How do Microsoft PowerPoint® pitfalls negatively affect presentations? How may you avoid these pitfalls?
Although PowerPoint is an effective tool for presentations one of the pitfalls presenters fall into is relying on the technology of PowerPoint too much. When PowerPoint slides are created it can be tempting to use a lot of the capabilities of the program and take the focus off the data being delivered. Many users, who have not used the program before, are so caught up in the fun of creating the slides that the data becomes second to the look of the slides. While the slides may be eye catching and have fun transitions the audience is losing interest because of the lack of data.
Avoiding this pitfall is done by making the data the first priority and the delivery secondary. You can have great graphics and transitions but if there is nothing being said or taught then it is all for naught.
May 9, 2010
May 8, 2010
Effective Presentations for Virtual Groups
What type of presentation is most effective for virtual groups? How may you be comprehensive in your approach?
For virtual groups the most effective form of presentation is Powerpoint. Powerpoint gives the presenter the ability to control what all the audience members are seeing in the information. It is necessary that the presenter be conscious of having as much information as possible in the presentation and speakers notes to insure the majority of questions are addressed in the presentation.
One of the things to consider and make note of when doing powerpoint presentations in a virtual group is the version of powerpoint and speed of the machines being used. If the presenter does not account for slower computers they may create a graphically filled presentation that does not run effectively. You don't want to make the presentation too basic but it helps to be aware of how it may come across to others on their systems.
For virtual groups the most effective form of presentation is Powerpoint. Powerpoint gives the presenter the ability to control what all the audience members are seeing in the information. It is necessary that the presenter be conscious of having as much information as possible in the presentation and speakers notes to insure the majority of questions are addressed in the presentation.
One of the things to consider and make note of when doing powerpoint presentations in a virtual group is the version of powerpoint and speed of the machines being used. If the presenter does not account for slower computers they may create a graphically filled presentation that does not run effectively. You don't want to make the presentation too basic but it helps to be aware of how it may come across to others on their systems.
May 7, 2010
Engaging Presentations
How may you make a presentation engaging to an audience?
Making a presentation engaging to an audience involves making it entertaining and when possible having personal tie-ins. Making a presentation entertaining through humor, visual aids, or thematic elements will give the audience an opportunity to not only learn information from the presentation but also be entertained. For many presentations the information is necessary but not exciting. This can cause the audience to tune out and lose interest in the presentation. Making the presentation entertaining will engage the audience in the fun and they will learn about the topic in the process. Making the presentation personal will also contribute to the audience becoming engaged in the information because it has a direct impact or reference to them. This comes back to knowing the audience, what their background is, what they want to get from the presentation, and how best to draw them in.
Making a presentation engaging to an audience involves making it entertaining and when possible having personal tie-ins. Making a presentation entertaining through humor, visual aids, or thematic elements will give the audience an opportunity to not only learn information from the presentation but also be entertained. For many presentations the information is necessary but not exciting. This can cause the audience to tune out and lose interest in the presentation. Making the presentation entertaining will engage the audience in the fun and they will learn about the topic in the process. Making the presentation personal will also contribute to the audience becoming engaged in the information because it has a direct impact or reference to them. This comes back to knowing the audience, what their background is, what they want to get from the presentation, and how best to draw them in.
May 6, 2010
Logistical Factors in Presentations
How do logistics affect your presentation? List some logistical factors that may affect your choice of presentation aid and explain how to adjust for each factor.
The factors of time, environment, and audience are all logistical factors which can affect the presentation. The amount of time given for a presentation is essential in the planning for and delivery of the presentation. What happens though when previous presenters or unexpected factors cause the time for the presentation to be cut. Presenters need to be prepared enough so that if the presentation needs to be altered because of time it can be. Practicing the presentation to plan for time changes will give the presenter a sense of flexibility in working with any situation.
Another factor that logistically can be an issue is that of the environment. The environment for the presentation can be affected by light, size of the room, temperature, or even color of paint. Being aware of the impact of these environmental factors will enable the presenter to get a clear grasp of what the audience may or may not be feeling during the presentation. A preview of the environment will give the presenter a heads up on what to expect.
Lastly, the audience are a logistical factor that plays a part in the presentation. Knowing the demographic information will affect the content of the presentation and if not addressed and recognized ahead of time this could cause major problems during the presentation.
The factors of time, environment, and audience are all logistical factors which can affect the presentation. The amount of time given for a presentation is essential in the planning for and delivery of the presentation. What happens though when previous presenters or unexpected factors cause the time for the presentation to be cut. Presenters need to be prepared enough so that if the presentation needs to be altered because of time it can be. Practicing the presentation to plan for time changes will give the presenter a sense of flexibility in working with any situation.
