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	<title>Management Development</title>
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	<link>http://mdi.com.pk/management</link>
	<description>Insights and Resources for Busy Managers</description>
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		<title>Executive MBA &#8211; Are You Thinking About It?</title>
		<link>http://mdi.com.pk/management/2012/03/thinking-about-executive-mba/</link>
		<comments>http://mdi.com.pk/management/2012/03/thinking-about-executive-mba/#comments</comments>
		<pubDate>Tue, 27 Mar 2012 15:16:05 +0000</pubDate>
		<dc:creator>administrator</dc:creator>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Decision Making and Problem Solving]]></category>
		<category><![CDATA[Development Sector]]></category>
		<category><![CDATA[E-Learning]]></category>
		<category><![CDATA[Entrepreneurship]]></category>
		<category><![CDATA[Learning and Engagement]]></category>
		<category><![CDATA[Management and Leadership]]></category>
		<category><![CDATA[Organizational Development]]></category>
		<category><![CDATA[Personal Effectiveness]]></category>
		<category><![CDATA[Strategy and Planning]]></category>
		<category><![CDATA[executive]]></category>
		<category><![CDATA[learning]]></category>
		<category><![CDATA[mba]]></category>

		<guid isPermaLink="false">http://mdi.com.pk/management/?p=408</guid>
		<description><![CDATA[Here are some potential areas of benefit of pursuing an Executive MBA for working professionals. Not all may be applicable in each case but quite a few will be directly relevant to you:]]></description>
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		<title>Enhancing Your Influence &#8211; 3 Steps</title>
		<link>http://mdi.com.pk/management/2012/03/enhancing-your-influence/</link>
		<comments>http://mdi.com.pk/management/2012/03/enhancing-your-influence/#comments</comments>
		<pubDate>Thu, 15 Mar 2012 11:45:48 +0000</pubDate>
		<dc:creator>administrator</dc:creator>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Communication Skills and Writing]]></category>
		<category><![CDATA[Conflict and Negotiation]]></category>
		<category><![CDATA[Customer Service]]></category>
		<category><![CDATA[Decision Making and Problem Solving]]></category>
		<category><![CDATA[HR Management]]></category>
		<category><![CDATA[Management and Leadership]]></category>
		<category><![CDATA[Organizational Development]]></category>
		<category><![CDATA[Personal Effectiveness]]></category>
		<category><![CDATA[Sales and Marketing]]></category>
		<category><![CDATA[Teams]]></category>

		<guid isPermaLink="false">http://mdi.com.pk/management/?p=390</guid>
		<description><![CDATA[Much of what we use consciously or sub-consciously to influence or persuade people around us doesn&#8217;t actually work. This is because more often than not influencing turns out to be some form of coercion. In some cases, it is winning the argument without winning over the person. Here are 3 things you can do in [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>The Ultimate 5 P&#8217;s of Success</title>
		<link>http://mdi.com.pk/management/2012/03/the-ultimate-5-ps-of-success/</link>
		<comments>http://mdi.com.pk/management/2012/03/the-ultimate-5-ps-of-success/#comments</comments>
		<pubDate>Fri, 09 Mar 2012 11:43:48 +0000</pubDate>
		<dc:creator>administrator</dc:creator>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Learning and Engagement]]></category>
		<category><![CDATA[Personal Effectiveness]]></category>
		<category><![CDATA[Sales and Marketing]]></category>

		<guid isPermaLink="false">http://mdi.com.pk/management/?p=392</guid>
		<description><![CDATA[Do a Google search on &#8220;5 P&#8217;s of Success&#8221; and you will get hundreds of results. It seems there are many versions of the 5 P&#8217;s of Success. Some are quite good, some rather lame and some are repetitions of common themes like Passion and Perspiration. But I believe one of the best 5 P&#8217;s [...]]]></description>
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		<slash:comments>2</slash:comments>
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		<title>Motivation by Vroom</title>
		<link>http://mdi.com.pk/management/2012/02/motivation-by-vroom/</link>
		<comments>http://mdi.com.pk/management/2012/02/motivation-by-vroom/#comments</comments>
		<pubDate>Thu, 23 Feb 2012 17:11:09 +0000</pubDate>
		<dc:creator>administrator</dc:creator>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[HR Management]]></category>
		<category><![CDATA[Management and Leadership]]></category>
		<category><![CDATA[Organizational Development]]></category>
		<category><![CDATA[Sales and Marketing]]></category>

		<guid isPermaLink="false">http://mdi.com.pk/management/?p=388</guid>
		<description><![CDATA[An explanation of the Expectancy Theory of motivation from the 1970s as proposed by Victor Vroom, a business school professor at the Yale School of Management. This is still very relevant and an accurate depiction of what motivates individuals in organizations&#8230; According to Vroom, there are three key parameters in motivation: Expectancy &#8211; this is [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Business Quotes to Remember</title>
		<link>http://mdi.com.pk/management/2012/02/business-quotes-to-remember/</link>
		<comments>http://mdi.com.pk/management/2012/02/business-quotes-to-remember/#comments</comments>
		<pubDate>Tue, 21 Feb 2012 15:32:55 +0000</pubDate>
		<dc:creator>administrator</dc:creator>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Creativity and Innovation]]></category>
		<category><![CDATA[Entrepreneurship]]></category>
		<category><![CDATA[HR Management]]></category>
		<category><![CDATA[Learning and Engagement]]></category>
		<category><![CDATA[Management and Leadership]]></category>
		<category><![CDATA[Organizational Development]]></category>
		<category><![CDATA[Personal Effectiveness]]></category>

