The document discusses employee engagement and what constitutes a good employee from an organizational perspective. It states that a good employee has high dependability, listens well, is competent, maintains a good appearance and body language, has strong etiquette and manners, possesses both knowledge and practical skills, and has career as a high priority. A good employee also has a balance of aptitude and a positive attitude. The document also discusses how organizations and individuals may define success differently and how employee engagement occurs at the intersection of an organization's need for maximum contribution and an individual's need for maximum satisfaction.
A presentation on the corporate relationship building.
Can be used for students and corporate training programs.
The basics of relationships are put forth.
It is often said that people join a company but leave a boss. A boss is an important element of your worklife.
This book offers insights on the type of bosses at the workplace and what change is needed in your attitude and behavior to make the relationship work.
The purpose of this paper is to discuss on the concept of job satisfaction and how job satisfaction can make impact on the performance of employees in an organization. The paper will be limited to the positive and negative effects of Job satisfaction. Secondly, the literature review will discuss the relationship between employee motivation, job satisfaction and employee performance.
The importace of leadership and its connection to motivational and rewardIrfan iftekhar
When an organization is born, a leader is required to steer it to success. It is the leader whose leadership can make or break the organization. What is leadership in actuality? It is the attitude and manner through which one provides direction to implement plans and achieve goals by way of a tremendous amount of motivation which he pours into the hearts and minds of his people.
I just took this work style personality test. If you've worked with me, I want to hear your feedback.
Thank you Brad Herda for sharing the test with me. It is insightful and I'll use these results (as well as anything else I can get) to improve myself every day.
Does Job Satisfaction affect Job Performance? Surprisingly, job satisfaction is not related to job performance. Organization can control job performance by developing rules and procedures or giving rewards and punishments.
We all are humans then what makes some of us so difficult that every other person finds difficult to work with them – BAD APPLES.
Is that difficult people are BAD or something else...
We need to understand this to deal with them more precisely
It is the basic types of behaviour that makes a person so difficult to deal with.
This brings us to the fact that difficult people have behavioral problem and we can only deal with them if we understand why they behave in such objectionable manner most of the time.
A presentation on the corporate relationship building.
Can be used for students and corporate training programs.
The basics of relationships are put forth.
It is often said that people join a company but leave a boss. A boss is an important element of your worklife.
This book offers insights on the type of bosses at the workplace and what change is needed in your attitude and behavior to make the relationship work.
The purpose of this paper is to discuss on the concept of job satisfaction and how job satisfaction can make impact on the performance of employees in an organization. The paper will be limited to the positive and negative effects of Job satisfaction. Secondly, the literature review will discuss the relationship between employee motivation, job satisfaction and employee performance.
The importace of leadership and its connection to motivational and rewardIrfan iftekhar
When an organization is born, a leader is required to steer it to success. It is the leader whose leadership can make or break the organization. What is leadership in actuality? It is the attitude and manner through which one provides direction to implement plans and achieve goals by way of a tremendous amount of motivation which he pours into the hearts and minds of his people.
I just took this work style personality test. If you've worked with me, I want to hear your feedback.
Thank you Brad Herda for sharing the test with me. It is insightful and I'll use these results (as well as anything else I can get) to improve myself every day.
Does Job Satisfaction affect Job Performance? Surprisingly, job satisfaction is not related to job performance. Organization can control job performance by developing rules and procedures or giving rewards and punishments.
We all are humans then what makes some of us so difficult that every other person finds difficult to work with them – BAD APPLES.
Is that difficult people are BAD or something else...
We need to understand this to deal with them more precisely
It is the basic types of behaviour that makes a person so difficult to deal with.
This brings us to the fact that difficult people have behavioral problem and we can only deal with them if we understand why they behave in such objectionable manner most of the time.
New Management style is emerging – SELF GOVERNECE and the companies that fall under the criteria of high in “Self-Governance.” were businesses where the employees were proactive, with high levels of both personal and mutual accountability and were engaged and satisfied.
Building TRUST in Workplace - Managers Training.pptkatefalade
What makes a Team to perform at they most optimal state? The Trust component in the workplace is a key driver of Team performance and cohesion. What are the drivers of Trust? How do they relate to performance and high productivity? What are the key behaviors that generate trust?
