Please add image references under each image used in the PowerPoint slides (whoo took or made it/ year )+ add them to the reference slide APA style. (will show you an example) Make the slides neat and simple using meaningful images and graphics In each slide, keep points simple, and Under each slide ‘note section’ explain each slide in detail (The actual presentation part, since we will not be able to present it) PERSUASIVE PRESENTATIONS •Strategies used in persuading •Persuasion versus informing •Building arguments Strategies used in Persuading 5 Setting yourself goals is crucial 5 You need to analyze your audience in order to know what is likely to work best with them 5 Winning over your audience is crucial if you are trying to persuade them to do something 1-2 Power point may be desirable or even expected but is not always necessary 1-2 Dressing appropriately should be a feature of all presentationswhether informative or persuasive, but smart clothes are not absolutely necessary, particularly in academic contexts where informality tends to rule 2-3 In some contexts, emotional appeal will work well; in others they may not. It all depends on the situation and your analysis of the audience 2-3 In some contexts, factual reasoning will be more effective than appeals to emotions, but it all depends on the situation. The presenter has to decide which approach will best suit his/her audience 1-2 You will not be able to achieve all your objectives, although you may be able to achieve some. Having some flexibility and being able to compromise is therefore desirable Informative Opening: Good morning everyone. As you know, my name is Peter and I’m a student here at New College. In my presentation today, I’m going to talk about cycling to the campus rather than coming by car. Basically my presentation has three parts. In the first part, I’ll talk about some environmental issues. Then I’ll look at the financial side of things, and to finish off, I’ll focus on personal safety. Informative Conclusion: That brings us to the end of my presentation today. Thank you very much for listening. If anyone has any questions, I’d be happy to answer them. PERSUASIVE OPENING • Good morning every one. As you know my name is Richard and I’m a student here at New College. In my presentation today, I’m going to focus on why I strongly believe that more people should be cycling to the campus rather than coming by car. Basically, my presentation will be in three parts. In the first part I will show you the environmental benefits of leaving the car at home. Then, I’ll let you see just how much money you could save. And to finish off, I’ll demonstrate how travelling to the campus by bicycle can have a massive impact on everyone’s personal safety. PERSUASIVE CONCLUSION • That brings us to the end of my presentation today. As I’m sure you’ll now agree, travelling to the campus by bicycle can offer you a number of distinct advantages, not only in terms of helping the environment, but also in terms of saving you money and raising the level of your personal safety. Thank you very much for listening. If anyone has any questions, I’d be happy to answer them. GENERAL INTRODUCTION INFORMATIVE PERSUASIVE The speaker The speaker introduces him / introduces him / herself herself THE OVERVIEW INFORMATIVE The speaker tells the audience what the topic of the presentation will be. The main focus is on sharing information PERSUASIVE The speaker tells the audience what the topic of the presentation will be. The main focus is on achieving a particular objective. THE OVERVIEW INFORMATIVE In my presentation today, I’m going to talk about cycling to the campus rather than coming by car. PERSUASIVE In my presentation today, I’m going to focus on why I strongly believe that more people should be cycling to the campus rather than coming by car. THE BODY INFORMATIVE The speaker tells about the presentation topic in detail. The content is neutral, with a focus on sharing information. PERSUASIVE The speaker tells about the presentation topic in detail. The content is strategic, with a focus on giving reasons and building arguments. THE CONCLUSION INFORMATIVE The speaker lets the audience know that he/she is about to finish. PERSUASIVE The speaker lets the audience know that he/she is about to finish. The speaker reminds the audience of his/her main objective. THE CONCLUSION INFORMATIVE That brings us to the end of my presentation today. Thank you for listening. If anyone has any questions, I’d be happy to answer them. PERSUASIVE That brings us to the end of my presentation today. As I’m sure you’ll now agree, travelling to the campus by bicycle can offer you a number of distinct advantages, INFORMATIVE That brings us to the end of my presentation today. Thank you for listening. If anyone has any questions, I’d be happy to answer them. PERSUASIVE not only in terms of helping the environment, but also in terms of saving you money and raising the level of your personal safety. Thank you very much for listening. If anyone has any questions, I’d be happy to answer them. THE CHANCE FOR DISCUSSION