New initiative new us
•Download as PPTX, PDF•
1 like•181 views
The document discusses developing and investing in employees at Jackson High School. It advocates rethinking, re-energizing, and reinventing approaches to employee development through activities like monthly after-work gatherings, mentorship programs, and community involvement. Fostering positive relationships and continuous learning can result in increased employee retention, morale, and goal achievement according to the references cited. The overall approach is aimed at supporting professional and personal growth for employees.
Report
Share
Report
Share
Recommended
5 types of training
This document discusses ways for a company to improve through employee development programs. It proposes implementing a mentorship program to foster sharing of ideas and experiences between employees. It also suggests using 360-degree feedback to help employees understand their strengths and areas for growth, and expanding employees' roles by giving them new challenges and collaborative problem-solving opportunities to think outside their comfort zone. References are provided to support the training and development strategies.
Presentation1
Employee engagement refers to the emotional commitment an employee feels toward their organization and its goals. To increase engagement, employers should respect employees, empower them, encourage learning, celebrate achievements and milestones, foster collaboration through team activities, and support employees' career growth and well-being. When employees are engaged, they will work not just for their paycheck but to further the organization's objectives.
Organisational learning
This document discusses organizational learning and the benefits it provides. It describes three levels of learning - individual, group, and organizational. Individual learning increases a person's skills but the knowledge may not be shared, while group learning promotes coordination through shared experience and feedback. Organizational learning adapts the entire organization to changing environments through knowledge creation and sharing across all its activities. The document offers customized solutions to help organizations assess and improve their learning, including surveys, workshops, training champions, and other approaches.
Group Dynamics
This document discusses group dynamics and team building. It identifies five stages of group development: forming, storming, norming, performing, and adjourning. It also discusses theories of group formation such as balance theory and exchange theory. The document contrasts work groups and teams, noting that teams have shared leadership, mutual accountability, and collective work products. It provides guidelines for developing effective self-managed teams, including establishing credibility, allowing ventilation of issues, setting group goals, and facilitating the group process. Finally, it discusses using team building to increase intragroup and intergroup effectiveness.
PD Tutorial 3 ans
This document provides an overview of a university tutorial on motivation principles at work and the nature of work groups. It was compiled by Dr. Shanthi Bavani and covers the following topics:
- Theories of motivation and its relationship to performance
- Stages of group and team development from forming to adjourning
- Characteristics of effective teams and how to reduce issues like social loafing and groupthink
- Equity theory and how managers can use it to motivate employees
Students are assigned to discuss questions in groups about these topics and choose a spokesperson to present answers. Being prepared is emphasized.
Kathryn McEwen
This document discusses how personal resilience can help individuals manage conflict in the workplace. It introduces the R@W model of resilience, which identifies seven factors that build resilience: living authentically, finding your calling, maintaining perspective, mastering stress, interacting cooperatively, staying healthy, and building networks. The document also presents the CDP model of conflict competence, which describes constructive responses like perspective taking and destructive responses like displaying anger. It poses discussion questions about how resilience impacts an individual's approach to conflict situations at work.
The Art of HR
The document discusses the concept of the "Art of HR" and focusing on an employee's quality of work life (QWL). It states that QWL involves democratic management, enriched jobs, treating employees with dignity, and safe working conditions. It also argues that providing a relaxing work environment through activities like sports equipment, games, and celebrations can increase employee productivity and performance. Finally, it suggests that strong bonding between employees, their families, and the organization can further increase productivity by addressing the emotional needs and desires that motivate people in their work.
Change Management
This document discusses change management and provides guidance on how to successfully manage organizational change. It recommends understanding the current state, recognizing that change starts from leadership, giving employees tools to enable change, showing active support for change, building a community around change efforts, and using Kotter's 8-step model for leading change which involves increasing urgency, building a team, creating a vision, empowering employees, creating short-term wins, communicating, sustaining momentum, and institutionalizing changes.
Recommended
5 types of training
This document discusses ways for a company to improve through employee development programs. It proposes implementing a mentorship program to foster sharing of ideas and experiences between employees. It also suggests using 360-degree feedback to help employees understand their strengths and areas for growth, and expanding employees' roles by giving them new challenges and collaborative problem-solving opportunities to think outside their comfort zone. References are provided to support the training and development strategies.
Presentation1
Employee engagement refers to the emotional commitment an employee feels toward their organization and its goals. To increase engagement, employers should respect employees, empower them, encourage learning, celebrate achievements and milestones, foster collaboration through team activities, and support employees' career growth and well-being. When employees are engaged, they will work not just for their paycheck but to further the organization's objectives.
Organisational learning
This document discusses organizational learning and the benefits it provides. It describes three levels of learning - individual, group, and organizational. Individual learning increases a person's skills but the knowledge may not be shared, while group learning promotes coordination through shared experience and feedback. Organizational learning adapts the entire organization to changing environments through knowledge creation and sharing across all its activities. The document offers customized solutions to help organizations assess and improve their learning, including surveys, workshops, training champions, and other approaches.
Group Dynamics
This document discusses group dynamics and team building. It identifies five stages of group development: forming, storming, norming, performing, and adjourning. It also discusses theories of group formation such as balance theory and exchange theory. The document contrasts work groups and teams, noting that teams have shared leadership, mutual accountability, and collective work products. It provides guidelines for developing effective self-managed teams, including establishing credibility, allowing ventilation of issues, setting group goals, and facilitating the group process. Finally, it discusses using team building to increase intragroup and intergroup effectiveness.
PD Tutorial 3 ans
This document provides an overview of a university tutorial on motivation principles at work and the nature of work groups. It was compiled by Dr. Shanthi Bavani and covers the following topics:
- Theories of motivation and its relationship to performance
- Stages of group and team development from forming to adjourning
- Characteristics of effective teams and how to reduce issues like social loafing and groupthink
- Equity theory and how managers can use it to motivate employees
Students are assigned to discuss questions in groups about these topics and choose a spokesperson to present answers. Being prepared is emphasized.
Kathryn McEwen
This document discusses how personal resilience can help individuals manage conflict in the workplace. It introduces the R@W model of resilience, which identifies seven factors that build resilience: living authentically, finding your calling, maintaining perspective, mastering stress, interacting cooperatively, staying healthy, and building networks. The document also presents the CDP model of conflict competence, which describes constructive responses like perspective taking and destructive responses like displaying anger. It poses discussion questions about how resilience impacts an individual's approach to conflict situations at work.
