Lotus of Control personality test

http://similarminds.com/cgi-bin/locus.pl
In the 60s Psychologist Julian Rotter developed a theory called Locus of Control of Reinforcement. His theory centered around whether someone thinks their life is more influenced by external factors like fate, genetics, luck, environment (external locus of control) OR by internal factors like effort, tenacity, and free will (internal locus of control).

Your results suggest you believe your life is defined about equally by both internal forces (drive, free will, etc.) and external forces (genetics, environment, fate).

Thus, you have an Ambiverted Locus of Control

Locus of Control Test Results

Internal Locus (48%) Individual believes that their life is defined more by their decisions and internal drive. External Locus (52%) Individual believes that their life is defined more by genetics, environment, fate, or other external factors.

Take Free Locus of Control Test
personality tests by similarminds.com

Emotional Intelligence(EQ) Test

http://www.ivillage.co.uk/test-your-emotional-intelligence-eq/74101

Your score indicates that you have an above average EQ

People that typically score in this range are able to recognise and understand their feelings as well as being able to express them in an appropriate manner. They are comfortable with who they are. They are not afraid to show love, empathy and compassion for other people. They are comfortable with intimacy and comfortable about giving of themselves to other people.

They are also very good communicators. They are very in tune with themselves and those around them. In most circumstances they know how to say the right thing at the right moment. They are good friends and partners. They are able to show anger in appropriate ways and are not afraid to stand up for what they believe. They are not afraid to cry if they are hurt. They are not afraid to admit that they are wrong, or embarrassed to say they are sorry.

They are typically happy, well-rounded people. They easily accept challenges and are able to stay motivated and focused in the face of setbacks. They are able to set and achieve goals for themselves. They are positive and optimistic about themselves, the others around them, and their future.

Introvert VS extrovert test

http://www.nerdtests.com/mq/take.php?id=19

Extrovertedness: 55%

The Introvert-Extrovert Test
says that I'm Balanced

---

What does it mean?

You are fairly balanced in your introvert-extrovert personallity. You like going out, but like to have time to yourself as well. You typically have a few great friends, and many that you can hang around with.

Extroverts:
-have motives and actions that are directed outward.
-are more prone to action than contemplation.
-are typically very friendly to unknown people.
-feel empowered in social situations.

Introverts:
-have motives and actions that are directed inward.
-tend to be preoccupied with their own thoughts and feelings.
-minimize their contact with other people.

For: Extrovertedness

47% scored higher, and
44% scored lower.

The average Raw Score is: 10.9, your's was: 11.

Personalities Test

http://kisa.ca/personality/

Ta-dah, your personality type is ISTJ!

Introverted (I) 54%	Extraverted (E) 46%
Sensing (S) 55%	Intuitive (N) 45%
Thinking (T) 55%	Feeling (F) 45%
Judging (J) 68%	Perceiving (P) 32%

ISTJ personality http://www.personalitypage.com/ISTJ.html

Right Brain/ Left Brain Test

http://www.intelliscript.net/test_area/questionnaire/questionnaire.cgi

Right Brain/ Left Brain Quiz The higher of these two numbers below indicates which side of your brain has dominance in your life. Realising your right brain/left brain tendancy will help you interact with and to understand others. Left Brain Dominance: (9) Right Brain Dominance: (10) Right Brain/ Left Brain Quiz

The Right Brain

According to the left-brain, right-brain dominance theory, the right side of the brain is best at expressive and creative tasks. Some of the abilities that are popularly associated with the right side of the brain include:

• Recognizing faces
• Expressing emotions
• Music
• Reading emotions
• Color
• Images
• Intuition
• Creativity

The Left Brain

The left-side of the brain is considered to be adept at tasks that involve logic, language and analytical thinking. The left-brain is often described as being better at:

• Language
• Logic
• Critical thinking
• Numbers
• Reasoning

References:

http://psychology.about.com/od/cognitivepsychology/a/left-brain-right-brain.htm

Presentation 4: Case study: The forgotten Group Member

Case Questions:
1. Identify the five group development stages (forming, storming, norming, performing, adjourning) in the case.

