APTITUDE

An aptitude is an innate component of a competency (the others being knowledge, understanding, learned or acquired abilities (skills) and attitude) to do a certain kind of work at a certain level. Aptitudes may be physical or mental. The innate nature of aptitude is in contrast to achievement, which represents knowledge or ability that is gained.

KNOWLEDGE
Knowledge is a familiarity with someone or something, that can include facts, descriptions, information, and/or skills acquired through experience or education. It can refer to both the theoretical or practical understanding of a subject. It can be implicit (as with practical skill or expertise) or explicit (as with the theoretical understanding of a subject); and it can be more or less formal or systematic. In philosophy, the study of knowledge is called epistemology, and the philosopher Plato famously defined knowledge as "justified true belief." There is however no single agreed upon definition of knowledge, and there are numerous theories to explain it. Knowledge acquisition involves complex cognitive processes: perception, learning,

communication, association and reasoning; while knowledge is also said to be related to the capacity of acknowledgment in human beings.

Types of Knowledge
Explicit knowledge can be articulated into formal language, including grammatical statements (words and numbers), mathematical expressions, specifications, manuals, etc. Explicit knowledge can be readily transmitted others. Also, it can easily be processed by a computer, transmitted electronically, or stored in databases. Tacit knowledge is personal knowledge embedded in individual experience and involves intangible factors, such as personal beliefs, perspective, and the value system. Tacit knowledge is hard to articulate with formal language (hard, but not impossible). It contains subjective insights, intuitions, and hunches. Before tacit knowledge can be communicated, it must be converted into words, models, or numbers that can be understand. In addition, there are two dimensions to tacit knowledge:

 Technical Dimension (procedural): This encompasses the kind of informal and skills often captured in the term know-how. For example, a craftsperson develops a wealth of expertise after years of experience. But a craftsperson often has difficulty articulating the technical or scientific principles of his or her craft. Highly subjective and personal insights, intuitions, hunches and inspirations derived from bodily experience fall into this dimension. Cognitive Dimension: This consists of beliefs, perceptions, ideals, values, emotions and mental models so ingrained in us that we take them for granted. Though they cannot be articulated very easily, this dimension of tacit knowledge shapes the way we perceive the world around us.

Socialization: from tacit to tacit - Sharing experiences to create tacit knowledge, such as shared mental models and technical skills. This also includes observation, imitation, and practice. However, experience is the key, which his why the mere transfer of information often makes little sense to the receiver. Internalization: from explicit to tacit - Embodying explicit knowledge into tacit knowledge. Closely related to learning by doing. Normally, knowledge is verbalized or diagrammed into documents or oral stories. Externalization: from tacit to explicit - The quintessential process of articulating tacit knowledge into explicit concepts through metaphors, analogies, concepts, hypothesis, or models. Note that when we conceptualize an image, we express its essence mostly in language. Combination,: from explicit to explicit - A process of systemizing concepts into a knowledge system. Individuals exchange and combine knowledge through media, such as documents, meetings, and conversations. Information is reconfigured by such means as sorting, combining, and categorizing. Formal education and many training programs work this way.

VALUES (PERSONAL AND CULTURAL)

A personal and/or cultural value is an absolute or relative ethical value, the assumption of which can be the basis for ethical action. A value system is a set of consistent values and measures. A principle value is a foundation upon which other values and measures of integrity are based. Those values which are not physiologically determined and normally considered objective, such as a desire to avoid physical pain, seek pleasure, etc., are considered subjective, vary across individuals and cultures and are in many ways aligned with belief and belief systems. Types of values include ethical/moral values, doctrinal/ideological (religious, political) values, social values, and aesthetic values. It is debated whether some values which are not clearly physiologically determined are intrinsic such as altruism and whether some such as acquisitiveness should be valued as vices or virtues. Values have typically been studied in sociology; anthropology; social psychology; moral philosophy and business ethics. Values can be defined as broad preferences concerning appropriate courses of action or outcomes. As such, values reflect a persons sense of right and wrong or what ought to be. Equal rights for all, "Excellence deserves admiration", and People should be treated with respect and dignity are representative of values. Values tend to influence attitudes and behavior. For example, if you value equal rights for all and you go to work for an organization that treats its managers much better than it does its workers, you may form the attitude that the company is an unfair place to work; consequently, you may not produce well or may perhaps leave the company. It is likely that if the company had had a more egalitarian policy, your attitude and behaviors would have been more positive.

HUMAN SKILLS
DEFINITION: Human skills involve the ability to work well with other people both individually and in group. Because managers deal directly with people, this skill is crucial! Managers with good human skills are able to get the best out of their people. They know how to communicate, motivate, lead, and inspire enthusiasm and trust. These skills are equally important low level (first line) management, middle level management and top level management.

Types of skills
People skills encompass a range of interpersonal and intrapersonal communication competencies. In business and organizational human relations, the emphasis is on social-emotional awareness, self presentation, management, getting along with others, negotiation, conflict resolution and decision making. Interpersonal communication skills include effective prosocial interaction, empathy, understanding personalities and ability to work cooperatively as part of a group or team. Influential components are cultural awareness, conversational language and non-verbal communication. The intrapersonal, or inner dimension, includes forms of self-communication and understanding personal emotions, goals and motivations. Self regulation of attention and stress management skills depend largely on self-communication.