The Art of HR
The document discusses the concept of the "Art of HR" and focusing on an employee's quality of work life (QWL). It states that QWL involves democratic management, enriched jobs, treating employees with dignity, and safe working conditions. It also argues that providing a relaxing work environment through activities like sports equipment, games, and celebrations can increase employee productivity and performance. Finally, it suggests that strong bonding between employees, their families, and the organization can further increase productivity by addressing the emotional needs and desires that motivate people in their work.
Change Management
This document discusses change management and provides guidance on how to successfully manage organizational change. It recommends understanding the current state, recognizing that change starts from leadership, giving employees tools to enable change, showing active support for change, building a community around change efforts, and using Kotter's 8-step model for leading change which involves increasing urgency, building a team, creating a vision, empowering employees, creating short-term wins, communicating, sustaining momentum, and institutionalizing changes.
MGT 460 Week 2
This document provides information about an organizational management capstone course titled "Leadership Priorities and Practice". The course requires students to reflect on insights gained from their studies and apply them to their work environment through a substantive paper. It aims to help students examine values and ethics in professional practices, evaluate situations from multiple perspectives, and apply problem-solving skills to integrate leadership theory with professional practice. The textbook and weekly learning objectives are also outlined.
2. Thinking, Learning, Perception
Thinking skills, thinking styles and thinking hat, Managerial skills and development, Learning characteristics, theories of learning (classical conditioning, operant conditioning and social learning approaches), Intelligence, type (IQ, EQ, SQ, at work place), Perception features and factor influencing individual perception, Effects of perceptual error in managerial decision making at workplace. (Errors such as Halo effect, stereotyping, prejudice attributional)
Counselling the whole person
Counseling should take a holistic approach and consider the whole person, including their interests, abilities, personality, moods, feelings, spirituality, physical fitness, and mental agility. This allows for better career advice and helps students develop life skills to embrace change, find success and fulfillment. The author believes marrying the roles of career counselor and personal counselor provides the most beneficial approach, akin to life coaching. A holistic approach helps clients develop self-empowerment through goal-setting, resilience, communication skills, stress management, and a positive mindset. The most important forces are motivation and a positive emotional quotient; without these, an individual will not reach their full potential.
Get motivated# Anshu T
This ppt brings a productivity in children and motivate them for their hard core study.
on other hand, students learn how to study without being distract.
Does positivity enhance work performance
A presentation on how being positive can influence individual performance and bring change in the organization or vice versa.
Positivity will not only help in building confidence but also help to overcome any kind of situation.
Motivation Theories
Classic and modern theories of motivation. Theories for PMP exam. Theories for practicing managers, leaders, project managers. Recap of different theories. Current cutting edge motivation theories.
Motivation (1)
Motivation refers to the process that energizes and directs people's behavior towards achieving their goals. There are several theories of motivation that explain how it affects organizational behavior, such as through regular wages and performance appraisals to provide incentives like vehicle loans or medical benefits. Providing an enabling working environment with amenities like air conditioning can also motivate employees, as well as offering traveling opportunities and interesting work.
Types of motivation
This document discusses how incentives can motivate employees. It defines incentives as additional remuneration or benefits given to employees for good work. Incentives can increase productivity, drive work performance, satisfy employees psychologically, and shape behavior. Management should offer both monetary incentives like rewards in money, as well as non-monetary incentives like job security, praise, opportunities for growth, and participative management to satisfy different employee needs. Positive incentives provide assurance for fulfilling needs, while negative incentives aim to correct mistakes through penalties or demotions.
Motivational plan week 3
The document outlines a motivational plan developed by a team leader for her discouraged team working on a long-term project lasting a year. The plan applies several motivational theories to increase the team's motivation and performance. It breaks the large project into smaller phases to make it feel less overwhelming. The leader sets goals and provides feedback to track progress. Recognizing accomplishments and soliciting input increases ownership. The plan aims to satisfy intrinsic needs and encourage self-motivation to complete tasks on schedule and maximize contributions.
Behaviour for learning
This document discusses various behavior management strategies including establishing rules and routines, praise, rewards, and punishments. It examines the theory of operant conditioning which suggests children will behave in ways to receive praise. The effectiveness of rewarding good behavior is discussed over solely focusing on controlling bad behavior. Praise must be sincere and fit the rewarded behavior to promote learning. Understanding children's emotions is also important for addressing behavior.
Ldr 531 wk 5 Motivation Plan
An effective manager understands the challenges of creating a workplace that combines employees' motivations, satisfactions, and performance. The manager must develop a plan that incorporates both manager and employee perspectives to influence these factors positively. Motivation, satisfaction, and performance are important for individual and team success, and the manager can increase these through positive influence. Tools like surveys, evaluations, and team building can help managers develop and evaluate employees in these areas to achieve work-life balance. While compensation impacts performance, a talented manager uses different methods like appreciation and rewards to create a positive work environment for sustained motivation and satisfaction.
teams
This document discusses the key aspects of effective teamwork, including team structure, process, and culture. It outlines the following stages of team development: formation, where the team establishes goals and ground rules; development, where cohesion and reinforcement occur; and renewal, involving learning and transformation. The importance of leadership, participation, adjustment, and a supportive culture defined by values, rituals and learning are also emphasized. The overall aim is to provide guidance on building teams that can work together effectively to achieve shared objectives.
8. Stress Management and Work Life Balance
Stress - Meaning, Reasons for Stress at Workplace, Causes of Stress, Individual Stressors, Group Stressors, Organizational Stressors, Environmental Stressors, Impact / Consequences / Outcome of Stress, Stress v/s Burnout, Stress Management - Meaning, Managing Stress at Individual Level, Role of Organizations in Managing Stress, Work Life Balance - Meaning, Need and Importance of Work life Balance (WLB), Measures for Work life Balance - By employees, Measures for Work life Balance - By Employers
a sturdy on employee wellbeing on education sector
a sturdy on employee wellbeing on education sector:- its sturdy on employee health and wealth in the organisation as well as physiological, mental health, working involvement.
Major Research Project HR
This document presents a study on employee well-being in the education sector conducted by Rishabh Pare for his Master's degree. It includes an introduction outlining concepts of well-being, a literature review on previous related studies, objectives to study factors affecting employee well-being and the gender effect on well-being. The research method discusses a descriptive study using a questionnaire to collect primary data from 113 faculty members across two educational institutions to analyze employee well-being.
Motivation Plan
The document provides a motivation action plan for three employees - Chris Fletcher, Mike Marschke, and Doreen Taylor. For each employee, it summarizes their individual characteristics, proposes a motivational strategy and relevant motivational theory. For Chris Fletcher, who is happy with his job, the strategy is to provide more freedom and responsibility. For Mike Marschke, who is very satisfied, the strategy is to continue upholding his needs. For Doreen Taylor, who is unhappy, the strategy is to provide opportunities for advancement and acknowledgement of her work.
