The document discusses stress management and strategies for dealing with stress. It identifies factors that can cause stress at the organizational, environmental, and individual level. It then discusses four variables - perception, job experience, social support, and locus of control - that impact how individuals handle stress. The document outlines symptoms of stress and strategies for stress management at the individual level, including time management, exercise, relaxation, and social support, as well as organizational approaches like job redesign, participative decision making, and wellness programs.
Michael Lee Stallard's slides and audio from a webcast to members of the American Society for Training and Development (ASTD), the world's largest association of training professionals. The webcast looks at findings in the field of neuroscience and their implications for the leadership of teams and organizations.
Self-Organization is the key to success in Agile. In this presentation we will investigate what is needed in order to excel at Self-Organization. Prerequisites for Self-Organization as well as a possible roadmap to Self-Organization will be presented. Finally, we will discuss some enablers and building blocks for Self-Organization.
The DiSC model of behavior is one of the most popular in the workplace today. The TEAM Approach has been a part of the evolution of this product for the past 30 years and continues to help in-house practitioners take this tool from the classroom to day-to-day application. In this brief overview you will see how this product has evolved from Marston's 1920 theory to today's powerful relationship tool.
SCARF Model for Managing Organization StressMaya Townsend
Have you ever felt that your life was in immediate danger? You remember feeling a burst of adrenaline as your heart race, and you moved into action or froze in your tracks.
Research shows that other situations, in which there is no physical danger, can trigger a similar response. This “fight, flight, or freeze” response decreases the ability to plan, make rational decisions, and perceive subtle social and cognitive signals. Unfortunately, these skills are needed during organizational change—just when people are likely to be triggered.
If you know how people are likely to be triggered, you can anticipate by putting measures in place to prevent disruptive responses. Use the SCARF Model to anticipate triggers and plan your next change initiative.
Michael Lee Stallard's slides and audio from a webcast to members of the American Society for Training and Development (ASTD), the world's largest association of training professionals. The webcast looks at findings in the field of neuroscience and their implications for the leadership of teams and organizations.
Self-Organization is the key to success in Agile. In this presentation we will investigate what is needed in order to excel at Self-Organization. Prerequisites for Self-Organization as well as a possible roadmap to Self-Organization will be presented. Finally, we will discuss some enablers and building blocks for Self-Organization.
The DiSC model of behavior is one of the most popular in the workplace today. The TEAM Approach has been a part of the evolution of this product for the past 30 years and continues to help in-house practitioners take this tool from the classroom to day-to-day application. In this brief overview you will see how this product has evolved from Marston's 1920 theory to today's powerful relationship tool.
SCARF Model for Managing Organization StressMaya Townsend
Have you ever felt that your life was in immediate danger? You remember feeling a burst of adrenaline as your heart race, and you moved into action or froze in your tracks.
Research shows that other situations, in which there is no physical danger, can trigger a similar response. This “fight, flight, or freeze” response decreases the ability to plan, make rational decisions, and perceive subtle social and cognitive signals. Unfortunately, these skills are needed during organizational change—just when people are likely to be triggered.
If you know how people are likely to be triggered, you can anticipate by putting measures in place to prevent disruptive responses. Use the SCARF Model to anticipate triggers and plan your next change initiative.
The Leader\'s Journey Model (developed by De Yarrison) establishes the context from within which I work with leaders and organizations who are desiring improved organizational results and greater levels of employee engagement.
This ppt includes the classical leadership styles, its examples in terms of sectors and business leaders, applicability and pros and cons of each leadership styles
Leadership for the Future: Ignatian Discernment and ValuesAndrea Mennillo
Article by Andrea Mennillo which contains a reflection on current leadership models, proposing discernment as a fundamental value for today and for the future
Predictive Potential - Analytics Based Performance ImprovementGeraldine Canty
Performance Optimization For Individuals, Teams, and Organizations.
Our cutting edge approach & tools will help your organization's workforce outperform the competition by aligning the right talents with right fit roles for optimal performance.
