This presentation is intended to assist organizations to ensure everyone understands the definition of safety and leadership and what drives each. And sees it as an equal partner to corporate expectations for efficiency, quality, security and operational finances.
This presentation is intended to assist organizations to ensure everyone understands the definition of safety and leadership and what drives each. And sees it as an equal partner to corporate expectations for efficiency, quality, security and operational finances.
Building Resilience in the Workplace and the Personal SphereLITTLE FISH
Â
Equation of resilience - Resilience matrix - Building personal resilience - Fostering professional resilience - Creating a resilience-friendly workplace.
When It Comes to Employee Motivation, One Size Does Not Fit AllITA Group
Â
Trying to motivate your people?
The fact that one size doesnât fit all makes employee motivation tricky.
And while you canât force motivation, you can (strategically) inspire itâeven among the masses.
Learn more about employee motivation and Motivologyâour very own brand of motivationâat https://www.itagroup.com/our-approach.
Unlocking the Hidden Talents of All Your Employees by Paul Allen at Engage 2016Engage
Â
Through decades of research pioneered by Dr. Don Clifton, the father of strengths psychology, Gallup has discovered keys to boosting employee engagement and creating high performing teams. You will learn from Paul Allen, founder of Ancestry.com, that hidden within each employee is a unique combination of strengths. As you learn to identify and unlock these strengths â instead of concentrating on fixing weaknesses â you can dramatically improve manager-employee relationships and build highly engaged and productive teams.
The presentation begins with the concept of motivation from Hindu mythology & extends to classical as well as contemporary theories of motivation substantiated with examples from real life
One can purchase a man's time, his physical presence, but can't buy his willingness to work. This can be achieved only through "Motivation".
Remember, that the ability to work is quite different from "the will to work". That's why, many talented person fail to succeed in life.
Developmental conversations are critical for short-term change, but when it comes to reaching long-term goals, traditional leadership development practices can come up short.
To support an executive in their commitment to lasting, impactful change or the achievement of major, lifelong goals, coaches must dig deeper to examine the core drivers â usually subconscious â that have steered the client to their current path. Further, you must help your client uncover whether these deep-seeded drivers are helping or hindering their ability to achieve their goals, and support them in making any changes required of them.
Such broad and deeply personal conversations can be challenging, but with the right tools, they can lead to your most impactful and rewarding engagements.
In this 60-minute session, we will explore the concepts you must understand in order to take your coaching of senior executives to greater depths, including:
- Strategies for achieving long-term goals rather than quick wins
- Opening up the conversation to include an individualâs personal, as well as professional, motivations
- The benefits of a directional approach in support of a developmental approach
- Supporting the client as they challenge themselves, recognize internal contradictions, and question their own assumptions
- Selecting and understanding the assessment tools available for exploring personal drivers
Join MRGâs David Ringwood to explore how you can broaden the coaching conversation with senior executives to support them in making choices that will have a lasting, life-long impact.
Building Resilience in the Workplace and the Personal SphereLITTLE FISH
Â
Equation of resilience - Resilience matrix - Building personal resilience - Fostering professional resilience - Creating a resilience-friendly workplace.
When It Comes to Employee Motivation, One Size Does Not Fit AllITA Group
Â
Trying to motivate your people?
The fact that one size doesnât fit all makes employee motivation tricky.
And while you canât force motivation, you can (strategically) inspire itâeven among the masses.
Learn more about employee motivation and Motivologyâour very own brand of motivationâat https://www.itagroup.com/our-approach.
Unlocking the Hidden Talents of All Your Employees by Paul Allen at Engage 2016Engage
Â
Through decades of research pioneered by Dr. Don Clifton, the father of strengths psychology, Gallup has discovered keys to boosting employee engagement and creating high performing teams. You will learn from Paul Allen, founder of Ancestry.com, that hidden within each employee is a unique combination of strengths. As you learn to identify and unlock these strengths â instead of concentrating on fixing weaknesses â you can dramatically improve manager-employee relationships and build highly engaged and productive teams.
The presentation begins with the concept of motivation from Hindu mythology & extends to classical as well as contemporary theories of motivation substantiated with examples from real life
One can purchase a man's time, his physical presence, but can't buy his willingness to work. This can be achieved only through "Motivation".