Another factor that logistically can be an issue is that of the environment. The environment for the presentation can be affected by light, size of the room, temperature, or even color of paint. Being aware of the impact of these environmental factors will enable the presenter to get a clear grasp of what the audience may or may not be feeling during the presentation. A preview of the environment will give the presenter a heads up on what to expect.
Lastly, the audience are a logistical factor that plays a part in the presentation. Knowing the demographic information will affect the content of the presentation and if not addressed and recognized ahead of time this could cause major problems during the presentation.
May 5, 2010
Audience Appropriate Presentation Aids
What role does the audience play in your choice of presentation aids? How may you choose the appropriate aid for the group you deal with?
The use of presentation aids is a waste of time and resources if you are not familiar with your audience. Taking the time to research and appreciate the audiences demographic and individual characteristics will determine what presentation aids are used and to what extent.
If there is a presentation being given on the benefits of a good education and you are using presentation aids the audience will determine the format of those aids. Presenting to a group of 5th grade students will require more visual or graphic information used including, but not limited to, videos, pictures, or charts. The same information presented to a group of school board administrators will need to be more informative or substantial in its use of statistical charts, power point, or testimonials. The presentation aids are context dependent on the audience being reached.
The use of presentation aids is a waste of time and resources if you are not familiar with your audience. Taking the time to research and appreciate the audiences demographic and individual characteristics will determine what presentation aids are used and to what extent.
If there is a presentation being given on the benefits of a good education and you are using presentation aids the audience will determine the format of those aids. Presenting to a group of 5th grade students will require more visual or graphic information used including, but not limited to, videos, pictures, or charts. The same information presented to a group of school board administrators will need to be more informative or substantial in its use of statistical charts, power point, or testimonials. The presentation aids are context dependent on the audience being reached.
May 3, 2010
Cross-Cultural Motivation
Identify three different cultures you have worked with or with which you are somewhat familiar. Describe the role of motivation in each culture, and describe common types of motivation that are used by or acceptable to people in that culture.
The cultures in which I have worked, which I will discuss here, are work cultures. That is they are different working environments which have specific needs to for motivation.
The first one is a non-profit or ministry culture. In this setting the work is done for the purpose of fulfilling the mission and/or vision of the culture. Motivation is not done from a standpoint of successful business practices but rather are people being helped, lives being changed, and services being provided. Motivation is based on intrinsic motivators of a sense of compassion and a feeling of contribution to the well-being of others.
The second culture is one of a sales environment of which the main goal is to reach sales quotas and make money. Motivation is based off extrinsic factors such as commission, recognition, and status. The individuals in this culture are not concerned with what it takes to achieve the goal but instead reaching it as quickly as possible.
The last culture is that of volunteer coaches. Individuals who are serving in a capacity that receives not compensation and expects none. They are motivated by the ability to work with young people and teach a game they themselves love to play. The motivators are intrinsic and extrinsic in nature. The intrinsic motivators are the sense of passing on something to a younger generation through a game that is played. The extrinsic motivators are in the accomplishments and abilities of the young people they are coaching.
All three cultures require specific motivational techniques that would not work in the others. It is essential to understanding the culture to understand how to motivate those within the culture. As a former instructor of mine always says, "All meaning is context dependent." In this case all motivation is culture dependent.
The cultures in which I have worked, which I will discuss here, are work cultures. That is they are different working environments which have specific needs to for motivation.
The first one is a non-profit or ministry culture. In this setting the work is done for the purpose of fulfilling the mission and/or vision of the culture. Motivation is not done from a standpoint of successful business practices but rather are people being helped, lives being changed, and services being provided. Motivation is based on intrinsic motivators of a sense of compassion and a feeling of contribution to the well-being of others.
The second culture is one of a sales environment of which the main goal is to reach sales quotas and make money. Motivation is based off extrinsic factors such as commission, recognition, and status. The individuals in this culture are not concerned with what it takes to achieve the goal but instead reaching it as quickly as possible.
The last culture is that of volunteer coaches. Individuals who are serving in a capacity that receives not compensation and expects none. They are motivated by the ability to work with young people and teach a game they themselves love to play. The motivators are intrinsic and extrinsic in nature. The intrinsic motivators are the sense of passing on something to a younger generation through a game that is played. The extrinsic motivators are in the accomplishments and abilities of the young people they are coaching.
All three cultures require specific motivational techniques that would not work in the others. It is essential to understanding the culture to understand how to motivate those within the culture. As a former instructor of mine always says, "All meaning is context dependent." In this case all motivation is culture dependent.