Products:
https://predictivepotential.com/organization-courses-and-workshops
https://predictivepotential.com/individual-career-assessments-and-retreats
The combination of leadership attributes was accurately named by MLIT and was the foundation for this study.
Identify the leadership traits and interdependence of each of the Leadership characteristics as applied to the MLIT.
Importance of leadership and the theory of MLIT and the Clinical Nurse Manager Leader (NM-L)
A presentation on Real Time Team Coaching originally given by Barefoot Coaching Director, Kim Morgan at the 2015 West Midlands Coaching and Mentoring Conference. Offers an introduction to two key theories and practices for Real Time Team Coaching and suggested reading for further learning.
The Leader\'s Journey Model (developed by De Yarrison) establishes the context from within which I work with leaders and organizations who are desiring improved organizational results and greater levels of employee engagement.
This ppt includes the classical leadership styles, its examples in terms of sectors and business leaders, applicability and pros and cons of each leadership styles
Leadership for the Future: Ignatian Discernment and ValuesAndrea Mennillo
Article by Andrea Mennillo which contains a reflection on current leadership models, proposing discernment as a fundamental value for today and for the future
Predictive Potential - Analytics Based Performance ImprovementGeraldine Canty
Performance Optimization For Individuals, Teams, and Organizations.
Our cutting edge approach & tools will help your organization's workforce outperform the competition by aligning the right talents with right fit roles for optimal performance.
Products:
https://predictivepotential.com/organization-courses-and-workshops
https://predictivepotential.com/individual-career-assessments-and-retreats
The combination of leadership attributes was accurately named by MLIT and was the foundation for this study.
Identify the leadership traits and interdependence of each of the Leadership characteristics as applied to the MLIT.
Importance of leadership and the theory of MLIT and the Clinical Nurse Manager Leader (NM-L)
A presentation on Real Time Team Coaching originally given by Barefoot Coaching Director, Kim Morgan at the 2015 West Midlands Coaching and Mentoring Conference. Offers an introduction to two key theories and practices for Real Time Team Coaching and suggested reading for further learning.
Executives regularly complain that their staff don't think or act strategically. We examine three reasons why this may occur - and what you can do about it.
Business founders need balance in their lifestyle to ensure they perform at their peak, as the journey can be lonely, especially in the earlier stages of company formation. Considerable research has been done to look at the various factors that impact on the performance of the individual, and teams, in a work environment. Consequently, programs have been developed incorporating sophisticated development techniques to change, and grow, people so they perform at their optimal level. However, most people will admit that business performance is very rarely maximized at both an individual and team level. Additionally, the increasing fast pace of work, combined with competitive pressures of modern day life, are leading to higher stress that impacts individual well being, and thus performance in a business context. Companies realize it is not enough to just have highly educated and skilled people – they also need to ensure their workforce is also healthy and happy, if they want to possess exceptional teams that perform at the highest levels, consistently.
Have your business idea reviewed for FREE by the “Shaping the Start Up Champion” Panel by completing the review on http://www.rushmore.edu/champion-project-assessment/
www.Rushmore.edu
www.theguinnconsultancygroup.com
www.BMCGlobalServices.com
Programs for a Challenging world
“Shaping the Start Up Champion”
“MBA in Leadership”
Motivation has been one of the most written-about and widely-discussed topics over many decades across every kind of organization imaginable. Although it can mean different things to different people, motivation is most often viewed as a methodology managers use to coax team members to be more productive and feel better about their jobs than they otherwise would without management’s efforts.
Based on the work of many researchers over the years, one thing seems clear: we humans do what we do to satisfy our individual needs and these vary widely in their variety and intensity. The challenge for managers at all levels is to develop a multi-prong approach that helps employees satisfy their individual needs and the organization’s needs at the same time.
