This document discusses trends related to employee disengagement and how management can cultivate engagement. It notes that in 2008, 82% of Australian workers were disengaged, costing $42 billion annually in lost productivity. Common signs of disengagement include increased complaints, reduced effort, and increased turnover. The document then discusses factors that can lead to disengagement, such as poor job design, lack of autonomy, psychological contract breaches, outside distractions, and negative employee attitudes. It provides recommendations for how management can address these issues to improve engagement through job redesign, removing roadblocks, developing positive contracts, increasing support, and recognizing different employee attitudes.
Disengaged employees can negatively impact a workplace by disturbing the work environment, producing low productivity, and not accomplishing goals. They carry negative feelings that partly engaged employees also share, which has consequences for employee experiences, attitudes, retention, and customers. Managers should identify disengaged employees, understand why, address any issues, motivate through benefits, and involve mentors to help change behaviors and engagement. Improving engagement requires reviewing performance, encouraging interaction with HR, avoiding personal issues, developing positive attitudes, and training managers to better support employees.
Body Shaming: What It Is and Why It's Harmful
Body shaming refers to the act of criticizing or making negative comments about someone's body size, shape, appearance, or any perceived physical imperfections. This can be done both overtly and subtly, and it often results in feelings of shame, low self-esteem, and emotional distress for the person being targeted.
Types of Body Shaming:
1. Fat-Shaming:
2. Thin-Shaming:
3. Muscle-Shaming:
4. Appearance-Based Shaming:
5. Age Shaming:
6. Gender-Related Shaming:
Why Body Shaming is Harmful:
1. Impacts Mental Health:
2. Promotes Insecurity:
3. **Contributes to Bullying:
4. Cultural and Social Consequences:
5. Affects Overall Well-being:
Promoting Body Positivity and Acceptance:
1. Encourage Self-Love:
2. Educate:
3. Media Literacy:
4. Celebrate Diversity:
5. Promote Kindness:
Remember, everyone deserves respect and acceptance regardless of their appearance.
This document defines unemployment and discusses its various types, causes, costs, measurement, and solutions. It defines unemployment as a situation where capable and willing workers cannot find employment. The main types of unemployment discussed are frictional, structural, cyclical, and seasonal unemployment. Causes of unemployment include high population growth, lack of job opportunities, and slow industry development. Costs are borne by individuals through lost wages and by society through lower economic output. Unemployment is typically measured by calculating the unemployment rate. Solutions proposed include changing investment patterns, encouraging small businesses, and reorienting education policies.
The document summarizes obesity trends and statistics in the United States. It finds that approximately 66% of American adults are overweight or obese, with obesity rates doubling over the past 30 years. Obesity is associated with increased risk of diseases like hypertension, diabetes, and certain cancers. Minority groups and those of lower socioeconomic status tend to have higher obesity rates. Maintaining a healthy diet and active lifestyle can help address the national challenge of obesity.
The document discusses unemployment, defining it as a situation where capable and willing workers cannot find employment. It outlines the main types of unemployment including frictional, structural, cyclical, and seasonal unemployment. Causes of unemployment mentioned include population growth, lack of opportunities, seasonal factors, and slow industry development. Costs are described at both individual and societal levels. Solutions proposed to address unemployment include changing investment patterns, supporting small businesses, and reorienting education policy.
Gerontology is the multidisciplinary study of the aging process and older adults, concerning physical, mental, and social changes between maturity and death. Geriatrics specifically studies health and diseases in later life, aiming to promote health and prevent/treat diseases and disabilities in elderly. The aging process involves cumulative changes in organs and tissues over time due to genetic and environmental factors, leading to decreased function. Key factors include non-functional cell buildup, DNA damage triggering cell death, and reduced antioxidant defenses. Maintaining good nutrition through a moderate diet, social interaction, daily exercise, and relaxation can help elderly attain longer, healthier lives.
Body shaming takes many forms including fat shaming, skinny shaming, height shaming, and skin color shaming. It negatively impacts both women and men by causing mental health issues, eating disorders, and low self-esteem. To stop body shaming, we should stand up for victims, convince shammers of their wrongdoing, and report online instances. Most importantly, we must normalize all bodies and promote self-acceptance regardless of appearance.
Disengaged employees can negatively impact a workplace by disturbing the work environment, producing low productivity, and not accomplishing goals. They carry negative feelings that partly engaged employees also share, which has consequences for employee experiences, attitudes, retention, and customers. Managers should identify disengaged employees, understand why, address any issues, motivate through benefits, and involve mentors to help change behaviors and engagement. Improving engagement requires reviewing performance, encouraging interaction with HR, avoiding personal issues, developing positive attitudes, and training managers to better support employees.
Body Shaming: What It Is and Why It's Harmful
Body shaming refers to the act of criticizing or making negative comments about someone's body size, shape, appearance, or any perceived physical imperfections. This can be done both overtly and subtly, and it often results in feelings of shame, low self-esteem, and emotional distress for the person being targeted.
Types of Body Shaming:
1. Fat-Shaming:
2. Thin-Shaming:
3. Muscle-Shaming:
4. Appearance-Based Shaming:
5. Age Shaming:
6. Gender-Related Shaming:
Why Body Shaming is Harmful:
1. Impacts Mental Health:
2. Promotes Insecurity:
3. **Contributes to Bullying:
4. Cultural and Social Consequences:
5. Affects Overall Well-being:
Promoting Body Positivity and Acceptance:
1. Encourage Self-Love:
2. Educate:
3. Media Literacy:
4. Celebrate Diversity:
5. Promote Kindness:
Remember, everyone deserves respect and acceptance regardless of their appearance.
