Mars - Quick Understanding for beginner's
•Download as PPTX, PDF•
0 likes•5 views
MARS is an acronym that defines individual behaviors based on four factors: Motivation, Ability, Role Perceptions, and Situational Factors. It helps understand voluntary employee performance and behavior. The four factors are interrelated - weakness in one can impact performance. Motivation refers to direction, intensity, and persistence of mental/intellectual efforts. Ability includes aptitude, learned capabilities, competencies, and ensuring the right person-job fit. Role Perceptions is having a clear understanding of one's role and responsibilities. Situational Factors are external elements like resources, facilities, equipment, organization, and time available.
Report
Share
Report
Share
Recommended
Management Effectiveness
Effective managers are role models who improve organizational effectiveness through their own performance and developing subordinates. While some believe effectiveness is innate, it can actually be learned and improved with practice. Effective managers understand the importance of knowledge and people in organizational success. They perform managerial activities efficiently and focus on achieving results. Characteristics include controlling their time effectively, concentrating on their contribution, building on strengths, focusing on one task at a time, and basing decisions on facts. Basic managerial skills are planning, organizing, and contributing direct results.
Motivation, Mobilization and Performance
This document discusses motivation, mobilization, and performance. It defines these terms and explores various theories related to motivation, such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. It also discusses how to mobilize resources through planning and challenges that may arise. Finally, it examines definitions and measures of organizational performance, importance of measuring performance, tools for monitoring performance, and the manager's role in achieving high performance.
Managerial effectiveness
The document discusses current practices adopted by governments and industries to ensure managerial effectiveness. It describes several practices such as completing work on time, effective output, managing knowledge and information, and following up on meetings and commitments. It also discusses setting procedures for high quality work, training programs, performance appraisal, feedback, accuracy checks, organization of information, and review of reports. Key skills for effective management are then outlined, including problem solving, analytical thinking, forward thinking, conceptual thinking, strategic thinking, technical expertise, entrepreneurship, innovation, results orientation, decisiveness, self-confidence, stress management, credibility, and flexibility.
Supervisory Skills
The document provides tips on how to motivate staff and increase productivity, including by spending time with them, focusing on their strengths, creating a no fear environment, delegating jobs effectively, and challenging their work. It then outlines an agenda for a staff motivation workshop covering these topics in more detail over several sessions.
MANAGERIAL EFFECTIVENESS
This document discusses managerial effectiveness and interpersonal skills. It defines managerial effectiveness as performing managerial activities effectively and efficiently. An effective manager has qualities like basic knowledge, skills, creativity and self-awareness. Effective managers focus on their contribution, build on strengths, concentrate on one task at a time and make systematic decisions. Interpersonal skills are crucial for managers to communicate, motivate teams and develop relationships both internally and externally. Transactional analysis is a technique to understand behavior and relationships through analyzing ego states, transactions, scripts, games and life positions. Managers need to develop interpersonal skills like active listening, empathy and resolving conflicts.
Enhancing Employee Engagement - The Role of the Immediate Supervisor
Based on a MSW research study, learn the critical factors affecting employee engagement and how managers can use this information to directly impact morale and productivity though promoting a culture of collaboration.
Managerial Effectiveness
This document discusses various aspects of effective management. It begins by explaining the importance of managers in organizations and their responsibilities. It then discusses skills managers should focus on developing, including creativity, emotional intelligence, interpersonal skills, team-building, leadership, time management, dealing with stress, and cultural sensitivity. Throughout the document, it provides examples and tips managers can use to strengthen these skills and become more effective in their roles.
Modern supervision
This document discusses concepts and skills related to modern supervision. It defines a supervisor and their responsibilities, which include planning, organizing, staffing, leading, and controlling. The document outlines different types of supervisory skills like technical, human relations, conceptual, and decision-making skills. It also discusses theories from thinkers like Taylor, Fayol, and Maslow that influenced views of management skills and a supervisor's focus on efficiency, functions, and people. Characteristics of a successful supervisor are given as being environment friendly, having a positive attitude, being loyal, fair, and able to delegate.
Recommended
Management Effectiveness
Effective managers are role models who improve organizational effectiveness through their own performance and developing subordinates. While some believe effectiveness is innate, it can actually be learned and improved with practice. Effective managers understand the importance of knowledge and people in organizational success. They perform managerial activities efficiently and focus on achieving results. Characteristics include controlling their time effectively, concentrating on their contribution, building on strengths, focusing on one task at a time, and basing decisions on facts. Basic managerial skills are planning, organizing, and contributing direct results.
Motivation, Mobilization and Performance
This document discusses motivation, mobilization, and performance. It defines these terms and explores various theories related to motivation, such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. It also discusses how to mobilize resources through planning and challenges that may arise. Finally, it examines definitions and measures of organizational performance, importance of measuring performance, tools for monitoring performance, and the manager's role in achieving high performance.
Managerial effectiveness
The document discusses current practices adopted by governments and industries to ensure managerial effectiveness. It describes several practices such as completing work on time, effective output, managing knowledge and information, and following up on meetings and commitments. It also discusses setting procedures for high quality work, training programs, performance appraisal, feedback, accuracy checks, organization of information, and review of reports. Key skills for effective management are then outlined, including problem solving, analytical thinking, forward thinking, conceptual thinking, strategic thinking, technical expertise, entrepreneurship, innovation, results orientation, decisiveness, self-confidence, stress management, credibility, and flexibility.
