Motivation PowerPoint PPT Content Modern Sample
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142 slides include: understanding needs vs. wants, factors for motivation, employee rewards, offering praise/recognition, types of motivation, job enrichment, the role of money and motivation, incentive programs, motivation ironies, boosting efficiency, 30 ways to motivate, Maslow's hierarchy, how to's and more.
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Presentation On Motivation
Motivation is like an accelerator in a vehicle. A vehicle keeps moving at the pace decided by its accelerator. The moment accelerator is reduced, vehicle’s speed reduces and it may come to a standstill if there is no further acceleration. Alternatively, if brakes are applied, there will be an abrupt reduction in the speed of the vehicle and it may come to a standstill.
This is true to human beings as well. As long as they are motivated they keep working and producing extraordinary results. The moment there is a drop in their acceleration (motivation), results start diminishing. Of course, applying brakes (dissatisfaction/demotivation) certainly bring them to a halt. The only difference is that unlike a vehicle, human beings have different types of accelerator and brake.
Therefore, the book, Why My Horse Doesn't Drink' will help readers to identify the ways that may accelerate or slow down the speed of their team members. Chapter ‘How to motivate’ talks about the points that accelerate and chapter ‘How not to demotivate’ explains the factors that may work as brakes to performance. Thereby readers will be able to make best use of their vehicle (Team Members).
MOTIVATION POWERPOINT
Motivation PowerPoint Slides include topics such as: understanding needs vs. wants, factors for motivation, employee rewards, offering praise/recognition, types of motivation, job enrichment, the role of money and motivation, incentive programs, motivation ironies, boosting efficiency, 30 ways to motivate, Maslow's hierarchy, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. You may use this product over and over again. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Happiness at Work
It's obvious that happiness plays a key role in our lives. A study of over 250,000 people found that happiness leads to many positive benefits, including: higher income, more productivity, higher energy, better relationships, and better health.
Surprisingly, it's not success that causes happiness, but being happy that tends to lead to success. Studies have identified three common factors that can increase our happiness at work—and in life.
Autonomy
Employees with autonomy—whether managing their own time or deciding what they work on and when—have greater job satisfaction and report more fulfilling lives.
People with high income but little autonomy are usually much less happy than people with low income but control over what they do.
Finding ways to control your work with time-management skills and productivity tools can bring peace to your schedule and happiness to your job.
Purpose
We want to feel that we matter and that we make a difference. Data from 11,000 U.S. workers showed that the strongest predictor of meaningfulness at work was the belief that the job had a positive impact on others.
Finding meaning in what you do gives longterm inner satisfaction.
Mastery
One common habit of people who are happy at work is that they identify their strengths and skills and are committed to continuously improving as a lifetime goal.
Acquiring a new skill or improving one you already have is easier than ever thanks to on-demand elearning sites. For example, you can learn: software, leadership, finance, and more whenever and wherever you like and learn from top instructors who meet you where you’re at—beginner, advanced, or anywhere in between—to boost your confidence, keep you happy, and get the job done!
lynda.com and other elearning platforms aid mastery by reproducing the best teacher experiences. Great teachers offer knowledge, but also much more: motivation, confidence, and a boost of positivity—all of which really make learning stick!
Learn more: http://www.lynda.com/Business-training-tutorials/29-0.html
Motivation
Motivation refers to the process by which a person's efforts are energized, directed, and sustained towards attaining a goal. There are three key elements: energy, direction, and persistence. Motivation theories include Maslow's hierarchy of needs theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three-needs theory. These theories provide different perspectives on understanding human motivation and what drives employee performance.
7 motivation
The document discusses various theories of motivation from Maslow's hierarchy of needs to Herzberg's two-factor theory, examining what drives human motivation including needs, goals, rewards, and relationships. It also presents McClelland's need for achievement, power and affiliation theory and explores motivation concepts like intrinsic and extrinsic factors. A case study example is given of a company that tried to improve working conditions and relationships but saw no increase in productivity, pointing to a need to better understand intrinsic motivation factors.
Motivation
Motivation is important for optimal employee and organizational performance. It is influenced by internal and external factors and is goal-oriented. Theories by Maslow, Herzberg, and McGregor provide frameworks for understanding human motivation. Maslow's hierarchy of needs proposes physiological, safety, belongingness, esteem, and self-actualization needs. Herzberg's two-factor theory distinguishes between hygiene and motivational factors. McGregor's Theory X and Theory Y make assumptions about employee work preferences and responsibility. Financial and non-financial methods can be used to motivate employees.
Theories of work motivation
The document summarizes several theories of work motivation. It discusses the importance of motivation for individual performance and defines motivation as the desire to do one's job. It then outlines several perspectives and theories of motivation including: hierarchy of needs, two-factor theory, ERG theory, acquired needs theory, VIE theory, expectancy theory, equity theory, and attribution theory. Each theory provides a different lens for understanding what factors motivate individual performance and behavior in the workplace.
Motivation
1) Maslow's hierarchy of needs describes 5 categories of human needs that motivate behavior: physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs.