This document defines unemployment and discusses its various types, causes, costs, measurement, and solutions. It defines unemployment as a situation where capable and willing workers cannot find employment. The main types of unemployment discussed are frictional, structural, cyclical, and seasonal unemployment. Causes of unemployment include high population growth, lack of job opportunities, and slow industry development. Costs are borne by individuals through lost wages and by society through lower economic output. Unemployment is typically measured by calculating the unemployment rate. Solutions proposed include changing investment patterns, encouraging small businesses, and reorienting education policies.
The document summarizes obesity trends and statistics in the United States. It finds that approximately 66% of American adults are overweight or obese, with obesity rates doubling over the past 30 years. Obesity is associated with increased risk of diseases like hypertension, diabetes, and certain cancers. Minority groups and those of lower socioeconomic status tend to have higher obesity rates. Maintaining a healthy diet and active lifestyle can help address the national challenge of obesity.
The document discusses unemployment, defining it as a situation where capable and willing workers cannot find employment. It outlines the main types of unemployment including frictional, structural, cyclical, and seasonal unemployment. Causes of unemployment mentioned include population growth, lack of opportunities, seasonal factors, and slow industry development. Costs are described at both individual and societal levels. Solutions proposed to address unemployment include changing investment patterns, supporting small businesses, and reorienting education policy.
Gerontology is the multidisciplinary study of the aging process and older adults, concerning physical, mental, and social changes between maturity and death. Geriatrics specifically studies health and diseases in later life, aiming to promote health and prevent/treat diseases and disabilities in elderly. The aging process involves cumulative changes in organs and tissues over time due to genetic and environmental factors, leading to decreased function. Key factors include non-functional cell buildup, DNA damage triggering cell death, and reduced antioxidant defenses. Maintaining good nutrition through a moderate diet, social interaction, daily exercise, and relaxation can help elderly attain longer, healthier lives.
Body shaming takes many forms including fat shaming, skinny shaming, height shaming, and skin color shaming. It negatively impacts both women and men by causing mental health issues, eating disorders, and low self-esteem. To stop body shaming, we should stand up for victims, convince shammers of their wrongdoing, and report online instances. Most importantly, we must normalize all bodies and promote self-acceptance regardless of appearance.
1) The document discusses the epidemiology of aging, including definitions of aging and key demographic trends. It notes that the world's population over age 60 will more than double by 2050 to over 2 billion people.
2) The biology of aging is complex and involves physical, psychological, and social changes in individuals over time. Theories of aging include mutation accumulation, antagonistic pleiotropy, and the disposable soma theory.
3) Mechanisms of aging at the cellular level include cell turnover and senescence, telomere shortening, oxidative stress, and changes in nutrient sensing pathways over time. Senescent cells can promote inflammation as they cease dividing.
This document discusses obesity, its prevalence, and management. It notes that obesity produces complications like hypertension, diabetes, and heart disease. The prevalence of obesity is increasing globally and is a leading risk factor for death. Obesity is defined as abnormal growth of adipose tissue due to enlarged fat cells or increased fat cell number. The document discusses factors contributing to obesity like diet, physical inactivity, and genetics. It also outlines methods for measuring obesity and classifications based on BMI. Prevention and treatment options for obesity like diet, exercise, and surgery are mentioned.
This document discusses obesity rates in upstate New York from 2004 to 2008. It finds that obesity among adults in the region increased dramatically during this period. The counties with the highest obesity rates each year tended to be Chautauqua, Chemung, Franklin, Seneca, and Yates counties. Obesity is linked to numerous health issues like heart disease, diabetes, and cancer. The document recommends eating healthier foods, daily exercise, and potentially surgery as ways to reduce obesity.
The document discusses protein needs and sources. It states that proteins are essential for building, maintaining, and repairing cells throughout life. It recommends daily protein intake amounts based on body weight and notes the effects of low protein intake can include muscle wasting, weakness, infections, and skin and hair changes. Long term low protein intake can lead to conditions like indigestion, inflammation, heart disease, arthritis and cancer. It provides the protein content of various foods and advertises several Nutrilite protein supplements.
The document discusses obesity, defining it as excess body fat accumulation that can negatively impact health. It provides tips for fighting obesity, such as eating more vegetables, avoiding high-cholesterol foods, limiting sugary drinks, exercising regularly, and getting proper sleep. Obesity is said to increase the risk of health issues like heart disease, sleep apnea, and some cancers. The conclusion notes that obesity has become an epidemic, influenced by diets of calorie-dense fast food and sugary drinks combined with sedentary lifestyles.
The document discusses Anorexia Nervosa and Bulimia Nervosa. It provides diagnostic criteria for each disorder according to the DSM-5 including prevalence, features, development and course, cultural considerations, measurements, specifiers, severity levels, differential diagnoses, and treatments. Anorexia is characterized by restricted food intake and fear of weight gain while bulimia involves binge eating and compensatory behaviors to prevent weight gain such as vomiting. Both disorders are more common in females and typically begin in adolescence/young adulthood. Treatments involve psychotherapy, medication, and addressing medical complications.
