This course taught effective time management strategies that can be applied to both personal and professional life. It emphasized planning and prioritizing tasks, tracking time spent on activities, and establishing work-life balance. The underlying theory discussed was the human relations approach, which focuses on valuing employees and fostering a welcoming and cooperative work environment. When these concepts are applied, it can increase employee productivity and satisfaction by addressing individual needs and styles. The course helped prepare the student for a career in human resources by providing practical skills and aligning with the goals of supporting employees' well-being and potential.
This document is a chapter from a book titled "The First Time Manager" about managing people. It discusses some of the challenges new managers face such as taking on more responsibilities, increased scrutiny, and being responsible for others' work. It explains how managers are evaluated based on their team's collective performance rather than individual contributions. A new manager may have trouble adjusting their perspective from an individual employee to considering the company's needs. The chapter emphasizes understanding one's new responsibilities as a manager and considering all factors and potential consequences of decisions, not just how things appear currently.
Motivation is key to maintaining sustainability in the workplace. Motivated employees work more effectively and persistently than unmotivated employees. There are many factors that influence motivation, including intrinsic and extrinsic motives, goals, empowerment, relationships, culture and rewards. Leaders must understand what motivates each individual employee and create an environment where employees feel empowered, competent and that their work has meaning and impact. Maintaining high motivation through supportive management practices is essential for optimal job performance and long-term sustainability.
Employee engagement an emerging concept (1)Himanshu Tomar
This document discusses employee engagement as an emerging concept. It defines employee engagement and reviews factors that lead to engagement, such as career development, empowerment, fair treatment, and job satisfaction. Recent trends in engagement include addressing skills gaps, providing integrated experiences for employees, and focusing on employee happiness and growth. Ideas to increase engagement include assigning company values to employees, encouraging personal projects, assigning mentors for new employees, providing needed resources, and displaying team photos. The document concludes that employee engagement is important for employee and organizational growth.
Enhancing Teachers’ Personal and Professional Time Management Effectiveness i...inventionjournals
ABSTRACT : Inability to manage time appears to contribute to the eventual teacher burnt and inefficiency. If they could manage their personal and professional time in more productive manner, they would likely be more effective, less hassled, frenetic and more content in how they solve their problems. This paper offers some suggestions, tips and strategies in the hope that teachers may be helped to manage their personal and professional time. They should analyze their problems; establish priorities, identify specific time-wasters; build reward into their schedules, develop mastery in classroom management skills and learn to delegate responsibilities. It further recommends that teachers should learn to manage time by starting to learning personal self and space organization, at their homes, offices – Effective Management of time is effective management of life.
Westgeest (2011) employee empowerment and its relation tAffan Aijaz
The document discusses employee empowerment and its relationship to affective commitment. It provides background on the current work environment and the shift to a knowledge economy. Empowerment and its dimensions of impact, competence, meaning and self-determination are described. Affective commitment refers to an employee's identification with an organization. The study aims to investigate the relationships between empowerment, its dimensions, and affective commitment, as well as the moderating roles of job engagement and trust in management.
This document discusses the benefits of experiential learning, team building, and group exercises for developing employability skills. It states that experiential learning involves learning from experiences and allows people to learn how to react in different situations. Team building improves commitment between employees and companies by allowing people to work towards shared goals. Group exercises help improve communication skills through discussions and interactions with others. Overall, experiential learning, teamwork, and group activities help people learn to accomplish goals, understand different perspectives, and improve skills relevant for the workplace.
This document provides guidelines for developing emotional intelligence in organizations based on research. It discusses that social and emotional learning is different than cognitive learning and requires a different training approach. Effective training involves 4 phases: 1) Preparation which includes assessing needs, strengths/limits, and motivating learners. 2) Training to change habits. 3) Transferring skills after training. 4) Evaluation. Motivation is key and programs should distinguish between cognitive and emotional learning to effectively develop emotional competence.
This document is a chapter from a book titled "The First Time Manager" about managing people. It discusses some of the challenges new managers face such as taking on more responsibilities, increased scrutiny, and being responsible for others' work. It explains how managers are evaluated based on their team's collective performance rather than individual contributions. A new manager may have trouble adjusting their perspective from an individual employee to considering the company's needs. The chapter emphasizes understanding one's new responsibilities as a manager and considering all factors and potential consequences of decisions, not just how things appear currently.
Motivation is key to maintaining sustainability in the workplace. Motivated employees work more effectively and persistently than unmotivated employees. There are many factors that influence motivation, including intrinsic and extrinsic motives, goals, empowerment, relationships, culture and rewards. Leaders must understand what motivates each individual employee and create an environment where employees feel empowered, competent and that their work has meaning and impact. Maintaining high motivation through supportive management practices is essential for optimal job performance and long-term sustainability.
Employee engagement an emerging concept (1)Himanshu Tomar
This document discusses employee engagement as an emerging concept. It defines employee engagement and reviews factors that lead to engagement, such as career development, empowerment, fair treatment, and job satisfaction. Recent trends in engagement include addressing skills gaps, providing integrated experiences for employees, and focusing on employee happiness and growth. Ideas to increase engagement include assigning company values to employees, encouraging personal projects, assigning mentors for new employees, providing needed resources, and displaying team photos. The document concludes that employee engagement is important for employee and organizational growth.
