This document discusses attitude, job satisfaction, and their relationship. It defines attitude as beliefs, feelings, and tendencies towards objects, ideas, and people. Job satisfaction is defined as positive feelings about one's job resulting from an evaluation of its characteristics. Sources of job satisfaction discussed include wages, working conditions, promotion opportunities, work groups, and supervision. The document also outlines methods for changing attitudes, such as providing feedback, accentuating positive conditions, and using peers as positive role models. It concludes with a discussion of Porter and Lawler's model relating satisfaction, performance, and rewards.
This powerpoint presentation is designed to make people realise that how much your positive attitude is necessary to achieve success and how much your negative attitude can affect your life,your career and a lot beside it.
The OPRA Group have been working with GENOS on Emotional Intelligence (EI) since the early 2000s. This gives us a unique perspective on how EI theory has developed and been applied to maximise organisational success.
The following presentation discusses the basics, and basis, of the GENOS model of EI. This is now the foundation of the award winning leadership programmes offered by OPRA.
This powerpoint presentation is designed to make people realise that how much your positive attitude is necessary to achieve success and how much your negative attitude can affect your life,your career and a lot beside it.
The OPRA Group have been working with GENOS on Emotional Intelligence (EI) since the early 2000s. This gives us a unique perspective on how EI theory has developed and been applied to maximise organisational success.
The following presentation discusses the basics, and basis, of the GENOS model of EI. This is now the foundation of the award winning leadership programmes offered by OPRA.
Your attitude to something is the way that you think and feel about it. Your attitude towards someone is the way you behave when you are dealing with them, especially when this shows how you feel about them.
Create a compelling vision, communicate that vision and how to translate it into reality. People who cannot invent and reinvent themselves must be content with borrowed postures, secondhand ideas, fitting in instead of standing out.
Ken Blanchard, the management guru best known for the "One Minute Manager" series, and Paul Hersey created a model for Situational Leadership in the late 1960\'s that allows you to analyze the needs of the situation you\'re dealing with, and then adopt the most appropriate leadership style. It\'s proved popular with managers over the years because it passes the two basic tests of such models: it\'s simple to understand, and it works in most environments for most people. The model doesn\'t just apply to people in leadership or management positions: we all lead others at work and at home.
This presentation was made by me for providing training to the employees of Unique Contracting Co. LLC on "Adaptability & Flexibility". Unique is a construction company based in Muscat, Oman. It is owned and managed by the Limbani Family of Gujarat (Republic of India).
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
Attitude
Components of Attitude
Functions of Attitudes
Formation Of Attitudes
Type Of job related Attitude
Changing Attitude
Principal of Attitude Change
Types of change
Attitude and Behavior for organizational behaviorTeeshaAalwani
It is a topic of Organizational Behavior. This presentation covers the topic of attitude and behavior, factors in attitude formation, attitude at workplace and ways of changing the attitude.
Your attitude to something is the way that you think and feel about it. Your attitude towards someone is the way you behave when you are dealing with them, especially when this shows how you feel about them.
Create a compelling vision, communicate that vision and how to translate it into reality. People who cannot invent and reinvent themselves must be content with borrowed postures, secondhand ideas, fitting in instead of standing out.
Ken Blanchard, the management guru best known for the "One Minute Manager" series, and Paul Hersey created a model for Situational Leadership in the late 1960\'s that allows you to analyze the needs of the situation you\'re dealing with, and then adopt the most appropriate leadership style. It\'s proved popular with managers over the years because it passes the two basic tests of such models: it\'s simple to understand, and it works in most environments for most people. The model doesn\'t just apply to people in leadership or management positions: we all lead others at work and at home.
This presentation was made by me for providing training to the employees of Unique Contracting Co. LLC on "Adaptability & Flexibility". Unique is a construction company based in Muscat, Oman. It is owned and managed by the Limbani Family of Gujarat (Republic of India).
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
Attitude
Components of Attitude
Functions of Attitudes
Formation Of Attitudes
Type Of job related Attitude
Changing Attitude
Principal of Attitude Change
Types of change
Attitude and Behavior for organizational behaviorTeeshaAalwani
It is a topic of Organizational Behavior. This presentation covers the topic of attitude and behavior, factors in attitude formation, attitude at workplace and ways of changing the attitude.
A presentation on an essential topic of Oraganisational behaviour , Attitude, its formation, components , benefits of positive attitude and measurements. This presentation can be illustrated using relavent situtation with respect to the topics and points in the slides.
Notes on Attitude & Values in Organisation BehaviorYamini Kahaliya
this document is on Attitudes and values in organisation behavior for BBA/B.com students .
it tells about that how an individual behave in an organisation.
Attitude : An attitude is a way of thinking or feeling about something, a certain state of mind at the time.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
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Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Memorandum Of Association Constitution of Company.pptseri bangash
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
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4. If A B C D E F G H I J K L M N O P Q R S T U V W X Y Z is equal to 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26
5. Hard Work H+A+R+D+W+O+R+K 8+1+18+4+23+15+18+11 = 98% Knowledge K+N+O+W+L+E+D+G+E 11+14+15+23+12+5+4+7+5 =96%
6. Then what makes100% ? Is it Money? ... NO ! ! ! M+O+N+E+Y 13+15+14+5+25 = 72% Leadership? ... NO ! ! ! L+E+A+D+E+R+S+H+I+P 12+5+1+4+5+18+19+9+16 =89%
7. Every problem has a solution, only if we perhaps change our attitude. To go to the top, to that 100%, what we really need to go further... a bit more...
