Assignment3.92
- 1. Xiuqi Zhu Professor Klinkowstein Selected Business Article Playing the confidence game at work — — the wrong way http://www.bbc.com/capital/story/20130910-the-confidence-game-at-work
- 2. Xiuqi Zhu Professor Klinkowstein Jack Welch’s Time Has Ended Business World Shift The Evolution of Overconfidence
- 3. Xiuqi Zhu Professor Klinkowstein Confident executives of the 1980s can no longer survive these days. Cooperation is what we need!
- 4. Xiuqi Zhu To be confident is very important when you looking for a job. But as a manager, the confidence showing on everyone is your confidence! Professor Klinkowstein
- 5. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Targets ALPFA VS. Adopt a Dream
- 6. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Step One – Interview “Well Organized.” “Detailed Time Schedule.” “Professional.” “Free Food.” ALPFA Members
- 7. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Step One : Interview – “Very Few Communication between Members.” – “Uneven to Freshmen and Sophomores.” ALPFA Members
- 8. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Step One – Interview “Warm Discussions” “Feel Free to Give Opinions” “Equal to G-Board” “Good Listeners” Adopt A Dream Members
- 9. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Step One – Interview “Unprofessional” “Ineffective” “Oligarchy” “Vague Time Schedule and Purpose” Adopt A Dream Members
- 10. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Step two – Observation
- 11. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Step two – Observation
- 12. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Step two – Observation
- 13. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Step two – Observation
- 14. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Step two – Observation
- 15. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Step two – Observation
- 16. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Step three – Practice “ We are looking for confident leaders who is: Strong in Ability Follow Disciplines Purpose-oriented Brave to Give Opinions” – Executive of Deloitte
- 17. Xiuqi Zhu Professor Klinkowstein Ethnographic Research Step Four – Conclusion The employers might be but the employees are OVERCONFIDENT DISCONFIDNET
- 18. Xiuqi Zhu Diagonals – Visual Research Professor Klinkowstein
- 19. Xiuqi Zhu Arcs – Visual Research Professor Klinkowstein
- 20. Xiuqi Zhu Irregular – Visual Research Professor Klinkowstein
- 21. Xiuqi Zhu Grids – Visual Research Professor Klinkowstein
- 22. Xiuqi Zhu Monochrome – Visual Research Professor Klinkowstein
- 23. Xiuqi Zhu Neutral – Visual Research Professor Klinkowstein
- 24. Xiuqi Zhu High key – Visual Research Professor Klinkowstein
- 25. Xiuqi Zhu Low key – Visual Research Professor Klinkowstein
- 26. Xiuqi Zhu Combination – Visual Research Professor Klinkowstein
- 27. Xiuqi Zhu Black and White – Visual Research Professor Klinkowstein
- 28. Xiuqi Zhu Professor Klinkowstein Selected Article for Research: Playing the confidence game at work — — the wrong way http://www.bbc.com/capital/story/20130910-the-confidence-game-at-work
- 29. Xiuqi Zhu Professor Klinkowstein Social circumstance Observed Employees lack of CONFIDNECE. Employers show too much ARROGANCE.
- 30. Xiuqi Zhu Observation Oligarchic organization Poorly organized Lack of focus Distractive circumstances Professor Klinkowstein
- 31. Xiuqi Zhu Professor Klinkowstein Desire A specific class or course that -- help employees and employers show appropriate confidence -- build better working environment
- 32. Xiuqi Zhu Professor Klinkowstein Proposal Set up selective course for “job search” or “build confidence” in colleges or career centers. Watching movies like “the pursuit of happiness” and etc. Do model interviews with classmates. The professors should work with both business school and psychology offices.
- 33. Xiuqi Zhu Professor Klinkowstein Proposal Recommend mandatory courses to corporations for employers and employees. Cooperate with Human Resources and Public Relationship offices. Set up monthly anonymous questionnaires for both employers and employees. Hold monthly events and annual conferences between college students and employers.