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english grammar (Subject) / management (Lesson)

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• recruitment steps (7) interested applicants resume review phone interview 1st in-person interview 2nd in-person interview reference check hire
• write a resume profile stick to 4-5 points 1. Years of experience 2. Specialty area 3. special skills (showcase what you can contribute to the specific job) 4. achievements (stress career achievements)If you have multiple achievements add a 5th pointapplicable to the industry!
• writing a company profile Business name:Adress:Email:Tel: describe the business including mission or visionhistory, expansion, growthdescribe products or servicedescribe industrydescribe health, safety, and environmental policycore team detailsclient portfolio purpose:To be the leader in the business consulting industry by providing enhanced services, relationship and profitability Vision:To provide quality services that exceed the expectations of our esteemed customersMission statement:To build long-term relationships with our customers and clients and provide exceptional customer services by persuing business through innovation and advanced technologyCore Values: We believe in treating our customers with respect and faith. We grow through creativity, invention, and innovation. We integrate honesty, integrity and business ethics into all aspects of our business function. Goals:Regional expansion in the field of property management and develop a strong base of key customers. Increase the assets and investments of the company to support the development of services. To build a good reputation in the field of business consulting and property management and become a key player in the industry.
• improve business interview effectiveness (4) Grammar Discourse style (formal, semi-formal, informal)High context vs. low context: May I please have your paperwork? Idiomatic expressionsIdiom or slang? Avoid slang! Difference by lenth The 4 C'sClarity, conciseness, completeness, correctness
• possible interviews job interview performance interview information-gathering interview
• performance interview how to prepare for performance questions PAR-Method P - Problem:gives too many details A - action:attention to precision, more precise R - result:much more clear in presenting information Yes, I have been told that I am too detailed. For the last few months, I have been working on becoming more concise and not burying people with numbers.  Be honest but focus on the future 
• what to note Days and events names of people theories definitions arguments and debates images and exercises (reminds you of the experience) other stuff (book titles, other students comment, etc.) your own questions
• note-taking techniques (3) - outlining (roman numerals, bullet points) - mind mapping - the Cornell system (left I)top: class, name, dateright: notesleft: key ideas, important stuff, vocabularybottom: mini-summary (How would you explain this to somebody who never looked at it)
• summary-writing stages (7) 1. read and understand 2. Purpose of the text (original, own summary - supporting your main points, or critique) 3. select relevant info (depends on purpose) 4. find main ideas 5. change the structure (meaning relationships, rearrange words and sentences, simplify) 6. rewrite the main ideas in complete sentences 7. check your work (Is the purpose clear? is the meaning the same? is it your own style? acknowledge other peoples work)
• hot desking office organization system which involves multiple workers using a single physical workplace during different time periods
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• tips summary clear to someone who didn't see the original source give only the main points brief and concisenot too specific, no figures, dates, etc. good paragraph structure:topic sentence: Identify author, title, speakersupporting sentences: the main points - try to follow the same order concluding sentence: paraphrase the original be objective - don't include your opinion
• elements of negotiation (8) 1. Relationshipaddress differences and conflicts, separate people issues and substantive issues, plan and maintain a good working relationship, be respectful, trustworthy, unconditional constructive 2. Communicationa) core skills- basicsactive listening, acknowledge what has been said, listen to understand, speak to be understood, speak about yourself not them, speak for a purpose (clear and concise)b) core skills - gather knowledge, learn about their interests1. Clarifying and probing skills: basic questions for clarification - don't assume (can you explain?) CConsequentialquestion (what would you need to ... )2. integrative framing skills: paraphrasing (feedback of what you understood in your own words) and summarizing (can you accurately draw together the main points?) 3. Interests: What do people really want?- identify all interests, concerns, needs (mine, yours, theirs)  most parties don't know all their interests or agree on them- Get on the same page (prioritize community interests)- probe (search) for any unspoken underlying interests- share respective interests and acknowledge their interests- identify and share common interests to develop options- Interests from the agenda 4. Options: What are possible agreements, or bits of agreements?- design options no positions- create options to meet both parties interests- maximize joint gains and transparentize 5. Alternatives: What will I do if we don't agree?- best/doable alternatives to a negotiated agreement- fully understand the implications, consequenses, and risks of your and their BATNA- select and improve your BATNA- identify the best and worse alternatives for the other side- How can we make their BATNA worse for them? 6. Legitimacy: How to persuade that they are not being ripped off- fairness is govering a consideration- use external criteria and objective standards as a basis to legitamize your preferred options and  as a shield against unreasonable proposals from the other side- use demonstrable "fairness" of the process and outcome to persuade them of the merits- offer their negotiator an attractive way to explain his decision of his his priciples 7. Commitment: What comments should I seek or make- get commitments at the end not the beginning- identify all the implementation issues to be included in the agreement- plan the timeframe and steps to implement the agreement 8. Conclusion: What is a good outcome?- Meets interests- demonstrably fair- better than BATNA- doable
• components of a negotiation (14) welcoming and relationship building refusing a proposal agreeing objecting suggesting a procedure reasoning accepting a proposal final greetings closing, summarizing clarifying compromising responding to suggestions identifying obstacles proposing
• management styles 5 ways to bring out the best in your people 1. "tone at the top" - set the right example 2. take a sincere interest in the course of their careers    intrinsic motivation 3. Ambitious but not unrealistic expectations 4. Provide honest insightful feedback 5. Get to know who your people are
• Management styles (7) consultative persuasive MBWA (management by walking around) chaotic democratic laissez-faire autocratic
• situational leadership - 4 quadrants Telling: Employees are neither willing nor able to do the job(high need of support and guidance) Delegating:E. are willing and able to do the job (low need of support and guidance) Participating:E. have the ability to do the job but need support (low need of guidance but high need of support) Selling:E. are willing to do the job but don't know how to do it(low need of support but high need of guidance)

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