Adolescent Delinquency And Conduct Disorder - 1677 Words

Adolescence is a transitional stage of physical and psychological human development that generally occurs during the period from puberty to legal adulthood. (Wikipedia, the free encyclopedia, p. 3) Aggression is defined as a forceful action or procedure especially when intended to dominate or master. (Merriam Webster Dictionary) Aggressive behavior can be either impulsive reacting to a trigger or proactive which can be premeditated. Aggressive behaviors can vary from problems with emotional regulation to severe and manipulative behaviors. There are various characteristics of aggression, which can include behaviors such as starting rumors; excluding others; arguing; bullying, both verbally (name-calling) and physically†¦show more content†¦(Zahrt Melzer-Lane, 2011, p. 3) Glick and Gibbs developed aggression Replacement Training, a comprehensive intervention for aggressive youth. Glick uses a four-step process to teach adolescents social skills. First, he shows them the part icular behavior, such as saying thank-you, asking for help, complaining, apologizing, giving instructions, asking permission, standing up for your rights, and setting a goal. Next he gives the youth a chance to try the skill by role-playing. Afterwards, Glick discusses the role-play with the teen. Over a period of days or weeks, many skills are acted out. Gradually, the adolescent becomes comfortable using new social skills, and is more likely to use them effectively in real life to avoid trouble (Glick, 1996). In the fourth step, the adolescent is expected to use the skill in actual situations where he or she might otherwise have resorted to violence (Glick, 1996). Glick s program also teaches specific ways to handle anger. The adolescent must learn the following skills. Identifying triggers: external and internal events that provoke anger (such as people saying â€Å"no† or insulting us [external] and fears that â€Å"I’m not good enough† or feeling confused [ internal]. Identifying cues: physical signs of youth s own anger—tightened muscles

Explication of Mary Oliver’s “The Black Snake” - 1144 Words

In Mary Oliver’s poem â€Å"The Black Snake,† the narrator contemplates the cycle of life with the unpredictability of death. Mary Oliver’s work is â€Å"known for its natural themes and a continual affirmation of nature as a place of mystery and spirituality that holds the power to teach humans how to value one’s life and one’s place† (Riley). In the poem, The Black Snake, the narrator witnesses a black snake hit by a truck and killed on a road one morning. Feeling sympathy for the snake, the narrator stops, and removes the dead snake from the road. Noting the snake’s beauty, the narrator carries it from the road to some nearby bushes. Continuing to drive, the narrator reflects on how the abruptness of death ultimately revealed how the†¦show more content†¦The truck was the cause of the snake’s demise. That is how death happens. The snake symbolizes death as dark and evil. The second begins with â€Å"Now, he l ies looped and useless† (5). Beginning with â€Å"when† and progressing to â€Å"now†, the poet is suggesting a cause and effect philosophy. The snake quickly flashed across the road, but after being hit by the truck, lies â€Å"useless† in the road. The poet has given the snake a male identity. The narrator describes the snake as â€Å"an old bicycle tire† (6). The poet uses this technique of imagery to portray the now lifeless snake, as an old rubbery tire tube. The narrator reads â€Å"I stop the car† (7). This conveys that the narrator is an observer, and telling the story from a third person point of view. The narrator feels some sort of remorse or sympathy for the snake, removes him from the road, and carries â€Å"him into the bushes† (8). The poet uses â€Å"bushes† to indicate where the snake is taken to, and hidden or out of sight of the road. The third stanza describes the snake as â€Å"cool and gleaming as a braided whip† (9-10). Describing the snake as a braided whip demonstrates the intricate woven pattern of the snake’s scales and the poet’s appreciation for nature and its’ beauty. The snake is not a useless piece of rubber, but a beautiful and vibrant part of nature. â€Å"He is as beautiful and quiet as a bead brother† (10-11). The snake is quiet, makes no sound, and snuggles into

Cyber Security And Cyber Warfare - 2152 Words

