Suchergebnisse

Interpersonal communication skills -- Verbal or spoken -- Nonverbal -- Written and graphic communication -- Organizational, problem-solving and decision-making, and conflict resolution skills -- Getting organized and project management skills -- Problem solving and decision making -- Conflict resolution skills -- Entering the workplace : professional ethics, etiquette, and conduct -- Professional ethics -- Workplace etiquette and conduct -- Teamwork, collaboration, and leadership skills -- Teamwork skills and developing healthy team dynamics -- Negotiation skills -- Leadership skills.

Cover -- Half Title -- Title -- Copyright -- Contents -- About the Author -- Acknowledgement -- List of Games -- Introduction -- Games & Exercises for Social Skills -- Awareness Games -- Aggression Games -- Reconciliation & Rest Games -- Autonomy Games -- Order Games -- Entertaining Games -- Learning Games -- Leisure Games

Business leaders and HR professionals have long recognized the importance of social skills for effective organizational functioning, particularly in roles requiring high levels of interpersonal interaction. Accordingly, organizational science scholars have produced a large amount of research that can be organized under the broad heading of social skills. Yet, three key issues in the literature are hampering progress: (1) the lack of a well-accepted articulation of the social skills phenomenon, what it is and what it is not; (2) conceptual redundancy and conflation among the set of social skills-related concepts (e.g., individual differences, skills, behavior, evaluations, etc.), and (3) full consideration of the importance of social behavior in understanding social skills. We propose solutions for understanding social skills that begin to resolve these issues and help strengthen future empirical research. Specifically, we present two distinct, but related, conceptualizations of social skills: social skills enactment and social skills reputation. We then offer a theoretically grounded perspective, the Social Skills Framework, which incorporates these conceptualizations of social skills, provides a structure into which existing social skills concepts can be integrated and evaluated for conceptual clarity, and centers social behavior. After describing the framework, we offer a research agenda that focuses on refining the framework and investigating key issues related to the two conceptualizations of social skills.

It is easy to see why probation workers have embraced social skills training with offenders. It isn't difficult to learn and seems to provide a means to help clients and address their offending behaviour. But does it work? The author concludes that we can present only a modest case for social skills training with certain offenders.

The problem of the role of actors in institutional theory can be addressed in considering a model of institutional entrepreneurship. A sociological posing of this question defines institutional entrepreneurs as actors who have social skills, that is, the ability to motivate cooperation of other actors by providing them with common meanings and identities. The author argues that skill is applied differently across organizational fields that are forming, become stable, and are being transformed. To illustrate some of these principles, the author considers the example of the role of Jacques Delors in the framing of the Single Market Program of the European Union.

Training in social skills was given to four blind, unassertive, adolescent females. Behaviors requiring modification were identified for each subject by rating videotapes of role-played interactions. Training consisted of instructions, feedback, behavioral rehearsal, modeling, and manual guidance. Behaviors were treated sequentially and cumulatively in a multiple baseline format. The treatment was generally effective in that most behaviors selected for modification changed markedly. However, a follow-up after four weeks indicated a decrease in some responses. "Booster" sessions were used to facilitate return to post–treatment levels. Follow-ups after eight and 10 weeks showed that this goal had been reached.