Mars
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MARS is an acronym that defines individual behaviors based on four factors: Motivation, Ability, Role Perceptions, and Situational Factors. It helps understand voluntary employee performance and behavior. The four factors are interrelated - weakness in one can impact performance. Motivation refers to direction, intensity, and persistence of mental/intellectual efforts. Ability includes aptitude, learned capabilities, competencies, and ensuring the right person-job fit. Role Perceptions is having a clear understanding of one's role and responsibilities. Situational Factors are external elements like resources, facilities, equipment, organization, and time available.
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1
Weekly Learning Insights
Some insights still (!) not relating your ideas to the course material
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Relate your insights specifically, explicitly to aspect(s) of the management process
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Managing People
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Your motivation
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Why are you here?
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Motivation
Equity theory – people will be motivated when they perceive that they are being treated fairly (transactional) – theory of motivation or observation of some people?
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Alternative theories
Motivation
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Motivation
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SD ...
Learning from my Blacksmith's Forge
The document summarizes a keynote presentation on using self-evaluation and planning to drive success. It outlines two maxims: 1) keep things simple and 2) value colleagues' skills and knowledge. It then describes four questions leaders and teams can ask to guide self-evaluation and planning: 1) how well are we performing now? 2) what evidence supports our judgement? 3) what will help and hinder our success? 4) what are we planning to do next? Answering these questions helps create a cycle of continuous improvement through vision, judgement, analysis and action. The document provides guidance on answering each question and emphasizes that meaningful improvement comes from all staff taking responsibility through this process.
Motivation
The document discusses various theories of motivation including:
1. Maslow's hierarchy of needs which identifies physiological, safety, love, esteem and self-actualization needs.
2. McGregor's Theory X and Theory Y which propose negative and positive views of employee motivation.
3. Herzberg's two-factor theory which distinguishes between hygiene and motivator factors.
It also discusses McClelland's need for achievement, power and affiliation theories and cognitive evaluation theory about the interaction between intrinsic and extrinsic motivation. Goal setting theory emphasizes that specific, difficult goals with feedback improve performance.
Thanuja Resume
Palla Thanuja has over 10 years of experience in human resources, operations management, counseling, and training. She is seeking a role in corporate law, management, or finance that will allow her to gain exposure across different sectors. She has held positions managing centers and teams, conducting training programs, and counseling individuals and groups. Her experience spans various industries including education, IT, and nonprofit organizations.
Team Leadership
The team leader is the main link between the organization’s goals and the people who are responsible for the daily activities that make those goals a reality. Because of the necessary and integral role that this position plays, it is obvious that good team leaders are key to the success of any organization.
Many everyday decisions required within this role affect the revenue, productivity, service levels as well as attitudes and morale. With a role and function of this magnitude, it would seem logical that the process of becoming a team leader would require years of training. However, most team leaders have had little or no training in the required skills.More often than not, today’s teams leaders are men and women who have been promoted from being a superworker to being a team leader. However with the development of some key skills, the superworker can successfully transition into a super team leader!
Learn how to :
Understand the roles and function of a successful team leader
Maximize their power of influence to build a cohesive and productive team
Create clear results-focused action plans
Manage their time to ensure deadlines are met and projects are brought to a successful completion
How to be effective in the workplaces?
The article is good for all those who want to increase their workplace effectiveness that is followed by higher rewards and recognition.
Training, Learning, Talent Management and Development
This document discusses training, learning, talent management, and development. It defines training as systematically developing knowledge, skills, and attitudes to perform tasks. Socialization refers to the process of adapting to a new job and involves feelings of anxiety during the first day. Effective training identifies skills needed, assesses current skills, identifies gaps, and provides a plan to improve performance through on-the-job and off-the-job methods like lectures, case studies, and coaching. Reinforcement and behavior modification aim to encourage desirable behaviors through positive and negative consequences.
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Mars
- 1. MARS NANDINI
- 2. About Mars Why Mars? MARS is the acronym for: MOTIVATION, ABILITY, ROLE PERCEPTIONS and SITUATIONAL FACTORS. Defines the individual behaviors under the internal, external situations, factors and circumstances. Helps to understand individualEmployeeTeam member voluntary behavior and performance. All the four factors go hand in hand, if one of them is weak or low; performance may be impacted. Designed For Specifically designed for Management, Industrial Psychology or Organizational Behavior studies.
- 3. MOTIVATION DirectionLeadership Person has a choices to spend their efforts. Focused by Goals Intensity Amount of work allocated to achieve a task or goal. Persistence Continuous efforts for a particular amount of time Direction, Intensity and Persistence is a mentalintellectual thought that cause people to move
- 4. Ability Aptitude Natural talent of an individual to perform learn a task with minimum turn around time. Tasks are accurate and performance is better. There are mental and physical aptitude which helps to improve the current aptitude Learned Capabilities Existing knowledge, acquired from various sources, experiences or education Competencies Ability to do something well Person Job Fit Higher performance. Increase the employee’s well-being. Three ways to match the job- Hire qualified people, Train people, Job redesign to adapt existing employee capacities.
- 5. Role Perceptions Good understanding of role and responsibilities. Impact of their assigned task on the related areas. Understand the preferred behaviors to accomplish the respective tasks. Clarity on Role Perception. Plan and spend time and resources on a given task.
- 6. Situational Factors External Budget Work Facilities. Required Tools and Technology. Equipment's. Organization Time allocated. Resources available. Facilities.