This document discusses goals and goal setting theory in organizations. It covers:
1. The two main purposes of goals - to provide a framework for managing motivation and as an effective control device for management.
2. Key aspects of goal setting theory including goal difficulty, specificity, acceptance, and commitment and how these attributes shape performance.
3. Management by Objectives (MBO) as a collaborative goal setting process where goals cascade down the organization.
4. Research has found goal difficulty and specificity are closely associated with performance, though other elements like acceptance and commitment have been less studied.
The expectancy theory demonstrates the importance of rewards in relation to the effort-performance ratio. This lesson extends the knowledge of goal setting as a means of motivation employees to reach high levels of performance and satisfaction. At the end of the lesson students should be able to:
Explain how performance is affected by goal setting.
State the effects of goal setting on job satisfaction and performance.
Describe reward systems for fostering high performance.
An overview of one of the most realistic and relevant theories in education --- goal setting. For all students, teachers and parents.
A presentation for EDUCATIONAL ADMINISTRATION CLINIC CLASS in the program-- Doctor of Education major in Educational Administration.
CACC
The expectancy theory demonstrates the importance of rewards in relation to the effort-performance ratio. This lesson extends the knowledge of goal setting as a means of motivation employees to reach high levels of performance and satisfaction. At the end of the lesson students should be able to:
Explain how performance is affected by goal setting.
State the effects of goal setting on job satisfaction and performance.
Describe reward systems for fostering high performance.
An overview of one of the most realistic and relevant theories in education --- goal setting. For all students, teachers and parents.
A presentation for EDUCATIONAL ADMINISTRATION CLINIC CLASS in the program-- Doctor of Education major in Educational Administration.
CACC
Leadership is the quality which enables people to lead others to achieve some tasks which otherwise they would never have even attempted.
Leaders inspire people to achieve great success in life.
Definition of Leadership:
Leadership refers to the relation between an individual and a group around some common interest and behaving in a manner directed or determined by him. Leadership may be defined in terms of totality of functions performed by executives as individuals and as a group.
or
Leader is a person who leads his team in an Organization or business for better results in doing their task or job given
This is a power point presentation I made at the RV College of Engineering to pre-final year students. The Program is meant students as leaders for the corporate world.
Leadership is the quality which enables people to lead others to achieve some tasks which otherwise they would never have even attempted.
Leaders inspire people to achieve great success in life.
Definition of Leadership:
Leadership refers to the relation between an individual and a group around some common interest and behaving in a manner directed or determined by him. Leadership may be defined in terms of totality of functions performed by executives as individuals and as a group.
or
Leader is a person who leads his team in an Organization or business for better results in doing their task or job given
This is a power point presentation I made at the RV College of Engineering to pre-final year students. The Program is meant students as leaders for the corporate world.
A performance management system is designed to support and develop employees in order to maximize their contributions to the organization and its goals. The system supports all employees at all levels of the organization, from front line staff to executive management.
It focuses on supporting people in their work roles and businesses will sometimes use more than one system for this purpose.
In this file, you can ref useful information about introduction of performance appraisal such as introduction of performance appraisal methods, introduction of performance appraisal tips, introduction of performance appraisal forms, introduction of performance appraisal phrases … If you need more assistant for introduction of performance appraisal, please leave your comment at the end of file.
In this file, you can ref useful information about introduction of performance appraisal such as introduction of performance appraisal methods, introduction of performance appraisal tips
In this file, you can ref useful information about performance appraisal theory such as performance appraisal theory rates, small performance appraisal theory, performance appraisal theory calculator … If you need more assistant for performance appraisal theory, please leave your comment at the end of file.
State of ICS and IoT Cyber Threat Landscape Report 2024 previewPrayukth K V
The IoT and OT threat landscape report has been prepared by the Threat Research Team at Sectrio using data from Sectrio, cyber threat intelligence farming facilities spread across over 85 cities around the world. In addition, Sectrio also runs AI-based advanced threat and payload engagement facilities that serve as sinks to attract and engage sophisticated threat actors, and newer malware including new variants and latent threats that are at an earlier stage of development.
The latest edition of the OT/ICS and IoT security Threat Landscape Report 2024 also covers:
State of global ICS asset and network exposure
Sectoral targets and attacks as well as the cost of ransom
Global APT activity, AI usage, actor and tactic profiles, and implications
Rise in volumes of AI-powered cyberattacks
Major cyber events in 2024
Malware and malicious payload trends
Cyberattack types and targets
Vulnerability exploit attempts on CVEs
Attacks on counties – USA
Expansion of bot farms – how, where, and why
In-depth analysis of the cyber threat landscape across North America, South America, Europe, APAC, and the Middle East
Why are attacks on smart factories rising?
