This document discusses employee motivation and engagement. It notes that unmotivated employees can cost companies $350 billion per year and that lack of motivation is not directly observed in employees but impacts company performance. The four main drives of motivation are acquiring, bonding, comprehending, and defending. While money is an important motivator, other factors like meaningful work, recognition, and growth opportunities also matter. The document provides tips for motivating employees such as aligning pay with performance, taking complaints seriously, empowering employees, and maintaining a positive work environment. The goal is to have engaged employees who are motivated to help the organization succeed.
The word 'Motivation' is widely used or misused. This PPT is an eye opener for most of the managers faced with the problem of lack of motivation of their subordinates.
This is an attempt to solve their problem in a nutshell.
The topic was presented by Bill Sciambi at the 2019 USA Trade Tasting held in New York. The event was organized by Beverage Trade Network, the leading online platform dedicated to connecting the global beverage industry.
Co-founder and Board Chairman, Verity Wines, Bill Sciambi talked about the principles and ways used to hire the best talent. He also dove into the importance of having a motivated team, how to motivate your team and to make sure they believe in what you do.
*About USA Trade tasting*
USATT is an annual wine and spirits trade show held in the New York City, for retailers, sommeliers, bartenders, importers and distributors to network, learn and find new opportunities to grow.
For more information, you can visit, https://usatradetasting.com/
*About Beverage Trade Network*
Beverage Trade Network (BTN) is a leading online marketing and B2B networking platform servicing suppliers, buyers and beverage professionals in the global beverage industry. BTN provides a selection of sourcing solutions for importers and distributors as well as an extensive range of marketing and distribution services for international suppliers.
For more information, you can visit, https://beveragetradenetwork.com/
Management is the least efficient activity in your organization. In this presentation you will find out why you need to fire managers and rely on self- management.
“organization is not real, the only reality are individuals.”
Paul Green
The Psychology of Fear in Organizations - How Can We Harness Fear to Fuel Inn...Kogan Page
Sheila Keegan, author of The Psychology of Fear in Organizations, outlines how fear can debilitate us yet motivate and stimulate us and drive innovation if harnessed.
Motivational theories that managers should acknowledge to motivate employees.
If you would like to download these slides, send me via: nguyenpuyen91@gmail.com with your purpose of download.
The Trusted Executive helps leaders create a strategy for building trust in a globalized, technology-enabled, diverse and increasingly sceptical world.
The word 'Motivation' is widely used or misused. This PPT is an eye opener for most of the managers faced with the problem of lack of motivation of their subordinates.
This is an attempt to solve their problem in a nutshell.
The topic was presented by Bill Sciambi at the 2019 USA Trade Tasting held in New York. The event was organized by Beverage Trade Network, the leading online platform dedicated to connecting the global beverage industry.
Co-founder and Board Chairman, Verity Wines, Bill Sciambi talked about the principles and ways used to hire the best talent. He also dove into the importance of having a motivated team, how to motivate your team and to make sure they believe in what you do.
*About USA Trade tasting*
USATT is an annual wine and spirits trade show held in the New York City, for retailers, sommeliers, bartenders, importers and distributors to network, learn and find new opportunities to grow.
For more information, you can visit, https://usatradetasting.com/
*About Beverage Trade Network*
Beverage Trade Network (BTN) is a leading online marketing and B2B networking platform servicing suppliers, buyers and beverage professionals in the global beverage industry. BTN provides a selection of sourcing solutions for importers and distributors as well as an extensive range of marketing and distribution services for international suppliers.
For more information, you can visit, https://beveragetradenetwork.com/
Management is the least efficient activity in your organization. In this presentation you will find out why you need to fire managers and rely on self- management.
“organization is not real, the only reality are individuals.”
Paul Green
The Psychology of Fear in Organizations - How Can We Harness Fear to Fuel Inn...Kogan Page
Sheila Keegan, author of The Psychology of Fear in Organizations, outlines how fear can debilitate us yet motivate and stimulate us and drive innovation if harnessed.
Motivational theories that managers should acknowledge to motivate employees.
If you would like to download these slides, send me via: nguyenpuyen91@gmail.com with your purpose of download.
The Trusted Executive helps leaders create a strategy for building trust in a globalized, technology-enabled, diverse and increasingly sceptical world.
[Slideshare] Cracking the Employee Engagement Code - Workforce GroupWorkforce Group
On a scale of 1-10, how would you rate the effectiveness of your employee engagement strategies? How would your employees rate it?
As a leader, do you find it challenging to engage your direct reports effectively? What would you consider "an engagement strategy"? Do your employees lack the motivation to perform their daily tasks? Are you worried about their dedication or commitment levels? If yes, there is a good chance that your Employee Engagement methods are ineffective.
Many organisations are aware of the importance of employee engagement, yet, many leaders struggle to create the right strategies and implement the best engagement practices. In the same vein, extensive research has proven that the rate of engagement of an employee is directly proportional to the quality of work output and the level of commitment to that organisation.
Therefore, what practices can business leaders adopt to drive emotional connection, foster loyalty, and encourage their employees to bring their best selves to work every day?
This slide deck provides proven engagement strategies that business leaders can deploy to drive employee engagement, motivation and performance.
In the deck, we share how you can crack the employee engagement code.
Adopt the best practices shared in this deck to improve employee development and effectiveness, invariably reducing employee burnout and leading to better business outcomes.
Learn how to engineer a shift from robotic compliance-driven practices to genuine commitment-driven initiatives where employees thrive and perform optimally by downloading this deck today.
