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Inglés

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Información

Inglés

personal effectiveness

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personal na pagiging epektibo

Última actualización: 2017-06-27
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Inglés

synonym of effectiveness

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kasingkahulugan ng epektibo

Última actualización: 2018-02-27
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Inglés

what english of the effectiveness

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Etsapwera

Última actualización: 2019-05-19
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Inglés

Courses may be taken across the years for optimum effectiveness

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Nagbibigay ng ilang elemento ng pagpipilian sa pamamagitan ng mga electives

Última actualización: 2019-09-15
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Inglés

effectiveness of the services provided by the MT. Carmel to the Tingloyenos

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pagiging epektibo

Última actualización: 2020-01-18
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Do you know what “cohort survival rate” means? Cohort Survival Rate is a measure of the efficiency and effectiveness of the delivery of education services in the country, and is defined as the percentage of enrollees at the beginning grade or year in a given school year who reached the final grade or year of the elementary or secondary level. Based on this definition, the cohort survival rate at the elementary level in the Philippines declined from 64.9% in SY 2004-2005 to 62.6% in SY 2005-2006. This means that from a cohort or group of 100 Grade 1 pupils, only 62 pupils reached Grade 6. The Cohort Survival Rate is one of 28 major statistical indicators commonly used in education statistics which have been defined by the National Statistical Coordination Board (NSCB) through Resolution Number 14, Series 2006, “Approving and Adopting the Official Concepts and Definitions for Statistical Purposes for the Education Sector”, and Resolution Number 15, Series 2006, “Approving and Adopting Six Formulas on the Official Concepts and Definitions for Statistical Purposes for the Education Sector” for adoption in the Philippine Statistical System (PSS). This is in accordance with the mandate of the NSCB to ensure the harmonization and comparability of statistics in the country. The term “cohort survival rate” is one of the core statistical indicators used in the Medium Term Philippine Development Plan (MTPDP), in the Millennium Development Goals (MDGs), and in the Education For All (EFA) global movement, among others. Based on latest estimates, the Philippines has a low probability or likelihood of attaining the target of universal primary education as the computed annual growth rate from 1991 to 2005 shows an annual decline of 1.3% versus the required annual growth rate of 4.0%. The achievement of this specific MDG by 2015 will thus need a reversal of trends and the country’s educational system has a lot of catching up to do. The definitions and formulas of these major statistical terms, together with the definitions of other commonly-used terms in education statistics, are contained in a new publication entitled “Glossary of Commonly Used Terms in Education Statistics” for release on January 5, 2007. The glossary, an output of the NSCB Inter-Agency Committee on Education Statistics (IACES), is an initial step towards the harmonization and standardization of terms used in education statistics and is envisioned as a reference material for planners, decision makers, and researchers, as well as basis for future legislation. The IACES is composed of representatives from the three pillars of education, namely; Department of Education; Technical Education Skills and Development Authority; and the Commission on Higher Education; as well as other national government offices such as the National Economic and Development Authority, National Statistics Office, Philippine Science High School, Science Education Institute, National Commission for Culture and the Arts, Professional Regulation Commission, Statistical Research and Training Center, Senate Committee on Education and the NSCB. The NSCB acknowledges the contributions of CHED which financed the greater part of the collaborative work for the Glossary.

Tagalo

cohort survival rate

Última actualización: 2019-02-12
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Inglés

Measurement of workforce effectiveness,satisfaction,and engagement are important to determine how work systems are performing and contributing to an organization's strategic objectives, and also to provide a foundation for improvement.In fact, research has suggested that organizations that use people measures as part of a balanced set of measures to manage the business achieve significantly higher return on investment and return on assets than those that don't. Nevertheless, few organization's have well defined people measures or use them to predict key business outcomes. Understanding the ''voice of the employee," particularly with regard to employee satisfaction, management policies, and their internal customers and suppliers helps organizations improve their human resource management practices. Both outcome and process measures provide data by which to assess workforce effectiveness. Outcome measures might include "hard" measures such as number of teams, rate of growth, percentage of employees involved, number of suggestions implemented, time taken to respond to suggestions, employee turn over, absenteeism, and grievances;as well as "soft" measures such as perceptions of teamwork and management effectiveness,engagement,satisfaction,and empowerment. Typical process measures include the number of suggestions that employees make, the numbers of participants in project teams, and participation in educational programs. Team process effectiveness can be assessed by tracking the average time it takes to complete a process improvement project, and determining whether teams are getting better, smarter, and faster at performing improvements. Organizations should also look for other indicators of performance, such as improvements in team selection and planning processes, frequency of use of quality improvement tools by employees, employee understanding of problem solving approaches, and senior management involvement. Many companies also ask employees to rate their supervisors on leadership, communication, and support. The most common approach to assess worker perceptions and satisfaction is through a formal survey. Questions in a typical survey might be grouped into such basic categories as satisfaction with quality of work life, teamwork, communications, opportunities and training, facilities, leadership, compensation, benefits, and the company. For example, Marlow industries uses a survey that addresses a broad variety of issues, including management support, the company’s total quality system, organizational effectiveness, training, continuous improvement, and worker satisfaction.

