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Compartido por Edward Morales

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Lo que el Dilema del Prisionero Revela Sobre la Vida, el Universo y Todo lo Demás | Lo que el Dilema del Prisionero Revela Sobre la Vida, el Universo y Todo lo Demás | By Veritasium en español | Facebook

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Lo que el Dilema del Prisionero Revela Sobre la Vida, el Universo y Todo lo Demás

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Test de Inteligencias Múltiples de Howard Gardner

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Test de Inteligencias Múltiples de Howard Gardner

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Test de Inteligencias Múltiples de Howard Gardner

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Test de Inteligencias Múltiples de Howard Gardner

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Que les resulte de utilidad.
Paul

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Bienvenidas y Bienvenidos a este espacio

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Bienvenidas y Bienvenidos a este espacio

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Este espacio surge de la filosofía Wikinamics, compartir lo mejor que tenemos para robustecer recursos como facilitadores de aprendizaje experiencial.
Comparte desinteresadamente en este espacio, con espíritu de reciprocidad, los contenidos que sean de interés para nuestra comunidad.

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Este es un repositorio público y atemporal, con objetivo de crear un acervo de referencia con mayor solidez.

Favorecemos los contenidos desarrollados dentro de la comunidad y  estamos abiertos a recursos nuevos.

Puedes agregar enlaces, archivos, videos grabados desde esta plataforma, etc.  Todo contenido será sujetos a moderación del equipo coordinador (Comité de Divulgación y SocioFormación).

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Debe registrarse con un correo. Puede tener la versión en español al seleccionar idioma en la parte superior izquierda de la pantalla

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Millions of people have taken the free VIA survey to discover their greatest strengths so they can use them in their everyday lives.

How is a Report different from the free VIA Survey?

Our free survey provides your rank order list of character strengths with the strengths that are most core to your identity at the top. A VIA Report provides personalized, in-depth analysis of your character strengths, including actionable tips to apply them to find greater well-being.

Explore Reports

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Millions of people have taken the free VIA survey to discover their greatest strengths so they can use them in their everyday lives. Our free survey provides your rank order list of character strengths with the strengths that are most core to your identity at the top.

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Libro FEAE WIKINAMICS CAPÍTULO UNO La historia de Wikinamics

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Fundamentos de Educación y Aprendizaje Experiencial: Fundamentos de Aprendizaje Experiencial (Spanish Edition)

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Fundamentos de Educación y Aprendizaje Experiencial: Fundamentos de Aprendizaje Experiencial (Spanish Edition) : Roman Acosta, Vicente: Amazon.com.mx: Libros

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Publicado en ImpulsaRH, ver revista en https://consultoriamas.com

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"El emprendedor de éxito" Dr. Rafael Alcaraz R.

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"El emprendedor de éxito" Dr. Rafael Alcaraz R.

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Este libro introduce al alumno de manera sistemática en el proceso de planeación, evaluación e implantación del proyecto de negocio hasta convertirlo en una empresa real. Se trata de una obra esencialmente práctica que le permite al estudiante concretar ideas y plasmar las de una manera formal y ...

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¿Como te has sentido cuando has recibido un consejo que no pediste?. Te lo dije es el libro que te dará la oportunidad de tener nuevas y mejores conversaciones con los demás, pasando de la creencia que tus historias y recetas siempre le funcionan a los demás, a empezar a hacer preguntas desde el amor, donde las personas que interactúan contigo en el día a día encuentren un gran recurso en ti, una persona que sabe escuchar apagando su conversación interna, es decir su ego y fluyendo en las posibilidades de respuestas que te dan las preguntas.

¿Sabias que tenemos respuestas a preguntas que no nos hemos hecho?

¿Cuantos te lo dije has recibido en tu vida? y ¿Cuantos Te lo dije has dicho a las personas que amas?, podemos ser tan crueles sin pensar que lo hacemos desde esa frase, que viene del Ego, la invitación es pasar a un nuevo dialogo, mas consciente, desde la mirada del coaching ontológico y el aprendizaje que te permite cada capitulo de este libro.

