This document provides an overview of motivation theories including:
- Maslow's hierarchy of needs which proposes that people are motivated to fulfill basic needs before advancing to other needs.
- Herzberg's two-factor theory which argues that job satisfaction and dissatisfaction exist on separate continua with different factors.
- ERG theory which adapted Maslow's hierarchy into three factors: existence, relatedness, and growth.
- McClelland's needs theory which focuses on achievement, power, and affiliation as key motivators.
- Vroom's expectancy theory which proposes that motivation depends on valuing rewards, expecting to receive them through good performance, and believing one is capable of achieving goals.
It also discusses
Maslow’s-Hierarchy of Needs Theory Alderfer's ERG Theory McClelland’s Theor...Shilpi Arora
Maslow’s-Hierarchy of Needs Theory
Alderfer's ERG Theory
McClelland’s Theory of Needs
Herzberg's Two Factor Theory
Carrot and Stick Theory
Vroom’s Expectancy Theory
Equity Theory
The document discusses several theories of motivation, including:
1. Goal setting theory which proposes that goals influence employee effort, attention, persistence and strategies to accomplish tasks.
2. Expectancy theory which suggests that motivation depends on an employee's belief that effort will lead to good performance and that performance will be rewarded.
3. Maslow's hierarchy of needs theory which proposes that people are motivated to fulfill basic needs before moving to higher-level needs of achievement and self-actualization.
What is motivation? Significance
How to motivate employees in an Organization?
Theories of motivation
Maslow hierarchy of needs theory.
ERG motivation theory Alderfer.
McClelland achievement and acquired needs theory.
Stacey Adams equity theory.
Hertzberg hygiene factors and motivators theory.
Vroom expectancy motivation theory.
Hackman and Oldham job characteristics model.
This chapter discusses motivation in the workplace. It covers the differences between internal and external motivation, five characteristics of motives, and five influential motivation theories including Maslow's hierarchy of needs, Herzberg's motivation-maintenance theory, expectancy theory, and McGregor's theory X and theory Y. Contemporary motivation strategies discussed include job design, incentives, learning opportunities, empowerment, and motivating different generations. The chapter also reviews self-motivation strategies such as nurturing grit, taking action outside one's comfort zone, and striving for balance.
This document summarizes key concepts related to motivation. It begins by defining motivation and listing its characteristics. The importance of motivation for improving performance and reducing absenteeism and turnover is then outlined. The document proceeds to discuss major content theories of motivation proposed by Maslow, Alderfer, Herzberg, and McClelland. Process theories of reinforcement, expectancy, and equity are also summarized. The document concludes by discussing the application of motivational theories in organizational behavior.
This document discusses various theories of motivation and how they relate to job performance. It covers content theories like Maslow's hierarchy of needs theory and ERG theory, process theories like equity theory and expectancy theory, and reinforcement theory. The document also discusses how companies can apply these motivation concepts, such as through goal-setting, rewards, and praise.
The document discusses various theories of motivation in the workplace and strategies for improving employee motivation and performance. It covers key motivation theories including Maslow's hierarchy of needs, McClelland's three needs theory, Herzberg's motivation-hygiene theory, expectancy theory, equity theory, and goal-setting theory. It also provides tips for motivation such as effective communication, involving employees in decision-making, recognizing efforts, matching skills to tasks, allowing freedom and rewarding performance. The overall aim is to understand factors that motivate people and how motivation can be improved in the workplace.
This document discusses various theories of employee motivation. It describes Maslow's hierarchy of needs which argues that people are motivated to fulfill physiological, safety, belongingness, esteem, and self-actualization needs. It also discusses Alderfer's ERG theory and Hertzberg's two-factor theory of motivation and hygiene factors. The importance of motivation for employee performance is discussed.
Maslow’s-Hierarchy of Needs Theory Alderfer's ERG Theory McClelland’s Theor...Shilpi Arora
Maslow’s-Hierarchy of Needs Theory
Alderfer's ERG Theory
McClelland’s Theory of Needs
Herzberg's Two Factor Theory
Carrot and Stick Theory
Vroom’s Expectancy Theory
Equity Theory
The document discusses several theories of motivation, including:
1. Goal setting theory which proposes that goals influence employee effort, attention, persistence and strategies to accomplish tasks.