Building cultures of growth and achievement by eric foster - 5-4-17
Eric Foster presented on building cultures of accountability and motivation. He discussed how accountability and motivation have a symbiotic relationship, with one driving the other. He was taught the importance of accountability by his family and applies this in his professional leadership. Foster outlined four core values for building individual and collective accountability and motivation: 1) setting clear performance metrics and review processes, 2) leading by example and recognizing achievements, 3) fostering open communication, and 4) conducting continuous evaluation and improvement. Accountability is an underused but powerful tool for creating motivation when used to establish expectations that drive teams to exceed goals.
The relationship between entrepreneurial role model influence and
South Africa has a number of barriers to total entrepreneurial activity which produce the lowest rate of total entrepreneurship activity of any comparator developing economy measured. The study provides a base to create high growth entrepreneurship by using an enhanced understanding of role modelling and entrepreneurial self-efficacy.
The purpose of this research was to investigate the relationship between entrepreneurial role model influence and entrepreneurial self-efficacy.
The qualitative research study approach was utilised with unstructured interviews with entrepreneurs who had or continued to have entrepreneurial mentors.
The research results suggested a relationship between entrepreneurial role model influence and all but one entrepreneurial self-efficacy dimensions. Therefore, it is strongly suggested the concept of action learning with an entrepreneurial self-efficacy dimensions approach should be applied in teaching entrepreneurship. Also, focusing on first and second order level elements of entrepreneurial self-efficacy which don’t transfer easily. Mentoring and coaching using entrepreneurial self-efficacy dimensions is also required. All stakeholders must act together to create and propagate entrepreneurs as social role models to legitimise entrepreneurship as a valid career choice in South African society. For the nascent entrepreneur, an understanding the basis for entrepreneurial success is a firm grounding in the entrepreneurial self-efficacy building blocks and the lower level activities.
Leadership coaching models and coaching tools for managers
Your effectiveness can also be increased by looking at Leadership Coaching Models. Insights based on research shows that a positive mindset, backed by practical action, increases our effectiveness in challenging situations.
Peggy's Dilemma : A Case Study (LIS 151)
This is a case study presentation on practical library management, espousing principles learned throughout the LIS 151 course. In this case study, a newly appointed head of library services faces leadership resistance from her coworkers.
©R.S.S. Necesario
School of Library and Information Studies
University of the Philippines Diliman
roy_necesario@yahoo.com
Integrals
The document discusses integrals and how they are the reverse operation of derivatives. It explains that integrals calculate the area under a curve, while derivatives calculate the slope of a tangent line. The document also provides an example of how to integrate by taking the reverse of derivatives, and includes two example problems and their solutions.
Case 2
This lesson plan teaches 7th grade students how to calculate slope and y-intercept from graphs and equations. Students work in pairs with college mentors on worksheets involving finding slope and y-intercept. They earn points for completed problems that can be redeemed for prizes. The goals are for students to demonstrate knowledge of slope and y-intercept, and have a positive view of learning math.
More Related Content
What's hot
MGT 460 Week 2
This document provides information about an organizational management capstone course titled "Leadership Priorities and Practice". The course requires students to reflect on insights gained from their studies and apply them to their work environment through a substantive paper. It aims to help students examine values and ethics in professional practices, evaluate situations from multiple perspectives, and apply problem-solving skills to integrate leadership theory with professional practice. The textbook and weekly learning objectives are also outlined.
2. Thinking, Learning, Perception
Thinking skills, thinking styles and thinking hat, Managerial skills and development, Learning characteristics, theories of learning (classical conditioning, operant conditioning and social learning approaches), Intelligence, type (IQ, EQ, SQ, at work place), Perception features and factor influencing individual perception, Effects of perceptual error in managerial decision making at workplace. (Errors such as Halo effect, stereotyping, prejudice attributional)
Counselling the whole person
Counseling should take a holistic approach and consider the whole person, including their interests, abilities, personality, moods, feelings, spirituality, physical fitness, and mental agility. This allows for better career advice and helps students develop life skills to embrace change, find success and fulfillment. The author believes marrying the roles of career counselor and personal counselor provides the most beneficial approach, akin to life coaching. A holistic approach helps clients develop self-empowerment through goal-setting, resilience, communication skills, stress management, and a positive mindset. The most important forces are motivation and a positive emotional quotient; without these, an individual will not reach their full potential.
Get motivated# Anshu T
This ppt brings a productivity in children and motivate them for their hard core study.
on other hand, students learn how to study without being distract.
Does positivity enhance work performance
A presentation on how being positive can influence individual performance and bring change in the organization or vice versa.
Positivity will not only help in building confidence but also help to overcome any kind of situation.
Motivation Theories
Classic and modern theories of motivation. Theories for PMP exam. Theories for practicing managers, leaders, project managers. Recap of different theories. Current cutting edge motivation theories.
Motivation (1)
Motivation refers to the process that energizes and directs people's behavior towards achieving their goals. There are several theories of motivation that explain how it affects organizational behavior, such as through regular wages and performance appraisals to provide incentives like vehicle loans or medical benefits. Providing an enabling working environment with amenities like air conditioning can also motivate employees, as well as offering traveling opportunities and interesting work.
Types of motivation
This document discusses how incentives can motivate employees. It defines incentives as additional remuneration or benefits given to employees for good work. Incentives can increase productivity, drive work performance, satisfy employees psychologically, and shape behavior. Management should offer both monetary incentives like rewards in money, as well as non-monetary incentives like job security, praise, opportunities for growth, and participative management to satisfy different employee needs. Positive incentives provide assurance for fulfilling needs, while negative incentives aim to correct mistakes through penalties or demotions.
Motivational plan week 3
The document outlines a motivational plan developed by a team leader for her discouraged team working on a long-term project lasting a year. The plan applies several motivational theories to increase the team's motivation and performance. It breaks the large project into smaller phases to make it feel less overwhelming. The leader sets goals and provides feedback to track progress. Recognizing accomplishments and soliciting input increases ownership. The plan aims to satisfy intrinsic needs and encourage self-motivation to complete tasks on schedule and maximize contributions.
Behaviour for learning
This document discusses various behavior management strategies including establishing rules and routines, praise, rewards, and punishments. It examines the theory of operant conditioning which suggests children will behave in ways to receive praise. The effectiveness of rewarding good behavior is discussed over solely focusing on controlling bad behavior. Praise must be sincere and fit the rewarded behavior to promote learning. Understanding children's emotions is also important for addressing behavior.