Take a moment to look over the prompts below and formulate a conce.docxDustiBuckner14
Take a moment to look over the prompts below and formulate a concept of the managerial excellence you will seek to practice as you grow in life and your career.
This will be your Ethical Leadership Pledge.
Do look to examples in your textbook such as Volkswagen, IKEA, Deloitte or any others (in or out of the class) for inspiration.
Please write your pledge opening with
"As a leader I pledge:" [then continue based on the items below]
1.
Core Values:
a) List 3 (or more) values that define your leadership style
b)
Describe in detail what each value means (don't just put up a word, offer context and depth in 2-3 sentences each)
2.
Team building:
a) Describe your process for finding talent, building and incentivizing team strength (2-3 sentences)
b)
Some additional inspiration:
c)
Servant-leadership is the idea that a leader's job is to facilitate and not to dictate. Here are some core values to consider:
i.
Encourage diversity of thought.
ii.
Create a culture of trust.
iii.
Have an unselfish mindset.
iv.
Foster leadership in others.
3.
Earning trust/buy-in (3-4 sentences)
a) Detail how you will build trust
b) Describe how you will earn your team's "buy-in" (meaning how you will persuade them to see value)
c)
Some ideas to consider: Evidence-based management (using testing and research to reduce workplace politics), instilling best practices (hopefully this class has given you many), communication & collaboration, sharing ownership, de-centralizing/centralizing decision-making, providing good governance
d)
Please use at least 2 concepts from Chapter 12 (though some are in the list I've given you above)
4.
Elaborate on how you will practice and instill ethics best practices
a) Reference at least 3 concepts from Chapter 9
b) You are free to expand after you reference 3 concepts.
· These prompts are the minimum expected. You may venture beyond should you so choose.
· YES, you may write in FIRST PERSON! This is about you and there are NO wrong answers.
· Please copy this to a document and keep it so you can reflect on it after class has finished and iterate upon it as you grow as a leader.
Comment on TWO other classmates posts offering feedback on at least TWO concepts they have shared that you are willing (or inspired) to consider adding to your own leadership pledge.
Student1:
As a Leader I Pledge: My core values are trust, hard work, and work life balance. Trust is very important in my book because of the fact that nothing can be accomplished successfully without a trustful team. I can not lead an unloyalw team, that does not have a foundation of trustworthiness. I believe everyone has the ability to work hard if they are passionate about something and I think one should only work with what they are love. Hard work a.
Performance Management is the process of defining clear objectives and targets for individuals and teams, and the regular review of actual achievement and eventual rewarding for target achievement.
The process should ensure that individual and team effort support the organizational objectives and that key stakeholder expectations are realized by focusing on key value drivers
This presentation was prepared by me for providing training to the employees of Unique Contracting Co. LLC on "Work Ethic". Unique Contracting Co. LLC is a construction company based in Muscat, Oman. It is owned and managed by the Limbani Family of Gujarat (Republic of India).
Trust is essential in leading teams through change, navigating uncertainty, advancing mission and leaving enduring legacies. Unlike other "factors" in team health, the aggregate score does not indicate the Trust Quotient - each link breaks the chain. Evaluate your trust factor, solicit 360 input/feedback from your team and then assess where action can be taken to raise the tide!
Visit http://www.C12Group.com/ for more information on how to tackle issues like these and more in an ongoing context of accountability and peer learning!
10 Productive Ways To Boost Employee MoraleEmily Smul
We teamed up with the employee morale experts at Blueboard and OneWorkplace to cover the top 10 productive ways to boost employee morale during the Coronavirus pandemic.
#PersonalDevelopmentProgram #communicationtraining #professionaldevelopmentprograms #Skills #Competencies #development
The ability to develop good relationships with others and to handle situations effectively are vital elements of being someone with personal and professional development skills. This program is helpful in identifying areas of performance that you need to improve.