2. Expectancy theory which suggests that motivation depends on an employee's belief that effort will lead to good performance and that performance will be rewarded.
3. Maslow's hierarchy of needs theory which proposes that people are motivated to fulfill basic needs before moving to higher-level needs of achievement and self-actualization.
What is motivation? Significance
How to motivate employees in an Organization?
Theories of motivation
Maslow hierarchy of needs theory.
ERG motivation theory Alderfer.
McClelland achievement and acquired needs theory.
Stacey Adams equity theory.
Hertzberg hygiene factors and motivators theory.
Vroom expectancy motivation theory.
Hackman and Oldham job characteristics model.
This chapter discusses motivation in the workplace. It covers the differences between internal and external motivation, five characteristics of motives, and five influential motivation theories including Maslow's hierarchy of needs, Herzberg's motivation-maintenance theory, expectancy theory, and McGregor's theory X and theory Y. Contemporary motivation strategies discussed include job design, incentives, learning opportunities, empowerment, and motivating different generations. The chapter also reviews self-motivation strategies such as nurturing grit, taking action outside one's comfort zone, and striving for balance.
This document summarizes key concepts related to motivation. It begins by defining motivation and listing its characteristics. The importance of motivation for improving performance and reducing absenteeism and turnover is then outlined. The document proceeds to discuss major content theories of motivation proposed by Maslow, Alderfer, Herzberg, and McClelland. Process theories of reinforcement, expectancy, and equity are also summarized. The document concludes by discussing the application of motivational theories in organizational behavior.
This document discusses various theories of motivation and how they relate to job performance. It covers content theories like Maslow's hierarchy of needs theory and ERG theory, process theories like equity theory and expectancy theory, and reinforcement theory. The document also discusses how companies can apply these motivation concepts, such as through goal-setting, rewards, and praise.
The document discusses various theories of motivation in the workplace and strategies for improving employee motivation and performance. It covers key motivation theories including Maslow's hierarchy of needs, McClelland's three needs theory, Herzberg's motivation-hygiene theory, expectancy theory, equity theory, and goal-setting theory. It also provides tips for motivation such as effective communication, involving employees in decision-making, recognizing efforts, matching skills to tasks, allowing freedom and rewarding performance. The overall aim is to understand factors that motivate people and how motivation can be improved in the workplace.
This document discusses various theories of employee motivation. It describes Maslow's hierarchy of needs which argues that people are motivated to fulfill physiological, safety, belongingness, esteem, and self-actualization needs. It also discusses Alderfer's ERG theory and Hertzberg's two-factor theory of motivation and hygiene factors. The importance of motivation for employee performance is discussed.
This document discusses motivation in the workplace. It defines motivation and explains that individual traits like self-esteem, intrinsic motivation, and need for achievement can impact an employee's motivation. Several theories of motivation are described, including needs-based theories like Maslow's hierarchy of needs and ERG theory, job-based theories like two-factor theory, cognitive theories focused on decision-making, and behavioral approaches using rewards and feedback. Managers can apply motivational theories to attraction, performance, retention, and commitment. Both tangible and intangible rewards can be used to motivate employees.
This document provides an overview of motivation theories and strategies for motivating employees. It discusses:
1) Common motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory. These theories explain how internal and external factors influence motivation.
2) Strategies for motivating employees such as setting clear expectations, being fair and consistent, developing teamwork, and rewarding desirable behavior.
3) The importance of motivation for improving performance, communication, and job satisfaction. Motivation comes from internal drives and external incentives that direct behavior toward goals.
This document discusses various tips and strategies for boosting employee morale and motivation in the workplace. It outlines approaches like supervisors greeting employees, writing personal notes, inviting part-time staff to social events, and allowing flexible work hours. The document also summarizes several major motivation theories including Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's motivational drives of achievement, affiliation, competence and power.
Session 9 motivation and peak performance ( SMS )Amaan Hussain
This document discusses motivation and peak performance. It defines motivation and explains the motivation process, which involves identifying needs, finding ways to satisfy them, engaging in goal-directed behavior, performing acts, receiving rewards or punishments, and reassessing needs. Intrinsic and extrinsic motivation are explained. Motivational theories covered include expectancy theory, drive reduction theory, Maslow's hierarchy of needs, goal setting theory, and McClelland's theory of needs. Demotivating factors and the importance of motivation are also discussed. Peak performers are said to lead balanced lives, care about their careers, rehearse tasks, seek results but not perfection, take risks, rely on themselves, and compete with self.