INFORMATIVE The speaker gives the audience the opportunity to ask questions. PERSUASIVE The speaker gives the audience the opportunity to ask questions. GIVING REASONS AND BUILDING ARGUMENTS 4.1- Why British Policemen shouldn’t carry guns. • If policemen carry guns, then criminals will too. • There’s a greater risk of innocent people getting hurt. • In countries where the police do carry guns, the violent crime rate is higher. Making a statement and then listing the supporting points in a sequence. • Arming the police would only lead to increased levels of violence on our streets. Aside from the fact that if all our policemen started carrying guns, then all our criminals would too, there would also be a much greater risk of innocent people getting hurt. In most inner city shoot-outs, its neither the police nor the criminals, that end up getting shot- its innocent passers-by like you and me. Introducing a typical argument but then giving an answer to it or explaining why it isn’t a valid argument • But I’m sure some of you are still thinking, if the police carried guns, then, wouldn’t it work as a deterrent to violent crime? Well, all the evidence from countries where police do carry guns on a daily basis shows that the violent crime rate actually goes up, not down. And of course, America is a prime example of this. Is personality a factor in landing job? www.inc.com , (2015) 2 Overview Introduction My argument Counter argument Conclusion References 3 Introduction • • • • What is personality? Every individual is different. Main five personality types. I agree that personality is a factor in landing a job. Personalities: • • • • • Openness Extroversion-introversion Conscientiousness Agreeableness Neuroticism www.medium.com (2019) 5 My argument According to researches: ? Personality and landing a job. ? Personality and job performance. ? Assigning job roles based on personality types. ? Tests ? Skills ? Personality type ? Interviews 6 Examples An introvert person will not be considered for a job which involves a lot of social interaction and public speaking. High conscientious individuals are usually selected for jobs which involve the time limits and details. The neurotic temperament of an individual will hinder the job opportunities because of their anxiousness. (Wille, Fruyt, et al., 2010) www.virtualspeech.c om (2017) www.verywellmind.com,(2020) 7 Counter argument ? The role of other external factors in obtaining a job: o o o o ? ? Skills in particular area Education Experience Reference All play more significant role (Barrick, 2005) 8 www.thebalancecareers.com, (2020) 9 Different personality types people opt different jobs. www.quill.com, (2018) 10 Conclusion • Do not underestimate personality in job prosses. • Organizations test candidates personalities before hiring them. • High-level jobs interviews panel comprises of psychologists 11 Any questions? References Barrick, M. R. (2005). Yes, personality matters: moving on to more important matters. Hum. Perform. 18, 359–372. doi: 10.1207/s15327043hup1804_3 Baumert, A., Schmitt, M., Perugini, M., Johnson, W., Blum, G., Borkenau, P., et al. (2017). Integrating personality structure, personality process, and personality development. Eur. J. Pers. 31, 503–528. doi: 10.1002/per.2115 Goldberg, L. R. (1990). An alternative ‘description of personality’: the big-five factor structure. J. Pers. Soc. Psychol. 59, 1216–1229. doi: 10.1037/0022-3514.59.6.1216 Hurtz, G. M., and Donovan, J. (2000). Personality and job performance: the big five revisited. J. Appl. Psychol. 85, 869–879. doi: 10.1037//0021-9010.85.6.869 Image references https://virtualspeech.com/blog/what-are-the-benefits-of-public-speaking https://www.verywellmind.com/work-anxiety-4692762 https://medium.com/@joslinedsilva/five-factor-model-or-the-big-five-c4b9dd86bbad https://www.thebalancecareers.com/top-soft-skills-for-customer-service-jobs-2063746 https://www.inc.com/magazine/201502/alix-stuart/tipsheet-the-rise-of-the-hiring-machines-.html https://www.quill.com/blog/careers-advice/how-your-favorite-color-can-help-you-find-the-perfect-job.html 13 Is personality a factor in landing a job? Title page Overview In this PowerPoint presentation, personality types will be explained briefly and then the role of personality in obtaining a job will be presented. The counter argument and my argument will be made based on research and evidence. At the end, conclusion will be drawn. Introduction Personality is a way in which a person thinks, feels and behaves. Every individual is different from other not only in terms of physical characteristic but also in terms of personality. There are mainly five personality types. • • • • • Openness- high openness accounts for more creativity whereas low openness can depict the resistance to the change. Extroversion-introversion- extroverts are better at social interactions and public speaking whereas, introverts are considered to be better observers. Conscientiousness- highly conscientious individuals pay attention to details and stick to the schedules whereas, people having lower construct are