87 Data subject to restrictions on cover and notice page. 8.0 SOUTHERN UNIVERSITY FINAL REPORT 8.1 Summary 8.1.1 Motivation To address the increasing threats to national security coming from the cyber domain, military intelligence corps have recognized the need for officers trained in cyberspace 88 Data subject to restrictions on cover and notice page. counterterrorism techniques, technologies, and methods. These officers direct and conduct integrated electronic warfare, information technology, and cyberspace operations, as authorized or directed, to ensure freedom of action in and through cyberspace and the information environment, and to deny the same to our nation s adversaries. In support of the requirement for officers trained in cyber warfare techniques and technologies, the ROTC Cyber Research program provides cadets with opportunities to research and solve real world problems in cyber security and cyber counter-terrorism. This first year pilot program research effort focused on the design and deployment of a covert communications network that can operate at the enemy s operational base and gather intelligence on enemy communications and activities. This effort is in support of the Year 1 Challenge Problem of the Cyber-Spectrum Research and Technology Development Virtual Environment (CSpec-DVE). The covert communications system design is optimal with regard to detection avoidance, information gathering and transmission, and power requirements. Covert methodologiesShow MoreRelatedCyber Warfare And Security Threats2770 Words   |  12 Pagesbecome prey to attackers and has given birth to a new era of Cyber warfare. Consequently, the Internet, computers and networks have become targets and vehicles of cyber attacks and generate challenges to our security privacy. Cyber Warfare presents an ever-increasing amount of security threats, which continue to escalate with increasing harshness, and is now a critical issue in our technology realm and a growing threat to the world. Cyber wars are generally politically or economically motivated, withRead MoreCyber Warfare And The United States Homeland Security2497 Words   |  10 Pagestechnology has awakened to a new down of information warfare, a threat that stubbornly dogs the United States Homeland Security in form of cyber terrorism . Abstract Cyber warfare is part of the American military’s proactive defense strategies. Besides the use of Cyber warfare in defense, Cyber warfare has another use as a means of attack. According to the United States military cyber-attack is a form of ancient act of war. In 2013, Cyber warfare was for the first time perceived to be a more significantRead MoreCyber Warfare : The Threat Of The United State s National Security1313 Words   |  6 PagesCyber Warfare Warfare can be defined as engaging in war or conflict. There are many different categories of warfare. More commonly known types include guerilla warfare, land warfare, aerial warfare, and naval warfare. Although when war is mentioned many minds wander to these forms of warfare, there are others that are not always as obvious. A rapidly growing type of warfare is cyber warfare. Cyber warfare can be defined as attacks from other nations to tap in to or destroy any type of informationRead MoreEssay on Cyber Warfare909 Words   |  4 PagesCyber Warfare Autumn Volosin CIS 450 20 November 2012 Table of Contents Section 1.1: What is Cyber Warfare? Section 1.2: Methods of Cyber Warfare Attacks Section 1.3: Who is targeted by Cyber Warfare? Section 1.4: How to defend against Cyber Warfare Section 1.5: Cyber Warfare Companies and Agencies Section 1.6: Cyber Counterintelligence Section 1.7: Important situations pertaining to Cyber Warfare Section 1.8: America versus China Cyber Warfare Section 1.9: Cyber Warfare around theRead MoreCyber Warfare And Global Affairs1543 Words   |  7 Pagessteal information. Even countries are using the cyber domain as a separate battlefield to fulfill their missions and acquire information. Cyberwar is relatively a new term to describe: an Internet-based conflict involving politically motivated attacks on information and information systems. But the definition is constantly evolving with time and the more knowledge the public acquires about these conflicts. Although the idea of explaining cyber warfare is far too vast and bound to only readily availableRead MoreCyber Defense Concerns On Global Security983 Words   |  4 PagesCyber Defense Concerns in Global Security The cyber domain crosses both physical and logical borders across the globe. No longer is every aspect of a domain clearly part of a single nation. Occurrences within cyberspace has far reaching effects. 15 million T-Mobile customer’s data stolen via Experian server compromise, massive cyberattacks on Estonia and Georgia networks (2007 and 2008 respectively), and over $1 trillion reportedly lost due to cybercrime. These are just a few concerns facingRead MoreEnglish Chinese Russian And Russian Interpretations1567 Words   |  7 Pagesa few terms utilized in information security. As can be seen from the analysis of the following terms, the concepts and conventions behind each varies widely in each language. This has the potential to provide policymakers with misleading information. English Chinese Russian Information Space ä ¿ ¡Ã¦  ¯Ã§ © ºÃ©â€" ´ xà ¬nxÄ « kÃ… ngjiÄ n ИÐ ½Ã'„Ð ¾Ã'€Ð ¼Ã °Ã'†Ð ¸Ã ¾Ã ½Ã ½Ã ¾Ã µ Ð ¿Ã'€Ð ¾Ã' Ã'‚Ã'€Ð °Ã ½Ã' Ã'‚Ð ²Ã ¾ Informatsionnoye prostranstvo Cyberspace ç ¶ ²Ã§ µ ¡Ã§ © ºÃ©â€"“ wÇŽngluà ² kÃ… ngjiÄ n КÐ ¸Ã ±Ã µÃ'€Ð ¿Ã'€Ð ¾Ã' Ã'‚Ã'€Ð °Ã ½Ã' Ã'‚Ð ²Ã ¾ Kiberprostranstvo Information Warfare ä ¿ ¡Ã¦  ¯Ã¦Ë†ËœÃ¤ ºâ€° xà ¬nxÄ « zhà  nzhÄ“ng ИÐ ½Ã'„Ð ¾Ã'€Ð ¼Ã °Ã'†Ð ¸Ã ¾Ã ½Ã ½Ã °Ã'  Ð ²Ã ¾Ã ¹Ã ½Ã °Read MoreThe Threat Of Cyber Warfare1631 Words   |  7 Pagesinformation with the malicious intent to sabotage. Conversely, there are those who are not quite sure if cyber warfare is an actual threat. This will also provide an ample answer to questions such as: What is cyber warfare? And will answer the question of, what is the history of cyber warfare? And will answer the question Is there any real way to protect ourselves from a cyber attack? Cyber warfare has been around since the beginning of human creation, when the serpent told Eve to eat from the forbiddenRead MoreCyber Security Is A Growing Concern For Governments Around The World1296 Words   |  6 PagesGlobal Cooperation for Cyber Security Cyber Security is a growing concern for governments around the world. Cyber-attacks pose a direct threat to the security of the nations’ critical infrastructures and Information Technologies (IT) as a low-cost asymmetric warfare element. Most of these nations are aware of the vulnerability of the information technologies and the significance of protecting critical infrastructures. To counteract the threat of potentially disastrous cyber-attacks, nations’ policyRead MoreCreating A New Cyber Force1182 Words   |  5 PagesToday, there is a new battlefield domain where a keyboard and mouse are the new weapons of conflict. With land, sea, air and space in the background, warfare has entered a fifth domain: cyber. In this position paper, using a pro and con format, the debate on whether or not the Department of Defense (DoD) should create a new, independent branch for cyber will be discussed. To do this, the following will examine both sides of debate by highlighting two main points: the elimination of duplication of

Various Research Works and its Relevant Application

Question: Write an essay onVarious research works and its relevant application. Answer: Introduction Various research works and its relevant application in the field of organizations as well as applicable contextual factors will be described. In this assignment, some of the factors are going to be analyzed critically. Organizational behavior generally, explores the effects that individual, groups and organizational composition have on behavior within an organization. The impact of these factors is compelling enough from the corporate behavioral perspective. The key components are motivation in an organization, group dynamics and team work, organizational culture, traits, creativity and innovations, personality, skills and capabilities of every individual, and finally the leadership in an organization. Developments of these are necessary to understand for improvement of the performance of employees and the overall organization. A. Individual differences: personality, skills, and abilities Individual differences are the different aspects that are intimately collaborated with organizational behavior (Krishnan, P., Krutikova, 2013). Personal reflection is dependent on the personality traits of each person working in an organization. Different authors define the definition of personality in a variety of ways those are different from one another. According to (Nielsen Nielsen, 2013), personality is a unique character that is helpful to discriminate one person from another. The factors that come into consideration during the measurement of any individuals personality are emotion, expressions, posture, gesture, communication style, behavior, etc. The personality traits can be defined with the help of the skills and abilities that someone has (Morgeson et al., 2013). These features differentiate one employee to another. The skills and abilities of a person cannot be same with any other person. Therefore, this uniqueness enables a person to become famous or to get non famous in the working environment (Daft, 2014). An experienced person can give a lot to the organization. From the training and development aspects, it is found that skill is the characteristics that define the personality of a person. This adjective always gives positive impact to an organization. Skill is the defining character of an employee whereas the ability is the outcome of a skillful person (Rabin, 2013). An experienced person possesses massive positive deliveries to an organization. Skill is something which is strictly related to development and training programs (Albon, Iqba Pearson, 2016). Skill can be enhanced if a person shares it with others the ability also increases with increased practice level. Saxena Jain, (2013) opined that ability of a person is always based on the training, general knowledge and education. If a person pursues training and development programs then it can enhance the performance level of the person (Krishnan Krutikova, (2013). Again, if a person is not enough educated, then a communication gap will occur which the lead the organization in a loss. The behavioral model explains that the two major