2) Motivation comes from fulfilling basic needs on the bottom of the pyramid before addressing higher needs. It is also influenced by competence, relatedness, and autonomy according to self-determination theory.
3) Intrinsic motivation comes from internal rewards like enjoyment, while extrinsic motivation involves external rewards like money or praise.
Recommended
Presentation On Motivation
Motivation is like an accelerator in a vehicle. A vehicle keeps moving at the pace decided by its accelerator. The moment accelerator is reduced, vehicle’s speed reduces and it may come to a standstill if there is no further acceleration. Alternatively, if brakes are applied, there will be an abrupt reduction in the speed of the vehicle and it may come to a standstill.
This is true to human beings as well. As long as they are motivated they keep working and producing extraordinary results. The moment there is a drop in their acceleration (motivation), results start diminishing. Of course, applying brakes (dissatisfaction/demotivation) certainly bring them to a halt. The only difference is that unlike a vehicle, human beings have different types of accelerator and brake.
Therefore, the book, Why My Horse Doesn't Drink' will help readers to identify the ways that may accelerate or slow down the speed of their team members. Chapter ‘How to motivate’ talks about the points that accelerate and chapter ‘How not to demotivate’ explains the factors that may work as brakes to performance. Thereby readers will be able to make best use of their vehicle (Team Members).
MOTIVATION POWERPOINT
Motivation PowerPoint Slides include topics such as: understanding needs vs. wants, factors for motivation, employee rewards, offering praise/recognition, types of motivation, job enrichment, the role of money and motivation, incentive programs, motivation ironies, boosting efficiency, 30 ways to motivate, Maslow's hierarchy, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. You may use this product over and over again. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Happiness at Work
It's obvious that happiness plays a key role in our lives. A study of over 250,000 people found that happiness leads to many positive benefits, including: higher income, more productivity, higher energy, better relationships, and better health.
Surprisingly, it's not success that causes happiness, but being happy that tends to lead to success. Studies have identified three common factors that can increase our happiness at work—and in life.
Autonomy
Employees with autonomy—whether managing their own time or deciding what they work on and when—have greater job satisfaction and report more fulfilling lives.
People with high income but little autonomy are usually much less happy than people with low income but control over what they do.
Finding ways to control your work with time-management skills and productivity tools can bring peace to your schedule and happiness to your job.
Purpose
We want to feel that we matter and that we make a difference. Data from 11,000 U.S. workers showed that the strongest predictor of meaningfulness at work was the belief that the job had a positive impact on others.
Finding meaning in what you do gives longterm inner satisfaction.
Mastery
One common habit of people who are happy at work is that they identify their strengths and skills and are committed to continuously improving as a lifetime goal.
Acquiring a new skill or improving one you already have is easier than ever thanks to on-demand elearning sites. For example, you can learn: software, leadership, finance, and more whenever and wherever you like and learn from top instructors who meet you where you’re at—beginner, advanced, or anywhere in between—to boost your confidence, keep you happy, and get the job done!
lynda.com and other elearning platforms aid mastery by reproducing the best teacher experiences. Great teachers offer knowledge, but also much more: motivation, confidence, and a boost of positivity—all of which really make learning stick!
Learn more: http://www.lynda.com/Business-training-tutorials/29-0.html
Motivation
Motivation refers to the process by which a person's efforts are energized, directed, and sustained towards attaining a goal. There are three key elements: energy, direction, and persistence. Motivation theories include Maslow's hierarchy of needs theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three-needs theory. These theories provide different perspectives on understanding human motivation and what drives employee performance.
7 motivation
The document discusses various theories of motivation from Maslow's hierarchy of needs to Herzberg's two-factor theory, examining what drives human motivation including needs, goals, rewards, and relationships. It also presents McClelland's need for achievement, power and affiliation theory and explores motivation concepts like intrinsic and extrinsic factors. A case study example is given of a company that tried to improve working conditions and relationships but saw no increase in productivity, pointing to a need to better understand intrinsic motivation factors.
Motivation
Motivation is important for optimal employee and organizational performance. It is influenced by internal and external factors and is goal-oriented. Theories by Maslow, Herzberg, and McGregor provide frameworks for understanding human motivation. Maslow's hierarchy of needs proposes physiological, safety, belongingness, esteem, and self-actualization needs. Herzberg's two-factor theory distinguishes between hygiene and motivational factors. McGregor's Theory X and Theory Y make assumptions about employee work preferences and responsibility. Financial and non-financial methods can be used to motivate employees.
Theories of work motivation
The document summarizes several theories of work motivation. It discusses the importance of motivation for individual performance and defines motivation as the desire to do one's job. It then outlines several perspectives and theories of motivation including: hierarchy of needs, two-factor theory, ERG theory, acquired needs theory, VIE theory, expectancy theory, equity theory, and attribution theory. Each theory provides a different lens for understanding what factors motivate individual performance and behavior in the workplace.
Motivation
1) Maslow's hierarchy of needs describes 5 categories of human needs that motivate behavior: physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs.
