بداية مذاكره للفاينل يلا بنات

[Ordinary student]

مشكورة همسة اهم شي التعريف...

في سلايدات نزلتها سعودية كوول مرررررة مفيدة للي يبغى يبحث، موجود فيها هيد لاينز للبداية.

انا بكمل بكره الصباح اللي بقدر عليه وموفقين ان شاء الله

[تشيز كيك]

http://www.minshawi.com/other/fasfous.htm

هذا ممكن يفيدكم

يسلمووو بنات يعطيكم العافيه

عقبال الفل مارك يارب

[Ordinary student]

Good morning 
حبيت ابشركم الخبر الاكيد جانا من مستر عادل عن طريق الاخت ارجوان يقول فيه في كل سؤال نكتب التعريف والسكيلز (المهارات) والخاتمة فقط.
>> انبسطوا

Change managing:
definition:
Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state.
Change management (or change control) is the process during which the changes of a system are implemented in a controlled manner by following a pre-defined framework/model with, to some extent, reasonable modifications

http://en.wikipedia.org/wiki/Managing_change

change managing skills:

However, they can be learned, and the following are seven tips for improving your skills in managing change.
1. Spend time reflecting on your own core values and your mission in life. A sense of purpose is essential to success and effectiveness, and those without a clear idea of what they are doing and why they are doing it will not have the foundation to keep going in the face of change.
2. Be persistent. Success is usually more to do with tenacity that genius. Persistence is only possible when you have clarified your values and when you are able to build on the bedrock of purpose. Successful people keep going in the face of change, finding new and creative ways to achieve a positive outcome.
3. Be flexible and creative. Persistence does not mean pushing through by force. If you are unable to achieve success one way, try another, and then another. Keep looking for more creative solutions and innovative responses to problems.
4. Think outside the box. Read widely, and don’t confine yourself to your own area of ‘expertise.’ Try to see links between apparently separate and diverse elements in your life and experience.
5. Accept uncertainty and be optimistic. Life is inherently uncertain, so don’t waste your energy trying to predict the future. Of all the possible outcomes, focus on the most positive one. This is not to be a ‘Pollyanna,’ but to accept that if you respond well and work to the best of your ability, a good outcome is as likely as any other. Don’t waste your energy being negative.
6. Keep fit and healthy. Eat well, get enough sleep, exercise regularly. Meditation can help, too. This will keep up your energy levels and allow you to keep going in tough times. Not taking care of yourself physically, mentally and spiritually is foolish and short sighted.
7. See the big picture. Change is inevitable, but if you take a bird’s-eye-view of the landscape, the change won’t be so disorientating and you will keep perspective at all times.

[Ordinary student]

***we all need to find ways to deal creatively with this fact of modern life. Leaders, in particular, need to face and manage change in a constructive way, but everyone who wants to be successful – in career, in relationships, in life – must learn how to see and manage change the way that successful ‘change leaders’ do



***Such leaders are adaptable and creative, responding to change in three key ways.
الاستجابة للتغيرات بشكل فعال تدور حول 3 محاور: ( نقدر نستعملها للادفانتج)

1. People who respond well to change will have a high ‘ambiguity threshold.’ Change is inherently ambiguous, and those who deal creatively with change will have a high tolerance for uncertainty and ‘shades of grey.’
من يستجيب للتغير جيدا.. سيكون لديه القدرة على التكيف مع الغموض الذي يحيط بالتغيرات المستقبلية.>> مادري اذا خانني التعبير في هذي.

2. Skillful managers of change will have a constructive ‘internal monologue.’ They will see themselves as inherently powerful and having the ability to control elements of the situation in which they find themselves. Solutions to problems always exist, and the ‘internal monologue’ should reflect the desire to find them and the certainty that they can be successfully implemented.
المدراء اللذين يستجيبون للتغير بشكل فعال سيكون لديهم القدرة على التحكم بانفسهم اولا ثم المواقف والتغيرات ثانيا.