This document discusses motivation in the workplace. It defines motivation and outlines several theories of motivation, including instinct, incentive, arousal, drive, and humanistic theories. It discusses why motivating both employees and managers is important for productivity, revenue, and satisfaction. It provides techniques for motivating managers, such as praise, respect, education, feedback, and incentives. For motivating employees, it suggests treating them as partners, keeping them informed, providing training and resources, and building trust. The conclusion emphasizes that small gestures and relationships with managers are often more motivating than material rewards.
This document discusses motivation in the workplace. It defines motivation and outlines several theories of motivation, including instinct, incentive, arousal, drive, and humanistic theories. It discusses why motivating both employees and managers is important for productivity and performance. It provides techniques for motivating managers, such as praise, respect, education, feedback, and incentives. For motivating employees, it suggests treating them as partners, keeping them informed, providing training and resources, and building trust. The conclusion emphasizes that what motivates individuals varies and small gestures can be effective.
This document discusses motivation theories relevant for managers. It covers:
1. Motivation is complex with different approaches needed to motivate employees, such as meeting needs, job design, and equitable treatment.
2. Content theories (e.g. Maslow's hierarchy of needs, Herzberg's two-factor theory) examine what motivates people based on needs. Process theories (e.g. expectancy, equity, goal-setting) explain how people are motivated.
3. Theories have implications for managers to understand employee motivation and ensure fairness to keep workers stimulated towards organizational goals. A motivated workforce is important for managerial success.
Motivation & Theories of Motivation(1).pptxElsaCherian1
Maslow's hierarchy of needs proposes that lower level needs must be satisfied before higher level needs can be addressed. Herzberg's two-factor theory separates job factors into hygiene factors that prevent dissatisfaction and motivational factors that encourage satisfaction. McClelland's three-needs theory identifies achievement, power, and affiliation as key motivators. Vroom's expectancy theory states that motivation depends on expectancy, instrumentality, and valence. Adams' equity theory proposes that employees seek fair balance between their own inputs and outputs compared to others.
The document discusses several theories of motivation:
1. Content theories examine what motivates people, such as Maslow's hierarchy of needs theory, ERG theory, and McClelland's acquired needs theory.
2. Process theories look at how people are motivated and make work-related decisions.
3. Herzberg's two-factor theory proposes that different factors cause satisfaction versus dissatisfaction at work. Satisfiers like achievement motivate, while hygiene factors like salary prevent dissatisfaction.
4. McGregor's Theory X and Y describe different views of employee motivation, with Theory Y assuming employees want responsibility and are self-motivated, leading to better performance.
This document summarizes several theories of motivation and how they can be applied in workplace settings. It discusses Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, goal-setting theory, and various techniques for motivating employees including job enrichment, participation programs, quality of worklife programs, and reward systems. The key takeaways are that job satisfaction and performance are influenced by both intrinsic and extrinsic factors, and managers can enhance motivation by understanding employee needs and designing enriched jobs and goals.
1. The document discusses motivation in the workplace, including definitions, importance, and theories.
2. It provides examples of how one company owner improved employee motivation by implementing training programs, monthly meetings, a suggestion box, and additional paid time off. Morale increased as a result.
3. Major motivation theories discussed include Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three needs theory.
The document outlines learning topics on motivation from several chapters including:
- Defining motivation and discussing early theories like Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's motivation-hygiene theory
- Contemporary theories like McClelland's three needs, goal-setting theory, reinforcement theory, and the job characteristics model
- Issues of motivation including expectancy theory, equity theory, and challenges of motivating diverse groups
This is all about Motivation and motivation theory. if u further need any help you can contact with me on the following email address kcb.brurcse42@gmail,com .
The document discusses various theories of motivation. It begins by explaining Maslow's hierarchy of needs theory, which proposes that people are motivated to fulfill basic needs first, and then progress to fulfilling higher-level needs for esteem, belonging, and self-actualization. Next, it summarizes McGregor's Theory X and Theory Y, which describe assumptions about employee motivation and the appropriate management styles. It then provides an overview of Herzberg's two-factor theory of motivation and hygiene factors. The document also briefly explains ERG theory and McClelland's theory of needs focused on achievement, power and affiliation. It concludes with discussing implications of these theories for managers in motivating employees.