2) Motivation comes from fulfilling basic needs on the bottom of the pyramid before addressing higher needs. It is also influenced by competence, relatedness, and autonomy according to self-determination theory.
3) Intrinsic motivation comes from internal rewards like enjoyment, while extrinsic motivation involves external rewards like money or praise.
How to stay motivated at work ?
This presentation will give you 7 steps of trying to keep yourself motivated in a job that is not as motivating that you would want it to be.
Motivation at Workplace
Employee motivation is important for a strong team and high performance. Low motivation can negatively impact morale, initiative, energy levels and increase mistakes and staff turnover. A self-motivation action plan in three steps can help boost motivation: 1) Clarify goals, 2) Identify obstacles, 3) Handle each obstacle. Common myths include thinking money alone motivates or that the employee is always right. Effective strategies involve finding the right job for each person, empowering employees, cooperation over competition, performance over "presenteeism", and making employees feel safe, valued and involved.
Motivation
The document discusses various theories of motivation. It defines motivation as a process beginning with physiological or psychological needs that triggers behavior aimed at a goal. It discusses the need-want-satisfaction chain and defines motivation and satisfaction. Several motivation theories are covered, including Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory, equity theory, and reinforcement theory. The document also discusses money, job enrichment, job enlargement, job rotation, and quality of working life as motivators.
Happiness at work
What are the key to employee engagement? Here are the 12 things you need to know about happiness at work
Motivation P P T
The document discusses concepts and theories related to employee motivation. It outlines program objectives to understand past, present, and future trends in motivation; develop leadership skills; and problem solve how to motivate employees. Key concepts covered include McGregor's Theory X and Y, Maslow's hierarchy of needs, and Herzberg's motivation-hygiene theory regarding what motivates and satisfies employees.
MOTIVATE YOURSELF-- eyes on goal...
This document provides tips for motivating yourself. It discusses that motivation is the fuel that drives you towards your goals. Some key points made include:
- Motivation cures discouragement and pushes you past obstacles towards victory. It shows you the direction when lost.
- Tips for self-motivation include setting goals, developing gratitude, spending time with supportive people, exercising, and avoiding negativity.
- Staying motivated requires an optimistic mindset, continuous learning, making positive networks, and reviewing motivational images. It's important to challenge yourself and avoid laziness.
Happiness at Work Versie 07
This document discusses happiness at work and evidence-based interventions to increase happiness. It defines happiness at work and lists reasons why happy employees are beneficial for organizations. Research shows the top factors that make people happy at work are friendly colleagues, enjoyable work, a good boss, work-life balance, and varied work. The document discusses different happiness interventions that are evidence-based, such as cognitive behavioral therapy, physical activity, optimism, gratitude, and mindfulness. More research is still needed but interventions like HeartMath that target the emotional brain directly may be more effective than those only targeting the neocortex.
motivation
The document discusses motivation, defining it as the driving force behind an action or the process of intensity, direction, and persistence toward a goal. It describes the two types of motivation - intrinsic from within an individual, and extrinsic from outside rewards. Best ways to motivate employees include recognition, communication, praise, a positive work environment, clear direction, involvement, rewards based on performance, development opportunities, feedback, and celebration. Motivation is a challenge and commitment to meet objectives and goals, and can come from both internal personality and external learning and influence from others.
Motivation
Motivation
. Definition
2. Motivation and Motives
3. Types of Motivation
3.1 . Internal Motivation
3.2. External Motivation
How Stay Motivated
Conclusion
360-Degree Leadership
Chuck Terrell\'s 360-Degree Leadership presentation, Staff Leadership Academy, June 2008, Richmond, VA
Motivation
The document discusses motivation and goal setting. It defines motivation as a process that causes an organism to move towards a goal. It outlines Abraham Maslow's hierarchy of needs from physiological to self-actualization. Self-motivation techniques include breaking tasks into small steps and starting action without waiting for inspiration. The document provides strategies for motivation like developing new skills and receiving feedback, and techniques like appealing to benefits, emotions, needs, and expertise. It discusses how to achieve success through responsibility, hard work, character, persistence, creativity, commitment, and learning. Goal setting should involve specific, measurable, attainable, relevant, and time-bound goals that are short-term or long-term. Steps to achieving goals include identifying the
Motivation of Employees in the Work Place
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.
Leadership skills
The document discusses leadership skills and the roles and activities of leaders. It defines leadership as getting others to willingly do what the leader wants by appealing to their own interests. Leaders play a variety of roles including figurehead, liaison, monitor, disseminator, spokesperson, entrepreneur, disturbance handler, and resource allocator. Key leadership activities involve routine communication, traditional management tasks like planning and decision making, networking, and human resource management such as motivating teams and developing skills.
Motivation chapter v
This document discusses various theories and models of work motivation. It begins by defining work motivation and outlining three elements: direction and focus of behavior, level of effort, and persistence of behavior. It then presents Maslow's hierarchy of needs and Herzberg's two-factor theory, distinguishing between motivational and maintenance factors. The document also introduces expectancy theory, focusing on valence, expectancy, and instrumentality. Additional models covered include the equity model, goal setting theory, reinforcement approaches in behavior modification, and Alderfer's ERG theory.