Enhancing Teachers’ Personal and Professional Time Management Effectiveness i...inventionjournals
ABSTRACT : Inability to manage time appears to contribute to the eventual teacher burnt and inefficiency. If they could manage their personal and professional time in more productive manner, they would likely be more effective, less hassled, frenetic and more content in how they solve their problems. This paper offers some suggestions, tips and strategies in the hope that teachers may be helped to manage their personal and professional time. They should analyze their problems; establish priorities, identify specific time-wasters; build reward into their schedules, develop mastery in classroom management skills and learn to delegate responsibilities. It further recommends that teachers should learn to manage time by starting to learning personal self and space organization, at their homes, offices – Effective Management of time is effective management of life.
Westgeest (2011) employee empowerment and its relation tAffan Aijaz
The document discusses employee empowerment and its relationship to affective commitment. It provides background on the current work environment and the shift to a knowledge economy. Empowerment and its dimensions of impact, competence, meaning and self-determination are described. Affective commitment refers to an employee's identification with an organization. The study aims to investigate the relationships between empowerment, its dimensions, and affective commitment, as well as the moderating roles of job engagement and trust in management.
This document discusses the benefits of experiential learning, team building, and group exercises for developing employability skills. It states that experiential learning involves learning from experiences and allows people to learn how to react in different situations. Team building improves commitment between employees and companies by allowing people to work towards shared goals. Group exercises help improve communication skills through discussions and interactions with others. Overall, experiential learning, teamwork, and group activities help people learn to accomplish goals, understand different perspectives, and improve skills relevant for the workplace.
This document provides guidelines for developing emotional intelligence in organizations based on research. It discusses that social and emotional learning is different than cognitive learning and requires a different training approach. Effective training involves 4 phases: 1) Preparation which includes assessing needs, strengths/limits, and motivating learners. 2) Training to change habits. 3) Transferring skills after training. 4) Evaluation. Motivation is key and programs should distinguish between cognitive and emotional learning to effectively develop emotional competence.
This document provides background information on the steel industry in India. It discusses how India is becoming the second largest steel producer in the world. The steel industry is crucial to India's economy and development. It accounts for a large portion of manufacturing. The document outlines how the industry has grown in recent decades due to liberalization policies and increasing domestic and global demand for steel. It also notes that the steel sector is anticipated to see $33 billion in new investments to expand capacity. The industry employs over 2 million people directly and indirectly.
To study and understand the level of satisfaction of employees working in VJ Industries and the various factors that influences the performance of an employee. This project was undertaken in order to completion of my UG
This is a presentation on training strategies for teaching prepared at Kendriya Vidyalaya Sangathan, ZIET Mysore by Mr. Binoy PGT English and Faculty Member of ZIET Mysore.
Job satisfaction refers to an employee's feelings or state of mind about the nature of their work. It can be influenced by relationships with supervisors, work environment, fulfillment derived from work, and other factors. Job satisfaction is important as it predicts employee behaviors like absenteeism and turnover. For organizations, job satisfaction is beneficial as it can reduce complaints, absenteeism, and turnover while improving morale and productivity.
1) The document discusses employee motivation and its importance for organizational productivity. It provides background on motivation theories and factors that influence motivation.
2) The problem statement indicates that low productivity in organizations in Uganda may be due to poor employee motivation. It aims to determine how motivation theories could increase productivity at Centenary Bank Uganda Limited.
3) The objectives are to: review major motivation theories; determine the relationship between motivation theories and employee performance at Centenary Bank; and evaluate how motivation principles are applied at Centenary Bank to propose better approaches.
This document provides details about an Organisational Behaviour course, including:
- An overview of course content which introduces key concepts to analyze micro and macro organizational processes.
- Learning outcomes such as fluency with OB concepts, understanding models of motivation and decision-making, and ability to apply concepts to real situations.
- Planned activities including lectures, group work, exercises and a "Production Game" simulation.
- Assessment involves a 2,000 word assignment analyzing the student's company in the Production Game simulation or applying OB concepts to organizational shapers, dilemmas and trade-offs.
The document describes an integrated approach using internal coaching, management development, and leadership to foster results and organizational achievement. It involves building internal coaching capability, enabling business leaders to leverage talent, and reinforcing culture change. The Co-Active coaching model focuses on fulfillment, balance, and process to support the client's growth through a designed alliance and cornerstones/contexts approach. Co-Active coaching aims to enhance quality and results in organizations.
The document discusses the key findings and conclusions of the Hawthorne Studies conducted in the 1920s-1930s. The studies found that output increased when workers were treated as a team and involved in changes to their work environment and conditions. This was attributed to improved social dynamics and motivation among workers. The studies concluded that work is a group activity and that social and psychological factors are important for productivity.
