Glossary
Title
I have given some of the most important terminology of the study below.
• Abstraction
• Actual behavior
• Activity
• Administration
• Alignment
• Alliance
• Attribute Information
• Assessment
• Base class
• Belief
• Budget
• Category
• Checklist
• Class
• Complacency
• Confusion
• Consensual Process
• Control
• Corrective Action
• Creativity and Innovation Reinforcement
• Crisis
• Cultural
• Database Management Systems
• Decomposition
• Derived class
• Development Program
• Dialectical Process
• Disorder
• Emotional
• Encapsulation
• Environmental
• Environment Knowledge
• Examination
• Financial
• Form
• Functional
• Goal
• Identity
• Ignorance
• Influence
• Influencing Style
• Inheritance
• Instances
• Integration
• Intellectual Development
• Interaction Reinforcement
• Interior life
• Interpersonal interactions
• Intrapersonal interactions
• Issue
• Joint Improvement Action Reinforcement
• Knowledge Management tool
• Learning Activity Reinforcement
• Management
• Metal
• Mission
• Modulation
• Moral
• Negative reinforcement
• Network
• Nonconformance
• Objective
• Occupational
• Organization
• Pattern
• Personal
• Physical
• Physical Development
• Planning
• Policy
• Political
• Polymorphism
• Positive reinforcement
• Practice Generalization
• Practitioner
• Procedure
• Process
• Professional
• Professional Development
• Program
• Proper planning
• Property
• Purpose
• Quality
• Quality Assurance
• Quality Control
• Quality Criteria
• Quality Improvement
• Quality Management
• Quality Plan
• Quality Process
• Quality Record
• Quality Statement
• Quality Workflow
• Reinforcement
• Relational
• Reliability
• Resources
• Role
• Role and Responsibility
• Small group interactions
• Social
• Spiritual
• Stability
• Statement
• Stepwise Development
• Strategic
• Strategic Planning
• Strategic reinforcement
• Strategy
• Strategy Resource
• Tactics
• Technical
• Technology-Based Tool
• Template
• Testing
• Time
• Type
• Undertaking
• User Guide
• Validation
• Validity
• Value identification
• Values
• Verification
• Vision
• Work
Definition of Terms
Abstraction in this context is a result of drawing an analogy between and/or removing certain features of practices allowing concentration on the features they do share, so that the person can see the commonality - an analogy is stronger when the two objects compared have a greater number of significant points in common and weaker when they have a greater number of significant points of difference. That is, the result separates what’s important from what’s not from practices and leads the person to discover the fundamental relations at work and adopt the interested characteristics to affect the purpose of the assumed practice.
Actual Behavior in this context is an act of the moral, religious, social, scientific, commercial, and economic relations of any particular person.
Activity in this context is what a person is doing to carry out an indicated task specifying specific results.
Administration in this context is a work activity relating to managing and supervising assets and/or information. It is an ability to direct, couch, decide, assist, support, delegate, provide, maintain, monitor, update, and/or budget their operations, programs, mundane tasks, and/or quality data.
Alignment in this context is a results wherein a practice is directed to support another practice. That is, the practice is in accordance with balancing another practice.
Alliance in this context is an environment that models the assumed practice with political stability and reliable security needed against unpleasant conditions. It helps a person to build relationship and interdependence with others to achieve results.
Assessment is a process of gathering information about the circumstances that influence an individual’s behavior. The process helps in determining what is triggering the behavior, what is maintaining (or reinforcing) the behavior as well as identifying the context of the behavior. It setup, help, and support self-managed teams mature in their workplace adapted to meet the needs of their own unique situation.
Attribute Information in this context is a database containing our personal, programmatic, and work practice activities subdivided into manageable files in which we can change and evolve in our practices. It is a kind of setting that holds a great deal of promise, for it can conceivably lighten difficult tasks into the realm of possibilities; it never decreases; and it always increases with use. Another, it is constantly updated throughout the lifetime of Quoth as knowledge requirements change. It has to be created with goals.
Base class in this context is a type of class that can be inherited. Typically, it contains the common and general attributes of the assumed practice.