Salvador Villafuerte, tiene una trayectoria de 26 años como consultor y facilitador, acompañando a personas y organizaciones en procesos de transformación del ser y desarrollo organizacional, es Coach Ontológico certificado por la IAC por más de 12 años, Máster en comportamiento humano e inteligencia relacional con el uso del Eneagrama y TetraMap. MBA y MHR.

Fundo Xperiencial Life Coaching, hace 10 años, compartiendo espacios de aprendizaje en 12 países y su enfoque siempre ha sido el potenciar el liderazgo atrayente.

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¿Como te has sentido cuando has recibido un consejo que no pediste?.

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Libro: Fundamentos de Educación y Aprendizaje experiencial . WIKINAMICS

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Libro: Fundamentos de Educación y Aprendizaje experiencial . WIKINAMICS

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Fundamentos de Educación y Aprendizaje Experiencial: Fundamentos de Aprendizaje Experiencial (Spanish Edition)

# data[].attributes.attachment_link.description
Fundamentos de Educación y Aprendizaje Experiencial: Fundamentos de Aprendizaje Experiencial (Spanish Edition) : Roman Acosta, Vicente: Amazon.com.mx: Libros

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From the author of The Five Dysfunctions of a Team comes the Working Genius Assessment. The fastest and simplest way to discover your natural talents at work

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Colaborative Academic - Social & Emotional learning

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Colaborative Academic - Social & Emotional learning

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Foster knowledge, skills, and attitudes across five areas of social and emotional competence;

Establish equitable learning environments and coordinate practices across four key settings that support students' social, emotional, and academic development.

Download more information on the framework (available in and Spanish).

Use our reflection protocol to facilitate a discussion on implementation efforts in your school, district, or other setting.

Read more about the 2020 update to our framework, which highlighted the potential of SEL in promoting educational equity and excellence.

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Communities

Communities. Community partners often provide safe and developmentally rich settings for learning and development, have deep understanding of community needs and assets, are seen as trusted partners by families and students, and have connections to additional supports and services that school and families need. Community programs also offer opportunities for young people to practice their social and emotional skills in settings that are both personally relevant and can open opportunities for their future. To integrate SEL efforts across the school day and out-of-school time, school staff and community partners should align on common language and coordinate strategies and communication around SEL-related efforts and initiatives.
Learn more: CASEL Guide to Schoolwide SEL - Community Partnerships

Families & Caregivers

Families & Caregivers. When schools and families form authentic partnerships, they can build strong connections that reinforce students' social and emotional development. Families and caregivers are children's first teachers, and bring deep expertise about their development, experiences, culture, and learning needs. These insights and perspectives are critical to informing, supporting, and sustaining SEL efforts. Research suggests that evidence-based SEL programs are more effective when they extend into the home, and families are far more likely to form partnerships with schools when their schools' norms, values, and cultural representations reflect their own experiences. Schools need inclusive decision-making processes that ensure that families-particularly those from historically marginalized groups-are part of planning, implementing, and continuously improving SEL.

Schools can also create other avenues for family partnership that may include creating ongoing two-way communication with families, helping caregivers understand child development, helping teachers understand family backgrounds and cultures, providing opportunities for families to volunteer in schools, extending learning activities and discussions into homes, and coordinating family services with community partners. These efforts should engage families in understanding, experiencing, informing, and supporting the social and emotional development of their students.
Learn more: CASEL Guide to Schoolwide SEL - Family Partnerships

Schools

Schools. Effectively integrating SEL schoolwide involves ongoing planning, implementation, evaluation, and continuous improvement by all members of the school community. SEL efforts both contribute to and depend upon a school climate where all students and adults feel respected, supported, and engaged.