This document discusses factors that motivate employees, including self-esteem, intrinsic motivation, need for achievement, and job characteristics. It describes theories like Maslow's hierarchy of needs and how satisfying different needs can increase motivation. Goal setting is discussed, with SMART goals outlined as specific, measurable, attainable, relevant and time-bound. The importance of feedback, self-regulation, participation in goal setting, and rewards for achieving goals are covered as ways to improve motivation.
Is it necessary to have some sort of inspiration in the workplace? The answer is a big YES. People perform at their highest level when they are inspired and motivated.
HR Research paper Employee Morale finalGwen Knight
Close relationships between supervisors and employees have the greatest impact on improving employee morale. Developing these relationships requires supervisors to frequently interact with employees face-to-face, remove barriers between management and workers, share strategies and plans, and be trained in building human relationships. While incentives are sometimes used to boost morale, research finds they do not create lasting commitment and can damage workplace relationships. Instead, supervisors building strong relationships through open communication and respect has been shown to most effectively increase employee engagement and morale.
The document discusses leadership theories that could be implemented as a nurse manager. It describes the Trait Theory of leadership as ideal for a tertiary hospital setting. Trait Theory suggests that effective leaders inherit certain qualities. Participative leadership is also discussed, which encourages input from team members. Barriers to decision making include a lack of reliable information and feedback. Nurse managers must make continuous decisions based on intellectual evaluation of alternatives while overcoming barriers through gathering reliable information.
This document summarizes a study on employee morale at Sify Technologies Limited in Chennai. The objectives of the study were to understand the factors influencing employee morale and satisfaction levels. A questionnaire was administered to 100 employees out of a sample of 250 due to time constraints. The findings showed high levels of satisfaction with the work environment, hours, supervisor support and health benefits. Suggestions to improve morale included reducing workload, introducing an incentive program and recognition of employee talents and efforts. The conclusion is that good employee morale is important for organizational success.
This bachelor thesis is focused on the relationship between intrinsic and extrinsic motivation and
employee performance. The thesis is a literature research and thus a review by the work of others.
In earlier research on this topic conducted by Vroom (1964) was concluded that a positive
correlation between motivation and performance did not exist. However, later research proved
that it is indeed possible to motivate employees intrinsically and extrinsically to perform well. It
appears that when the organisation provides certain job characteristics, employees can be
motivated to perform well in the organisation. And it also appeared that intrinsic factors have
more effect on the relationship than extrinsic factors.
The document discusses the need for organizations, particularly healthcare organizations, to balance the practical and inspirational aspects of their vision or purpose. It explains that an effective vision must be both realistic and motivational. It then introduces the "binocular model" which visualizes the relationship between an organization's purpose, processes, and people. The model helps leaders understand how balancing these three elements can create an optimal culture where employees are productive and motivated.
The Bayt.com Employee Motivation Survey 2013 is conducted to identify drivers of employee motivation in this region, understand how the current environment is affects employee satisfaction levels in the region and understand MENA professional's perceptions of their management.
The document discusses work-life balance and its importance. It defines work-life balance as the ability to be productive at work while maintaining a happy home life with leisure time. It then discusses six components of achieving work-life balance: self-management, time management, stress management, change management, technology management, and leisure management. The document also discusses causes of imbalance like work pressure and stress, and consequences like health risks, absenteeism, and burnout. Finally, it discusses responsibilities of employers in helping employees achieve better balance through options like telecommuting, job sharing, and flexible scheduling.
The document discusses different theories of motivation. It provides definitions and explanations of several motivation theories:
1. Hertzberg's Two-Factor Theory proposes there are motivator and hygiene factors that influence satisfaction and motivation. Motivator factors like achievement and recognition increase satisfaction, while hygiene factors like salary and working conditions prevent dissatisfaction if absent.
2. Maslow's Hierarchy of Needs suggests people must satisfy basic needs before pursuing higher level needs of esteem and self-actualization. Meeting each level of needs motivates pursuing the next.
3. The Hawthorne Effect found that simply being observed in studies improved worker productivity, not just physical changes, as workers felt more valued from attention.
The document discusses how to effectively lead a development group that has an imbalance in experience levels among its members. Specifically, it addresses:
1) The challenges that arise from having both experienced developers and young university graduates on the team, such as differences in communication, progress, cooperation and goals.
2) How to motivate team members with different experience levels using Maslow's hierarchy of needs theory by providing appropriate salaries, work assignments, goals and a comfortable work environment.
3) How situational leadership involves identifying members' maturity levels and using different leadership styles to address imbalances, starting with more directive styles and progressing to more participative styles.
4) Strategies for building a high performance team despite
Module 3 material_sample Vocational TrainingDewey Alfonso
- Socializing in a culturally diverse workplace can help build strong professional relationships, confidence, and success, but can also be challenging. Having differences connect employees and valuing each person's uniqueness can lead to improved ideas, processes, and strategic initiatives.
- Practical ways to socialize include sharing work updates, getting to know colleagues personally, avoiding debates on sensitive topics, maintaining eye contact during conversations, and joining different social groups at lunch. Building positive relationships through socializing can make employees feel more comfortable and influential at work.
Is Understanding Employee Psychology the Secret to Boosting Engagement?Kashish Trivedi
Employee psychology is focused on why an employee behaves the way they do while performing their role.
