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7- Not Invented Here Syndrome Sometimes some teams refuse to accept techniques and technologies that they did not create. Psychologists believe that in this syndrome, the employees of the organization are looking for prominence in the organization and are trying to gain personality credit for themselves. In this situation, the employees become so small and humble that they refuse to do even the best methods and ideas. This syndrome causes the closure of the organization's space and damages the organization's relations with other institutions. 8- Pluralistic Ignorance Syndrome Sometimes we see that an emergency or ambiguous situation has arisen in the organization, but we temporarily hold back and behave as if nothing happened and look around us to see how others react. In such a situation, for the same reasons, other people behave as if nothing happened and look around to see how others react. This is a clear example of the phenomenon of collective neglect that we more or less witness in organizations far away from us. 9- Bad Apple Syndrome We know that the size of the group, the purpose of the group, the mutual reliance of the group members on each other and the identity of the group are all factors that affect how the group works collectively. If a member of the group violates these factors and damages it, this damage will spread to the whole group. Like an apple, when the stain of damage appears on it, corruption and destruction will spread and the apple will be destroyed. Therefore, as soon as corruption is observed, treatment measures can be taken first, and if it is confirmed that it is incurable, the affected member should be fired so that the disease spreads to the entire organization. 2/2 🔔 Tip of the day    @PrMaB2 @PrMaB3

Organizational syndromes 1- Organizational Terrorism (Organizational Terrorism Syndrome) In a number of hierarchical organizations where people are employed at different organizational levels, there is a possibility that employees will make their peers look bad in front of the organization manager in order to maintain their position and also prepare the necessary ground for their career advancement. , which is called character assassination or organizational terrorism. 2- Group Thinking Syndrome Groupthink is a way of thinking in which the members of the group, under the pressure of the group, become so oblivious that they refrain from realistic evaluations, and they fall in love with a solution that is desired by the group and believe it. . The most important symptoms and complications caused by groupthink are: The illusion of invulnerability Avoiding rational criticism One-sidedness and group bias Stereotyping and stereotyped thinking Putting pressure on members Overlooking the group's slips Consensus and collective agreement is illogical and Ignore conflicting information. 3- Apollo Syndrome This syndrome refers to a condition in which people with very weak capabilities. In the topic of human resource management, Apollo Syndrome refers to a person who, in his resume, exaggerates the results and success of the teams he has been in, and employers realize what a big hat he is after hiring him. Their heads are gone! 4- Stockholm Syndrome In this syndrome, the employees of the organization, who are disappointed by the injustice in their organization, feel more solidarity with the so-called "bad people" who can be considered as the bloody rivals of the organization, and come forward to secure the interests of the rival. 5- Repetitive Change Syndrome When organizations bombard changes beyond the reasonable ability of their employees to accept change, almost none of these changes will succeed or will be implemented incompletely. Employee attrition is also one of the consequences of such changes. Companies suffering from this syndrome focus too much on internal changes and neglect the needs of their customers. 6- Abeliene Paradox Ablin's paradox or contradiction refers to the times when a group of people make a collective decision that is against the wishes of all the people in the group! Sometimes the members give suggestions and opinions and agree on it which was not considered by any of them, and of course the result will not be satisfactory. 1/2 🔔 Tip of the day    @PrMaB2 @PrMaB3