Ldr 531 wk 5 Motivation Plan
An effective manager understands the challenges of creating a workplace that combines employees' motivations, satisfactions, and performance. The manager must develop a plan that incorporates both manager and employee perspectives to influence these factors positively. Motivation, satisfaction, and performance are important for individual and team success, and the manager can increase these through positive influence. Tools like surveys, evaluations, and team building can help managers develop and evaluate employees in these areas to achieve work-life balance. While compensation impacts performance, a talented manager uses different methods like appreciation and rewards to create a positive work environment for sustained motivation and satisfaction.
teams
This document discusses the key aspects of effective teamwork, including team structure, process, and culture. It outlines the following stages of team development: formation, where the team establishes goals and ground rules; development, where cohesion and reinforcement occur; and renewal, involving learning and transformation. The importance of leadership, participation, adjustment, and a supportive culture defined by values, rituals and learning are also emphasized. The overall aim is to provide guidance on building teams that can work together effectively to achieve shared objectives.
8. Stress Management and Work Life Balance
Stress - Meaning, Reasons for Stress at Workplace, Causes of Stress, Individual Stressors, Group Stressors, Organizational Stressors, Environmental Stressors, Impact / Consequences / Outcome of Stress, Stress v/s Burnout, Stress Management - Meaning, Managing Stress at Individual Level, Role of Organizations in Managing Stress, Work Life Balance - Meaning, Need and Importance of Work life Balance (WLB), Measures for Work life Balance - By employees, Measures for Work life Balance - By Employers
a sturdy on employee wellbeing on education sector
a sturdy on employee wellbeing on education sector:- its sturdy on employee health and wealth in the organisation as well as physiological, mental health, working involvement.
Major Research Project HR
This document presents a study on employee well-being in the education sector conducted by Rishabh Pare for his Master's degree. It includes an introduction outlining concepts of well-being, a literature review on previous related studies, objectives to study factors affecting employee well-being and the gender effect on well-being. The research method discusses a descriptive study using a questionnaire to collect primary data from 113 faculty members across two educational institutions to analyze employee well-being.
Motivation Plan
The document provides a motivation action plan for three employees - Chris Fletcher, Mike Marschke, and Doreen Taylor. For each employee, it summarizes their individual characteristics, proposes a motivational strategy and relevant motivational theory. For Chris Fletcher, who is happy with his job, the strategy is to provide more freedom and responsibility. For Mike Marschke, who is very satisfied, the strategy is to continue upholding his needs. For Doreen Taylor, who is unhappy, the strategy is to provide opportunities for advancement and acknowledgement of her work.
Building cultures of growth and achievement by eric foster - 5-4-17
Eric Foster presented on building cultures of accountability and motivation. He discussed how accountability and motivation have a symbiotic relationship, with one driving the other. He was taught the importance of accountability by his family and applies this in his professional leadership. Foster outlined four core values for building individual and collective accountability and motivation: 1) setting clear performance metrics and review processes, 2) leading by example and recognizing achievements, 3) fostering open communication, and 4) conducting continuous evaluation and improvement. Accountability is an underused but powerful tool for creating motivation when used to establish expectations that drive teams to exceed goals.
The relationship between entrepreneurial role model influence and
South Africa has a number of barriers to total entrepreneurial activity which produce the lowest rate of total entrepreneurship activity of any comparator developing economy measured. The study provides a base to create high growth entrepreneurship by using an enhanced understanding of role modelling and entrepreneurial self-efficacy.
The purpose of this research was to investigate the relationship between entrepreneurial role model influence and entrepreneurial self-efficacy.
The qualitative research study approach was utilised with unstructured interviews with entrepreneurs who had or continued to have entrepreneurial mentors.
The research results suggested a relationship between entrepreneurial role model influence and all but one entrepreneurial self-efficacy dimensions. Therefore, it is strongly suggested the concept of action learning with an entrepreneurial self-efficacy dimensions approach should be applied in teaching entrepreneurship. Also, focusing on first and second order level elements of entrepreneurial self-efficacy which don’t transfer easily. Mentoring and coaching using entrepreneurial self-efficacy dimensions is also required. All stakeholders must act together to create and propagate entrepreneurs as social role models to legitimise entrepreneurship as a valid career choice in South African society. For the nascent entrepreneur, an understanding the basis for entrepreneurial success is a firm grounding in the entrepreneurial self-efficacy building blocks and the lower level activities.
Leadership coaching models and coaching tools for managers
Your effectiveness can also be increased by looking at Leadership Coaching Models. Insights based on research shows that a positive mindset, backed by practical action, increases our effectiveness in challenging situations.
Peggy's Dilemma : A Case Study (LIS 151)
This is a case study presentation on practical library management, espousing principles learned throughout the LIS 151 course. In this case study, a newly appointed head of library services faces leadership resistance from her coworkers.
©R.S.S. Necesario
School of Library and Information Studies
University of the Philippines Diliman
roy_necesario@yahoo.com
What's hot (20)
a sturdy on employee wellbeing on education sector
a sturdy on employee wellbeing on education sector
Building cultures of growth and achievement by eric foster - 5-4-17
Building cultures of growth and achievement by eric foster - 5-4-17
The relationship between entrepreneurial role model influence and
The relationship between entrepreneurial role model influence and
Leadership coaching models and coaching tools for managers
Leadership coaching models and coaching tools for managers
Viewers also liked
Integrals
The document discusses integrals and how they are the reverse operation of derivatives. It explains that integrals calculate the area under a curve, while derivatives calculate the slope of a tangent line. The document also provides an example of how to integrate by taking the reverse of derivatives, and includes two example problems and their solutions.
Case 2
This lesson plan teaches 7th grade students how to calculate slope and y-intercept from graphs and equations. Students work in pairs with college mentors on worksheets involving finding slope and y-intercept. They earn points for completed problems that can be redeemed for prizes. The goals are for students to demonstrate knowledge of slope and y-intercept, and have a positive view of learning math.
Civil services
The document summarizes the process for entering the civil services in India. Candidates must take the All India Combined Competitive Examination conducted by the Union Public Service Commission. The exam consists of a preliminary exam testing general studies and an optional subject, followed by a main exam involving more subject-specific papers if the preliminary is passed. Top scorers from the main exam move to an interview round. Recruitment to the Indian Forest Service and state-level civil services involve separate exams. Successful candidates are placed in prestigious all-India and central government services like the IAS, IPS, and Group A and B central services.
Grammer book semester 1
The document is a grammar book containing chapters on various topics of Spanish grammar. It includes a table of contents listing 20 chapters covering constructions of se, adverbs, preterite vs imperfect, por vs para, stressed possessive adjectives/pronouns, commands, object pronoun placement, present subjunctive, subjunctive with verbs of will/influence, and more. Each chapter provides definitions and examples to explain the topic in more detail.