Belief in this context is inherent goodness that shapes, engenders, and operates the driving mental model of strategy.
Budget is a statement of expected result expressed in numerical terms. It may be referred to us as a “numberized” program.
Category in this context is an object of a sentence that receives the action, task, and/or activity performed by a person.
Class in this context is a strategy set that shares common human attitude, program, and functionality. It is usually interchangeable with type, but slightly different in concept in that the classification of human attitude, program, and functionality is emphasized.
Checklist in this context is an enumeration of tasks to be taken or used as a prompt to help ensure consistency and completeness in carrying out the enumerated tasks.
Class in this context is a practice set of other practices that shares common programs and functionalities.
Complacency in this context is a feeling that one is satisfied with oneself’s knowledge.
Confusion in this context is a mental state characterized by a lack of clear and orderly thought and behavior.
Consensual process means processes which first identify agreement, and build on that agreement[01].
Control in this context is an exercise of authority or power of a person to handle, discipline, command, direct, determine,influence, manipulate, limiting, cause, or enhance the procedures and/or actions in order to achieve the expected results. It regulates and manages the conditions of an operation to maintain compliance with established criteria.
Corrective Action in this context describes the procedures for taking corrective actions for the problems encountered during project execution.
Creativity and Innovation Reinforcement in this context is an act that encourages and supports a person to generate, create, build, develop, introduce, convert, refine, think, originate, learn, work, put into practice, and/or use a new management practice, product, devise, service, Strategy, method, process-way of doing things, change management process, expertise, knowledge, partnerships, leadership style, appropriate or required direction, and/or idea for improving efficiency and effectiveness advantage.
Key drivers of creativity and innovation’s successful implementation:
- Drive organization to create and innovate through the accumulation, application, and acquisition of knowledge. This facilitates the achievement of organizational goals.
- Drive organization to create and innovate through constant state of learning - both from past successes and failures and from new techniques, technologies and management approaches - for improvement and enlightenment.
- Drive organization to create and innovate through partnerships development.
- Drive organization to create and innovate through diversity of expertise and knowledge improvement.
- Drive organization to create and innovate through empowerment of staff.
- Drive organization to create and innovate through visionary Leadership.
- Drive organization to create and innovate through the effectiveness of the change management process.
- Drive organization to create and innovate through Evolution (when it is appropriate to implement incremental change) or Revolution (when something more radical is required to move the organisation towards sustainability) change.
Crisis is any situation in which anxiety and confusion in making the right choice[02].
Cultural in this context refers to culture, a pattern of human activity and the symbolic structures that give such activity significance.
Database Management Systems in this context refers to a system that helps maintain an orderly and systematic way of record keeping.
Decomposition in this context is a process of breaking a complex practice into parts. Each of which represents some class or practice from other practices.
Derived class in this context is a type of class that inherits some of its characteristics from a base class of an assumed practice. It contains the specific properties of the class.
Development Program in this context refers to a learning process that allows a person to understand and enhance his/her knowledge, skills, and abilities to build discipline expertise, enhance personal growth, and/or contribute to organisation development in meeting the needs of a given situation and/or adapting to the operational changes.
Dialectical process means processes which craft agreement out of disagreement. The disagreements often play an important role in identifying misunderstanding[01].
Disorder in this context is a condition that requires organization of patterns.
Emotional in this context refers to emotional intelligence, an ability, capacity, or skill to perceive, assess, and manage the emotions of one’s self, of others, and of groups.
Encapsulation in this context is a process of compartmentalizing the elements of an abstraction that constitute its programs and functionalities. It is the result or act of packaging practices and resources together. It allows certain creation of classes.
Environmental in this context refers to environmentalism, a concern for the preservation, restoration, or improvement of the natural environment, such as the conservation of natural resources, prevention of pollution, and certain land use actions.
Environment Knowledge in this context is needed to cope with the unexpected changes in the global market or industry.