This program offers practical advice including concise tips and a self-assessment test at the end that allows you to evaluate your performance levels
Happy reading
#deathbypowerpoint #badpresentation #visualtool When an audience remains emotionally disconnected from the content that is being presented, there is a good chance that the speaker has either not spent enough time and effort thinking about which key points he wants the audience to take away -- or he has spent entirely too much time and effort setting up the presentation in PowerPoint, incorporating every feature and display option the software provides. Key contributors to death by PowerPoint include confusing graphics, slides with too much text, and presenters whose idea of a good presentation is to read 40 slides out loud. Death by PowerPoint is easily recognized by observing the audience members' glazed eyes, furtive use of smartphones Death by PowerPoint can be avoided if the speaker uses the technology as a visual aid to enhance what is being said, instead of relying on the technology to serve as the focus of the presentation.
Check this presentation and share your feedback.
Thank you
#machinelearning #AI #deeplearning #algorithm #neuralnetwork #clustering #datamodel #regression #clustering #bias #variance #noise #signal #predictive #modelling
Machine learning has been around for a long time. It got its start in 1959 when Arthur Samuel wondered if computers could learn human behavior instead of being programmed to do specific tasks.
Machine learning is a branch of artificial intelligence (AI) and computer science which focuses on the use of data and algorithms to imitate the way that humans learn, gradually improving its accuracy. Machine learning is an important component of the growing field of data science. Through the use of statistical methods, algorithms are trained to make classifications or predictions, uncovering key insights within data mining projects. These insights subsequently drive decision-making within applications and businesses, ideally impacting key growth metrics. As big data continues to expand and grow, the market demand for data scientists will increase, requiring them to assist in the identification of the most relevant business questions and subsequently the data to answer them.
The presentation will allow you to develop conceptual clarity towards Machine Learning. In case you have any queries or would like to share your views then please feel free to reach me at: vinod.kr.sharma@gmail.com.
Thank You
This paper proposes the effective approaches to “Innovation & Entrepreneurial Management Activities” from the
points of view of “S-curve theory” and “the Patterns of technical evolutions.
Technology is evolving at an unprecedented pace and becoming integral to how we work and live. Today, the cumulative effect of technology is accelerating progress exponentially. This period of rapid technological acceleration brings opportunities as well as challenges.
Jobs of the future may look very different and it is difficult to predict how jobs will evolve. As the nature of work evolves, employees and entrepreneurs will need to adapt their mix of skills and knowledge to embrace new challenges and stay relevant.
Check this presentation #SKILLS2SUCCEED – Skill, Reskill & Adapt to know more.
#Skills #DigitalEconomy #Reskill #Upskill #Entrepreneur
National Assessment and Accreditation Council (NAAC)
NAAC primarily focuses on the assessment of the quality of higher education institutions in the country:
1. Quality Initiatives in Internal Institutional processes
2. Quality Sustenance in Internal Institutional processes
3. Quality Enhancement in Internal Institutional processes
Assessment and Accreditation (A&A) Framework:
1. Extensive use of ICT confirming scalability and robustness
2. System Generated Scores (SGS) with combination of:
1. Online evaluation (about 70%) and
2. Peer judgement (about 30%)
3. QUALITY INDICATOR FRAMEWORK (QIF)
4. Quality Assessment (QA) & Self-evaluation process and submission of Self Study Report (SSR) with 137 Metrics in 2 categories:
a. Quantitative metrics (QnM) - 70%
b. Qualitative metrics (QlM). – 30%
5. (7) Criteria based assessment framework with key Indicators (KIs)
a. Curricular Aspects
b. Teaching-Learning and Evaluation
c. Research, Innovations and Extension
d. Infrastructure and Learning Resources
e. Student Support and Progression
f. Governance, Leadership, and Management
g. Institutional Values and Best Practices
Artificial Intelligence is “a core, transformative way by which we’re rethinking how we’re doing everything” - Google CEO Sundar Pichai
The development and daily applications of artificial intelligence have become a mainstay in our everyday lives. More than a thing of science fiction, it’s become a field of real-world dreamers making dreams come true.
The surge of innovation pulsing through the tech community has followed the growth of systems that perform complex activities that we can only compare with “thinking.” They are thinking systems. These activities include problem-solving, speech recognition, sensory perception, learning, and reasoning that we previously only associated with humanity.
Network effects have emerged as the native defense in the digital world. If you’re starting or investing in a business, don’t start it until you’ve thought thoroughly about how to design it with one or more of the core network effects. Then think about how every additional feature you build could add value to the other users of your product. That way of thinking about business and product design puts you on the road to true defensibility and massive impact and value creation.
