This document discusses motivating administrative staff in organizations. It defines motivation and lists key elements like intensity, direction, and persistence. Motivation is important for organizations as it leads to improved employee efficiency, achievement of goals, and stability. The top reasons employees stay somewhere include career growth, meaningful work, recognition, and flexibility. Elements of a successful motivation program include knowing employees, giving feedback, employee involvement, business literacy, and vision/values. Practices to motivate include recognition, developing flexible schedules, upward feedback, and training. A proposed solution is creating a private social network for the organization where employees can recognize each other and be recognized.
Leadership Training Program - Benefits and Objectivesjosephb987
This Power Point Presentation talks about leadership training program, it's benefits and objects. For more information visit: https://www.tools4management.com/article-category/leadership/
Leadership Training Program - Benefits and Objectivesjosephb987
This Power Point Presentation talks about leadership training program, it's benefits and objects. For more information visit: https://www.tools4management.com/article-category/leadership/
Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
Ensuring the whole management team of a firm identify the impact of properly crafted succession plan: The effects of its presence and absence on business continuity and competitiveness.
Leadership is the ability to effectively and responsibly engage with people, processes, and programs to achieve organizational, team or individual goals.
Supervision is the set of activities carried out by a person in order to oversee the productivity and progress of employees who report directly to that person in an organization.
Supervision is a management activity and supervisors have a management role in the organization.
فرهاد زرگری , To Lead or to Manage that is the question, change management,futurology,heart and brain,leadership,management,mission statement,organizational change,organizational culture,organizational development,vision, Successful Governance,outcome oriented, Accountability vs Responsibility,
Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
Ensuring the whole management team of a firm identify the impact of properly crafted succession plan: The effects of its presence and absence on business continuity and competitiveness.
Leadership is the ability to effectively and responsibly engage with people, processes, and programs to achieve organizational, team or individual goals.
Supervision is the set of activities carried out by a person in order to oversee the productivity and progress of employees who report directly to that person in an organization.
Supervision is a management activity and supervisors have a management role in the organization.
فرهاد زرگری , To Lead or to Manage that is the question, change management,futurology,heart and brain,leadership,management,mission statement,organizational change,organizational culture,organizational development,vision, Successful Governance,outcome oriented, Accountability vs Responsibility,
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic
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Common misconceptions about employee surveys in organizations and how decision makers may overcome them. The case for design and customization to context is contrasted with standard surveys with a few examples from professional experience.
Your organization's greatest assets are the human capital. Are you investing in them wisely?
An insurance company I conducted sales leadership training for saw new sales go up by 20% as a result of the training.
Another company I conducted employee motivation training for, saw absences and “call in sicks” reduce by a whopping 37.67%.
Do you want to supercharge your organization’s performance?
Do you feel like there’s more that your business could be accomplishing?
Are you ready to take your employees or members to another level?
Looking for a keynote speaker at your next event?
I offer customized lectures, seminars and workshops for small, medium and large organizations with the desire of equipping their employees with the skills and knowledge they need for increased productivity and results.
Some popular courses I offer are:
Overcoming Obstacles & Challenges
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Business Ethics
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1. Motivating
Administrative Staff
Ali Mohammad Hossein Zadeh
1101600641
Anahita Ghanad
1101600847
Hadis Pourshaban
1112300005
May 2012, Multimedia University, Cyberjaya
2. What is Motivation?
Motivation is the result of the interaction
between the individual and the situation.
“ The only way to get people to like
working hard is to motivate them. Today,
people must understand why they're
working hard. Every individual in an
organization is motivated by something
different.“
-Rick Pitino
4. Importance of motivation
Motivation is very important for an
organization because of the following
benefits it provides:
1) Puts human resources into action
2) Improves level of efficiency of employees
3) Leads to achievement of organizational goals
4) Builds friendly relationship
5) Leads to stability of work force
5. The top reasons employees
remain where they are:
Career growth, learning, and development
Exciting work and challenge
Meaningful work, making a difference and a contribution
Great people
Being part of a team
Good boss
Recognition for work well done
Fun on the job
Autonomy, sense of control over my work
Flexibility, for example, in work hours and dress code
Fair pay and benefits
Inspiring leadership
Pride in the organization, its mission, and quality of product
Great work environment
Location
Job security
Family-friendly employer
Cutting-edge technology
6. Elements of a Successful
Motivation Program
1. General Principles of Motivating Employees
Know your staff
Give feedback
Partner with staff in achieving their goals
Educate employees
Keep employees informed and involved
Use rewards that have mutual benefit
7. 2. Employee Involvement
Supervisors can help employees develop their perspective
by regularly discussing strategic issues, and by supporting
involvement in campus organizations, committees, and
training programs such as the University Perspective
Program .
3. Business Literacy
Business literacy is a popular concept in employee
motivation research. Business Literacy is defined as
employees “thinking like strategic business partners, "or in
higher education, thinking like department heads.
Elements of a Successful
Motivation Program cont.