Because the school setting includes many contexts-classrooms, hallways, cafeteria, playground, bus-fostering a healthy school climate and culture requires active engagement from all adults and students. A strong school culture is rooted in students' sense of belonging, with evidence that suggests that it plays a crucial role in students' engagement. SEL also offers an opportunity to enhance existing systems of student support by integrating SEL goals and practices with universal, targeted, and intensive academic and behavioral supports. By coordinating and building upon SEL practices and programs, schools can create an environment that infuses SEL into every part of students' educational experience and promotes positive social, emotional, and academic outcomes for all students.
Learn more: CASEL Guide to Schoolwide SEL

Classrooms

Classrooms. Research has shown that social and emotional competence can be enhanced using a variety of classroom-based approaches such as: (a) explicit instruction through which social and emotional skills and attitudes are taught and practiced in developmentally, contextually, and culturally responsive ways; (b) teaching practices such as cooperative learning and project-based learning; and (c) integration of SEL and academic curriculum such as language arts, math, science, social studies, health, and performing arts. High-quality SEL instruction has four elements represented by the acronym SAFE: Sequenced - following a coordinated set of training approaches to foster the development of competencies; Active - emphasizing active forms of learning to help students practice and master new skills; Focused - implementing curriculum that intentionally emphasizes the development of SEL competencies; and Explicit - defining and targeting specific skills, attitudes, and knowledge.

SEL instruction is carried out most effectively in nurturing, safe environments characterized by positive, caring relationships among students and teachers. To facilitate age-appropriate and culturally responsive instruction, adults must understand and appreciate the unique strengths and needs of each student and support students' identities. When adults incorporate students' personal experiences and cultural backgrounds and seek their input, they create an inclusive classroom environment where students are partners in the educational process, elevating their own agency. Strong relationships between adults and students can facilitate co-learning, foster student and adult growth, and generate collaborative solutions to shared concerns.
Learn more: CASEL Guide to Effective SEL Programs

Self-Awareness

Self-awareness: The abilities to understand one's own emotions, thoughts, and values and how they influence behavior across contexts. This includes capacities to recognize one's strengths and limitations with a well-grounded sense of confidence and purpose.

Such as:

Integrating personal and social identities

Identifying personal, cultural, and linguistic assets

Identifying one's emotions

Demonstrating honesty and integrity

Linking feelings, values, and thoughts

Examining prejudices and biases

Experiencing self-efficacy

Having a growth mindset

Developing interests and a sense of purpose

Check out this video from PBS Learning Media for more information.

Self-Management

Self-management: The abilities to manage one's emotions, thoughts, and behaviors effectively in different situations and to achieve goals and aspirations. This includes the capacities to delay gratification, manage stress, and feel motivation and agency to accomplish personal and collective goals.

Such as:

Managing one's emotions

Identifying and using stress management strategies

Exhibiting self-discipline and self-motivation

Setting personal and collective goals

Using planning and organizational skills

Showing the courage to take initiative

Demonstrating personal and collective agency

Check out this video from PBS Learning Media for more information.

Social Awareness

Social awareness: The abilities to understand the perspectives of and empathize with others, including those from diverse backgrounds, cultures, and contexts. This includes the capacities to feel compassion for others, understand broader historical and social norms for behavior in different settings, and recognize family, school, and community resources and supports.

Such as:

Taking others' perspectives

Recognizing strengths in others

Demonstrating empathy and compassion

Showing concern for the feelings of others

Understanding and expressing gratitude

Identifying diverse social norms, including unjust ones

Recognizing situational demands and opportunities

Understanding the influences of organizations and systems on behavior

Check out this video from PBS Learning Media for more information.

Responsible Decision-Making

Responsible decision-making: The abilities to make caring and constructive choices about personal behavior and social interactions across diverse situations. This includes the capacities to consider ethical standards and safety concerns, and to evaluate the benefits and consequences of various actions for personal, social, and collective well-being.