11nov
Este documento describe los diferentes tipos de ambientes que afectan a una organización. Explica que el análisis externo identifica oportunidades y amenazas en el entorno operativo local, mientras que el análisis interno identifica las debilidades de la organización. Además, define el ambiente externo como compuesto por la industria, servicios y competencia, e indica que el ambiente interno se refiere a las características particulares de la organización. Finalmente, resume las amenazas, oportunidades, fortalezas y deb
32150
This document contains information about a certificate issued to Shuvadip Som related to security. It lists his name, the field of security, and provides a certificate ID number of 3191998 issued on November 20, 2014.
17 nov
El documento describe un modelo estructurado para un centro médico llamado Centro Chopo que incluye diagnosticar el nivel de funcionamiento, determinar un plan de acción, y educar sobre el funcionamiento y mantenimiento. El modelo contiene componentes como un laboratorio, base de datos para pacientes, doctores, administradores, y un servidor de servicios para almacenar datos.
D N A M E
This document contains a download of an individual's raw DNA marker data from AncestryDNA. It consists of over 1,000 lines listing SNPs (single nucleotide polymorphisms) identified on the individual's DNA, including the chromosome, position, and alleles observed at each SNP. The data is provided for the individual's personal genealogical research purposes only and not intended for medical use.
Power point tics
El poema habla de una semilla a la que se le desea que crezca y florezca con la ayuda de los elementos naturales como la tierra, el viento, el agua y el sol. La voz poética le promete a la semilla protección del frío y le cantará canciones para que pueda desarrollarse junto a las flores.
Unidad de servicios de apoyo a la educación
El documento describe las funciones de la Unidad de Servicios de Apoyo a la Educación Regular, que incluyen planificar, organizar y evaluar el apoyo educativo, promover la integración y logro educativo de los estudiantes, asesorar al personal, y dar capacitación. La unidad también se enfoca en promover la participación de padres y comunidad, ubicar escuelas que requieran apoyo, y asesorar en ajustes razonables y estrategias diversificadas para eliminar barreras de aprendizaje.
Cita01 victor ortiz
El documento trata sobre el conocimiento, la tecnología educativa y las tecnologías de la información y comunicación. Define la tecnología educativa como el uso de instrumentos tecnológicos para facilitar el aprendizaje, distinguiendo entre tecnologías tangibles e intangibles. Las tecnologías de la información y comunicación permiten los procesos de información y comunicación entre las personas con características como la interactividad y la digitalización. En la facultad del autor, las tecnologías de la información se utilizan principalmente a través
Diapositivas choricasanare
El documento presenta el caso de Cárnicos Choricasanare, una empresa de distribución cárnica que experimentó un rápido crecimiento en sus primeros 15 años debido a la apertura de nuevos establecimientos y otorgamiento de créditos a microempresarios. Sin embargo, la empresa se vio afectada por una crisis de las "vacas locas" en 1996 que redujo sus ventas y generó pérdidas. Recientemente, la empresa ha tenido problemas con saldos de deudores incobrables que podrían afectar su situación financiera.
Viewers also liked (19)
Similar to New initiative new us
Running head TEAM AND MOTIVATION .docx
Running head: TEAM AND MOTIVATION 1
TEAM AND MOTIVATION 2
Team and Motivation
Quanise Richardson
Strayer University
Dr. White
BUS: 520
2/16/2015
Teamwork and Motivation
Introduction
Why should organizations encourage teamwork and motivate their employees? We should all ask this question ourselves. Teamwork is a way of letting the employees work together share ideas in realization of the organization’s goals. The organization should motivate its employees in showing their work is appreciated in helping it achieve its objectives (Broner, 2009).
Motivation is the strategy an organization sets in understanding the work and efforts of its employees. This includes incentives, motivational talks, poems, outdoor activities such as sports, dinners, arranging conferences for the workers and promoting the employees according to their efforts and creativity (Abraham, 2013).
There are two types of motivations; intrinsic motivation- this involves internal factors within a person, i.e. the drive one has to succeed in life or his/her workplace. Extrinsic motivation- the factors outside such as a healthy working environment and incentives offered by the organization (Broner, 2009).
Significant elements of an organization motivation plan.
A motivation plan can one way enhance motivation or diminish it, thus any manager should look at the needs and goals of the organization before enforcing a motivation scheme.
Elements of a motivation program;
Purpose – the manager must recognize the purpose of each employee, his/her responsibility in the organization in the implementation of the organization’s goals and objectives. In doing so, the employer or the leader of the specific unit in the organization must create self-confidence in each employee, so as to show the worth of them and thus creating job satisfaction (Dicker, 2010).
Self-confidence will help to improve the individual’s ability in undertaking and persevering in projects no matter the hardships. Expectations – the employer should outline his/her expectation on each employee and provide the resources so as to fulfill his/her expectations. Clear expectation will help in sustaining long goals of an organization. Creating motivation factors to increase job satisfaction- presence of motivation in the workplace will assist the employees work better and strive to achieve the goals of the group or organization. Growth and development- if there is further training and acquisition of new skills it will help in meeting the objectives and motivating the employees. Creating competence in the organization- the employer should create competency in the employees in achieving and motivating them. This can be through creating new opportunities and giving challenging work to the employees to show.
Post #1Employee empowerment has allowed organizations to have qu.docx
Post #1
Employee empowerment has allowed organizations to have quicker response times to customers for resolutions, but my thoughts of this quick solution being beneficial shifted as I read Senge’s studies. “Today, many executives are articulating a new philosophy revolving around ‘empowering people.’ But few organizations are working hard to introduce tools and methods to actually help people to make more intelligent decisions, especially decisions that improve systemwide performance” (Senge, Kleiner, Roberts, Ross, & Smith, 1994, p. 40). It is important for organizations to consider the impact of the training systems, as well as how to evaluate their effectiveness. Without the proper ‘tools’ it is difficult for employees to make decisions that are best for both the business and the customer. This also makes it difficult for leaders to be confident in backing their employees decisions or in holding them accountable to the decisions made when effective learning systems were not developed prior to training. “Once we learn to distinguish our assumptions from the ‘data’ upon which those assumptions are based, we are forever more aware of our own thinking” (Senge, Kleiner, Roberts, Ross, & Smith, 1994, p. 43).
