Personnel Growth and Development.

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Business Etiquette

Business etiquette is in essence about building

relationships with people. In the business world, it ispeople that influence your success or failure. Etiquette,

and in particular business etiquette, is simply a means of

maximizing your business potential.

If you feel comfortable around someone and vice versa,

better communication and mutual trust will develop. This

comfort zone is realized through presenting yourself effectively. Business etiquette helps you achieve this.

Business etiquette revolves around two things. Firstly,

thoughtful consideration of the interests and feelings of

others and secondly, minimizing misunderstandings.

Both are dependent upon self conduct. Business etiquette

polishes this conduct.Business etiquette varies from region to region and

country to country. For the international business person,

focusing too deeply on international business etiquette

would leave no time for business. However, there are

some key pillars upon which good business etiquette is

built.



Behavior

Your manners and attitude will speak volumes about you.

They will point to your inner character. If you comeacross selfish, undisciplined or uncouth your relationship

is unlikely to prosper. Appropriate business etiquette

promotes positive traits.

Honesty

A reputation for delivering what you say will deliver goes

a long way in the business world. Remember, a reputationfor integrity is slowly gained but quickly lost.

Understanding a particular country's business etiquette

provides a framework in which you can work without fear

of crossing boundaries in terms of agreements, promises

and contracts.

Character

Your character refers to what you as an individual bring

to the business table. Proper business etiquette allows you

to exhibit your positive qualities. For example, knowing

when to be passionate and not emotional or self-confident

without being arrogant. Just through learning another's

business etiquette you demonstrate an open-mindednesswhich will earn respect.



Sensitivity

Sensitivity and consideration underlie all good business

etiquette. Being prepared for foreign ways and methodsand responding thoughtfully is achieved through

experience and business etiquette know-how. By avoiding

misunderstandings and misinterpretations through

business etiquette you lay foundations for a strong

business relationship.

Diplomacy Avoiding thoughtless words and actions protects you

from negative consequences. Impulse often leads a

business person astray. Business etiquette encourages the

careful thought of the interests of others and choosing

acceptable forms of expression.

Appearance

Dressing appropriately, standing and sitting in the right

place at the right time, good posture and looking

physically presentable are all elements in making a good

impression. Business etiquette teaches you how to

suitably present yourself and what to avoid.

Analyzing, understanding and implementing the above

will help you recognize what business etiquette is and

how it should be employed within the business world.



For the international business person business, etiquette

acts as a key. It locks the doors of poor communication

and misunderstandings and opens doors to successful

business relationships.

Organizational culture:

Organizational culture is the collective behaviour of people that are part of an organization, it is also formed

by the organization values, visions, norms, working

language, systems, and symbols, it includes beliefs and

habits. It is also the pattern of such collective behaviours

and assumptions that are taught to new organizational

members as a way of perceiving, and even thinking and

feeling. Organizational culture affect the way people andgroups interact with each other, with clients, and with

stakeholders.

Organizational culture is shaped by multiple factors,

including the following:

External environment Industry

Size and nature of the organization’s workforce

Technologies the organization uses

The organization’s history and ownership



Elements of the Cultural Web

The Cultural Web identifies six interrelated elements that

help to make up what Johnson and Scholes call the

"paradigm" – the pattern or model – of the work

environment. By analyzing the factors in each, you can

begin to see the bigger picture of your culture: what is

working, what isn't working, and what needs to be

changed. The six elements are:

1. Stories – The past events and people talked about

inside and outside the company. Who and what the

company chooses to immortalize says a great deal

about what it values, and perceives as great behavior.



2. Rituals and Routines – The daily behavior and

actions of people that signal acceptable behavior.

This determines what is expected to happen in given

situations, and what is valued by management.3. Symbols – The visual representations of the company

including logos, how plush the offices are, and the

formal or informal dress codes.

4. Organizational Structure - This includes both the

structure defined by the organization chart, and the

unwritten lines of power and influence that indicate

whose contributions are most valued.

5. Control Systems - The ways that the organization is

controlled. These include financial systems, quality

systems, and rewards (including the way they are

measured and distributed within the organization.)