This practice categorizes employee behaviors into predictable patterns. By studying those patterns, managers can effectively deal with both individual employees and entire teams.
Understanding employee psychology is incredibly beneficial to companies as it provides insight into an organization’s greatest asset (their employees). This empowers managers to effectively deal with different employee personality types.
Employee behaviors have been classified and put into predictable patterns understood as employee psychology. In better understanding employee psychology, managers can identify the most effective way to deal with both individual employees and teams of workers.
This document provides background information on the steel industry in India. It discusses how India is becoming the second largest steel producer in the world. The steel industry is crucial to India's economy and development. It accounts for a large portion of manufacturing. The document outlines how the industry has grown in recent decades due to liberalization policies and increasing domestic and global demand for steel. It also notes that the steel sector is anticipated to see $33 billion in new investments to expand capacity. The industry employs over 2 million people directly and indirectly.
To study and understand the level of satisfaction of employees working in VJ Industries and the various factors that influences the performance of an employee. This project was undertaken in order to completion of my UG
This is a presentation on training strategies for teaching prepared at Kendriya Vidyalaya Sangathan, ZIET Mysore by Mr. Binoy PGT English and Faculty Member of ZIET Mysore.
Job satisfaction refers to an employee's feelings or state of mind about the nature of their work. It can be influenced by relationships with supervisors, work environment, fulfillment derived from work, and other factors. Job satisfaction is important as it predicts employee behaviors like absenteeism and turnover. For organizations, job satisfaction is beneficial as it can reduce complaints, absenteeism, and turnover while improving morale and productivity.
1) The document discusses employee motivation and its importance for organizational productivity. It provides background on motivation theories and factors that influence motivation.
2) The problem statement indicates that low productivity in organizations in Uganda may be due to poor employee motivation. It aims to determine how motivation theories could increase productivity at Centenary Bank Uganda Limited.
3) The objectives are to: review major motivation theories; determine the relationship between motivation theories and employee performance at Centenary Bank; and evaluate how motivation principles are applied at Centenary Bank to propose better approaches.
This document provides details about an Organisational Behaviour course, including:
- An overview of course content which introduces key concepts to analyze micro and macro organizational processes.
- Learning outcomes such as fluency with OB concepts, understanding models of motivation and decision-making, and ability to apply concepts to real situations.
- Planned activities including lectures, group work, exercises and a "Production Game" simulation.
- Assessment involves a 2,000 word assignment analyzing the student's company in the Production Game simulation or applying OB concepts to organizational shapers, dilemmas and trade-offs.
The document describes an integrated approach using internal coaching, management development, and leadership to foster results and organizational achievement. It involves building internal coaching capability, enabling business leaders to leverage talent, and reinforcing culture change. The Co-Active coaching model focuses on fulfillment, balance, and process to support the client's growth through a designed alliance and cornerstones/contexts approach. Co-Active coaching aims to enhance quality and results in organizations.
The document discusses the key findings and conclusions of the Hawthorne Studies conducted in the 1920s-1930s. The studies found that output increased when workers were treated as a team and involved in changes to their work environment and conditions. This was attributed to improved social dynamics and motivation among workers. The studies concluded that work is a group activity and that social and psychological factors are important for productivity.
This document discusses factors that motivate employees, including self-esteem, intrinsic motivation, need for achievement, and job characteristics. It describes theories like Maslow's hierarchy of needs and how satisfying different needs can increase motivation. Goal setting is discussed, with SMART goals outlined as specific, measurable, attainable, relevant and time-bound. The importance of feedback, self-regulation, participation in goal setting, and rewards for achieving goals are covered as ways to improve motivation.
Is it necessary to have some sort of inspiration in the workplace? The answer is a big YES. People perform at their highest level when they are inspired and motivated.
HR Research paper Employee Morale finalGwen Knight
Close relationships between supervisors and employees have the greatest impact on improving employee morale. Developing these relationships requires supervisors to frequently interact with employees face-to-face, remove barriers between management and workers, share strategies and plans, and be trained in building human relationships. While incentives are sometimes used to boost morale, research finds they do not create lasting commitment and can damage workplace relationships. Instead, supervisors building strong relationships through open communication and respect has been shown to most effectively increase employee engagement and morale.
The document discusses leadership theories that could be implemented as a nurse manager. It describes the Trait Theory of leadership as ideal for a tertiary hospital setting. Trait Theory suggests that effective leaders inherit certain qualities. Participative leadership is also discussed, which encourages input from team members. Barriers to decision making include a lack of reliable information and feedback. Nurse managers must make continuous decisions based on intellectual evaluation of alternatives while overcoming barriers through gathering reliable information.
This document summarizes a study on employee morale at Sify Technologies Limited in Chennai. The objectives of the study were to understand the factors influencing employee morale and satisfaction levels. A questionnaire was administered to 100 employees out of a sample of 250 due to time constraints. The findings showed high levels of satisfaction with the work environment, hours, supervisor support and health benefits. Suggestions to improve morale included reducing workload, introducing an incentive program and recognition of employee talents and efforts. The conclusion is that good employee morale is important for organizational success.