attributes that distinguish an individual ability and personality. It is visible at certain situations and their traits are distinguishable in every person. According to a study the difference is obvious and each person is different from the psychological point of consideration. The identity of a person is endowed with traits and character that complete the characteristics of that person (Ritzhaupt Martin, 2014). The character traits, habits, temperament, and interest prevailing in the individual are manifested as a cognitive process considering the individual style of activity. The process of understanding the personality traits for analyzing the individual differences is important for the leaders and managers. In an organizational setting, the study of the personal traits and individual differences helps the supervisors for relating the qualities as per the need of the organization (Morgeson et al., 2013). There are number of tests that can be used for predicting and describing the personality of an individual. The managers can use the understanding of the individuals for managing and determining the consequences of bringing the individual in the organization. The MBTI or the Myers Briggs Type Indicator and Big Five Personality Model can be used for measuring the personality of the individual. B. Motivation in Organizations According to Belle, (2013) the acronym motivation implies several acting forces on an employee that help him or her to be more precise, well mannered and organized regarding the organizational goals. It impels a person Motivation is one of the major factors that come into consideration during the assessment of individuals within organizations (Wright, Moynihan Pandey, 2012). Motivation analyzing enhances the overall performance of every individual working in an organization. Motivation is the ratio of return and the ability of every person working in an organization. The process flow moves through different components such as cooperation, reward etc. In order to accomplish objectives of an organization motivation from the higher authority is also required (Bozeman Su, 2015). It is the combination of various internal and external factors that invigorates the wish and spark in every individual employee. These factors motivate the employees to be more committed and interested in their job profiles (McShane Von Glinow, 2015). Different authors define different kinds of motivational aspects. There are two kinds of motivations that are found in the field of organizational behavior (McShane Von Glinow, 2015). There are two kinds of motivational aspects in the field of organizational behavior such as intrinsic motivation and extrinsic motivation (Albon, Iqba Pearson, 2016). Intrinsic motivation is nothing else but is referred to like the job satisfaction of every individual working in an organization. This state is independent of the platform or any complimentary factor. This motivational factor mainly motivates an employee while he or she is working in an organization. The reward, payment hike or reprimands are not aspects which help the operator in case of intrinsic motivation. It is an intra-organizational component. While an employee is working in an organization his commitment to the task is paramount; then it will be a natural disturbance to that employee. Extrinsic motivations are the external factor s. These are payment hike, motivation from the top level managerial team, annual reward processing ceremony. These factors are also motivation to the employees. Sometimes it happened that the working ambiance is not favorable to one employee that time these kinds of motivations provide positive vibes to them (Liu Maitlis, 2014). In addition to this, motivation to an employee sometimes gives positive impact and sometimes it provides negative vibes to an employee (Nielsen Nielsen, 2013). These diagnostic keys always influence the performance of an individual and also the overall performance of an organization. The motivational theory explains that the workers are inspired on the account of various intentions. Some of them are completely desired entity that results in the motivation of the individual. The most significant aspect for each worker is their desires and requirements. The worker can be motivated by; Praising and Recognition, Job security, Opportunity for advancements, attaining new experiences and effective communication among the organization (Albon, Iqba Pearson, 2016). It is important for letting the workers to get involved in decision making process. The unbiased nature of the superiors also let the workers to get motivated for getting the work done. C. Group Dynamics and Work Teams Group dynamics and organizational teamwork are another important component that influences the performance of the team and the overall performance of an organization. Group dynamics and the teamwork may have a positive negative impact on an organization. Positive results always improve the performance of the team and in order