Examination in this context is a result of questioning the value of the practice, that is, the purpose to be accomplished or served; questioning the means of the practice to achieve the purpose; and questioning the different definitions used in the practice. It is used to challenge the practice. The intent is not to knock the practice down, but to test or see how far the practice would apply. It helps us to bring the unexpressed practice to light; make practice distinctions; see the structure of a controversy and organize our thoughts better for knowing and decision making; and understand, support, or reject the practice.
Financial in this context refers to activity of finance, an application of a set of techniques that individuals, businesses, and organizations use to manage and control their financial affairs, particularly the differences between income and expenditure and the risks of their investments.
Form in this context serves to tell us what to do, a necessary means to accomplish an end. It is the backbone of any viewpoint about what ought to be done. It is operated subjectively and objectively to produce certain outcome on a certain setting and situation to support a conclusion (end), the premise. Subjective arises because it is invested by our meaning. Objective arises because it is tested against a certain setting and situation through our action, the tasks and/or activities.
Functional in this context is an action of a person required or assumed or assigned or expected to perform on a given situation. It is a processes by which knowledge, expertise, and/or learning are acquired and/or at work. These include understanding, reasoning, reviewing, analysing, assessing, organizing, communicating, interpreting, and/or problem-solving.
Goal in this context is a general statement that must be reached, if it is to accomplish a mission. In addition, reaching a strategic goal involves accomplishing a set of objectives along the way — in that sense, an objective is still a goal, but on a smaller scale. Furthermore, it should be sharp, clear focus to address major issues facing a person.
Identity is the overall view we have of ourselves. It is the sense of who we believe we are. It is something which we must work for to achieve. Its development relies on how we handle life’s many situations[03].
Stages of Identity Developments
• Carefree stage - Stage in which a person has not learn to make choices since he has not experienced any crisis yet.
• They are right stage - Stage wherein a person accepts all the values and choices made by other people as his own.
• Questioning the value stage - Here a person finds it hard to make personal decisions and choices during period of crisis. He must test his values and behavior to know what among them should be adapted or avoided.
• The resolved stage - The final stage, which a person has resolved his doubts about his values and choices. He now has his own behavior patterns and values that identify his person.
Ignorance in this context is a status of mind that shows a lack of necessary knowledge (learning and understanding) over one need and that one need depends on what needs that person has for knowledge.
Influence in this context is an ability of a person to affect another behavior, attitude, or belief. It is induced into action to give direction to, mold, persuade, and/or educate others.
Influencing Style in this context is an ability of a person to affect another behavior, attitude, or belief. It is induced into action to mold, persuade, and/or educate others.
Inheritance in this context is an action by which an assumed practice “inherits” the characteristics of another practices.
Instances are cases, examples, or occurrence of class.
Integration in this context is a result of proceeding in an order governed by pattern interdependencies and wholeness of purpose. It has a focus departmental and individual purposes that unites, utilizes, and aligns assumed Practice in the fundamental structure and natural processes of operation; makes clear priorities; and eliminates guessing about next move to achieve results.
Intellectual Development in this context is needed in developing one’s ability to learn and to apply what have been learned into practical use.
Interaction Reinforcement in this context is a act that support behavior, response, and/or performance improvement.
Interior life - God wants us to be holy. Each christian must try to sanctify himself in his place within the church of Christ. By believing in God, the faith and trust that a person puts in God are the best insurance he has of finding true peace, joy, and contentment in the midst of numerous hardships and problems.
Interpersonal interactions - empathy (do I follow-through on my commitments to others; do I follow-up with others on their commitments to me) - involved the ability to deal effectively with other people.
Intrapersonal interactions - values (how do I learn from my mistakes; can I change my reactions to situations the second or third time I experience them)
Issue in this context is the questions in a controversy that must be settled if we are to come to a justified conclusion. They are often raised when two arguments contradict one another. Or they may be raised when one argument is presented and one of its premises is challenged “Committee for the Fourth R” - A Handbook on Reasoned Discussion.
Joint Improvement Action Reinforcement in this context is a act that support operational improvement.
