للضرورة pad 401 قراءات إدارية E عند الحركان (الفرق في المواضيع)

[(منتسب)]

السلام عليكم

كيفكم ياشباب

اللي منزل المادة (قراءات ادارية باللغة الانقليزية) عند الحركان

حبيت اذكر بشغله وكانت خافية علي الين الصبح اليوم وكنت بتوهق لولا لطف الله بي وبخويي

المذكرة اللي في دار خوارزم .. وفي المكتبات غيرها .. نفس مذكرة الدكتور اللي في موقعه

على هالرابط

المحدد من المذكرة المقررة للامتحان النهائي

( انتساب )

اللهم فيه فرق بسيط ومهم جداً وهو التالي:

القطع المحددة لنا في هالسنة غير السنوات اللي راحت

القطع = البرقرافات وهي كالتالي:

Q. What is the definition of Human Resources?
A. The number one glossary suggestion and question that people request is: “What is the
definition of human resources?” William R. Tracey, in The Human Resources Glossary
defines Human Resources as: “The people that staff and operate an organization … as
contrasted with the financial and material resources of an organization. The
organizational function that deals with the people ...” Long a term used sarcastically by
individuals in the line organization, because it relegates humans to the same category as
financial and material resources, human resources will be replaced by more customerfriendly
terms in the future
Top Ten Questions in Management
1) How to Deal With a Negative Coworker: Negativity Matters
Some people exude negativity. They don’t like their jobs or they don’t like their
company. Their bosses are always jerks and they are always treated unfairly. The
company is always going down the tube and customers are worthless. You know these
negative Neds and Nellies – every organization has some – and you can best address their
impact on you via avoidance.
5) Personal Courage and Conflict Resolution at Work
Practicing personal courage is necessary if you want to really resolve conflicts at work.
Many people are afraid of conflict resolution. They feel threatened by conflict resolution
because they may not get what they want if the other party gets what they want. Even in
the best circumstances, conflict resolution is uncomfortable because people are usually
unskilled.

Back gracefully out of additional conversations. The coworker will attempt to appeal to

your sympathetic nature, but if you believe the negativity is unwarranted, don’t spend

your time listening or helping the coworker to address the negative feelings. You will

only encourage long term and growing negative feelings and, potentially, behavior. You

will set yourself up as a negativity magnet. Constant negative interactions will eventually

permeate your interaction with your workplace.

Tips for Dealing with Negative Coworkers

Deal with genuinely negative people by spending as little time with them as possible. Just

as you set limits with the coworkers whose negativity you believe is baseless or

unwarranted, you need to set limits with genuinely negative people.

Causes of their long term negativity are not your concern. Every negative person has a

story. Don’t impact your positive outlook by listening to the stories, or reviewing the

history and the background about the grievances purported to cause the negativity. You

reinforce the negativity; negativity is a choice. Negativity mongers need a new job, a new

company, a new career, a new outlook, or counseling. They don’t need you.

Deal with negative coworkers in these ways.

· Avoid spending time with a negative coworker.

· If you are forced, through your role in the company, to work with a negative

person, set limits. Do not allow yourself to be drawn into negative discussions. Tell the

negative coworker, you prefer to think about your job positively. Avoid providing a

sympathetic audience for the negativity.

· Suggest the negative person seek assistance from human resources or their

supervisor.

· If all else fails, talk to your own supervisor or human resources staff about the

challenges you are experiencing in dealing with the negative person. Your supervisor

may have ideas, may be willing to address the negativity, and may address the issue with

the negative person’s supervisor. Persistent negativity, that impacts coworkers’ work is a

work behavior that may require disciplinary action.

· If negativity among employees in your company is persistent, if the issues that

warrant negativity are left unaddressed, and the negativity affects your ability to

professionally perform your work, you may want to consider moving on. Your current

culture will not support your desired work environment. And, if no one is working to

improve a work culture that enables negativity, don’t expect the culture to change any

time soon.

5) Personal Courage and Conflict Resolution at Work

Why People Avoid Conflict Resolution

Practicing personal courage is necessary if you want to really resolve conflicts at work. It

is much easier and much safer to ignore the necessary conflict and play ostrich.

Unfortunately, unresolved conflict tends to escalate. It never really disappears because it

simmers just below the surface. Think of water that is coming to a boil. It burbles up in

the pot sporadically and then finally reaches the boiling temperature. At that point, a full

blown rolling, constant boiling is seen on the surface of the water.

Conflict behaves similarly. The water may seem calm, but every once in awhile, usually

at the worst possible times, the conflict burbles up to the surface once again. Unresolved

conflict does not go away; unresolved conflict can turn into a full boil at any time.

Many people are afraid of conflict resolution.

They feel threatened by conflict resolution because they may not get what they want if

the other party gets what they want. Even in the best circumstances, conflict resolution is

uncomfortable because people are usually unskilled at conflict resolution. Finally, people

can get hurt in a conflict and, at work, they are still expected to work together effectively

every day.

The Benefits of Conflict Resolution

This century's workplace makes conflict resolution more important, but also, more

difficult. Team or work cell environments create more conflict as people with different

opinions must choose to work together, often in close quarters.

Empowering work environments, in which the traditional reliance on a manager to solve

conflicts and make decisions, bring coworkers into more frequent conflict, as they must

work issues out for themselves. Conflict resolution also:

· Causes people to listen to and consider different ideas.

· Enables people to increase their alternatives and potential paths.

· Results in increased participation and more ownership of and commitment to the

decisions and goals of the group or person.

The goal of the people or the team is not to eliminate conflict but to learn how to manage

conflict constructively.

These conflict resolution steps will help you reach this goal.

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اما بقية المادة فهي نفس اللي في المذكرات حقت المكتبات .. ونفس اللي في موقع الدكتور بالضبط

وحبيت ابلغكم اذا فيه احد مضيع الطاسة مثلي


بالتوفيق للجميع يارب .. وعسانا وإياكم من أهل الدرجات العليا دنيا وآخرة يارب