This bachelor thesis is focused on the relationship between intrinsic and extrinsic motivation and
employee performance. The thesis is a literature research and thus a review by the work of others.
In earlier research on this topic conducted by Vroom (1964) was concluded that a positive
correlation between motivation and performance did not exist. However, later research proved
that it is indeed possible to motivate employees intrinsically and extrinsically to perform well. It
appears that when the organisation provides certain job characteristics, employees can be
motivated to perform well in the organisation. And it also appeared that intrinsic factors have
more effect on the relationship than extrinsic factors.
The document discusses the need for organizations, particularly healthcare organizations, to balance the practical and inspirational aspects of their vision or purpose. It explains that an effective vision must be both realistic and motivational. It then introduces the "binocular model" which visualizes the relationship between an organization's purpose, processes, and people. The model helps leaders understand how balancing these three elements can create an optimal culture where employees are productive and motivated.
The Bayt.com Employee Motivation Survey 2013 is conducted to identify drivers of employee motivation in this region, understand how the current environment is affects employee satisfaction levels in the region and understand MENA professional's perceptions of their management.
The document discusses work-life balance and its importance. It defines work-life balance as the ability to be productive at work while maintaining a happy home life with leisure time. It then discusses six components of achieving work-life balance: self-management, time management, stress management, change management, technology management, and leisure management. The document also discusses causes of imbalance like work pressure and stress, and consequences like health risks, absenteeism, and burnout. Finally, it discusses responsibilities of employers in helping employees achieve better balance through options like telecommuting, job sharing, and flexible scheduling.
The document discusses different theories of motivation. It provides definitions and explanations of several motivation theories:
1. Hertzberg's Two-Factor Theory proposes there are motivator and hygiene factors that influence satisfaction and motivation. Motivator factors like achievement and recognition increase satisfaction, while hygiene factors like salary and working conditions prevent dissatisfaction if absent.
2. Maslow's Hierarchy of Needs suggests people must satisfy basic needs before pursuing higher level needs of esteem and self-actualization. Meeting each level of needs motivates pursuing the next.
3. The Hawthorne Effect found that simply being observed in studies improved worker productivity, not just physical changes, as workers felt more valued from attention.
The document discusses how to effectively lead a development group that has an imbalance in experience levels among its members. Specifically, it addresses:
1) The challenges that arise from having both experienced developers and young university graduates on the team, such as differences in communication, progress, cooperation and goals.
2) How to motivate team members with different experience levels using Maslow's hierarchy of needs theory by providing appropriate salaries, work assignments, goals and a comfortable work environment.
3) How situational leadership involves identifying members' maturity levels and using different leadership styles to address imbalances, starting with more directive styles and progressing to more participative styles.
4) Strategies for building a high performance team despite
Module 3 material_sample Vocational TrainingDewey Alfonso
- Socializing in a culturally diverse workplace can help build strong professional relationships, confidence, and success, but can also be challenging. Having differences connect employees and valuing each person's uniqueness can lead to improved ideas, processes, and strategic initiatives.
- Practical ways to socialize include sharing work updates, getting to know colleagues personally, avoiding debates on sensitive topics, maintaining eye contact during conversations, and joining different social groups at lunch. Building positive relationships through socializing can make employees feel more comfortable and influential at work.
Is Understanding Employee Psychology the Secret to Boosting Engagement?Kashish Trivedi
Employee psychology is focused on why an employee behaves the way they do while performing their role.
This practice categorizes employee behaviors into predictable patterns. By studying those patterns, managers can effectively deal with both individual employees and entire teams.
Understanding employee psychology is incredibly beneficial to companies as it provides insight into an organization’s greatest asset (their employees). This empowers managers to effectively deal with different employee personality types.
Employee behaviors have been classified and put into predictable patterns understood as employee psychology. In better understanding employee psychology, managers can identify the most effective way to deal with both individual employees and teams of workers.
This document outlines a training proposal for Youth Evaluation and Treatment Centers. It includes a needs assessment that found issues with communication between levels of management and a lack of applicable training for new employees. The proposed training will focus on communication skills and conflict resolution. It will use lecture, role-playing activities, and discussions over two days. The goals are to improve communication, increase employee confidence and prepareness, and enhance morale. The training's effectiveness will be assessed through a post-training survey.