to achieve the ultimate goal that is being decided previously for a team. Again, when a team is working for an organization several people will be working on the same task. Thus, there will be a huge possibility of organizational contradiction. As, a team content different kinds of people who are having a different thought, mindset, communication style, behaviors, therefore, the views of team members will also be different (Krishnan Krutikova, 2013). For the different point of opinion organization contradict will undoubtedly occur in that society. Thus, a team should have one decision maker who will make the final determination for the team. Before making any f inal decision, the necessity of the importance and benefit measurement is imperative (Trastek, 2013). The decision maker defines the most efficient one from all the views provided by the team members. In case of group formation the management team should consider some factors such as forming, storming, norming etc. The members of the group should always belong from the same background such as if the team is finance team then the employees belonging to that must have a background in finance. Again if the team is a management team, then all the members belonging to that group must have a management background. There are many positive impacts of teamwork in an organization. It is found that when many members of a team are working for an organization there will be a possibility of summation of all their critical thoughts (Valentine, Nembhard Edmondson, 2015). Sometimes it happens that the team is consists of many people having out of box logical thinking. Then those thoughts will sum up together to make a final decision for the organization (Zimbardo Boyd, 2015). The group is a collection of two or more than two free interacting people with shared norms, values, and culture to provi de a collective identity for the team as well as to an organization. In an organization, two kinds of groups are found such as formal and informal. The group dynamics is required to follow certain steps. These steps are as followed: Forming: This is the first step necessary for the formation of a group. In the case of forming certain aspects are always kept in mind. During formation, the individual characteristics of the team members are needed to be examined minutely. This is the most conflict situation during the team formation. As this time the member is unknown to each other and they always think that the other officers of the organization will not support their views. Storming: In this step, the teamwork collaborates on the task. The team members will understand the views of one another (Wright, Moynihan Pandey, 2012). During the team work thoughts of all the members are collaborated. Norming: In this case, the teamwork moves on in order to achieve the goal of the organization. In this stage members of the team starts to know each other to resolve the differences and to motivate one another. People get strongly committed to their job profile to improve the overall performance. Performance: The performance of the team which is responsible for enhancing the performance of the entire group took place in this step (McShane Von Glinow, 2015). The team members work together with all others support and motivation. This time, the emotional attachment of every individual is also calculated. If a team collaborates on a project and the task is about to complete then the members start realizing that the existence of the previous team will be staying jut for some days (Morgeson, 2013). The attachment of the team members with their task always improves the individual performance and also the overall performance of the organization. Adjourning: This is the last rather ultimate step of group dynamics. Any project team exists only for particular time period. In this stage construction of new team starts and even existing team reconstruction also starts. D. Leadership in organizations Leadership in an organization is one of the most important factors that come into consideration during the measurement of organizational traits. Leadership is different from the management of an organization. Thus, the function of a leader and manager is also different from one another (Zimbardo Boyd, 2015). The role played of a leader is imperative in the field of organizational application. The leader is the person who takes all the vital decisions which are necessary to make for the overall performance improvement of an organization. The director of an organization plans, organizes and coordinate with the team members whereas the leader leaders the entire working process (Morgeson, 2013). The leadership traits motivate and inspire the performance of the team members. Leaders innovates new things in the organization that enhances the overall performance of the team. Moore et al., (2012) Opined that the manager develops the performance of the team members, and it originated challenges within the team members and outside the team also. It