Supervisory Skills
The document provides tips on how to motivate staff and increase productivity, including by spending time with them, focusing on their strengths, creating a no fear environment, delegating jobs effectively, and challenging their work. It then outlines an agenda for a staff motivation workshop covering these topics in more detail over several sessions.
MANAGERIAL EFFECTIVENESS
This document discusses managerial effectiveness and interpersonal skills. It defines managerial effectiveness as performing managerial activities effectively and efficiently. An effective manager has qualities like basic knowledge, skills, creativity and self-awareness. Effective managers focus on their contribution, build on strengths, concentrate on one task at a time and make systematic decisions. Interpersonal skills are crucial for managers to communicate, motivate teams and develop relationships both internally and externally. Transactional analysis is a technique to understand behavior and relationships through analyzing ego states, transactions, scripts, games and life positions. Managers need to develop interpersonal skills like active listening, empathy and resolving conflicts.
Enhancing Employee Engagement - The Role of the Immediate Supervisor
Based on a MSW research study, learn the critical factors affecting employee engagement and how managers can use this information to directly impact morale and productivity though promoting a culture of collaboration.
Managerial Effectiveness
This document discusses various aspects of effective management. It begins by explaining the importance of managers in organizations and their responsibilities. It then discusses skills managers should focus on developing, including creativity, emotional intelligence, interpersonal skills, team-building, leadership, time management, dealing with stress, and cultural sensitivity. Throughout the document, it provides examples and tips managers can use to strengthen these skills and become more effective in their roles.
Modern supervision
This document discusses concepts and skills related to modern supervision. It defines a supervisor and their responsibilities, which include planning, organizing, staffing, leading, and controlling. The document outlines different types of supervisory skills like technical, human relations, conceptual, and decision-making skills. It also discusses theories from thinkers like Taylor, Fayol, and Maslow that influenced views of management skills and a supervisor's focus on efficiency, functions, and people. Characteristics of a successful supervisor are given as being environment friendly, having a positive attitude, being loyal, fair, and able to delegate.
11. Talent Management, Managing Millennials
Talent Management - meaning, Importance of Talent Management, Process of Talent Management, Talent Management and VUCA (Volatility, Uncertainty, Complexity, Ambiguity) Environment, Functions of Talent Management in VUCA World, Millennials (GEN Y), Managing Millennials, Characteristics/ Traits of Millennials
Managerial effectiveness
This document discusses managerial effectiveness and stress management. It defines effective managers as those who achieve successful organizational performance and satisfy subordinates. New effective managers think of themselves as team leaders rather than bosses, share information, and invite others to participate in decision making. Assessing managerial effectiveness involves evaluating factors like employee motivation, training success, adherence to deadlines and budgets. The document also discusses stress, sources of stress at work, approaches to combat stress through physical and mental techniques, and maintaining work-life balance.
How to train ur supervisor
This document discusses how to train employees to become effective supervisors. It recommends a 3 step process: 1) Ensure employees learn technical job skills; 2) Set clear expectations for their new supervisory role and responsibilities; 3) Model desired behaviors. The role of a supervisor is multidimensional, involving tasks like assigning work, monitoring performance, coaching, and disciplining. Transitioning from an individual contributor to a supervisor requires adjustments in role, attitude, and skills. Creating the right conditions can help motivate employees in their new roles.
Staff Management
The document appears to be a group assignment submission for a staff management course. It thanks the lecturer, Mr. Seng Sovannsak, for his guidance on the assignment. The group focused their work on studies and research for the assignment. Various topics are listed on staff management, including the staffing process, functions, best practices, and how to survive office politics. Key aspects of staff management are defined, such as planning, organizing, influencing, and controlling staff. Five gold rules and ten ways to manage staff effectively are also outlined.
Driving My Company (enterprise Skill)
1. Harris, an employer, is dissatisfied with the lack of improvement in his staff's performance despite giving everyone a $500 bonus.
2. To better motivate his staff, Harris needs to understand and apply contemporary motivation theories which explain how and why people are motivated.
3. Motivation theories cover needs, cognitive processes, consequences of behaviors, and can help Harris structure work, rewards, feedback and goals to satisfy different needs and motivate high performance from his staff.
Essential Supervisory Skills
Participants will learn the qualities central to effective supervision and leadership, including patience, commitment, loyalty, respect and good judgment. Participants will also learn how to give and receive recognition and feedback.
Roles of Supervisor and Developmental Approach
The document outlines different roles a supervisor may take on: educator when onboarding or training employees; sponsor to support employee development and career growth; coach when providing feedback and guidance; counselor when addressing employee performance or personal issues; and director when formal discipline is needed. It also lists some legal issues supervisors should be aware of, such as retaliation, workplace violence, wage/hour laws, and record keeping. Finally, it describes a developmental approach to supervision, where the supervisor matches their style to the supervisee's level of experience, from self-centered early on to more collaborative as the supervisee gains seniority.
