MGT 100
Importance of Resume
Tells your story visually.
Establishes qualifications and suggests job fit.
Education Section
Include: Name, Address, Phone, Email, University, Degree with Major, Expected Graduation Date, GPA, Honors, Relevant Coursework.
Work & Leadership Experience
Company Name, Position Title, City, Dates of Employment.
Summary of responsibilities and results, including specific project experiences.
Skills, Activities & Interests
Languages, Technical Skills (programming only), Certifications, Activities, Interests (1-2 lines).
Format Guidelines
No typos, proper white space.
Undergraduate resumes should be one page only; high school experience can be omitted for seniors.
Resume Dimensions
Competence, Skill Set, Work Ethic, Leadership, Personality are key elements perceived by employers.
Demonstrating Qualifications
"I'm Smart": Show GPA, majors, scholarships, awards, and participation in select organizations.
"I Have Skills": Highlight relevant work experience aligned with job requirements.
"I Work Hard": Show continuous activity and avoid gaps in employment history.
Leadership Examples
Show leadership through clubs, organizations, or job positions involving management responsibilities.
Personality Representation
Reflect personality through involvement in clubs and organizations (sororities/fraternities, community work).
Building a Great LinkedIn Profile
Profile Headline: Create a memorable slogan reflecting your professional aspirations.
Profile Picture: Use a high-quality, professional image. Avoid casual photos.
Education: Showcase schools, majors, courses, and achievements, including GPA and awards.
Professional Summary: Draft a concise summary highlighting qualifications and career goals. Include relevant experiences.
Skills & Expertise: Use keywords from job listings to enhance searchability for recruiters.
Status Updates: Regularly share updates about projects and professional events to maintain visibility.
Show Connectedness: Join professional groups to engage with communities and demonstrate commitment to your field.
Recommendations: Collect recommendations from supervisors or significant connections for stronger credibility.
Unique URL: Customize your LinkedIn URL for better search results (e.g., www.LinkedIn.com/in/YourName).
Share Work: Include examples of your work (documents, media) to showcase skills effectively.
Types of LinkedIn Members
Connection
Follower
Contact
Profile Browser
Group Member
Influencer
LinkedIn Employee
Connection Degrees
1st Degree (direct connections)
2nd Degree (friends of friends)
3rd Degree (connections of 2nd degree)
Stranger (not connected)
Personality Overview
Personality is characterized by regularities in feeling, thought, and action.
It is stable and influences social behavior and work habits.
Importance of Personality
Understanding personality can enhance interpersonal relationships and improve communication within teams.
It also aids in predicting behaviors, thus assisting in effective management and conflict resolution.
Understanding one's own personality and those of others is crucial for effective leadership.
Individual differences in personality must be acknowledged by leaders.
Key Concepts
Locus of Control: Belief about the relationship between behavior and consequences (Internal vs. External).
Delay of Gratification: Willingness to postpone immediate satisfaction for greater future rewards.
Heredity and Personality
Personality traits may be inborn or learned.
Minnesota Twin Studies indicate:
50% of occupational choice variation is due to heredity.
40% of work motivation values attributed to heredity.
Personality and Leadership
Leadership qualities are likely a mix of innate traits and learned behaviors.
Myers-Briggs Type Indicator (MBTI)
Most frequently used personality test in organizations.
Based on four preferences:
Introversion (I) vs. Extraversion (E)
Sensing (S) vs. Intuition (N)
Thinking (T) vs. Feeling (F)
Judging (J) vs. Perceiving (P)
Limitations include variability in test results and classification challenges.
The Big Five Personality Traits
Openness: Curiosity and willingness to embrace new ideas.
Conscientiousness: Organization and reliability.
Extraversion: Outgoing and sociable attributes.
Agreeableness: Tolerance and kindness.
Neuroticism: Emotional instability and anxiety.
Personality Types and Health
Type A: Competitive, may have health issues.
Type B: Relaxed, less likely to have health problems.
Type C: Cooperative but non-assertive.
Type D: Distressed, worries, and suppresses emotions.
Other Personality Constructs
Machiavellianism: Manipulative behavior; belief that ends justify means.
Self-Monitoring: Ability to adjust behavior based on situational cues.
