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Who are you; who are others?
Self awareness; diversity and ethical decision making
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Self awareness
Why does it matter to me as a manager?
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Why Increase Your Self-awareness?
Establish an Understanding of Your Existing Aptitude to Manage
To Be Able to Continually Improve Your Skills
Learn How to Self-direct Your Managerial Career
Guide ethical decision making Understand and appreciate diversity
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The Enigma
Oh I see now! This makes me uncomfortable
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The sensitive line
The point at which individuals become defensive or protective about themselves when they encounter information that is inconsistent with their self-concept or when encountering pressure to change their behaviour.
Where is the line drawn?
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So… how can change occur
If information is verifiable, predictable and controllable Not unexpected or out of the blue You have had some input in the process
Involve others in process Self-disclosure leads to self discovery
Systematic process of discovery…
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How to Increase Your Self-awareness
Individual Data Gathering Learning from Experience
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How to Increase Your Self-awareness(continued)
Individual Data Gathering Learning from Experience
– Experience-goal Matching– Keeping a Journal
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How to Increase Your Self-awareness(continued)
Reflection Self-assessment
Inventories
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How to Increase Your Self-awareness(continued)
• Self-assessment Inventories• SAQ 1: Is Management for You?• SAQ 2: What’s Your Preference:
Leadership or Management?• SAQ 3: What’s Your Emotional
Intelligence at Work?*• SAQ 4: Cognitive Style Self-assessment*• SAQ 5: Leadership Assumptions
Questionnaire• Tolerance of Ambiguity
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SAQ 3: What’s Your Emotional Intelligence at Work?
Five Basic Components ofEmotional Intelligence Self-awareness Managing Emotions Motivating Oneself Empathy Social Skill
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Interpretation: Cognitive Style Self-assessment
Theory of Personality Preferences Introvert Extrovert
Psychological Functions Perceiving Judging
Dominant Process Perception-Judgment
Combinations
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Exhibit 2.3:
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SAQ 5: Leadership Assumptions Questionnaire
1. Theory X2. Theory Y
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Tolerance of Ambiguity
Novelty indicates the extent to which you are (in)tolerant of new, unfamiliar information or situations.
Complexity score indicates the extent to which you are (in)tolerant of multiple, distinctive or unrelated information.
Insolubility indicates the extent to which you are in(tolerant) of problems that are very difficult to solve because, for example, alternative solutions are not evident, information is not available, or the problem components seem unrelated to each other.
Remember, the higher the score(s) the more intolerant of ambiguity you scored.
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Soliciting Feedback from Others Who?
360 degree feedback Personal coaches or mentors
Model for Self-disclosing and Soliciting Feedback The Johari Window
How to Increase Your Self-awareness(continued)
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Exhibit 2.5: Johari Window
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Exhibit 2.6: Guidelines for Soliciting FeedbackStep 1. Identify areas in which feedback would be of most
value.
Step 2. Assess the relative value of monitoring versus inquiring behaviors.
Step 3. Inform others of the specific areas in which you desire feedback.
Step 4. Managers should make themselves accessible to relevant others.
Step 5. Managers should monitor their own behavior.
Step 6. Managers should ensure that they have understood the sender’s message.
Step 7. Provide positive reinforcement for feedback provided by others.
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Valuing Diversity
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Concepts Understanding and
Managing Those Who Are Dissimilar from Us and from Each Other
Understanding How Cultural Diversity Affects Expectations and Behavior
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What is Diversity? Age Ethnic Heritage Gender Mental/physical
Abilities Race Sexual Orientation
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Exhibit 4.1: The Diversity Wheel
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Old vs. NewCanada Is Facing: A Shrinking Labor Pool An Aging Workforce More Women in the
Workforce Increasing Numbers of
Immigrants Globalization of Business
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How OrganizationsPromote Diversity
Fairness and Justice Decision-making
and Performance Flexibility
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Diversity’s Importanceto Managers
Accountability Development Recruitment
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Exhibit 4-1: Selected Common Diversity Practices
ACCOUNTABILITY PRACTICES
1. Top management’s personal intervention2. Internal advocacy groups3. Emphasis on EEO (equal-employment opportunity) statistics, profiles
DEVELOPMENT PRACTICES
1. Diversity training programs2. Networks and support groups3. Development programs for all high-potential managers
RECRUITMENT PRACTICES
1. Targeted recruitment of non-managers2. Key outside hires3. Extensive public exposure on diversity
See text for complete listing of Practices . . .
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What Can the IndividualManager Do?
Fully Accept Diversity Recruit Broadly Select Fairly Provide Orientation and
Training for Minorities
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What Can the IndividualManager Do? (continued)
Be Sensitize to Non-minorities
Strive to Be Flexible Seek to Motivate
Individually Reinforce Employee
Differences