10 Traits of a Good Team Member free essay sample

10 Traits Of A Good Team Member by Naseem Mariam W hat ATTRIBUTES do you look for in a team member? W hat is the mix of attributes, traits, skills, and talents that you should gather into your team? EXCELLENT TECHNICAL, PROFESSIONAL COMPETENCE Business projects require professional skills. If it is a shorter project (3 months) you should have a lot of TASK oriented, good technical experts on board; however if the project team is large (more than 8), the duration greater than 6 months then having a few SOCIAL oriented people on board would reduce the interpersonal- communications strain from the project team. GOOD INTERPERSONAL SKILLS Effective interpersonal communication is vital to the smooth functioning of any task team. COMMUNICATION skills listening, written and oral, telephone, email are an absolute must for each member. CONFLICT handling, negotiating skills are an added advantage. You need to know that each team member trusts, supports, and has genuine concern for other team members. We will write a custom essay sample on 10 Traits of a Good Team Member or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page SHARING, GIVING TENDENCY You want a team member who shares his knowledge and expertise FREELY with team members -shares openly, with honesty and integrity with others regarding personal feelings, opinions, thoughts, and perceptions about problems and conditions. You also want to make sure team members do not engage in one-upmanship. A perfect team member gives of his time, energy and heart to own and SOLVE the problems that arise during the course of the project. RESPECTS AUTHORITY Your aim is a team member who has an aura of AUTHORITY around him who gains the respect of every team member, and who respects his boss, the Top Management of the organization, and the customers managers. A good team member consoles and reasons with other team members and RESOLVES complaints of other team members with patience, understanding and empathy. Each person needs to understand and is be committed to team objectives. CARES FOR THE CUSTOMER A desirable team member is polite and courteous to everyone including the customers. He or she has real CONCERN and thinks of both short term and long term benefits from customers viewpoint. Good team members negotiate well with the customer and the companys top management to ensure less stress and strain for the team. SELF-RELIANT, HAPPY, POSITIVE PERSON You want a team member who is COMFORTABLE with himself who respects himself and will not become a sycophant (insincere compliment giver, trying to get into boss good books insincerely). Good team members are positively charged, full of ENTHUSIASM, and love for their work. They put in an honest days work and are willing to cheerfully put in a few extra hours whenever the need arises. WELCOMES FEEDBACK A valuable team member encourages feedback on his or her own behavior then takes the necessary CORRECTIVE and PREVENTIVE actions to ensure harmony, peace and joyful environment for project execution. FINGER ON THE PULSE He has a finger on the pulse of the teams feelings and concerns he helps to fix the conflicts, NEGOTIATES between conflicting parties, and negotiates a win/win ending. This type of team member is aware of what goes on around him, is able to sense danger and steer the te am members onto happy solutions faster. DELIVERING ON COMMITMENTS You want a reliable, DEPENDABLE person who always keeps his promises and commitments. You need someone who informs both the customer and the boss well in advance when things go wrong -who DISCUSSES the issues and concerns and sets new commitments. INTEGRITY, HONESTY AND TRUST W hatever good qualities a person may possess, they are of no use to him or to anyone else when he does not have integrity of character. Integrity is being true to O NESELF, honesty is being true to OTHERS. He should be trust worthy and trust others with his eyes open. He is able to evaluate phonies and insincere people a mile away.