Motivation slides from Workshop
The document summarizes several theories and models related to motivation in learning, including John Keller's ARCS model of motivation, intrinsic and extrinsic motivation, self-determination theory, Malone's theory of intrinsically motivating instruction, and instructional design principles for intrinsic motivation. The models emphasize elements like attention, relevance, confidence, satisfaction, autonomy, competence, relatedness, challenge, fantasy, and curiosity.
educational psychology - motivation
motivation - definition, characteristics of motivation, factors influence motivation, basics principles of motivation, educational implications, class room techniques
Effective supervisory skill trainig
This document discusses effective supervisory skills for managers. It emphasizes that managers are important for setting and achieving organizational goals and linking workers to management. Essential skills include people management, technical skills, effective communication, delegation, providing feedback, achieving goals, leading and disciplining teams, managing conflicts, and managing oneself. Specific techniques are provided, such as using the HEAR model for communication, setting SMART goals, coaching direct reports, and resolving issues promptly. Overall, the document offers guidance to supervisors on developing critical skills for overseeing employees and operations.
Modern Supervision
This document discusses concepts and skills related to modern supervision. It provides definitions of supervisor and supervision, noting that supervisors are the first level of management and oversee non-managerial employees. It also outlines types of supervisory skills including technical, human relations, conceptual, and decision-making skills. The document discusses functions of supervision including planning, organizing, staffing, leading, and controlling. It lists responsibilities of supervisors and characteristics of successful supervisors such as having a positive attitude and being fair.
Supervisory skills
Global College Malta offers a set of specially designed short courses, which are designed to increase your effectiveness at work and enhance your CV. The short courses will be delivered by Dr Ashok Srivastava, an experienced senior lecturer and full-time member of staff of Global College Malta, who also lectured in Dubai, USA and other countries.
This training program / workshop helps first-level managers/ supervisors de¬velop and apply key supervisory skills at work. It is intended for a wide group of supervisors / first level managers. It covers key skills which supervisors need to improve their own work performance and enhance the productivity of staff working under them.
Length: 3h
Jane Graham
This document discusses using psychometric and behavioral profiling tools in recruitment and development. It describes several common tools - Personal Profile Analysis (PPA), Trait Emotional Intelligence Questionnaire (TEIQue), High Potential Trait Indicator (HPTI), and General Intelligence Assessment (GIA) - that measure traits like personality, motivation, aptitude, and emotional intelligence. These tools provide insights to evaluate candidate fit for roles, potential for growth, and team compatibility. An example case study outlines how one company uses the PPA and TEIQue in its recruitment process by integrating assessment results into shortlisting, interview questions, and final hiring decisions.
BLEPP REVIEWER: INDUSTRIAL PSYCHOLOGY
This document discusses performance appraisals in industrial/organizational psychology. It describes how performance appraisals are used to measure employee performance against expectations, provide feedback, and identify training needs. Performance appraisals can be used for personnel decisions like training, salary, promotions, and discharge. Ratings are typically done by supervisors, higher-level supervisors, peers, subordinates, and self-evaluations. The document also discusses common rating errors like halo effects, contrast effects, and stereotyping that can impact objective performance evaluations.
49981473 managerial-effectiveness
The document discusses organizational effectiveness and managerial effectiveness. It covers topics like the criteria for measuring organizational effectiveness including goal approach, behavioral approach, and strategic constituencies approach. It also discusses factors that influence organizational effectiveness like strategy, technology, people, and structure. When discussing managerial effectiveness, it examines individual characteristics, managerial job dimensions, and organizational results. It analyzes approaches like the managerial grid and roles of the person, the process, and the product in managerial effectiveness. Current practices for developing and measuring managerial effectiveness in industries and governments are also outlined.
Motivation
The document discusses motivation in the workplace. It provides definitions of motivation and outlines several theories of motivation including:
1. Maslow's hierarchy of needs which proposes that humans are motivated to fulfill basic needs before moving on to higher level needs.
2. McGregor's Theory X and Theory Y which describe traditional vs. modern assumptions about employee motivation.
3. Herzberg's two-factor theory which separates motivators like achievement from hygiene factors like salary that prevent dissatisfaction.
The document also discusses other motivation theories and factors that motivate employees like recognition, responsibility, and relationships. Effective motivation requires understanding individual and social needs.
Supervisory Skills And Teacher Leadership, A. Howard
Strong supervisory and leadership skills in teachers can help students succeed academically and socially. Effective classroom leadership involves guiding students to complete learning tasks while also maintaining positive relationships. Key leadership traits for teachers include enhancement of the learning environment, cooperation with others, clear communication, building trust, and managing conflicts from a problem-solving perspective. Good leadership allows teachers to maximize their potential and positively impact students.
The importance of training and employee motivation.
The document discusses the importance of training managers, supervisors, and employees to motivate them and improve company performance. It emphasizes that training helps develop skills, leads to a more productive work environment, and helps companies adapt to changes. It provides tips for effective training programs, motivating employees through rewards and feedback, and creating a positive work culture.
