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This document discusses ways for project managers to increase motivation in their project teams. It examines several motivation theories including McGregor's Theory X and Y, Herzberg's motivation theory, and McClelland's achievement, affiliation, and power theories. The document also notes some common motivational mistakes such as assuming people are only motivated by money, thinking professionals don't need motivation, or treating all team members the same. The overall goal is to provide project managers with interpersonal skills and strategies to improve motivation among their team members.
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The document provides information about project planning and management. It discusses team building, project planning training, finance management, project promotion, project logistics, and potential mini project topics. Specific elements that are outlined include developing team rules and responsibilities, creating a communication plan and promotion channels, budgeting and fundraising, crisis management, and potential relevant project areas like aging, animals, business, ecology improvement, and homelessness. Coaching is also briefly discussed as a way to support individuals and teams in achieving goals through structured sessions providing feedback, advice, motivation, and partnership. Common coaching mistakes are noted as being too persuasive, wanting to advise, thinking one's way is always right, and taking on too much responsibility.
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The document discusses a study on the association between modifiable risk factors of smoking and sedentary lifestyle with hypertension. Some key findings:
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The document provides information about traveling to Ukraine for an international exchange program with AIESEC. It discusses Ukraine's visa rules, allowing citizens from 51 countries visa-free entry for up to 90 days. For other nationalities, it describes how to apply for a visa and extend a visa within Ukraine. It also briefly outlines Ukraine's geography, climate, history and independence from the Soviet Union in 1991.
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Stakeholders
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The document discusses the history and definition of human resource development (HRD). It notes that HRD began as organized training activities within organizations to produce behavioral change. More recently, HRD is defined as any process that develops employee knowledge, skills, and satisfaction for individual or organizational gain. The document also summarizes HRD practices globally, noting differences between countries in how HRD is integrated with human resources and the professionalization of HRD.
WEEK ONE - The Meaning of Leadership OverviewBackgroundAndrew .docx
WEEK ONE - The Meaning of Leadership Overview
Background
Andrew Rockfish, part owner and head of Global Delivery Direct (GDD), North American Division, was watching “Undercover Boss” on TV last night and was considering the idea for himself. He thought it was a great way to get honest feedback from the frontline workers. While the lack of honest feedback was important to him, what bothered him the most was the lack of personal mentoring! He could see weaknesses in his leadership staff that concerned him more than ever. GDD was losing market share in North America, and he knew that leading innovation and change was critical for GDD to stay in the game. This change would only come from leadership and committed workers. As he was mulling this idea over in his mind the next morning at work, he overheard a conversation between a few human resource employees discussing the paperwork for the new management hires. It occurred to him that were he to get the seasoned managers (including himself) to lead the training sessions, the experienced managers might benefit from a review of some of the major leadership concepts as well as from being exposed to some of the contemporary leadership ideas. These training sessions could facilitate reflection on the strengths and weaknesses each may have in a constructive and much less threatening manner. The new recruits would gain the most because they would get the benefit of mentoring from the seasoned managers while becoming familiar with the GDD way of doing things. Personally, Rockfish thought, “I will get to see the new hires and how they work.” As these ideas began to grow on Rockfish, he went to see the Director of Human Resource to discuss the ideas further.
Fortunate for you, GDD has given you a new managerial spot. A recent e-mail sent to you revealed that you would be receiving eight weeks of training before entering your assigned job. The focus of the training is leadership led by the Division Head, Andrew Rockfish. The existing managers (your instructors), will lead you in discussions and assignments that will focus on a variety of leadership topics. Each week you will be provided with an agenda (schedule) along with Rockfish’s personal comments on the topics and material to read that will hopefully allow you to comprehend the importance of good leadership to GDD and how it is best accomplished.
Rockfish has put the following agenda out for his management mentees. Staff managers have prepared the weekly topics for discussion. In putting the schedule together, Rockfish has provided key take-away points.
Rockfish - Welcome Remarks:
Welcome to GDD!
It is exciting to have you here at GDD. This is the start of a new program for “Managers to Leaders” and one I hope will prove a great success. GDD is at a critical time in its history. Although still a sound viable business, we face a market position that will reverse our growth trends unless we find new and sustainable ways of supportin.
Competency iceberg-model
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Taking the Pain Out of Performance Reviews | Webinar 12.11.14
“I love annual performance reviews!” Said no one ever. Performance reviews are a workplace “tradition” that’s just about universally despised. In this webinar we’ll discuss 4 keys to make the process less painful and more productive.
www.bizlibrary.com
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The Project Management Process - Week 7 Managing Teams
The document discusses managing teams in project management. It covers effective team characteristics such as size, common goals, communication and leadership. It discusses stages of team development and keys to managing people, including motivation theories. It also discusses managing project teams, dealing with conflicts, and potential pitfalls of teams.
Designing Adaptive Careers - Better Software 2015
The document discusses designing adaptive careers. It suggests that when deciding if a personnel change is needed, organizations tend to only look at past poor performance, but the right time is when looking at future strategic and cultural fit. It also discusses that the human brain has not significantly changed in 10,000 years but jobs have, and building teams requires complementary skills not just similarity. Knowledge work can have a much larger variation in individual productivity than assembly line work. The document advocates developing talent through identifying strengths and areas for improvement through activities like stay interviews and regular career development discussions.
Overcoming the Zombies Among Us. How to Create a Culture That Fosters Employe...
Employee engagement is important, and disengaged employees cost their employers money. We've known this for quite a while. So why haven't organizations gotten better at engaging their employees? The reasons appear to range from a foundational misunderstanding of the concept of engagement to a lack of actionable advicea bout exactly what organizations can do.
This ebook focuses on creating a culture that fosters employee engagement. You'll learn ways to improve employee engagement, such as working with data, selecting the right managers, connecting to employees, and much more.
- See more at: http://www.bizlibrary.com/resources/ebooks/zombies.aspx#.UpXoMMSsim4
Seminar - Middle Managers the Lynchpin for Success Workbook
Many implementations fail because the middle manager's role is ignored in the transformation. It is the lynchpin for success.
Leadership report
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3. Effective leaders inspire and motivate followers, create other leaders, and take action rather than just planning. Good leadership requires vision, engagement, role modeling, and continuous improvement.
LinkedIn Day Johannesburg 2014 Presentations
The presentations from LinkedIn Day Johannesburg which took place on the 16th of September 2014. Speakers included local HR professionals and LinkedIn presenters.
The new world of people management
Presentation by Jack Altman at BambooHR's 2018 Summit
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- 1. Motivation: How to Increase Project Team PerformanceRicardo Luiz N. Rabêlo Filho
- 2. ACBEUReaderPresentation Project – RPPMotivation: How to Incresase Project Team PerformanceBasedonTonya M. Peternsonpaperwrited for Project Management Journal, December 2007 Salvador - 2009
- 3. Why think about motivation? Salvador - 2009
- 4. What are the interpersonal skills necessary for a project manager, improve teamworker’ s motivation? Salvador - 2009
- 5. How can project manager motivate team members? Salvador - 2009
- 6. McGregor’ s Theory X and Theory Y Salvador - 2009
- 7. Herzberg´s KITA Motivation Theory Salvador - 2009
- 8. McClelland’s Achievement Theory Salvador - 2009
- 9. McClelland’s Affiliation Theory Salvador - 2009
- 10. McClelland’s Power Theory Salvador - 2009
- 11. Some Common Motivational Mistakes People are motivated primarily by money. These people are professionals. They don´t need motivation. I will treat everyone the same. People like that, and it will be motivating for them. Salvador - 2009
- 12. ? Salvador - 2009