“Motivation also appears to be an important correlate of leadership” (Vidic, Burton, South, Pickering, & Start, 2016). By utilizing the teachings of each section and putting them into practice within real life situations I can support my learning while also utilizing success stories of the implementation of my practices of the materials to share with the class for discussions. Many of the teachings discussed in this week’s material would work for the current organization I work for. Senge mentions situations where employees are placed into quick training courses that only last a few days, but later the training is not reinforced or further developed upon. Organizations will then give up on the current training practices as they believe them not to be effective. In the organization I work for there is always change. Changes in culture, leadership, and even training styles. There is an opportunity to evaluate the importance of each change prior to implementation and utilize different metrics to evaluate success which could include quantity, but most importantly quality of the results with the success of the organization.
References
Senge, P., Kleiner, A., Roberts, C., Ross, R., & Smith, B. (1994). The fifth discipline fieldbook: strategies and tools for building a learning organization. New York: Doubleday.
Vidic, Z., Burton, D., South, G., Pickering, A. M., & Start, A. (2016). Emotional and Motivational Correlates of Leadership Styles: A Comprehensive Framework for Understanding Effective Leaders. Journal Of Leadership Studies, (3), 22. doi:10.1002/jls.21485
Post #2
I found it interesting how Kleiner, Roberts, Ross , Senge & Smith (1994) discussed team development as a learning organization. They note that team members “develop new skill.
Talent rentention and optimization
Achieve Talent Retention and Optimization With Positive Psychology, Strengths Psychology and Appreciative Inquiry was presented through NACN Consulting: http://www.nacn.sg/seminar/ to help business leaders maximize and retain their Gen Y talent.
Talent rentention and optimization
Talent retention and optimization is vital to every business but especially in healthcare where employees are your most valuable natural resource but are vulnerable to stress, burnout and compassion fatigue.
Linking School Improvement to Teacher Motivation and Job Satisfaction: The Ch...
It is not undeniable that motivation and job satisfaction are important ingredients in elevating individual performance to tap success. It is the same in school setting, teachers who are well motivated are more likely satisfied in their teaching career. This paper attempts to share the motivational practices of some performing countries in terms of bringing education in the next level. Findings suggest that the principal motivators for teachers are promotion, working environment and leadership of the higher authority. It was also found out that increase of workloads affect the job satisfaction of the teachers. Roberto Suson | Sheila Pearl Mejica | Ji-an Catibig | Marciano Placencia Jr | Marilyn Miranda "Linking School Improvement to Teacher Motivation and Job Satisfaction: The Challenge of Change" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29616.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29616/linking-school-improvement-to-teacher-motivation-and-job-satisfaction-the-challenge-of-change/roberto-suson
Leadership and Management at The Children’s Learning StationVi.docx
Here is a 1-page lab report using the scientific method sections based on the energy sources animation and data:
Lab Report 1
Analysis of Energy Sources
Purpose
The purpose of this lab was to analyze and compare coal and nuclear energy sources based on various impact metrics including emissions, waste production, accidents, and health effects.
Introduction
Energy production has both benefits and drawbacks depending on the source. Coal and nuclear are two major sources that provide baseload power but also have environmental and safety tradeoffs (International Atomic Energy Agency, 2016). This lab compared coal and nuclear energy quarterly over a year using metrics like CO2 emissions, radioactivity, accidents, and solid waste (IAEA, 2016).
Adaptive Leadership Fact sheet
This document discusses an adaptive leadership program delivered over 16 weeks to MBA students. It involved completing a complex collaborative task in groups and addressing challenges that emerged over the long timeframe. Students experienced issues like losing group members, health problems, and relationship breaks. The program aimed to build on leadership concepts through authentic learning experiences and reflection. Diverse roles and interdisciplinary perspectives were encouraged among students to solve problems.
Well-being at Work
This document summarizes the key findings from a literature review on well-being in the workplace conducted by the New Economics Foundation (NEF). The review finds that personal resources, organizational systems, functioning at work, and experience of work all influence employee well-being. Specifically, the evidence suggests that health, work-life balance, fair pay, job security, achievable jobs, management style, social value of work, skill use, development opportunities, job control, and relationships positively impact well-being at work. The review informs the development of NEF Consulting's Happiness at Work survey to help organizations assess and improve workplace well-being.
Discussion Healthy Relationships in the WorkplaceHealthy relati.docx
Discussion: Healthy Relationships in the Workplace
Healthy relationships form the basis for a positive workplace. When staff are engaged in their jobs, supported by one another, and feel a sense of security in their work, healthy relationships among staff members will flourish. Nurse managers can assess the workplace for healthy relationships by observing the interactions among staff members. Are trust, respect, and collegiality evident, or might some staff members display toxic or dysfunctional behaviors toward one another? When toxic or dysfunctional behaviors are evident even among the smallest cohort of staff, nurse managers must take steps to foster positive interactions. In fact, all other efforts to establish a positive workplace will likely fall short if they are not built on the foundation of healthy interpersonal relationships.
In this Discussion, you examine the interactions between employees at your current organization or one with which you are familiar. You also explore positive psychology, a theory of well-being that has helped many workplaces to increase positivity and foster healthy relationships among staff members.
To prepare
Review Chapter 2, “Cultivating the Leadership Relationship” in the course text, From Management to Leadership: Strategies for Transforming Health Care. Examine how leaders cultivate healthy relationships among all staff members.
Review the article, “Using Positive Psychology to Engage Your Staff during Difficult Times.” How can positive psychology foster healthy workplace relationships and increase staff engagement?
Reflect on the interactions you see in your own organization or in one with which you are familiar. What relationships do you observe across different job categories, such as RNs, LPNs, techs, and nursing assistants? Do relationship disparities exist between shifts, departments, or members of different disciplines, such as nursing staff and physicians?
Identify environments where unhealthy relationships most commonly occur. What leadership strategies might you use to build healthy relationships among these specific staff members? Furthermore, how could you apply positive psychology to increase positivity in this environment?
Post an explanation of at least two leadership strategies you could implement to build healthy relationships among staff members in the workplace you selected. Cite specific examples in your explanation by identifying the staff members you would target and explaining how your strategies would foster healthy interactions among these staff members. In addition, suggest at least one positive psychology strategy you could employ to increase the ratio of positive to negative interactions in your workplace; explain your rationale.
Read a selection of your colleagues’ responses and Respond to at least two of your colleagues on two different days using one or more of the following approaches:
Validate an idea with your own experience and additional research.
Share a st.
