: Answer Selected Answer: merit, seniority, and potential. Question 6 0 out of 1 points Work-related sources of conflict include all of the following except: Answer Selected Answer: number of hours worked each week. Question 7 1 out of 1 points HR’s role in gauging employee potential for career development includes all of the following except: Answer Selected Answer: create employee’s promotion plan Question 8 0 out of 1 points The usual targets of assessment centers are: Answer Selected Answer: nonmanagement positions. Question 9 0 out of 1 points While a career development program requires special processes and techniques, a basic requirement is: Answer Selected Answer: a promotion policy. Question 10 1 out of 1 points For what reason should a person seeking a mentor research the potential mentor’s background? Answer Selected Answer: so that it will be easier for both of you to establish a relationship Sunday, November 18, 2012 8:50:37 AM CST Question 1 0 out of 1 points The career stage one would typically be in during his or her early 20s would be: Answer Selected Answer: pre-career. Question 2 1 out of 1 points Employability refers to: Answer Selected Answer: the skills and support needed to find a job Question 3 1 out of 1 points Services provided to terminated employees to help them find new jobs are referred to as: Answer Selected Answer: outplacement services. Question 4 1 out of 1 points The advancement of women in management: Answer Selected Answer: is likely to be helped by the advancement of younger men because of their more progressive attitudes toward women. Question 5 1 out of 1 points While a career development program requires special processes and techniques, a basic requirement is: Answer Selected Answer: management support. Question 6 1 out of 1 points The usual targets of assessment centers are: Answer Selected Answer: management positions. Question 7 1 out of 1 points For what reason should a person seeking a mentor research the potential mentor’s background? Answer Selected Answer: so that it will be easier for both of you to establish a relationship Question 8 1 out of 1 points The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job is known as a: Answer Selected Answer: transfer. Question 9 1 out of 1 points Services that are offered to employees who are being transferred to different locations are known as: Answer Selected Answer: relocation services. Question 10 0 out of 1 points Work-related sources of conflict include all of the following except: Answer Selected Answer: irregularity in working hours. Sunday, November 18, 2012 8:53:32 AM CST Question 1 1 out of 1 points Employability refers to: Answer Selected Answer: the skills and support needed to find a job Question 2 0 out of 1 points The career stage one would typically be in during his or her early 20s would be: Answer Selected Answer: early career. Question 3 out of 1 points Over the past decade, the percentage of women in all management positions has increased to slightly over ____________ percent. Answer Selected Answer: 35 Question 4 1 out of 1 points The usual targets of assessment centers are: Answer Selected Answer: management positions. Question 5 0 out of 1 points Career development programs benefit organizations in all of the following ways except: Answer Selected Answer: providing greater retention of valued employees. Question 6 1 out of 1 points Outplacement services are: Answer Selected Answer: designed to help terminated employees find a job elsewhere. Question 7 0 out of 1 points A program that provides for a relatively rapid progression through a number of managerial positions is known as a: Answer Selected Answer: career advancement program. Question 8 1 out of 1 points While a career development program requires special processes and techniques, a basic requirement is: Answer Selected Answer: management support. Question 9 0 out of 1 points Under a good mentor, learning focuses on all of the following except: Answer Selected Answer: opportunities. Question 10 1 out of 1 points In making a career choice, one should probably: Answer Selected Answer: all of the above Question 1 1 out of 1 points The choice of an appraisal method should be largely based on: Answer Selected Answer: the purpose of the appraisal. Question 2 1 out of 1 points Appraisal training for raters should focus on: Answer Selected Answer: eliminating subjective errors Question 3 1 out of 1 points As an appraiser, you should try to do all of the following except: Answer Selected Answer: change the person, not the behavior. Question 4 0 out of 1 points Freedom from criterion deficiency of performance appraisals refers to the extent to which: Answer Selected Answer: ndividuals tend to maintain a certain level of performance over time. Question 5 0 out of 1 points Time consuming to develop and use, but have less subjectivity and more acceptance characterize which type of appraisal method? Answer Selected Answer: behavioral method Question 6 1 out of 1 points The strategic relevance of performance appraisals refers to: Answer Selected Answer: the extent to which standards relate to the overall objectives of the organization. Question 7 0 out of 1 points When the manager and the employee jointly establish future performance goals for each employee, which appraisal source is useful? Answer Selected Answer: team appraisal Question 8 0 out of 1 points Administrative purposes of performance appraisal include all of the following except: Answer Selected Answer: documenting personnel decisions Question 9 0 out of 1 points Which of the following appraisal methods helps guard against recency error? Answer Selected Answer: mixed-standard scale Question 10 1 out of 1 points Self-appraisals are best for: Answer Selected Answer: developmental purposes. Question 1 1 out of 1 points If a performance standard is found to be stable or consistent over time, it is said to be: Answer Selected Answer: reliable. Question 2 0 out of 1 points Time consuming to develop and use, but have less subjectivity and more acceptance characterize which type of appraisal method? Answer Selected Answer: trait method Question 3 1 out of 1 points The choice of an appraisal method should be largely based on: Answer Selected Answer: the purpose of the appraisal. Question 4 1 out of 1 points TQM and team appraisal are complementary because: Answer Selected Answer: both focus on performance as a whole, rather than on the individual Question 5 0 out of 1 points Administrative