Reflective Report
Student Number: 15833856
Module code: HR380
Content of Table
1. Introduction----------------------------------------------------------------------------------3
2. Reflective Report ---------------------------------------------------------------------------3
University experience -------------------------------------------------------------------------3
2.1 Group Report------------------------------------------------------------------------ 3-4
2.1 Extracurricular activity -----------------------------------------------------------5
3. Personal Analysis ---------------------------------------------------------------------------6
Personal Development Plan -----------------------------------------------------------6
4. Conclusion -----------------------------------------------------------------------------------7
5. Reference ------------------------------------------------------------------------------------8
1. Introduction
The aim of this reflective report is to develop a reflective statement concerning the previous experience, and develop a draft idea to assess self-ability in order to enhance future learning or future employability behaviours. The reflection statement is used to measure outputs and allow individuals to look back on their value (Watt et, al.,2001) Therefore, in this report I will demonstrate my university experience particularly “ Developing centre - Group work” and extracurricular activity. I will use both kinds of information to continue from the original learning context; there are two elements to consider in carrying out development areas; combining the elements from the break down experience, which suggests new insight, and finally through evaluation, the action of decision making will be made based on criteria or systematic judgement. (Bloom,1954) An experiential reflection will offer the opportunity to discuss personal context within practicum, as to do so allows an insight and perspective for professional personal growth (Monaghan et al. 2012) as the Kolb’s learning cycle (1984) will be adopted to encourage a high level of reflection approach. Furthermore, a personal development plan will be included in the appendix at the end of the report, which includes the overall competencies that I wish to work on from the past or those competencies that I am planning to work on in the future (Brown, 1995; McMullan et al., 2003; Redman, 1994; Seng and Seng, 1996; Smith and Tillema, 1998; Snadden et al., 1996).
2. Reflective Report
The reflective work is on certain experiences at university and the extracurricular role which demonstrate significant capability for professional competencies, which in order to gain better skills, overcomes conflict and improves future performance.
2.1 The university experience – Group work in developing centre
We did throwback group work on a dev.
This document discusses a communication challenge at a university dining location where the author works as a student manager. Specifically, there is ineffective communication between supervisors, student managers, and regular employees regarding when formal vs casual communication is appropriate and responsibilities. The author analyzes this using Giddens' structuration theory, which explains how social structures emerge from individual actions. To address the problem, the author proposes an intervention plan involving assessing communication needs through employee reviews, implementing regular performance reviews and meetings, and evaluating the results over time to improve cooperation and effectiveness.
A minimum of 150 words each question and References Response (#1 –.docxblondellchancy
A minimum of 150 words each question and References Response (#1 – 6) KEEP RESPONSE WITH ANSWER
Make sure the Responses includes the Following: (a) an understanding of the weekly content as supported by a scholarly resource, (b) the provision of a probing question. (c) stay on topic
1. I don't find the motivational theory argument to be contradicting when recognizing individual differences and when it comes to also paying attention to members of diverse groups. The reason being every individual has a skill set that they can bring to an organization. I have seen this in many of the different places I have worked over the years. There are individuals that can handle interacting with others (customers, coworkers), then there are individuals who are able to perform task around the workplace (speed, precision, quality). This not only has the individual stand out from the rest, but they also give coworkers the chance to experience and get better in that area too. Two theories that come to mind is Maslow's Hierarchy Theory (content) and Herzberg's Two-Factor Theory (process). Maslow's theory is what motivates people and breaks it into difference categories. “In the workplace these translate into things that make a job appealing. For example, most people want a safe working environment, to feel appreciated, recognition for hard work and a chance to move up the ladder of success” (Reference, 2019). This can cover apply to everyone in a diverse workplace. Then there is Herzberg’s theory which is based off someone’s behavior. This implies in understanding each individual motivation and what outcome it will have.
2. Though motivational theory promotes the idea of individual differences, we must also recognize these differences within diverse groups as well. Thus, a content theory such as the hierarchy of needs, by Abraham Maslow focuses on five specific elements that ultimately promote motivation within a person (Schermerhorn & Uhl-Bien, 2014). Additionally, this theory focuses on the basic of human needs and the underlying factors that cause motivation. In the same regard, applying this theory may work with some individuals, but not all. Further, some diverse workgroups may be more motivated by a process theory, such as equity theory, which was brought upon by J. Stacy Adams, which focuses on any form of perceived inequity, that ultimately spawns motivation (Schermerhorn & Uhl-Bien, 2014). It is with this theory that equity comparison among people, ultimately spawn motivation. This can be seen with those who feel as though they have been given less than others which creates negative inequity, and those who feel they received more than others, which is known as positive equity. When gaining knowledge as to how to navigate specific atmospheres within a workplace setting, it is essential to recognize the differences among a group of people, and what truly motivates them based upon their diversity. Thus, I do not believe that it is a contradiction to foc ...
PitchThis a very new experience for me with this internshi.docxrandymartin91030
Pitch
This a very new experience for me with this internship. I was dead set on the Capstone and maybe not truly sure this is the proper course of study for me within Kap Consulting. I’m personally a creature of habit and have come to accustom with the standard format. And seeing the emails on how this will get easier doesn’t really help me grasp what I’m doing in this first week. Sure, I could ask questions but I’m I asking with no knowledge of the task. I know I’m very nervous that week eight will be like week one and trying to make it, this is not easy for me to get my head around. I guess that’s life and nothing comes easy, but what I’m hoping my last class doesn’t seem like the first and I hope I excel in this internship and finish strong.
Sales and Martketing
Advertising-never done either
Getting 10 hours a week tough
Managers are quick with email responses
Always available
Wanted finace/tax department
MT490 Unit 1 Assignment Examples
These examples are intended to help you “see” the way you need to complete the
Assignment yourself, using your own words and ideas. Copying any portion of
the examples is considered plagiarism, so it is important not to copy the words
and ideas in the examples, but rather use them as a guide to support your
understanding of the components, the structure, and the underlying principles
that support writing these types of essays.