Self motivation
You cannot always rely on others to encourage you.You must rely on your own motivation to get you through. Lack of self motivation at that time could lead to depression and failure.
Motivation at Work
This document discusses motivation at work and provides helpful vocabulary and phrases related to motivation. It presents scenarios and asks which options would motivate certain actions. It then provides synonyms for words like "driven", "engaged", "recognition", "advancement", "praise", "correlation", "evaluate", "foster", "discouraged", "status", and "competence" to describe different types of motivation factors and goals. The document aims to expand one's vocabulary for discussing workplace motivation.
Be a good leader.
Most of the time, leaders think about the good leadership qualities and how to apply them on a daily basis.
The most important contribution you can make to your company is to be a leader, accept responsibility for results, and dare to go forward.
Excellence
The document discusses the concept of excellence and how to achieve it. It states that the secret to finding joy in work is excellence, which is attained through training and habituation. While perfection is unattainable, pursuing excellence leads to improved performance. Excellence means doing even common tasks in an uncommon, exceptional way. The path to excellence requires continual self-improvement and aiming higher than what others expect or deem practical.
Teamwork in the Workplace
Teamwork is essential for effectiveness and efficiency in the workplace. It starts with assembling a team with a range of skills focused on common goals aligned with organizational objectives. When a team collaborates well, the whole becomes greater than the sum of its parts due to diverse perspectives and cooperation. While teams can fail due to lack of cooperation or leadership, the pros generally outweigh the cons, including a more creative and strategic problem-solving approach. Real-life examples where teamwork thrives include brainstorming meetings, group presentations, mentoring, and event planning.
5639 self motivation
Self-motivation is important for achieving goals without external influence as it improves confidence and self-esteem. Self-motivation is a more efficient method than temporary inspiration from others as it allows one to motivate themselves without depending on outside factors. Developing a dream is important to stay determined in making it a reality, and concrete plans with positive attitudes, small initial steps, consistency, and never quitting are keys to effective self-motivation.
Motivation
This document summarizes several theories of motivation. It discusses Maslow's hierarchy of needs, Herzberg's two-factor theory, Alderfer's ERG theory, Vroom's expectancy theory, Porter and Lawler's model, equity theory, attribution theory, and goal setting theory as ways to understand what motivates individual and workplace behavior. It also covers how motivation relates to job design and performance management in organizations.
Motivation ppt
Motivation refers to factors that arouse, direct, and sustain human behavior. There are several theories of motivation, including drive theory which proposes that internal drives or needs push people towards goals, and incentive theory which suggests that external rewards or goals pull people to act. Maslow's hierarchy of needs theory also explains motivation and proposes that people are motivated to fulfill lower level basic needs before pursuing higher level growth needs. Managers can create a motivating work climate by setting clear expectations, being fair and consistent, developing teamwork, recognizing contributions, allowing autonomy and growth, and addressing individual needs and values.
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How to stay motivated at work ?
This presentation will give you 7 steps of trying to keep yourself motivated in a job that is not as motivating that you would want it to be.
Motivation at Workplace
Employee motivation is important for a strong team and high performance. Low motivation can negatively impact morale, initiative, energy levels and increase mistakes and staff turnover. A self-motivation action plan in three steps can help boost motivation: 1) Clarify goals, 2) Identify obstacles, 3) Handle each obstacle. Common myths include thinking money alone motivates or that the employee is always right. Effective strategies involve finding the right job for each person, empowering employees, cooperation over competition, performance over "presenteeism", and making employees feel safe, valued and involved.
Motivation
The document discusses various theories of motivation. It defines motivation as a process beginning with physiological or psychological needs that triggers behavior aimed at a goal. It discusses the need-want-satisfaction chain and defines motivation and satisfaction. Several motivation theories are covered, including Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory, equity theory, and reinforcement theory. The document also discusses money, job enrichment, job enlargement, job rotation, and quality of working life as motivators.
Happiness at work
What are the key to employee engagement? Here are the 12 things you need to know about happiness at work
Motivation P P T
The document discusses concepts and theories related to employee motivation. It outlines program objectives to understand past, present, and future trends in motivation; develop leadership skills; and problem solve how to motivate employees. Key concepts covered include McGregor's Theory X and Y, Maslow's hierarchy of needs, and Herzberg's motivation-hygiene theory regarding what motivates and satisfies employees.
MOTIVATE YOURSELF-- eyes on goal...
This document provides tips for motivating yourself. It discusses that motivation is the fuel that drives you towards your goals. Some key points made include:
- Motivation cures discouragement and pushes you past obstacles towards victory. It shows you the direction when lost.
- Tips for self-motivation include setting goals, developing gratitude, spending time with supportive people, exercising, and avoiding negativity.
- Staying motivated requires an optimistic mindset, continuous learning, making positive networks, and reviewing motivational images. It's important to challenge yourself and avoid laziness.
