Your score indicates that you have an above average EQ

Remember you responses need to have been as honest as possible. If you feel that your score does not reflect you, please retake the test and answer each question in the way that best represents the way you typically feel.

People that typically score in this range are able to recognise and understand their feelings as well as being able to express them in an appropriate manner. They are comfortable with who they are. They are not afraid to show love, empathy and compassion for other people. They are comfortable with intimacy and comfortable about giving of themselves to other people.

They are also very good communicators. They are very in tune with themselves and those around them. In most circumstances they know how to say the right thing at the right moment. They are good friends and partners. They are able to show anger in appropriate ways and are not afraid to stand up for what they believe. They are not afraid to cry if they are hurt. They are not afraid to admit that they are wrong, or embarrassed to say they are sorry.

They are typically happy, well-rounded people. They easily accept challenges and are able to stay motivated and focused in the face of setbacks. They are able to set and achieve goals for themselves. They are positive and optimistic about themselves, the others around them, and their future.

Remember that emotional intelligence never stops growing. Because people are always evolving, EQ is something that needs to be nurtured. If it isn't your emotional intelligence will disappear. Continue to utilise the emotional intelligence that you have and continue to identify and work on areas that need work. If you do this, your EQ will continue to flourish!

We wish you the best of luck.

Read more: Test your emotional intelligence (EQ) | iVillage UK http://www.ivillage.co.uk/test-your-emotional-intelligence-eq/74101#ixzz1oZ8iPblB
Parenting: Information & advice

Personality Test

your personality type is ISFP!

Introverted (I) 54%	Extraverted (E) 46%
Sensing (S) 82%	Intuitive (N) 18%
Feeling (F) 70%	Thinking (T) 30%
Perceiving (P) 73%	Judging (J) 27%

http://kisa.ca/personality/results.php

CS: The Forgotten Group Member

1) Identify the five group development stages (forming, storming, norming, performing,

adjourning) in the case.

A)Forming- In the first stages of team building, the forming of the team takes place. The individual's behavior is driven by a desire to be accepted by the others, and avoid controversy or conflict.

In the case, the group was formed and Christina was elected as the "team coordinator" with the rest of her 4 other members to analyze a seven-page case and to come up with a written analysis.

B)Storming- The team addresses issues such as what problems they are really supposed to solve, how they will function independently and together and what leadership model they will accept.

Diane was quiet and never volunteered suggestions, but when directly asked, she would come up with high quality ideas. Mike was the clown. Christine remembered that she had suggested that the group should get together before every class to discuss the day’s case. Mike had balked, saying “No way!! This is an 8:30 class, and I barely make it on time anyway! Besides, I’ll miss my Happy Harry show on television!” The group couldn’t help but laugh at his indignation. Steve was the business-like individual, always wanting to ensure that group meetings were guided by an agenda and noting the tangible results achieved or not achieved at the end of every meeting. Janet was the reliable one who would always have more for the group than was expected of her.

C)Norming- The team manages to have one goal and come to a mutual plan for the team at this stage. Some may have to give up their own ideas and agree with others in order to make the team function. In this stage, all team members take the responsibility and have the ambition to work for the success of the team's goals.

In my own opinion, I personally think Christine's group did not achieve the norming process because of Mike. He has been missing all the group meetings and yet, not having the responsibilities to attend the OB group meetings. In this case, someone in the group has to fill in the blanks for his work in order to make the team rolling again.

D)Performing- It is possible for some teams to reach the performing stage. These high-performing teams are able to function as a unit as they find ways to get the job done smoothly and effectively without inappropriate conflict or the need for external supervision. By this time, they are motivated and knowledgeable. 

When Christine had rushed to her accounting class and had skipped breakfast. When she got her club sandwich and headed to the tables, she saw her OB group and joined them. The discussion was light and enjoyable as it always was when they met informally. 

E)Adjourning- Involves completing the task and breaking up the team.

Since is a peer evaluation, Mike's marks might be the lowest among all because he has no responsibility at all to at least be disciplined enough to complete his part in the assignment. But  if there is another side of the story, the team is lenient and kind-hearted enough, they might evaluate Mike as a team, not the clown.

2) Identify and describe the causes of conflicts in the case.