RESPONSIVENESS
Responsiveness as a concept of computer science refers to the specific ability of a functional unit to complete assigned tasks within a given time, but also may incorporate the ability of an artificial intelligence system to understand and carry out its tasks in a timely fashion. It is one of the criteria under the principle of robustness (from a usability principle). The other three are observability, recoverability, and task conformance.

Solutions to Improve Responsiveness

Although numerous other options may exist, the most frequently used and recommended answers to responsiveness issues are:

Optimizing the process that delivers the output by eliminating wasteful, unproductive output from the algorithm or method by which the result is produced.

A decent process management system, giving highest priority to operations that would otherwise interrupt the user's work flow, such as typing, onscreen buttons, or moving the mouse pointer. Usually there is enough "idle time" in between, for the other operations.

Using idle time to prepare for the operations a user might do next. Let the user do something productive while the system is busy - for instance, writing information in a form, reading a manual, etc. For instance, in a tabbed browser, the user can read one page while loading another.

Deliver intermediate results, before the operation is finished. For instance, a web page can already be operated before all images are loaded, which will take up the idle time which would otherwise be spent needlessly.

If some waiting is inevitable, a progress indicator can significantly reduce frustration. For short delays, an animated icon might be sufficient. Longer delays are better covered with a progress bar, or, if possible, the system should provide an approximation of the time that an operation is going to take before starting it.

provide a loss

LOYALTY
Definition
Measure of commitment based on obligation or, in consumer preferences, degree of satisfaction.

COMMITMENT
DEFINITION 1. Accounting: Earmarking or setting-aside of funds in response to a purchase requisition. These funds remain committed (encumbered) until the purchased good or service is paid-for after its receipt, thereby converting the encumbrance into an expenditure. See also obligation. 2. Lending: Written assurance from a lender to a borrower that a specified amount of loan or line of credit will be made available at a certain rate and during a certain period. Lenders charge a commitment fee for this service.

3. Law: Order by which a court directs a person to be confined in a penal or mental health institution.

Importance of commitment Example:

TRANSPARENCY
Transparency, as used in Science, engineering, business, the humanities and in a social context more generally, implies openness, communication, and accountability. It is a metaphorical extension of the meaning a "transparent" object is one that can be seen through. Transparent procedures include open meetings, financial disclosure statements, freedom of information legislation, budgetary review, audits, etc. Transparency is performing in such a way that it is easy for the agent or others to see what's wrong, e.g., the standard way to make change at a point of sale, i.e., segregating the customer's large bill, counting up from the sale amount, placing the change on the counter in such a way as to invite the customer to verify the amount of change. USES Banking Prevention Wages Corporate Management Non-governmental organizations Media Politics Research Technology Sports

LEADERSHIP DEVELOPMENT
Leadership has been described as the process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task". Definitions inclusive of nature of leadership have also emerged. Alan Keith of Genentech states that, "Leadership is ultimately about creating a way for people to contribute to making something extraordinary happen." According to Ken "SKC" Ogbonnia, "effective leadership is the ability to successfully integrate and maximize available resources within the internal and external environment for the attainment of organizational or societal goals."

Importance
If a company is truly striving to be successful in all aspects, it should have a leader who would lead and guide employees in a correct manner, which would in turn lead to its overall productivity. There is a popular saying that some are born leaders, however, many people contradict this belief, as effective leaders can also be developed. A leader is primarily looked up to, when his subordinates perform in a way the company wants them to. If the leader himself is not good, the performance of people working under him also won't be as expected. A typical company has many sections, which have to be handled by some selected people. The processes in each individual departments would only survive, if they are handed over to hardworking and smart individuals. In the business world, leadership development is very important when a process is not working in an appropriate manner. A person may be possessing qualities of a leader, but he may not be possessing those which are required to become an effective leader. In such cases, leadership development certainly plays a very important role. Leadership development enables individuals to initiate qualities, which can make them a leader, and helps managers to develop their leadership qualities for becoming more productive and managerial. It is essential for corporates not only at the top positions in a company, but also in the middle-level segment. Most of the business companies deal with leadership in a general manner, however, they are not well-aware of its importance. Leadership is normally referred to

personal dimensions like communication skills, problem-solving capabilities, motivational abilities, personal appeal, aspiration, etc. Generally, companies conduct several leadership development programs periodically, which enable aspiring leaders and managers to enhance their managerial skills and abilities. They consult with institutions and firms which have a wide expertise in training and development. The programs cover up various aspects of the qualities of a good leader. They teach the importance of effective communication within the workforce to carry out tasks in an efficacious manner. They impart knowledge to future managers on how to be confident in employee management. Problem-solving is also a significant aspect taught in such programs, which enables leaders to handle tough and unfortunate situations that may arise at times. Leadership development programs surely create a positive outlook towards dedication in work among leaders. They even train the managers and leaders on how to handle employees in a way that won't hurt the employees emotions and at the same time will be profitable for the organization. They help leaders to take crucial decisions and preclude any possible mistakes in the daily working of the company. Leadership development allows a leader to understand employee problems and issues, and focus on solving such problems. It also lets the leaders know the importance of employee motivation which certainly is a primary reason for high employee productivity. It improves the proficiency of leaders to make wise and prompt determinations regarding work quality, market conditions, company strategies, plans of action, etc. With a development in all such leadership skills, the leader also develops a set of values regarding his corporate life and productivity, which may help him to be firm on his decisions and obligations.