You Are One Decision Away from a Completely
Different Life!
The moment you have the instinct to ACT…
Count 5…4…3…2…1…and PHYSICALLY MOVE or
your brain will STOP you.
#JUSTDOIT
The COVID-19 pandemic continues to inflate. More than 175 countries have reported cases of COVID-19 and the number of cases has accelerated to more than 735,000 with more than 35,000 deaths. The situation is developing by the day.
The coronavirus is not only a health crisis but it’s also an impending concern that is continuously restructuring the global economic order.
So the big question is what should it take to traverse this crisis when the traditional metrics and assumptions have been rendered irrelevant?
The answer is a CALL TO ACT from the crisis of today to the normalcy. We need to think and act across the workable solutions and possibilities:
The unprecedented impact of Covid-19 on education systems around the world has affected more than 1.6 billion students representing 91% of all students in the world. World over Education is experiencing Non-Linear Changes.
COVID -19 has given a death blow to Higher Education by attacking the essential element of social connection on which the university and higher education system thrives forcing the world over all the universities within 7 to 10 days to go for online education. At the moment, universities are focused on ensuring academic continuity for students through “emergency remote teaching.”
The big question that arises is that will this Online Teaching be able to produce lasting change?
This is the dissertation project report of my student MR. AGAM MISHRA - MBA Final Yr. on “A Study of Innovative EdTech Start-Ups & Businesses in the Emerging Markets and Economies” with Special reference of Covid-19 Pandemic. I am publishing this on his behalf and really appreciate it if you all can appreciate his sincere efforts.
ADMISSION COUNSELLING
University Admission to UG and PG program and other courses starts from March onwards in India. University admission or college admission is the process through which students enter tertiary education at universities and colleges.
Most likely you as an applicant seeking admission in any college or university will be interacting with the Admission Counsellor. The main work of the admission counselor is to advise and help the applicant in assisting with queries related to curriculum, professors and much more. Admission counselor is just like a mentor or a guide to help applicant throughout the college application and admission process.
From our personal experience, we have noticed that the counselors need rigorous training for dealing with the applicants so that they can appreciate their concerns and accordingly resolve them to the best of their abilities. We have recently conducted a training program for the admission counselors for a private university and we are happy to share the presentation for your valuable views and suggestions. Hope you all enjoy the slides.
#EmployeeEngagement
The employees need to feel engaged and satisfied with their jobs is driven by an innate sense of purpose. Organization leadership should help employees in exploring their sense of purpose through regular conversations.
This presentation shares some areas of leadership conversation that can help employees in finding their sense of purpose for staying engaged and satisfied with their work.
#Fact: We all need to find a personal sense of meaning in what we do
#employeedevelopment #presentation #humanresource #employeesatisfaction
#Officepolitics are defined by self-interests and agendas that run ahead of business goals. #Management is ready to sacrifice success in order to look good or to maintain control.
Check this #presentation that highlights signs of a highly politically charged environment.
#workplaces #workplacebehaviour
Personal Brand is all about your reputation. Each interaction you have with others has the opportunity to create a memorable experience, teaching them what they can expect from you. When you’re consistent in delivering those experiences, you build a strong reputation. Delivering your brand clearly and consistently across a wide audience helps open doors to opportunities. Your brand becomes your personal calling card—a unique promise of value; a distinct and authentic representation of you. To build a personal brand, you will have to define your individuality, maximize your strengths and manage your choices to create future opportunities
More from LEAP - Learn, Enrich Accentuate & Perform (20)
1. Engagement – The New metrics of Performance
Engagement is all about Involvement and Commitment
People join business organization for rewarding career and are always on look out for top Jobs
And Business organization offering positions are always on a look out for GOOD Employees, and I am
sure all of us will agree that we all are not only GOOD BUT EXCELELENT people to work with. None of
us would admit the we are not good. We all love to prefix all possible adjectives to our names, to the
extent of believing ourselves to be the SUPERMAN/WOMEN.
The big question that matters is our definition of GOOD that matters i.e. the definition of being good
from our own perspective or is it Company’s definition of GOOD that matters i.e. the definition of
good from the organization perspective.