Cyber risk predictions
Axis of attacks – Europe
Systemic attacks in the Middle East
Download the full report from here:
https://sectrio.com/resources/ot-threat-landscape-reports/sectrio-releases-ot-ics-and-iot-security-threat-landscape-report-2024/
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
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Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
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Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf91mobiles
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
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• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of software delivery.
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024Tobias Schneck
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After immersing yourself in the blue book and its red counterpart, attending DDD-focused conferences, and applying tactical patterns, you're left with a crucial question: How do I ensure my design is effective? Tactical patterns within Domain-Driven Design (DDD) serve as guiding principles for creating clear and manageable domain models. However, achieving success with these patterns requires additional guidance. Interestingly, we've observed that a set of constraints initially designed for training purposes remarkably aligns with effective pattern implementation, offering a more ‘mechanical’ approach. Let's explore together how Object Calisthenics can elevate the design of your tactical DDD patterns, offering concrete help for those venturing into DDD for the first time!
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
JMeter webinar - integration with InfluxDB and Grafana
Goal setting and motivation
1.
2. Two purposes of goal:
1. They provide a useful framework for
managing motivation. Managers and
employees can set goals for themselves and
then work toward them.
2. Goals are an effective control device (control
meaning the monitoring by management of how
well the organization is performing).
3. A person who achieves a goal will be
proud of having done so whereas a person
who fails to achieve a goal will feel
personal disappointment, and perhaps
even shame. People’s degree of pride or
disappointment is affected by their self-
efficacy, the extent to which they feel that
they can still meet their goals even if they
failed to do so in the past.
4. Social learning theory provides insights
into why and how goals can motivate
behavior. By setting goals for people in
the organization, a manager should be
able to influence their behavior. In the
original version of goal-setting theory, two
specific goal characteristics – goal difficulty
and goal specificity – were expected to
shape performance.
5. Goal Difficulty – is the extent to which a
goal is challenging and requires effort. If
people work to achieve goals, it is
reasonable to assume that they will work
harder to achieve more difficulty goals. A
more realistic but still difficulty goal –
perhaps a 20 percent increase in sale s-
would probably be a better incentive.
6. Goal Specificity – is the clarity and
precision of the goal. A goal of “increasing
productivity” is not very specific, whereas a
goal of “increasing productivity by 3
percent int eh enxt six months” is quite
specific. Some goals, such as those
involving cots, output, profitability, and
growth, can easily be stated in clear and
precise terms.
8. The expanded theory argues that goal-directed
effort is a function of four goal attributes:
difficulty and specificity (previously discussed),
and acceptance and commitment.
Goal acceptance is the extent to which a
person accepts a goal as his or her own.
Goal commitment is the extent to which her
or she is personally interested in reaching the
goal.
9. MBO (Management by Objectives) – is
essentially a collaborative goal-setting
process through which organizational goals
systematically cascade down through the
organization
10. First, The overall goals are communicated to
everyone. Then each manager meets with each
subordinate. During the meetings the manager
explains the unit goals to the subordinate, and the
two together determine how the subordinate can
contribute to the goals mots effectively.
Finally, manager and subordinate ensure that the
subordinate has the resources needed to reach his
over her goals. The enter process flows downward
as each subordinate manager meets with his or
her own subordinates to develop their goals.
11. Goal – setting theory has been widely tested
in a variety of settings. Research has
demonstrated fairly consistently that goal
difficulty and specificity are closely associated
with performance. Other elements of the
theory, such as acceptance and commitment,
have been studied less frequently. Some
managers do not really let subordinates
participate in goal setting but, instead, merely
assign goals and order subordinates to
accept them.
12.
13. The core of performance management is
the actual measurement of the
performance of an individual or group.
1. Evaluates an employees work behaviors by
measurement and comparison with previously
established standard,
2. Documents the results, and
3. Communicates the results to the employe
14. ORGANIZATIONAL PROCESSES AND ACTIVITIES
Total Quality Management
Timing and
Frequency of
Evaluations
Determination of
Who Appraises
Whom
Measurement
Procedures
Storage and
Distribution of
Information
Recording
Methods
PERFORMANCE MEASUREMENT
Manager Employee
THE PERFORMANCE MANAGEMENT SYSTEM (PMS)
15. PURPOSES OF PERFORMANCE MEASUREMENT
- The ability to provide valuable feedback is one
critical purpose. Feedback, in turn, tells the
employee where she or he stands in the eyes of the
organization.
