The document is labeled as confidential and proprietary and contains no other substantive information. It consists entirely of repetitions of the phrase "Confidential and Proprietary".
Effectively capturing and managing requirements is critical in any IT project. Business analysts and others gathering requirements know how to capture and document processes, data and user tasks. But what about the decisions at the heart of your business? How can you effectively identify, document and model the repeatable, operational decisions crucial to success with business rules and predictive analytics? In this webinar we will share practical advice developed from real-world customer projects.
This document summarizes Unruly's video marketing services. It discusses how Unruly helps get videos seen, shared, and loved through predictive analytics, emotional targeting of audiences, and blending multiple video ad formats. It also highlights case studies showing how Unruly's services increased metrics like views, favorability, intended purchases, and video completion rates for clients.
The STFM Governance Assessment Task Force is requesting member input on recommendations for changes to the STFM governance structure. Watch this webinar at http://www.stfm.org/conferences/webinars/Governance.cfm and submit your feedback at stfm.org/governance.
Dr. Sarah Wood and Kimberley Desir's presentation to the RWPC's Positive Committee on Children's Hospital of Philadelphia's PrEP program, Project PrEPare, from April 2013.
The document provides an overview of the foundations of individual behavior in organizational behavior, including biographical characteristics, abilities, learning theories, personality traits, values, attitudes, and job satisfaction. It discusses key concepts related to each topic and provides examples to illustrate important theories and models. The document lays the groundwork for understanding individual level factors that influence behavior in organizational settings.
A guide to in-depth investor pitches by Elevate VenturesKelly Schwedland
I've sat through hundreds of investment presentations and listen to comments during and afterwards. We at Elevate also sat alongside Angel groups and had feedback from VC groups that have met with our companies. I'm not sure there can ever be a perfect pitch as different groups have a specific thesis. But we decided to take the learnings from those meetings and make sure that companies can articulate all of the key items that investors are looking for especially in an in-person presentation. (A little more in depth that the traditional pitch used to get investors interested in large group/ public formats)
This document provides an overview of organizational behavior as a field of study. It defines OB as investigating how individuals, groups, and structure impact behavior in organizations. The field draws from disciplines like psychology, sociology, and anthropology. The document traces the historical evolution of OB, including early contributions from Adam Smith, Frederick Taylor, and Elton Mayo. It discusses how OB aims to improve productivity, reduce absenteeism, and increase job satisfaction. Maslow's hierarchy of needs and McGregor's Theory X and Y are also summarized as influencing the development of OB.
The document is labeled as confidential and proprietary and contains no other substantive information. It consists entirely of repetitions of the phrase "Confidential and Proprietary".
Effectively capturing and managing requirements is critical in any IT project. Business analysts and others gathering requirements know how to capture and document processes, data and user tasks. But what about the decisions at the heart of your business? How can you effectively identify, document and model the repeatable, operational decisions crucial to success with business rules and predictive analytics? In this webinar we will share practical advice developed from real-world customer projects.
This document summarizes Unruly's video marketing services. It discusses how Unruly helps get videos seen, shared, and loved through predictive analytics, emotional targeting of audiences, and blending multiple video ad formats. It also highlights case studies showing how Unruly's services increased metrics like views, favorability, intended purchases, and video completion rates for clients.
The STFM Governance Assessment Task Force is requesting member input on recommendations for changes to the STFM governance structure. Watch this webinar at http://www.stfm.org/conferences/webinars/Governance.cfm and submit your feedback at stfm.org/governance.
Dr. Sarah Wood and Kimberley Desir's presentation to the RWPC's Positive Committee on Children's Hospital of Philadelphia's PrEP program, Project PrEPare, from April 2013.
The document provides an overview of the foundations of individual behavior in organizational behavior, including biographical characteristics, abilities, learning theories, personality traits, values, attitudes, and job satisfaction. It discusses key concepts related to each topic and provides examples to illustrate important theories and models. The document lays the groundwork for understanding individual level factors that influence behavior in organizational settings.