Happiness at Work Versie 07
This document discusses happiness at work and evidence-based interventions to increase happiness. It defines happiness at work and lists reasons why happy employees are beneficial for organizations. Research shows the top factors that make people happy at work are friendly colleagues, enjoyable work, a good boss, work-life balance, and varied work. The document discusses different happiness interventions that are evidence-based, such as cognitive behavioral therapy, physical activity, optimism, gratitude, and mindfulness. More research is still needed but interventions like HeartMath that target the emotional brain directly may be more effective than those only targeting the neocortex.
motivation
The document discusses motivation, defining it as the driving force behind an action or the process of intensity, direction, and persistence toward a goal. It describes the two types of motivation - intrinsic from within an individual, and extrinsic from outside rewards. Best ways to motivate employees include recognition, communication, praise, a positive work environment, clear direction, involvement, rewards based on performance, development opportunities, feedback, and celebration. Motivation is a challenge and commitment to meet objectives and goals, and can come from both internal personality and external learning and influence from others.
Motivation
Motivation
. Definition
2. Motivation and Motives
3. Types of Motivation
3.1 . Internal Motivation
3.2. External Motivation
How Stay Motivated
Conclusion
360-Degree Leadership
Chuck Terrell\'s 360-Degree Leadership presentation, Staff Leadership Academy, June 2008, Richmond, VA
Motivation
The document discusses motivation and goal setting. It defines motivation as a process that causes an organism to move towards a goal. It outlines Abraham Maslow's hierarchy of needs from physiological to self-actualization. Self-motivation techniques include breaking tasks into small steps and starting action without waiting for inspiration. The document provides strategies for motivation like developing new skills and receiving feedback, and techniques like appealing to benefits, emotions, needs, and expertise. It discusses how to achieve success through responsibility, hard work, character, persistence, creativity, commitment, and learning. Goal setting should involve specific, measurable, attainable, relevant, and time-bound goals that are short-term or long-term. Steps to achieving goals include identifying the
Motivation of Employees in the Work Place
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.
Leadership skills
The document discusses leadership skills and the roles and activities of leaders. It defines leadership as getting others to willingly do what the leader wants by appealing to their own interests. Leaders play a variety of roles including figurehead, liaison, monitor, disseminator, spokesperson, entrepreneur, disturbance handler, and resource allocator. Key leadership activities involve routine communication, traditional management tasks like planning and decision making, networking, and human resource management such as motivating teams and developing skills.
Motivation chapter v
This document discusses various theories and models of work motivation. It begins by defining work motivation and outlining three elements: direction and focus of behavior, level of effort, and persistence of behavior. It then presents Maslow's hierarchy of needs and Herzberg's two-factor theory, distinguishing between motivational and maintenance factors. The document also introduces expectancy theory, focusing on valence, expectancy, and instrumentality. Additional models covered include the equity model, goal setting theory, reinforcement approaches in behavior modification, and Alderfer's ERG theory.
Self motivation
You cannot always rely on others to encourage you.You must rely on your own motivation to get you through. Lack of self motivation at that time could lead to depression and failure.
Motivation at Work
This document discusses motivation at work and provides helpful vocabulary and phrases related to motivation. It presents scenarios and asks which options would motivate certain actions. It then provides synonyms for words like "driven", "engaged", "recognition", "advancement", "praise", "correlation", "evaluate", "foster", "discouraged", "status", and "competence" to describe different types of motivation factors and goals. The document aims to expand one's vocabulary for discussing workplace motivation.
Be a good leader.
Most of the time, leaders think about the good leadership qualities and how to apply them on a daily basis.
The most important contribution you can make to your company is to be a leader, accept responsibility for results, and dare to go forward.
Excellence
The document discusses the concept of excellence and how to achieve it. It states that the secret to finding joy in work is excellence, which is attained through training and habituation. While perfection is unattainable, pursuing excellence leads to improved performance. Excellence means doing even common tasks in an uncommon, exceptional way. The path to excellence requires continual self-improvement and aiming higher than what others expect or deem practical.
Teamwork in the Workplace
Teamwork is essential for effectiveness and efficiency in the workplace. It starts with assembling a team with a range of skills focused on common goals aligned with organizational objectives. When a team collaborates well, the whole becomes greater than the sum of its parts due to diverse perspectives and cooperation. While teams can fail due to lack of cooperation or leadership, the pros generally outweigh the cons, including a more creative and strategic problem-solving approach. Real-life examples where teamwork thrives include brainstorming meetings, group presentations, mentoring, and event planning.
5639 self motivation
Self-motivation is important for achieving goals without external influence as it improves confidence and self-esteem. Self-motivation is a more efficient method than temporary inspiration from others as it allows one to motivate themselves without depending on outside factors. Developing a dream is important to stay determined in making it a reality, and concrete plans with positive attitudes, small initial steps, consistency, and never quitting are keys to effective self-motivation.
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Motivation
This document summarizes several theories of motivation. It discusses Maslow's hierarchy of needs, Herzberg's two-factor theory, Alderfer's ERG theory, Vroom's expectancy theory, Porter and Lawler's model, equity theory, attribution theory, and goal setting theory as ways to understand what motivates individual and workplace behavior. It also covers how motivation relates to job design and performance management in organizations.
