Psy 320 Secretary
•Download as PPT, PDF•
2 likes•430 views
Recommendation for job redesign including current challenges, potential to increase intrinsic motivation and the value of synergy.
Report
Share
Report
Share
![Current Challenges ,[object Object],[object Object],[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
Eiwp conf presentation scott thor
1) The document discusses the relationship between emotional intelligence and work engagement. It hypothesizes that higher emotional intelligence leads to greater work engagement.
2) An online survey of over 5,000 participants in the US and Canada was conducted using tools to measure emotional intelligence and work engagement. The results found a moderate positive correlation between overall emotional intelligence and work engagement.
3) Managing emotions specifically had the strongest relationship to work engagement. The ability to manage one's emotions may be an important factor for engagement.
OD Forum Positive Psychology and Employee Engagement
Slides on positive psychology from the Melbourne, Sydney and Canberra OD Forums held during the weeks of 25th of August and 1st of September.
2018 International Leadership Association Conference Presentation Barbato Fai...
Transitioning from an employee to an authentic leader requires transformational change. With proper support and training, these future leaders can flourish within an organizational setting. The presenters will discuss the theoretical underpinnings of transformational leadership and share their experience in using this theory to design and implement a unique orientation program for new leaders.
Team Development
This document discusses team development and the stages a team goes through. It defines a team as an interdependent group that works together on a task or project. The stages of team development are forming, storming, norming, performing, and transforming. Factors that affect an optimal team include its purpose, expectations, roles, cohesiveness, interconnectivity, functions, activities, and goals.
Effective Team Behaveor
The document discusses effective team behavior and team effectiveness. It defines what a team is and key aspects of team building, including setting objectives, involving the entire team, maintaining unity, and communicating. A model of team effectiveness is presented which involves factors like task characteristics, team size/composition/design, as well as team processes, environment, and development. Helpful team behaviors are listed. Key factors for successful team performance include having a clear strategy, roles and responsibilities, open communication, rapid response, and effective leadership.
Team building ppt
The document discusses team building and team effectiveness. It defines team building as converting employees into interdependent team members through establishing trust and collaboration. It notes several approaches to team building, including the Johari Window and role negotiation approaches. The importance of team building is highlighted as enhancing performance, reducing turnover, and benefiting employees and the organization. Team effectiveness is defined as getting people to work together effectively to achieve more. Key factors for team effectiveness include the right mix of skills, motivation, and ability to resolve conflicts. Elements that impact team effectiveness are reward systems, communication, workspace, leadership, and organizational structure and environment.
Motivation theroy
This document discusses different theories of motivation. It describes Maslow's hierarchy of needs, which posits that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. Herzberg's two-factor theory distinguishes between hygiene factors like salary that prevent dissatisfaction and motivator factors like achievement that increase satisfaction. Expectancy theory proposes that motivation depends on the perceived value of rewards, the effort required to attain them, and the likelihood of receiving rewards for one's performance. Goal-setting theory suggests that specific, difficult goals that provide feedback can direct and sustain effort over time to improve performance.
Reach Peak Performance Through Employee Engagement
This document discusses how organizations can achieve peak performance through employee engagement. It presents research showing that engaged employees are more productive, profitable, and less likely to leave their employer. The key to engagement is ensuring employees feel aligned with the organization's strategy, customers, people and positive culture. The document recommends a 4-step process of surveying employees, diagnosing engagement issues, analyzing the data, and implementing solutions. Implementation involves both top-down commitment from senior leaders and bottom-up training of engagement teams to analyze data and create "Creative Spaces" where employees can drive positive change.
Recommended
Eiwp conf presentation scott thor
1) The document discusses the relationship between emotional intelligence and work engagement. It hypothesizes that higher emotional intelligence leads to greater work engagement.
2) An online survey of over 5,000 participants in the US and Canada was conducted using tools to measure emotional intelligence and work engagement. The results found a moderate positive correlation between overall emotional intelligence and work engagement.
3) Managing emotions specifically had the strongest relationship to work engagement. The ability to manage one's emotions may be an important factor for engagement.
OD Forum Positive Psychology and Employee Engagement
Slides on positive psychology from the Melbourne, Sydney and Canberra OD Forums held during the weeks of 25th of August and 1st of September.