A guide to in-depth investor pitches by Elevate VenturesKelly Schwedland
I've sat through hundreds of investment presentations and listen to comments during and afterwards. We at Elevate also sat alongside Angel groups and had feedback from VC groups that have met with our companies. I'm not sure there can ever be a perfect pitch as different groups have a specific thesis. But we decided to take the learnings from those meetings and make sure that companies can articulate all of the key items that investors are looking for especially in an in-person presentation. (A little more in depth that the traditional pitch used to get investors interested in large group/ public formats)
This document provides an overview of organizational behavior as a field of study. It defines OB as investigating how individuals, groups, and structure impact behavior in organizations. The field draws from disciplines like psychology, sociology, and anthropology. The document traces the historical evolution of OB, including early contributions from Adam Smith, Frederick Taylor, and Elton Mayo. It discusses how OB aims to improve productivity, reduce absenteeism, and increase job satisfaction. Maslow's hierarchy of needs and McGregor's Theory X and Y are also summarized as influencing the development of OB.
This document provides an overview of organizational behavior (OB). It defines OB as the systematic study of how individuals and groups act within organizations. The goals of OB are to describe, understand, predict, and control human behavior in organizations. Key forces that affect organizations are people, structure, technology, and the external environment. OB draws from multiple contributing disciplines including psychology, sociology, and social psychology. Fundamental concepts of OB include the nature of people and organizations. Models of OB help explain organizational behavior. Organizational culture and social systems frameworks are also discussed. Approaches to and limitations of OB are presented.
This document provides an overview of organizational behavior. It discusses key concepts in the field's history such as scientific management, the Hawthorne Studies, and theories like Theory X and Theory Y. The document also defines organizational behavior and explains its goals of understanding, predicting, and influencing human behavior in organizations. It addresses the individual, group, and organizational levels of analysis and notes challenges facing management today.
Organizational behavior (OB) is the study of how individuals and groups act within organizations and how organizations manage their environments. OB focuses on improving productivity by understanding employee behavior and predicting human behavior in organizations. Behavior is generally predictable but depends on circumstances. To study OB effectively requires a systematic, evidence-based approach rather than just common sense. OB draws from various disciplines like psychology, sociology, and political science to analyze behavior at the individual, group, and organizational levels.
The document defines an attitude as a psychological tendency to evaluate an entity with some degree of favor or disfavor. It notes that while attitudes often involve affect or emotions, affect is distinct from the measure of favorability that defines an attitude. Attitudes contain cognitive, affective, and behavioral components, though some views see the cognitive and behavioral aspects as derivative of the underlying affective component.
This document provides an introduction to organizational behavior. It defines organizational behavior as the systematic study and application of knowledge about how individuals and groups act within organizations. It discusses different levels of analysis (individual, group, organizational). It also outlines several models of organizational behavior including autocratic, custodial, supportive, collegial, and SOBC (stimulus-organism-behavior-consequences) models. Each model is defined by its basis, managerial orientation, employee orientation, psychological result, needs met, and performance result. The document emphasizes that managers should be flexible and use different models contingent on the situation to meet evolving employee needs and expectations over time.
Basic Concepts of Organisational Behaviourmanishray
1. The document introduces concepts in organizational behavior including why it is important to study OB to understand, predict, and influence human behavior in organizations.
2. It discusses levels of analysis in OB from the individual to group to organizational levels and lists some dependent and independent variables that are studied.
3. The summary concludes by briefly mentioning some challenges and opportunities for organizational behavior research and practice like managing diversity, change and ethics.
This document summarizes key concepts from an introduction to organizational behavior course. It defines organizational behavior as the study of human behavior in organizational settings and how it interfaces with the organization. It discusses different models of OB and the major contributing disciplines. It also summarizes several seminal studies including the Hawthorne experiments which highlighted the importance of social and psychological factors in organizations.
http://www,saharconsulting.com
An Educational presentation about Problem solving and decision making using different tools and offering solutions to problem solving, creative thinking and Decision making
Values represent basic convictions about what is good and desirable. They influence our perceptions and attitudes, and generally shape behavior. There are two main types of values: terminal values which are desirable end-states, and instrumental values which are preferable modes of behavior. Different cultures can be assessed based on their values along dimensions such as individualism versus collectivism. Attitudes are learned predispositions to respond favorably or unfavorably to objects, and are influenced by values. Common attitudes studied in organizational behavior are job involvement, organizational commitment, and job satisfaction.
The Best Startup Investor Pitch Deck & How to Present to Angels & Venture Cap...J. Skyler Fernandes
Take the online video course on Udemy:
https://www.udemy.com/course/the-best-startup-investor-pitch-deck/?referralCode=A5ED0FBD65120A93A16E
3.5+hrs of video content, walking step by step each part of the pitch, with personal VC stories, examples, and advice.