Motivation ppt
Motivation refers to factors that arouse, direct, and sustain human behavior. There are several theories of motivation, including drive theory which proposes that internal drives or needs push people towards goals, and incentive theory which suggests that external rewards or goals pull people to act. Maslow's hierarchy of needs theory also explains motivation and proposes that people are motivated to fulfill lower level basic needs before pursuing higher level growth needs. Managers can create a motivating work climate by setting clear expectations, being fair and consistent, developing teamwork, recognizing contributions, allowing autonomy and growth, and addressing individual needs and values.
Short Motivational Stories
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The document discusses several theories of motivation:
1. Frederick Taylor believed workers are motivated mainly by pay and breaking work into small repetitive tasks. However, this led to worker dissatisfaction.
2. Elton Mayo found workers are motivated by social factors like interaction and attention from managers.
3. Abraham Maslow's hierarchy of needs theory proposes workers must have lower level needs met like pay before pursuing higher needs like fulfillment.
4. Frederick Herzberg argued motivators like interesting work that provides responsibility are more effective than dissatisfiers like pay. Methods like job enrichment and empowerment can motivate.
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Motivational PPT
This document provides motivational messages and advice. It contains the following key points in 3 sentences:
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Richard Branson found success despite academic struggles. Although he left school at age 16 having passed only one exam and struggled with dyslexia, he went on to create the highly successful Virgin Group business empire worth $2.5 billion. The document provides tips for achieving goals such as focusing 100% on your goals, gaining inspiration from life's lessons, determining your values and using obstacles to build the life you want, and designing your own life plan rather than falling into someone else's plan for you.
Ppt motivational speaking
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7 great motivational speeches and thoughts by successful leaders
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Motivation
The document discusses various theories of motivation including:
- Maslow's hierarchy of needs which identifies physiological, safety, social, esteem, and self-actualization needs.
- McGregor's Theory X which suggests that people dislike work and must be coerced to perform.
- Achievement motivation theory which states that internal and external factors influence people's need for achievement.
- Hackman and Oldham's job characteristics model which identifies five core job dimensions that influence motivation.
Motivation powerpoint130
The document outlines objectives and concepts related to employee motivation and leadership. It discusses understanding trends, developing excellence, leadership styles, feedback, criticism, problem solving, the definition of effective motivation, McGregor's Theory X and Theory Y, Maslow's hierarchy of needs, motivators versus hygiene factors, what employees want in terms of maintainers and motivators, and provides information on how to download a full PowerPoint presentation on motivation from ReadySetPresent.com.
MG6088 SOFTWARE PROJECT MANAGEMENT
Unit V
STAFFING IN SOFTWARE PROJECTS
Managing people – Organizational behavior – Best methods of staff selection – Motivation – The Oldham-Hackman job characteristic model – Ethical and Programmed concerns – Working in teams – Decision making – Team structures – Virtual teams – Communications genres – Communication plans.
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This document outlines the objectives and content of a presentation on motivation. The presentation covers key theories of motivation including McGregor's Theory X and Y, Maslow's hierarchy of needs, and Herzberg's hygiene and motivator factors. It also addresses what motivates different types of employees, the relationship between satisfaction and dissatisfaction, and provides over 100 slides on various motivation topics.
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This document outlines the objectives and content of a presentation on motivation. The presentation covers key theories of motivation including McGregor's Theory X and Y, Maslow's hierarchy of needs, and Herzberg's hygiene and motivator factors. It also addresses what motivates different types of employees, the relationship between satisfaction and dissatisfaction, and provides over 100 slides on various motivation topics.
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This document outlines the objectives and content of a presentation on motivation. The presentation covers key theories of motivation including McGregor's Theory X and Y, Maslow's hierarchy of needs, and Herzberg's satisfaction-dissatisfaction model. It also addresses topics such as the need for achievement, what motivates employees, maintaining versus motivating employees, and over 100 slides on various motivation concepts and strategies.
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Harnessing Discretionary Performance(Written by H. G. Buschang,
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(Written by H. G. Buschang, HGB Associates)
Leaders of high performing organizations are especially adept at creating an environment that helps people feel good about doing a good job. The basic elements characterizing high performing organizations are deceptively simple. They are easy to understand and are almost intuitive. However, their implementation and institutionalization require forethought, planning and effort, and in most cases, significant changes in behavior. To harness Discretionary Performance, the following model may be helpful.
D irection
Can Perform
A bility
C competence
O pportunity
M easures
F eedback
WWant to Perform
(Motivation)_
C onsequences
Let’s briefly look at each of these in a bit more detail.
“Can Perform” – The following elements are necessary for people to know “what” to do and to create the capacity for them to do it.
D – Direction – If you are unaware of the expectations, you may not perform as expected. Also, if the direction is not clear, confusion can result. You may not draft a report if you did not know it was expected, you may not perform as expected if there are three conflicting priorities or unstated interpretations of ‘doing a quality job’ (such as customer responsiveness, speed and accuracy). Common elements may include:
· Clarity of shared Vision, Mission, Principles/Values
· Articulation and alignment of Strategy, Initiatives, Goals and Objectives
A – Ability - This refers to the physical capability or ability to perform the tasks required by the change. You cannot run a 2-minute mile, you cannot have concurrent meetings in two locations, you cannot climb 40 stairs with heavy equipment if you have a broken leg.