Remember, that the ability to work is quite different from "the will to work". That's why, many talented person fail to succeed in life.
Developmental conversations are critical for short-term change, but when it comes to reaching long-term goals, traditional leadership development practices can come up short.
To support an executive in their commitment to lasting, impactful change or the achievement of major, lifelong goals, coaches must dig deeper to examine the core drivers â usually subconscious â that have steered the client to their current path. Further, you must help your client uncover whether these deep-seeded drivers are helping or hindering their ability to achieve their goals, and support them in making any changes required of them.
Such broad and deeply personal conversations can be challenging, but with the right tools, they can lead to your most impactful and rewarding engagements.
In this 60-minute session, we will explore the concepts you must understand in order to take your coaching of senior executives to greater depths, including:
- Strategies for achieving long-term goals rather than quick wins
- Opening up the conversation to include an individualâs personal, as well as professional, motivations
- The benefits of a directional approach in support of a developmental approach
- Supporting the client as they challenge themselves, recognize internal contradictions, and question their own assumptions
- Selecting and understanding the assessment tools available for exploring personal drivers
Join MRGâs David Ringwood to explore how you can broaden the coaching conversation with senior executives to support them in making choices that will have a lasting, life-long impact.
The objections of this presentation include: to experience and practice motivational interviewing, learn motivational interviewing styles and principles and see how it integrates into everyday practice.
Modules of Leadership And Management Skills E-Learning Suite For Up Coming Ma...petroEDGE
Â
This comprehensive Leadership and Management e-Learning suite offers essential learning that benefit upcoming managers & mid-career professionals who are looking to hone existing skills and learn new aptitudes.
Running Head MOTIVATING PROJECT TEAM STRATEGY 1.docxtodd581
Â
Running Head: MOTIVATING PROJECT TEAM STRATEGY 1
Motivating Project Team Strategy
Marchello Williams
HR Project Management MPM468-1804B-01
11/28/18
Motivating Project Team Strategy
Binder (2016) defines motivation as the potency that initiates, escorts and conserves goal-oriented performance. It is a psychological trait. The method I will employ in the determination on how my team members will be motivated is the Atman test. Atman test can be defined as a scientifically authenticated psychometric instrument that measures characteristic of character. This method is based on the personality theory factors.
Atman test accounts for 11 dimensions of individual personality through grouping them into five sections which include; thinking structure, motivation, leadership, sociability, and resistance to stress. In order to carry out a successful motivating assessment, one needs to understand what motivates the employees as well as what demotivates them, hence the reason why dimensions that are out of motivation are included in this test to equip the motivator with the full picture of employees personality.
To carry out an assessment with this method, employees are required to fill the Atman platform, which can be done from any computer, thereafter the motivator goes back to the platform and views the employee's results. Atman platforms evaluate 11 dimensions of the bipolar scale. For instance, the sociability scale depicts the state of the employee between being introverted and being extroverted. Nature scale, on the other hand, depicts what motivates employees in one hand as well as demotivating them from the other hand.
Atman test reveals to the motivator the kind of employees available. They can either be team oriented or result oriented. The test also reveals if the employees are traditional or adaptable. Result oriented employees will be motivated to attain the aimed results. Team oriented, on the other hand, cannot be motivated directly, this motivation can demotivate them. Traditional employees who are used to work as per their policies fail to catch up in structured work plans, this will demotivate them. Adaptable employees catch up with any structure thus easily motivated.
Describe the theory that most closely aligns with how you intend to motivate your team.
The Big five theory is the one that most closely aligns to Atman test motivation assessment. Big five theory refers to a research in the field of psychology which that is founded from the notion that common personality traits are captured by five dimensions, the O-C-E-A-N mnemonic. This mnemonic stands for openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism (Turner, 2014).
Openness to experience
High scorers in this dimension are curious, nontraditional and creative in general and they easily break the mold of typical approaches because of their intellectual curiosity. Low scores in this dimension are conventional and tend .
Running Head MOTIVATING PROJECT TEAM STRATEGY 1.docxglendar3
Â
Running Head: MOTIVATING PROJECT TEAM STRATEGY 1
Motivating Project Team Strategy
Marchello Williams
HR Project Management MPM468-1804B-01
11/28/18
Motivating Project Team Strategy
Binder (2016) defines motivation as the potency that initiates, escorts and conserves goal-oriented performance. It is a psychological trait. The method I will employ in the determination on how my team members will be motivated is the Atman test. Atman test can be defined as a scientifically authenticated psychometric instrument that measures characteristic of character. This method is based on the personality theory factors.