Leadership and Employee Engagement in Tomorrow Organization - InspireOneInspireone
When employees are engaged they lead more fulfilling and rewarding lives. An engaged workforce and distinct leadership behavior can create more organizational succes.
Leadership and Employee Engagement - InspireOneInspireone
Employee engagement is an organizational imperative. InspireOne's evidence-based research shows that organizations with a more engaged workforce consistently outperform their competitors. If your employees are motivated and willing to put in extra effort, your organization can benefit from improved bottom line business results.
Engaged employees provide immeasurable benefits to your organization. It begins at the organizational then managerial, finally employee levels of the organization.
1
Observation Paper
Observation Paper for Equity Management
Taihessa Lee
Organizational Leadership
Professor Stephen D. Griffin
June 30, 2013
The purpose of this paper is to describe the observable aspects of my current organization’s culture. I will address my perceptions using the following three viewpoints: vision, mission and core values. I am currently employed at Equity Management Corporation, which is a leading third party management company throughout the property management industry. It is a highly competitive organization that works on creating opportunity for their employees and managing with integrity. On the grounds that I work for Equity Management I know first-hand the extent they will go to meet their expectation out of every department and one thing they will always strive to be number one in the housing market. The greater part of these things are expressed inside Equity Management’s vision and mission statement. Their vision and mission are similar as it precisely what the company does and how it plans to develop.
The Mission: Managing with integrity. The Vision: Creating opportunity. The Core Values: will focus on the heart of our company. There are many other parts of Equity. Leasing Agents are the face of Equity. Property Managers are the arms of Equity. Regional Directors represent the head of Equity. But it takes one fundamental body part to keep all this going- the heart. Ultimately, the heart has to beat to make the parts all function together. The heart is where love, care and concern reside evidenced by our commitment to the job, one another and the people we serve. As Equity pays attention to the condition of our personal and corporate heart they can experience a deeper commitment to our everyday activities. The owner’s vision is to improve the heart of Equity in a deeper way. The owner realizes that our hearts inspire us to be our best, and create loyalty in ourselves. Becoming #1 in the industry means being financially strong and growing. But being #1 is also found in a company filled with loyal employees with high integrity, stellar performance while showing you care. I have witnessed this in my current employment with Equity.
Working at the corporate office was hard for me at times because of how clan culture the company is however it likewise has numerous motivating forces as well. I started my employment with Equity Management three years prior. This employment has been assisting me to develop passionately and also professionally. They are showing me to strive to be passionately and the best constantly. The major lesson I am learning while at Equity Management is their Core Values which is the heart of an employee to keep it functioning properly.
A great deal can be learned about an organization by analyzing and exploring the various aspects of organizational observation. My observation of Equity’s leadership and organizational culture would be healthy organization culture. .
1. Management Issue : Employee Motivation and
Engagement
Professor Hafford
Principles of Management
Presentation
2. What Does That Mean?
• Employee engagement is the common
intuitive sense that people, and particularly
leaders within organizations, have about
work motivation.
• employee engagement is a desirable
condition, has an organizational purpose,
and connotes involvement, commitment,
passion, enthusiasm, focused effort, and
energy.
3. Did you know?
• Unmotivated and disengaged
employees can cost a company
$350,000,000,000 per year. Wouldn’t
it be nice to save that money!
• Lack of employee motivation and
disengagement is not noticed
directly on employee but rather the
company.
4. Getting Engaged
If the work is exciting it is much more likely to be
motivated and engaged. If not, find a way to make
it exciting! Its your job!
Money! More motivational then one would think.
5. The Four Drives of Motivation
“Because the four drives are hardwired into our
brains, the degree to which they are satisfied
directly affects our emotions and, by extension,
our behavior.”
• The drive to acquire.
• The drive to bond.
• The drive to
comprehend.
• The drive to defend.
6. Lets Talk About Money…
• In order for pay to be an important motivator, there has to
be variability in pay options.
1. Pay is more important to extroverts than to introverts.
2. Receiving performance-based pay is more important to
high academic achievers than to others. Receiving higher
pay than their co-workers is more important to extroverts
and individuals with a history of social achievements.
3. High-performing employees appear to be particularly
sensitive to whether their higher performance is rewarded
with above-average pay increases, while low performers
prefer low-contingency pay systems.
4. Pay appears to be more important to men than to women.
5. People with high need for achievement and higher
feelings of self-efficacy prefer pay systems that more
closely link pay to performance.
7. Think About It…
• Take complaints about pay seriously.
• Do not fall very far below market pay levels.
• Realize that most of the best employees want
strong pay-performance relationships.
• Evaluate current pay systems with respect to the
strength of pay-performance relationships.
• Examine whether executive pay is moving in the
same direction, and at roughly proportionate
rates, as employee increases.
*Money is not the only motivator. It may not even be a primary motivator. However, it plays a very important
role in motivating most employees.
8. Rise Above…
• In a changing economy having
engaged employees may be
key to a successful
organization. Especially
because lack of engagement
and motivation shows a
difference in budget for
higher management.
9. Now What?
• “You can’t motivate
people any more than
you can empower them.
Employees have to
motivate themselves.
However, you can set up
an environment where
they best motivate and
empower themselves.”
- Carter McNamara
10. Conquer The Problem!
• Put square pegs in square holes.
• Get off on the right foot.
• Empower employees and give them
'stretch assignments'.
• Help people create a personalized
learning experience.
• Properly manage and appreciate the
performance of your team.
• Oil the wheels of the team and maintain
a positive environment.
11. • Motivated, engaged, and happy employees.
• Saving money by getting more accomplished
during the workday.
• Overall success for the organization.
Success!