Risk Taking: Engagement in activities that involve novelty or danger.
Psychological Capital (PsyCap)
Comprises:
Hope: Ability to envision pathways to goals.
Efficacy: Self-belief in ability to achieve outcomes.
Resiliency: Bouncing back from setbacks.
Optimism: Positive outlook on life.
DIVERSITY IN BUSINESS
Diversity: Presence of differences (surface and deep level).
Inclusion: Ensures equality, equity, fair access, and belonging.
DIVERSITY VS. INCLUSION
Diversity: Traits/characteristics making individuals unique.
Inclusion: Behaviors ensuring individuals feel welcome; it's a mindset.
Inclusivity is crucial for the success of diversity efforts.
BENEFITS OF GOOD DIVERSITY
Attracts and retains the best employees.
Provides better perspectives on diverse markets.
Leverages creativity and innovation.
Increases organizational flexibility.
GENERATIONS IN THE WORKPLACE
Traditionalists (1900-1945): Value security and lifetime careers.
Boomers (1946-1964): Focus on career advancement and monetary gains.
Gen Xers (1965-1980): Seek career portability and immediate rewards.
Millennials (1981-1999): Build parallel careers and value flexibility.
TIPS FOR FOSTERING DIVERSITY & INCLUSION
Practice empathy.
Be persistent.
Encourage communication.
Establish norms.
Celebrate differences.
GOALS OF DIVERSITY & INCLUSION
Understand and respect diverse opinions and voices.
Ensure everyone feels accepted and a sense of belonging.
Adapt to the needs and strengths of individuals for success.
IMPORTANT REMINDERS
Behavior flows downward; leadership sets the tone.
Diversity without inclusion risks failure.
Avoid groupthink; inclusive thoughts must be backed by inclusive actions.
Wheel of Emotions
Key emotions include:
Positive: optimism, love, serenity, acceptance, interest, joy, happiness
Negative: aggression, anticipation, trust, submission, vigilance, fear, sadness, annoyance, anger, loathing, disgust
Emotional Intelligence
Defined as a state-like individual difference.
Key abilities:
Control emotions
Self-awareness
Other awareness
Emotion regulation
Strongest predictor of workplace performance.
Understanding Personal Styles
Directions of action:
North: Action-oriented
East: Big-picture view
South: Empathetic consideration
West: Detail-oriented inquiry
Awareness of styles enhances empathy and emotional intelligence.
Emotional Intelligence Learning Process
Identify personal aspirations
Assess strengths and weaknesses
Build on strengths, address gaps
Experiment with new behaviors
Develop trusting relationships
Limitations of Emotional Intelligence
Difficult to measure and define accurately.
Various measures lead to complexities.
Key Components of Emotional Intelligence
Self-awareness
Self-regulation
Social skills
Empathy
Decision-making
Signs of High Emotional Intelligence
Self-management and control
Trustworthiness and adaptability
Social skills including communication and teamwork
Benefits of High Emotional Intelligence
Improved relationships
Healthier emotional responses
Increased resilience and confidence
Enhanced empathy and social skills
Better decision-making and problem-solving abilities
Increased happiness and assertiveness
Regulation of emotions and reduced impulsivity
Cultural Intelligence Overview
Metacognitive Dimension
Involves cognitive processing to identify and comprehend cultural expectations for varying situations.
Cognitive Dimension
Focuses on self-awareness and the ability to recognize cultural patterns.
Motivational Dimension
Emphasizes persistence and setting goals for effective cross-cultural interactions.
Behavioral Dimension
Refers to the adaptability to adhere to others' cultural practices.
Summary of the 4 Dimensions of Cultural Intelligence
Metacognitive: Understanding cultural expectations.
Cognitive: Recognizing cultural patterns.
Motivational: Goal setting for cross-cultural success.
Behavioral: Adjusting to diverse cultural practices.
Emotional Intelligence
Defined as a state-like individual difference.
Key abilities:
Control emotions
Self-awareness
Other awareness
Emotion regulation
Strongest predictor of workplace performance.
Understanding Personal Styles
Directions of action:
North: Action-oriented
East: Big-picture view
South: Empathetic consideration
West: Detail-oriented inquiry
Awareness of styles enhances empathy and emotional intelligence.
