Sie suchten nach: independence and responsibility as a major... (Englisch - Tagalog)

globalization has introduced as a major part of academic and workplace dynamics. we need to understand the strengths and limitations of different communications meda and how to used each medium to maximum effect . for example communicating via email to distant team members requires a certain ettiquette and nuance not necessarily required in face to face interaction holding virtual meetings requites similar change in approach and people who are unaccustomed to communicating in groups in virtual s
ang globalisasyon ay ipinakilala bilang isang pangunahing bahagi ng mga dinamikong pang-akademiko at lugar ng trabaho. kailangan nating maunawaan ang mga lakas at limitasyon ng iba't ibang meda ng komunikasyon at kung paano gamitin ang bawat daluyan hanggang sa maximum na epekto. halimbawa, ang pakikipag-ugnay sa pamamagitan ng email sa malalayong mga miyembro ng koponan ay nangangailangan ng isang tiyak na ettiquette at nuance na hindi kinakailangan kinakailangan sa harap ng pakikipag-ugnayan sa paghawak ng mga virtual na pagpupulong ay nangangailangan ng katulad na pagbabago sa diskarte at mga taong hindi sanay na makipag-usap sa mga grupo sa virtual s

apart from money pressures, many single parents can experience difficulties when trying to manage all of their roles and responsibilities as a single person household. this can be particularly challenging for those parenting a child with special needs as the demands on your time and energy will be greater.feb 24, 2022
apart from money pressures, many single parents can experience difficulties when trying to manage all of their roles and responsibilities as a single person household. this can be particularly challenging for those parenting a child with special needs as the demands on your time and energy will be greater.feb 24, 2022

forming in this stage, most team members are positive and polite. some are anxious, as they haven't fully understood what work the team will do. others are simply excited about the task ahead. as leader, you play a dominant role at this stage, because team members' roles and responsibilities aren't clear. this stage can last for some time, as people start to work together, and as they make an effort to get to know their new colleagues. storming next, the team moves into the storming phase, where people start to push against the boundaries established in the forming stage. this is the stage where many teams fail. storming often starts where there is a conflict between team members' natural working styles. people may work in different ways for all sorts of reasons but, if differing working styles cause unforeseen problems, they may become frustrated. storming can also happen in other situations. for example, team members may challenge your authority, or jockey for position as their roles are clarified. or, if you haven't defined clearly how the team will work, people may feel overwhelmed by their workload, or they could be uncomfortable with the approach you're using. some may question the worth of the team's goal, and they may resist taking on tasks. team members who stick with the task at hand may experience stress, particularly as they don't have the support of established processes or strong relationships with their colleagues. norming gradually, the team moves into the norming stage. this is when people start to resolve their differences, appreciate colleagues' strengths, and respect your authority as a leader. now that your team members know one another better, they may socialize together, and they are able to ask one another for help and provide constructive feedback. people develop a stronger commitment to the team goal, and you start to see good progress towards it. there is often a prolonged overlap between storming and norming, because, as new tasks come up, the team may lapse back into behavior from the storming stage. performing the team reaches the performing stage, when hard work leads, without friction, to the achievement of the team's goal. the structures and processes that you have set up support this well. as leader, you can delegate much of your work, and you can concentrate on developing team members. it feels easy to be part of the team at this stage, and people who join or leave won't disrupt performance.
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