The benefits of hiring someone who has changed jobs many times! No company should reject an applicant just because of the university he studied in or because he changed his job many times. Such an approach has its own consequences and risks. Studying in a high-ranking university does not necessarily mean that a person has the ability to solve problems, intelligence and creativity. I have interviewed millions of people. Applicants who graduated from highly competitive schools are not necessarily better than others. A person whose entire focus is on getting a high grade is not smarter or more capable than other people. When all you care about is getting a university degree, it means that you know how to achieve the goals and standards that others have set for you. In the field of business, we should be able to not only try to achieve the goals that have been set for us, but also to set goals for ourselves and pursue our interests. No company will profit by hiring someone whose only concern for the first 20 years of his life was getting a 20. Try to hire people from all groups: from graduates of prestigious universities, from other universities, and even from those who do not have a university education. The world is changing rapidly. Every organization needs a combination of different views and opinions. It is not only selfish, but also ignorant to think that hiring graduates from mouth-filling universities will guarantee the success of our company. But let's go to the job background of the applicant. Many people who have had short-term jobs in the past did not choose to constantly change jobs themselves. They have not followed a routine and have had many ups and downs. They know how to overcome adversity. They know how to find work when they need it. This is quite obvious and hiring managers should know this, but unfortunately people who are in the hiring position are unaware of this issue. There are many reasons for hiring someone who has "jumped from one branch to another", including: 1. Those who have changed their jobs many times are not afraid of entering new environments and discovering the unknowns of a new organization. Because they have done this many times. Those who have changed careers many times know how to learn along the way and constantly, and this is a skill that all organizations need. 2.These people, compared to people who stay in the same organization for years, have a wider circle of communication. A wide communication network means more ideas, more moral support and communication with different and diverse groups and these are important factors for the success of your employees and your organization. 3. Those who have changed their jobs many times, have worked for different managers. They know how to adapt to different management styles. 4. A person who has changed his job many times by his will, believes in his abilities and knows that if the old environment did not meet his needs, he can enter a new environment. Don't you want to hire someone who is confident and knows their place? 5. Those who constantly change their jobs, in whatever organization they are, learn new skills and discover new things. They have an experience that other employees have less: the experience of being a "newcomer". When we are in a new environment, we learn more than ever. 6. These people are used to facing change. They don't need to maintain the status quo to succeed. Do you want your business to stay in the same state for years? I do not think so! 7. These people can easily recognize the signs of success or failure of a program, process or project. When someone says, "I've ripped a few more shirts," we know what they mean. These people have fallen many times to gain experience and have gone through many successful and unsuccessful projects. These falls and wounds are valuable for any organization. 🔔 Tip of the day    @PrMaB2 @PrMaB3

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لكل المهتمين بمجال تصميم وتنسيق الحدائق ( اللاندسكيب ) 🍀🌳 - تصميم وتنفيذ كافة أعمال اللاندسكيب , تأهيل من الصفر حتى الوصول إلي الإتقان وإحتراف المجال مدة التدريب (80) ساعة تدريبية لمدة 3 شهور. - تشمل الدورة أيضأ تعلم برامج التصميم الهندسي وإتقان إستخدامها لتصميم أعمال اللاندسكيب .🧑‍🏫👩‍🏫 -أساسيات التصميم من الصفر والتقدم بسرعة إلى تقنيات الأيدي المهنية. - إستخراج أكثر من تصميم لمشاريع كاملة بنفسك.🧑‍🏫👷‍♀️ - مستويات الدورة التدريبية: 1 - المستوى الأول : Softscape 2 - المستوى الثانى : Hardscape 3 - المستوى الثالث : Real Time Landscape 3D 4 - المستوى الرابع : AutoCAD2D Landscape Design.🌳🍀 - لو بتفكر إنك تتعلم مجال اللاندسكيب يبقى أغاخان إتجاهك الصح. ☑️☑️ وده ليه لأن ليها الصدارة فى المجال ✌️ لأن بيدرسلك طقم استشاريين من رواد المجال فى مصر والوطن العربى حرفيآ .💪💪 ================================= - يقوم بالدورة مجموعة من أفضل وأقوى الإستشاريين فى المجال 😊😊 تغطي دورة تصميم المناظر الطبيعية. - الدورة هتعلمك أساسيات المجال من البداية وصولاً للإحتراف الكامل بهدف العمل في أحدى الشركات المتخصصة في المجال أو العمل بشكل منفرد أو حتى إستكمال هذا الجزء بشكل ناجح في المشاريع المعمارية الخاصة بنا بدون الحاجة لمتخصص في هذا المجال.👷👷‍♀️ الدورة متاحة في مقرات الأكاديمية بمدينة نصر و الدقي و الإسكندرية و طنطا و المنصورة و الزقازيق . للحجز والاستفسار تواصل خاص وهرسلك المحتوي كامل pdf والمصاريف وكافة التفاصيل.  ويمكنك متابعة الدورات التدريبية المختلفة من خلال جروب الخاص بينا https://chat.whatsapp.com/J6xhd1SdSSt5HGtJUZH9ho

العدد في حجز الكورس محدود جدا 95 طالب فقط شروط الإنضمام في الكورس: 1- منشن هنا لخمس أشخاص 2- شير في فيس بوك 3- شير في واتس وتليجرام وابعتلي اسكرين ب اسمك https://www.facebook.com/share/p/sgvD5NzNicXX8jAz/?mibextid=oFDknk