Mars model
The MARS model identifies four key factors that influence an employee's voluntary behavior and performance: motivation, ability, role perception, and situational factors. Motivation refers to the internal psychological forces driving an employee's behavior and effectiveness. Ability is an employee's competence and talents. Role perception is an employee's understanding of their responsibilities. Situational factors are environmental constraints and facilitators beyond an employee's control that influence their behavior and performance. The MARS model shows that these four factors interact to determine an individual's overall performance.
LEADERSHIP.pptx
The document provides information about Shamima Akter, an assistant professor and occupational therapist. It discusses her educational background and current position at the Bangladesh Health Professions Institute and Centre for the Rehabilitation of the Paralysed. The document also includes sections on leadership, with definitions and elements of effective team leadership, such as balancing attention to tasks and people, setting goals, delegating work, and addressing problems.
Performance psychology
Performance psychology aims to enhance athletic performance through understanding personality, motivation, and managing arousal. It involves counseling to create a positive experience and applying mental training techniques. Key areas of focus include understanding the participant and their traits/motivation, understanding the performance environment and group dynamics, enhancing performance through goal-setting and managing anxiety, and fostering personal development including maintaining balance.
Teambuilding - Meredith Belbin framework and application
This document discusses Belbin's team role model, which identifies 9 common team roles based on research into effective teams. It provides descriptions of each role, including their key strengths and weaknesses. The roles are Plant, Resource Investigator, Coordinator, Shaper, Monitor Evaluator, Team Worker, Implementer, Completer Finisher, and Specialist. The document also discusses criticisms of Belbin's model and its use in assessing hospitality industry employees, finding managers often demonstrate roles like Company Worker, Shaper, and Completer Finisher.
More Related Content
What's hot
11. Talent Management, Managing Millennials
Talent Management - meaning, Importance of Talent Management, Process of Talent Management, Talent Management and VUCA (Volatility, Uncertainty, Complexity, Ambiguity) Environment, Functions of Talent Management in VUCA World, Millennials (GEN Y), Managing Millennials, Characteristics/ Traits of Millennials
Managerial effectiveness
This document discusses managerial effectiveness and stress management. It defines effective managers as those who achieve successful organizational performance and satisfy subordinates. New effective managers think of themselves as team leaders rather than bosses, share information, and invite others to participate in decision making. Assessing managerial effectiveness involves evaluating factors like employee motivation, training success, adherence to deadlines and budgets. The document also discusses stress, sources of stress at work, approaches to combat stress through physical and mental techniques, and maintaining work-life balance.
How to train ur supervisor
This document discusses how to train employees to become effective supervisors. It recommends a 3 step process: 1) Ensure employees learn technical job skills; 2) Set clear expectations for their new supervisory role and responsibilities; 3) Model desired behaviors. The role of a supervisor is multidimensional, involving tasks like assigning work, monitoring performance, coaching, and disciplining. Transitioning from an individual contributor to a supervisor requires adjustments in role, attitude, and skills. Creating the right conditions can help motivate employees in their new roles.
Staff Management
The document appears to be a group assignment submission for a staff management course. It thanks the lecturer, Mr. Seng Sovannsak, for his guidance on the assignment. The group focused their work on studies and research for the assignment. Various topics are listed on staff management, including the staffing process, functions, best practices, and how to survive office politics. Key aspects of staff management are defined, such as planning, organizing, influencing, and controlling staff. Five gold rules and ten ways to manage staff effectively are also outlined.
Driving My Company (enterprise Skill)
1. Harris, an employer, is dissatisfied with the lack of improvement in his staff's performance despite giving everyone a $500 bonus.
2. To better motivate his staff, Harris needs to understand and apply contemporary motivation theories which explain how and why people are motivated.
3. Motivation theories cover needs, cognitive processes, consequences of behaviors, and can help Harris structure work, rewards, feedback and goals to satisfy different needs and motivate high performance from his staff.
Essential Supervisory Skills
Participants will learn the qualities central to effective supervision and leadership, including patience, commitment, loyalty, respect and good judgment. Participants will also learn how to give and receive recognition and feedback.
Roles of Supervisor and Developmental Approach
The document outlines different roles a supervisor may take on: educator when onboarding or training employees; sponsor to support employee development and career growth; coach when providing feedback and guidance; counselor when addressing employee performance or personal issues; and director when formal discipline is needed. It also lists some legal issues supervisors should be aware of, such as retaliation, workplace violence, wage/hour laws, and record keeping. Finally, it describes a developmental approach to supervision, where the supervisor matches their style to the supervisee's level of experience, from self-centered early on to more collaborative as the supervisee gains seniority.
Motivation slides from Workshop
The document summarizes several theories and models related to motivation in learning, including John Keller's ARCS model of motivation, intrinsic and extrinsic motivation, self-determination theory, Malone's theory of intrinsically motivating instruction, and instructional design principles for intrinsic motivation. The models emphasize elements like attention, relevance, confidence, satisfaction, autonomy, competence, relatedness, challenge, fantasy, and curiosity.
educational psychology - motivation
motivation - definition, characteristics of motivation, factors influence motivation, basics principles of motivation, educational implications, class room techniques
Effective supervisory skill trainig
This document discusses effective supervisory skills for managers. It emphasizes that managers are important for setting and achieving organizational goals and linking workers to management. Essential skills include people management, technical skills, effective communication, delegation, providing feedback, achieving goals, leading and disciplining teams, managing conflicts, and managing oneself. Specific techniques are provided, such as using the HEAR model for communication, setting SMART goals, coaching direct reports, and resolving issues promptly. Overall, the document offers guidance to supervisors on developing critical skills for overseeing employees and operations.