Unemployment refers to people who are willing and able to work but cannot find jobs. There are several types of unemployment, including voluntary unemployment where people choose not to work, and involuntary unemployment where people are unable to find work. Unemployment is measured by calculating the unemployment rate, which is the percentage of the labor force that is unemployed. High unemployment can have economic and social costs, such as lower economic output and increased government spending on unemployment benefits. Governments aim to manage unemployment through economic policies.
Dr. Nidhi Sharma presented on the relationship between visceral fat and cognition. Visceral fat surrounds internal organs in the abdomen and is linked to increased disease risk. Recent studies show higher visceral fat is associated with poorer performance on cognitive tasks involving attention and task switching. Childhood obesity and higher visceral fat are also linked to weaker cognitive abilities. Visceral fat may impair cognition through inflammatory pathways and reduced blood flow to the brain. Physiotherapy approaches like aerobic exercise and resistance training can help reduce visceral fat and may have benefits for cognition.
obesity ...... a global epidemic disease.......Rohit Bisht
1. Obesity is a metabolic disorder caused by an imbalance between caloric intake and expenditure leading to excess body fat accumulation. It is influenced by genetic and environmental factors like diet, lifestyle and medications.
2. It is measured using body mass index, waist circumference and waist-hip ratio. Increased BMI, waist circumference and waist-hip ratio are associated with health risks.
3. Long term obesity can cause serious medical conditions like cardiovascular diseases, diabetes, cancers and psychological issues. Treatment involves lifestyle modifications, medications and surgery.
The document discusses obesity and its associated risks. It defines obesity as a chronic energy imbalance where calories consumed exceed calories expended. Individual behaviors, environment, and genetics all contribute to obesity. Excess weight gain is associated with increased risks of several health conditions like hypertension, cardiovascular disease, and certain cancers. Untreated hypertension can damage vital organs and increase risks of heart attack, stroke, kidney failure, and vision loss.
This product catalog summarizes Herbalife's weight management and nutrition products. It includes information on Herbalife as a company focused on science-based nutrition and a direct selling business model. The catalog highlights Herbalife's core products - Formula 1 meal replacement shakes, Formula 2 vitamins and minerals, and Cell Complex. It also describes weight management programs and targeted supplements to support weight loss goals. Additional sections cover energy and fitness products, digestive health, heart health, skincare, and personal care items. The catalog provides information on ingredients, benefits, and pricing for each product.
The document discusses healthy eating and its importance. It recommends eating a variety of nutritious foods like fruits and vegetables while limiting unhealthy fats, salts, and sugars. Healthy eating provides nutrients and protects against diseases. It also affects safety by providing energy and avoiding issues like fatigue. Workplaces can encourage healthy eating through education, healthy options in cafeterias and vending machines, and hosting nutrition programs.
At InBody, we are a premier line of award-winning BIA body composition analyzers. Trusted by professionals worldwide. Our technology produces a full page results sheet to show the changes that matter, so you can give the necessary directions your clients need. We offer a secure, cloud-based platform and mobile applications you can access your data anywhere in the world.
5 Tips for Cultivating Emotional Intelligence in the WorkplaceChristina Aldan
Learning to manage our state of mind in the workplace is an acquired skill. While stress in the workplace in unavoidable, it is possible to cultivate Emotional Intelligence (EQ) to manage our state of mind. Practicing EQ helps us identify and eliminate stressors in our lives. Awareness of self and awareness of others strengthens personal and professional relationships. When we understand the motivations of ourselves and the perspectives of others we form deeper connections. In this presentation, learn five tips for cultivating Emotional Intelligence in the workplace.
This document discusses emotional intelligence (EQ) and its importance. It provides a brief history of EQ, explaining that while IQ had long been used to measure intelligence, Daniel Goleman introduced the concept of EQ in 1995. EQ refers to interpersonal skills like self-awareness, managing emotions, and handling relationships. Developing EQ provides benefits like improved performance, well-being, decision-making, and more. The document also explores related concepts like emotions, feelings, self-esteem, intuition, integrity, trust and their significance.
Emotional Intelligence changing human resource functionalitySheetal Wagh
Emotional Intelligence changing human resource functionality - Presentation encompassing the importance of emotional intelligence than intelligence quotient
Employee engagement is what happens when companies win over the hearts (emotional connection) and minds of employees in ways that lead to extraordinary effort and positive financial results.
As companies and corporations continue to explore the topic of employee engagement, it is important to understand why it is so important. What are the benefits? More importantly, what is the PAYOFF to employee engagement?
The document outlines key factors for successful organizational change, including communicating clear reasons for change, transparent employee-focused planning, acknowledging past successes, and highlighting personal benefits of change. It also recommends minimizing uncertainty, gathering baseline data, engaging employees, removing concerns about job security and pay, and emphasizing continuity with social activities throughout the change process.
Ensuring the perfect balance between communication, structure and incentives will result in maximum motivation.
To meet this challenge here are Inconnection’s 21 tactics for effective motivation.
1) The document discusses the epidemiology of aging, including definitions of aging and key demographic trends. It notes that the world's population over age 60 will more than double by 2050 to over 2 billion people.
2) The biology of aging is complex and involves physical, psychological, and social changes in individuals over time. Theories of aging include mutation accumulation, antagonistic pleiotropy, and the disposable soma theory.