Knowledge Management tool[04] in this context is an application designed for strategic planning that helps organization and its people improved their planning methods and approaches to be more effective and efficient in their role with the following operational characteristics:
- Connection - We get better understanding of our practice by connecting it with other practices of similar understanding.
- Character - It guides our behavior by taking advantage from others with proper attribution.
- Teacher - It teaches us humility for our practice obeys when we breathe. To breathe means to implement practice with the here and now in order to persevere.
Moreover, the exercise of the application will lead us knowing where we want to go with direction to guide us. The more we work with the application, the more it will improve the quality of our practice. When we have learned to use the application in anywhere, things that once promote instability and foster inefficiency will be refined for innovation, change, or stability.
In this procedure, as in all progress in the practice, it is most important to persevere. We must have the desire to improve the quality of our practice. We must energize whatever is our focus on this desire. We must satisfy not merely in the state of the effect. We must continually bestir ourselves to realize that it is possible to make that happen. We must renew this desire again and again, because once we lose sight, we shall start to fill our minds with differences and fear.
Learning Activity Reinforcement in this context is a support that adds strength to improve behavior, response, and/or performance.
Management refers to the efficient and effective use of resources to accomplish an overall objective.
Mental in this context refers to the collective aspects of intellect and consciousness which are manifest in some combination of thought, perception, emotion, will and imagination to make a choice, reflect on values, solve problems, etc.
Mission in this context is a brief written description of the purpose of a person. It describes who, what, how, and why that person is intended to engage in making and accomplishing it to happen.
Modulation in this context is a result of deviding assumed practice into a careful set of classes and interwoven with synthesis in a mainly top-down fashion. It provides a systematic and transparent inventory and a framework for evaluation and refinement of assumed practice information.
Moral in this context refers to moral values, a thing held to be right or wrong or desirable or undesirable. It is having a correct, honorable, and conscientious state of mind and attitude on acknowledging the right of others.
Negative reinforcement in this context describes that process by which behavior that leads to the removal of an unpleasant event strengthens that behavior.
Network in this context is an environment that models the assumed practice with legitimate responsibility relationships and interdependence. It helps a person to organize line and staff relationships to think in innovative terms and complementing others in achieving results.
Nonconformance in this context defines the procedures to handle any type of nonconformance work.
Objective in this context helps a person focus work effort directly to the undertaking involved. Typically, it involves specifying expected results and indicating endpoints of what is to be done.
Occupational in this context refers to occupation, a principal activity (job, employment, or calling) that earns money (regular wage or salary) for a person.
Organization in this context is a process of identifying and grouping the work of individuals with a common goal, bound together by a set of authority-responsibility relationships.
Pattern in this context presents consistent detail and describes sets of relation among them.
Personal in this context refers to interests or goals, a state of affairs or a state of a concrete activity domain which a person is going/tends to improve, achieve, and/or obtain.
Physical in this context involves the use of the physical body in achieving goals.
Physical Development in this context is needed to develop physical competence and expression. It is very important that an individual maintains a strong and healthy body and mind in order to equip him in his work.
Planning in this context is an activity devoted to clearly identifying, defining, and determining definite courses of action necessary to achieve predetermined goals and/or objectives. It is a process of deciding in advance what to do, how to do it, when to do it, and who is to do it. This includes considering, gathering, verifying, evaluating, preparing, and/or simplifying other documents to anticipate future problems, concerns and/or issues, such as: Alternative courses of action, selected strategies, analysis, status of readiness and all resources, report, program, risk, policies, direction, procedures, activities, etc.
Policy in this context is a general statements or understanding, which help clarify practices by guiding or channeling thinking and action in decision-making. That is, it defines an area within which a decision is to be made and ensure that the decision will be consistent with, and contribute to, an objective. In addition, it should be clear and concise with high degree of permanency. Usually, it prevents morale problems, complaints, and grievances before they arise.
Political in this context refers to politician, a person who influences the way a society is governed through an understanding of political power and group dynamics. It shapes the collective viewpoints by being opinionated, results-orientated, high in influence, building alliances, guiding others, being power conscious and persuasive.
Polymorphism in this context is the ability of different people to respond, each in its own way, to an identical practice. It allows class to be used by different people.