-Christine should lay out what the whole team suppose to do before everything turns haywire.

-Since Mike is the one having good ideas, the rest of the group member should take advantage of his idea and make good use of it.

-Since Mike is the one having problem attending the meeting, maybe the group can suggest him to set a time to organize a video chat within themselves and discuss as a team. If he still unable to do so, Christine as the group leader should bring this matter up to Sandra (lecturer).

3) Suggest the approach to leadership best suitable for the case.
Situational approaches - leadership theories that explore how leaders interact with followers and the requirements of a particular environment. 

McGregor's Theory X Theory Y & Maslow's Hierarchy of Needs

1)What are the important limitations of McGregor's Theory X Theory Y?


Theory X: sees individuals as oriented to material rewards and thus are prone to "free ride" on the efforts of other; thus to ensure that individuals are fairly rewarded, measurements of behaviours must be carefully implemented, this includes sanctioning unproductive behaviours on top of rewarding the favorable.
* needs motivation and needs reward ( money driven)


Theory Y: believes that most individually want to do a good job and that the main obstacle in their way is designing reward system to avoid misalignments that rewards behaviour that are not (perverse incentive or "hoping for A while paying B")
* prefer challenging work ( focus on job satisfaction)


Limitations


Theory X and Y are limited in that they are absolutes. As McGregor defines them, they are "the two ways" of viewing all workers. Perhaps in the 1950's when McGregor conducted his research, Theory X was the prevailing method of management and his idealistic (or humanistic) approach to management seemed reasonable to apply in contrast.

However, seldom do we see that one person has exclusively Theory X or Theory Y belief systems. In many cases, managers find certain people (and certain roles) are more apt to be motivated in certain ways, and through trial and error, perhaps deduce that some "would be 'Theory X'" employees actually have the drive, motivation, and intelligence to be treated differently, and even thrive under those conditions.

* Cannot straight away determine everyone is either X or Y

* Some individuals might have a mix of theory X and Y

* More than two ways to view on working people in the management.







2) What are the important limitations Maslow's Hierarchy of Needs?

Maslow's hierarchy of needs is a theory in psychology, proposed by Abraham Maslow. Maslow subsequently extended the idea to include his observations of humans' innate curiosity. His theories parallel many other theories of human developmental psychology, all of which focus on describing the stages of growth in humans. Maslow use the terms Physiological, Safety, Belongingness and Love, Esteem, and Self-Actualization needs to describe the pattern that human motivations generally move through.













Implications of Maslow’s Hierarchy of Needs Theory for Managers


1) As far as the physiological needs are concerned, the managers should give employees appropriate salaries to purchase the basic necessities of life. Breaks and eating opportunities should be given to employees.

2) As far as the safety needs are concerned, the managers should provide the employees job security, safe and hygienic work environment, and retirement benefits so as to retain them.


3) As far as social needs are concerned, the management should encourage teamwork and organize social events.


4) As far as esteem needs are concerned, the managers can appreciate and reward employees on accomplishing and exceeding their targets. The management can give the deserved employee higher job rank / position in the organization.


5) As far as self-actualization needs are concerned, the managers can give the employees challenging jobs in which the employees’ skills and competencies are fully utilized. Moreover, growth opportunities can be given to them so that they can reach the peak.

The managers must identify the need level at which the employee is existing and then those needs can be utilized as push for motivation.

Limitations of Maslow’s Theory

1) It is essential to note that not all employees are governed by same set of needs. Different individuals may be driven by different needs at same point of time. It is always the most powerful unsatisfied need that motivates an individual.

2)The theory is not empirically supported.

3)The theory is not applicable in case of starving artist as even if the artist’s basic needs are not satisfied, he will still strive for recognition and achievement.

Case Questions : Bob Knowlton

1) Discuss the reasons why what happened happened

Firstly, I think that Dr. Jerrold should understand more about their employee's situation in the workplace and observe each employee's personality and behavior in order for an organization to have no misunderstanding.
Eg:: Having a professional such as a HR personnel to have a regular analysis about the employee's performance and to let the Employer know about the personality and behaviour.

