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The seafood industry is using traceability technology to boost transparency and efficiency along its supply chain. The need for human resources managers opens opportunities for those in other fields to transition into the human resources profession. Knowledge of marketing, accounting, leadership and other management abilities can be essential to a restaurant's success. Using business analytics, companies explore data to make smart decisions based on relevant information extracted. The business world has embraced the use of analytics to streamline operations and improve processes. MSU is now offering for-certificate graduate certificates in Human Resources, Leadership and Management.
Business professionals around the globe can improve leadership skills through MSU's Broad College 100% online courses. Professionals everywhere can access MSU's world-class education through courses offered 100% online.
MSU now offers you the opportunity to work towards your Advanced Procurement Master Certificate, all online! Very few experienced Human Resource professionals would deny the importance of having a sound management development strategy. To achieve ideal effectiveness, leadership development should be a continuous, ongoing process.
The learning organization concept refers to a company that is agile and responsive, and is powered by employees who never stop learning. Knowledge acquisition and the creative application of new information are fundamental human endeavors, and the learning organization fosters both, attracting top management talent while continuously developing in-house talent. Formal management training, like traditional classroom learning, confers explicit knowledge or information that can be communicated in words or demonstrated, as well as logically deduced. According to a 1998 study conducted by the Education Development Center and confirmed by multiple subsequent studies, informal learning accounts for at least 75% of the learning that takes place in contemporary organizations.
Once the initial formal management training is complete and an environment favorable to tacit knowledge transfer is in place, the next step is to implement a knowledge management system.
The execution of knowledge management programs can take many forms and is most effective when it fits with the company culture and long-term objectives.
Many learning organizations use more than one knowledge management strategy, transforming that facet of daily operations with the same fluidity as all the rest.
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They also contain practical proven tips that will assist you in your revealed growth areas! The Leadership Effectiveness Profile is the major instrument to which a number of other profiles are linked (shown in the right hand column below). This instrument looks at an individual styles or preferences in absorbing information and learning about new things, both formally and informally. This instrument looks at an individual’s ability to solve problems and make decisions using seven separate categories. This instrument looks at an individual’s ability to effectively set goals and objectives for themselves and others using seven separate categories. This instrument looks at an individual’s ability to effectively build the team using the Forming, Storming, Norming and Performing model and using seven separate categories in all. This instrument looks at an individual’s ability to effectively get their message across using seven separate categories.
This online Listening Effectiveness instrument looks at an individual’s capacity to listen effectively or to listen empathetically and attentively using seven separate categories.
This instrument looks at an individual’s capacity to manage change successfully (for themselves and others) using seven separate categories. This instrument fully integrates with both the conflict and negotiation instruments in looking at an individual’s assertiveness style. The focus of the Personality Type Indicator (PTI) is on providing individuals themselves, their managers and those who train or coach them, with an understanding of personality and its effect on performance both inside and beyond the workplace.
This self-scoring assessment of management styles uses Douglas McGregor’s highly influential way of viewing people’s motivation in the workplace, known as Theory X and Theory Y style of thinking.



This instrument helps individuals to learn more about the styles that both they and others might use when facing conflict situations. This instrument looks at how much commitment to diversity and awareness of differences in culture exists from two perspectives – the individuals view about their own commitment and awareness and what they see to be the commitment and awareness of the wider organization around them. This instrument looks at the style that individuals are likely to adopt when looking to influence others. This instrument integrates fully with the conflict instrument in looking at the levels of energy and levels of empathy that may be used in a negotiation. This personal effectiveness profile is a broadly based instrument that looks to measure the personal leadership capabilities of individuals (whether or not they are directly responsible for leading others).
This instrument looks at the whole subject of stress and well-being in seven separate categories.
This instrument looks at how effectively individuals manage their time in a range of different situations and circumstances. This competency based instrument will help you better understand your ability to manage any project effectively. These 10 titles would total $175 if purchased separately; save $75 by purchasing the 10 volume set. The Institute for Arts Entrepreneurship (IAE) Chicago, IL and Princess Taghrid's Institute for Arts and Handicraft Development (PTI), Amman, Jordan, announce partnership to develop online creative leadership educational programming.
Chicago, IL- October 1, 2012–Today The Institute for Arts Entrepreneurship (IAE)- Chicago, IL announced an online interdisciplinary creative leadership educational pilot program initiative with Princess Taghrid’s Institute for Arts and Handicrafts Development located in Amman, Jordan. The IAE will develop 5 online peer-based collaborative creative leadership courses to address 21st century gaps in career and leadership education beginning in early 2013. In cooperation with Al Balqa Applied University and The University of California- San Diego, graduates of this initial 5-course Creative Leadership program will be granted a program completion certificate. Modern learning organizations know that effective management development requires more than formal management training.
While formal management training should not be dismissed, it is most effective when it complements a continuous learning strategy within a learning organization. Beyond the obvious benefit of market durability, learning organizations support professional satisfaction and long-term retention rates in their workforces. The optimal leadership development strategy reinforces the continuous learning environment by prioritizing knowledge management and the consistent delivery of formal and informal training. Until fairly recently, formal management training was used as the sole component of most management development programs.
Peer-to-peer interactions, informal mentoring and routine communications deliver tacit knowledge. As technology becomes capable of delivering information more efficiently, knowledge management becomes more impactful to organizations.
An effective management development strategy continuously evolves as mentors learn from their mentees and shared experience in the ongoing cycle of growth inherently represents the learning organization. By focusing on self transformation based on Islamic principles this course will equip you with the tools to become productive Muslims and leaders in your communities, Inshaa Allaah.
This means that completing the leadership profile first will reveal immediate areas for growth.  The downloadable pdf document you receive after completing the assessment will give you a clear performance graph in each of the eight categories (listed in the left hand column below) as well as detailed interpretation notes to use in personal action planning for improvement. Based on in depth doctoral research into learning transfer, individual styles are assessed in four stages of an overall effective learning cycle. These are Vision clarity, Direction and target setting, Planning and organizing, Measurement and milestones, Communication and engagement, Motivation and commitment and Results focus and orientation. This is done by measuring creativity and innovation in seven competency categories – these are Creative consciousness, Level of curiosity, Pattern breaking skills, Idea nurturing ability, Willingness to experiment and take risks, Courage and resilience level and Energetic persistence. These are Vision and direction focus, Alignment of values, Team role and competency clarity, Groundrules determination, Performance appraisal effectiveness, Team learning and results focus and Boundary management. These are Empathizing, Receiving, Clarifying, Understanding, Reading non-verbal clues, Feedback giving and Transmitting your message. These are Proactive thinking, Preparation for change, Involving others, Visualizing the future, Communicating clearly, Breaking from the past, and Consolidating new learning. The assessment is based on the theories of Carl Jung.  Individuals who take the online assessment are also provided with a short 8 page downloadable personal report regarding their personality type, along with developmental resources as part of the purchase price. Looks at the differences between groups and teams and between teambuilding and teamworking, the types of problems preventing teams from being effective, and offers plenty of practical advice for countering such difficulties. The questionnaire determines the mix of these styles in an individual and provides interpretive guidance notes. Twelve key managerial competency areas come under four clusters: Managing your job, Relating to others, Building the team, Thinking clearly These represent a complete model of managerial effectiveness and are treated separately and then combined to create the individual’s overall profile.