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QUERY LENGTH LIMIT EXCEDEED. MAX ALLOWED QUERY : 500 CHARS

Última actualización: 2018-07-06
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Inglés

miscommunication has been observed to occur along the dimensions communication. Specifically, society has a strong influence on the effectiveness of Nonverbal Communication Moreover, in the verbal Dimension, the words chosen and used for the Message and the context in which they are used also leads to communication being effective or not. However, there are several possible barriers to Verbal Communication. The firts barrier is the people themselves who are participating in the interaction

Tagalo

Ang miscommunication ay naobserbahang maganap kasama ang komunikasyon ng dimensyon. Sa partikular, ang lipunan ay may isang malakas na impluwensya sa pagiging epektibo ng Nonverbal Communication Bukod dito, sa pandiwang Dimension, ang mga salita na pinili at ginagamit para sa Mensahe at ang konteksto kung saan sila ay ginagamit din ay hahantong sa komunikasyon pagiging epektibo o hindi. Gayunpaman, maraming posibleng mga hadlang sa Verbal Communication. Ang barrier barrier ay ang mga tao mismo na nakikilahok sa pakikipag-ugnayan

Última actualización: 2018-06-28
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1. Autocratic Leadership Autocratic leadership style is centered on the boss. In this leadership the leader holds all authority and responsibility. In this leadership, leaders make decisions on their own without consulting subordinates. They reach decisions, communicate them to subordinates and expect prompt implementation. Autocratic work environment does normally have little or no flexibility. In this kind of leadership, guidelines, procedures and policies are all natural additions of an autocratic leader. Statistically, there are very few situations that can actually support autocratic leadership. Some of the leaders that support this kind of leadership include: Albert J Dunlap (Sunbeam Corporation) and Donald Trump (Trump Organization) among others. 2. Democratic Leadership In this leadership style, subordinates are involved in making decisions. Unlike autocratic, this headship is centered on subordinates’ contributions. The democratic leader holds final responsibility, but he or she is known to delegate authority to other people, who determine work projects. READ Top 15 Small Medium Business Ideas That You Can Start This Year The most unique feature of this leadership is that communication is active upward and downward. With respect to statistics, democratic leadership is one of the most preferred leadership, and it entails the following: fairness, competence, creativity, courage, intelligence and honesty. 3. Strategic Leadership Style Strategic leadership is one that involves a leader who is essentially the head of an organization. The strategic leader is not limited to those at the top of the organization. It is geared to a wider audience at all levels who want to create a high performance life, team or organization. The strategic leader fills the gap between the need for new possibility and the need for practicality by providing a prescriptive set of habits. An effective strategic leadership delivers the goods in terms of what an organization naturally expects from its leadership in times of change. 55% of this leadership normally involves strategic thinking. 4. Transformational Leadership Unlike other leadership styles, transformational leadership is all about initiating change in organizations, groups, oneself and others. Transformational leaders motivate others to do more than they originally intended and often even more than they thought possible. They set more challenging expectations and typically achieve higher performance. Statistically, transformational leadership tends to have more committed and satisfied followers. This is mainly so because transformational leaders empower followers. 5. Team Leadership Team leadership involves the creation of a vivid picture of its future, where it is heading and what it will stand for. The vision inspires and provides a strong sense of purpose and direction. eam leadership is about working with the hearts and minds of all those involved. It also recognizes that teamwork may not always involve trusting cooperative relationships. The most challenging aspect of this leadership is whether or not it will succeed. According to Harvard Business Review, team leadership may fail because of poor leadership qualities. 6. Cross-Cultural Leadership This form of leadership normally exists where there are various cultures in the society. This leadership has also industrialized as a way to recognize front runners who work in the contemporary globalized market. Organizations, particularly international ones require leaders who can effectively adjust their leadership to work in different environs. Most of the leaderships observed in the United States are cross-cultural because of the different cultures that live and work there. 7. Facilitative Leadership Facilitative leadership is too dependent on measurements and outcomes – not a skill, although it takes much skill to master. The effectiveness of a group is directly related to the efficacy of its process. If the group is high functioning, the facilitative leader uses a light hand on the process. On the other hand, if the group is low functioning, the facilitative leader will be more directives in helping the group run its process. An effective facilitative leadership involves monitoring of group dynamics, offering process suggestions and interventions to help the group stay on track. 8. Laissez-faire Leadership Laissez-faire leadership gives authority to employees. According to azcentral, departments or subordinates are allowed to work as they choose with minimal or no interference. According to research, this kind of leadership has been consistently found to be the least satisfying and least effective management style. READ 50 Quotes of Barack Obama 9. Transactional Leadership This is a leadership that maintains or continues the status quo. It is also the leadership that involves an exchange process, whereby followers get immediate, tangible rewards for carrying out the leader’s orders. Transactional leadership can sound rather basic, with its focus on exchange. Being clear, focusing on expectations, giving feedback are all important leadership skills. According to Boundless.com, transactional leadership behaviors can include: clarifying what is expected of followers’ performance; explaining how to meet such expectations; and allocating rewards that are contingent on meeting objectives. 10. Coaching Leadership Coaching leadership involves teaching and supervising followers. A coaching leader is highly operational in setting where results/ performance require improvement. Basically, in this kind of leadership, followers are helped to improve their skills. Coaching leadership does the following: motivates followers, inspires followers and encourages followers. 11. Charismatic Leadership In this leadership, the charismatic leader manifests his or her revolutionary power. Charisma does not mean sheer behavioral change. It actually involves a transformation of followers’ values and beliefs. Therefore, this distinguishes a charismatic leader from a simply populist leader who may affect attitudes towards specific objects, but who is not prepared as the charismatic leader is, to transform the underlying normative orientation that structures specific attitudes. 12. Visionary Leadership This form of leadership involves leaders who recognize that the methods, steps and processes of leadership are all obtained with and through people. Most great and successful leaders have the aspects of vision in them. However, those who are highly visionary are the ones considered to be exhibiting visionary leadership. Outstanding leaders will always transform their visions into realities.

Tagalo

Uri ng pamumuno

Última actualización: 2017-10-22
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