April 30, 2010
Punishment as a Motivator
Is punishment an effective motivator? Why or why not? What would be an example of effective punishment for your group?
I believe punishment can be an effective motivator depending on the make-up of the group and the type of punishment. Punishment can take on the form of formal reprimand, public scrutiny, personal disappointment, or removal of incentives. The challenge is in using punishment to change the actions or reactions of the group members in way that elicits future success. For some individuals removal of incentives will be motivation enough to refocus and get the job done whereas public scrutiny could actually hinder the response of the individual and cause them to be less productive than before.
My group is organized for the purpose of helping individuals reach personal health goals to increase their quality of life. When we do not reach goals we have let down those we were trying to help. Our punishment is the personal dissatisfaction that we feel knowing we have missed an opportunity to help someone who truly needed the services we offer.
I believe punishment can be an effective motivator depending on the make-up of the group and the type of punishment. Punishment can take on the form of formal reprimand, public scrutiny, personal disappointment, or removal of incentives. The challenge is in using punishment to change the actions or reactions of the group members in way that elicits future success. For some individuals removal of incentives will be motivation enough to refocus and get the job done whereas public scrutiny could actually hinder the response of the individual and cause them to be less productive than before.
My group is organized for the purpose of helping individuals reach personal health goals to increase their quality of life. When we do not reach goals we have let down those we were trying to help. Our punishment is the personal dissatisfaction that we feel knowing we have missed an opportunity to help someone who truly needed the services we offer.
Locke & Latham's Goal Theory
How may your group incorporate the principles of Edwin Locke and Gary Latham’s goal theory into your weekly goals?
Goal setting is not only for the purpose of achieving success but also for the growth and development of team members. Using the principles of Edwin Locke and Gary Latham's goal theory it is necessary to set goals that challenge team members to do more than they thought they could. In ministry it is seen as setting the goal high enough to allow for God to have room to work. In the same way for business to grow employees and develop new leaders they must set the bar high enough that group members have to go above and beyond to achieve success. If the goals are set low, or rather attainable, then it will not be as rewarding when the goals are reached because it didn't take any extra effort to achieve it.
Goal setting is not only for the purpose of achieving success but also for the growth and development of team members. Using the principles of Edwin Locke and Gary Latham's goal theory it is necessary to set goals that challenge team members to do more than they thought they could. In ministry it is seen as setting the goal high enough to allow for God to have room to work. In the same way for business to grow employees and develop new leaders they must set the bar high enough that group members have to go above and beyond to achieve success. If the goals are set low, or rather attainable, then it will not be as rewarding when the goals are reached because it didn't take any extra effort to achieve it.
April 29, 2010
Motivating Group Members
How may a group be motivated to accomplish goals? Is it necessary to motivate every member in a different way? Why or why not?
One of the most effective ways to motivate a group to accomplish goals is to give the members of the group an opportunity to have an interest in the success of the group. Whether it be in the planning stages where the group members contribute and thus want to see their plan succeed or in the understanding of what the goal means to the group and its future success thus encouraging everyone to strive for success. I think it comes down to group members having a vested interest in the success of the group and without that they may not feel the motivation to work towards group success.
Group leaders do need to be aware of the various personalities that are represented in the group in order to understand how to motivate each member. Not all members will be motivated the same way but all of them can be motivated. The challenge is to give everyone a role and motivate them towards success. Some members may be motivated intrinsically whereas others may be motivated extrinsically and the success of the team depends on finding those buttons to push.
One of the most effective ways to motivate a group to accomplish goals is to give the members of the group an opportunity to have an interest in the success of the group. Whether it be in the planning stages where the group members contribute and thus want to see their plan succeed or in the understanding of what the goal means to the group and its future success thus encouraging everyone to strive for success. I think it comes down to group members having a vested interest in the success of the group and without that they may not feel the motivation to work towards group success.
Group leaders do need to be aware of the various personalities that are represented in the group in order to understand how to motivate each member. Not all members will be motivated the same way but all of them can be motivated. The challenge is to give everyone a role and motivate them towards success. Some members may be motivated intrinsically whereas others may be motivated extrinsically and the success of the team depends on finding those buttons to push.
April 28, 2010
Extrinsic & Intrinsic Motivation
What is the difference between extrinsic and intrinsic motivation? Provide examples from your work setting of each type of reward.
Extrinsic motivation comes from a sense of recognition or compensation for a job done. Many times the motivation is from an award or bonus for employees but for many organizations the most recognized form of extrinsic motivation is that of wages paid. For my work situation the extrinsic motivator is recognized through the wages paid for hours worked. In my organization the motivation is not dependent on extrinsic motivators but more on the intrinsic motivators that drive us to get the job done.