Motivation Theories Of Motivation And Motivation EssayMichelle Bojorquez
The document discusses several theories of motivation, including:
- Maslow's hierarchy of needs theory, which proposes that basic needs must be met before higher-level needs can be fulfilled.
- Cognitive theories of motivation that examine how cognition and thinking influence motivation.
- Different forms of motivation like intrinsic motivation driven by internal factors and extrinsic motivation driven by external factors.
- Profiles of common motivational problems in students like being defensive or pretending to not try to avoid appearing dumb.
- Recommendations for motivating students including appealing to their growth needs and partnering struggling students with others.
This document discusses motivation in the workplace. It defines motivation as the process of influencing others to work through rewards, according to Edwin Flippo. The document outlines several characteristics of motivation, including that it is a continuous, psychological, dynamic, and goal-oriented process influenced by social and cultural factors. Motivation can be positive through incentives or negative through penalties. Motivation improves employee performance, quality, and retention while reducing absenteeism. Theories discussed include Maslow's hierarchy of needs and Herzberg's two-factor theory.
The document discusses several theories of motivation including:
- Theory X and Theory Y, which propose different assumptions about employee attitudes towards work.
- Intrinsic and extrinsic motivation, referring to internal and external drivers.
- Needs theories including Maslow's hierarchy, Herzberg's two-factor theory, and McClelland's needs theory, which propose that satisfying different needs drives motivation.
- Process theories including Expectancy theory and Goal-setting theory, which look at how expectations and goal-setting impact motivation.
The document discusses motivation and its importance in organizational behavior. It defines motivation and explores various motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's achievement motivation theory. It also discusses the role of motivation in performance appraisal, reward systems, job satisfaction, and job design approaches like job rotation and enrichment. Key elements of goal setting theory and its use in management by objectives are explained.
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.
This document discusses motivation in the workplace. It defines motivation and explains that individual traits like self-esteem, intrinsic motivation, and need for achievement can impact an employee's motivation. Several theories of motivation are described, including needs-based theories like Maslow's hierarchy of needs and ERG theory, job-based theories like two-factor theory, cognitive theories focused on decision-making, and behavioral approaches using rewards and feedback. Managers can apply motivational theories to attraction, performance, retention, and commitment. Both tangible and intangible rewards can be used to motivate employees.
This document provides an overview of motivation theories and strategies for motivating employees. It discusses:
1) Common motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory. These theories explain how internal and external factors influence motivation.
2) Strategies for motivating employees such as setting clear expectations, being fair and consistent, developing teamwork, and rewarding desirable behavior.
3) The importance of motivation for improving performance, communication, and job satisfaction. Motivation comes from internal drives and external incentives that direct behavior toward goals.
This document discusses various tips and strategies for boosting employee morale and motivation in the workplace. It outlines approaches like supervisors greeting employees, writing personal notes, inviting part-time staff to social events, and allowing flexible work hours. The document also summarizes several major motivation theories including Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's motivational drives of achievement, affiliation, competence and power.
Session 9 motivation and peak performance ( SMS )Amaan Hussain
This document discusses motivation and peak performance. It defines motivation and explains the motivation process, which involves identifying needs, finding ways to satisfy them, engaging in goal-directed behavior, performing acts, receiving rewards or punishments, and reassessing needs. Intrinsic and extrinsic motivation are explained. Motivational theories covered include expectancy theory, drive reduction theory, Maslow's hierarchy of needs, goal setting theory, and McClelland's theory of needs. Demotivating factors and the importance of motivation are also discussed. Peak performers are said to lead balanced lives, care about their careers, rehearse tasks, seek results but not perfection, take risks, rely on themselves, and compete with self.
This document discusses motivation in the workplace. It defines motivation and outlines several theories of motivation, including instinct, incentive, arousal, drive, and humanistic theories. It discusses why motivating both employees and managers is important for productivity, revenue, and satisfaction. It provides techniques for motivating managers, such as praise, respect, education, feedback, and incentives. For motivating employees, it suggests treating them as partners, keeping them informed, providing training and resources, and building trust. The conclusion emphasizes that small gestures and relationships with managers are often more motivating than material rewards.