has been found that the leaders make the transformation from the potential to the reality. Real leadership is necessary to improve the overall performance of a team. Leadership is an organization the key resource in any organization. Companies compete with one another based on the quality of their products (McShane Von Glinow, 2015). Innovative products are produced with the help of the support and constructive suggestions provided by a leader of an organization. A better leader always leads a group in order to create a better product in the competitive marketplace which will bring commercial benefits to the organization. A leader of an organization always tries to accomplish the requirement of a client. In order to mitigate the issues an organization should incorporate the working principle of a manager and the play role of a leader (Krishnan Krutikova, 2013). If a management unable to provide a perfect leadership to its organization then the total system will be corrupted. Leadership Styles has been divided on the basis of the qualities of the leader and the way of communication and decision making. Autocratic is the leadership style in which the leader is sole responsible for the work and decision making process. In democratic style of leadership the process of decision making is solely dependent on the leader. The communication is restricted and anarchical (Morgeson, 2013). Transformational leadership is the most suitable leadership style for any organization. In this transformational style the leader are motivators and they encourage their subordinates and followers. The style is dependent on the higher level of the communication in the level of management. The leadership style is noted for the system where the leader engages in work with their subordinates for identifying the required change (Moore et al., 2012). They create the vision that helps in the change of the plan for achieving the goal of the organization. Transformational leadership style is committed to serve the purpose of enhancement of the moral and performance of the job. E. Organizational culture, creativity, and innovation Corporate culture is one of the most fundamental entities that are required to achieve the final goal of an organization. The culture of every individual along with the culture of the entire organization influences the performance of the team and the performance of an organization as well (Krishnan Krutikova, 2013). In teamwork, the culture of every member is needed to be measured. If the thought of all the members is different, then there is a chance of occurrence of two parallel situations. As every individual have different skills thoughts, culture, and behavior, therefore, it may create the problem within the team (McShane Von Glinow, 2015). The barrier in the communication can be set up due to the occurrence of this issue. Various thoughts and creativity implementation in a task may create innovation in the performance rather it can be said that the creativity addition in the task may improve the overall performance of a team. Sometimes this is also found that the creativity of a team is partially dependent on the group members (Hoch Kozlowski, (2014). The members working in a group must have an interactive nature so that whatever thought is there in their mind they can share it with all the other members of the team. If the team members are motivating, then they can freely share their views with one another. It is not possible that a group contains all productive members. Creativity in the team leads one organization to innovations. Organizational culture is one of the most important factors that influence the performance. Some group members always have the capability to think in different ways. Therefore if the task contains all the logical thought together then, it will lead the company to ultimate benefits (Ritzhaupt Martin, 2014). Leadership in the teamwork is also required in order to obtain the best possible solution for any task. If the team is working on an IT project, then the group members must have compact knowledge in at least some of the mandatory subjects of IT. Then in the first step all the members should share their views about that particular project (Saxena Jain, 2013). The thoughts of all the members are arranged in a well-organized manner. Some of the team members have some out of box knowledge about the project. Those knowledge summations will give creativity in the project work (Wright, Moynihan Pandey, 2012). At the same time, the creativity will provide innovation in the task. Therefore it can be said that organizational culture, creativity, and innovations are interrelated to each other. Teamwork has some positive impacts, but there is a chance of occurrence of adverse working environment for a large number of team members and their different views on the same topic. It is found that due to the presence of a huge number of members in a team a simple decision making process can become complicated (Valentine, Nembhard