Positive reinforcement in this context refers to the process in which certain consequences of behavior increase the probability that the behavior will occur again. For example, if one receives attention for complaints of being sick, then complains of illness more often, the attention would be considered a positive reinforcer of the illness complaints.
Practice generalization in this context is a process that we carry in our minds with a certain purpose (value premise of certain setting and situation) and form (it concerns our steps, procedures, processes, ways, means, pattern, structure, or reasons) necessary to accomplish the end cited in the value premise. Usually the process starts to take shapes when a person reflected and thought about a practice.
Practitioner in this context is the initiator or acceptor of practice who maintains the information in the application up-to-date at all times, characteristically as follows:
- Individual - A person who works with himself to develop his own identity and hold within himself the seeds of his spiritual, moral, physical, metal, emotional, personal, relational, occupational, professional, cultural, environmental, social, financial, political, and/or reinforcement needs and goals. He is active to achieve these aims.
- Group - A number of individuals working together for responsibility relationships and interdependence.
- Management - A person in charge in accomplishing an overall objective.
- Organization - A group of individuals with a common goal, bound together by a set of authority - responsibility relationships.
Moreover, a practitioner should participate, cooperate, and involve in the forum. He will be a great help with the following purposes:
• To learn and understand what is going on in the forum.
• To find our where practice is working or not.
• To Point out certain practice that have proven unworkable or that is unnecessary and should be edited or deleted.
• To recommend new statement for attaining greater and more job satisfaction.
Procedure is a plan that establishes a required method in handling activities. They are guides to action and detail the exact manner in which a certain activity must be accomplished.
Process in this context is a group of logically related decisions and activities significant to the person involved.
Professional in this context refers to a person in a profession, a certain types of skilled work requiring formal training/education, or in sports a sportsman/sportwoman doing sports for payment. It is a worker required to possess a large body of knowledge derived from extensive academic study (usually tertiary), with the training almost always formalized.
Professional Development in this context is a learning process that allows a person to understand and enhance his/her knowledge, skills, and abilities to build discipline expertise, enhance personal growth, and contribute to organisation development in meeting the needs of a given situation and/or adapting to the operational changes.
A program is a complex of objectives, procedures, policies, rules, task assignment, resources, and other elements necessary to carry out a given course of action. Typically, it involves determining and defining why are we doing this. Ordinarily, it is supported by budget.
Proper planning simplifies the task of a person. It also increases the effective utilization of available resources including time.
Property in this context is an attribute of practice, which reflects its programs and functionalities.
Purpose in this context is the value premise of an assumed practice that must realize first by a person to take steps in working with possible competence to achieve results. It is perceived while a person is contemplating to a “why” question. The answer to the “why” question is to accomplish the end cited in the value premise. Moreover, it provides direction and helps the person to put the assumed practice into order when old practices is confronted by pattern of base (unstable); disruptive program and functionality; and rough period (increase complaining) condition that initiates a weak, divided, distracted, shaky, and/or inadequacy problems that could remove the person to focus on needed direction, development momentum and wholeness, and/or correlation with others. It is required to serve as a bridge in achieving aspirations.
Quality in this context shows the significance of order. Moreover, it can mean different things in different environments and on the outputs the project is being created. In some cases, it means achieving specified goals within specified time and resource constraints. In other cases, it means meeting, achieving, or exceeding the highest possible degree of customer satisfaction at the lowest overall cost with increased efficiency to the organization. In still cases, it means achieving the highest possible degree of work, product, service, and/or process excellence. Yet, it is generally related to an important attribute in works, products, services, and/or processes.
Quality Assurance in this context is a systematic activities used and implemented within the quality plan of an organization to measure, monitor, and achieve the integrity and effectiveness of work, product, service, and/or process that demonstrate a level of confidence (the state of being certain or the act of making certain) in maintaining and delivering the acceptable quality, desired outcome, and completeness and correctness of the end results based on organization established criteria, wide standards, and requirements accurately.