In this one-hour webinar, Geoff Nichols, Senior Trainer with HRDQ, provides specific methods and tips to help attendees identify what they can do to help their employees fulfill their needs by helping the organization excel.
https://www.hrdqu.com/webinars/motivation-experts-say/
The role of Psychological Safety & Mission Critical Behaviours for organizati...Kye Andersson
A presentation held together with AI Sweden. Focusing on the importance of psychological safety, clear goals and mission critical behaviours to build functioning organizations where individuals can come to their full potential.
Principal of Management Report : Pharmaplex CompanyShahzeb Pirzada
Shahzeb Pirzada and his group partners make a report on a survey of a company "Pharmaplex".....
Course: Principal of Management
Details:
The organization is truly product based organization, the task provided to us is to know hierarchy of the organization the way they deal along with their products the management levels of their organization, the shareholders, the profit loss of the organization, the distribution of their products in market, to know their policy of leading their business to the peaks of the sky.
Similar to AIESECUD - Stress management (exploreHR) (20)
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
2. 2visit: www.exploreHR.org
You can download this presentation file at:
www.exploreHR.org
Visit www.exploreHR.org for more presentations on
Human Capital Strategy and Personal Development
7. 7visit: www.exploreHR.org
Some people thrive on stressful situations,
while others are overwhelmed by them. What
is it that differentiates people in terms of their
ability to handle stress?
At least four variables — perception, job
experience, social support, and belief in
locus of control — have been found to be
relevant moderators.
9. 9visit: www.exploreHR.org
Perception
The stress potential in environmental,
organizational, and individual factors doesn't
lie in their objective condition. Rather, it lies in
an employee's interpretation of those factors.
11. 11visit: www.exploreHR.org
Social Support
There is increasing evidence that social
support — that is, collegial relationships with
co-workers or supervisors — can buffer the
impact of stress.
12. 12visit: www.exploreHR.org
Belief in Locus of Control
Those with an internal locus of control believe
they control their own destiny. Those with an
external locus believe their lives are
controlled by outside forces. Evidence
indicates that internals perceive their jobs to
be less stressful than do externals.
17. 17visit: www.exploreHR.org
Physical Exercise
Noncompetitive physical exercise
such as aerobics, race walking,
jogging, swimming, and riding a
bicycle have long been
recommended by physicians as a
way to deal with excessive stress
levels.
18. 18visit: www.exploreHR.org
Relaxation Training
Individuals can teach themselves to relax
through techniques such as meditation,
hypnosis, and biofeedback. The objective
is to reach a state of deep relaxation,
where one feels physically relaxed,
somewhat detached from the immediate
environment, and detached from body
sensations.
19. 19visit: www.exploreHR.org
Social Support
Having friends, family, or work
colleagues to talk to provides an outlet
when stress levels become excessive.
Expanding your social support network,
therefore, can be a means for tension
reduction.
21. 21visit: www.exploreHR.org
Selection & Placement
Individuals with little experience
or an external locus of control
tend to be more stress-prone.
Selection and placement decisions
should take these facts into
consideration.
22. 22visit: www.exploreHR.org
Goal Setting
The use of goals can reduce stress as well
as provide motivation. Specific goals that
are perceived as attainable clarify
performance expectations. Additionally,
goal feedback reduces uncertainties as to
actual job performance. The result is less
employee frustration, role ambiguity,
and stress.
23. 23visit: www.exploreHR.org
Job Redesign
Redesigning jobs to give employees
more responsibility, more meaningful
work, more autonomy, and increased
feedback can reduce stress, because
these factors give the employee greater
control over work activities and lessen
dependence on others.
24. 24visit: www.exploreHR.org
Participative Decision Making
By giving these employees a voice in
decisions that directly affect their job
performances, management can
increase employee control and reduce
this role stress.
25. 25visit: www.exploreHR.org
Organizational Commitment
Given the importance that perceptions
play in moderating the stress-response
relationship, management can also use
effective communications as a means to
shape employee perceptions.
26. 26visit: www.exploreHR.org
Wellness Program
These programs focus on the
employee's total physical and mental
condition. For example, they typically
provide workshops to help people quit
smoking, control alcohol use, lose
weight, eat better, and develop a regular
exercise program.