Pob in the workplace a cross-cultural perspective
This document discusses positive organizational behavior (POB) from a cross-cultural perspective. It begins by noting that POB principles have become more prevalent in workplaces as a way to enhance employee morale and competitiveness during difficult economic times. The document then reviews literature showing links between POB concepts like hope, resilience, and strengths-based approaches, and improved employee performance, effectiveness, and satisfaction. It argues that focusing on amplifying positive attributes in organizations, rather than just reducing negatives, can lead to better financial and other performance. The document also examines cross-cultural studies finding universal values of work and its relationship to life fulfillment and priorities, while also noting differences in work goals and orientations across countries. Overall, it
051016 Transformative Learning
The document discusses how coaching can be used as a transformative learning tool in both personal and professional development. It describes the Co-Active coaching model, which utilizes presence, listening, curiosity and action to facilitate revolutionary transformation. The model addresses the whole person and is grounded in four cornerstones: fulfillment, balance, process and focusing on being and doing. Research shows coaching improves productivity, morale and profits in organizations. Incorporating a coaching culture that celebrates wholeness and spirituality can create a supportive workplace.
Reply to TEVA 2No matter where you go or what you do, they are t.docx
Reply to TEVA 2
No matter where you go or what you do, they are there, millennials. Not necessarily a bad thing, except trying to figure out their intentions. In any work force you will have multiple generations of people, they all offer something different. Attitudes, beliefs, experience, goals and expectations. What we all want and share a common thing in are the three R’s: Respected, Recognized and Remembered (Organizational Behavior, 2014). Respecting each generation regardless of age goes a long way. We may not understand why they do the things the way they do, however we can all learn from each other. Recognition..as managers, employees at all levels want recognition. Show them they are appreciated for what they bring to the table, to the mission, to the organization. Show them you care about them, how hard they work and that what they do does not go unnoticed. Provide them feedback (Organizational Behavior, 2014). Being remembered is also important as it tells them the organization values them.
Finding out what motivates each generation is not easy, you have to put some effort into it. Get to know them, gain their trust, find out what they are good at, what they desire to know and learn and use it to your advantage. Each generation can help and motivate each other. Millennials are technologically savy, where as the older generation is used to doing things the old fashioned way. Getting the generations to talk to each other, ask questions, break the barriers, can help make a huge difference in productivity in the work place. Telling them what the company vision is and purpose of their efforts. Showing them that working together as a team, that they can reach the same goal in the end to get the job done will help motivate them to work together. Give the younger generation goals to reach and milestones to progress. Give the older generation time and flexibility with how to get the job done (Lloyd, n.d.). In the end the bottom line is get to know your people, appreciate them and what they do and ensure they understand their purpose in the organization.
Reply to LARE 2
With the advancements in technology the speed of how things get done are faster and for any organization to remain sustainable in the 21st Century they will have to embrace technology and globalization. Having a diversified work environment can result in success for an organization by first bridging the “gap” between generational workers. By first, discovering the needs of the employees in order to frame what motivates them, because motivational tactics are not one-size fits all. Trader Joe, was a good example of how they keep their employees motivated through a collaborative environment, Manager’s helping out, and employee empowerment. (Organizational Behavior, 2014, ch 5, p.4)
Another way to motivate an age-diverse workforce is through, mentorship, where experienced workers coach and train the younger employees. Offer opportunities of “reverse mentoring in areas of techno ...
Role of yoga in corporate world
This presentation discusses the role of yoga in the corporate world. It outlines how yoga can help address challenges faced by corporate leaders from stress and difficulties making decisions. Practicing yoga can improve organizational performance, success, decision making and the well-being of managers. It provides benefits like job satisfaction, commitment and reducing stress. The presentation covers topics for yoga workshops in organizations and case studies of companies participating in yoga. Research shows yoga reduces absenteeism and illness while increasing productivity and morale of employees.
Intermediate DraftStacey SchultzBUS4802Chang.docx
Intermediate Draft
Stacey Schultz
BUS4802
Change Management
Capella University
Purpose of Team Development Meeting
Our wellness program has previously been referred to as the Achieving Better Health Wellness Program. With the launch of our new wellness program, we are rebranding our program. The new name of this program should reflect the values of the wellness committee as well as those of the company as it promotes the education of employees about wellness objectives and opportunities.
This team has been assembled to become champions for the new and improved wellness program. This committee has been established to promote a culture of safety and wellness among the company’s employees and their families. Safety is a top priority, and we recognize the direct connection between health and safety.
Responsibilities will include, but not be limited to the following:
· Brainstorm and collaborate with peers to create and promote wellness and safety opportunities within Air Liquide.
· Assist/facilitate wellness challenge administration
· Identify opportunities to encourage and support well-being among coworkers to promote preventative care, well-checks and disease management
Participants
Team Leader –
· Stacey Schultz is a buyer in our Chanhassen office and her favorite activity is yoga.
Team Members –
· Becky Riesgraf works in human resources in our Chanhassen office and her favorite activity is walking
· Amanda Whalen is a Business Analysis in our Dallas office and her favorite activity is running.
· Matt Anderson is in the Dallas office and is a Mechanical Engineer with his favorite activity as softball.
· Nicole Feist is a marketing coordinator in the Chanhassen office with boxing as her favorite activity.
· Mark Stang is a Project Manager in our Chanhassen office and his favorite activity is weight lifting.
Change Management
Change is scary; there is no doubt about it. We were scared to leave our parents homes for the real world. We are scared to leave relationships and jobs or start new ones for fear of the unknown. Sometimes you just need to jump in with both feet and face the unexpected; it might be the next best thing.
Change is endless and constant. We have no choice in the matter except for one aspect; mastering our ability to adapt and to learn. In short, the single most important reason for change mastery is survival. Nature has provided us with many examples of species that have adapted over millions of years in order to survive and thrive until this day. Modern man is one of those examples of adaptation and survival. We as a species did not become the pinnacle of creation by waiting for mutations or relying on physical strength. We mastered our ability to apply what we learned and adapt accordingly.
The first part of each change management is to shift a negative view, a resistance to the change. The second part is to create more positive spin, looking at the change with open eyes. By shifting your focus.
Crafting empowering careers
The 'traditional' psychological contract between workplaces and employees is broken - in this presentation we explore better ways to think about careers fit for the new world of work
From our most recent meetup: https://www.meetup.com/thrivingmelbourne/
Motivation for excellence in education (swayam)
The presentation is basically about motivation, its types and what are the factors that help in improving student motivation for excellence in education.
Keep Employees Productive
Keep Employees Engaged, Happy, Productive, and Loyal to an Organization. Be flexible: Not just with hours but how you treat them. Motivating employees is an important component to a successful company.
impact of yoga way of life on organisastional performance - yoga teacher trai...
impact of yoga way of life on organisastional performance - yoga teacher trai...Karuna Yoga Vidya Peetham
Organisational performance can be attributed to a number of factors. However,
there are certain organisational factors, the presence or absence of which can
determine the success or failure of the organisation. There are different ways
in which organisations try to improve their performance by working on such
factors. In the research presented in this article, an attempt is made to find out
whether adoption of the Yoga Way of Life by managers can have a positive
impact on such organisational performance indicators.Job Matching Experiences of Cotabato State University (CSU) Public Administra...