Edmondson, 2015). Numbers of shared thoughts make the team lead confuse to choose the best option for them. If one of the provided suggestions given by the team members got selected then, other employees might sometimes feel jealous for that. Apart from this, for different views, a simple decision making process may become time-consuming (Ritzhaupt Martin, 2014). In order to mitigate this issue, an organization should acquire some steps. Conclusion From the above discussion, it is found that different organizational context is defined by organizational behavior. It explains the key components of the behavioral aspects. These are necessary to improve the overall performance of the company. First one is the summation of the thoughts of all members and the second one is the possibility of problem incidents. A different member belonging to the same group can create confusion within the team work. The terms leadership and management are different, but these are complimentary to each other. It is unnecessary to differentiate the role play of a manager and a leader in an organization otherwise it will cause intra-organizational problems. References Albon, S. P., Iqba, I., Pearson, M. L. (2016) Strategic Planning in an Educational Development Centre: Motivation, Management, and MessinessCollected Essays on Learning and Teaching,9, 227-236 Bell, N. (2013). Experimental evidence on the relationship between public service motivation and job performancePublic Administration Review,73(1), 143-153. Bozeman, B., Su, X. (2015) Public service motivation concepts and theory: A critique.Public Administration Review,75(5), 700-710. Caliendo, M., Fossen, F., Kritikos, A. S. (2014) Personality characteristics and the decisions to become and stay self-employed.Small Business Economics,42(4), 787-814 Daft, R. L. (2014).The leadership experience. Cengage Learning. Hoch, J. E., Kozlowski, S. W. (2014) Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership.Journal of applied psychology,99(3), 390. Judge, T. A., Kammeyerà ¢Ã¢â€š ¬Ã‚ Mueller, J. D. (2012) General and specific measures in organizational behavior research: Considerations, examples, and recommendations for researchers.Journal of Organizational Behavior,33(2), 161-174. Krishnan, P., Krutikova, S. (2013). Non-cognitive skill formation in poor neighbourhoods of urban India.Labour Economics,24, 68-85 Ku, H. Y., Tseng, H. W., Akarasriworn, C. (2013) Collaboration factors, teamwork satisfaction, and student attitudes toward online collaborative learning.Computers in Human Behavior,29(3), 922-929. Liu, F., Maitlis, S. (2014). Emotional dynamics and strategizing processes: a study of strategic conversations in top team meetings.Journal of Management Studies,51(2), 202-234. McShane, S. L., Von Glinow, M. A. (2015) Organizational Behavior 7/e Moore, C., Detert, J. R., KLEBE TREVIO, L. I. N. D. A., Baker, V. L., Mayer, D. M. (2012). Why employees do bad things: Moral disengagement and unethical organizational behavior.Personnel Psychology,65(1), 1-48. Morgeson, F. P., Aguinis, H., Waldman, D. A., Siegel, D. S. (2013) Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future.Personnel Psychology,66(4), 805-824 Nielsen, B. B., Nielsen, S. (2013). Top management team nationality diversity and firm performance: A multilevel study.Strategic Management Journal,34(3), 373-382. O'Neill, T. A., Goffin, R. D., Gellatly, I. R. (2012). The knowledge, skill, and ability requirements for teamwork: Revisiting the teamworkà ¢Ã¢â€š ¬Ã‚ KSA test's validity.International Journal of Selection and Assessment,20(1), 36-52. Rabin, R. (2013). Blended Learning for Leadership The CCL Approach.White paper of Centre for Creative Leadership Ritzhaupt, A. D., Martin, F. (2014). Development and validation of the educational technologist multimedia competency survey.Educational Technology Research and Development,62(1), 13-33. Saxena, S., Jain, R. K. (2013). Social intelligence of undergraduate students in relation to their gender and subject stream.Journal of Research Method in Education,1(1), 1-4 Sue-Chan, C., Wood, R. E., Latham, G. P. (2012) Effect of a coachs regulatory focus and an individuals implicit person theory on individual performanceJournal of Management,38(3), 809-835 Trastek, V. F., Hamilton, N. W., Niles, E. E. (2014, March). Leadership models in health carea case for servant leadership. InMayo Clinic Proceedings(Vol. 89, No. 3, pp. 374-381) Elsevier Valentine, M. A., Nembhard, I. M., Edmondson, A. C. (2015) Measuring teamwork in health care settings: a review of survey instrumentsMedical Care,53(4), e16-e30 Wright, B. E., Moynihan, D. P., Pandey, S. K. (2012). Pulling the levers: Transformational leadership, public service motivation, and mission valencePublic Administration Review,72(2), 206-215 Zimbardo, P. G., Boyd, J. N. (2015) Putting time in perspective: A valid, reliable individual-differences metric InTime Perspective Theory; Review, Research and Application(pp. 17-55) Springer International Publishing