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Traits of Egyptian Managers - final

International HR

Sahar Al-Jobury

on 13 September 2013

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Transcript of Traits of Egyptian Managers - final

Traits of Egyptian Managers
Data Collection Methods 
Primary Data :
Data gathered from the survey by spreading questionnaire to the samples previously mentioned.
Secondary Data :
Data which already exists, collected from the studies and statistics published on the internet.
Data collection

Data Collection & Analysis
Profile of Egyptian Manager
To compare Egyptian to US and Indian Managers in terms of a set of a predetermined characteristics
Problem Solving/Decision Making

Dr. Hesham Sadek
International Human Resources

Ahmed Khairy,
Ali Hassan
Galal Hussein
Wessam El-Sawaf
Mohamed Al Khadrawy
Sahar Al-Jobury
Karim El-Zayat

The ability to detect mathematical and logical patterns in various series and sequences of numbers and letters.

More expansive in the ability to handle complex or multidimensional problems.
Likely to have the ability to apply or modify general problem-solving techniques in new situations
Often develop new skills informally, without participation in well-structured training programmes.

Tend to be more concrete in their approach to problem solving.
What is it?
High levels
Low levels
Measures affability, or friendliness in personal interactions; a willingness to be helpful and provide service.

have a need to be liked, they respond to recognition, and they work hard to please others. They will usually seek out situations in which they can demonstrate their compassion.
What is it?
High levels
Abstract Reasoning
Idea Orientation
Risk taking

Measures domination and ascendance over events and others.

May tend to be “heavy-handed” in their approach to “getting their way.”
While some degree of aggressiveness is valuable, it must be tempered with a good level of self-discipline, empathy and thoroughness, if it is to be used in a positive manner.
External Structure
Indicates a tendency to be deliberate and careful when making decisions.

The inner need to persuade others as a means of gaining personal gratification. Ego-drive is not ambition, aggression, energy, or even a willingness to work hard. Rather, it is an internal gratification that comes from getting another person to say “yes.”

Want and need successful persuasion as a powerful enhancement of his or her ego.

Resilience is the self-confidence and ability to handle rejection and accept criticism in a manner that is positive and growth oriented.

Individuals with a healthy, intact ego have a positive picture of themselves. Liking and accepting the way they are allows them to function at or near the top of their capacity.

Individuals may be preoccupied with conflict or feelings of inferiority, thus reducing their effectiveness.
What is it?
High level
What is it?

High level

Low level

What is it?
High level
Low level
Low level
Degree to which a person is hesitant and careful in making decisions. This characteristic relates to the care with which one evaluates situations or materials and takes action.
Are likely to be more impulsive or intuitive in their approach to decision making.
High level
What is it?
What is it?
Low levels
High levels
has the capacity to appropriately adjust his or her own behavior in order to deal effectively with people.
What is it?
High levels
The ability to accurately sense the reactions of another person and to objectively perceive their feelings without necessarily agreeing with them.
are sensitive to externally defined rules, policies and procedures. They operate with some sensitivity to authority and will generally prefer a working environment in which direction is set.
What is it?
High level
Measures the degree to which a person is sensitive to the environment and the structure that exists.
generally willing to modify their approach as changing conditions or circumstances require. They can easily "change gears" to respond to the input and feedback of others.
What is it?
High level
An indicator of flexibility/inflexibility.
Low level
May be more tenacious in holding onto their views and less willing to modify their position

Measures originality or creativity.

They show an orientation toward creative problem solving, idea generation and concept development.

They may have a preference for practical or concrete solutions.
They are extroverted, ebullient and optimistic.. Gregarious people are outgoing and enjoy working with large groups.

Determines an individual’s willingness to take necessary risks. It is a sense of adventure; an optimistic desire to try new things. It does not necessarily imply recklessness (i.e., one can be a cautious risk taker).

Measures an individual’s ability to determine and direct his/her own priorities.

They are self-defining. They typically establish and manage their own agendas.

They tend to enjoy variety, can be distractible, and may require some direction to gain focus.

A concern with the attitudes of others towards oneself.

They tend to be suspicious of the motives of others. In many roles a degree of skepticism can be helpful in making correct judgments.

Low levels on this scale generally suggest a degree of trust or naiveté.

The ability and desire
to be with and work
with people.

They enjoy being with and working with others. More specifically, they relate well in one-on-one and group situations. They are likely to have a large circle of close friends.

Measures an individual’s attention to detail and tendency to persevere.

They tend to be careful and will take ownership of the jobs assigned to them.

They may be more expeditious than thorough.

Urgency is an inner-directed and focused need to get things done. It measures an individual’s sense of immediacy.

Extremely high scores indicate impatience or unrealistic expectations.

Indicate patience and potential complacency.
Problem Solving
Risk taking
Personal Organization
Risk taking
We designed a questionnaire, using the internet search.
The questionnaire consists of 67 questions.
We used adobeformscentral” to upload and disseminate the questionnaire 240 managers.
Sample selected conveniently and randomly from inside and outside Egypt.
142 managers responded.
Sample responses received
Converting responses to numbers
Sampling and survey design
What it is?
High level
What it is?
High level
Low levels
High level
Low level
High level
High level
High level
What is it?
What is it?
Low level
What is it?
What is it?
High level
What is it?
Low level
Individuals scoring low on this scale tend to prefer conventional or well-established methods as opposed to those in which failure might occur.
Low level
Measures gregariousness or buoyancy, and overall optimism. It reflects a comfort with and crowds.
What is it?
Task Division
Indicates the positive forcefulness a person will use to control a situation; it is the ability to express one’ s thoughts forcefully and consistently, without having to rely on anger.
will often be able to be direct and straightforward even when addressing a somewhat unreceptive audience.
May be less comfortable expressing themselves forcefully and may back down or be reactive in certain situations.
Literature Review
Presents goals, strategies, vision and tactics (Medium).
Sells ideas, gains support (Medium).
Provides direction, sets standards and defines expectations (Medium).
Responsibility delegation (Medium).
Providing coaching, mentoring and feedback to develop others (Medium).
(average 59%)
Problem Solving/
Decision Making
(average 56%)
Personal Organization/
Time Management
(average 57%)

(average 54%)
Initiates new relationships (Medium).
Maintains existing relationships (slightly above medium).
Cooperates with others (Medium).
Listens and adapts to feedback and other points of view (Medium).
Accepts and responds to supervision (Medium).

Low level
The Egyptian Manager
Recognizes problems, issues and opportunities (Medium).
Analyses underlying issues and root causes (Medium).
Evaluates and considers alternative options and solutions (Medium).
Develops an implementation plan (Medium).
Makes decisions (Medium).
Independently sets goals, objectives and priorities (Medium)
Works well within established rules, regulations and procedures (Medium).
Efficiently manages time and priorities (Medium).
Follows through to ensure timely completion of tasks (Medium).
Works to ensure accuracy in completion of tasks (Low).

Mohamed El-Abd
Ego Strength - Ego Drive
Risk Taking - Empathy
Aggressiveness - Assertiveness
Urgency - Cautiousness
Sociability - Gregariousness
Accommodation - Empathy
Risk Taking - Thoroughness
Idea Orientation – Abstract Reasoning - Flexibility - Urgency - Cautiousness
Risk Taking - Thoroughness - Self Structure – Ext Structure - Urgency - Cautiousness
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