This document discusses a study examining the job matching experiences of Cotabato State University (CSU) public administration students. It utilized a descriptive survey approach including questionnaires, interviews, and observations. The study aimed to determine the effects of job matching and its experiences on students, and identify the importance of finding a job. It demonstrated that CSU worked hard to make students more competitive, skilled, and successful professionals.
Bartz, david principals managing and developing their human capital nfea...
Dr. David E. Bartz, Professor Emeritus, Eastern Illinois University - published by NATIONAL FORUM JOURNALS (Founded 1982) William Allan Kritsonis, PhD - Editor-in-Chief
Similar to New initiative new us (20)
Post #1Employee empowerment has allowed organizations to have qu.docx
Post #1Employee empowerment has allowed organizations to have qu.docx
Linking School Improvement to Teacher Motivation and Job Satisfaction: The Ch...
Linking School Improvement to Teacher Motivation and Job Satisfaction: The Ch...
Leadership and Management at The Children’s Learning StationVi.docx
Leadership and Management at The Children’s Learning StationVi.docx
Discussion Healthy Relationships in the WorkplaceHealthy relati.docx
Discussion Healthy Relationships in the WorkplaceHealthy relati.docx
Reply to TEVA 2No matter where you go or what you do, they are t.docx
Reply to TEVA 2No matter where you go or what you do, they are t.docx
impact of yoga way of life on organisastional performance - yoga teacher trai...
impact of yoga way of life on organisastional performance - yoga teacher trai...
Job Matching Experiences of Cotabato State University (CSU) Public Administra...
Job Matching Experiences of Cotabato State University (CSU) Public Administra...
Bartz, david principals managing and developing their human capital nfea...
Bartz, david principals managing and developing their human capital nfea...
Recently uploaded
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective UpskillingExcellence Foundation for South Sudan
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.ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
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
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
How to Fix the Import Error in the Odoo 17
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
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 KanvariaPollock and Snow "DEIA in the Scholarly Landscape, Session One: Setting Expec...
Pollock and Snow "DEIA in the Scholarly Landscape, Session One: Setting Expec...National Information Standards Organization (NISO)
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.clinical examination of hip joint (1).pdf
described clinical examination all orthopeadic conditions .
Main Java[All of the Base Concepts}.docx
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Community pharmacy- Social and preventive pharmacy UNIT 5
Covered community pharmacy topic of the subject Social and preventive pharmacy for Diploma and Bachelor of pharmacy
BBR 2024 Summer Sessions Interview Training
Qualitative research interview training by Professor Katrina Pritchard and Dr Helen Williams
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Natural birth techniques - Mrs.Akanksha Trivedi Rama University
Natural birth techniques - Mrs.Akanksha Trivedi Rama UniversityAkanksha trivedi rama nursing college kanpur.
Natural birth techniques are various type such as/ water birth , alexender method, hypnosis, bradley method, lamaze method etcThe simplified electron and muon model, Oscillating Spacetime: The Foundation...
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.
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Chapter 4 - Islamic Financial Institutions in Malaysia.pptxMohd Adib Abd Muin, Senior Lecturer at Universiti Utara Malaysia
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Advanced Java[Extra Concepts, Not Difficult].docx
This is part 2 of my Java Learning Journey. This contains Hashing, ArrayList, LinkedList, Date and Time Classes, Calendar Class and more.
Recently uploaded (20)
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective Upskilling
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Liberal Approach to the Study of Indian Politics.pdf
Liberal Approach to the Study of Indian Politics.pdf
Pollock and Snow "DEIA in the Scholarly Landscape, Session One: Setting Expec...
Pollock and Snow "DEIA in the Scholarly Landscape, Session One: Setting Expec...
Community pharmacy- Social and preventive pharmacy UNIT 5
Community pharmacy- Social and preventive pharmacy UNIT 5
Pride Month Slides 2024 David Douglas School District
Pride Month Slides 2024 David Douglas School District
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
Natural birth techniques - Mrs.Akanksha Trivedi Rama University
Natural birth techniques - Mrs.Akanksha Trivedi Rama University
The simplified electron and muon model, Oscillating Spacetime: The Foundation...
The simplified electron and muon model, Oscillating Spacetime: The Foundation...
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
New initiative new us
- 1. Rethinking, Re-energizing, Reinventing: Jackson High School Employees Brunisha Brooks
- 2. Development Rethink Re-energize Reinvent It is a method in which the living can evolve into another state of being. Who should develop? Everyone What should we develop? Careers, relationships, ourselves Why should we do this? Help others and ourselves, feel and be positive When should we do this? Immediately and continuously Where should we do this? Work, school, and home
- 3. Positive Outcomes and Expectations Rethink Re-energize Reinvent According to Training and Development, developing employees will impact the following: focusing on the future. having a high usage of work experiences. being goal-oriented and preparing for changes. volunteering to positively impact our own lives and the lives of others. supporting employees creates a positive working environment. References Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill. Pace, A. (2010). UNLEASHING POSITIVITY IN THE WORKPLACE. T+D, 64(1), 40-44.
- 4. How may I help you? Rethink Re-energize Reinvent This is a question often posed to customers when purchasing from businesses, but it is also a question that should be posed to employees who work for businesses because it shows concern and can show a willingness to invest in them. Approach to employee development as described by Noe: Formal education Assessment Job Experiences Interpersonal relationships References Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill
- 5. New you, New me, New us Rethink Re-energize Reinvent Initiatives to support that begin a positive force: Monthly after work affair Each one, teach one Community involvement
- 6. Positive Benefits Rethink Re-energize Reinvent Building a bond between ourselves, and with the people we service and in the community in which we work, contributes to meaningful work. The initiatives will help to develop us both professionally and socially. According to Pace, studies have supported the impact of positive relationships in the workplace. Relationships can contribute to one’s overall health, career advancement, and resource building. References Pace, A. (2010). UNLEASHING POSITIVITY IN THE WORKPLACE. T+D, 64(1), 40-44.
- 7. Results Rethink Re-energize Reinvent Through numerous collaborative and supportive efforts, we can redefine ourselves by being exposed to new knowledge, investing in future growth, and creating a work environment that attracts and retains quality employees. Will result in increased attendance, morale, and goal setting. This is how we continue to develop professionally!
- 8. References Rethink Re-energize Reinvent Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill. Pace, A. (2010). Unleashing positivity in the workplace.T+D, 64(1), 40-44.