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How to Interprete Body Language.

Our body language is an outward reflection of the emotions we feel. This is vital in the workplace. You know by their body language if clients are really happy with your services or are merely being polite when they say they are happy.

Should you use “May” or “Might”?

The modals “May” and “Might” often have a similar meaning when we talk about possibility; might is considerably more uncertain than may. However, we prefer may in academic or formal settings to express characteristics or behavior.

Social psychology is the scientific study of human social behavior.

Social psychologists attempt to understand and explain how the thought, feeling, and behavior of individuals are influenced by the actual, imagined, or implied presence of others.

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From Smiles to Fidgets: Nonverbal Communication Speaks Louder!

Nonverbal communication can be likened to a silent symphony where every glance, gesture, and shift in posture forms a melody of meaning. From nervous fidgets to confident strides, your body speaks volumes. Dive into this article and master the art of nonverbal communication, thus connecting with others on a deeper level.

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Organizational Trends

Organization is mainly characterized by human beings in interaction with each other. In such an interactive environment, there is bound to be conflicts or opposing interests.

Organizational conflict is defined as the expressed struggle between at least two interdependent parties who perceive opposition of goals, aims, and values, and who see the other party as potentially interfering with the realization of set goals.

Functional Areas of Human Resources Management.

Human resource management activities cover a broad range, from ensuring effective recruitment and retention to engaging in corrective/disciplinary action to handling an employee’s separation from the organization to promoting employee well-being within an organization.

Organizational structure is a mechanism for linking and coordinating people and groups together within the framework of their roles, authority and power.

Organizational structure defines the manner in which the tasks of an organization are broken down and allocated to employees or role holders as well as the associated reporting relationships. Generally four types of organizational structure are predominant in organizations today. They include: (1) the functional structureOpens in new window (2) the divisional structureOpens in new window (3) the matrix structureOpens in new window (4) the network structureOpens in new window.


When organizations are faced with implementing a new strategy, or a change program, it needs to ensure that employee’s attitudes and behaviors correspond with the overall vision.

Organizational change is concerned with the proactive execution of change in a planned and systematic manner. Ackerman (1997) distinguishes three types of organizational change, one of which is developmental change which deals with enhancing or improving an existing situation in an organization.

Organizational culture is the culture that exists in an organization—something akin to a societal culture.

Organizational culture defines the assumptions that employees make as they carry out their work; it defines “the way the organization functions.” In other words, it is the unseen and unobservable force that is always behind the organizational activities that can be seen and observed.

Organizational design is the pattern in which the activities of an organization are arranged and coordinated.

The ultimate success of an organization depends, at least in part, on the ability of its managers to develop an organizational design that supports its strategic and operational goals. This is so because organizational design provides a mechanism for coping with the complexity that results from managing multiple tasks, functions, products, markets, or technologies.

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