Modern Supervision
This document discusses concepts and skills related to modern supervision. It provides definitions of supervisor and supervision, noting that supervisors are the first level of management and oversee non-managerial employees. It also outlines types of supervisory skills including technical, human relations, conceptual, and decision-making skills. The document discusses functions of supervision including planning, organizing, staffing, leading, and controlling. It lists responsibilities of supervisors and characteristics of successful supervisors such as having a positive attitude and being fair.
Supervisory skills
Global College Malta offers a set of specially designed short courses, which are designed to increase your effectiveness at work and enhance your CV. The short courses will be delivered by Dr Ashok Srivastava, an experienced senior lecturer and full-time member of staff of Global College Malta, who also lectured in Dubai, USA and other countries.
This training program / workshop helps first-level managers/ supervisors de¬velop and apply key supervisory skills at work. It is intended for a wide group of supervisors / first level managers. It covers key skills which supervisors need to improve their own work performance and enhance the productivity of staff working under them.
Length: 3h
Jane Graham
This document discusses using psychometric and behavioral profiling tools in recruitment and development. It describes several common tools - Personal Profile Analysis (PPA), Trait Emotional Intelligence Questionnaire (TEIQue), High Potential Trait Indicator (HPTI), and General Intelligence Assessment (GIA) - that measure traits like personality, motivation, aptitude, and emotional intelligence. These tools provide insights to evaluate candidate fit for roles, potential for growth, and team compatibility. An example case study outlines how one company uses the PPA and TEIQue in its recruitment process by integrating assessment results into shortlisting, interview questions, and final hiring decisions.
BLEPP REVIEWER: INDUSTRIAL PSYCHOLOGY
This document discusses performance appraisals in industrial/organizational psychology. It describes how performance appraisals are used to measure employee performance against expectations, provide feedback, and identify training needs. Performance appraisals can be used for personnel decisions like training, salary, promotions, and discharge. Ratings are typically done by supervisors, higher-level supervisors, peers, subordinates, and self-evaluations. The document also discusses common rating errors like halo effects, contrast effects, and stereotyping that can impact objective performance evaluations.
49981473 managerial-effectiveness
The document discusses organizational effectiveness and managerial effectiveness. It covers topics like the criteria for measuring organizational effectiveness including goal approach, behavioral approach, and strategic constituencies approach. It also discusses factors that influence organizational effectiveness like strategy, technology, people, and structure. When discussing managerial effectiveness, it examines individual characteristics, managerial job dimensions, and organizational results. It analyzes approaches like the managerial grid and roles of the person, the process, and the product in managerial effectiveness. Current practices for developing and measuring managerial effectiveness in industries and governments are also outlined.
Motivation
The document discusses motivation in the workplace. It provides definitions of motivation and outlines several theories of motivation including:
1. Maslow's hierarchy of needs which proposes that humans are motivated to fulfill basic needs before moving on to higher level needs.
2. McGregor's Theory X and Theory Y which describe traditional vs. modern assumptions about employee motivation.
3. Herzberg's two-factor theory which separates motivators like achievement from hygiene factors like salary that prevent dissatisfaction.
The document also discusses other motivation theories and factors that motivate employees like recognition, responsibility, and relationships. Effective motivation requires understanding individual and social needs.
Supervisory Skills And Teacher Leadership, A. Howard
Strong supervisory and leadership skills in teachers can help students succeed academically and socially. Effective classroom leadership involves guiding students to complete learning tasks while also maintaining positive relationships. Key leadership traits for teachers include enhancement of the learning environment, cooperation with others, clear communication, building trust, and managing conflicts from a problem-solving perspective. Good leadership allows teachers to maximize their potential and positively impact students.
The importance of training and employee motivation.
The document discusses the importance of training managers, supervisors, and employees to motivate them and improve company performance. It emphasizes that training helps develop skills, leads to a more productive work environment, and helps companies adapt to changes. It provides tips for effective training programs, motivating employees through rewards and feedback, and creating a positive work culture.
What's hot (18)
Supervisory Skills And Teacher Leadership, A. Howard
Supervisory Skills And Teacher Leadership, A. Howard
The importance of training and employee motivation.
The importance of training and employee motivation.
Similar to Mars - Quick Understanding for beginner's
Mars model
The MARS model identifies four key factors that influence an employee's voluntary behavior and performance: motivation, ability, role perception, and situational factors. Motivation refers to the internal psychological forces driving an employee's behavior and effectiveness. Ability is an employee's competence and talents. Role perception is an employee's understanding of their responsibilities. Situational factors are environmental constraints and facilitators beyond an employee's control that influence their behavior and performance. The MARS model shows that these four factors interact to determine an individual's overall performance.