Providing job performance feedback is the primary
use of appraisal information. Performance
appraisal information can indicate that an
employee is ready for promotions or that he or she
needs additional training to gain experience in
another area of company operations.
16. Basic Purpose of Performance Measurement:
Provide Information About Work Performance
Judgment of Past
Performance
Development of Future
Performance
Provide a basis for reward allocation
Provide a basis for promotions,
transfers, layoffs, and so on
Identify high –potential employees
Validates selection procedures
Evaluate previous training programs
Foster work improvement
Identify training and development
opportunities
Develop ways to overcome obstacles
and performance barriers
Establish supervisor-employee
agreement on exceptions
Purposes of Performance Management
17. Employee appraisals are common in every
type of organization, but how they are
performed may vary. Many issues must be
considered in determining how to conduct
an appraisal. Three of the most important
issues are who does the appraisals, how
often they are done, and how performance
is measured.
18. The Appraiser - the employee’s primary
evaluator is the supervisor. This stems
from the obvious fact that the supervisor is
presumably in the best position to be
aware of the employee’s day –to-day
performance.
Frequency of the Appraisal – the type of
tasks being performed, or the employee’s
need for information on performance, the
organization usually conducts performance
appraisals on a regular basis, typically
once a year.
19. Measuring Performance – the measurement method
provides the information managers us to make decisions
about salary adjustment, promotion, transfer, training, and
discipline. Some of the most popular methods for evaluating
individual performance are graphic rating scales, checklists,
essays or diaries, behaviorally anchored rating scales, and
forced-choice systems.
Two major problems
1. A tendency to rate most individuals at about the same level
2. The inability to discriminate among variable levels of
performance.
20.
21. Reward system consists of all
organizational components –
including people, processes, rules
and procedures, and decision –
making activities – involved in
allocating compensation and benefits
to employees in exchange for their
contributions to the organization.
22. The purpose of the reward system in most
organizations is to attract, retain, and
motivate qualified employees. The
organizations’ compensation structure
must be equitable and consistent to ensure
equality of treatment and compliance with
the law.
23. The organization needs to decide what type of
behaviors or performance it wants to encourage
with a reward system because what is rewarded
tends to recur. Possible behaviors include
performance, longevity, attendance, loyalty,
contributions to the “bottom line”, responsibility,
and conformity.
A reward system must also take into account
volatile economic issues such as inflation, market
conditions, technology, labor union activities, and
so fort.
24. 1. Base Pay – the most important reward for
work is the pay they receive.
Money is important because of the thing it
can buy, but as we just noted, it can also
symbolize an employee’s worth. Pay is
very important to an organization for a
variety of reason.
25. Example:
• Piecework programs – which tie a worker’s earnings to the
number of units produced
• Gain-sharing programs, which grant additional earnings to
employee or work groups for cost-reduction ideas
• Bonus systems, which provide managers with lump-sum
payments from a special fund based on the financial performance
of the organization or a unit.
• Long term compensation, which gives managers additional
income based on stock price performance, earning per share, or
return on equity
• Merit pay plans, which base pay raises on the employees
performance.
• Profit – sharing plans, which distribute a portion of the firm’s
profits to all employees at a predetermined rate
• Employee stock option plus, which set aside stock in the
company for employees to purchase at a reduced rate
26. Typical benefits
Payment for time not worked
Social Security contributions
Unemployment compensation
Disability and workers compensation
benefits
Life and health insurance programs
Pension or retirement plans
27. Perquisites - special privileges awarded to
selected members of an organization, usually top
managers. This decision has substantially change
the nature of these benefits, but they have into
entirely disappeared, nor are they like to.
Awards - employees receive awards for
everything form seniority to perfect attendance,
from zero defects (quality work) to cost reduction
suggestions. Award programs can be costly in the
time required to run them and in money if cash
awards are given.
28. The organization must consider its
ability to pays employees at certain
levels, economic and labor market
conditions, and eh impact of the pay
system on organizational financial
performance.
29. ISSUE IMPORTANT EXAMPLES
Pay Secrecy Open, closed, partial
Link with performance appraisal
Equity perceptions
Employee Participation By human resource department
By joint employee / management
committee
Flexible system Cafeteria – style benefits
Annual lump sum or monthly bonus
Salary versus benefits
Economic and Labor Inflation rate
Market Factors Industry pay standards
Unemployment rate
Impact on Organizational Increase in costs
Performance Impact on performance
Expatriate Compensation Cast-of-living differentials
Managing related equity issue