Forming: Members are acquainted with each other. 
Professor Sandra divided class into groups of five people : Christine, Diane, Janet, Steve and Mike. Each group given group assignment that worth 30 percent of final grade with the task of analysing the seven-page case and come up with a written analysis. Interaction amongst them who have had no previous relations is facilitated through the first stage; where personal preferences and work schedules are exchanged, strengths and weaknesses made apparent and expectations clarified. The first group meeting held was used to recognize these necessities. Christine was elected "Team Coordinator" at the first meeting.

Storming:Group members frequently experience conflict with one another. 
Diane - quite & never volunteered suggestions but will give out high quality ideas when directly asked.
Mike - as clown in the group, he balked when Christine suggested to have meeting before the 8am class because of his favourite TV show.
Steve - business-like individual, he always wanting to ensure that every meeting should guided by an agenda, noting the tangible result achieved or not achieved at the end of meeting.
Janet - reliable, who would always have more for the group than was expected of her.
Christine - saw herself as meticulous and organized and as a person who tried to give her best in whatever she did.


Norming:A real sense of cohesion and teamwork.
Christine's group doesn't really have the teamwork as Mike missed almost all the meeting where Christine already tried to arrange a meeting for a time that suit all of the team members. The assignment progress might be delayed because of the part of Mike that haven't done. He didn't responsible for the work he suppose to do and give excuses when he missed the meeting.


Performing:Issues have been resolved and the group is ready to work.
When Christine grabbed something to eat at cafeteria, she saw her OB group and joined them. They have the light and enjoyable discussion when they met informally.
The written case was due on next week, all of them had done their designated section except Mike just handed in some rough handwritten notes. 

Adjourning:Group may cease to exist because they have met their goals. Concluding a group can create some apprehension - in effect, a minor crisis. 

Christine was empathized about Mike's problem as Mike could have creative ideas to raise up the assignment final marks which is peer evaluated. This is a group assignment where everyone has the responsibility to do their designated section and all of the members should have equal contribution to the work. They met their goal but Christine still wondered what should she do because of Mike, should she bring up Mike's problem to Miss Sandra or just letting it be. Christine was worried about the mark gave by Sandra depending on the group's opinion about the value of contribution of each member.


2. Identify and describe the causes of conflicts in the case.
There are few conflicts in the case:
- In the forming stage, Christine and her team members didn't know each other well. 
- She didn't assign the work to her team members and set a deadline to each of team so that the work can be done in a specific time.
- Mike always didn't turn up to the meeting and contribute his idea even though he has creative idea.
Causes of conflicts:
- Christine as the team coordinator didn't assign work to her team members .
-  Even Christine didn't know her group members well, she didn't take any action to improve it (tell Sandra about it).
- Christine didn't set clear expectations at the beginning.
- She just wants to get good grades for her course but not the team success.
- Christine didn't take any action when Mike didn't turn up in the meeting and done his work.


3. Suggest the approach to leadership best suitable for the case.
- The clue that the group is in 5th week of OB class, denotes that the team members should have been familiar with the principles of group development. If Christine (the designated leader) had followed these concepts, the team should have eventually transitioned to the performing stage very comfortably.
- The storming stage might be the hardest one to get through but if Christine had done a better job in helping the team transition through this stage by facilitating better communication, the team should have gone past this stage to the norming stage. In this phase they would have resolved their basic conflicts which actually caused problems in the later stages in this case. This would have helped the team greatly in going towards performing and adjourning stages rather easily as they would have been able to spend more time and energy on the actual task instead of processing human interaction problems. 
- Also, if Christine had identified the difference in personalities of the team members and that of Mike, she could have interacted little differently with Mike or could have given him a different role in order to leverage his capabilities and amusing attitude. 