Intrinsic motivators are those that come from a sense of accomplishment, a feeling that you have made a difference, or a deeper meaning behind the work. For my organization if not for the need to earn a living many of us would volunteer to do the jobs we do because of the intrinsic motivators that keep us striving for more. I enjoy working in an environment where I know the work I do is having an impact on the live of those we serve. When a member or parent goes out of their way to say thank you for the job you do it makes it worth while to keep on moving.
Extrinsic motivation comes from a sense of recognition or compensation for a job done. Many times the motivation is from an award or bonus for employees but for many organizations the most recognized form of extrinsic motivation is that of wages paid. For my work situation the extrinsic motivator is recognized through the wages paid for hours worked. In my organization the motivation is not dependent on extrinsic motivators but more on the intrinsic motivators that drive us to get the job done.
Intrinsic motivators are those that come from a sense of accomplishment, a feeling that you have made a difference, or a deeper meaning behind the work. For my organization if not for the need to earn a living many of us would volunteer to do the jobs we do because of the intrinsic motivators that keep us striving for more. I enjoy working in an environment where I know the work I do is having an impact on the live of those we serve. When a member or parent goes out of their way to say thank you for the job you do it makes it worth while to keep on moving.
April 24, 2010
Difficult Personality Types in A Group Setting
Provide two examples of difficult personality types. Explain how to effectively deal with them.
Depending on the personality types that are present within a group there is always the potential for difficult personality types. There are, however, certain personality types additionally difficult within a group setting. The introvert personality type can be an obstacle in a group setting as they prefer time to themselves and are not as deliberate in their involvement in a group setting. It will be of benefit to a group leader to understand this and allow for time that is for the introvert to respond without feeling like they are interrupting. Another type that can be challenging is that of thinker as they may not always respond in the time desired because they are taking time to ponder the discussions and come up with a precise response to the decisions. Thinkers need to be seen as an asset to the group and relied upon because of their ability to process and understand the big picture of the decisions being made.
Combine these personality types and you get a team member who is quiet yet thoughtful. They often have something to add to the group but unless prompted will not share it with the group. Introverted thinkers are the ones sitting quietly in the background of a meeting and need to be engaged and encouraged to participate in the discussion. As an INTJ my personality encompasses both of these types and as such I know that I must be intentional in my participation or a can go through a meeting without saying a word and regret it later.
Depending on the personality types that are present within a group there is always the potential for difficult personality types. There are, however, certain personality types additionally difficult within a group setting. The introvert personality type can be an obstacle in a group setting as they prefer time to themselves and are not as deliberate in their involvement in a group setting. It will be of benefit to a group leader to understand this and allow for time that is for the introvert to respond without feeling like they are interrupting. Another type that can be challenging is that of thinker as they may not always respond in the time desired because they are taking time to ponder the discussions and come up with a precise response to the decisions. Thinkers need to be seen as an asset to the group and relied upon because of their ability to process and understand the big picture of the decisions being made.
Combine these personality types and you get a team member who is quiet yet thoughtful. They often have something to add to the group but unless prompted will not share it with the group. Introverted thinkers are the ones sitting quietly in the background of a meeting and need to be engaged and encouraged to participate in the discussion. As an INTJ my personality encompasses both of these types and as such I know that I must be intentional in my participation or a can go through a meeting without saying a word and regret it later.
April 23, 2010
Power in Leadership
How does power play a role in leadership?
Leadership is a power position that requires an individual who knows how to effectively use that power. The balancing act is in using power as a positive aspect in a group and not letting it become a negative. Power in leadership can be used to encourage and empower group members to step up and contribute more than they thought possible to the group. The leader needs to leader out of a position of respect for those they are leading and understand that just as important as leading the group is participating with the group. Leaders who do not themselves get involved in the work will find their power all for nothing because group members will not respect and follow a leader who doesn't contribute to the group. The other aspect of power that can be a negative to a group is a leader who uses their power to further their own agenda and self-interests rather than doing what is in the best interest of the team.
Many people want the position of leader because of the perceived power in the role but those who are truly called to be leaders understand that the power is not in the leader but in the ability to get the group to follow.
Leadership is a power position that requires an individual who knows how to effectively use that power. The balancing act is in using power as a positive aspect in a group and not letting it become a negative. Power in leadership can be used to encourage and empower group members to step up and contribute more than they thought possible to the group. The leader needs to leader out of a position of respect for those they are leading and understand that just as important as leading the group is participating with the group. Leaders who do not themselves get involved in the work will find their power all for nothing because group members will not respect and follow a leader who doesn't contribute to the group. The other aspect of power that can be a negative to a group is a leader who uses their power to further their own agenda and self-interests rather than doing what is in the best interest of the team.
