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  2. How to Hire for Soft Skills - AOL

    www.aol.com/hire-soft-skills-050000939.html

    Examples include communication, empathy, adaptability, problem-solving, and leadership. Many soft skills can be measured and improved: Leadership and communication are two skills that are less ...

  3. 12 Traits Of Valuable Employees - AOL

    www.aol.com/news/2013-07-31-traits-valuable...

    For example, if you want to move into a managerial role, even if you didn't get selected to be part of a cohort to train as managers this quarter, think of ways to improve your chances for next time.

  4. Workplace relationship - Wikipedia

    en.wikipedia.org/wiki/Workplace_relationship

    An example behavior of employees in a sexual relationship is online sexual activity (OSA) because of opportunity. That chance may satisfy sexual distress, boredom, or many other reasons. [ 15 ] Combination partnerships are a combination of both sexual and romantic relations between both of the individuals.

  5. Personality–job fit theory - Wikipedia

    en.wikipedia.org/wiki/Personality–job_fit_theory

    For example, a worker who is more efficient working as an individual, rather than in a team, will have a higher P-O fit for a workplace that stresses individual tasks (such as accountancy). [1] By matching the right personality with the right job, company workers can achieve a better synergy and avoid pitfalls such as high turnover and low job ...

  6. Soft skills - Wikipedia

    en.wikipedia.org/wiki/Soft_skills

    The term "soft skills" was created by the U.S. Army in the late 1960s. It refers to any skill that does not employ the use of machinery. The military realized that many important activities were included within this category, and in fact, the social skills necessary to lead groups, motivate soldiers, and win wars were encompassed by skills they had not yet catalogued or fully studied.

  7. Fiedler contingency model - Wikipedia

    en.wikipedia.org/wiki/Fiedler_contingency_model

    A high LPC score suggests that the leader has a "human relations orientation", while a low LPC score indicates a "task orientation". Fiedler assumes that everybody's least preferred coworker in fact is on average about equally unpleasant, but people who are relationship-motivated tend to describe their least preferred coworkers in a more positive manner, e.g., more pleasant and more efficient.

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