LEADERSHIP.pptx
The document provides information about Shamima Akter, an assistant professor and occupational therapist. It discusses her educational background and current position at the Bangladesh Health Professions Institute and Centre for the Rehabilitation of the Paralysed. The document also includes sections on leadership, with definitions and elements of effective team leadership, such as balancing attention to tasks and people, setting goals, delegating work, and addressing problems.
Performance psychology
Performance psychology aims to enhance athletic performance through understanding personality, motivation, and managing arousal. It involves counseling to create a positive experience and applying mental training techniques. Key areas of focus include understanding the participant and their traits/motivation, understanding the performance environment and group dynamics, enhancing performance through goal-setting and managing anxiety, and fostering personal development including maintaining balance.
Teambuilding - Meredith Belbin framework and application
This document discusses Belbin's team role model, which identifies 9 common team roles based on research into effective teams. It provides descriptions of each role, including their key strengths and weaknesses. The roles are Plant, Resource Investigator, Coordinator, Shaper, Monitor Evaluator, Team Worker, Implementer, Completer Finisher, and Specialist. The document also discusses criticisms of Belbin's model and its use in assessing hospitality industry employees, finding managers often demonstrate roles like Company Worker, Shaper, and Completer Finisher.
Introduction to Organizational behavior
Organizational behavior is the study of how people interact within organizations. It helps improve organizational performance by understanding individual and group dynamics. Key topics covered include the nature of organizations and their characteristics like specialization of work and continuity. Organizational structures like functional, team, matrix and network are discussed. Environmental factors and people within the organization also influence its nature. Management functions of planning, organizing, leading and controlling are important for goal achievement. Leadership skills can be nurtured through education and experience.
Fundamentals of Organizational Behavior by Dr. B. J. Mohite
Organizational Behavior, Goals of Organizational Behavior, SIGNIFICANCE OF Organizational Behavior, Importance of Organizational Behavior
MANAGEMENT AND BUSINESS ORGANIZATION How do managers group task into jobs tha...
MANAGEMENT AND BUSINESS ORGANIZATION
How do managers group task into jobs that are motivating and satisfying for employees?
Leadership Ppt
The document discusses different types of leaders and the key functions and responsibilities of organizational leaders. It defines leadership as influencing people to achieve goals in a given situation. An effective leader motivates their team using techniques like rewarding progress, providing feedback, and recognizing accomplishments. Leaders must understand individual needs, set clear expectations, involve people in planning, and lead by example to achieve organizational objectives.
MAPP - Managing Attitudes & Performance Potential
As you age you need a higher wage
but end up in a career cage!
It is time to MAPP for the potential gauge
It is time to turn a new page
Learn to manage at every age
And let not your career end up in bondage
MAPP is your carriage to go beyond the average
As it is the right way forward to leverage
MAPP it to your advantage at any age!
Manage Attitudes & Performance Potential
With a Holistic Approach to Psychological Assessments
MAPP Helps You Analyse, Interpret, Take Right Steps & Benefit
Email: learning@oscarmurphy.com
SMART EARNING BILLION DOLLAR - INITIATING A TEAM - - SUCCESS IN BUSINESS
Success in Business mainly depends upon Leadership skill.The top most quality of a business man is Team Player.This ppt gives a clear picture of creation and completion any work to be successfull to the core.
Organizational behavior
This document provides an overview of organizational behavior concepts. It discusses the meaning and nature of organizational behavior, why it is studied, fundamentals of individual behavior including personality, effectiveness, attitudes, and groups. It also covers interpersonal skills like communication, listening, feedback, and transactional analysis. In summary, the document defines organizational behavior, examines factors that influence individual and group workplace interactions, and outlines key interpersonal concepts relevant to organizational behavior analysis.
Slide share notes
Coaching involves guiding people to achieve goals by discovering their strengths and weaknesses and providing resources and advice. An effective coach objectively assesses a person's current performance, sets measurable goals with them, develops a plan to achieve those goals through training and development activities, implements the plan, evaluates performance, and provides feedback focused on continuous improvement. When coaching unmotivated employees, know-it-alls, or those who feel they have more experience ("BALTY"), the coach should focus on aligning individual and team goals, ask questions to address issues directly, clearly communicate appreciation, and leverage the person's expertise.
RAGMA, Feljone G. Coaching and mentoring
The document discusses coaching and mentoring. It defines coaching as short-term and job-focused, while mentoring is long-term and can cross job boundaries. The roles of a coach include focusing on performance, having a specific agenda, and drawing influence from their position. A mentor's focus is on the individual, they act as a facilitator without an agenda, and draw influence from their perceived value. Both coaching and mentoring help individuals achieve their potential by facilitating exploration of needs, setting goals, and encouraging commitment to action and growth. Effective coaching and mentoring maintain an unconditional positive regard and ensure the relationship does not create dependencies.
Week 4BUSI7280 Managing in a Global Context1.docx
Week 4
BUSI7280 Managing in a Global Context
1
Weekly Learning Insights
Some insights still (!) not relating your ideas to the course material
Management may be seen as a process with many aspects
Relate your insights specifically, explicitly to aspect(s) of the management process
Due date for Reflective Essay 1 – 30 August 2019
Week 4
Managing People
3
Your motivation
Relates to the question ‘why are you here?’ are you here to get good marks or to learn something new to help you achieve your goals?