Reference:
http://www.drexel.edu/oca/l/tipsheets/Group_Development.pdf 

Presentation 3

1. What are the important limitations of Mr. Gregor's Theory X Theory Y?
Theory X:
- Individuals who dislike work and tends to avoid it if possible.
- lack ambition
- dislike responsibility
- prefer to be led
- individuals who desire security
- Individuals must be coerced, controlled, directed, or threatened with punishment in order to get them to achieve organizational objectives.


Theory Y:
- consider effort at work as just like rest or play
- dislike work but depending on work conditions: work could be considered a source of satisfaction or punishment
- Individual who seek responsibility (if they're motivated)
- If a job is satisfying, then the result will be commitment to the organization.


Limitations:
- Theory X: Management approaches based on Theory X may fail to motivate employees to work toward organizational goals, especially if their physiological and safety needs are met, and their social, esteem, and self-actualization needs are more important.
Theory X employee might have the motivation or intelligence to be treated differently where the organization need to find certain people to motivate certain employee to work. 
- Theory Y: Theory Y is premised on the assumption that if we can create the right environment and support then people will perform well at the job, however, each individual person is different from the next and so creating an environment that's right for all is impossible in a practical sense. 
As we can see in Theory Y, people tend to seek responsibility if they're motivated and depending on the situation, it's hard to fulfil all employee's requirement at the same time.


2. What are the important limitations of Maslow Hierarchy of needs?
It is important to let the manager to know their employees' need individually because sometimes motivation is driven by the unsatisfied need. Maslow’s theory implies that managers cannot simply pursue a single all encompassing theory of management, such as scientific management or human relations theory, if they wish to maximise the performance of their workers.

Limitations:
- In reality, people didn't actually work one by one through these levels. They are much less structured in the way to satisfy their own needs.
- Different people with different cultural background and in different situations may have different hierarchies of needs.
- Different people will place different weightings on their needs, and will have different relationships between motivating factors and their needs. For example, some people may see money as merely fulfilling a security need, and will be happy to work to a certain level of wages and achievement. In contrast, some people may see their earning power as a key part of their self esteem, and will work harder and harder if they are given the opportunity for increasing financial rewards.
- There is also little evidence to support the argument that people focus on one need at once, and will often consider many needs when making a decision.
- It is also difficult for a manager to determine what need is driving an employee at any one time, particularly as employees’ needs will often be affected by external factors such as their family life and social life outside of work. 
- There is no empirical evidence to support Maslow’s hierarchy as applying to all people, and there is evidence to support a different order of needs in many circumstances. 


References:
http://www.12manage.com/methods_maslow_hierarchy_needs.html 

http://www.ukessays.com/mba/management/maslows-hierarchy-needs.php 

Presentation 2: Case Questions (Bob Knowlton)

1. Discuss the reasons why what happened happened.
Brief Introduction about what happened:
- Bob Knowlton, which is the leader for the photon lab that work successfully starts feeling insecure since Fester joining the company. Fester is very talented and expert in his job. When listening to the continuous praises from Dr. Jerrold and others about what had Fester done makes Knowlton feeling uncomfortable and threatened about losing his position. He later found a job in the same capacity with a more higher pay.
The reason why happened:
- Communication problem : In this case, Knowlton lacked of communication with others (head,Jerrold & his members). He hide his real thought and emotions especially towards what had done by Fester. And at the end, Jerrold also can't figure out why Knowlton resigned.
- Wrong assumptions: Knowlton misunderstood the intention of Jerrold and Fester where he thought his leading position will be taken over by Fester because of his brilliant and ability to handle a situation.
- Jealously: What Fester done had created jealously which Knowlton do not know how to react and deal with the situation.
- Fear: Knowlton felt that his leading position was threatened as Fester solved the old problems that their team struggled with. This cause him felt that his leadership and control of the team slowly taking over by Fester.
- Social Judgement: Value we place on the feeling of others and our general assumptions about why people work. In this case study, as we can see Fester just think of doing his work and solving the problem, he didn't think of what he had done will makes Knowlton felt uncomfortable. Fester called Knowlton 2 in the midnight to talk about the solution of the problem, he didn't think of that's the time for others to rest .