Such as:

Demonstrating curiosity and open-mindedness

Learning how to make a reasoned judgment after analyzing information, data, and facts

Identifying solutions for personal and social problems

Anticipating and evaluating the consequences of one's actions

Recognizing how critical thinking skills are useful both inside and outside of school

Reflecting on one's role to promote personal, family, and community well-being

Evaluating personal, interpersonal, community, and institutional impacts

Check out this video from PBS Learning Media for more information.

Relationship Skills

Relationship skills: The abilities to establish and maintain healthy and supportive relationships and to effectively navigate settings with diverse individuals and groups. This includes the capacities to communicate clearly, listen actively, cooperate, work collaboratively to problem solve and negotiate conflict constructively, navigate settings with differing social and cultural demands and opportunities, provide leadership, and seek or offer help when needed.

Such as:

Communicating effectively

Developing positive relationships

Demonstrating cultural competency

Practicing teamwork and collaborative problem-solving

Resolving conflicts constructively

Resisting negative social pressure

Showing leadership in groups

Seeking or offering support and help when needed

Standing up for the rights of others

Check out this video from PBS Learning Media for more information.

Social & Emotional Learning

Social and emotional learning (SEL) is an integral part of education and human development. SEL is the process through which all young people and adults acquire and apply the knowledge, skills, and attitudes to develop healthy identities, manage emotions and achieve personal and collective goals, feel and show empathy for others, establish and maintain supportive relationships, and make responsible and caring decisions.

SEL advances educational equity and excellence through authentic school-family-community partnerships to establish learning environments and experiences that feature trusting and collaborative relationships, rigorous and meaningful curriculum and instruction, and ongoing evaluation. SEL can help address various forms of inequity and empower young people and adults to co-create thriving schools and contribute to safe, healthy, and just communities.

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Our SEL framework, known to many as the "CASEL wheel," helps cultivate skills and environments that advance students' learning and development.

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The new 2nd edition of Radical Collaboration (HarperCollins, Jan. 2020) first explores the range of attitudes people bring to the task of collaboration and relationship building. A hostile, adversarial Red Zone attitude and a conflict avoidant, passive aggressive Pink Zone attitude is contrasted with a more effective and collaborative Green Zone attitude. Maintaining a Green Zone attitude is the single most important thing readers can do to increase their effectiveness when working to turn conflict into collaboration.

The book offers readers a series of practical tools they can implement immediately to create stronger, more collaborative relationships and organizations. Readers learn to better deal with their own defensiveness and that of others, negotiate their way through the conflict that is inevitable in any long-term relationships, solve problems meeting the interests of all the parties, and build more collaborative environments and relationships.

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Workplaces lacking skill at collaboration waste time and resources. They are less creative, have higher turnover, lower trust, longer lead times and lower employee satisfaction.

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Modelo PERMA de Martin Seligman - Felicidad

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Modelo PERMA de Martin Seligman - Felicidad

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Psicopedia - Psicología, Psicoterapias y Autoayuda

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El modelo PERMA es una teoría de elección no forzada, basada en las decisiones que las personas toman de forma libre y que les incrementa su bienestar.

Este modelo está centrado en las bases e indicadores del bienestar, es decir, aquello que permite sentirse bien, mantener buena actitud y sentirse positivos la mayor parte del día, en cualquier tipo de actividad, y a lo largo del ciclo vital.

El modelo PERMA

A finales de la década de los noventa, el psicólogo y escritor estadounidense, Martin Seligman, considerado el fundador principal de la Psicología Positiva, enfocó su atención en los aspectos saludables del ser humano.

Por medio de sus estudios, concluyó que los estados mentales positivos funcionaban como barreras protectoras que permitían prevenir trastornos psicológicos, pese a las presiones o dificultades inherentes a la vida o al sistema social.

Sus estudios también fueron trasladados al ámbito organizacional, en donde Seligman encontró que aquellas empresas centradas en la calidad de vida y el bienestar, así como en la felicidad de los empleados, eran más capaces de enfrentar las crisis y resistirlas.