3) Mechanisms of aging at the cellular level include cell turnover and senescence, telomere shortening, oxidative stress, and changes in nutrient sensing pathways over time. Senescent cells can promote inflammation as they cease dividing.
This document discusses obesity, its prevalence, and management. It notes that obesity produces complications like hypertension, diabetes, and heart disease. The prevalence of obesity is increasing globally and is a leading risk factor for death. Obesity is defined as abnormal growth of adipose tissue due to enlarged fat cells or increased fat cell number. The document discusses factors contributing to obesity like diet, physical inactivity, and genetics. It also outlines methods for measuring obesity and classifications based on BMI. Prevention and treatment options for obesity like diet, exercise, and surgery are mentioned.
This document discusses obesity rates in upstate New York from 2004 to 2008. It finds that obesity among adults in the region increased dramatically during this period. The counties with the highest obesity rates each year tended to be Chautauqua, Chemung, Franklin, Seneca, and Yates counties. Obesity is linked to numerous health issues like heart disease, diabetes, and cancer. The document recommends eating healthier foods, daily exercise, and potentially surgery as ways to reduce obesity.
The document discusses protein needs and sources. It states that proteins are essential for building, maintaining, and repairing cells throughout life. It recommends daily protein intake amounts based on body weight and notes the effects of low protein intake can include muscle wasting, weakness, infections, and skin and hair changes. Long term low protein intake can lead to conditions like indigestion, inflammation, heart disease, arthritis and cancer. It provides the protein content of various foods and advertises several Nutrilite protein supplements.
The document discusses obesity, defining it as excess body fat accumulation that can negatively impact health. It provides tips for fighting obesity, such as eating more vegetables, avoiding high-cholesterol foods, limiting sugary drinks, exercising regularly, and getting proper sleep. Obesity is said to increase the risk of health issues like heart disease, sleep apnea, and some cancers. The conclusion notes that obesity has become an epidemic, influenced by diets of calorie-dense fast food and sugary drinks combined with sedentary lifestyles.
The document discusses Anorexia Nervosa and Bulimia Nervosa. It provides diagnostic criteria for each disorder according to the DSM-5 including prevalence, features, development and course, cultural considerations, measurements, specifiers, severity levels, differential diagnoses, and treatments. Anorexia is characterized by restricted food intake and fear of weight gain while bulimia involves binge eating and compensatory behaviors to prevent weight gain such as vomiting. Both disorders are more common in females and typically begin in adolescence/young adulthood. Treatments involve psychotherapy, medication, and addressing medical complications.
Unemployment refers to people who are willing and able to work but cannot find jobs. There are several types of unemployment, including voluntary unemployment where people choose not to work, and involuntary unemployment where people are unable to find work. Unemployment is measured by calculating the unemployment rate, which is the percentage of the labor force that is unemployed. High unemployment can have economic and social costs, such as lower economic output and increased government spending on unemployment benefits. Governments aim to manage unemployment through economic policies.
Dr. Nidhi Sharma presented on the relationship between visceral fat and cognition. Visceral fat surrounds internal organs in the abdomen and is linked to increased disease risk. Recent studies show higher visceral fat is associated with poorer performance on cognitive tasks involving attention and task switching. Childhood obesity and higher visceral fat are also linked to weaker cognitive abilities. Visceral fat may impair cognition through inflammatory pathways and reduced blood flow to the brain. Physiotherapy approaches like aerobic exercise and resistance training can help reduce visceral fat and may have benefits for cognition.
obesity ...... a global epidemic disease.......Rohit Bisht
1. Obesity is a metabolic disorder caused by an imbalance between caloric intake and expenditure leading to excess body fat accumulation. It is influenced by genetic and environmental factors like diet, lifestyle and medications.
2. It is measured using body mass index, waist circumference and waist-hip ratio. Increased BMI, waist circumference and waist-hip ratio are associated with health risks.
3. Long term obesity can cause serious medical conditions like cardiovascular diseases, diabetes, cancers and psychological issues. Treatment involves lifestyle modifications, medications and surgery.
The document discusses obesity and its associated risks. It defines obesity as a chronic energy imbalance where calories consumed exceed calories expended. Individual behaviors, environment, and genetics all contribute to obesity. Excess weight gain is associated with increased risks of several health conditions like hypertension, cardiovascular disease, and certain cancers. Untreated hypertension can damage vital organs and increase risks of heart attack, stroke, kidney failure, and vision loss.
This product catalog summarizes Herbalife's weight management and nutrition products. It includes information on Herbalife as a company focused on science-based nutrition and a direct selling business model. The catalog highlights Herbalife's core products - Formula 1 meal replacement shakes, Formula 2 vitamins and minerals, and Cell Complex. It also describes weight management programs and targeted supplements to support weight loss goals. Additional sections cover energy and fitness products, digestive health, heart health, skincare, and personal care items. The catalog provides information on ingredients, benefits, and pricing for each product.
The document discusses healthy eating and its importance. It recommends eating a variety of nutritious foods like fruits and vegetables while limiting unhealthy fats, salts, and sugars. Healthy eating provides nutrients and protects against diseases. It also affects safety by providing energy and avoiding issues like fatigue. Workplaces can encourage healthy eating through education, healthy options in cafeterias and vending machines, and hosting nutrition programs.
At InBody, we are a premier line of award-winning BIA body composition analyzers. Trusted by professionals worldwide. Our technology produces a full page results sheet to show the changes that matter, so you can give the necessary directions your clients need. We offer a secure, cloud-based platform and mobile applications you can access your data anywhere in the world.