Introduction:
The process of experiential learning requires an intern/extern to put the knowledge,
skills, abilities, and behaviors learned in a formal educational setting, into practice. This
is called putting "Theory to Practice." In the courses you completed throughout your
degree plan, you learned many theories and concepts and attained knowledge, skills,
abilities, and behaviors at various levels of rigor. Now, it is time for you to put what you
know and can do into action for your intern/externship employer. Upon application of the
theoretical and conceptual knowledge, skills, abilities, and behaviors, you will return to
the academic setting to reflect on your experiences, thoughts, ideas, observations,
emotions, etc. by putting "Practice to Theory". Your ability to put "Theory to Practice"
and "Practice to Theory" is the essence of your experiential learning journey here at
Kaplan University. The two-steps in the process of experiential learning are described
as follows:
1. Theory to Practice: This is the process of practically applying learned knowledge,
skills, abilities, and behaviors in a real world setting. As stated by Dunmade (2013),
theories are verified empirical truths that may be used in application, by practitioners, as
a point of reference when making decisions and thinking critically about a topic.
Throughout your experiential learning journey, you will put theory to practice while
working for your intern/externship employer. However, as part of the learning process, it
is also important to reflect on your exper.
The document provides an overview of a training course titled "Effective People Management". The summary is:
1) The course aims to help managers build strong relationships with direct reports and confidently perform people management responsibilities.
2) Key topics include the critical role of managers, communication skills, leadership styles, motivation, and delegation.
3) Participants will apply the skills through exploring real employee situations and receiving coaching from others in trios.
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Similar to Foundation Paper Revisions and Reflection - E Valdivia (19)
Foundation Paper Revisions and Reflection - E Valdivia
1. Erika Valdivia
Comm 199C
Professor Raman
Work Smarter Not Harder: Time Management for Personal and Professional
Productivity
1. Introduction
This was a very educational course that provided great strategies for time management in
real life work environments and even for our own personal lives. These courses’
strategies were helpful to learn while I was taking the class because it taught me the
basics of how to manage my personal and school schedule. After I had taken this
class, the concept of “Time is the most limited resource” stuck with me and made
me conscious about planning my day, my week and the month. I am positive that
this class will prove to be helpful in my future career as a Human Resources
Consultant when I get to apply the concepts and practice acquired to manage my
time in order to meet deadlines, plan my work day and share this skills with anyone
struggling with time management. We learned to make a work plan prioritizing what is
most important first such as learning to recognize urgent vs. important and urgent AND
important tasks. In my work as a Human Resources Consultant, I will be faced with
possibly multiple situations that might need sorting into the categories of important,
urgent or both and I will address those situations using the knowledge I acquired.
We also learned that time is a limited resource and in order to make that work plan we
need to track our time completing tasks or job duties, so we can learn from our own
2. experience and work habits how long each task will take us to accomplish and estimate
our Strategic Reserve Time. By planning our work and personal life we will learn our
own definition of work-life balance and make changes or adjustments according to our
own values and honor system.
1. Theory Identification and history of Theories
The dominant theory underlying this course is Human Relations. My passion to help
others and genuine desire to see others grow in their personal and professional life
in a welcoming work environment will be my best asset.
I will explain how the Human Relations Theory has shaped the field of
Communications and how we still apply this theory adapted to the modern views of
Human Relations. The Human Relations Theory has its origins with “The
Hawthorne Effect” of Elton Mayo (1920)i who conducted serious research, studies
and interviews that led him to conclude that the repetitive work produced fatigued
workers and high employee turnover and that by providing periodical “breaks”
throughout the day it created more satisfied employees and reduced turnover. This
new theory had a pivotal impact in the existing “Scientific Management” by
Frederick Taylor and caused scholars and researchers to review its concept. The
Scientific theory claims that employees’ productivity was slowed or reduced by
employees deliberately with the purpose of avoiding jobs reduction. Scholars still
use the studies conducted for the Hawthorne Effect and interpret the data through a
modern vision. Currently the Human Relation Theory is being applied through the
3. lens of “Servant Leadership” which is focused on the growth and well being of the
people (employees) and “sharing the power and putting the needs of others first”.ii
2. Theory Application
The theory of Human Relations, start with the assumption that all people “want to feel
united, tied, bound to something, some cause, bigger than they commanding them yet
worthy of them, summoning them to significance in living” (Bendix, 1956). This course
teaches how employees can maximize their productivity in the workplace, by using
effective planning. Their time which is the most valued resource. Tom Peters, Leadership
guru, said “We often, maybe even mostly, let our schedule schedule itself; ignoring the
fact that time, NOT MONEY, is our only true leadership asset” By doing so, employees
will have a more balanced work-life, which in turn will provide self fulfilling
experiences. When employees realize the impact their contribution has in the goals
of the company as a whole, it gives them another perspective to the big picture and
they no longer feel that they are just a simple part of the “organizational machine”,
but are a meaningful contributor to the end goal. By humanizing the relationship of
leader and employees we are capable of giving a sense of belonging, we create a
culture of mutual respect, integrity and the welcoming environment created by the
leader will determine the impact on production or performance.