This document discusses motivation in the workplace. It defines motivation and outlines several theories of motivation, including instinct, incentive, arousal, drive, and humanistic theories. It discusses why motivating both employees and managers is important for productivity and performance. It provides techniques for motivating managers, such as praise, respect, education, feedback, and incentives. For motivating employees, it suggests treating them as partners, keeping them informed, providing training and resources, and building trust. The conclusion emphasizes that what motivates individuals varies and small gestures can be effective.
This document discusses motivation theories relevant for managers. It covers:
1. Motivation is complex with different approaches needed to motivate employees, such as meeting needs, job design, and equitable treatment.
2. Content theories (e.g. Maslow's hierarchy of needs, Herzberg's two-factor theory) examine what motivates people based on needs. Process theories (e.g. expectancy, equity, goal-setting) explain how people are motivated.
3. Theories have implications for managers to understand employee motivation and ensure fairness to keep workers stimulated towards organizational goals. A motivated workforce is important for managerial success.
Motivation & Theories of Motivation(1).pptxElsaCherian1
Maslow's hierarchy of needs proposes that lower level needs must be satisfied before higher level needs can be addressed. Herzberg's two-factor theory separates job factors into hygiene factors that prevent dissatisfaction and motivational factors that encourage satisfaction. McClelland's three-needs theory identifies achievement, power, and affiliation as key motivators. Vroom's expectancy theory states that motivation depends on expectancy, instrumentality, and valence. Adams' equity theory proposes that employees seek fair balance between their own inputs and outputs compared to others.
The document discusses several theories of motivation:
1. Content theories examine what motivates people, such as Maslow's hierarchy of needs theory, ERG theory, and McClelland's acquired needs theory.
2. Process theories look at how people are motivated and make work-related decisions.
3. Herzberg's two-factor theory proposes that different factors cause satisfaction versus dissatisfaction at work. Satisfiers like achievement motivate, while hygiene factors like salary prevent dissatisfaction.
4. McGregor's Theory X and Y describe different views of employee motivation, with Theory Y assuming employees want responsibility and are self-motivated, leading to better performance.
This document summarizes several theories of motivation and how they can be applied in workplace settings. It discusses Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, goal-setting theory, and various techniques for motivating employees including job enrichment, participation programs, quality of worklife programs, and reward systems. The key takeaways are that job satisfaction and performance are influenced by both intrinsic and extrinsic factors, and managers can enhance motivation by understanding employee needs and designing enriched jobs and goals.
1. The document discusses motivation in the workplace, including definitions, importance, and theories.
2. It provides examples of how one company owner improved employee motivation by implementing training programs, monthly meetings, a suggestion box, and additional paid time off. Morale increased as a result.
3. Major motivation theories discussed include Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three needs theory.
The document outlines learning topics on motivation from several chapters including:
- Defining motivation and discussing early theories like Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's motivation-hygiene theory
- Contemporary theories like McClelland's three needs, goal-setting theory, reinforcement theory, and the job characteristics model
- Issues of motivation including expectancy theory, equity theory, and challenges of motivating diverse groups
This is all about Motivation and motivation theory. if u further need any help you can contact with me on the following email address kcb.brurcse42@gmail,com .
The document discusses various theories of motivation. It begins by explaining Maslow's hierarchy of needs theory, which proposes that people are motivated to fulfill basic needs first, and then progress to fulfilling higher-level needs for esteem, belonging, and self-actualization. Next, it summarizes McGregor's Theory X and Theory Y, which describe assumptions about employee motivation and the appropriate management styles. It then provides an overview of Herzberg's two-factor theory of motivation and hygiene factors. The document also briefly explains ERG theory and McClelland's theory of needs focused on achievement, power and affiliation. It concludes with discussing implications of these theories for managers in motivating employees.
Motivation Theories Of Motivation And Motivation EssayMichelle Bojorquez
The document discusses several theories of motivation, including:
- Maslow's hierarchy of needs theory, which proposes that basic needs must be met before higher-level needs can be fulfilled.
- Cognitive theories of motivation that examine how cognition and thinking influence motivation.
- Different forms of motivation like intrinsic motivation driven by internal factors and extrinsic motivation driven by external factors.
