A Basic Misunderstanding of Multiculturalism in the Helping Professions References Introduction In my multicultural competencies course for graduate students, I used to start the course by asking my students a simple question. As a multiculturally competent supervisor, I can usually tease out the subtle biases and value systems of other professionals and link my observations to supervision. We discuss these issues and understand the larger issues premising the need for competencies. So for we helping professionals, there is a difference between a helping professional who is culturally competent and one who is not.
This panel will bring together diverse thought leaders to share their latest research and practice that have taken new path-breaking directions in organizational psychology, organization development, coaching, leadership, engagement, spirituality, and meaningful work.
Panel Moderators Luis A. He is an author, facilitator, consultant, speaker, and coach with a global reach. Luis lives in Westfield, Massachusetts. The elevation-and-extension of strengths, 2.
The establishment of the new-and-eclipsing of the old. MPP is the scientific study of the meanings that enable people and institutions to thrive and to succeed. Analysis of meaning content and role, 2. Another quality of the MPPOD method is its unique perspective about the impact of meanings in organizational theory and design.
This theoretical perspective plus the inclusive embracement of the three approaches to OD, which I call OD 2. The presentation will contrast and validate the value of the three methods. It will also make the case that all three approaches have the potential of having a positive and meaningful effect on performance improvement and the quality of Connecting humanistic theories of organizations authentic of all stakeholders.
Explain the meaning, influence and impact of classical organization theory Explain OD 2. His current research focus is the study of personal meaning, authenticity, creativity, and optimizing human potential, with recent articles published in The Humanistic Psychologist, The Forum for Qualitative Research FQSand the Journal of Constructivist Psychology.
Engagement as a Function of Personal Meaning: Now Discover Your Strengths. This presentation argues that something more is required to fully explain engagement: In short, meaning is what is necessary, and in many cases sufficient, to drive engagement.
Abilities and strengths are important, but not essential. The presentation identifies the meaning factors in engagement research including the Gallup findings that are correlated with high levels of engagement, including being recognized and cared about, making a difference, and connecting to a sense of mission.
The presentation also addresses a confusion introduced by Seligman and Peterson in positive psychology research regarding the notion of strengths. Their work points us toward a meaning-oriented framework for analyzing and enhancing engagement in the workplace, rather than the conventional strengths model.
Implications of this shift in perspective are also briefly discussed for employee coaching, performance management, and enhancement of personal health and well-being.
Learning Objectives Define engagement and describe the characteristics of highly engaged employees. Explain the notion of strengths as related to abilities and talents versus character strengths and virtues.
Identify the three key dimensions of personal meaning. Discuss at least two factors that enhance and limit employee engagement in the workplace.
Discuss meaning-oriented coaching approaches and techniques that enhance employee engagement, performance, and sense of well-being. Panelists John Davidoff is the Founder and Chief Mission-Driver of Davidoff Mission-Driven Business Strategy, a national consultancy based in Chicago supporting local, national and international organizations with business strategy, marketing planning, thought leadership and large format meeting facilitation services.
How Resonant Leaders Cultivate Meaning in Support of Organizational Mission and Results In their research on resonant leadership, Richard Boyatzis and Annie McKee concluded that effective leaders are conscious, attentive, and attuned to themselves, to others, and to the internal and external stakeholders in the mission of the organizations they are leading.
Resonant leaders are mindful. They face challenges with hope. They have empathy and compassion for the people they lead and the stakeholders they serve within their various organizational missions. Harvard Business School Free Press.
This presentation explores methods for how resonant leaders develop meaning as a value and competency of their organizations and how they define and exhibit commitment to their principles; adhere to their values, and model living full, expressive and fervent lives.
This presentation argues that demonstrating genuine and authentic meaning by organizational leaders of mission-driven organizations is essential to developing long term, sustainable results and enhancing the impact and outcomes of the organization.
The presentation will integrate findings regarding leadership styles from qualitative interviews with executives of mission-driven organizations.The decision to seek support is an individual one that can come about for various reasons and at different stages of life.
Some people seek psychotherapy to cope with difficult feelings, thoughts and behaviours, to help transition to new life experiences, or to adjust to changes that can come after illness, injury or traumatic events.
ADVANCED WRITING. IN ENGLISH AS A FOREIGN LANGUAGE A Corpus-Based Study of Processes and Products Horvath Jozsef Lingua Franca Csoport ADVANCED WRITING IN ENGLISH. Scholarly research on the topic of leadership has witnessed a dramatic increase over the last decade, resulting in the development of diverse leadership theories.
JSTOR is a digital library of academic journals, books, and primary sources. AFAM Intro to African American Studies This course provides an overview of African American history and culture. Topics include major events, persons, and issues spanning the period from the African heritage to contemporary times.
Humanistic Approach and Organizations 2 Annals of Management Research, Volume 1, Number 1, September – October Cultural influences change the character and identity of an organization. In this manner the organizational climate, a social force that constrains individual behavior.