When Simon Fester enters the organization, things changed because he is so called the new " Pack leader" once he stepped foot into the organization, Bob just sit put and did not voice out himself whenever Simon draws out suggestions and opinions.
- Bob could also have voice out his opinion to the team and to let the team choose whether his or Fester's opinion is better.

Reasons why what happened happened
- Lack of confidence Leader ( Bob)
- Jealousy ( Jealous of Fester's intelligence and competitiveness)

2) Consider the personalities involved, especially those of Knowlton and Fester, and the organizational characteristics.

Knowlton- He is a passive person whom rarely voice out his opinion and tend to follow the flow

                 as a team leader I personally think he should be more sociable and voice out more often.
               - Introvert ( Enjoys privacy )

Dr Jarrold -Gain trust easily

                 - Trust people words 

                - Ignorant ( He never notice Bob's feeling when he bring in Fester )

Simon Fester- Very analytical 

                    - Loves challenges

                    - Competitive 

Bob Davenport, George Thurlow, and Arthur Oliver - Team members of Bob Knowlton, passive workers.

3) Imagine yourself in the position of Dr. Jerrold at the end of the case, reflecting back over the events. Is there anything you could have done, on the basis of what you knew or could have known at the time, that would have led to a more favorable outcome? State your reasoning.

Dr. Jerrold should give a heads up to Bob first to add another member to their team ( Fester) or rather ask Bob whether he needs another individual for his team. If Dr. Jerrold knows that Bob is uncomfortable with Fester, he could have arrange Fester for another group project earlier. Dr. Jerrold need to know the welfare of his own employee's to ensure there are no miscommunication or any drama in their own organization. If Bob had already resign, Dr. Jerrold should write him a letter suggesting him to come back to work without Fester but also giving Bob a long vacation holiday.

Presentation : Strategic organizational communication

Baby Boomers of Generation X and Generation Y and Z

1)What expectations does each of these generational groups have about life and about organization.

Baby Boomers of 1946-1964


Life
- Take precaution on their health and wealth
- Positive
- They believe that health is a contingency to them


Organization
- Leader and follower style
- Dislike autocratic leaders and value freedom choice and expression.




Generation X of 1965-1980


Life

- Members of generation X work to live rather than live to work.

- Ambitious

- Eager to learn new skills

Organization


- In the workplace, Generation X values freedom and responsibility. Many in this generation display a casual disdain for authority and structured work hours. They dislike being micro-managed and embrace a hands-off management philosophy.




Generation Y of 1981-2000


Life
- Achievement Oriented
- Attention Craving
- Digital Natives


Organizational
- They have high expectations of their employers, seek out new challanges and are not afraid     to question authority.
- They want meaningful work and a solid learning curve.
- Technological savvy.


2)What messages and experiences have contributed to those expectations?

Baby boomers- Want retirement fast, dislike changes and they do not keep up to date with the digital world.

Generation X- Independent, resourceful and self-sufficient.This generation is comfortable using PDAs, cellphones, e-mail, laptops, Blackberrys and other technology employed in the legal workplace.

Generation Y- While older generations may view this attitude as narcissistic or lacking commitment, discipline and drive, Generation Y legal professionals have a different vision of workplace expectations and prioritize family over work.

3)  Over what issues are the three groups likely to have conflicts? Why?

In my own opinion, one of the issue that are likely to have conflicts between these three groups will be age. People who are older or known as the baby boomers might not have the technological skills that a generation x-ers or y-ers have and people from generation x-ers or y-ers might not be as wise as the baby boomers because of the generation gap. People from generation X and Y might have a different way to deal things unlike baby boomers whom are workaholics. Besides that, generation tension and the use of technology such as the social media and network makes things complicated and make make work ethics worst.


Discussion Questions

1)To which if any of the three generations group of you belong? (remember if' the experience you've had more than your age that influence generational membership)
 -Generation Y

2)How do your expectations and experiences arrespond to theirs?

- Fairness and Equality comes first
- Freedom
- Teamwork
- Digital person
- Love being with creative and fun people
- Social
- Reasonable employer

3)Over what issues are you liking to have conflicts with the member's of the three group?Why?