C – Competence – Does the organization have the Technical, Interpersonal, Work Management and Leadership skills necessary to achieve the Vision of the organization? If you were switched to a new software application or hardware platform, if you are expected to lead a project or team or if you asked to present to a large audience, you might lack the skills or knowledge required to successfully meet the new demands.
O – Opportunity – There are many dimensions that relate to this item. You may not have the time or resources (people, materials or funds), or you may not have the processes, information or authority to adopt the new changes. In this case, perception may be as strong a resistance point as reality. Another way to think about “Opportunity” is to consider whether people have the necessary resources and support to accomplish their goals.
“Want to Perform” (Motivation) – The following elements are necessary for to create an environment in which people “want to” perform at high levels. Leaders have the responsibility to create an environment in which people want to do their best every day. Once you have the direction, ability, competence and opportunity you still might not have the interest or drive to do your best. You do not see the W-I- ...
Seminar in Public Human Resources Administration Questions & Key Te.docx
Seminar in Public Human Resources Administration: Questions & Key Terms [Day Three]
Critical Thinking Questions
1. How does one’s value perspective influence the objectives of the recruitment and selection process? What does it mean to say that fairness is a social judgment rather than a scientific calculation?
2. What is meant by contextual factors that influence how well a person performs as an organizational member? How easy do you think it is to recruit and select for these factors? Does an emphasis on contextual factors conflict with an emphasis on recruiting for diversity?
3. Identify eleven steps in the recruitment and selection process. In an organization you are familiar with, which steps are the most difficult to perform? Why?
4. Compare and contrast centralized, decentralized, and web-based recruitment techniques.
5. Describe the concept of the psychological contract and identify a situation you are familiar with where it might be employed to help clarify and resolve differences.
6. Describe the basic components of equity and expectancy theory. How do they help to explain employee performance? Identify an example from your own life where equity theory or expectancy theory helps you understand why you did what you did.
7. Describe four approaches to productivity: total quality management, job enrichment, work/life balance, and teamwork. Select an organization you are familiar with. If you were responsible for charting a strategy for productivity improvement, which would you focus on and why?
Key Terms: Please define and give one example
1. acquisition function
2. centralized recruitment and selection
3. construct validation vs content validation vs criterion validation
4. test validation
5. true and false positives and negatives
6. administrative logic
7. development function
8. employee commitment vs psychological contract
9. extrinsic motivation vs intrinsic motivation
10. job enrichment vs job sharing
Case Study 3 Instructions: Recruiting and Selecting High-Level Managers through the Internet
You will complete the “Recruiting and Selecting High-Level Managers through the Internet” case in the Nkomo et al. text (#35 on pp. 112–113, 2011). You will write a 3–5-page essay (total does not include title page or reference page) that answers the 4 questions (1–4) on p. 113. Do not simply answer the questions. This is an essay and must be written to include an introduction, body, and conclusion. It may prove helpful to use the topic of the questions (advantages and disadvantages of internet recruitment and selection, the three approaches to online recruiting and selection, etc.) as section headers in your essay. Your response must be supported by at least 2 peer-reviewed resources. These resources must have been published within the last 5 years. Do not use other textbooks. The essay must be written in current APA format and include a title page, reference page, and in-text citations.
Note: This case study will not use.
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This document provides an overview of concepts and models related to motivation. It discusses program objectives around developing leadership skills and understanding motivation. It also defines motivation and summarizes McGregor's Theory X and Theory Y. Additionally, it outlines Maslow's hierarchy of needs and Herzberg's satisfaction-dissatisfaction model. Finally, it discusses what employees want in terms of motivators and maintainers.
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This document provides an overview of concepts and models related to motivation. It discusses program objectives around developing leadership skills and understanding motivation. It also defines motivation and summarizes McGregor's Theory X and Theory Y. Additionally, it outlines Maslow's hierarchy of needs and Herzberg's satisfaction-dissatisfaction model. Finally, it discusses what employees want in terms of motivators and maintainers.
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The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of ₹1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
Recruiting in the Digital Age: A Social Media Masterclass
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
ModelingMarketingStrategiesMKS.CollumbiaUniversitypdf
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Understanding User Needs and Satisfying Them
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
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一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
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三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
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→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Creative Web Design Company in Singapore
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
buy old yahoo accounts buy yahoo accounts
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
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Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
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Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s Dholera
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s Dholera
The Influence of Marketing Strategy and Market Competition on Business Perfor...
The Influence of Marketing Strategy and Market Competition on Business Perfor...
LA HUG - Video Testimonials with Chynna Morgan - June 2024
LA HUG - Video Testimonials with Chynna Morgan - June 2024
Company Valuation webinar series - Tuesday, 4 June 2024
Company Valuation webinar series - Tuesday, 4 June 2024
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...