5 Tips for Cultivating Emotional Intelligence in the WorkplaceChristina Aldan
Learning to manage our state of mind in the workplace is an acquired skill. While stress in the workplace in unavoidable, it is possible to cultivate Emotional Intelligence (EQ) to manage our state of mind. Practicing EQ helps us identify and eliminate stressors in our lives. Awareness of self and awareness of others strengthens personal and professional relationships. When we understand the motivations of ourselves and the perspectives of others we form deeper connections. In this presentation, learn five tips for cultivating Emotional Intelligence in the workplace.
This document discusses emotional intelligence (EQ) and its importance. It provides a brief history of EQ, explaining that while IQ had long been used to measure intelligence, Daniel Goleman introduced the concept of EQ in 1995. EQ refers to interpersonal skills like self-awareness, managing emotions, and handling relationships. Developing EQ provides benefits like improved performance, well-being, decision-making, and more. The document also explores related concepts like emotions, feelings, self-esteem, intuition, integrity, trust and their significance.
Emotional Intelligence changing human resource functionalitySheetal Wagh
Emotional Intelligence changing human resource functionality - Presentation encompassing the importance of emotional intelligence than intelligence quotient
Employee engagement is what happens when companies win over the hearts (emotional connection) and minds of employees in ways that lead to extraordinary effort and positive financial results.
As companies and corporations continue to explore the topic of employee engagement, it is important to understand why it is so important. What are the benefits? More importantly, what is the PAYOFF to employee engagement?
The document outlines key factors for successful organizational change, including communicating clear reasons for change, transparent employee-focused planning, acknowledging past successes, and highlighting personal benefits of change. It also recommends minimizing uncertainty, gathering baseline data, engaging employees, removing concerns about job security and pay, and emphasizing continuity with social activities throughout the change process.
Ensuring the perfect balance between communication, structure and incentives will result in maximum motivation.
To meet this challenge here are Inconnection’s 21 tactics for effective motivation.
Leadership, motivation and team building(19.4.2011)DrOmRajSingh
The document discusses various aspects of leadership and management including key skills, definitions, qualities of good leaders, roles and responsibilities of leaders, motivation techniques, and guidance on accessing public services such as opening and managing bank accounts. It provides information on managerial skills, definitions of leadership, qualities of good leaders, roles and responsibilities of leaders, motivation techniques, and guidance for opening and managing bank accounts.
Emotional intelligence @ work place- by Shritheja KShri Theja
It is very important factor to know and control emotions at work place, as an aid to success. High EQ will make a person easily to climb corporate ladder and reach great hights.
Developing Your Leaders’ Emotional Intelligence to Improve Organizational Per...BizLibrary
In this webinar, you will learn how EQ, emotional intelligence, serves as the building block for professional success. It’s not a building block that’s isolated to a few professions or job roles. It’s just about as universal as a success principle can be.
EQ, however, is widely misunderstood as something people either have or don’t have.
Join us for this webinar and get started with a development plan for your leaders, managers and key employees to help improve EQ across your organization.
EQ can be learned, developed and improved. It’s a critically important core business skill, and as you see your employees reach higher levels of mastery, you will see higher levels of performance across a broad spectrum of business skills and professional skills.
The document discusses theories of motivation and job satisfaction, focusing on Herzberg's motivation-hygiene theory which proposes that factors leading to job satisfaction (motivators) are different than those leading to dissatisfaction (hygienes). It also examines Maslow's hierarchy of needs and how addressing intrinsic rather than just extrinsic motivations can increase motivation and satisfaction. The key is finding ways to satisfy employees' higher-level needs for achievement, recognition, responsibility and growth.
This document provides instructions and guidance for team building exercises focused on getting to know each other, building trust through physical closeness activities, and cooperating to solve group tasks. The exercises include personal crests, intimate interviews, trust walks, trust falls, aeroplanes, human knots, back-to-back activities, and a perfect squares puzzle to encourage cooperation without verbal communication. Guidance is given for facilitators on discussing experiences to translate lessons to real work team situations.
Get a glimpse into the dreary world of disengagement, and learn what you can do to prevent it by elevating your employer brand and celebrating your Employee Success™.
This document discusses team building, motivation, and how to effectively develop a team. It provides principles for team building such as having a clear purpose and objectives, involving the team in planning, and making time for networking, feedback, and fun. It also discusses how motivation changes over time and the importance of empowering team members so they feel their role has opportunities to grow and be challenged. Team development stages including forming, storming, norming, and performing are addressed, along with designing agendas tailored to where a team is currently at in its development.
Motivation,early theories of motivation and job satisfactionanwaar alam
Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before moving on to more advanced needs for love, esteem, and self-actualization. McGregor's Theory X sees workers as largely unmotivated while Theory Y sees workers as generally self-motivated. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like pay that prevent dissatisfaction. Job satisfaction depends on intrinsic motivation from the work itself as well as extrinsic factors like compensation, supervision, and coworkers. Satisfied workers tend to be more productive, less absent, and less likely to quit their jobs.