Ello se debe a que los trabajadores felices cuentan con la capacidad de crecer y superar obstáculos de forma exitosa, sin que el pensamiento de derrota se interponga.

Así, el modelo de Martin Seligman se ha convertido en un referente para determinar lo que nos hace felices. El modelo PERMA está compuesto por cinco elementos importantes en las realización y análisis de la felicidad.

La teoría del bienestar o modelo perma se considera como una evolución que parte de la primera propuesta de Seligman de Las 3 vías hacia la felicidad, del año 1999.

PERMA es un acrónimo conformado por los 5 factores principales, de modo que, el desarrollo y mejora de cada uno de ellos contribuirá a incrementar los niveles de satisfacción y de motivación.

Características de cada elemento

Cada elemento del modelo PERMA debe cumplir con unas características para que puedan ser considerados por dicha teoría:

1. Debe contribuir al bienestar.

2. Que las personas lo elijan por su propio bien y no como una vía para alcanzar las otras variables.

3. Que se defina y se mida de manera independiente al resto de las variables del modelo.

Los 5 factores del modelo PERMA

Los cinco factores que integran el modelo PERMA son los siguientes:

P: Positive Emotions. Emociones Positivas: estas emociones son más poderosas de lo que se cree. Pueden mejorar la salud, inspirar para impulsar la creatividad, mejorar las relaciones, ayudar a asumir riesgos, ser mejores profesionales, entre otras. Es por ello que cuando aparece una emoción positiva en la vida, el llamado es para disfrutar todo el poder que esta trae consigo.

Con este factor se busca aumentar el número de emociones positivas, pero no como un intercambio con las negativas, sino como una herramienta para poder lidiar con estas.

Dichas emociones positivas ayudan a que cada persona experimente más bienestar en su vida. Algunas de estas emociones tan poderosas pueden ser la gratitud, el placer, la satisfacción, la inspiración, la esperanza, la paz, el amor o la curiosidad.

E: Engagement. Compromiso: el flow aparece cuando una persona está inmersa en un momento o actividad y se encuentra disfrutándolo, a tal punto que no siente pasar el tiempo. Esto se puede experimentar al leer, hacer deporte, conversar con alguien, escuchar música, ver una película o en el trabajo.

De ello se trata el compromiso, de buscar aquellas actividades que faciliten entrar en flow, o estado de ánimo de activación. Cuando alguien se compromete con una tarea o proyecto, puede experimentar ese estado de flujo en el que el tiempo parece que se ha detenido y la persona solo se centra en el presente, de una manera intensa.

R: Relationships. Relaciones positivas: las relaciones sanas también incrementan el bienestar, sobre todo cuando la alegría es compartida. Por ello es tan importante dedicar tiempo a las demás personas y alimentar dichas relaciones.

La naturaleza del ser humano es la de ser social. Todos, en cierto modo, nos relacionamos con los demás, de una forma más intensa en algunas ocasiones. Pero, en todo momento son un factor influyente en el bienestar. Este factor se refiere al hecho de mejorar las relaciones con los otros.

M: Meaning and purpose. Propósito y significado: es importante que todos podamos trabajar en algo que realmente tenga un significado y sentir que dedicamos tiempo a una labor que está alineada con nuestras creencias. Es necesario descubrir cuáles son los valores que nos guían para así encontrar aquellas tareas que nos hacen sentir felicidad.

A: Accomplishment. Éxito y sentido del logro: se relaciona con el poder establecer metas y que, una vez que se alcancen, nos podamos sentir competentes. Trabajar con objetivos a largo plazo es una guía que ayuda a no desviarse del comino. Reconocer los logros, incluso los más pequeños, permite avanzar hacia la meta. A su vez, el poder reconocer los logros, nos permite sentir mayor seguridad y afrontar nuevos retos.