Emotional Intelligence Learning Process
Identify personal aspirations
Assess strengths and weaknesses
Build on strengths, address gaps
Experiment with new behaviors
Develop trusting relationships
Limitations of Emotional Intelligence
Difficult to measure and define accurately.
Various measures lead to complexities.
Key Components of Emotional Intelligence
Self-awareness
Self-regulation
Social skills
Empathy
Decision-making
Signs of High Emotional Intelligence
Self-management and control
Trustworthiness and adaptability
Social skills including communication and teamwork
Benefits of High Emotional Intelligence
Improved relationships
Healthier emotional responses
Increased resilience and confidence
Enhanced empathy and social skills
Better decision-making and problem-solving abilities
Increased happiness and assertiveness
Regulation of emotions and reduced impulsivity
Mental Health Overview
Definition: A state of well-being enabling coping with normal life stresses, productive work output, and meaningful societal contributions.
Warning Signs of Mental Health Issues
Changes in eating/sleeping patterns
Withdrawal from social interactions
Mood swings
Increased fighting or confusion
Memory issues or forgetfulness
Feelings of anger, helplessness, or numbness
Lack of daily tasks completion
Presence of harmful thoughts or hearing voices
Positive Mental Health Benefits
Realization of full potential
Effective coping with stress
Productive work and contributions to the community
Maintaining Positive Mental Health
Seek professional help
Connect with others
Stay positive and active
Sleep adequately
Develop coping skills
Engage in helping others
Importance of Mental Health
Critical for psychological, emotional, and social functionality.
Risk Factors for Poor Mental Health
Abuse
Environmental factors
Genetic predispositions
Dietary influences
Benefits of Positive Mental Health
Improved self-image
Enhanced coping skills
Greater productivity
Healthier relationships
Higher work quality
Importance of Mental Health at Work
Boosts creativity and efficiency
Enhances communication
Promotes smarter business practices
Reduces employee turnover
Campus Resources
Student Well-Being and Resiliency | University of Miami
Counseling Center | University of Miami Well-being Resources
Forces Driving Organizational Change
Key Forces:
Workforce Diversity
The Economy
Technology
Globalization
Competition
Examples of Diversity:
Sex, race/ethnicity, cultural differences, LGBTQ, age/generation
Economic Forces:
Recession, government policy, rising healthcare costs
Technological Forces:
Mobile devices, social media, Internet security, robotics
Globalization Factors:
Multinational corporations, political instability, fair trade, sustainability, outsourcing, emerging markets
Competitive Factors:
Global competition, mergers and acquisitions, customer standards, time to market
Types of Organizational Change
Proactive vs. Reactive:
Planned change is proactive; managers assess the environment for needed actions
Change Types:
Incremental: Small adjustments to improve current processes
Radical: Fundamental transformation of basic assumptions & operations
Reactive Change Types:
Incremental: Daily problem-solving & quick fixes
Radical: Crisis management for major disruptions
Proactive Change Types:
Incremental: Tweaking and fine-tuning improvements
Radical: Revolutionary changes that redefine the organization
Organizational Subsystems in Planned Change
Formal Organization:
Coordination and control through organization charts and reward systems
Social Factors:
Individual differences, team interactions, organizational culture
Technology:
Workflow and job design impacting raw input processing
Physical Setting:
Arrangement and characteristics of physical space
Reactions to Change
Types of Reactions:
Resistance
Compliance
Commitment
Reasons for Change Failure
Key Issues:
Resistance
Poor Communication
Lack of Training
Lack of Time
High Turnover
Budget Constraints
Reasons for Resistance to Change
Personal Reasons:
Habits, security, economic concerns, fear of the unknown
Organizational Reasons:
Structural inertia, group inertia, threats to expertise and power
Overcoming Resistance to Change
Strategies:
Education and communication
Participation and building support
Positive relationships and fair implementation
Selecting change-accepting personnel
Last Resort Methods: Manipulation, co-optation, coercion
Lewin's Three-Step Model for Change
Steps:
Unfreezing
Changing
Refreezing
Tips for Managing Change
Management Tips:
Develop and adhere to a process
Start change initiatives at the top
Consider impacts of changes
Focus on managers' roles
Address and manage resistance
Celebrate early achievements
Maintain ongoing dialogue
Establish clear success metrics
Managing Success Through Mentoring
Success
Defined by personal and professional accomplishments.