This document discusses emotional intelligence and its importance for leadership. It outlines five components of emotional intelligence: self-awareness, self-regulation, motivation, empathy, and social skills. For each component, it provides strategies to improve such as keeping a journal for self-awareness or putting yourself in others' shoes for empathy. The document encourages scoring your own progress and cites examples of champions who overcame adversity through focus and hard work like Jahangir Khan and Shoaib Akhtar. It stresses the importance of continuous learning and development to become a charismatic 360-degree leader.
Employee engagement involves employees being committed to and involved in their organization and its values. There are three levels of engagement: actively engaged employees who strive to meet and exceed expectations; not engaged employees who focus more on tasks than goals and may feel overlooked; and actively disengaged employees who are unhappy and sow negativity. High employee engagement leads to lower attrition and costs, higher productivity and innovation, while disengaged employees undermine performance and productivity, hurt coworkers and customers, and can negatively impact their personal lives.
How to retain good employee for companyPaul Nguyen
The document discusses concepts related to employee retention, reasons why employees leave, and how to retain good employees. It notes that employees often leave due to poor relationships with bosses rather than dissatisfaction with the work. Retaining employees is important for business success. Providing career growth opportunities, competitive pay and benefits, and ensuring employees understand expectations can help with retention. Exit interviews may also provide insights for improving employee satisfaction.
This document discusses accountability in the workplace. It defines accountability as taking responsibility and being answerable for one's actions. It emphasizes that accountability starts with the individual and discusses how to develop a culture of accountability through personal accountability training. This training helps employees understand why accountability is important, identify their role, and encourage them to reexamine their attitudes and actions. The document provides tips for how to be accountable, including setting clear expectations, owning outcomes, solving problems, and following through on commitments.
This document discusses various types of internal employee mobility and separations within an organization. It describes promotion as upward movement to a higher position with increased pay and responsibilities. Lateral transfers move employees to different roles at the same level, while demotions lower employees' positions. Separations occur when employees leave the organization, such as through retirement, resignation, layoffs or termination. The document provides details on the objectives, types and processes around these different forms of internal employee movement and separation.
Morale refers to an employee's attitude towards their job, supervisor, and organization. It can range from very high to very low and is affected by factors like job satisfaction, treatment from management, workload, and relationships with coworkers. High morale leads to benefits like increased commitment, loyalty, and productivity while lowering absenteeism and turnover. Morale and productivity have a complex relationship, with high or low levels of both being possible depending on whether individual and group goals are met. Maintaining high morale involves preventative measures like job enrichment and flexible hours, as well as remedial actions when issues arise like clarifying executive responsibilities and focusing on employee-oriented policies and leadership.
Job change refers to revisions made to an employee's job description that do not constitute a new position or promotion. Job descriptions are regularly updated to reflect employees' changing duties. Job changes can occur internally through transfers or demotions, or externally through resignations, retirements, or terminations.
Job changes are intended to maximize employee efficiency, improve organizational effectiveness, ensure discipline, and allow organizations to adapt to operational changes. Implications of job changes include new opportunities for growth, a shifting knowledge base, potential changes to employee compensation, increasing skill obsolescence, changing work situations, low compensation, problematic supervisors, and lack of recognition.
Grievance refers to employee dissatisfaction that arises from unmet expectations or wrong management policies. Grievances can be verbal or written, real or imagined, and arise from factual issues within the organization or an employee's personal problems. Common causes of grievance include management practices, union practices, and individual personality traits. Left unaddressed, grievances can negatively impact production, employee morale and commitment, and manager-employee relations. Establishing formal grievance handling procedures provides benefits like keeping management accountable and allowing employees to safely express frustrations.
The way we work has changed forever, and leaders are facing new and unprecedented changes as a result. Is your team ready and equipped to lead your company successfully into the New Normal? Understand whether a Leadership Perception Gap is hampering progress, and the 7 essential qualities leaders need to succeed in today's environment.
https://www.engagementmultiplier.com/leadership
Job design involves determining tasks, responsibilities, and relationships to meet organizational and employee needs. Contemporary managers consider quality of work life through job rotation, enlargement, and enrichment to increase satisfaction. Job enrichment based on Herzberg's theory grants more autonomy. Individual differences also impact satisfaction, so managers aim to enhance variety, identity, significance, autonomy, and feedback. Sociotechnical theory and total quality management further emphasize empowering employees through participative and team-based job design.
Loyalty implies sticking with someone or something even if it goes against your own self-interest. Especially in business, loyalty carries the expectation that you will be rewarded for this allegiance.
True loyalty means going the extra mile when it's needed.
This document discusses the concepts of delegation and empowerment. It defines delegation as transferring responsibility for a specific task to another individual and empowering them to accomplish it effectively. Empowerment focuses on developing and empowering individuals. The document outlines principles for effective delegation, including deciding what to delegate, communicating expectations clearly, and focusing accountability on results. It also discusses five dimensions that are key to empowerment: self-efficacy, self-determination, personal consequences, meaningfulness, and trust. Leadership processes can range from passive to active in developing these dimensions among employees.
Toronto Training and HR provides training and HR services to help employers address mental health in the workplace. Poor mental health can negatively impact employee performance through reduced concentration, increased conflicts, and difficulty managing tasks. However, making everyday changes like being flexible, avoiding stigma, and adjusting workloads can help create mentally healthy workplaces and make a positive impact. Training outcomes include increased understanding of mental health issues and confidence in supporting employees.
This document provides information and resources for evaluating the performance of a workers compensation claims adjuster. It includes sample evaluation forms, performance rating definitions, and phrases to describe various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The goal is to help managers formally assess adjuster performance on an ongoing basis using objective criteria.