Quality Control in this context is the implementation of the quality program used and implemented within the quality plan of an organization to examine work, product, service, and/or process that demonstrate a level of quality in complying with the ongoing customer specifications and/or requirements in a sustainable manner.
Quality Criteria in this context is based upon a framework in which organization and/or quality manager can:
- specify the quality requirements and implement and/or make claims about the quality attributes of the products, services, and/or processes;
- decide how much focus one must put on the quality of the project and how much on the quality of the deliverables; and
- specify the quality criteria against which the quality of the output will be measured (e.g. fitness for purpose, best practice for processes, adherence to a specific standard or specification, usability, accessibility, validity, etc).
Moreover, quality criteria provides assurance that the process of specification, implementation, and evaluation of product, services, and/or processes has been conducted in a rigorous and standard manner.
Quality Improvement in this context captures statistics, lessons learned, and What goes wrong (problem) around quality implemented within the quality plan of an organization to examine approaches and methods of quality management and techniques that demonstrate a level of reliability in driving, reinforcing, improving, and achieving continually the success and efficiency and cost effectiveness of work, product, service, and/or process.
Moreover, any improvement (change) takes time to implement, gain acceptance, and stabilize as accepted practice. Improvement must allow pauses between implementing new changes so that the change is stabilized and assessed as a real improvement, before the next improvement is made (hence continual improvement, not continuous improvement).
Furthermore, improvements that change the culture take longer as they have to overcome greater resistance to change.
Further, improvement is easier and often more effective to work within the existing cultural boundaries and make small improvements than to make major transformational changes. Transformational change works best when an organization faces a crisis and needs to make major changes in order to survive.
Well organized quality improvement programs take all factors into account when selecting the quality improvement methods.
Quality management in this context is a method that ensures all the activities necessary to design, develop, and implement work, product, service, and/or process are effective and efficient with respect to the application of quality management system and its performance.
Quality management can be considered to have three main components:
- Quality Control
- Quality Assurance
- Quality Improvement
Moreover, quality management focuses not only on product quality, but also the reliability, maintainability, and safety of the means to achieve it.
Quality plan in this context is a critical plan that establishes what quality means to the project, enables quality manager to agree on a set of quality goals and targets with his/her project sponsor and client, shows how and when it will achieve the quality goals and targets, and shows the quality processes it will put in place. Moreover, it describes what needs to be done and who should do it. That is, it identifies responsibilities, accountabilities, and relationships of those participating in the quality process.
Quality plan generally consists of the following sections:
- Quality Statement
- Quality Process
- Quality Criteria
Quality Process is designed, managed, and improved in order to support an entire work, product, and service life cycle, improve quality of works, products, services, and/or processes; and satisfy and increase value for the project sponsor and client. Usually it matches the specific project requirements and the project sponsor and client’s needs. The QA team must develop advanced skills in managing and improving the quality processes. By reason of, these quality processes will have a strong impact on their reputation, profile, and standing - credibility with project sponsor and client. This impact will also contribute to their image in terms of its capacity to implement quality policies.
Quality process is divided into three sub-sections.
- Quality Program
- Quality Review
- Quality Workflow
Quality Record in this context describes the procedures for maintaining the quality records (metrics, variance reports, executed checklists etc) during project execution as well as after the project completion.
Quality Statement in this context is a statement used to provide project sponsor and client with the necessary level of quality requirements in works, products, services, and/or processes. It centres on issues and/or concerns relating to the functionality (suitability, accuracy, interoperability, security), reliability (maturity, fault tolerance, recoverability), usability (understandability, learnability, operability), efficiency (time behavior, resource utilization), maintainability (analyzability, changeability, stability, testability), and portability (adaptability, installability, conformance, replaceability) of works, products, services, and/or processes (1).
Examples include:
- Adherence to standards
- Bugs per lines of code
- Number of reported problems
- Size of variances in schedule, budget cost
- Cost of rework
- Client sign-off
- Client satisfaction ratings
- Amount of follow-on business
Quality Workflow in this context describes the repeatable pattern of quality activity enabled by a systematic organization of resources, defined roles and responsibilities, and information flows into a quality process. Moreover, it helps the systematic organization to evaluate the efficiency of the flow route in increasing discrete control of uniquely identified business attributes and rules and reducing potential low efficiency drivers.