Chocolate condition Essays

Chocolate condition Essays Chocolate condition Essay Chocolate condition Essay The mean shows that on average the participants in the chocolate condition rated their happiness a 4, which is higher than the average happiness score of those in the no chocolate condition. This indicates that those in the chocolate condition felt slightly happier than those in the no chocolate condition. This is also supported by the Mode, as the mode for group 1 was higher than for group 2. The median is the most suitable measure of central tendency for this study as the data collected was ordinal. This also showed that generally group 1 rated their happiness higher than group 2. A higher median indicates that group 1 had higher happiness scores overall.In order to find out whether the results were due to chance factors a Mann-Whitney U test was carried out. The observed value of U was 52 and the critical value was 64 at a 0.05 level of significance. As the observed value of U was smaller than the critical value the experimental hypothesis was accepted and the null hypothesis was rejected (Appendix 6, Page 10). The graphs show a range of answers from the two groups. In group one the happiness scores range from 3 to 5 and in group two the happiness scores range from 2 to 4. From the graphs it can be seen that majority of subjects in both of the groups rated their happiness 3 or 4. Showing little variation between the two groups.The results support the experimental hypothesis stating subjects in the chocolate condition will significantly score their happiness higher than those in the no chocolate condition. There was a lot of control over the study as an experiment was used and the independent variable was completely controlled. This research method also ensured that all subjects were treated equally as possible. They all heard the same debriefing but the standardised instruction differed for the two groups, as it involved one group eating chocolate and the other not.A strength of using the independent measures design is that each subject took part in only one of the two conditions avoiding order effects. But participant variables may have been a problem for example the participants in the chocolate condition may have been more comfortable with sharing their happiness score than those in the other group. The sample included equal number of males and females; therefore the study was not biased towards gender. But the results cannot be generalised to people outside the age range 16-19 years and to those who are not students. Also, the results dont represent other towns and can only be generalised to British students. Therefore many generalisations cannot be made.Demand characteristics may have occurred as the subjects were informed in the standardised instructions that they will be answering questions. There is also the possibility that subjects may have rated their happiness on the basis of what they thought was expected rather than how happy they really were at the time. But demand characteristics were also minimised by asking other questions rather than just the critical question.To improve the study, subjects from different towns, nationalities and age groups could be used to see if similar results are found and this would enable the findings to be generalised to a much wider popul ation. Subjects: An opportunity sample of 30 black and white college students aged between 16-19 years. 15 males and 15 females. Subjects were selected during college time and randomly assigned into one of the two groups.Procedure: Informed consent was gained from all participants and they were checked for any allergies or illness that may be affected by chocolate (Appendix 1, Page7). The study took place in a quit room, where only the participants were present. The standardised instructions were read to both groups (Appendix 2, Page 7). Group 1 (chocolate condition) did the experiment first. All 15 participants in that group were provided with 4 squares of chocolate. After they ate the chocolate, they filled in the short questionnaire. Then they left the room and immediately group 2 came in and filled in the same questionnaire but they were not given any chocolate. Both of the groups were thanked and debriefed (Appendix 3, Page 8).All participants were treated equally. The experime nt took place in the same room ensuring identical surroundings. All subjects were aware that they had the rights to withdraw at anytime (Appendix 1 2, Page 7). The only difference was that one group were given chocolate before they filled in the questionnaire but the other group was not. The dependant variable was the answer to: Rate your happiness on the scale of 1-5. This was the critical question; the other questions were there just to reduce demand characteristics. In order to find out whether the results were just due to chance an inferential statistical test was carried out. The experiment used an independent groups design; therefore the Mann-Whitney U test was used at a 0.05 level of significance. A significant difference between the happiness of the two groups was looked for.It was found that the subjects in the chocolate condition rated their happiness higher than those in the no chocolate condition. This indicates that chocolate does have an affect on a persons happiness. The table below shows the mean, median mode. They have been used to find out the central tendency for the happiness scores for both of the groups. (See Appendix 5, Page 9 for raw data).

Executive Summary Essay Example | Topics and Well Written Essays - 500 words - 11

Executive Summary - Essay Example SAP Business One is a fully integrated business management solution that boosts functionality across all departments. First, ProCons is a master value-added reseller of business solutions across the MENA region, which reinforces Al Jassim Group reputation. It is a global partner and a world leader in IT solutions with offices in Beirut, Dubai, KSA, Qatar, and Kuwait. ProCons consists of a team of experienced multi-lingual consultants that can swiftly implement the solution. Secondly, Karani Mohamed Farooq, group finance manager states that the group has been using an accounting system for years and that the upgrade of the powerful tool will support the group’s organic growth. In addition, the new system will support across boarder business as planned by the group. Thirdly, although the group had many options to choose from, they chose ProCons SAP Business One model because it promised data reliability, integrity, scalability, dependency, user friendliness, and back up support. I would evaluate my system and establish if it will enable the company to compete effectively with the beefed up competition form my competitors. I would establish specific areas that have a problem and compare different systems that can suit this area. This evaluation will also enable the company to determine if there is need for a complete change of the entire system or just part of the system. Consultations with an IT expert can help analyse the current position of the company’s competitive edge and the need for a new system. Later, the company will need to examine its current financial status to establish if it can afford a new system if there is need for one. If I were in charge of this change, I would make sure that the company is not just getting a reliable system but one with the customer in mind. That is, a survey needed to precede this implementation to accommodate most royal customer’s views. This may include a system that will allow them to make a saving for their

Indigenous Peoples and Globalization Essay Example | Topics and Well Written Essays - 750 words