Mary Parker Follett believed that only cooperation among people working together our
Coursera course we learned that collaborating with members of our organization would
be part of the success is time management, for example, if we are new in the job or
4. recently promoted, it is a good idea to speak the peer who previously held that position to
help us create a work plan. We also learned that our leadership will play an important
role for employees figuring out priorities, scheduling time and creating an individual
work plan that may be different for each employee.
3. Metaphor for Organizations
Considering that metaphors are figure of speech that define that define an unfamiliar
experience in terms of another, more familiar one. On this course I found that it discusses
the organization as culture metaphor. Eisenberg did a research that led to an attempt to
establish a causal link between communication satisfaction and job satisfaction, although
there is no empirical evidence that supports that relationship. The fact that employees are
valued for who they are and provided with the resources to succeed such as having the
freedom to schedule their own time using their own sense making considering their
most/least productive time of the day is certainly valuing the individual culture of every
employee, which in turn takes me to the Theory Z from Ouchi who studied how the
different cultural backgrounds of organization members influence interactions within the
organization. It is important to understand that each person has a different style of
learning and working. Each of us learn what is our most productive time in the day
and use it for the most challenging or demanding tasks of the day. Therefore,
respecting that individuality of each employee will greatly contribute to an increase
productivity and the success of the organization.
5. 4. View of communication
The Human Relations Theory conceptualizes the Coursera course communication, as we
previously identified. One of the stories used by the instructor told us how a friend of
hers made herself available 24 hours 7 days a week to her boss’ text messages, which led
to her boss sending messaging her at various times of the day including early hours in the
morning and late hours at night, which started creating a stressful situation for her
because now she could not enjoy her personal time at home with family or friends. In
this situation we can appreciate that this person who wanted to look good at work by
quickly answering her boss’ messages, put herself in the difficult position of having to
have that conversation with her boss to discuss the expectations for her duties at work,
her job description etc. and finally setting boundaries, so she could be more productive at
work and at home. This is an example where we can appreciate all the Human
Relations Approaches. I believe firmly that by creating an environment with an
“open door policy” where employees are welcome to share their thoughts and
feedback, we can learn more about each individual, what drives them, what
motivates them and how they want to be coached for success.
5. Critique: Theory Strengths
In the example used before where we can see hat the human relation between employee
and manager were improved by conflict resolution which demanded openness and
honesty from part of the employee to bring up the discomfort created by her boss who
6. was sending her messages at times when she is enjoying her family and personal time
which diminished the quality of her time away from the workplace. By initiating this kind
of communication with her boss, she was valued for her self-actualization and needs-
oriented relationship. In this case her boss honored the job description displaying an
ethical behavior by giving back to her the job offered initially. By negotiating with
her the differences they had which fits in the Division of labor/management. In
addition, stability in safety was accomplished through the positive result of this
communication.
6. Critique: Theory Weakness
One of the limitations of this theory could be identified as a false openness in which this
employee, may not be fully honest when approaching her manager to discuss the
discomfort created by her messaging at inappropriate times when the employee is
enjoying her personal time away from work. In addition, we are equating employee
happiness with improved productivity and efficiency, which may lead to make the
organization responsible in a way for the employee’s happiness. Let’s formulate a
scenario. This employee now is going through a difficult divorce and is not able to keep
her focus due to the overwhelming situation, how can the employer/manager negotiate
differences through open communication? How can stability be addressed or maintained?
This questions, point out that this theory is in some aspects idealistic and would not apply
when we consider that employee happiness equates efficiency or productivity. Indeed,
7. there is not enough empirical evidence to support the effectiveness of human relations
especially the claim that positive employee morale increases productivity.
7. Reflection
I certainly believe that the Coursera course was very valuable and will aid me in my
career as a Human Resources Consultant. Balancing life and work can be
challenging and the real life tools and tips I learned are invaluable. This kind of
training about time management is great not only for new employees but also
experienced managers and leadership members. I have been applying it on my
personal life as well which is adding quality to it. When companies and/or large
corporations invest in training their leaders and employees with this quality and
practical material, it shows that they care for their people, that they are paying
attention to what matters, which in turn raises the morale and productivity. This
process is known as the Hawthorne effect. The Coursera course not only taught me
how to plan and time manage my duties at work but also my personal time and
activities, which in turn will lead me to meet my basic needs in the context of
efficiency. Here we can see how the goals of each employee merge with the goals of
the organization creating the perfect conditions for self-actualization. This also
coincides with the theory of Maslow’s Hierarchy of Needs that states that people’s
basic needs must be met before they can move toward achieving their full human
potential. I am looking forward to start my career as a Human Resources
Consultant to display my high ethical standards through respecting the human
8. dignity of every employee, peer and member of the leadership, fostering a safe
workplace, knowing what is right and doing what is right.
REFERENCES
i Human Relations Contributors- Elton mayo’s Hawthorne Experiments -
http://www.accel-team.com/motivation/hawthorne_02.html
ii Servant Leadership: A Journey into the Power of Legitimate Greatness - Robert
K. Greenleaf (1977)