There are five style categories: Integrating, Suppressing, Sacrificing, Usurping and Exchanging. The seven personal effectiveness categories are Delivering results, Achieving to higher standards, Straight talking, Developing yourself, Taking responsibility, Being a team-player and Exceeding customer expectations.
This includes the ability to manage yourself and others around you and to acquire and control the resources your project needs in order to be successful. Competency-based, which looks to assess current gaps in an individual’s capacity to perform specific tasks, so goals can be set to increase effectiveness. Style-based, which tends to look at where one is positioned on a quadrant (4 different styles) and where one needs to adjust their style to best suit their current context.
Organisation-based, gives an aggregate score of an organisation, which is based on the collective perspectives of the employees.
Geared towards high school, college level and adult life-long learners, multi- generational students who excel at science, technology, engineering, art and math (STE[+a]M), will begin learning together online in the Fall of 2013. We need to adopt a new global culture of understanding about acceptable social and emotional practices that will fuel innovation and job creation in the 21st century,” said IAE’s Executive Director Lisa Canning. Another type of common language needs to be implemented that crosses disciplines as well as generational and social divides. Developing social and emotional practices that fit with 21st century thinking will create a fantastic leadership program! Explicit knowledge is just as important as implicit or tacit knowledge, which is the means by which most employees acquire the bulk of their professional skills and knowledge. In the initial employee orientation period, informal learning, the employee interacts freely with the trainer and the work environment while practicing essential duties. These are Attending (focus and attention), Translating (interpreting what we hear), Relating (linking information with what we already know) and Understanding (making sense of what we experience). Each category gives individuals a clear output graph to indicate their relative performance as well as detailed interpretation notes to use in personal action planning for improvement. Full interpretation and explanatory notes are also included, for personal action planning and improvement. In the extensive interpretation notes, individuals are also given a comprehensive model to help them to understand in what context the conflict might have arisen in the first place. Each category gives individuals a clear graph to indicate their relative levels of stress and detailed interpretation notes to use in personal action planning for improvement..
We know that utilizing the strengths of students across STE[+a]M disciplines will leverage the strengths of both the left and right brain. Yet the components of a successful management development strategy, and the process by which that strategy is derived, are often not as clear to Human Resource professionals as they should be. This establishes employee competency and trainer-trainee trust, both foundational to continuous learning environments. The Emotional Intelligence Style Instrument identifies the benefits of using each style and helps clarify the link between behavior and its consequences. This instrument provides extensive interpretation notes on individual style preferences as well as explanatory information.
Individuals are given scores on all four styles and their greatest style preference revealed. Each category gives individuals a clear graph to indicate overall performance as well as detailed interpretation notes..
We recognize the new skills this kind of training can develop will not only advance individual careers, but help our industry leaders hire graduates from this kind of training program because our students are able to communicate and problem solve across generational and social divides,” stated Aghadeer Jweihan , Executive Director of Princess Taghrid’s Institute for Arts and Handicrafts Development. Army program classifies post-event scrutiny and information extraction, while GE’s CEC program is a two-day idea-sharing forum. The personalized report also gives practical suggestions on positive ways to use each style preference so that they can make progressive adjustments or “flex” their style when facing a variety of situations in the future. Each style has full explanatory and interpretation notes and combined style notes are also provided. As a self-scoring instrument the Influencing style clock provides a highly cost effective alternative to other non self scoring team and influencing style instruments in the market place..



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