14. ATTITUDE Attitudes are understood as the beliefs , feelings and action tendencies of an individual or group of individuals towards objects, ideas and people .
15. Nature of attitude 1. Attitudes refer to feelings and beliefs of an individual or group of people. 2. Attitudes endure , unless something happens. ex- if x is transferred to day shift , his attitude may become positive. 3. Attitude are organized and are core to an individual. 4. All people, irrespective of their status or intelligence, hold attitudes. 5.Attitude are invisible as they constitute a psychological phenomenon which cannot be observed directly.
16. COMPONENT OF ATTITIUDE AFFECTIVE – The feelings , sentiments , moods and emotions about some idea, person, event or object. COGNITIVE – The beliefs , opinion , knowledge or information held by the individual. BEHAVIOURAL - The predispositions to get on a favorable or unfavorable evaluation of something.
17. STIMULI Work Related Factors COGNITION “My supervisor is unfair” “Having a fair supervisor is important to me” AFFECT “I don’t like my supervisor” BEHAVIOUR “I am going to request a transfer” Managerial style Technology Noise Peers Reward System Career Opportunities Belief and values Feelings and emotions Intended behaviour
18. Information Emotional Beliefs, Knowledge & Values Feelings - Positive or Negative Predisposition to act External Behavior
20. FUNCTIONS OF ATTITUDE 1. Adjustment - Attitudes offen help people adjust to their work environment . When Employees are well treated , they are likely to develop a positive attitude towards management and the organisation . When employees are berated and paid poorly, they are likely to develop a negative attitude towards the firms and its owners . These attitudes help employees adjust to their environment and are a basis for future behaviour. example- if employees who are well treated are asked about management or the organization , they are likely to say good things , just the reverse may be true for those berated and are poorly paid. 2. Ego-defence - People often form and maintain certain attitudes to protect their own self-images . example-workers may feel threatened by the employment or advancement of minority or female workers in the organization . These threatened workers may develop prejudices against the new workers . They may develop an attitude that such newcomers are less qualified and they might mistreat these workers . Such an ego defensive attitude is formed and used to cope with a feeling of guilt or threat .
21. FUNCTIONS OF ATTITUDE 3.Value Expression – The expressive function helps individual define their self-concept, and facilitates the adoption of sub-culture values considered important. For example – teenagers may dress and behave in a certain way in order to foster their status in a group. The expressive function also helps individuals adopt and internalize the values of a group they have recently joined and as a consequence , they are better able to relate to the group. For example – an individual who has joined an ecology group may now express values manifest in the purchase and use of a bicycle and the recycling of bottles . 4.Knowledge – Attitude provide the standards or frames of reference by which an individual judge objectives or events, and attitudes that provide consistency in our thinking are particularly relevant. It help us understand and predict how a certain person is likely to behave and it also help the manager to change the attitude of another person . For example – he can change people with low self-images by helping them increase their ability to solve their problem, or by providing them with positive feedback on what they accomplish.
22. SOURCES OF ATTITUDE MASS COMMUNICATION EXPERIENCE WITH OBJECT CLASSICAL CONDITIONING ATTITUDE ECONOMIC STATUS OPERANT CONDITIONING FAMILY & PEER GROUP NIEGHBOURHOOD VACARIOUS LEARNING
23. 1.Direct experience with object – attitudes can develop from a personality rewarding or punishing experience with an object. Employees from attitudes about jobs on their previous experiences. example-if everyone who has held a job has been promoted within six months, current job holders are likely to believe that they will also be promoted within six month . Attitudes formed on experience are difficult to change. 2. Classical conditioning – One of the basic processes underlying attitude formation can be explained on the basis of learning principles. Repetition of anything help to learn attitude . The same classical conditioning processes that made Pavlov’s dogs salivate at the sound of a bell can explain how attitudes are acquired. 3. Operant conditioning – Attitude can be learned due to outcome, consequences, results. If result is positive than a person carry further his current attitude but if it is negative than he change his attitude.
24. 4. Vicarious learning- this refers to formation of attitude by observing behaviour of others and consequences of that behaviour . It is through vicarious learning processes that children pick up the prejudices of their parents . example- if they have never met a blind person, children whose parents say that “blind people are incompetent “ may adopt s.uch attitudes themselves. 5. Family and peer groups – A person may learn attitude through imitation of parents. If parents have a positive attitude towards an object and the child admires his parents, he is likely to adopt a similar attitude, even without having direct experience. Similarly attitude are acquired from peer groups in colleges and organisations. 6. Neighbourhood- the neighbourhood we live in has a certain structure in terms of its having cultural facilities , religious grouping and possibly ethnic differences .further it has people who are neighbours. Every their neighbours.