Why are you here?
Small group discussion
Motivation
Equity theory – people will be motivated when they perceive that they are being treated fairly (transactional) – theory of motivation or observation of some people?
Expectancy theory – effort = good performance = reward > attractive reward (the perceived/learned relationship between effort and performance and the value of the outcome) – extrapolation of reinforcement/behaviourism. Learning by association.
Alternative theories
Motivation
Reinforcement theory – behaviours with positive consequences will occur more frequently than behaviours with negative consequences - behaviourism – positive and negative reinforcement, punishment and extinction; e.g. ‘incentivizing’ and bonuses.
Goal setting theory – people will be motivated to the extent to which they accept a goal and receive feedback toward achievement. It is based on the premise that conscious goals affect action.
More alternative theories
Motivation
Goal Orientation Theory – early conceptualizations from the 1970s. Most current research is based on Dweck’s (1989) theory of goal orientation (designed to understand children’s acquisition of new skills) – performance (perform well relative to others) v learning (improve skills) goals (situational characteristics or individual trait)?.
And you guessed it ….
Motivation – a mangerialist approach
https://www.ted.com/talks/dan_pink_on_motivation/discussion
What assumptions are made in this talk?
What are the underlying assumptions?
Motivation
SDT focuses on the ‘nature’ of motivation, that is, the ‘why of behaviour.’
The underlying assumption is that “human beings are active, growth-oriented organisms who are naturally inclined toward integration of their psychic elements into a unified sense of self and integration of themselves into larger social structures” (Deci & Ryan, 2000, p. 229).
Self-Determination Theory
SDT
Doing an activity for its own sake because one finds the activity inherently interesting and satisfying.
Think about your core values and how they relate to the things you love doing.
What sorts of activities are intrinsicly motivating for you?
Intrinsic motivation
SDT
Doing an activity for an instrumental reason.
Some extrinsic motivation can be relatively controlled by external factors.
Some extrinsic motivation can be relatively autonomous - i.e. self-regulated through an individual’s acquired goals and values.
Extrinsic motivation
SD ...
Learning from my Blacksmith's Forge
The document summarizes a keynote presentation on using self-evaluation and planning to drive success. It outlines two maxims: 1) keep things simple and 2) value colleagues' skills and knowledge. It then describes four questions leaders and teams can ask to guide self-evaluation and planning: 1) how well are we performing now? 2) what evidence supports our judgement? 3) what will help and hinder our success? 4) what are we planning to do next? Answering these questions helps create a cycle of continuous improvement through vision, judgement, analysis and action. The document provides guidance on answering each question and emphasizes that meaningful improvement comes from all staff taking responsibility through this process.
Motivation
The document discusses various theories of motivation including:
1. Maslow's hierarchy of needs which identifies physiological, safety, love, esteem and self-actualization needs.
2. McGregor's Theory X and Theory Y which propose negative and positive views of employee motivation.
3. Herzberg's two-factor theory which distinguishes between hygiene and motivator factors.
It also discusses McClelland's need for achievement, power and affiliation theories and cognitive evaluation theory about the interaction between intrinsic and extrinsic motivation. Goal setting theory emphasizes that specific, difficult goals with feedback improve performance.
Thanuja Resume
Palla Thanuja has over 10 years of experience in human resources, operations management, counseling, and training. She is seeking a role in corporate law, management, or finance that will allow her to gain exposure across different sectors. She has held positions managing centers and teams, conducting training programs, and counseling individuals and groups. Her experience spans various industries including education, IT, and nonprofit organizations.
Team Leadership
The team leader is the main link between the organization’s goals and the people who are responsible for the daily activities that make those goals a reality. Because of the necessary and integral role that this position plays, it is obvious that good team leaders are key to the success of any organization.
Many everyday decisions required within this role affect the revenue, productivity, service levels as well as attitudes and morale. With a role and function of this magnitude, it would seem logical that the process of becoming a team leader would require years of training. However, most team leaders have had little or no training in the required skills.More often than not, today’s teams leaders are men and women who have been promoted from being a superworker to being a team leader. However with the development of some key skills, the superworker can successfully transition into a super team leader!
Learn how to :
Understand the roles and function of a successful team leader
Maximize their power of influence to build a cohesive and productive team
Create clear results-focused action plans
Manage their time to ensure deadlines are met and projects are brought to a successful completion
How to be effective in the workplaces?
The article is good for all those who want to increase their workplace effectiveness that is followed by higher rewards and recognition.
Training, Learning, Talent Management and Development
This document discusses training, learning, talent management, and development. It defines training as systematically developing knowledge, skills, and attitudes to perform tasks. Socialization refers to the process of adapting to a new job and involves feelings of anxiety during the first day. Effective training identifies skills needed, assesses current skills, identifies gaps, and provides a plan to improve performance through on-the-job and off-the-job methods like lectures, case studies, and coaching. Reinforcement and behavior modification aim to encourage desirable behaviors through positive and negative consequences.
Similar to Mars - Quick Understanding for beginner's (20)
Teambuilding - Meredith Belbin framework and application
Teambuilding - Meredith Belbin framework and application
Fundamentals of Organizational Behavior by Dr. B. J. Mohite
Fundamentals of Organizational Behavior by Dr. B. J. Mohite
MANAGEMENT AND BUSINESS ORGANIZATION How do managers group task into jobs tha...