One of the issue would be misinterpretation or miscommunication.
Baby Boomers- Loves interacting face to face and they dislike tech-gadgets to interact.
Generation X - They rely on mobile phones and internet for information.
Generation Y- More on the social network and love finding information or entertainment via internet.

Work ethic
Baby Boomers : They are workaholics and willing to be stagnant employed with the same employer.

Generation X: They are flexible and they appreciate fun in the workplace and espouse a work hard/play hard mentality. Generation X managers often incorporate humor and games into work activities.

Generation Y: They are achievement-oriented and attention craving.


4) Are the strategies chosen by Generation Xers appropriate to the situations they face? Generation Yers?

a)Generation X- Depending on their employer whether that if the employer is a baby boomer, they might have problem in communications and in terms of workload, the employer might want them to have more paper work rather then using tech-gadgets.

b)Generation Y- Teamwork and giving out ideas, brainstorming and learn to adapt in the workplace. Has high advantage when comes to using the internet rather than hand-written work.

5)What effects are their strategies likely to have on their relationships with the supervisors in traditional firms? With their co-workers? Withtheir subordinates? Why?

Once again it depends on the generation gap. For example, if the supervisors are more likely to be a baby boomer, he might be more conservative and use technique which are way back in the days such as hand-written work rather than using the internet. The co-workers will be the generation X might not have the patience doing hand written work because they are eager to learn new skills such as the social network,internet and more. The subordinates will be the generation Y (freshman) in the company might have many assumptions and skills to learn from both. At the end of the day, it depends on the company worker's generation gap.

Source: http://legalcareers.about.com/od/practicetips/a/GenerationX.htm
http://legalcareers.about.com/od/practicetips/a/GenerationY.htm
http://www.cio.com/article/178050/Gen_Y_Gen_X_and_the_Baby_Boomers_Workplace_Generation_Wars

Discussion Question Ex3

1)Which of the three approaches (functional, meaning-centered or emerging perspectives) to organizational communication do you think better describe organizations? Why?




In my own opinion, Functional is the best for describing organization. In order for an organization to work, there must be a leader to lead the team. This best describe employer and employee relationship. To make sure workload and work allocation must to be in division, we use the good old method of division of labour to make things happen. Generally, functional refers to something able to fulfill its purpose or function.




2) Describe a circumstance you have observe when organizational communication influenced effectiveness.

Tutorial Question EX2

Describe an organization that you know well. Identify message functions and the structure of that organization.
-To be honest, I do not know any organizations that I am aware off but here are some interesting facts that how an organization structured and function.

• Maximize Job Throughput and Meeting Organizational Priorities

1) Improve the speed and accuracy of the scheduling decisions and allocation automation to optimize job throughput so more work is accomplished in less time with your existing resources. This controls costs and increases the value your organization receives from its HPC investments. Moab® HPC Suite – Basic Edition provides a patented multi-dimensional intelligence engine that accelerates both the complex decisions and orchestration of workload across the ideal combination of diverse resources. But with many users, groups and projects sharing valuable HPC resources, the relative priorities of the jobs and their results as well as service levels and resource sharing agreements are also critical factors to be considered in scheduling workload. These priorities must be balanced with the speed of processing all and as many jobs as quickly as possible. The Moab decision engine is able to factor in these organizational priorities and complexities when scheduling workload and allocating resources. Moab ensures workload is processed according to service levels, results delivery commitments, fair resource usage across users, groups and even multiple organizations. This enables the automatic enforcement of service guarantees and effective management of organizational complexities with simple policy-based settings.

• Optimized Resource Utilization

2)  Optimize the work and value you get out of existing expensive HPC resources to control the costs and need to invest in additional resources to meet current workload demand. Moab HPC Suite – Basic Edition optimizes resource utilization by 10-30% to 90-99% on a consistent basis with multi-dimensional policies such as allocation, backfill, and affinity. These policies ensure the optimal resources are used for each job and that resources are optimally utilized and continuously processing jobs, including scheduling specialized resources like GPGPUs for the right jobs. The combination of real-time and unique predictive future scheduling capabilities in Moab enables the future workload schedule to be continually forecasted and adjusted along with resource allocations. This allows the system to adapt to changes in conditions and new job and reservation requests to keep resources utilized at maximum levels while meeting current and known future advance and maintenance reservations. 