The document discusses strategies for increasing employee engagement to reduce turnover. It finds that 54% of employees plan to leave their current employer as the economy improves, and turnover is costly, averaging 130% of an employee's salary. To prevent turnover, employers must focus on engagement by understanding employees' needs, communicating goals clearly, developing strengths, and fostering an environment of respect, fairness and camaraderie. Highly engaged employees deliver higher customer satisfaction, productivity and profits.
Where to Make Savings in Homelessness ServicesFEANTSA
Presentation given by Matt Harrison, CEO, Homeless Link, UK, at a FEANTSA seminar on "Funding strategies: Building the case for homelessness", hosted by the Committee of the Regions, June 2012
The document discusses the five skills and knowledge areas needed for effective supervision. It defines a supervisor as anyone who directs the work of others and outlines their responsibilities. The five areas are: knowledge of the work involved, understanding job responsibilities, skill in instructing employees, improving work methods, and developing leadership abilities. Mastering these five needs allows supervisors to successfully fulfill their duties. The document is from a management training and consulting firm called Operational Excellence Consulting based in Singapore.
Similar to Employee disengagement and its remedies (20)
The document discusses how careers develop and people find jobs. It notes that the traditional linear career path is less common, and instead, careers now involve leaping between roles and using networks. It also emphasizes the role of chance, as up to 60% of careers are shaped by random events or opportunities. The document advises developing skills, networks, and experience through involvement to increase chances of serendipitous opportunities and shorten job searches. Proactive planning and engaging networks are posited to lead to better jobs more quickly than relying solely on job boards or newspapers.
Five directions for volunteer management researchGerry Treuren
1. The document discusses several approaches to improving volunteer recruitment and retention, including message-matching based on volunteer motivations, identifying generic volunteer profiles, managing volunteer role identity, and applying the theory of job embeddedness to volunteers.
2. It proposes testing several research questions and propositions related to these approaches, with the goal of developing a framework for volunteer attraction and retention based on understanding volunteer motivations, roles, and connections to organizations over time.
3. The key approaches discussed are applying message-matching of recruitment messages to volunteer motivations, identifying distinct volunteer profiles, managing the development of volunteer role identity, and increasing volunteer embeddedness in organizations.
The role of HR in managing climate change in the workplaceGerry Treuren
The document discusses the role of HR in managing environmental changes in the workplace due to climate change. It states that HR must act as a strategic partner and change agent to meet four key challenges: developing a workforce with the skills to build green technologies, cultivating employees with the skills to implement these technologies, building a workforce sufficient to meet global demand, and retaining employees with the right skills while motivating climate-efficient behaviors.
HR's role in this recession and the coming recoveryGerry Treuren
What role can HR play in the current recession and the eventual recovery? An extended version of a presentation given at AHRI Practice Day in Adelaide, Australia, March 13, 2009, this paper argues that retention will be the real issue for clear-sighted HR managements, and that the main practice for responsible HR managers is business-driven workforce planning. Let me know what you think.
Apparently every workplace is full, choc-a-block of naughty, disrespecting Gen Y types. The strange thing is that I cannot find any evidence apart from stories and general gripes, that these people actually exist as a separate type of humanity. This paper reports on some data analysis that suggests that the Baby Boomers are even keener to the Gen Y thing than the actual Gen Y people...paper presented at the Aust and New Zealand Academy of Management conference in Auckland, November 2008.
2. DR GERRY TREUREN
•Researches turnover, job search, change management
•Centre for HRM, School of Management, University of South Australia
─ world class research into people management
─ undergraduate and postgraduate study programs
─ several different practitioner seminar series
─ website at www.unisa.edu.au/chrm
─ active LinkedIn group – all welcome
3. WHAT IS ‘EMPLOYEE ENGAGEMENT’?
• Willingness of an employee to happily involve
themselves in their job and the work of the organisation
• Employee engagement is a
combination of
─ job satisfaction
─ organisational commitment
─ willingness to go beyond the
formal requirements of the job
─ personal identification with
the organisation
4. DETECTING EMPLOYEE DISENGAGEMENT
• A change in the feeling of the workplace
• Ongoing climate and employee satisfaction surveys
• Exit interviews
5. SIGNS OF EMPLOYEE DISENGAGEMENT
• Increased whining, complaining and disputes requiring
management intervention
• Reduced compliance with organisational policy and
rules
• Increased customer complaints
• Reduced employee effort
• Increased theft
• Absenteeism, late arrival and early
leaving
• Increased turnover
7. WHICH WORKFORCE WOULD YOU
PREFER?