- Profiles of common motivational problems in students like being defensive or pretending to not try to avoid appearing dumb.
- Recommendations for motivating students including appealing to their growth needs and partnering struggling students with others.
This document discusses motivation in the workplace. It defines motivation as the process of influencing others to work through rewards, according to Edwin Flippo. The document outlines several characteristics of motivation, including that it is a continuous, psychological, dynamic, and goal-oriented process influenced by social and cultural factors. Motivation can be positive through incentives or negative through penalties. Motivation improves employee performance, quality, and retention while reducing absenteeism. Theories discussed include Maslow's hierarchy of needs and Herzberg's two-factor theory.
The document discusses several theories of motivation including:
- Theory X and Theory Y, which propose different assumptions about employee attitudes towards work.
- Intrinsic and extrinsic motivation, referring to internal and external drivers.
- Needs theories including Maslow's hierarchy, Herzberg's two-factor theory, and McClelland's needs theory, which propose that satisfying different needs drives motivation.
- Process theories including Expectancy theory and Goal-setting theory, which look at how expectations and goal-setting impact motivation.
The document discusses motivation and its importance in organizational behavior. It defines motivation and explores various motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's achievement motivation theory. It also discusses the role of motivation in performance appraisal, reward systems, job satisfaction, and job design approaches like job rotation and enrichment. Key elements of goal setting theory and its use in management by objectives are explained.
Similar to Motivation for professional excellence.pptx (20)
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.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
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
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
1. Dr. A.C.Pandey
Department of Commerce & Business Administration
University of Allahabad
(A Central University)
Copyright:Dr.Akhilesh Chandra Pandey
2. Before you begin . . .
Determine your personal learning goals.What do
you want to get from this training?
These slides will give an understanding of time
management regarding
Motivation,motivational theories of Maslow,Herzberg
etc.
Importance of motivation
Different theories
Improving work performance by motivation.
Points you may want to discuss after this presentation
3. This presentation will help you:
Understand myths about Motivation
Identify your personal attitudes toward
motivation
Discuss key steps in Motivation
Recognize internal/external demotivating
factors
Utilize techniques and methods of motivation
4. Motivation,Motivation,Motivation…
Why do think that motivation is required at workplace ?
What is Productivity ?????
How does motivation help in Efficiency?
How doe motivation help in increased Effectiveness?
5. Myths of Motivation
Having a job should be motivational enough. In
some job markets, such as the Great Recession, this might be true, but
not incenting employees because jobs are temporarily scarce is
shortsighted. And once more opportunities become available, you might
experience low retention.
Money is the greatest motivator.While fair
and competitive compensation helps recruit and retain top talent,
monetary rewards are not always the best motivators. In fact, 72% of
people surveyed said they would work harder if their managers better
recognized them in general.
Nothing lights fire like fear. Fear isn’t a good motivator; it’s
a great motivator. Just ask anyone who has ever been fearful of losing his job or
livelihood. But fear’s power is usually only temporary. Over time, it creates a
stressful, unhealthy environment—one that good employees will soon leave behind.
6. Myths of Motivation
Good motivation theories and practices will
work for all employees. If your workforce involves
more than one person, you can bet each has his own individual
motivators. There is no one-size-fits all approach for motivating
people. Motivate appropriately and effectively by knowing each
member of your team.
Employees are either naturally motivated or
they aren’t. Thinking that some are more inherently
motivated than others is one of the most dangerous
misunderstandings of all. Officers /managers who label
subordinates/employees as either fundamentally “lazy” or “driven”
fail to see and inspire individual potential to rise to life.
7. Motives
Latin word movere means ‘to move’
An inner state that energizes,
activates(or Moves) and directs (or
Channels) the behavior of individuals
towards certain goals.The strong need
or motive creates high tension or
disequilibrium in a person and makes him
restless until the need is fulfilled.
8. Motives-types
Primary motives: Unlearned and
Physiological,Biological
Example:Hunger,Pain, Sleep,
General Motives- Stimulus motives
Example: Curiosity,Manipulation, Activity
motive and affection motive
Secondary motives:Power,
achievement, Affiliation,Security,Status
9. Basic Motivation Process
1.Need (Deficiency)
Physiological or Psychological imbalance
2.Drive(Deficiency with direction)
It is action oriented and provide an emerging thrust
towards goal accomplishment.