6. Power Structures - The pockets of real power in the

company. This may involve one or two key seniorexecutives, a whole group of executives, or even a

department. The key is that these people have the

greatest amount of influence on decisions, operations,

and strategic direction.



Types of organizational cultures

The diverse organizational cultures that mold the structure

of a business acumen are as follows:

Normative Culture

In a normative organization, the organization stresses on

implementing the organizational procedures in the correctmanner, and according to the norms and rules defined.

This kind of culture is perceived to portray a high

standard of business ethics.

Pragmatic Culture

In contrast to normative cultures, stress is laid onsatisfying the wish of their clients. In this type of

organizational structure, the client is virtually deified. The

prime concern of every employee is to cater to the needs

of the client, attain, and retain the business they may

invite through the clients.

Academy Culture In this kind of culture, employees are highly skilled, and

the organization provides an environment for the

development, and honing of employee skills. Examples of

this kind of culture are hospitals, universities, and large



corporations. Employees tend to stay with the

organization, and grow with(in) it.

Collaborate Work Culture Often referred to as clan culture, an organization that

adopts a collaborate culture offers a congenial and

amiable environment to work in. The feeling one derives

while working in this type of organization is that of

comfort and coercive motivation. This organization

consists of superiors who provide more of guidance, and

less of governance. The organization is based on worker-

welfare, where you have the employees' interest in the

foreground with his skills valued, and performances

handsomely rewarded. Insinuating and developing

teamwork is the most vital element of the organization.

Adhocracy Work Culture It is a type of organization that is tamponed to provide an

environment to accrue one's creative acumen. Ideas are

encouraged, and out-of-the-box thinking is an appendage-

cum-motto. Dynamism is defined best when the

workforce has the free will to conceive an out-of-the-

ordinary idea; the development of which, may lead to

success; inadvertently, to higher levels of morale, andmonetary incentives.

Baseball Team Culture

In this kind of culture, the employees are 'free agents', and



are highly prized. These employees find employment

easily in any organization, and are highly in demand.

There is, however, a considerable amount of risk attached

to this culture, as it is very fast-paced. Examples of thiskind of culture are advertising, and investment banking, to

name a few.

Club Culture

Usually, the employees stay with the organization for a

long time, and get promoted to a senior post, or level.

These employees are hand-picked, and it is imperative

that they possess the specific skills required and desired,

by the organization. Examples of this kind of organization

are law firms, the military, etc.

Fortress Culture

Employees are not sure if the will be laid off or not by theorganization. Very often, this organization undergoes

massive changes. Few examples of this type of culture are

loans and savings, large car companies, etc.

Macho Culture

The most important aspect of this kind of culture is big

rewards, and quick feedback. This kind of culture ismostly associated with quick financial activities; like,

brokerage, and currency trading. It can also be related to

activities, like, a sports team, a police team, or branding

of an athlete. This kind of culture is does not eschew high



levels of stress; instead they are known to reach the

apotheosis of efficiency. The employees are expected to

possess a strong mentality for survival in the organization.

Work Hard/Play Hard Culture This type of organization does not involve much risk, as

the organizations, already, consist of a firm base coupled

with a strong client relationship. This kind of culture is

predominantly opted by the large-scaled organizations

that have gained their customers' trust and support;

subsequently rolling out a steadfast customer help service.

The organization, with this kind of culture, is equipped

with specialized jargons, and is qualified with multiple-

team meetings.

Bet Your Company Culture

In this kind of culture, the company makes big, andimportant decisions over high stake endeavors. It takes

time to see the consequence of these decisions.

Companies that postulate experimental projects, and

researches as their core business proposition, adopt this

kind of culture; for instance, a company designing

experimental military weapons may implement the said

type of culture.

Process Culture

This type of culture does not include the process of

feedback. In this kind of culture, the organization is



extremely cautious about the adherence to laws, and

prefers to abide by them. This culture bestows

consistency upon the organization, predominantly meant

for public services.