Indigenous Peoples and Globalization - Essay Example Citing the impact, the research has also mentioned history reference to globalization and colonization in Canada; followed by discussion related to responses from indigenous people on local and international levels to retain their originality and identity from this cultural invasion of globalization. Hence, concluding to the point of various meanings that can be extracted from both terms and so varied impacts it had in pre and post colonization era in Canadian territory. The aim of research is to study the impact of cultural and social impact of globalization on indigenous people; the research has picked the North American territory that has been acknowledged for the legacy of colonialism in North America. North America has settlement of natives apart from the main system to flourish the people’s relationship to the land with all factors of spirituality and community that remained directives of their lives. First Nations, People in Canada, taken as the narrowed domain for the study of indigenous people, has historical continuity with pre-invasion and pre-colonial societies. First Nation considers themselves as different from other on the same mainly due their connectivity to the ancestral pattern of lifestyle has resisted to its best invasion from surrounding cultural factors. To United Nations Special Rapporteur of the Sub-Commission on Prevention of Discrimination and Protection of Minorities, as well as a set of 7 guidelines set out by the UN has been adopted as the most suiting definition for indigenous people as also refers to pre-colonial and pre-invasion system of life with link to the land and distinct culture are common features. With reference to this definition, globalization has resulted as the domination attempt from imperialist or western culture of developed nations. In case of Canada’s First Nation is Britain and France. This invasion traces its inception in mid 16th Century when European Settlers initially developed trade ties and eventually resulted in military alliances. Growing European invasion was first resisted from Royal Proclamation of 1763 to take back rights of land that was initially their own. First nation had to surrender land under treaties, creation of reservations and other land invasions that all resulted in impact on the lifestyle of the First Nation. The formal attack on the cultural and social life of indigenous people can be defined as time British self picked responsibility to develop First People with imposition of the Christianity and agriculture considering them to be superior to the hunting-gathering lifestyle of Indigenous peoples. This phase also has counts for large number of deals. Network of 132 residential schools is most reflective of intended attempt to kill the original lifestyle of inhabitants that also have examples of physical, mental, and even sexual abuses within the residential school system. In the mid-1940s First Nations leaders first officially reported the cultura l assimilation and worsened conditions in residential schools, rejected 1969 White Paper and resulted in Indian Brotherhood set up in London to lobby British MPs assuring First Nations rights are accounted within the new constitution. Other examples include Congress of Aboriginal Peoples (CAP) and finally the Permanent Forum on Indigenous Issues was formed by UN assuring the voice of Indigenous pe

The Great Athena Essay Example | Topics and Well Written Essays - 750 words

The Great Athena - Essay Example Alan LeQuire was the sculptor behind the design and construction of the Great Athena. In his research, LeQuire found out that the original sculptor, Pheidias, built the Athena on with curved ivory on a wooden framework. The ivory acted as the gold wardrobe and skin for the original Athena. After sufficient research, LeQuire began to reconstruct the Athena. LeQuire began by first creating small clay models of the statue. From these models as starting points, the sculptor spent more than three years in enlarging the statue. This also involved the casting process which led to the building of the full Athena of Parthenos (Metropolitan Government of Nashville and Davidson County 1). The artist assembled the Great Athena by casting gymnasium cement in the Parthenon. The assembly involved casting of many moulds that enlarged the statue while giving it its beautiful look. In order to ensure that the statue had sufficient support, LeQuire attached each of the sections of the Athena into an ar mature made of steel. The statue is constructed of gold, ivory and silver. The sculptor put a Sphinx likeness in the center of the statue’s helmet to make it more appealing. The statue was constructed and made upright with griffins on both sides of its helmet. A work of ivory was done on the head with a long tunic which goes down to the Athena’s feet. ... It is argued that the serpent was meant to represent Erichthonius (Metropolitan Government of Nashville and Davidson County 1). The quality and character that is expressed by the Athena is owed to the imagery that the sculptor brought about through the coins and miniature sculptures which are combined into one whole. This makes the Athena to seem like being engraved on numerous gems and therefore making it more unique and attractive. Improvements were made to the statue in 2002 which included detailing of the shield and wardrobe and enhanced details of the statue’s face. The Great Athena was made more unique with the horizontal elements of its architecture which arch towards the center (Metropolitan Government of Nashville and Davidson County 1). Moreover all of the statue’s columns in the exterior are forwardly inclined. The diagonal incline of its corner columns also makes the statue unique. More significantly is the Parthenon’s interior which is divided into t he East and West rooms. The East room acts to house the Athena while the West room is the housing of the Athena’s treasure. The similarity with the Greece Parthenon, the Nashville Parthenon also symbolically faces the East. The assembly of the Athena was however achieved on a wooden core. This core was surrounded by plates of bronze. The original Athena was a significant part of the treasury of Greece in Athens. This is because of the numerous removable plates of gold that covered the plates of bronze. These were designed and included as a representation of wealth of the Athens. It is notable that there is a slight forward incline of the Athena’s head. This makes the observer reflect on the sculptor’s intention of spreading the weight of the statue evenly. This is further disclosed by the fact