Atman test accounts for 11 dimensions of individual personality through grouping them into five sections which include; thinking structure, motivation, leadership, sociability, and resistance to stress. In order to carry out a successful motivating assessment, one needs to understand what motivates the employees as well as what demotivates them, hence the reason why dimensions that are out of motivation are included in this test to equip the motivator with the full picture of employees personality.
To carry out an assessment with this method, employees are required to fill the Atman platform, which can be done from any computer, thereafter the motivator goes back to the platform and views the employee's results. Atman platforms evaluate 11 dimensions of the bipolar scale. For instance, the sociability scale depicts the state of the employee between being introverted and being extroverted. Nature scale, on the other hand, depicts what motivates employees in one hand as well as demotivating them from the other hand.
Atman test reveals to the motivator the kind of employees available. They can either be team oriented or result oriented. The test also reveals if the employees are traditional or adaptable. Result oriented employees will be motivated to attain the aimed results. Team oriented, on the other hand, cannot be motivated directly, this motivation can demotivate them. Traditional employees who are used to work as per their policies fail to catch up in structured work plans, this will demotivate them. Adaptable employees catch up with any structure thus easily motivated.
Describe the theory that most closely aligns with how you intend to motivate your team.
The Big five theory is the one that most closely aligns to Atman test motivation assessment. Big five theory refers to a research in the field of psychology which that is founded from the notion that common personality traits are captured by five dimensions, the O-C-E-A-N mnemonic. This mnemonic stands for openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism (Turner, 2014).
Openness to experience
High scorers in this dimension are curious, nontraditional and creative in general and they easily break the mold of typical approaches because of their intellectual curiosity. Low scores in this dimension are conventional and tend .
The role of Psychological Safety & Mission Critical Behaviours for organizati...Kye Andersson
Â
A presentation held together with AI Sweden. Focusing on the importance of psychological safety, clear goals and mission critical behaviours to build functioning organizations where individuals can come to their full potential.
The transformation of the resourcing program at House of Fraser in under a year
Condensing a 3 year program into 18 months
Doubling the number of applications to 400,000 people whilst improving workflow and reducing advertising costs
This presentation is the crux of a famous book "Seven Habits of Highly Effective People" by Stephen R. Covey. The presentation was originally created by Paul L Gerhardt of South Seattle Community College.
As SH&E professionals move to become more integrated into the business environment it is even more crucial that the pure technical disciplines typically associated with the profession are complimented by a strong set of relevant leadership and business skills. In this presentation we will examine the various traits and core attributes that need to be displayed by the SH&E Professional not only to provide clear direction within their area of influence but also to gain credibility, and achieve alignment, with the rest of the organization.
The slides are consist of different models of educational leadership like academic leadership, professional leadership, visionary leadership, bureaucratic leadership etc. f
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Â
Francesca Gottschalk from the OECDâs Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Operation âBlue Starâ is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Â
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Â
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
âą The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
âą The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate âany matterâ at âany timeâ under House Rule X.
âą The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
How to Make a Field invisible in Odoo 17Celine George
Â
It is possible to hide or invisible some fields in odoo. Commonly using âinvisibleâ attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Â
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Thesis Statement for students diagnonsed withADHD.ppt
Â
Know what Really motivates You-HBR Article
1. Know what really motivatesKnow what really motivates
you.you.
Heidi Grant HalvorsonHeidi Grant Halvorson
E. Tory HigginsE. Tory Higgins
Presented By-
Payal Patel
CMBA2-1318
Cardiff Metropolitan University
2. In what kind of situation are you mostIn what kind of situation are you most
effective? What factors strengthen â oreffective? What factors strengthen â or
undermine your motivation?undermine your motivation?
One size-fits-all principles donâOne size-fits-all principles donât workâŠpersonality matters!t workâŠpersonality matters!
Personality can be identified by Myers Briggs Type Indicator butPersonality can be identified by Myers Briggs Type Indicator but
the problem with this and many other assessment tools is thatthe problem with this and many other assessment tools is that
they actually donâthey actually donât predict performance.t predict performance.