Una vez que se trabajen y se cubran estos ámbitos, podremos experimentar un bienestar pleno. Pero, no se debe tratar de cultivar o promover todos los factores por igual, sino aquellos con los cuales nos sintamos identificados y nos permitan sentirnos más cómodos, pues, la idea no es negociar el bienestar propio, sino potenciarlo.

Bibliografía

Bolaños, R. E. D., & Cruz, E. I. (2017). La psicología positiva: Un nuevo enfoque para el estudio de la felicidad. Razón y palabra, 21(96), 660-679.

Espin Cadena, K. A. (2019). Modelo PERMA para incrementar la satisfacción con la vida y aumentar el florecimiento en adultos mayores que asisten al programa 60 y piquito (Bachelor's thesis, Quito).

Rodríguez Torres, E. O., & Gordillo Amaya, S. M. (2015). Diseño de un programa de emociones positivas en las organizaciones (Bachelor's thesis).

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El modelo PERMA, o cómo alcanzar la felicidad según Martin Seligman

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El modelo PERMA es una teoría de elección no forzada, basada en las decisiones que las personas toman de forma libre y que les incrementa su bienestar. Este modelo está centrado en las bases e indicadores del bienestar, es decir, aquello que permite sentirse bien, mantener buena actitud y sentirse positivos la mayor parte del día, en cualquier tipo de actividad, y a lo largo del ciclo vital.

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PAEI Model: this article explains the PAEI Model, developed by Ichak Adizes in a practical way. After reading you will understand the basics of this powerful management tool.

What is the PAEI Model?

The PAEI Model by the American dr. Ichak Adizes (1979) describes four important roles that together make up a successful management team.

Ichak Adizes is one of the leading management experts in the world. The PAEI Model is an acronym that stands for Producer, Administrator, Entrepreneur and Integrator (PAEI).
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Explanation of the PAEI Model

Below, you will find a short explanation per management role:

Producer

The main goal of any organisation is working towards and achieving results. The producer feels particularly responsible for the final product or service that is delivered to the customer. In addition, he is ultimately responsible for achieving the objectives.

Produces often work fast and have a tendency to focus on the end-result. They are hard workers and tend to put a lot of time pressure on their employees. Producers are very ambitious. The final product has to meet the expected results and the producer and his team work very hard to make that happen.

Administrator

An administrator focuses on how tasks are completed and therefore keeps a close eye on the work process. He checks is everything is done according to rules and procedures. He has strong analytical skills and a structured approach, and he develops systems to work efficiently and productively.

Administrators are mainly interested in rules and policy measures and focus on correctly following procedures. They have an often slow but steady and structured approach to problem solving and decision making.

Organisations depend on administrators for developing processes and systems that ensure that everyone works efficiently and productively. Administrators often work in accounting or other process-oriented departments.

Entrepreneur

The entrepreneur is very industrious and full of ideas. He has a sharp vision for the future and is capable of taking calculated risks.

His or her strategic insight makes him well suited to distinguish between opportunities and threats to the organisation and able to see which strategy is best for the organisation and which new markets offer opportunities.

Entrepreneurs do not avoid unstructured approaches to problem solving and decision making. Entrepreneurs and entrepreneurship can mostly be found in senior management position or in marketing, research and development teams.

Integrator

The integrator brings people together and is the beating heart of a team or within an organisation. He is capable of creating harmony within a group. His focus is on the process and not so much on the end-result. The integrator is emotionally intelligent and empathic and knows how to build trust and respect in a team.

The integrator's goal is to solve problems and he tends to work slowly and methodically in order to focus on the process. He has a friendly leadership style and always takes time to help others and listen to their stories. Integrators can play an important key role in the building of a corporate culture.

PAEI Model: stress management categories

Work stress and tension can be described as strain. Strain can be high or low. In addition, there is always the matter of decision making freedom and control and self-managing that is described with latitude. Latitude can also be high or low.