Reinforcement in this context refers to an act and/or a support that strengthen approved behavior, response, and/or performance; and/or any change demonstrating increases in behavior and/or another measure of its strength. It can be the presentation of a reward or removal of something unpleasant. Example: Development Program
Relational in this context refers to position relating to others and the world, a development of the Self-Unself (SU), the Self-Others (SO), and the Self-World (SW).
Reliability in this context refers to the consistency, stability, and dependability of practice.
Resources in this context include the people, materials, technologies, money, etc., required to implement the strategies. The costs of these resources are often depicted in the form of a budget.
Role in this context is a character of a person that portrays a behavior and/or function appropriate in a given strategic position. It is assigned to or required or assumed or expected of a person to perform and/or develop based on a given situation and/or purpose.
Role and responsibility in this context is what a person is doing to carry out an indicated job specifying specific results.
Small group interactions - measurements or metrics (do I help define and use measurement metrics and procedures to track progress; can I establish plans that bring multiple sub-groups together toward common goals) - needed to effectively deal with small group like families, teams, committees, and other class groups.
Social in this context refers to relations between people (social relations), but more specifically a relation between individuals insofar as they belong to a group, a relation between groups of people, or a relation between an individual and a group of people. It is an ability of a person to interact effectively with others. It involves the skill of communication and good public relations regulated by social norms, between two or more people, with each having a social position and performing a social role.
Spiritual in this context refers to spirituality, a concern with matters of the spirit. Moreover, spirituality is man’s attitude and actions based on his relationship with God and in accordance with his faith. This is a condition wherein man does not wish to offend God by doing wrong to himself and to other people. He tries avoiding unkind and unjust actions towards other people.
Stability in this context is a condition that holds the behavior in place both within an individual, group, management, and organization.
Statement in this context is information that contains details, explanation, reasoning conceived and stated for communication - the company and its people obtain information this way, characteristically as follows:
- It should be clear, concise, and up-to-date.
• It should promote consistency and credibility.
• It should be harmonious in content and intent.
• It should have a common objectives and purposes.
• It should reinforce the intent as well as the practical understanding of the information.
• It should be developed in a substantially briefer format with more of a summary description.
• It should be screened for proper words and phrases. Thus, it is recommended that the information in the application be carefully reviewed and refined.
Stepwise development in this context is a result of constructing more patterns in focusing and strengthening operational direction. It helps a person to initiate cooperation and collaboration with others.
Strategic - Thinking strategically thus means being clear about the objectives, being aware of the resources, and being inform and consciously responsive to changes in the environment.
Strategic planning in this context refers to a tool used by a person for effective management. It is a general course of action conceived and stated in such a way as to give a person a unified direction in striving and accomplishing his goal. It also shapes, leads, and guides him not to lose sight of where he is going and why that he is going there for a purpose.
Moreover, strategic planning is an ongoing process that defines ongoing change. Thus, it needs discipline because it calls for a certain order, form, and pattern for a person to stay and keep focus responding to a given situation. By assessing how this situation is shifting and will shift, determined by analyzing strengths, weaknesses, opportunities, and threats, a person takes personal decision to manage, as well as plan, in responding to these shifts more efficiently and effectively.
While a person involves in determining and deciding what he is going to do, why he is going to do it, and how he will do it systematically to achieve his goal, he communicates to others a clear and complete picture of the situation without withholding of negative information.
Strategic reinforcement in this context is a support that strengthens strategy or plan of action to achieve specific results. It is a consideration that is desirable and responsive to the needs of a given situation and/or to the operational changes.
Strategy in this context refers to perspective, a view one feels, reflects, thinks, or takes on matters, and purpose, direction, decision, and action stemming from this view. Generally, it is about relationships between ends and means, the determination of objectives, the adoption of the course and implementation of actions, and the allocation of resources necessary to achieve results.
Categories
• Personal strategy outlines the pl