Fortunately there is a way of grouping people which DOESFortunately there is a way of grouping people which DOES
predict personality attributes on the basis of performance:predict personality attributes on the basis of performance:
3.
4. Signs to look for yourself or yourSigns to look for yourself or your
colleagues:colleagues:
6. Once you know your focus, you can choose:Once you know your focus, you can choose:
ï§ Role modelsRole models
ï§ Frame goalsFrame goals
ï§ Seek or give feedbackSeek or give feedback
ï§ Provide incentivesProvide incentives
(for you or your teamâs motivation)(for you or your teamâs motivation)
Motivational fit enhances and sustains both the eagerness of theMotivational fit enhances and sustains both the eagerness of the
promotion-minded and the vigilance of the prevention-minded,promotion-minded and the vigilance of the prevention-minded,
making work seem more valuable and thus boosting bothmaking work seem more valuable and thus boosting both
performance and enjoyment.performance and enjoyment.
When the motivational strategies we use donâWhen the motivational strategies we use donât align with ourt align with our
dominant focus, we are less likely to achieve our goals.dominant focus, we are less likely to achieve our goals.
Creating Motivational FitCreating Motivational Fit
7. CHOOSING ROLE MODELSCHOOSING ROLE MODELS
As an individual, you naturally pay attention to the kind ofAs an individual, you naturally pay attention to the kind of
story that resonates most with you.story that resonates most with you.
AccordingAccording to research, promotion-minded employees thriveto research, promotion-minded employees thrive
under transformational leaders, who support creativeunder transformational leaders, who support creative
solutions, have a long term vision, and look for ways to shakesolutions, have a long term vision, and look for ways to shake
things up.things up.
The prevention focused are at their best under transactionalThe prevention focused are at their best under transactional
leaders, who emphasize rules and standards, protect theleaders, who emphasize rules and standards, protect the
status quo, tend towards micromanagement, discouragestatus quo, tend towards micromanagement, discourage
errors, and focus on effectively reaching more-immediateerrors, and focus on effectively reaching more-immediate
goals.goals.
When employees and bosses are mismatched, enjoyment ofWhen employees and bosses are mismatched, enjoyment of
and commitment to work declines.and commitment to work declines.
8. When Personalities DonâWhen Personalities Donât Matcht Match-Research on 12500 organizations, across 21
countries by ANDREW & NADA KAKABADSE
9. Framing the GoalFraming the Goal
When you are trying to keep yourself or someone elseWhen you are trying to keep yourself or someone else
motivated, remember that promotion-focused people need tomotivated, remember that promotion-focused people need to
think about what they are doing in terms of positives(what theythink about what they are doing in terms of positives(what they
aspire to, how best to accomplish the task) and prevention-aspire to, how best to accomplish the task) and prevention-
focused people should instead think about negatives(potentialfocused people should instead think about negatives(potential
mistakes, obstacles to avoid).mistakes, obstacles to avoid).
10. Promotion-focused people tend to increase their efforts when aPromotion-focused people tend to increase their efforts when a
supervisor offers them praise for excellent work.supervisor offers them praise for excellent work.
Prevention-focused people are more responsive to criticismPrevention-focused people are more responsive to criticism
and the looming possibility of failure.and the looming possibility of failure.
As a manager, you should always give honest feedback, youAs a manager, you should always give honest feedback, you
might want to adjust to maximize motivation.might want to adjust to maximize motivation.
DonDonâât be overly effusive with thet be overly effusive with the
prevention-focused or overly critical withprevention-focused or overly critical with
the promotion-focusedthe promotion-focused..
Seeking or Giving FeedbackSeeking or Giving Feedback
((Goals are set in a way that creates motivational fitGoals are set in a way that creates motivational fit))
11. MOST PEOPLE HAVE A DOMINANT FOCUS, BUT SOME SEEM TO
WEAR BOTH HATS EQUALLY OFTEN!
You must remember that no one can wear both hats at the
same time.
Hybrids will adopt one focus or the other, often as a function of
which motivation is best suited to the task at hand-so let that
be your guide.
Create fit for for tasks involving safety or accuracy by using
prevention feedback and incentives, but use the promotion
variety for tasks involving creativity or advancement.
Promotion-Prevention HybridsPromotion-Prevention Hybrids