When combined with the management roles of Producer, Administrator, Entrepreneur and Integrator (PAEI), that creates four stress categories for jobs, which are similar to Karasek's Job Demand Control.

P - Stressful jobs (low latitude - high strain)

High job demands and little room for controlling one's own work lead to a stressful job. In his management role, the Producer takes up a lot of responsibility, which brings with it some tension, without him looking for extra space to be able to organise his time himself.

The Producer enjoys the workload, which is often experienced by others as being excessive. Of all the roles, these are the jobs with the highest strain, which the Producer actually enjoys.

A - Passive jobs (low latitude - low strain)

The combination of low strain and very little latitude lead to a passive job. The Administrator is the management role that fits best with these types of jobs. The Administrator strives to manage issues through the implementation of processes and regulations.

By following procedures, the Administrator does not feel the need to widen his decision-making latitude. It is the procedure that ensures that things run smoothly and that potential problems are solved quickly. That is what gives him satisfaction.

E - Active jobs (high latitude - high strain)

The combination of high strain and high latitude creates challenging work and leads to active jobs. The Entrepreneur is the management role that fits perfectly with this type of job. This combination leads to feeling challenged in the workplace. That creates room for development and growth.

Active jobs are not stressful to Entrepreneurs because they choose them and need the high demands in order to function actively. Because they have control when it comes to their job, they experience a significant sense of freedom. That helps motivate them even more, which they pass on to the team.

I - Low-stress jobs (high latitude - low strain)

The combination of low strain and high latitude ensures relaxed work that translates into stressless jobs. The Integrator is the management role that is often found in these jobs. In these types of jobs, the social processes are very important.

The Integrator has the time to participate and ensure that everyone feels part of the team. The danger of this job is that the combination of a high degree of latitude and simple work can lead to feeling bored. The Integrator would be well-advised to focus on the atmosphere in the group and to give attention to all the individuals.

Application of the PAEI Model

No one can fill all these roles at the same time. A management team becomes strong and effective when different managers each play a role. The model can also be used as a tool for self-reflection.

It will make a manager better able to understand his strengths and weaknesses and understand what is preferred style is that suits him best. That way, he will be better able to identify with his management role and that will help him to identify his weaknesses and work on them.

In addition, the PAEI Model is a useful tool to put together a new management team. By bringing together a diverse group of people, they will work together more effectively, which will make it easier to achieve the objectives. A practical way to put a team together is to first determine which expertise and skills are important.

Based on that information, you can then bring together the right people, using the roles of Producer, Administrator, Entrepreneur and Integrator. By ensuring that each role is represented by at least one person, the team will flourish.

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It's Your Turn

What do you think? Can you apply PAEI Model in today's modern business companies? Do you recognize the practical explanation or do you have more suggestions? What are your success factors for people and stress management?

Share your experience and knowledge in the comments box below.

More information

1. Adizes, I. (1979). Organizational passages-diagnosing and treating lifecycle problems of organizations. Organizational dynamics, 8(1), 3-25.

2. Adizes, I. (1979). How to solve the mismanagement crisis: Diagnosis and treatment of management problems. The Adizes Institute Publishing.

3. Smith, C., Jennings, C., & Castro, N. (2005). Model for assessing adaptive effectiveness development. Journal of Contingencies and Crisis Management, 13(3), 129-137.

How to cite this article:
Mulder, P. (2017). PAEI Model by Ichak Adizes. Retrieved [insert date] from Toolshero: https://www.toolshero.com/management/paei-model/

Published on: 12/13/2017 | Last update: 05/20/2022

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<a href="https://www.toolshero.com/management/paei-model/">Toolshero: PAEI Model by Ichak Adizes</a>

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PAEI Model: this article explains the PAEI Model, developed by Ichak Adizes in a practical way. After reading you will understand the basics of this powerful management tool. The PAEI Model by the American dr. Ichak Adizes (1979) describes four important roles that together make up a successful management team.

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