Guidelines on Human Resource Management Policies

Guidelines on Human Resource Management Policies SRTATEGIC HUMAN RESOURCE MANAGEMENT HR professionals, help people in an organizations management. They identify the best candidates and employers to fill open positions is an employees right to work, to make sure that. HR professionals to apply for workers compensation, workplace safety, benefits and value through the development of programs related to employee relations employees are working to keep. Recruitment and selection Recruitment of specialists working to fill open positions within the organization. Must comply with the internal rules of engagement and compliance with all laws and regulations that deal with discrimination in the recruitment process. These companies can staff post ads for jobs, CV-screen candidates to interview and recommendations from recruiters. Examples of work in connection with this feature is a recruiter, recruiting specialized staff and manager. Compensation and Benefits Compensation and Benefits professional staff to ensure that their jobs will be right back. Its like they have health insurance, medical and vision insurance, life insurance and short-term disability coverage for employees who work to provide such benefits. In the field of industry, labor and wage data analytics professionals to conduct research, prepare and distribute reports for staff compensation and benefit packages may have trouble negotiating with external suppliers. Wages, benefits consultants, compensation and benefits management, reward management and staff researchers working in the area of à ¢Ã¢â€š ¬Ã¢â‚¬ ¹Ãƒ ¢Ã¢â€š ¬Ã¢â‚¬ ¹compensation and benefits, there are some in the industry. Health and safety A master of the health and safety of their employees with vested interest in work-related injury, a considerable amount of money every year is the price. Professional health and safety protection programs, the implementation of health policy and security, and to work with state and federal safety regulations to ensure compliance with development work and to prevent occupational diseases and accidents. In this area of work security director, security supervisor, member wellness package planner and executive of member wellness. Labour and Employee Relations Labour relations between the employer and its employees. Works in the field of industrial relations, between the manager and the worker will be able to negotiate a deal. Solve problems related to employee performance, employee relations worker. They maintain a positive employer-employee relationship and a mental collapse and reduced production stops. Available in the field of employee relations and human resources and employee relations representative vacant labour relations consultants, industry relations, managers, labor relations director, manager, employee relations, including consultants,. Training Training and development professionals assess the training needs of the organization, the training of staff and evaluation of the results of the session ended. If these professionals can make plans for a new orientation and employee training programs for knowledgeable workers. Preparation experts also make sure that personnel comprehensive exercise as vital by the safety and health Administration, or OSHA frequency and other organizations. Work in the field’s necessary training, coaching and development manager, instructional designers, e-learning specialist, director of learning and development, learning and professional development and training and development manager. Risk Management Business risk management is a technique used to transfer the risk to the organization. In human resources, risk management is analysing each region and identify potentially harmful. For example, professional risk management practices employment agency looking to find out if there are potentially discriminatory and may lead to a lawsuit. The risk during this process is the possibility of abuse, loss of property, injury and damage to the company. Our work in this area is extremely dangerous and risk management manager. Managers and Directors Human resource managers and directors of human resources to manage the work of other experts. Managers can act as a bridge between employees and management, the companys growth strategy will make recommendations for the new hiring and compensation policies. HR Director as information of all characteristics of HR management. Meet these goals and support staff to carry out the goals of the department directors. The human resource director to resolve a controversial or sensitive issues, conflict resolution and mediation skills needed to improve. ANSWER 3.2 REQUIREMENT FOR DEVELOPMENT OF HUMAN RESOURCE POLICIES Guidelines on the development of HR Policies 1. Introduction It is clear that the development of human resources and evaluation of policies, guidelines and try to clearly delineate the characters and accountabilities of those convoluted in the work process of communication. The role of the leader of the five stages of organizational development of a suitable work area, according to the principles described in the study and development of the human resources division synchronized with the field. 2. Design and Development 2.1Stage 1 Identification Over the years, people departmental resources in Human Resources Committee updated on the development and implementation of related design. Division in the development, he called me, and improve and make progress, people will be given. School officials, teachers, and safety of the environment in the data, and the organization down. 2.2 Stage 2 Scoping Community Resources community will begin the process of demarcation of skin conditions and direct strategies to ensure that the policy is in accordance with the instructions of the branch instructions. Management team to identify people who will lead in determining the course of development, equality and diversity policies and services. Team management will be identified and involved in the regulation expires. Each will lead to facilitate focus groups, which will be held on the advice of its human resources and management, management of school / school is responsible for managing the program, and the Director of the loans, using / use policy. Focus groups can be represented by the President and others as may be required with the help of information technology. Accruals usually takes up to 4 weeks. 2.3 Stage 3 Drafting Focus groups and the development of the first draft of the policy to be considered in the context of retaining executives. At this point, research focus groups in the working groups for each of the representatives to formulate policy. Policy development activities that can be done by staff in the field, a series of meetings with the possibility, either. Although the development of policies in all discussions / documents will be treated confidentially. Ensure that the design of policy and action plan for the implementation of the policy, adequate capacity and the device can be managed by a group of human resource management is presented. Consultation usually lasts up to 4 weeks. 2.4 Stage 4 Consultation In the design of the scope of the plan that I have to be sent to the ministry of the heads of the University of the Department / Director, the Unions to consult with their own members and, where appropriate, to drink in he chooses; more extensively and in the design of lorem University. Its a life he wishes to and promotions where appropriate, in like manner shall they be judged by the legal obligations was also instructed that Antiochus and the University will be used to provide consulted. All the feedback will be collected, and peruolutandi in the design is going to be necessary to be done, for example. Consultation relating to the maximum six weeks. 2.5 Stage 5 Approval Approval of the Executive Board must be some areas. Final draft was approved by the Human Resources Committee and under the formal nature of the universe explained that no amount of advice from the staff of the company. 3. Implementation 3.1 Plan will have three stages. As suitable the Human Resources Division will graft with the Welsh Language Services to confirm the Welsh translation of all applicable certification in line with the University’s Welsh Language Scheme. 3.2 Subsequent support by the Academy the new policy will be dispersed to all Heads of School and Trade Unions for their evidence, the strategy decide be located on the website and a sign located on the University notice board recommending control of the new procedure and other acknowledged statement procedures proper to the Policy. 3.3 A sequences of updating factories will be applied to connect the strategy. The Human Resources Partition will work with Schools/Directorates to recognise any improvement essentials in virtual to the new policy and will develop an appropriate development programme for staff involved. 4. Monitoring 4.1 Monitoring procedures, with Equality and Diversity Impact assessments, for strategies will be recognised and practical where appropriate; this will be contingent on the specific need of the policy. 4.2 These guidelines will be rehabilitated and assessed yearly to safeguard their efficiency. REFERENCE http://work.chron.com/types-human-resources-management-jobs-14618.html http://www.cardiff.ac.uk/humrs/staffinfo/policyprocedures/guidelinesonthedevelopmenthrpolicies.html