• Extreme-Scale, High Throughput Computing

3)  High job throughput especially benefits customers with large quantities of data sets, variables and the need to run high volumes of simulations quickly for development and design efforts such as life sciences, engineering and manufacturing organizations as well as extreme-scale HPC environments. Moab HPC Suite – Basic Edition and Enterprise Edition support the hundreds of thousands of queued job submissions demanded for high throughput computing with fast and efficient scheduling and throughput of jobs, and sub-second user command responsiveness.  

• Workload-Optimized Provisioning Solution

4)  Designed for high performance computing facilities that need to adapt their systems' operating environments as user and workload demands fluctuate over time, Moab HPC Suite - Enterprise Edition can re-provision a node's characteristics on the fly to optimize the mix of infrastructure environments available to meet user workload requirements. Whether implemented in a traditional HPC facility or as the foundation for a HPC cloud, Moab HPC Suite - Enterprise Edition provides the flexibility to satisfy your user community while optimizing the throughput of your HPC infrastructure and reducing the complexity of managing workload across siloed OS clusters. 

• Energy and Cost Efficient “Green” HPC Solution

5) The wide array of monitoring, reporting, managing, and scheduling capabilities at work in Moab HPC Suite – Enterprise Edition will enable your computing center to achieve significant reductions of 30-40% in energy use. Moab will enable your organization to effectively reduce its energy-consumption costs as it optimizes IT performance and service levels. It monitors and reports on system energy use then reduces that energy use through intelligent and workload aware power-management, workload-consolidation, and power-aware workload placement policies. 

Source: http://www.adaptivecomputing.com/solutions/adaptive-hpc-solutions.php

Tutorial Questions ( Week 1)

What unusual communication demands are placed on the "competent communicator" now that we are living in the information society?


- The blooming  of technologies ( super computers, smart phones and various program that are highly competent in the technology world today) ability to master the usage of it.


- Social network, previously we use to have friendster and myspace but now we have facebook and twitter. Society needs to follow with the current social network.


- The society must keep up to date for the current happening blooming technology that the world has to offer.


How will you, as a "competent communicator" use each of the four components of competency ( knowledge, sensitivity, skills and values) in your personal and professional life?


Knowledge


The ability to understand oneself and the organization in the communication environment. If we are in a firm, we must understand and observe the environment of the company and make no judgement from it. We learn through observational learning and try to improvise from it.


Sensitivity


Sensitivity is to put ourselves into other person shoe in both personal or professional life. We need to know what to say and when not to say an particular issue when it comes to putting other person feelings or ours at stake. Try to adapt and understand the situation and think rationally to fix it.


Skills


We do not get skills easily overnight and so we have to understand the company environment. We could learn and observe from our colleagues or even our employers. We could consult them if we have any issues regarding about work. Brainstorming will be a good idea when we have an issue in terms of work.


Value


When people start using values to think and act whether in a given situation is right or wrong. Depending on situations, different form of values will be performed.




Think of a person you consider to be a " competent communicator" and describe how he or she demonstrates the four components of competency ( knowledge, sensitivity, skills, and values) ?

The person who deserves the title " competent communicator" the most is of course, Anuar Ibrahim.

Speaking of knowledge, he has been striving for reformation for Malaysia for the past 20 years. He is also the leader of the opposition party known as the Pakatan Rakyat. As the president of the opposition party, Anuar Ibrahim gives good and persuasive speech to the people when he is campaigning in Malaysia

Skills in Anuar Ibrahim is beyond measurable. One thing I admire the most is the speech that he give really makes the rakyat hunger for "reformasi" (reformation) to Malaysia. He has good charismatic values and a group of big supporters behind him to strive and win the coming election in Malaysia.

I believe all leaders have their own sets of values and judgements when it comes to politics. It either turn out to be good or bad. Personally, what I think about Anuar Ibrahim is that he did not give fighting for new reformation for Malaysia even he had an allegation of sodomy back in 2008 but was not pleaded guilty. He did not care what judgement the rakyat will make but continuing striving for reformation and corruption in Malaysia

His sensitivity towards reformation and anti-corruption touches the heart of the "rakyat" and he will not give up fighting for it.