skip to main |
skip to sidebar
by Pakistan
After the excution of STOSWB, the CX will be
Incremented by 1
decremented by 1 Correct
incremented by 2
decremented by 2
In String Manipulation the instruction to clear the direction flag is
cl df
clr df
cld Correct
clrd
______is a special prefix that is used to repeat the block Instructions
REPEAT prefix
REPB Prefix
REP prefix
RPT prefix
Which is the following is the pair of register used to access memory in string instructions?
DI and BP
SI and BP
DI and SI
DS and SI
In String Instructions, the mode is called auto-increment mode when.
Cx is set
ZF is Cleard
DF is Cleard
DF is Cleard
by Pakistan
HRM624 GDB
Cooperation and competition between people and between groups have been shown to have profoundly different consequences for social dynamics and conflict. Competitive tasks or reward structures induce people to fight for perceived limited resources be they tangible or intangible. Research has consistently shown that competition: induces the use of tactics of coercion, threat, or deception; attempts to enhance the power differences between oneself and the other; poor communication, minimization of the awareness of similarities in values and increased sensitivity to opposed interests; fosters suspicious and hostile attitudes; increases the importance, rigidity, and size of the issues in conflict. In contrast, cooperation and cooperative tasks or reward structures induce: a perceived similarity in beliefs and attitudes; a readiness to be helpful; openness in communication; trusting and friendly attitudes; sensitivity to common interests; a de-emphasis to opposed interests; an orientation to enhancing mutual power rather than power differences.
It is just concept write it own words after getting this
by Pakistan
HRM611 GDB
THE SIGNIFICANCE OF SELF LEADERSHIP
Don’t get the idea that self leadership is self-serving. It is your energy to initiate, motivation to learn, commitment to succeed, desire to contribute, ability to produce, and your passion for work that enables your organization to fulfill its potential and sustain its success. Unfortunately, many organizations don’t get the importance of self leadership.
SELF LEADERSHIP AT WORK—THE KEY TO ENGAGED EMPLOYEES
A popular bit of recent research reveals that only 20 percent of almost two million workers in the Pakistan claim their strengths are in play every day, indicating that most organizations operate below 20 percent capacity.1 It’s even more dismal for workers in countries outside the Pakistan.2 The research claims that fewer than 80 percent of workers are engaged in their work—19 percent are actively disengaged—signifying that their contributions are significantly diminished and they may thwart or even sabotage organizational efforts. The remedies recommended most often for re-engaging workers rely on organizations and managers to do something different. But consider what might happen if the focus shifted to fostering self leaders who make it their own responsibility to put their strengths in play every day. Imagine a workplace full of self leaders finding ways to contribute in spite of being hamstrung by bad systems, coping with organizational dinosaurs, or suffering with an incompetent manager.It just makes sense that every organization should develop self leaders— yet this is usually the most underfunded and undervalued aspect of leadership training. (Is this a result of believing that training efforts are most valuable when directed to those who hold formal leadership roles or based on a fear of employees knowing too much? An interesting, but divergent question) The fact is the lion’s share of money and effort in most organizations is earmarked for training high-potential leaders who are taught how to delegate responsibility—to pass the ball, so to speak. But woefully little is allocated to teaching the rank and file how to catch the ball and run. (Let alone, how to take the ball and run!)
It just for concept write it in your own words
by Pakistan
HRM627 GDB solution:
A student goes to the teacher and confesses that he did not do his home work. How would the teacher respond if the teacher responds in the following mentioned ego states?
a) A critical parent
b) A sympathetic parent
c) A natural child
d) An adaptive child
e) Adult ego state.
Critical Parent.
When you behave and respond with evaluative responses that are critical, judgmental, opinionated, demanding, disapproving, disciplining, and so on, you are in critical parent ego state. People in the critical parent ego use a lot of do’s and don’ts. Managers using the autocratic style tend to be in critical parent ego state because they use high task/directive behavior.
Sympathetic Parent.
On the other hand, you can also be a different type of parent. When you behave and respond with reassuring response that are protecting, permitting, consoling, caring, nurturing, and so on, you are in sympathetic parent ego state. Managers using the consultative and participative styles tend to be in sympathetic parent ego state because they are using high supportive/relationship behavior.
Natural Child.
When you behave and respond with probing responses that shows curiosity, intimacy, fun, joyfulness, fantasy, impulsiveness, and so on, you are in natural child ego state. Successful managers do not tend to continuously operate from the natural child ego state.
Adapted Child.
When you behave with confronting responses that express rebelliousness, pouting, anger, fear, anxiety, inadequacy, procrastination, blaming others, and so on, you are in adapted child ego state. Managers should avoid behaving from the adapted child ego state because this type of behavior often leads to the employee becoming emotional and behaving in a similar manner. When managers are transacting with an employee in this ego state, they should not react with similar behavior, but should be in the adult ego state.
Adult Ego State
When the adult ego is in control, people behave in a thinking, rational, calculating, factual, unemotional manner. The adult gathers information, reasons things out, estimates probabilities, and makes decision with cool and calm behavior. When communicating in the adult ego state, you avoid becoming the victim of the other person by controlling your response to the situation. Generally, the most effective behavior, human relations, and performance come from the adult ego state. When interacting with others, you should be aware of their ego state. Are they acting like a parent, child, or adult?
Identifying their ego state will help you understand why they are behaving the way they are and help you to determine which ego state you should use during the interaction. For example, if the person is acting like an adult, you most likely should, too. If the person is acting like a child, it may be appropriate way for you to act like a parent rather than an adult. And there are times when it is appropriate for you to act out of the child ego state and have a good time.
by Pakistan
Solution is here.