3.Goals/Incentives (Reduction of drives and
fulfills deficiencies)
10. 3 Basic Phases of Motivation
Effort-The strength of a person’s work
related behaviour is determined by the
amount of effort devoted for the activity.
Persistence-M should be persistence in
their efforts.
Direction-The goal achievement requires a
clear direction in addition to persistent hard
work.It enhances the level and quality of
output
11. 5 Steps of Motivation Process
Identify Unsatisfied Needs and Motives
Tension/Disequilibrium
Movement/Action to satisfy needs and
motives
Goal accomplishment
Feedback,possible modification of
unsatisfied need
12. Maslow’s Hierarchy of Needs
Theory
Abraham Maslow first introduced the concept
of a hierarchy of needs in his 1943 paper,
titled "A Theory of Human Motivation," and
again in his subsequent book, "Motivation and
Personality.“
This hierarchy suggests that people are
motivated to fulfill basic needs before moving
on to other, more advanced needs.
13.
14. Features of motivation
Motivation is individual’s internal feeling
Motivation is goal-oriented
Motivation is a continuous process
Motivation may be positive or negative
Motivation may be monetary or non-monetary
Motivation may be considered in totality, not in piecemeal
Motivation is a psychological phenomenon that converts
abilities into performance
Motivation is the product of anticipated values(Valence-V)
from an action and the perceived probability(Expectency)
that these values would be attained by the actions.M=VxE
16. Herzberg's motivation-hygiene theory
The two-factor theory argues that job
satisfaction and dissatisfaction exist on two
different continuum, each with its own set of
factors. This runs contrary to the traditional
view of job satisfaction,which posits that job
satisfaction and dissatisfaction are
interdependent.
17. ERG Theory
Clayton Alderfer developed Maslow’s
Hierarchy of Needs into a three factor
model of motivation know as the ERG
model. In this model the letter E, R, &
G each stand for a different human
need: existence, relatedness and
growth.
20. Vroom’s Expectancy Theory of
Motivation
Individuals are motivated to do something by 3 things.
They are motivated when they value the Reward
associated with an Action
Trust that they’ll receive the reward if they do a good
job
and believe that they have the ability to achieve their
objectives by working hard.
21. Reinforcement theory
It is a psychological principle suggesting that
behaviors are shaped by their consequences, and
that individual behaviors can be changed through
reinforcement, punishment and extinction.
Behavioral Psychologist B.F.Skinner - A person's
internal needs and drives are not important areas of
concern because their current behaviors follow the
law of effect and are based on the consequences of
former behaviors.This means that behaviors can be
altered or manipulated over time.
CDP - Clean Desk Policy
22. Motivation- Dynamic Concept
The expectancy theory approaches motivation
as a process that is constantly changing
dependent upon the individuals’ situation
which means that motivation is not a static
concept rather it changes during the course of
an employees’ life, as a result of changes in
the individuals’ values and desires.
23. 3 Important aspects of Employee
motivation
The organizational tasks and goals must
be achievable
The establishment of impossible goals will result in
frustration rather than motivation, which may lead to
lower productivity and performance. Therefore, it is vital
that the employee is confident that his/her ability is
sufficient for a successful achievement of the goals.The
organizational goals should be perceived as challenging
but not impossible.
24. B. Officers/Managers should be aware that employees are
reward seekers in the sense that unrewarded goals are
commonly disregarded because the additional effort is perceived
as worthless.
C. Employees are highly critical of the rewards. In order words,
managers must offer rewards that the employees regard as
valuable and/or desirable in order to enhance the level of
motivation
25.
26. Case Study-Motivation in the
office
Motivation-Addressing specific morale
issues-Group Discussion
Why are you not motivated to work?
Why are you motivated to work?
28. Personality
It is the characteristic sets
of behaviors, cognitions,
and emotional patterns that are formed from
biological and environmental factors, and
which change over time.
P theories focus
on motivation and psychological interactions
with the environment one is surrounded by.
P=HxE
29. Big Five
Openness to experience
Conscientiousness
Extraversion
Agreeableness
Neuroticism (or emotional stability)
known as "OCEAN". These components are generally
stable over time, and about half of the variance
appears to be attributable to a person's genetics rather
than the effects of one's environment