2. Consider the personalities involved, especially those of Knowlton and Fester, and the organizational characteristics.
Knowlton: 
- Introversion: He enjoyed quite and private time going over work by himself. He seldom voice out what he thinks/ opinions. He did not express his own emotions/ difficulties to others as he dislike conflict with the team members.
- Responsible: Knowlton has a strong sense of responsibility and duty. He takes his responsibility seriously and seldom say "no" when asked to do something. 
- He value harmony and cooperation, he more likely to be sensitive to other's feeling. He value to work as a team rather than do it alone.


Fester: 
- Extroversion: He went to meet Knowlton on his own. He always voice out/ present the solution on the problem of what Knowlton and the group unable to solve. 
- Idea people: People who see possibilities everywhere, Fester will get excited when he get solution and spread his idea to Knowlton even though it's 2am in the midnight.
- Fester is a fluent conversationalist, mentally quick and enjoy verbal sparring with others.


Dr. Jerrold:
- Good motivator: He told Knowlton that sky is the limit for a man that can produce. 
- Selfish: He didn't consider the effect/ feeling for putting Fester into Knowlton's group without communicating with Knowlton and his team.


Organizational characteristics:
This organization mainly lack of leadership training and informal communication emerge. Dr. Jerrold unable to communicate effectively about his goal especially with Knowlton. Knowlton also can't communicate openly with others. Through informal communication might have meaningful interpersonal relationship but it will cause conflict between each other on what is related to the job. 




3. Imagine yourself in the position of Dr. Jerrold at the end of the case, reflecting back over the events. Is there anything you could have done, on the basis of what you knew or could have known at the time, that would have led to a more favorable outcome? State your reasoning.
I think Dr.Jerrold should discuss with Knowlton and the team members about adding in Fester in solving their problems. He should place himself on Knowlton's position so that he can feel the uncomfortable as Knowlton doing well on his job and responsibility before Fester joined the company. Respect and consideration of feeling about others should be taken place and Jerrold should encourage their members to voice out their opinions. Jerrold should also involve all of them in organisation planning, decision making and problem solving so that it will makes everyone feel themselves as a part of the team. In conclusion, communication between each of the employees and employers is important so that it won't cause any hard feeling and uncomfortable feeling and will brings out harmony and everyone feel being value.

Presentation 1 : Strategic Organization Communication

Baby Boomers: Generation X, Generation Y

Introduction

1.What expectations does each of these generational groups have about life and about organizations?

      Baby boomers (1946-1964)
     Life
    -They believe employment is for life until they can retire.
    - Optimism
    -personal growth
    Organization
    - Like a flatter management structure, but still expect managers to be experts and leaders using their own knowledge and skills to provide direction.
    - Value freedom of expression, freedom of choice and don't like authoritarian management style.
    - Challenging work
    - to be "in charge"

    Generation X (1965-1980)
    Life
    - positive attitude
    - self-reliance
    - thinking globally
    Organization
    - They dislike rigid work requirements.
    -They value the freedom to set their own hours and to work flexible hours.
    - They change jobs if there are no opportunities for advancement.
    - They have clear goals and want to solve their own problems rather than having them managed by a supervisor.
    - They strive to find quicker more efficient ways of working so that there is more time for having fun.

    Generation Y (1981- 2000)
    - confidence
    - sociability
    - technological savy
    Organization
    - They strive for creative challenges, individual developments and significant careers.
    - Their mind-set is "don't waste my time expecting me to meet you at office."
    - With high expectations of self, they strive to work more quickly and better than other workers.
    - With high expectations of their bosses, they expect managers to be fair, equitable and active managers who are highly committed and have highly developed expertise.
    - Cyber training and web-based tutorials, and training schemes are regarded as more productive than customary lectures.

2.  What messages and experiences have contributed to those expectations?
Baby boomers : There are many stereotypes surrounding mature age workers - they are expensive , difficult to manage, won't learn new skills, resist change and aren't up to date with new technology. These generalities can make it difficult for mature age workers who are seeking new work or who aren't quite ready for retirement.