8. 4. Vision and Values
When employees are involved in developing operational
strategies to carry out the vision and values of their work
unit, a new level of engagement is achieved.
Participating in a group process toward this end can be
highly motivating, and it lends itself to strengthened
teamwork. Such a process allows individuals to link their
own values and work to the strategic vision of the unit.
Elements of a Successful
Motivation Program cont.
9. Practices to inspire
motivation
Say thank you
Nothing can beat receiving personal
thanks when employee achieved a goal.
Get to know employee
One incentive may not work
with all so It is important to
ask staff :
“what motivated them”
10. Developing a flexible work schedule
It provides a powerful tool for management that can be used
to fulfill business needs and help employees achieve a better
work-life balance.
Upward feedback
Upward feedback allows
employees to provide
constructive input about
business practices.
Practices to inspire
motivation cont.
11. Faculty and staff assistance program
It designed to provide assistance to faculty
and staff for personal or work related
concerns that may interfere with job performance.
Recognition and
Training activities
Provide reasonable assurance that recognition
awards, rewards and prizes distributed by the
university.
Practices to inspire
motivation cont.
12. Recognition
Is:
◦ First motivational factor
◦ A leadership tool
◦ What is important to the leaders
◦ Behaviors that are valued
Why recognition?
◦ Reinforces, recognizes and motivates
behaviors that a manager wants to see
◦ Attract and retain employees
13. Recognition in universities
Normally, universities have an award
program
Money as reward
Each Year
MMU (Staff and
students MMU Awards)
14. Normal award systems
Announcing the date and categories
Application
◦ Fill in the nomination form
◦ Describe duties and actions
◦ Supporting documents
◦ Recommendation letters
Applications will be evaluated by a
review committee
15. What Makes a Good Reward?
Jim Brintnall says it’s got to be SMART:
Sincere
Meaningful
Adaptable
Relevant
Timely
17. Social Network Services
A social networking service is an
online service, platform, or site that
focuses on facilitating the building of
social networks or social relations
among people who, for example,
share interests, activities,
backgrounds, or real-life connections.
18. Why social networks?
Make connections with people with
similar interests and goals
Events
Sharing Knowledge
53.6 percent of academics in MMU
accessed social networks on their
hand phones.
19. MMU Private Social Network
MMUPSN
Profile
Friends /
Connections
Groups
Posting
Stories
Sharing
Award
System
20. MMUPSN Awards System
Stories should be confirmed
Users can like stories
Users can suggest someone
Users can nominate themselves just
by one click
Candidates will be selected by users
Anytime, Anywhere
21. Wow Moments (Engagement Strategies Magazine)
TD Canada Trust is the personal, small
business and commercial banking
operation of the Toronto-Dominion Bank
(TD) in Canada.
TD Canada utilizes its internal social
network (Wow Moments) for employee
motivation and recognition
Employees can post stories on the internal
social network about things they’ve done or
observed others doing in support of
providing a positive customer experience
22. Wow Moments cont.
Someone scans the stories, mostly for privacy
issues
Managers and employees get a monthly report
on where they rank versus their peers
35,000 employees and 65,000 stories
Culture of Recognition
Benefits :
◦ Increasing retention and discretionary effort
◦ Reinforcing corporate culture and building institutional
memory
◦ Fostering collaboration
◦ Improving talent spotting
Recognition is a leadership tool that sends a message to employees about what is important to the leaders and the behaviors that are valued. Managers can use this tool to help employees understand how their jobs contribute to the agency’s overall goals and how their performance affects the achievement of those goals.
Sincere. Above all else, a good reward should reflect a genuine expression of appreciation. Token acknowledgements leave something to be desired.Meaningful. To endure a motivating influence, rewards should be aligned with the values, goals, and priorities that matter the most.Adaptable. The diverse workplace demands alternatives. Consider creative options to keep your program fresh. No single reward format works for everyone all the time. [Recognition should be adapted and valuable to the receiver.]Relevant. Some personal dimension is essential to a good reward. No matter how formal or informal, expensive or affordable, the relevance of any recognition will be improved with a personal touch - - it’s a little thing that makes a big difference. [Recognition should be provided by someone of significance to the receiver.]Timely. It is important that rewards respond to the behavior they are intending to reinforce. Don’t let too much time pass or the reward may be devalued and credibility eroded.
Increasing retention and discretionary effort – Public validation by your peers makes you feel valued. If you believe that your efforts matter, then you’ll be less likely to leave and more likely to make greater contributions.Reinforcing corporate culture and building institutional memory – The program serves as a repository of stories that would otherwise go untold. The act of publically celebrating these stories helps to shape the culture of the company.Fostering collaboration – Searching and browsing the stories in the program is easy and interesting. It’s easier to connect with distant colleagues after you’ve read a compelling story about them.Improving talent spotting – When your peers recognize your contributions, they’re publicly validating your skills. Since the program is searchable, your successes are seen by the entire company. The sender also benefits by visibly demonstrating managerial skills.