purposes of performance appraisal include all of the following except: Answer Selected Answer: determining promotion candidates Question 6 0 out of 1 points Freedom from criterion deficiency of performance appraisals refers to the extent to which: Answer Selected Answer: factors outside the employee’s control can influence performance. Question 7 0 out of 1 points Total-quality management concerns have led to the increased use of: Answer Selected Answer: team and peer performance appraisals. Question 8 1 out of 1 points If you rate an average employee’s performance high because you compared the employee to poor performers, you are committing a: Answer Selected Answer: ontrast error. Question 9 1 out of 1 points Which of the following appraisal methods helps guard against recency error? Answer Selected Answer: critical incident Question 10 0 out of 1 points High potential for rating errors, but inexpensive to develop and use characterize which type of appraisal method? Answer Selected Answer: behavioral method Question 1 0 out of 1 points Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories? Answer Selected Answer: percent method Question 2 0 out of 1 points The appraisal system based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm is: Answer Selected Answer: management by objectives Question 3 0 out of 1 points Requirements for successful MBO programs include all of the following except: Answer Selected Answer: goal statements must be accompanied by descriptions of how they will be accomplished. Question 4 1 out of 1 points Total-quality management concerns have led to the increased use of: Answer Selected Answer: team and customer performance appraisals. Question 5 out of 1 points If you rate an average employee’s performance high because you compared the employee to poor performers, you are committing a: Answer Selected Answer: contrast error. Question 6 1 out of 1 points The choice of an appraisal method should be largely based on: Answer Selected Answer: the purpose of the appraisal. Question 7 1 out of 1 points Self-appraisals are best for: Answer Selected Answer: developmental purposes. Question 8 1 out of 1 points In most instances, who is in the best position to perform the function of appraising an employee’s performance? Answer Selected Answer: the employee’s supervisor Question 9 1 out of 1 points The strategic relevance of performance appraisals refers to: Answer Selected Answer: the extent to which standards relate to the overall objectives of the organization. Question 10 1 out of 1 points Disadvantages of the essay method include all of the following except: Answer Selected Answer: it must follow a jobspecific format. Sunday, November 18, 2012 9:06:30 AM CST Question 1 1 out of 1 points If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors, the instrument suffers from: Answer Selected Answer: riterion deficiency. Question 2 0 out of 1 points If the performance evaluations that delivery drivers receive are partially influenced by the fact that some drivers operate in areas where there are major traffic problems while others operate in areas with few traffic problems, the instrument suffers from: Answer Selected Answer: rater bias. Question 3 1 out of 1 points Administrative purposes of performance appraisal include all of the following except: Answer Selected Answer: providing performance feedback Question 4 1 out of 1 points Which of the following appraisal methods helps guard against recency error? Answer Selected Answer: critical incident Question 5 1 out of 1 points As an appraiser, you should try to do all of the following except: Answer Selected Answer: change the person, not the behavior. Question 6 0 out of 1 points A performance-rating error in which the appraiser tends to give employees either unusually high or unusually low ratings is referred to as a: Answer Selected Answer: halo error Question 7 1 out of 1 points Disadvantages of the essay method include all of the following except: Answer Selected Answer: it must follow a jobspecific format. Question 8 1 out of 1 points Performance appraisals must meet legal requirements because: Answer Selected Answer: they are used as a basis for HRM actions and decisions Question 9 0 out of 1 points Requirements for successful MBO programs include all of the following except: Answer Selected Answer: a specific time must be set when goals are to be reviewed and evaluated. Question 10 1 out of 1 points Appraisal training for raters should focus on: Answer Selected Answer: eliminating subjective errors Question 1 1 out of 1 points Positive discipline is different from progressive discipline in that it is based on a â€Å"problem-solving† approach to discipline. Answer Selected Answer: True Question 2 0 out of 1 points Decision-making leave is typically paid leave, and eliminates the negative effects of loss of pay. Answer Selected Answer: False Question 3 1 out of 1 points In order to be effective, employee discipline must take place as soon as possible after the problem is verified. Answer Selected Answer: True Question 4 1 out of 1 points One of the goals of discipline is that it should be seen as training that molds and strengthens the desirable conduct – or corrects undesirable conduct – and develops self-control. Answer Selected Answer: True Question 5 1 out of 1 points It is important when applying either progressive or positive discipline, to maintain complete records of each step of the procedure. Answer Selected Answer: True Question 6 1 out of 1 points One of the major reasons for investigative interviews is to establish the facts surrounding an employee’s offense. Answer Selected Answer: True Question 7 0 out of 1 points Documentation of employee misconduct includes stating the improvement expected by the employer. Answer Selected Answer: False Question 8 1 out of 1 points Progressive discipline results from using positive reinforcement instead of punishment. Answer Selected Answer: False Question 9 1 out of 1 points A major responsibility of the HR department is to develop, and to have top management approve, its disciplinary policies and procedures. Answer Selected Answer: True Question 10 1 out of 1 points Management’s failure to communicate rules to employees is one of the major reasons for reversing disciplinary action. Answer Selected Answer: True How to cite Hrm 352, Essay examples

What is Business with Humanity in Mind Essay Essay Example