Generation X:They possess a different work ethic to the boomers - Gen X thrives on diversity, challenge, responsibility, honesty and creative input, compared to the boomers' preference for a more rigid, work-centric approach.

Generation Y: They expect workplaces to be flexible and are more likely to change employers than even Generation X's. They desire occupations with flexibility, telecommuting choices, with the ability to go part time. They are generally optimistic, highly social and rather moralistic.

3. Over what issues are the three groups likely to have conflicts? Why?
The three groups especially the younger generation will have poor opinions about the abilities of the older colleagues. Because of the difference in age, education and the rapid increase and development of technology. The younger generations tend to adapt to the new technology in their work but the baby boomers will tend to have difficulties to use those technological in their work.
- Baby Boomers still love snail-mail and love the ritual of copious 'information search and evaluation' before making a consumer decision. While most have computer and have embraced the internet and mobile phones, print to hard copy is usually required and they have not generally embraced social networking. 
- Xers are good investigators, utilising the internet as the primary tool. They rely heavy on the internet for research.
- Yers highly rely on social network websites to build their social networks. E-mail , laptops, netbooks,IPhones, Blackberrys and other expertise deviceds will assist Generation Y work remotely and stay engaged 24/7.

Discussion Questions
1.To which, if any, of the three generational group do you belong? ( Remember, if it’s the experiences you've had more than your age that influences generational membership)

      - Generation Y

2. How do your expectations and experiences correspond to theirs?
- I expect to connect to internet whenever and wherever I am.
- I don't like long hours work, love flexibility.
- I expect myself can work better than others.
- Highly relied on technological gadgets.
- I can work in a quick mode and learn new things fast.
- I don't like manager that without expertise and wasting my time to deal with them.
- I don't like traditional management style but it should be having flexibility.
- I expect to change work from time to time if the work doesn't meet my requirements.
- I expect creative and challenges working environment.
- My working place should surround with fun and creativity.

3. Over what issues are you likely to have conflict with the members of the three groups? Why?
- Communication style
Baby Boomers: They likes face-to-face interaction, they aren't up-to-date with the current technology style.
Gen X: They are slightly better than baby boomers communication style where they use hand phone to contact and email (less)
Gen Y: Me, prefer to communicate through platforms such as email, Instant messaging (IM), blogs and text messages rather than on the phone or face-to- face.


-Work ethic
Baby boomers: They willing to put long hours in office for their work (workaholics) and willing to stay in the same job at a longer period.
Gen X: They are career-oriented but place a strong emphasis on family time and strive for a good work-life balance. They enjoy freedom and autonomy - They work to live rather than live to work, which is often frowned upon as slack and difficult to manage by baby boomers, who prefer to do the long hours.
Gen Y (Me): Don't tend to stay on the same job very long. If can't have the opportunity to develop skills will tend to change another job/ seek for another new job.

4.  Are the strategies chosen by Generation Xers appropriate to the situations they face? Generation Yers?
Having the better understanding of others can make the working environment more productive.
- Generation X: Limit in-person meetings. Offer alternatives like conference calls, video and Web conferencing when collaboration is truly needed. For face-to-face meetings, stick to small productive groups and skip long planning sessions.
- Generation Y: Gen Y started online social networks. Think about how you can leverage them in the workplace to encourage team collaboration and knowledge sharing.
- As in the traditional firms, the managers still prefer paper work and face-to face communication to solve problem rather than what is expected from Gen X and Gen Y. Gen X and Gen Y depends on internet (especially Gen Y) , they will search on what is appropriate to the  situation they faced especially the communication with the baby boomers.

5. What effects are their strategies likely to have on their relationships with their supervisors in traditional firms? With their co-workers? With their subordinates? Why?
- The boomers (supervisors) do not like to work independently, and they expect to have meetings any time, any place
- Xers (co-workers) do not want to hear about the project outside of work
- Yers( subordinates) don't wan any meetings at all, they only communicate via technology gadgets.
-The 3 generational groups work together will tend to affect their relationship as they have 3 different working style. 
- Therefore, all of them need to show respect to each other as each of them having different growing environment. 
- In traditional firms, baby boomers often in senior positions, Xers in mid-management and young Yers in the junior entry-level positions. Often young graduates will be managing people older than them and senior managers will often supervise across a couple of generations.