MANAGEMENT AND BUSINESS ORGANIZATION How do managers group task into jobs tha...
SMART EARNING BILLION DOLLAR - INITIATING A TEAM - - SUCCESS IN BUSINESS
SMART EARNING BILLION DOLLAR - INITIATING A TEAM - - SUCCESS IN BUSINESS
Training, Learning, Talent Management and Development
Training, Learning, Talent Management and Development
Recently uploaded
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
How to Manage Reception Report in Odoo 17
A business may deal with both sales and purchases occasionally. They buy things from vendors and then sell them to their customers. Such dealings can be confusing at times. Because multiple clients may inquire about the same product at the same time, after purchasing those products, customers must be assigned to them. Odoo has a tool called Reception Report that can be used to complete this assignment. By enabling this, a reception report comes automatically after confirming a receipt, from which we can assign products to orders.
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 8 - CẢ NĂM - FRIENDS PLUS - NĂM HỌC 2023-2024 (B...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 8 - CẢ NĂM - FRIENDS PLUS - NĂM HỌC 2023-2024 (B...Nguyen Thanh Tu Collection
https://app.box.com/s/nrwz52lilmrw6m5kqeqn83q6vbdp8yzpHow to Fix [Errno 98] address already in use
This slide will represent the cause of the error “[Errno 98] address already in use” and the troubleshooting steps to resolve this error in Odoo.
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
Geography as discipline
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...Nguyen Thanh Tu Collection
https://app.box.com/s/tacvl9ekroe9hqupdnjruiypvm9rdaneEducational Technology in the Health Sciences
Plenary presentation at the NTTC Inter-university Workshop, 18 June 2024, Manila Prince Hotel.
How to Predict Vendor Bill Product in Odoo 17
This slide will guide us through the process of predicting vendor bill products based on previous purchases from the vendor in Odoo 17.
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
Practical manual for National Examination Council, Nigeria.
Contains guides on answering questions on the specimens provided
Wound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
A Free 200-Page eBook ~ Brain and Mind Exercise.pptx
(A Free eBook comprising 3 Sets of Presentation of a selection of Puzzles, Brain Teasers and Thinking Problems to exercise both the mind and the Right and Left Brain. To help keep the mind and brain fit and healthy. Good for both the young and old alike.
Answers are given for all the puzzles and problems.)
With Metta,
Bro. Oh Teik Bin 🙏🤓🤔🥰
Bossa N’ Roll Records by Ismael Vazquez.
Bossa N Roll Records presentation by Izzy Vazquez for Music Retail and Distribution class at Full Sail University
HYPERTENSION - SLIDE SHARE PRESENTATION.
IT WILL BE HELPFULL FOR THE NUSING STUDENTS
IT FOCUSED ON MEDICAL MANAGEMENT AND NURSING MANAGEMENT.
HIGHLIGHTS ON HEALTH EDUCATION.
Recently uploaded (20)
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 8 - CẢ NĂM - FRIENDS PLUS - NĂM HỌC 2023-2024 (B...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 8 - CẢ NĂM - FRIENDS PLUS - NĂM HỌC 2023-2024 (B...
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
SWOT analysis in the project Keeping the Memory @live.pptx
SWOT analysis in the project Keeping the Memory @live.pptx
A Free 200-Page eBook ~ Brain and Mind Exercise.pptx
A Free 200-Page eBook ~ Brain and Mind Exercise.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
Mars - Quick Understanding for beginner's
- 1. MARS NANDINI
- 2. About Mars Why Mars? MARS is the acronym for: MOTIVATION, ABILITY, ROLE PERCEPTIONS and SITUATIONAL FACTORS. Defines the individual behaviors under the internal, external situations, factors and circumstances. Helps to understand individualEmployeeTeam member voluntary behavior and performance. All the four factors go hand in hand, if one of them is weak or low; performance may be impacted. Designed For Specifically designed for Management, Industrial Psychology or Organizational Behavior studies.
- 3. MOTIVATION DirectionLeadership Person has a choices to spend their efforts. Focused by Goals Intensity Amount of work allocated to achieve a task or goal. Persistence Continuous efforts for a particular amount of time Direction, Intensity and Persistence is a mentalintellectual thought that cause people to move
- 4. Ability Aptitude Natural talent of an individual to perform learn a task with minimum turn around time. Tasks are accurate and performance is better. There are mental and physical aptitude which helps to improve the current aptitude Learned Capabilities Existing knowledge, acquired from various sources, experiences or education Competencies Ability to do something well Person Job Fit Higher performance. Increase the employee’s well-being. Three ways to match the job- Hire qualified people, Train people, Job redesign to adapt existing employee capacities.
- 5. Role Perceptions Good understanding of role and responsibilities. Impact of their assigned task on the related areas. Understand the preferred behaviors to accomplish the respective tasks. Clarity on Role Perception. Plan and spend time and resources on a given task.
- 6. Situational Factors External Budget Work Facilities. Required Tools and Technology. Equipment's. Organization Time allocated. Resources available. Facilities.