Here are the main types of incentives discussed in the lesson: Individual incentives: - Bonuses based on individual performance metrics like sales targets. These reward individual achievement. Group incentives: - Gainsharing plans that reward groups for achieving productivity, quality or cost-saving goals. Success is shared across the group. - Profit-sharing plans that allocate a portion of organizational profits to employees. Success is shared across the organization. Team incentives: - Recognition programs that reward teams for achievements. Non-financial rewards like trophies or ceremonies. - Gainsharing plans tailored to team-level metrics. Rewards are shared within the successful team. If I had to choose incentives for the future,

1. Tell me about yourself.
Why are you the best person for
the job?
Why do you want this job?
How has your experience
prepared you for this role?
What is your greatest strength?
What is your greatest weakness?

2. How do you handle stress
and pressure?
What are your salary
expectations?
What are goals for the
future?

3. Which number should come
next in the pattern?
37, 34, 31, 28

4. Find the answer that best completes
the analogy:
Book is to Reading as Fork is to:
a. drawing
b. writing
c. stirring
d. eating

5. Find two words, one from each group, that are
the closest in meaning:
Group A
talkative, job, ecstatic
Group B
angry, wind, loquacious
a. talkative and wind
b. job and angry
c. talkative and loquacious
d. ecstatic and angry

6. Which of the following can be arranged into a
5-letter English word?
a. H R G S T
b. R I L S A
c. T O O M T
d. W Q R G S

7. What number best completes the analogy:
8:4 as 10:
a. 3
b. 7
c.24
d.5

18. Leading

19. is defined as “an individual’s
positive psychological state of
development” (Fred Luthans, et
al., 2007) which is characterized
by having high levels of HERO; the
four elements of Hope, (Self-
)Efficacy, Resilience, and
Optimism.

20.  We all know about IQ. IQ stands for “intelligence quotient”
and it is basically a measure of academic intelligence. IQ is
determined by your performance on standardised tests
with a variety of different tasks.
 IQ is very important if you’re going to college, but what
about in life generally? Emotional intelligence, which is
also called emotional quotient (EQ), is your ability to
perceive, understand and regular emotions. It is,
therefore, the foundation of all people skills or “soft
skills.”
 Finally, EI can be learned and IQ cannot. Through skills and
training, you can improve your emotional intelligence, and
this is why it’s now playing a key role in business
management.

21.  igh IQ is no guarantee of success in life. Rather, studies
have shown that people with EI are more likely to be
successful in both their personal and professional lives.
The reason is that IQ helps you solve problems, learn
things, reason and remember details.
 But with a high emotional intelligence, you’re more self-
aware and more in control of your emotions. You’re also
more empathetic and positive. These are factors that have
a greater impact on success than academic intelligence or
hard skills.
 Emotions drive people. High emotional intelligence is
linked with high motivation. People with high EI have a
drive that goes beyond the desire for money or title. Their
inner motivation pushes them toward achieving their goals.

22.  One of the reasons why EI research is on the rise today is
that it seems to have more relevance to the changing
modern business world. IQ helps with innovation and that’s
important. But IQ can’t solve the major problems the
world faces today. In fact, people are more stressed,
lonely and isolated today, in this high-tech world that IQ
has given us. IQ also doesn’t help us connect with others,
build strong relationships,
 IQ is far from useless. It helps in many different situations
with logic, problem-solving, creativity and learning new
things. But without a strong foundation of EI first, it’s
impossible for us to realise all that our IQ can.
 Improving your emotional intelligence can make a major
difference in your life both professionally and personally
by teaching you more about your own emotions and those
of the people around you.

28.  Adaptability and flexibility: Effective leaders
don't get stuck in a rut. They are able to think
outside of the box and adapt quickly to changing
situations.
 Assertiveness: A great leader is able to be direct
and assertive without coming off as overly pushy
or aggressive.
 Capacity to motivate people: A great leader
knows how to inspire others and motivate them
to do their best.
 Courage and resolution: The best leaders are
brave and committed to the goals of the group.
They do not hide from challenges.

29.  Creativity: Perhaps most importantly, great
leaders not only possess their own creativity, but
they are also able to foster creativity among
members of the group.5
 Decisiveness: A great leader is capable of making
a decision and is confident in his or her choices.
 Eagerness to accept responsibility: Strong
leaders take on responsibility and don't pass the
blame on to others. They stand by their success
and take ownership of their mistakes.
 Emotional stability: In addition to being
dependable overall, strong leaders are able to
control their emotions and avoid overreactions.

30.  Intelligence and action-oriented judgment:
Great leaders and smart and make choices that
move the group forward.
 Need for achievement: Strong leaders have a
need to succeed and help the group achieve
goals. They genuinely care about the success of
the group and are committed to helping the
group reach these milestones.
 People skills: Excellent interpersonal skills are
essential for leading effectively. Great leaders
know how to interact well with other leaders as
well as with team members.
 Perseverance: Strong leaders stick with it, even
when things get difficult or the group faces
significant obstacles.

31.  Self-confidence: Many of the best leaders are
extremely self-assured. Because they are confident in
themselves, followers often begin to share this self-
belief.
 Task competence: A great leader is skilled and
capable. Members of the group are able to look to
the leader for an example of how things should be
done.
 Trustworthiness: Group members need to be able to
depend upon and trust the person leading them.
 Understanding their followers and their needs:
Effective leaders pay attention to group members
and genuinely care about helping them succeed. They
want each person in the group to succeed and play a
role in moving the entire group forward.

32. Introduction to the Different
Functional Areas of
Management

33. Human resources, also known as
human capital, drive the
performance of organizations
along with other resources;
hence, understanding the HRM
functions of management is very
important.

34. Conducting job analysis
Planning labor need and recruiting
Selecting candidates for the job
Orienting and training new
employees
Managing compensation or pay
Providing incentives and benefits

35. Evaluating employee’s performance
Communicating
Developing employees
Building employee commitment
Providing good working conditions
Handling grievances and industrial
relations

36. Human resources management
deals with the management of
people- the most important business
resource. Money, materials, and
information resources are not capable
of moving the business activities
without the aid of the primary
performance drivers, human
resources.

38. Exercise # 1
Research on the different types of individual,
group, and team incentives mentioned in this
lesson. Define each and choose the specific
types of incentive that you would like to enjoy
in the future.