Source:
-http://www.un.org/staffdevelopment/pdf/Designing%20Recruitment,%20Selection%20&%20Talent%20Management%20Model%20tailored%20to%20meet%20UNJSPF's%20Business%20Development%20Needs.pdf
-http://janderson99.hubpages.com/hub/Motivating-Managing-Retaining-Generation-X-and-Generation-Y-Employees
- http://www.businessweek.com/magazine/content/08_34/b4097063805619.htm
- http://www.fdu.edu/newspubs/magazine/05ws/generations.htm

Tutorial Question 2 ( Week 2)

1. Describe an organization that you know well. Identify message functions and the structure of the organization.
The organization that I worked before is Popular Holding Berhad (HQ). For the department I worked which is marketing department, their message function normally from the manager > assistant manager > admin assistant > data entry clerk.  Communication between each of the positions stated is important where it contribute more or less to the overall functioning of the organization. 
For instance, for the data entry clerk which have targeted data that required them to be done for a day. Therefore, the assistant manager need to inform them and get all the popular card to be done within the three months period so that the customer can get the original card.
For me. as the admin assistant sometimes when the customer complaint that I can't solve it personally I will discuss with the assistant manager so that the problem won't affect the image of the organization.


Structure of organization
Chairman: Mr. Chan Cheng Ngok
Executive Director: - Ms. Lim Lee Ngoh
                                  - Mr. Poon Chi Wai Ponch
Independent Director: - Mr. Vangatharaman Ramayah
                                      - Mrs. Lim Soon Tze


Source: http://www.popularworld.com/about/directors.html

2. Describe the culture of the same organization.
- having the equal treatment for all the employees (annual dinner).
- Equal opportunity for each of the employees to fully utilise their potential in the organization (Eg: for me from data entry clerk to admin assistant).
- respect for the employees' contribution to the organization (everyone has the responsibility and important in the organization).

3. Debate whether or not whether we should view communication as the fundamental organizational process.
I'm pretty sure that communication as the fundamental organizational process where communicate through different departments in an organization. For example, when an organization facing the financial crisis, communication between each other is the way of sharing opinions and solving problem. Also, through communication we can know a person well. It is important to know others behaviour especially who are in the higher position than ourself in the organization so we can use the suitable way to deal with the person to maintain the relationship between each other and keep the organization in a harmony way.


4. Which of three approaches (functional, meaning-centered, or emerging perspectives) to organizational communication do you think better describes organizations? Why?
I think is functional, as what I experienced before. I'm working in the marketing department. During the time to organize an event, all the related department will operate together for those event.
For instance,
- Human Resource department will tend to recruit staff/ security for the event.
- Marketing department itself will divided into two groups:
1. spread out the news in the website and specific location
2. doing with the poster, banner (creativity)
- Finance department will take care on the budget for the event and publicity materials.


5. Describe a circumstance you have observed when organizational communication influenced effectiveness.
Communication helps individuals and groups coordinate activities to achieve goals, and it's vital in socialization, decision making, problem-solving and change-management processes. As what I'm having in my previous work experience, as a data entry clerk I need to committed certain amount of data to be key in to the computer (goal) ,and this criteria was being mentioned  during my interview session and when I first joined the company for training. It is important to achieve everyday goal so won't affect the following process that the company need to make. My assistant manager always talk to me and the other data entry clerk that every data that we key in is important, this makes us feel we are being value and therefore the everyday outcome is high. 


Source: http://www.au.af.mil/au/awc/awcgate/doe/benchmark/ch13.pdf

First Tutorial Question ( Week 1)

• What unusual communication demands are placed on the "competent communicator" now that we are living in the information society?

- the invention of such technological gadgets ( smart phones, I phones etc) , the ability to adapt into it and used it anytime and anywhere.