SO what exactly is the definition of GOOD from Organizational perspective?
Organizational definition of GOOD EMPLOYEE refers to finding answers to below mentioned which
each one us find very honestly as self awareness and assessment is very important for being judged
to be GOOD.
First and the foremost criteria for being GOOD is dependability, reliability and accountability
Second criteria for being GOOD is clarity of expression, I call it composure of thought. We must learn
to appreciate the value of time, and before speaking should compose our thoughts as to what we
are going to communicate, the key to successful expression of thoughts is composure and being
precise.
Third criteria for being GOOD refer to our ability to LISTEN carefully
Listening is hearing with intention and purpose. Most of the time people are hearing hence we fail to
understand the direction, as we tend to run tapes in our head, busy in finding what we have say in
response to what is being said.
Fourth criteria for being GOOD is COMPETENCE
Fifth criteria for being GOOD is our appearance – The LOOKS
Sixth criteria for being GOOD is our BODY LANGAUAGE – Postures and Gestures, the nonverbal cues
Seventh criteria for being GOOD is our Etiquettes and mannerism
An eighth criterion for being GOOD is our Knowledge, a blend of Theory and Practical. Our moral and
social values
A ninth criterion is importance of career in our life. Is it a time pass or home away from home
And many more
We all have lots to plans to change the world but we don’t want to CHANGE ourselves.
According to me the first step towards CHANGE is the SELF AWARENESS followed by ACCEPTANCE
the way we are and NOT what we want to be in life. Forget about CHANGE most of us are not even
aware that we all have some serious concerns as far as our career is concerned.
2. As mentioned Self Acceptance is the first step towards a CHANGE, we need to ACCEPT and
UNDERSTAND where we lack and accordingly can improve.
If you focus on RESULT, you will never Change
If you focus on CHANGE, you will get result
It all starts by acknowledging ourselves the way we are and not by pretending what we want to be,
at least we can be honest with ourselves.
No Jobs are GOOD or BAD.
Think for a while it is our decision to join a position in any organization by CHOICE and NOT by any
COMPULSION. We opted for a particular job or position because we felt that it was good, then after
a couple months or may be after a year the same turns out to be so BAD – WHY?
Reasons could be many but some of the common reasons could be as follows:
1. Relationship hiring – you got the job because of the references and relations and not on the
basis of your COMPETENCE.
2. Perfect Mismatch of requirement and expectations. Very high expectations
3. Weak Communication - extremely poor composure of thoughts cannot express precisely,
Clarity of Expression i.e. Poor LISTENING habits – “Running tapes in head
4. Lack of Corporate Exposure – lack of professionalism. Poor Work Life balance
Above all it is the ATTITUDE - the biggest reason that turns most of the GOOD Jobs BAD.
When companies hire, Language and Communication skills are basics...What matters the most
Candidate’s ATTITUDE.
I see it be the fight between Aptitude and Attitude.
If we summarize the definition of GOOD EMPLOYEE from organization’s perspective it is the perfect
balance of APPTITUDE and ATTITUDE in an employee. Employees can be trained and equipped with
skills - APPTITUDE by imparting training. ATTITUDE is what we bring along with us, which only we
have to work ourselves to change.
Bad attitudes that aren’t in line with the company culture leads to high employee’s turnover.
People’s levels of APPTITUDE and ATTITUDE can be explained as
1. People LOW in APPTITUDE and LOW in ATTITUDE elicit POOR FIT and are result of
RELATIONSHIP HIRING, and for them it is either UP or OUT. For them to remain in the job
needs to improve their performance attitude seriously.
2. People LOW in APPTITUDE and HIGH in ATTITUDE elicit TRAIN & DEVELOP are also result of
RELATIONSHIP HIRING, and if trained can perform exceptionally well.
3. People with MODERATE APPTITUDE and ATTITUDE elicit INCONSISTENTLY COMPETENT
behaviour that needs monitoring and supervision
4. People with MODERATE APPTITUDE and HIGH ATTITUDE elicit CONSISTENTLY
COMPETENT behaviour with ability to do the work
3. 5. People with high APPTITUDE and LOW ATTITUDE elicit TALENTED TERROR, capable of
doing work, very close minded believing to know everything.