3. Those who deal well with change will have a good reservoir of emotional, physical and mental energy from which to draw when things get tough.
من يستطيع التكيف والتعامل مع التغير سيكون لديهم طاقة جسدية، نفسية وعقلية تاهلهم للتعامل مع التغير.

types of change:
1- external forces which force you to change. E.g.: new technology in the work place.
2- internal: your choice to change.

http://www.thechangeblog.com/managing-change/

[Ordinary student]

the change cycle:

Stage I: Denial

An early strategy that people use to cope with change is to deny that it is happening, or to deny that it will continue or last. Common responses during this stage are:
"I've heard these things before. Remember last year they announced the new ******er initiative? Nothing ever happened, and this will pass."
"It's just another hair-brained idea from the top."
"I bet this will be like everything else. The head honcho will be real gung-ho but in about six months everything will be back to normal. You'll see."
"I'll believe it when I see it."
People in the denial stage are trying to avoid dealing with the fear and uncertainty of prospective change. They are hoping they won't have to adapt.
The denial stage is difficult because it is hard to involve people in planning for the future, when they will not acknowledge that the future is going to be any different than the present.
People tend to move out of the denial stage when they see solid, tangible indicators that things ARE different. Even with these indicators some people can remain in denial for some time.

Stage II: Anger & Resistance

When people can no longer deny that something is or has happened, they tend to move into a state of anger, accompanied by covert and/or over resistance. This stage is the most critical with respect to the success of the change implementation. Leadership is needed to help work through the anger, and to move people to the next stage. If leadership is poor, the anger at this stage may last indefinitely, perhaps much longer than even the memory of the change itself.
People in this stage tend to say things like:
"Who do they think they are? Jerking us around"
"Why are they picking on us?"
"What's so damned bad about the way things are?
"How could [you] the boss allow this to happen?
Actually people say far stronger things, but we need to be polite.

Stage III: Exploration & Acceptance

This is the stage where people begin to get over the hump. They have stopped denying, and while they may be somewhat angry, the anger has moved out of the spotlight. They have a better understanding of the meaning of the change and are more willing to explore further, and to accept the change. They act more open-mindedly, and are now more interested in planning around the change and being participants in the process.
People in this stage say things like:
"Well, I guess we have to make the best of it."
"Maybe we can get through this."
"We need to get on with business."

Stage IV: Commitment

This is the payoff stage, where people commit to the change, and are willing to work towards making it succeed. They know it is a reality, and at this point people have adapted sufficiently to make it work. While some changes will never get endorsement from employees (downsizing, for example) employees at this stage will commit to making the organization effective within the constraints that have resulted from the change.


Concluding Points
Let's conclude with some key points:
1) The change process takes a considerable amount of time to stabilize and to work. Don't undermanage by assuming it will "work itself out" and don't over-react when faced with reasonable resistance.
2) Worry if there is no resistance. If the change is significant it means that people are hiding their reactions. Eventually the reactions that are not dealt with will fester and can destroy the organization. Likewise with anger.
http://work911.com/articles/changecycle.htm

[Ordinary student]

بكذا نكون خلصنا...
اخيرا وليس اخرا... شكرا لكل اللي شاركونا سواءاً بمستندات ولا معلومات او حتى بكلمة شكر
اقترح انه طريقتنا في حل جميع الاسئلة عموما:
1- انترودكشن: ونحط فيها التعريف وبتكون تقريبا 5 سطور ماكسيمم وحاولوا تكون تمهد للفقرة اللي بعدها. > عشان مايجونكم يقولون ماكتبتوه بطريقة " اكاديمية" > ماتلمح
2- البدي: وبنحط فيه السكيلز ونركز عليها.. بعدها حطوا اللي يعجبكم... ادفانتج، ديسادفانتج، معلومات عامة.. الخ، اي شيء اي شيء في راسكم اكتبوه... عشان تضمنون زيادة درجات.
3- الكونكلوجن: تقريبا خمس سطور وبتكون ملخص للي كتبناه في الموضوع وجملة ختامية.

>> بكذا ان شاء الله نضمن الفل مارك.

صح ولاتنسون تكتبون الريفرنسيز بطريقة هارفرد

^^^^

امزح مستحيل يطلبون ريفرنسيز
قود لك ;-)

[دلوعة حبيبها...]

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بس صج ماقصرتوا ومشكوريين..

[غامضه]

الله يجزاكم الجنه والله ساعدتونا كثير وان شاء الله فال الجميع النجاح بتفووق