Recruiting in the Digital Age: A Social Media Masterclass
Recruiting in the Digital Age: A Social Media Masterclass
ModelingMarketingStrategiesMKS.CollumbiaUniversitypdf
ModelingMarketingStrategiesMKS.CollumbiaUniversitypdf
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
The Influence of Marketing Strategy and Market Competition on Business Perfor...
The Influence of Marketing Strategy and Market Competition on Business Perfor...
Motivation PowerPoint PPT Content Modern Sample
- 2. Maslow's Hierarchy (1 of 3) Self-Actualization Needs Self-Esteem Needs Social Needs Security and Safety Needs Psychological Needs www.readysetpresent.com Page 2
- 3. Program Objectives (1 of 2) Understand past, present and future concepts/trends. Develop employee desire to strive for excellence. Understand how you influence employees with your leadership style. Use feedback more precisely, linking it to performance. www.readysetpresent.com Page 3
- 4. Program Objectives (2 of 2) Learn how to offer criticism in a way that ensures that it is heard. Apply models and methods for measurable results. Problem-solve, and practice what you learn. www.readysetpresent.com Page 4
- 5. Definition of Motivation Motivation: The act or process of stimulating to action or providing an incentive or motive, especially for an act. www.readysetpresent.com Page 5
- 6. McGregor's Theory X People inherently dislike work and will avoid it if they can. People must be coerced, controlled, directed, and threatened in order to make them work. The average human being prefers to be directed, wishes to avoid responsibility, and has relatively little ambition. www.readysetpresent.com Page 6
- 7. Achievement Motivation Theory Mcclelland, et al. stated that achievement motivation, or the need for achievement comes from internal and external factors. Highly motivated people have three different needs: achievement, affiliation, and power. Most people have a mix of these needs. www.readysetpresent.com Page 7
- 8. Hackman and Oldham (2 of 3) Hackman and Oldham also identify five core job dimensions: 1. Skill variety – different job activities that require a variety of skills and talents 2. Task identity – the completion of an identifiable project 3. Task significance – the responsibility for a task that significantly and positively affects other people www.readysetpresent.com Page 8
- 9. Praise Or Recognition www.readysetpresent.com Page 9
- 10. What Is Most Preferred In Jobs? Important and 50% Meaningful Work High Income 24% Chances for 16% Advancement Job Security 6% Short Work Hours 4% • Source: National Opinion Research Center Surveys, University of Chicago. www.readysetpresent.com Page 10
- 11. Five Types of Rewards Monetary rewards Indirect financial rewards (benefits) Satisfying work content Affiliation with an admirable organization Long-term career opportunities www.readysetpresent.com Page 11
- 12. Two Types of Motivation (3 of 3) Extrinsic Motivation Motivation from the outside, often from rewards If the employee perceives the possibility of achieving other goals through accomplishing the task, you can expect the quality of their performance to be inferior. www.readysetpresent.com Page 12
- 13. Five Categories that Account for All Human Behavior www.readysetpresent.com Page 13
- 14. 30 Ways To Motivate (1 of 8) 1. Use appropriate methods of reinforcement. 2. Eliminate unnecessary threats or punishment. 3. Make certain that accomplishments are adequately recognized. 4. Provide people with flexibility and choice. www.readysetpresent.com Page 14
- 15. Ways To Boost Efficiency www.readysetpresent.com Page 15
- 16. Download “Motivation” PowerPoint presentation at ReadySetPresent.com 160 slides include: 6 points on MacGregor’s theories X and Y, 3 slides on Maslow’s hierarchy, 7 points on Alderfer's ERG theory, 13 points on the motivator- hygiene theory, 3 points on the achievement motivation theory, 10 points on Hackman and Oldham's theory, 5 points on the expectancy theory, 2 points on the equity theory, 2 points on the goal setting theory, 15 points on what employees want, 10 motivating factors, 10 employee rewards, 6 points on a supportive environment, 8 points on positive feedback, 4 steps for giving praise, 7 points on analyzing and solving performance problems, 6 points on coaching interview steps, 7 principles of planning, 4 characteristics of a good plan, 5 points on S.M.A.R.T. objectives, 5 management functions, 4 points on managerial power, 5 points on what is most preferred in jobs, 4 reasons employees don’t do what you want, 5 types of rewards, 9 points on incentives, 5 points on 2 types of motivation, 22 points on principles for enriching jobs, 13 points on a pay plan to motivate, 9 points on the structure of human motivation, 24 points on the 5 categories that account for all human behavior, 4 steps to solve motivational problems, 6 points on informal recognition ideas, 5 points on the M.A.G.I.C. formula, 11 ways to motivate today, 9 cautions for incentive programs, 9 motivation program ironies, 9 action motivators, 9 points on employees who love their work, 5 motivation factors, 4 maintenance factors, 30 ways to motivate, 10 ways to boost efficiency, 16 action steps and much more. Royalty Free - Use Them Over and Over Again. Updated & Expanded 2013 Now: more content, graphics, and diagrams www.readysetpresent.com Page 16