The "Best" Startup Investor Pitch Deck is an aggregation of some of the best pitch decks and wisdom from some of the top angels, VCs, and entrepreneurs including my own person insight/experience. The slide deck includes a template for entrepreneurs to use to present to investors, with details on what should be addressed on each slide. There are also additional slides on how best to pitch to investors effectively, how to design and format slides, and what to do before the pitch.
This document provides an overview of organizational behavior (OB). It defines OB as the systematic study of how individuals and groups act within organizations. The goals of OB are to describe, understand, predict, and control human behavior in organizations. Key forces that affect organizations are people, structure, technology, and the external environment. OB draws from multiple contributing disciplines including psychology, sociology, and social psychology. Fundamental concepts of OB include the nature of people and organizations. Models of OB help explain organizational behavior. Organizational culture and social systems frameworks are also discussed. Approaches to and limitations of OB are presented.
This document provides an overview of organizational behavior. It discusses key concepts in the field's history such as scientific management, the Hawthorne Studies, and theories like Theory X and Theory Y. The document also defines organizational behavior and explains its goals of understanding, predicting, and influencing human behavior in organizations. It addresses the individual, group, and organizational levels of analysis and notes challenges facing management today.
Organizational behavior (OB) is the study of how individuals and groups act within organizations and how organizations manage their environments. OB focuses on improving productivity by understanding employee behavior and predicting human behavior in organizations. Behavior is generally predictable but depends on circumstances. To study OB effectively requires a systematic, evidence-based approach rather than just common sense. OB draws from various disciplines like psychology, sociology, and political science to analyze behavior at the individual, group, and organizational levels.
The document defines an attitude as a psychological tendency to evaluate an entity with some degree of favor or disfavor. It notes that while attitudes often involve affect or emotions, affect is distinct from the measure of favorability that defines an attitude. Attitudes contain cognitive, affective, and behavioral components, though some views see the cognitive and behavioral aspects as derivative of the underlying affective component.
This document provides an introduction to organizational behavior. It defines organizational behavior as the systematic study and application of knowledge about how individuals and groups act within organizations. It discusses different levels of analysis (individual, group, organizational). It also outlines several models of organizational behavior including autocratic, custodial, supportive, collegial, and SOBC (stimulus-organism-behavior-consequences) models. Each model is defined by its basis, managerial orientation, employee orientation, psychological result, needs met, and performance result. The document emphasizes that managers should be flexible and use different models contingent on the situation to meet evolving employee needs and expectations over time.
Basic Concepts of Organisational Behaviourmanishray
1. The document introduces concepts in organizational behavior including why it is important to study OB to understand, predict, and influence human behavior in organizations.
2. It discusses levels of analysis in OB from the individual to group to organizational levels and lists some dependent and independent variables that are studied.
3. The summary concludes by briefly mentioning some challenges and opportunities for organizational behavior research and practice like managing diversity, change and ethics.
This document summarizes key concepts from an introduction to organizational behavior course. It defines organizational behavior as the study of human behavior in organizational settings and how it interfaces with the organization. It discusses different models of OB and the major contributing disciplines. It also summarizes several seminal studies including the Hawthorne experiments which highlighted the importance of social and psychological factors in organizations.
http://www,saharconsulting.com
An Educational presentation about Problem solving and decision making using different tools and offering solutions to problem solving, creative thinking and Decision making
Values represent basic convictions about what is good and desirable. They influence our perceptions and attitudes, and generally shape behavior. There are two main types of values: terminal values which are desirable end-states, and instrumental values which are preferable modes of behavior. Different cultures can be assessed based on their values along dimensions such as individualism versus collectivism. Attitudes are learned predispositions to respond favorably or unfavorably to objects, and are influenced by values. Common attitudes studied in organizational behavior are job involvement, organizational commitment, and job satisfaction.
The Best Startup Investor Pitch Deck & How to Present to Angels & Venture Cap...J. Skyler Fernandes
Take the online video course on Udemy:
https://www.udemy.com/course/the-best-startup-investor-pitch-deck/?referralCode=A5ED0FBD65120A93A16E
3.5+hrs of video content, walking step by step each part of the pitch, with personal VC stories, examples, and advice.
The "Best" Startup Investor Pitch Deck is an aggregation of some of the best pitch decks and wisdom from some of the top angels, VCs, and entrepreneurs including my own person insight/experience. The slide deck includes a template for entrepreneurs to use to present to investors, with details on what should be addressed on each slide. There are also additional slides on how best to pitch to investors effectively, how to design and format slides, and what to do before the pitch.