Xem 1-20 trên 66 kết quả Managing emotions
  • Risk management is recognized as an essential contributor to business and project success, since it focuses on addressing uncertainties in a proactive manner in order to minimize threats, maximize opportunities and optimize achievement of objectives. There is wide convergence and international consensus on the necessary elements for a risk management process, and this is supported by a growing range of capable tools and techniques, an accepted body of knowledge, an academic and research base, and wide experience of practical implementation across many industries....

    pdf191p beaver123 21-07-2013 39 17   Download

  • Coaching Emotional Intelligence in the Classroom is a practical resource to help Key Stage 2 and Key Stage 3 teachers explore and understand a range of concepts, principles and techniques gathered under the term ‘emotional intelligence’, and the way that this powerfully infl uences pupils’ behaviour and learning in the classroom. Creative activities are suggested throughout, leading towards a more explicit focus on coaching methods to help pupils become independent, creative and effective learners able to set goals, generate ideas, solve problems and arrive at reasoned decisions....

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  • "The Management of Mergers and Acquisitions is far away from the perfect, polished presentations of the merchant bankers in which value creation is all too often just the result of a well-executed PowerPoint presentation. Philippe Very takes us into the real world where management is the key word - management of the expected and the unexpected, of rationality and emotions, of processes and people. He combines the expertise of the researcher with live business cases.

    pdf195p greengrass304 14-09-2012 80 39   Download

  • Trade Like Jesse Livermore explains the complete Livermore Trading System, developed by Jesse Livermore over his legendary 45-year career trading the stock market. This book explores the technical aspects of the Livermore Trading System, including Timing, Money Management, and a way to achieve Emotional Control. It deals with the details and secrets of the stock trading system that brought about Livermore’s amazing and unbridled success on Wall Street.

    pdf237p greengrass304 14-09-2012 61 24   Download

  • "The Management of Mergers and Acquisitions is far away from the perfect, polished presentations of the merchant bankers in which value creation is all too often just the result of a well-executed PowerPoint presentation. Philippe Very takes us into the real world where management is the key word - management of the expected and the unexpected, of rationality and emotions, of processes and people. He combines the expertise of the researcher with live business cases.

    pdf196p transang3 29-09-2012 52 17   Download

  • In recent years, there has been growing interest in emotion regulation processes within different areas of psychology. This interest has been sparked both by the development of new theoretical models of emotion regulation processes and by the growing realization that poor or inappropriate regula- tion of emotions often constitutes a core component of common individual and interpersonal problems.

    pdf327p lyly_5 22-03-2013 22 8   Download

  • Public management has become an important domain of scholarship and teaching within two academic communities: public administration and public policy. The purpose of this book is to give definition to this domain. More specifically, it is about the relationship between knowledge and practice in public management and about the role of universities in creating and sustaining this relationship.

    pdf221p hyperion75 15-01-2013 20 3   Download

  • Chapter 14 - Managing employee attitudes and well-being. In this chapter students will be able to: Describe the effect of emotions and attitudes on employee behavior; identify four ways in which employees respond to job dissatisfied; explain how job satisfaction relates to customer service and satisfaction; distinguish organizational commitment from continuance commitment, including their effects on employee behavior;…

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  • After reading this chapter, you should have a good understanding of the following learning objectives: The three key interdependent activities in which all successful leaders must be continually engaged; two elements of effective leadership: overcoming barriers to change and the effective use of power; the crucial role of emotional intelligence (EI) in successful leadership as well as its potential drawbacks;...

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  • Consider the word shit. Simply being asked to do this may have shocked you. Even if it did not, most speakers of British English would agree that this is a word to be used with caution. Because of prevailing attitudes amongst speakers of the English language, using the word may lead any hearer to make a number of inferences about you. They may infer something about your emotional state, your social class or your religious beliefs, for example. They may even infer something about your educational achievements. All of these inferences flow from a fairly innocuous four-letter word....

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  • Behavior-based interviewing forms the fundamental theoretical base for the questions in this book. Behavior-based interviewing examines past behavior and how that behavior contributes to a person’s success. Behavior-based interviewing in a structured format has the highest validity of all interviewing tools, according to a study by Ryan and Tippins from Michigan State University.7 Unfortunately, some managers rely solely on the tools of gut instinct and chemistry to predict a person’s effectiveness.

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  • Selling. What a profession. Why do so many people love selling so much, whereas others hate even the thought of selling something? What is it about the topic of selling that causes so many mixed emotions? Better yet, why are some people so good at it, and others are always trying to get it right?

    pdf257p conrepcon 13-04-2012 56 29   Download

  • KEY POINTS TO CONSIDER WHEN ASSESSING ANSWERS Awareness of Emotions or Thoughts The key information extracted by these questions indicates the candidate’s awareness that emotions exist and affect self and others. Once a candidate establishes her awareness of the impact of emotions, she improves her chances of being able to manage them. Some candidates deny that feelings or emotions exist.

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  • Brand building goes far beyond creating awareness of your name and your customers promise. It is a voyage of building a corporate soul and infectiously communicating it inside and outside the company to all your partners, so that your customers truly get what your brand promises.

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  • Awareness of our impact on others begs the question, What, if anything, do we choose to do to control or manage our behavior? Self-control or self-management allows us to manage our frustrations, anger, fear, discouragement, and other emotions so that we achieve our goals and live our intentions. For example, if we become frustrated because of an obstacle at work and just give up on the goal, then we allow our emotions to thwart our intentions.

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  • 11. Andrew J. Martin, “The Role of Positive Psychology in Enhancing Satisfaction, Motivation, and Productivity in the Workplace,” Journal of Organizational Behavior Management 24, 1–2 (2004–5): 113. 12. Dee Dickinson, “Lifelong Learning for Business: A Global Perspective” (presented at the Conference on Lifelong Learning for European Business, Oxford University, UK, October 6–7, 1992). 13. Rees Morrison, “How to Make Collaboration Work: Powerful Ways to Build Consensus, Solve Problems, and Make Decisions,” Consulting to Management (September 2004): 62. 14. Michael P.

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  • Through your discussions with the candidate, you should be able to determine what the candidate does to clarify expectations, how the candidate checks or monitors results, and whether or not the candidate gives regular performance feedback. But the manner in which the leader executes this process is critical. Use the interview process to determine how the candidate engages the employee in the performance-management system. Organizations with effective performance-management processes create a culture of dialogue.

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  • Functional or technical competence will always be important, but as we compete in different markets, interact with culturally different clients and customers, manage foreign workforces, and interact with people of all types, those most skilled in managing themselves and their interactions with others will prove to be invaluable. When you hire people who demonstrate emotional intelligence, you build an organization that can function, not just today, but also tomorrow.

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  • WANT TO INVITE YOU to join me in a personal journey of selfexploration and discovery. This is a book about coaching people to develop their emotional intelligence. You cannot approach this topic as a coach without taking a close look at yourself and the life experiences, beliefs, attitudes, assumptions, and personal abilities that have shaped the development of your own emotional intelligence. There is an underlying assumption present in all coaching: that the coach has developed deeper mastery of the knowledge and skills of a topic than the person receiving the coaching.

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  • Q: Q: Describe a time when others relied on you and followed your lead. Tell me about a time when you were able to influence others. • How did you do it? • How did you feel about influencing others? Q: Q: Describe a time when you took charge of a situation. Tell me about a time when others looked to you for direction. • What did you do? • How did you feel about that? For managers and leaders: Q: How do you get people to follow you? • What do you do? • How do you influence them? Q: Q: Q: Q: Q: Q: Tell me...

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