One of the most difficult tasks to undertake in an

organization, is to change its work culture. A change in

the organizational culture requires an organization to

make amendments to its policies, workplace ethics, and

management system. It needs to start right from its base

functions; including, support functions, operations, and

the production floor, which finally affects the overall

output of the organization. It requires a complete overhaul

of the entire system, and not many organizations prefer it

as the process is a long, and tedious one, which requires

patience, and endurance. However, when an organization

succeeds in making a change on such a massive level, theresults are almost always positive, and fruitful. The

different types of organizational cultures aforementioned,

surely, must have helped you to understand them. You

can also adopt one of them for your own organization;

however, persistence, and patience, ultimately, is the

essence.



SELF - DIALOGUE:

Intrapersonal communication is language use or thought

internal to the communicator. It can be useful to envisionintrapersonal communication occurring in the mind of

the individual in a model which contains a sender,

receiver, and feedback loop.

Self-dialogue involves a constant process of demarcation

and interaction between "I" and "me," between the speak

able and the unspeakable, and between what is said andwhat is meant....

Self-dialogue is a fundamental process of expression; it

mediates between self-image and social experience; it is

regulated by ontological limits, cultural norms, and social

rules; and it serves as an adaptive mechanism for self-

presentation, identity acquisition, stress management,health maintenance, and personal integration.

Yourself talk influences your moods, emotions, and

ultimately your behavior



THREE CHARACTERISTICS

OF SELF TALK:

rationality Trained minds learn to think more positively,

logically, and systematically.

specificity

Self talk becomes conditioned to success and

failure events, changing dramatically basedon the mindset created in particular

situations.

automaticity

Extensive repetition creates highly automatic

thoughts, called beliefs.

Automaticity of self talk is a two-edged sword

when examining its impact on performance.

TYPES OF SELF TALK

Positive Affirmations thoughts that focus on your desirable

characteristics and qualities



Goals

thoughts that keep your mind positively focused

on the task-at-hand, promote high effort, andenhance persistence

Appraisals

thoughts that determine the degree to which a

situation is perceived as threatening or

challenging

Self talk reprogramming promotes appraisingproblems as challenges or opportunities to learn

and grow rather than threats and opportunities to

fail.

Attributions

Reasons or explanations of success and failure Self talk reprogramming encourages

performers to attribute success and failure to

factors they can control and change, such as

effort, ability, and degree of preparedness

Cue Words

Quick reminders used during practice and

competition



Keep the mind positively focused on process-

oriented, present-focused reminders that

should facilitate performance

USES OF SELF TALK:

Elevate Motivation

Intrinsic motivation occurs when athletes feel

competent and in control . Self talkreprogramming should emphasize these

factors

Enhance Focus/Concentration

Self talk helps athletes focus on their

priorities and goals, rather than on

distractions

Manage Stress

Controlling self talk, particularly limiting

negative or self-defeating thoughts, helps to

minimize the amount of stress athletes

experience



Boost Self-Confidence

Persuasive self talk can convince athletes that

they possess the competence and preparation to be successful

Maximize Skill Development and Performance

Cues and goals can help athletes remain

focused on performance-relevant cues while

disregarding and avoiding irrelevant

distracter cues during skill development andperformance.

Emotional intelligence:

Emotional intelligence (EI) is the ability to identify,assess, and control the emotions of oneself, of others, and

of groups. Various models and definitions have been

proposed of which the ability and trait EI models are the

most widely accepted in the scientific literature.

The Four Branches of Emotional Intelligence

Salovey and Mayer proposed a model that identified fourdifferent factors of emotional intelligence: the perception

of emotion, the ability reason using emotions, the ability

to understand emotion and the ability to manage

emotions.



1. Perceiving Emotions: The first step in understanding

emotions is to accurately perceive them. In many

cases, this might involve understanding nonverbal

signals such as body language and facial expressions.

2. Reasoning With Emotions: The next step involves

using emotions to promote thinking and cognitive

activity. Emotions help prioritize what we pay

attention and react to; we respond emotionally tothings that garner our attention.

3. Understanding Emotions: The emotions that we

perceive can carry a wide variety of meanings. If

someone is expressing angry emotions, the observer

must interpret the cause of their anger and what itmight mean. For example, if your boss is acting

angry, it might mean that he is dissatisfied with your

work; or it could be because he got a speeding ticket

on his way to work that morning or that he's been

fighting with his wife.

4. Managing Emotions: The ability to manage emotions

effectively is a key part of emotional intelligence.