• In 2008, 82% of the Australian workforce
was estimated to be disengaged
• Loss of 2.5 working hours per employee
per day
• Cost of $42 billion to Australian
employers
8. Which workforce would you prefer?
─ In 2008, 82% of the Australian workforce
was estimated to be disengaged
─ Loss of 2.5 working hours per employee
per day
─ Cost of $42 billion to Australian
employers
─ Companies with engaged
employees have 2.6x
earnings per share
9. Australia’s post-GFC disengagement epidemic
• Long-term consequences of the Global Financial Crisis
─ Employee resentment to employer-imposed work
intensification, lean management and cut-backs
─ Growing employee pessimism and wariness
─ Employee wish to find alternative employment
• The expected post-GFC stampede of
employees has not happened
•
• Instead disengaged employees are
sitting and stewing in jobs they resent
12. POOR JOB AND WORK DESIGN CAN LEAD TO
EMPLOYEE DISENGAGEMENT
13. JOB AND WORK REDESIGN CAN LEAD TO
EMPLOYEE ENGAGEMENT
14. POOR JOB AND WORK DESIGN CAN LEAD TO
EMPLOYEE DISENGAGEMENT
• Variety of tasks
─ ‘I have to do the same thing every day…’
• Identity of work
─ ‘I just do my bit. I have no idea what
happens after I finish’
• Significance of responsibilities
─ ‘My work makes no difference to anyone
or anything’
• Autonomy of employee
─ ‘I know what to do, just let me do it!’
• Feedback on employee outcomes
─ ‘I have no way of knowing if I have done
my job properly’
15. CULTIVATING EMPLOYEE ENGAGEMENT
THROUGH JOB AND WORK REDESIGN
• Management can redesign job design and work
processes to improve engagement
• Some ways to redesign jobs and work processes
─ Diversify and rotate work duties
─ Emphasise the importance of an employee’s
job to the organisation, to customers, to the
world
─ Enable employee autonomy and decision-
making, and the use of judgement
─ Increase the employee’s accountability and
awareness of their performance and give
them the skills to do something about it
16. FRUSTRATION — NO SENSE OF PROGRESS —
CAN LEAD TO EMPLOYEE DISENGAGEMENT
• Does Amabile and Kramer’s Progress
Principle apply to your organisation and
employees?
─ Small, mundane workplace issues can
make or break an employee’s attitude
• Regular, annoying holdups can undermine
employee commitment
• Small as well as big breakthroughs can
gradually build employee engagement
• Does the employee regularly feel like they
have made progress in their work?
17. CULTIVATING EMPLOYEE ENGAGEMENT BY
REMOVING WORKPLACE ROADBLOCKS
• A feeling of making progress – however small
– very important to employees
─ Frustration and blockage is damaging to
employee engagement
• Work with employees to identify roadblocks to
their daily achievement
─ Their own skill and knowledge limits
─ Organisational blockages and redtape
• Management’s role – to assist employees to
get their job done
18. PSYCHOLOGICAL CONTRACT BREACH CAN
LEAD TO EMPLOYEE DISENGAGEMENT
• Management and employees create an
implicit, unwritten ‘contract’ about their mutual
expectations of each other
─ ‘If I do this, you will do that’…
• The employee side of the contract is formed
by
─ Industry and organisational standards
─ Promises made to them by management
─ Their interpretation of the terms
• If this contract is ‘breached’ by management,
an employee may not feel obliged to honour
their side of the bargain
19. PSYCHOLOGICAL CONTRACT BREACH CAN
LEAD TO EMPLOYEE DISENGAGEMENT
• Possible sources of psychological contract
breach
─ Poor handling of a dispute
─ The gruff manner of a manager
─ Work-family conflict
─ Below market or unfair wages and
conditions
─ Unexpectedly unpleasant environment
─ Safety risks
─ Role conflict and ambiguity
─ Job insecurity
─ Ad hoc management style
─ Misunderstanding of the terms of the
psychological contract
20. CULTIVATING EMPLOYEE ENGAGEMENT BY
DEVELOPING A POSITIVE PSYCHOLOGICAL
CONTRACT
• Do you know how employees see the
relationship? Find out!
─ Through regular conversations
─ Survey evidence
• Try not to breach the psychological contract
─ Breach leads to disengagement and
turnover
• Cultivate positive mutual expectations
─ Create a ‘relational contract’ based on
trust and mutual recognition
21. OUTSIDE EVENTS CAN LEAD TO EMPLOYEE
DISENGAGEMENT
• Events outside the organisation can shift
employee attention away from their work
─ Employee engagement can decline as a
consequence
• Causes – examples
─ Childcare and eldercare responsibilities
─ Sickness
─ Financial worries
• Management’s negative response can directly
add to disengagement
22. CULTIVATING EMPLOYEE ENGAGEMENT BY
INCREASING EMPLOYEE EMBEDDEDNESS
• Need for
─ Flexible work arrangements
─ Active and genuine employer support
• Management can minimise the adverse impact
by cultivating attachment
─ Employee fit with job and organisation
─ Employee linkage with other employees
and the work of the organisation
─ Awareness of the real and perceived cost
of leaving
• Training of managers for these situations may
be needed
23. EMPLOYEE ATTITUDES CAN INCREASE
EMPLOYEE DISENGAGEMENT
• Some employees will see the workplace as a
glass half full, others half empty
• Some may be resistant to change
• Some may be very tolerant of ambiguity
• Two employees may react very differently to
the same situation
─ One accepting and supportive
─ Another might react and oppose
• Disengagement may be the (inexplicable)
result of a person’s response to a situation
• Positive attitudes can be cultivated
24. CULTIVATING ENGAGEMENT BY
RECOGNISING EMPLOYEE ATTITUDE
• Management can cultivate positive attitudes
• Through ongoing communication
• Involvement in decision-making
• Ongoing education
• Recognise that employees will vary in their
response to events
─ May necessitate different strategies of
employee involvement
• Make conscious choices of personality type
during recruitment
─ For example, if your organisation is facing
major change, don’t recruit the change-
phobic