usually messy and are procrastinators. Agreeableness – people having high level of this trait are more empathic and are helpful towards others, whereas, people having lower level are usually manipulators. Neuroticism – it is negative emotionality, individuals having neurotic personality are driven by their negative emotions such as stress and anxiety. (Hurtz & Donovan, 2000) Is personality really a factor in landing a job? Lets look at what research and studies are suggesting. My argument Personality has a significant role in job performance. Most managers assign job roles based on personality types. Moreover, during the recruiting process for a particular designation, organizations take several tests from the candidates. These tests not only measure their skills and abilities but also their personality type. After the test, interviews are done to check the overall temperament of the candidate. All these procedures depict the importance of personality in obtaining a job. A survey conducted by the HR management society revealed that more than 20% of employers take personality tests for hiring purposes. Examples: An introverted person will not be considered for a job that involves a lot of social interaction and public speaking. Similarly, high conscientious individuals are usually selected for jobs that involve time limits and details. The neurotic temperament of an individual will hinder the job opportunities because of their anxiousness. (Wille, Fruyt, et al., 2010). Following are some studies highlighting the role of personality in the job market. In 2016, a study was conducted by Frank L. Schmidt, it explored the practical as well as theoretical implications of research findings of the whole century related to selection methods in jobs. The results suggested that the job experience only counted for 16% in predicting job performance while cognition and personality had 78% accuracy. (Schmidt,2016) Another study was conducted by Sackett and Walmsley in 2014 in which they used a personality model to find the attributes which were most desired by employers. The results revealed that conscientiousness was the most desirable trait by employers for job applicants. The second prioritized trait was agreeableness. (Sacket &Walmsley,2014) Counter argument The role of personality in job performance has been debated a lot during recent years. Most of the researchers have found a strong link between personality types and the prediction of career choices. The counterargument which has been presented by some studies is the role of other external factors in obtaining a job. Such as if the skills of a particular individual are high in a certain area, then the candidate may be selected for the job regardless of his/her personality type. Likewise, some researches explain that experience, education, and references play a significant role in obtaining a job, so personality rather becomes a less notable factor. (Barrick, 2005). Essential professional skills: Here in this slide, some essential skills that recruiters are prioritizing in hiring process for most jobs. Conclusion Based on studies about personality type, career selection, and job performance, it is evident that the role of personality in the hiring process for a job can never be neglected. Its importance can be determined by the fact that organizations will ask candidates to take specially designed personality tests before hiring them. In some high-level jobs, the interview panel also comprises psychologists to examine the candidates’ personalities and make recommendations about job performance. All in all, there is a need for more accurate personality measures to help individuals find a compatible job. There is a need for a correct personality assessment on the part of employers to avoid future conflicts. This presentation will help the audience in selecting the best career based on their personality type, as well as in developing desirable personality traits for landing a job. References Barrick, M. R. (2005). Yes, personality matters: moving on to more important matters. Hum. Perform. 18, 359–372. doi: 10.1207/s15327043hup1804_3 Baumert, A., Schmitt, M., Perugini, M., Johnson, W., Blum, G., Borkenau, P., et al. (2017). Integrating personality structure, personality process, and personality development. Eur. J. Pers. 31, 503–528. doi: 10.1002/per.2115 Goldberg, L. R. (1990). An alternative ‘description of personality’: the big-five factor structure. J. Pers. Soc. Psychol. 59, 1216–1229. doi: 10.1037/0022-3514.59.6.1216 Hurtz, G. M., and Donovan, J. (2000). Personality and job performance: the big five revisited. J. Appl. Psychol. 85, 869–879. doi: 10.1037//0021-9010.85.6.869 Wille, B., De Fruyt, F., and Feys, M. (2010). Vocational interests and big five traits as predictors of job instability. J. Vocat. Behav. 76, 547–558. doi: 10.1016/j.jvb.2010.01.007 Purchase answer to see full attachment Tags: does TRAVELING MAKE PEOPLE MORE OPEN MINDED User generated content is uploaded by users for the purposes of learning and should be used following Studypool’s honor code & terms of service.