Regulating emotions, responding appropriately and



responding to the emotions of others are all important

aspect of emotional management.

Measuring Emotional Intelligence:

Reuven Bar-On’s EQ-i

A self-report test designed to measure competencies

including awareness, stress tolerance, problem

solving, and happiness. According to Bar-On,

“Emotional intelligence is an array of non-cognitive

capabilities, competencies, and skills that influence

one’s ability to succeed in coping with environmental

demands and pressures.”

Multifactor Emotional Intelligence Scale (MEIS)An ability-based test in which test-takers perform

tasks designed to assess their ability to perceive,

identify, understand, and utilize emotions.

Seligman Attributional Style Questionnaire (SASQ)

Originally designed as a screening test for the life

insurance company Metropolitan Life, the SASQ

measures optimism and pessimism.



Emotional Competence Inventory (ECI)

Based on an older instrument known as the Self-

Assessment Questionnaire, the ECI involves having

people who know the individual offer ratings of that person’s abilities on a number of different emotional

competencies.

self-worth

self-worth as a measure of the availability of our

Spirit or Being Self to believe in ourselves. Self-

worth comes from a source on the INSIDE of us. We

create it through Faith, by acting on the singular

belief that we matter. Self-worth is the foundation of

our ability to believe in ourselves.

Healthy self-worth is usually experientially learned in

a loving family-of-origin where the children are

consistently treated as valued members of the

family. Because they experience consistent love and

respect they become adults who readily express

their self-worth through their ongoing respectful

treatment of self and others. Of course, many

people grew up in ego-damaging families but they

can learn, as adults, how to therapeutically repair



their damaged felt sense of self so they too can feel

increasingly at home in a positive relationship with

self.

Self-worth does not mean esteem without results.

Self-worth is about valuing self. It is actualized

through the relationship each of us has with our self.

It therefore includes our commitment to take care of

our physical and emotional health. It includes our

willingness to participate in loving and life-enhancing

relationships. When necessary, it also includes our

willingness to be self-protective. People with a

healthy sense of self-worth do not knowingly harm

themselves and, in personal and professional

relationships, they do not allow others to harm

them. Individuals with self-worth accept

responsibility for themselves and consequently, they

do not abandon themselves. Because self-worth is

independent of achievements, people with healthy

self-worth can take on challenges free of internal

sabotage and a fear of failure. They can risk failure

because, for them, failure at a task does not make

them a failure.



Professional ethics

Professional ethics encompass the personal and

corporate standards of behavior expected of professionals.

Components

A number of professional organizations define

their ethical approach as a number of discrete

components. Typically these include:

Honesty

Honesty in act

Honesty in Speech

Honesty in beliefs

Integrity

Moral integrity refers to the unity on the basis of

moral concern and honesty. Integrity is the unity

between responsibility of an individual in his

personal and professional life.

Transparency

One should not do unethical acts like forgery etc.



Accountability

It means having a feeling of responsibility .

Confidentiality

There should be complete reliability from employees

side towards the company about the confidential

matters.

Objective

Employee need to focus its attention towards

commitment and understanding the actions such as

courage, self-discipline, perseverance, loyalty to

commitments, self respect and integrity.

Respectful

giving respect to other people as an individual. Asper this, we have responsibility to show recognition –

respect towards others and we should respect the

rights of others as a sense of our own rights.

Within the law

Whatever activity is performed should be right fromthe legal aspect.



How to practice Professional Ethics?

Here 3 criteria is mentioned to practice

Professional Ethics

1. Knowledge

The job must include complicated skills,

theoretical knowledge, a clear judgment and

caution. Preparation of a person to do a job

requires some formal education like technical

studies as well as humanistic studies. Thisincludes professional ethics.

2. Organization

Some organizations must be formed for the

profession. These must be accepted by the public

to set the standards for that profession, writingcode of professional ethics and also these

organizations have to represent that profession to

the public. For e.g. societies like ISTE and IEEE.

3. Public Good



The job must help the public by doing a favor to

them quoted in its code of ethics.

So generally it can be said that an occupation isconsidered as a profession only when

professionals have got all the above mentioned

criteria.

Personnel Growth and Development.

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