6. People with HIGH APPTITUDE and HIGH ATTITUDE elicit to be STAR PERFORMER
Having the ability to do the work with open- mind, respectful having desire to learn, teach
and excel.
GOOD EMPLOYEE that Organizations are keen to hire is representation of perfect assortment of
BEHAVIOUR, SKILLS and KNOWLEDGE (Qualities) in any individual – THE PERFECT FIT
DEFINITION of PERFECT FIT
The Right / Perfect fit is all about
1. Reliability, Dependability and Accountability
2. Thinking and Listening abilities
3. Sense of job commitment
4. Ability to work in Teams
5. Honesty, Sincerity and above all being....Skilful
So far we have talked from organization’s perspective, but obviously people do have their own
career concerns, and they also have expectations from the organization they work for i.e.
REWARDING CAREER.
So we must also define the REWARDING CAREER the way we have defined the GOOD EMPLOYEE
What is the definition of REWADING CAREER for most of US?
First and the foremost according to most of us the REWARDING CAREER is all about JOB STABILITY
i.e. Job Security and Handsome Increments
JOB STABILITY is synonymous to JOB SECURITY, HANDSOME INCREMENTS, LESS ACCOUNTABILITY,
BALANCED WORKLOAD, And MAXIMUM RECOGNITION followed by GOOD LIFE –WORK balance
and NOT the WORK – LIFE balance, GOOD CAREER ENHANCEMENT OPPORTUNITIES etc. etc
However each one has a different definition of JOB SECURITY.
We have high expectation with little realization that stable career paths are DISAPPEARING.
Stability is precursor to DEATH
Both Organization and people working for the organization are pursuing their definition of success.
Organization definition of success is reflected by its Goals, Values & Strategy
Individual’s definition of SUCCESS is all about Promotion, Reward, and Recognition & Vacation..
So the definition of SUCCESS VARIES significantly
Every Individual works for their MAXIMUM Satisfaction whereas
Organization is pursuing its definition of MAXIMUM EMPLOYEE Contribution
4. Both organization and Individuals are perusing their definition of SUCCESS
The Place where Organization and Individual’s aspirations intercept each other definition of SUCCESS
is termed as JOB
Organization expects MAXIMUM CONTRIBUTION from their employees and Individual expects
MAXIMUM SATISFACTION
EMPLOYEE ENGAGEMENT is the delivery point of both Maximum Contribution and Maximum
satisfaction. Employee engagement has emerged as new performance metrics
Maximum Satisfaction vs Maximum Contribution
1. Minimum Contribution and Minimum Satisfaction elicit Disengagement
2. Reasonable Contribution and Maximum Satisfaction elicit Comfort zone
3. Maximum Contribution and Minimum Satisfaction elicit Burnouts
4. Maximum Contribution and Maximum Satisfaction elicit Happy Warriors
Employee Engagement is thus emerging as daily priority for Managers, Executives and Individuals
For Individuals engagement means volunteering to work in teams
For Managers engagement means fair allocation and utilization of resources
For Executives engagement means fostering sense of community in the organization
Employee engagement is in a way synonymous to extending HELP!
Helping should be made the organizational norm to foster Engagement from all aspects. When we
volunteer to help, we then learn to understand other people’s NEEDS
Engagement is nothing but Collaborative Generosity
It seems simple but extremely difficult as Helpfulness doesn’t arise automatically among people.
People in Social Groups experience conflicting Impulses, as most of the time a potential HELPER is
often inclined to COMPETE. Many a times a potential HELP seeker often takes PRIDE in doing alone
and a potential HELP SEEKER often DISTRUST the potential HELPER.
Another possible reason could be HESITATION – Norm of Reciprocity and Norm of Incapability
Most of us believe that BEST HELPERS are people with GREATEST EXPERTISE - COMPETENCE
It is a WRONG notion, It is the TRUST, ACCESSIBILITY that Supersedes the COMPETENCE
Full Engagement is a place where Organization and Individual EXPECTATIONS MEET.
The best career allows us to pursue our worthy ASPIRATIONS, using our ASSETS, while navigating
the MARKET REALITIES. This is only possible if we all realize our TRUE potential and for that SELF
AWARENESS is the key.