Essay --

My Year of Meats (Ozeki) tells the story of two women in two very different parts of the world, and their tumultuous, life-changing journey with meat over the course of a year. Both characters come face to face with situations that test their beliefs and morals, as well as their resolve. There are many themes and lessons that come out of the two women’s’ journey regarding the media, meat products and capitalism, but one of the majors themes that is present in all aspects of the story is the idea of how ideals are carried through society. At one point or another, both women are faced with a choice to either continue on the path their life is currently on, or go against society and change their course. Ruth Ozeki supports the idea in her book that in order to be truly happy and have a less stereotypical society, each individual member of society must be willing to look at their own lives and change it themselves; otherwise, true change will never happen, and society will never be able to move past its limiting views. Jane Takagi-Little is the first of the main characters to be introduced, and in the beginning of the story she very bluntly points out that, â€Å"One requisite of a good documentarian: you must shamelessly take what is available† (Ozeki 33); however her opinion of what a documentarian should be showing changes and evolves the more she films and interacts with different families. When Jane is asked to write a proposal for a show, My American Wife!, that is sponsored by a major beef corporation called BEEF-EX, Jane does not turn down the opportunity given her tough financial situation (7). Each week the show would look at a different traditional, wholesome American family from around the country, and feature a delicious me... ...er. In the end, My Year of Meats (Ozeki) was the yearlong journey of two different women who decided to go against society and try to make it a better place by changing themselves, finding their own happiness and influencing others to do the same along the way. The purpose of Ozeki carrying this theme through the book is to show that change is possible, but every person needs to start with their own lives as society changes one person at a time, not all at once. Ignorance of problems only leads to the problems becoming worse, and possibly more problems appearing, so it is important to realize and fix them when they are present. This is a very important lesson to be learned from the characters of My Year of Meats (Ozeki), and it is likely a problem that will persist, but through time and effort, society can change, even if it can only be done one person at a time.