Many people want the position of leader because of the perceived power in the role but those who are truly called to be leaders understand that the power is not in the leader but in the ability to get the group to follow.
April 22, 2010
Group Roles
Describe two group roles into which you fit. Explain how these roles benefit the group.
I like to look outside the box for solutions. I believe that traditions and rules are made to be broken if they are not in the best interest of the goal at hand. I can look at a situation and come up with a course of action that others don't see and believe that just because something has never been done before is no reason to think it won't work. All of this contributes to me filling the innovator role within the group.
In support of this role I also serve as an implementer in a group. I am able to put people into roles that suit their abilities in a way that best serves the goal of the team while starting an action plan focused on getting the job done. I believe there are multiple ways to accomplish goals and the importance is in reaching the goal not in how you get there.
I like to look outside the box for solutions. I believe that traditions and rules are made to be broken if they are not in the best interest of the goal at hand. I can look at a situation and come up with a course of action that others don't see and believe that just because something has never been done before is no reason to think it won't work. All of this contributes to me filling the innovator role within the group.
In support of this role I also serve as an implementer in a group. I am able to put people into roles that suit their abilities in a way that best serves the goal of the team while starting an action plan focused on getting the job done. I believe there are multiple ways to accomplish goals and the importance is in reaching the goal not in how you get there.
April 21, 2010
Difficulties for Female Group Leaders
What unique difficulties do female group leaders face? How may they overcome these difficulties?
Many factors can have an impact on making the leadership role a challenge for women. The biggest obstacle to overcome is that of not being perceived as deserving of the position. The stigma has been perpetrated by our culture, through media, that women get leadership roles through unethical means and that they truly are not qualified or deserving of the position. Women also face the challenge of group members respecting their leadership. Much of this will depend on the make-up of the group. A group of all women may not see a woman leader as a problem but they may also feel like, "Why not me?" A woman leading a group with men as members may face similar issues in that men may not respond to a women leader and wonder "What makes her deserve to be leader?"
All of these factors could be potential problems for any minority leader. Whether women, young people, or other races the best way to overcome the challenges is to go out and prove you deserve the position of leader. Working hard, respecting group members, and not taking the issues personally will all contribute to developing an understanding in the group that you deserve to be the leader.
I have working in many situations in which I worked for a women leader and have never had issue with it because of them being women. The only time I have had any issue with a woman leader is when they are obviously not qualified and leading poorly.
Many factors can have an impact on making the leadership role a challenge for women. The biggest obstacle to overcome is that of not being perceived as deserving of the position. The stigma has been perpetrated by our culture, through media, that women get leadership roles through unethical means and that they truly are not qualified or deserving of the position. Women also face the challenge of group members respecting their leadership. Much of this will depend on the make-up of the group. A group of all women may not see a woman leader as a problem but they may also feel like, "Why not me?" A woman leading a group with men as members may face similar issues in that men may not respond to a women leader and wonder "What makes her deserve to be leader?"
All of these factors could be potential problems for any minority leader. Whether women, young people, or other races the best way to overcome the challenges is to go out and prove you deserve the position of leader. Working hard, respecting group members, and not taking the issues personally will all contribute to developing an understanding in the group that you deserve to be the leader.
I have working in many situations in which I worked for a women leader and have never had issue with it because of them being women. The only time I have had any issue with a woman leader is when they are obviously not qualified and leading poorly.
April 18, 2010
Argumentation in Group Work
What role does argumentation play in group work? What does it accomplish and how?
The ability to question the validity of a decision for the purpose of increasing the effectiveness of the groups decisions is essential to the success of the group. These discussions while many times done through open conversation can be furthered along by the use of argumentation. Often seen as a negative aspect of group work argumentation can be used as a positive tool in group work for the purpose of vetting a decision and establishing the validity of the outcomes.
Argumentation, when not used for personal attacks on group members, can be a very useful and constructive tool for group work.
The ability to question the validity of a decision for the purpose of increasing the effectiveness of the groups decisions is essential to the success of the group. These discussions while many times done through open conversation can be furthered along by the use of argumentation. Often seen as a negative aspect of group work argumentation can be used as a positive tool in group work for the purpose of vetting a decision and establishing the validity of the outcomes.
Argumentation, when not used for personal attacks on group members, can be a very useful and constructive tool for group work.
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