- the ability to adapt on the fast growing pace of internet (emails) and social networking site (Facebook, Twitter).

- the ability to prepare and present ideas with the current technology either in slideshow or video clips, it will leads to more interactive compare to the black & white proposal.

- keep us up-to-date with the current issues or news through the use of current technology gadgets 

• How will you, as a "competent communicator" use each of the four components of competency ( knowledge, sensitivity, skills and values) in your personal and professional life?

 Knowledge
- no matter in personal or professional life we should know what to do and when it will work and wont.
- for instance in professional life , we should have understanding thing that acquired through learning especially when we are new in the company.
- the information that related to the job performance  (eg: the policies of company, time, place, goal (personal/ to help others)) we have to know how to be able to perform our job.
- Sometimes, the knowledge of other person which consider the personality and how they will react is also important in personal and professional life.
Sensitivity
- ability to feel and experience another person's situation.
- sensitive on what or issue that shouldn't say when dealing with different type of people.
- think of others that experience things differently and doesn't respond in the same manner as we do.
- try to understand.
Skills
- do a great deal of planning and thinking
- construct variety of frameworks when viewing an issue.
- the communication skills with others (verbal/ non-verbal) or during presentation so that the message can be sent effectively and will not cause any misunderstanding.
Values
- as we grew up with different cultures, so we have different sets of values.
- understand we act differently based on the judgement of values.

• Think of a person you consider to be a " competent communicator" and describe how he or she demonstrates the four components of competency (knowledge, sensitivity, skills and values).

I think Ma Ying-jeou, the president of republic of China, Taiwan consider as the competent communicator.

In the way he handle situation, he always emphasized of win-win situation to both parties so that can maintain good relationship between each other. I think one should have certain amount of knowledge so that he can lead the country and maintain good relationship with the leader of other country as well.


During the economic crisis happened few year before, President Ma also confidently mentioned that the crisis have the potential to retrieve because of the people’s vital principle more than his own leadership (Tso, 2009).


His sensitivity towards the young generation at Taiwan where education is important for them that can lead to a better future for Taiwan although he was not born at Taiwan.


He had a lot of experience on administrative before he elected as President. He practised how to serve people where he was public servant as his first job in the position of deputy director of Presidential Office's first division. Most of the job he worked was related to Presidential Office where he gave chance for him to practice his administrative skills. 


His communication skills where the he not only gave speech on certain issue but also he own as a role model to the public. 
He act as peacemaker that practiced three “No’s” policy as all the people in Taiwan wish to have a peace country.


The value "empathy" that he practised where he mentioned that the aim of every project is to make sure that it is carried out properly rather than wasting money of the citizen.
 He practised the value of leading and defence Taiwan with his ability 

Communication in the workplace

About myself :

I used to have other blog to write everything that related to my daily life but I didn't update for a few months. It is because I'm lazy to sit in front of the laptop and write blog. I'm more addicted to update   everything in Facebook so that I can share my personal thing to all my friends.

About myself, I have nothing much to say about myself.

I'm Pui Yee, currently having my second year for bachelor of media studies in Help University.

I live on my own life, doesn't bother what others say about me. I am who I am.

My interests:

- watching movie

- Hang out with my friends

- Listen songs while reading

- Facebook -ing

My Dream:

After some description about myself, it's time to talk about my dream. I always believed that everyone has dream that wish to achieve in the future. Although sometimes I think that dream is far away from me but because of dream, it can encourage and motivate myself to move on my life to a better future. Because I'm from an average family, sometimes when I wish to buy something that I want that the price is over than thousand, I need to reconsider for many times whether it is compulsory for me to buy or I should say whether it's worth to buy. Therefore, I wish I can becomes wealthy enough to buy what I need and want, bring my parents to travel around the world, help others that is needed for help. It might seems unrealistic but who knows, maybe in the future I have the chance to achieve my dream.

My Aspirations

Of course, be a media people where I can deal with all the famous celebrities and get to know more about media. Or else, as a public relation running event management no matter is in local or oversea that can get to know and meeting more people all around the world.