Achieving goals and obtaining profit are key indicators.
Managing Success
Define and celebrate accomplishments.
Avoid complacency; maintain balance in personal and business life.
Pursue meaningful goals; take smart risks.
Share experiences and lessons learned.
Evaluate progress and adjust strategies.
Stay aware of partners and competitors.
Mentoring Overview
What is Mentoring?
A professional relationship for skill and knowledge development.
Provides guidance and encouragement for personal growth.
Role of a Mentor
Trusted advisor supporting career and personal development.
Focuses on long-term growth without providing detailed roadmaps.
Mentoring vs. Coaching
Mentoring: Long-term support for personal growth.
Coaching: Short-term correction of specific behaviors or skills.
Mentorship Dynamics
Responsibilities of a Mentor:
Provide encouragement and motivation.
Help mentees identify goals and destinations.
Offer support without giving direct instructions or advocacy.
Responsibilities of a Mentee:
Clearly communicate career goals.
Be respectful, open to feedback, and dedicated to learning.
Maintain regular communication and track progress.
Benefits of Mentoring:
Mentors gain insights, job satisfaction, and career energy.
Mentees benefit from expertise, critical feedback, and networking opportunities.
Steps Toward Successful Mentoring
Understand roles of mentor and mentee.
Seek a compatible mentor with relevant experience.
Transparently share goals, fears, and challenges.
Avoid unrealistic expectations and respect the mentor's time.
Challenges and Rewards of Mentoring
Challenges:
Scheduling conflicts and overdependence.
Resentment from others and unrealistic expectations.
Rewards:
Gaining new perspectives and confidence.
Building lasting relationships and improving key skills.
Resources
Pillars of Success:
Mentoring, resources, and structured learning experiences.
Valuable Resources:
Must be durable, mobile, tradable, and not easily copied.
Should complement other resources effectively.
Understanding Ethics
Ethics define right and wrong, influenced by corporate culture.
Examples of core values include equality, fair wages, and environmental protection.
Ethical Perspectives
Businesses must consider views on ethics, including moral understanding and cultural norms.
Two perspectives: 1) Idealism (universal ethics) 2) Relativism (cultural ethics).
Idealism vs. Relativism
Idealism: Belief in universal ethical principles, regardless of culture.
Attractiveness: Simplicity of right/wrong.
Drawbacks: Rigidity and cultural insensitivity.
Relativism: Ethics vary by culture; no absolute moral standards.
Attractiveness: Flexibility and consideration of cultural norms.
Drawbacks: Potential for ethical extremes.
Ethical Theories
Utilitarianism: Focus on producing the greatest good for the greatest number.
Criticism: Can overlook minority needs.
Rights View: Protects individual rights, emphasizing justice and fairness.
Theory of Justice: Guided by principles of equity and impartiality.
Categories of Ethical Reasoning
Teleology / Consequentialism: Ethics based on outcomes.
Deontology: Duty-based ethics with universal rules; lacks flexibility.
Virtue Ethics: Focuses on character and integrity.
Ethical Decision-Making Frameworks
Multi-faceted approaches consider different ethical reasoning categories.
Code of Conduct guides ethical decisions; encourages ethical training.
Use questions (e.g., "How would this look in the news?") to assess ethicality.
Professional Ethical Challenges
Field-specific challenges in accounting, HR, marketing, and global business.
Accounting: Transparency, fraud issues.
HR: Recruitment ethics, discrimination.
Marketing: Advertising ethics, pricing issues.
Global Business: Cross-cultural communications, human rights.
Organizational Ethical Climate
Influenced by self-interest, empathy, personal convictions, laws, and company rules.
Strategies to enhance ethical behavior include training, performance reviews, and a structured ethical climate.
Ethical Decision-Making Process
Identify the moral issue.
Determine actors involved.
Gather facts.
Test right vs. wrong.
Apply ethical principles.
Make and evaluate decision.