What is Business with Humanity in Mind Essay? Paper Traditional marketing practice is facing unprecedented challenges. The unsustainability of resource use, the increasing inequity of the market, and the continuous decline in societal trust pose a threat â€Å"marketing as usual.† Capitalism is at a crossroads and scholars, practitioners and policymakers are being called to rethink their purpose and assumptions in light of major societal and environmental changes. As current thinking is based on the exchange paradigm, people largely informed it by economics. Therefore it draws substantively from neo-classical theories of human beings. A â€Å"homo economicus† fulfill his or her stable and predictable interests. He or she is amoral, values short-term gratification, and often acts opportunistically to further personal gain. Such a strategy and marketing organization are largely based on this, and, in turn, are blamed for creating negative externalities. This means the time for changes has come. The nature of this concept Those types of affairs must be inspired by and performed in tandem with human nature if we are to avoid our damaging reductionist views of the world. Business with humanity in mind is a multidimensional concept because every person has its cognition of it. The founder of the basis of its theory was John Hopkins Carey School. This credo signifies the shift in culture. For a long time, already contemporary culture designates the constant making money, the income, the contracts, the loss, and embodies the typical image of the Wolf from Wall Street. Business with humanity in mind tries to focus on the humanistic approach. Corporations count on people to need and consume the products and services in order to have a profit. They have come to realize that humanity is not mutually exclusive. Relying only on financial sphere may lead to detrimental consequences for society at large, as proofed by the U.S. financial crisis of the 2000’s. Focusing on consumers only with no regard for the finances can also cause the ruination if a country has no opportunity to support its people financially. This credo is fitting because affairs are eager to try a different way, as evidenced by the growth of social entrepreneurs and other businesses that care about the greater good. The Agents of Business with Humanity in Mind We will write a custom essay sample on What is Business with Humanity in Mind Essay? specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on What is Business with Humanity in Mind Essay? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on What is Business with Humanity in Mind Essay? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Students of John Hopkins Carey School have a tough challenge. They have to change the world, and make it believe that the financial sphere is â€Å"by people† and â€Å"for people.† But first of all, they have to believe in it themselves. As the students of Carey School are from varied social backgrounds, origins, cultures and come in with their own moral compass, so it may be quite difficult to change their principles and morals to one that embodies the consensus of the greater good. But if they succeed in this, they will become pioneers of the next generation business with humanity in mind. Criticism of Business with Humanity in Mind Everything sounds great and even better, but some people criticize the theory. Firstly, the real world is evil. The scourge is deep inside the human nature; no one is going to turn the money making in good thing while it is a business. The aforementioned sphere is like the politics – dirty stuff, and money rule the world. Secondly, why the notion of business comes before the humanity? And why humanity is just in mind and does not take the direct participation in the concept of the central topic of this essay? Maybe humanity is just an afterthought. There is an opinion that this credo should morph into one that more clearly defines its mission. Something like: â€Å"Money and people working together, humanity living and making it better,† which may reflect a complete culture not just keeping people â€Å"in mind† but actively include them into all endeavors. The Principles We need to set the new business culture. Carey School tries to teach us that we are one human race in which everything we do matters – especially in that sphere. Business with humanity in mind is a mechanism that puts culture moving forward as the top priority. Citizens should be embraced by doing so, create a better world. As Dean Bernard T. Ferrari – the member of the Carey School states, â€Å"Our goal is to produce relevant, practical, translatable research that has a beneficial impact on people’s lives today and tomorrow.† Part of Carey School’s mission statement states, â€Å"We create and share knowledge that shapes practices while educating leaders who will grow economies and societies, and are exemplary citizens.† One of the principal goals of business with humanity in mind essay is to develop creative leaders who gain first-hand knowledge in building sustainable businesses in developing markets. Plus, students are acknowledgeable in assessing the commercial potential of technological innovations and scientific discoveries. Business with humanity in mind is unique in that it focuses on commercialization and entrepreneurship as a means to meet societal needs; i.e., by creating a successful financial model people can bring the technology to market for medical, scientific and humanitarian purposes. And the third element involves immersing leaders in real-world, street-level social entrepreneurship. Working with area residents, stakeholders, and institutions, they identify neighborhood strengths and weaknesses and develop strategies to capitalize on the former and address the latter. Business with humanity in mind essay is dedicated to the mission of developing new knowledge and educating the new generation of leaders to build great societies and economies. It teaches simple students how to be creative leaders who are able to solve tomorrow’s challenges and contemporary problems. You can rely on our service The successful implementing of the shifts and changes must be based on a strong, profound business plan model. Students are to show their potential and creativity. If you have any problems with it, our professional business plan Thewritemyessay would happily help you to prove your candidacy and show them all. Now you know the main notion of the aforementioned phenomenon. 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