Megha Murali

Individuals bring a number of differences to work. They have a variety of personalities, values, and attitudes. When they enter into organizations, their stable or transient characteristics affect how they behave and perform. Moreover, companies hire people with the expectation that they have certain knowledge, skills, abilities, personalities, and values. Building and cultivating relationships is an integral part of any career strategy. Whether you are a job seeker, manager or entrepreneur, you are in the relationship business. When it comes to building relationships you must start with self knowledge, and that starts with personality. The study of personality is fundamentally about asking: Who am I? I know it sounds cliché, but before you can effectively reach outward to others, you have to be able to look inward. The study of personality provides some great insights into how to do this.   Personality can be tough to define; from the four temperaments of Hippocrates (choleric, melanc

Every day, people are inundated with decisions, big and small. Understanding how people arrive at their choices is an area of cognitive psychology that has received attention. Theories have been generated to explain how people make decisions, and what types of factors influence decision making in the present and future. In addition, heuristics have been researched to understand the decision making process. Several factors influence decision making. These factors, including past experience, cognitive biases, age and individual differences, belief in personal relevance, and an escalation of commitment, influence what choices people make. Understanding the factors that influence decision making process is important to understanding what decisions are made. That is, the factors that influence the process may impact the outcomes. Many types of heuristics have been developed to explain the decision making process; essentially, individuals work to reduce the effort they need to expend in maki

The whole planet is like a vast, open playing field. It is so vast that there are basically just a few sets of rules that can effectively and fairly regulate any industry. Morals and ethics are essential requirements in the business world, since everyone is confronted with ethical and moral dilemmas on a regular basis. Different people respond to these issues in different ways because they each have their own set of morals. The business world employs a variety of people to have various skills or experience, such as investors or staff. Policies and regulations in the corporate world are usually included in contracts, and these provisions aim to ensure that the level of moral and ethical obligations is maintained. The rules in the business world appear to change often, depending on the individual interests of the parties concerned. What is interesting, though, is that the rules often change regardless of whether they are for the better or for the worse. To give you an example, the film &

The key to a successful organization is to have a culture based on a strongly held and widely shared set of beliefs that are supported by strategy and structure. When an organization has a strong culture, three things happen: Employees know how top management wants them to respond to any situation, employees believe that the expected response is the proper one, and employees know that they will be rewarded for demonstrating the organization's values. Employers have a vital role in perpetuating a strong culture, starting with recruiting and selecting applicants who will share the organization's beliefs and thrive in that culture, developing orientation, training and performance management programs that outline and reinforce the organization's core values and ensuring that appropriate rewards and recognition go to employees who truly embody the values. An organization's culture defines the proper way to behave within the organization. This culture consists of shared belie

Defining  Communication in multicultural teams The ability to explain or accept the reception of information in conjunction with others is known as team communication, which is defined as the mechanism by which information is shared between two or more team members. Communication is difficult enough in same-cultural teams, but it becomes much more difficult in multicultural groups. Members of a team have varying attitudes, behaviours, and perceptions; in multicultural teams, these variations are especially pronounced due to the diversity of cultural backgrounds. In multicultural teams, a leader must be aware of cultural diversity and predict the effects of cultural diversity on the team. Where a problem requires both communication and leadership, it's important to consider the source of the problem and who is coping with it. Typically, multicultural team analysis is conducted from the viewpoint of the team members or from the perspective of the team's leader or manager. A commu