25. 7. Economic status and occupations- our economic and occupational position also contribute to attitudes formation . They determine , in part, our attitudes towards unions and management and our belief that certain laws are ‘good’ or “bad ” . Our socio – economic background influences our present and future attitudes. 8. Mass communication – All varieties of mass communications-television, radio, newspapers, and magazines feed their audience large quantities of information. The presentation of news or information is constructed so as to cater to the attitude of the audience. In turn, the audience select the specific form of mass communication that best reflects its attitude on various subjects. The material we select helps us either to substantiate our opinions or to establish new ones.
26. CHANGING ATTITUDE Employee attitude need to be changed, particularly when they are unfavourable . It is in the best interest of the organization to change attitude. But changing attitude is a difficult task because of insufficient information about peoples attitude. Attitude need to be changed at two fronts : 1. changing one’s own attitude 2. changing employee’s attitude
27. 1. Changing Attitude of self – The following hints can help the individual change his or her attitude : Be aware of one’s attitude – People who are optimistic have higher levels of job satisfaction. The individual needs to maintain positive attitude consciously. Think for self – The individuals should develop his or her own attitude based on other’s input. Keep an open mind – The individuals should listen to other people’s input and use it to develop positive attitudes. Get into continuous education programme. Build a positive self esteem. Stay away from negative influence, such as smoking, drugs, alcohol, movies and television programs that build negative attitude.
28. CHANGING ATTITUDE CHANGING ATTITUDE OF SELF Because of one’s Understand that negative Get into continuous Attitude think for Attitude has no benefit. education , Build Self Keep on open mind positive self, Stay away from negative influence.
29. 2. Changing Attitude of employees - The following hints can help a manager change attitudes of his or her employees : 1. Give feedback – Employees to be told about their negative attitudes, if any, and their harmful consequences. The manager need to offer alternative attitudes. 2. Accentuate positive conditions – Employees tend to develop positive attitudes towards the work they do well. Manager should make sure that the working conditions are pleasant and also that the employees have all the resources and training to do a good job. 3. Positive role model – If the manager has a positive attitude, employees may also have similar attitudes. 4. Providing new information – New information will help change attitudes. Negative attitudes are mainly formed owing to lack of or insufficient information. Once they came to know how the management cares for the welfare of the workers, they change their attitude and might turn pro-management.
30. 5. Use of fear – Fear can change attitude. If low levels of fear arousal are used, people often ignore them. If moderate level of fear arousal are used, people often become aware of the situation and will change their attitudes. However, if high degrees of fear arousal are used, people often reject the message, because it is too threatening and thus not believable. So moderate level of fear may helpful in changing attitude of employees. 6. Influence of friends or peers – Change of attitude can come about through persuasion of friends or peers. Credibility of the others, specially peers, is important to effect change. Peers with high credibility shall exercise significant influence on change. The same is not true with peers who have low credibility. 7. The co-opting approach – Co-opting is another way of changing attitude. This means taking who are dissatisfied with a situation and getting them involved in improving things. 8. Others – Individual is more likely to change a privately held attitude than one he has stated publicly. It is, therefore, necessary that a situation is avoided where the individual makes his attitude public prior to the change attempt.
31. CHANGING ATTITUDE CHANGING ATTITUDE OF EMPLOYEES Give Feedback, Providing new information Forced contact Accentuate positive use of fear Co-opting strategy Conditions,Positive influence of friends Not making the stand role model or peers public
35. SOURCES OF JOB SATISFACTION WAGES WORKING CONDITION JOB SATISFACTION PROMOTION WORKING GROUP SUPERVISION
36. Wages -IT IS MOST LEVEL OF JOB SATISFACTION. ANY ORGANISATION PAY OF SALARY TO HIS WORKER ACCORDING TO TIME OR NOT IN SALARY THE COMPANY IS PROVIDING OTHER CHARGES OR NOT MANY OF ORGANISATION PAY INCENTIVES, TRANSPORTATION CHARGES EPLOYEE HAVE MANY OF NEEDS, FOR FULL FILL OF THESE NEEDS HE WANT SALARY ON TIME AND WITH ADD CHARGES WORKING CONDITION-WC SHOULD BE BETER FOR EMPLOYEE IN AN ORGANISATON IT INCLUDES MANY OF INTERNAL FACILITIES,OFFICE ENVIRONMENT IS COMFORTABLE OR NOT,SAFTY OF WORKERS
37. WORK GROUP-SATISFACTION ALSO DEPAND ON GROUP IN DECISION MAKING,PLANNING GROUP PERFORMANCE IS MOST IMPORTANT IF ANY OF CONFLICTION PRESENT IN GROUP THAN DISSATISFACTION WILL APPEAR BN EMPLOYEES AND GROUP JOB AND PRODUCTIVITY WILL DECREASE SUPERVISION-IT RELATS TO AUTHORITY AND BEHAVIOUR OF MANAGER IF BEHAVE IS GOOD THAN EMPLOYEE UNDERSTAND RESPONSIBILITY OF WORK IF HE USE HARD AND WRONG MANNER THAN EMPLOYEES SHOW DISSATISFACTION OF JOB PROMOTION-