		<guid isPermaLink="false">http://mdi.com.pk/management/?p=384</guid>
		<description><![CDATA[Here are some selected business quotes that can help us to stop, think, reflect and who knows, maybe even modify how we behave: 1. The trick is in what one emphasizes. We either make ourselves miserable, or we make ourselves strong. The amount of work is the same – Carlos Castaneda 2. It is not [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Effective Interviewing &#8211; 5 Steps</title>
		<link>http://mdi.com.pk/management/2012/02/effective-interviewing-5steps/</link>
		<comments>http://mdi.com.pk/management/2012/02/effective-interviewing-5steps/#comments</comments>
		<pubDate>Thu, 09 Feb 2012 12:31:09 +0000</pubDate>
		<dc:creator>administrator</dc:creator>
				<category><![CDATA[Communication Skills and Writing]]></category>
		<category><![CDATA[Decision Making and Problem Solving]]></category>
		<category><![CDATA[HR Management]]></category>
		<category><![CDATA[Management and Leadership]]></category>
		<category><![CDATA[Organizational Development]]></category>
		<category><![CDATA[Personal Effectiveness]]></category>

		<guid isPermaLink="false">http://mdi.com.pk/management/?p=380</guid>
		<description><![CDATA[Most managers conduct job interviews without any structure or strategy or method. Without a strategy and methodology, you end up selecting a person based on an overall impression and intuition rather than a scrutiny of the applicant’s abilities and potential. ]]></description>
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		<slash:comments>0</slash:comments>
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		<title>The 5 Stages of Employee Value</title>
		<link>http://mdi.com.pk/management/2012/02/how-organizations-assess-employee-value/</link>
		<comments>http://mdi.com.pk/management/2012/02/how-organizations-assess-employee-value/#comments</comments>
		<pubDate>Fri, 03 Feb 2012 14:24:28 +0000</pubDate>
		<dc:creator>administrator</dc:creator>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[HR Management]]></category>
		<category><![CDATA[Management and Leadership]]></category>
		<category><![CDATA[Organizational Development]]></category>
		<category><![CDATA[Personal Effectiveness]]></category>
		<category><![CDATA[Teams]]></category>

		<guid isPermaLink="false">http://mdi.com.pk/management/?p=362</guid>
		<description><![CDATA[Employees of any kind of organization have to progress through various stages of providing value to their employer. These stages or steps are not always expressed formally by the employer nor are these always properly understood or appreciated by the employee. But these are nonetheless always there and it will be useful for you to [...]]]></description>
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		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>The Top Three Objections</title>
		<link>http://mdi.com.pk/management/2012/01/the-top-three-objections/</link>
		<comments>http://mdi.com.pk/management/2012/01/the-top-three-objections/#comments</comments>
		<pubDate>Sun, 29 Jan 2012 17:38:13 +0000</pubDate>
		<dc:creator>administrator</dc:creator>
				<category><![CDATA[Communication Skills and Writing]]></category>
		<category><![CDATA[Conflict and Negotiation]]></category>
		<category><![CDATA[Customer Service]]></category>
		<category><![CDATA[Decision Making and Problem Solving]]></category>
		<category><![CDATA[Management and Leadership]]></category>
		<category><![CDATA[Personal Effectiveness]]></category>
		<category><![CDATA[Sales and Marketing]]></category>

		<guid isPermaLink="false">http://mdi.com.pk/management/?p=338</guid>
		<description><![CDATA[Whether you are selling an idea to your manager or a product or service to your prospective client,some common objections are likely to be raised. You will need to deal with these or risk losing the initiative. There are about 7-8 common, typical categories of objections but here are the top three&#8230; 1. &#8220;Yes we [...]]]></description>
		<wfw:commentRss>http://mdi.com.pk/management/2012/01/the-top-three-objections/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Executive Summary &#8211; How To Write One</title>
		<link>http://mdi.com.pk/management/2011/11/how-to-write-an-executive-summary/</link>
		<comments>http://mdi.com.pk/management/2011/11/how-to-write-an-executive-summary/#comments</comments>
		<pubDate>Sat, 19 Nov 2011 06:40:28 +0000</pubDate>
		<dc:creator>administrator</dc:creator>
				<category><![CDATA[Communication Skills and Writing]]></category>
		<category><![CDATA[Management and Leadership]]></category>
		<category><![CDATA[Personal Effectiveness]]></category>
		<category><![CDATA[Sales and Marketing]]></category>

		<guid isPermaLink="false">http://mdi.com.pk/management/?p=316</guid>
		<description><![CDATA[When writing an executive summary (sometimes called a management summary) and the most common use of this is in a proposal &#8211; most people rely on common sense or intuition to &#8220;summarize&#8221; the proposal or report. Common sense is helpful however there is a science to writing an effective executive summary. You will know more about [...]]]></description>
		<wfw:commentRss>http://mdi.com.pk/management/2011/11/how-to-write-an-executive-summary/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
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		<title>Communication Styles</title>
		<link>http://mdi.com.pk/management/2011/07/communication-styles/</link>
		<comments>http://mdi.com.pk/management/2011/07/communication-styles/#comments</comments>
		<pubDate>Mon, 25 Jul 2011 11:42:58 +0000</pubDate>
		<dc:creator>administrator</dc:creator>
				<category><![CDATA[Communication Skills and Writing]]></category>
		<category><![CDATA[Organizational Development]]></category>
		<category><![CDATA[Personal Effectiveness]]></category>
		<category><![CDATA[Teams]]></category>

		<guid isPermaLink="false">http://mdi.com.pk/management/?p=305</guid>
		<description><![CDATA[Based on an extract from an MIT USA course on communications Research indicates that each of us has a default communications style from one of the following: -Analyst – data focus -Innovator – creative focus -Producer – results focus -Diplomat – people focus We may have some qualities from all four of the above but [...]]]></description>
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		<slash:comments>0</slash:comments>
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