2018 International Leadership Association Conference Presentation Barbato Fai...
Transitioning from an employee to an authentic leader requires transformational change. With proper support and training, these future leaders can flourish within an organizational setting. The presenters will discuss the theoretical underpinnings of transformational leadership and share their experience in using this theory to design and implement a unique orientation program for new leaders.
Team Development
This document discusses team development and the stages a team goes through. It defines a team as an interdependent group that works together on a task or project. The stages of team development are forming, storming, norming, performing, and transforming. Factors that affect an optimal team include its purpose, expectations, roles, cohesiveness, interconnectivity, functions, activities, and goals.
Effective Team Behaveor
The document discusses effective team behavior and team effectiveness. It defines what a team is and key aspects of team building, including setting objectives, involving the entire team, maintaining unity, and communicating. A model of team effectiveness is presented which involves factors like task characteristics, team size/composition/design, as well as team processes, environment, and development. Helpful team behaviors are listed. Key factors for successful team performance include having a clear strategy, roles and responsibilities, open communication, rapid response, and effective leadership.
Team building ppt
The document discusses team building and team effectiveness. It defines team building as converting employees into interdependent team members through establishing trust and collaboration. It notes several approaches to team building, including the Johari Window and role negotiation approaches. The importance of team building is highlighted as enhancing performance, reducing turnover, and benefiting employees and the organization. Team effectiveness is defined as getting people to work together effectively to achieve more. Key factors for team effectiveness include the right mix of skills, motivation, and ability to resolve conflicts. Elements that impact team effectiveness are reward systems, communication, workspace, leadership, and organizational structure and environment.
Motivation theroy
This document discusses different theories of motivation. It describes Maslow's hierarchy of needs, which posits that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. Herzberg's two-factor theory distinguishes between hygiene factors like salary that prevent dissatisfaction and motivator factors like achievement that increase satisfaction. Expectancy theory proposes that motivation depends on the perceived value of rewards, the effort required to attain them, and the likelihood of receiving rewards for one's performance. Goal-setting theory suggests that specific, difficult goals that provide feedback can direct and sustain effort over time to improve performance.
Reach Peak Performance Through Employee Engagement
This document discusses how organizations can achieve peak performance through employee engagement. It presents research showing that engaged employees are more productive, profitable, and less likely to leave their employer. The key to engagement is ensuring employees feel aligned with the organization's strategy, customers, people and positive culture. The document recommends a 4-step process of surveying employees, diagnosing engagement issues, analyzing the data, and implementing solutions. Implementation involves both top-down commitment from senior leaders and bottom-up training of engagement teams to analyze data and create "Creative Spaces" where employees can drive positive change.
Effective team behaveor
The document discusses effective team behavior and performance. It defines what a team is and outlines key aspects of team building including setting objectives, maintaining unity, and communicating efficiently. It describes the typical stages of team growth from forming to performing to adjourning. A model for team effectiveness is presented involving factors like task characteristics, team size and composition, processes, and environment. Elements of successful team design, behavior, and performance are listed, including strategy, roles, communication, response, and leadership.
Team Building Presentation
Presentation on Team building and it's exercise in Organization. Team Building exercise and activity. Effective leadership skills.
19 Redefining management
The document discusses redefining concepts of management and leadership. It argues that management, which involves clearly defining roles and processes, is more important for success than leadership. Strong management lays the foundation for people to perform their roles effectively and achieve results. This can motivate people and lead to more fulfilling work. Leadership is then about guiding people to carry out the roles as defined during management.
The Importance of Teamwork
Teamwork is an essential skill required by employers. Successful teams have several key attributes: they are motivated, strive to understand each other, create psychological safety to encourage participation and honest communication, and desire to help both individuals and the team improve. The article discusses five principles of effective teamwork - motivation, understanding, prosocial motivation, psychological safety, and open communication - and explains how applying these principles can improve workplace environments, increase success, and boost productivity and unity.
How to Select Proper Team Building Activities
When it comes to improving workplace dynamics, most managers, corporate event planners and employees aren’t exactly sure where to start. Some think engaging in team bonding exercises is the solution. Others believe team building activities are a more prudent course of action. In fact, the differences between team bonding and team building are often overlooked.
Refreshing Mountain is proud to offer outdoor and indoor adventure based activities that help groups achieve both of these goals.
Word cloud final
This document discusses various concepts related to coaching such as training, action learning, goal setting, visualization, acceptance, change, leadership, management, trust, agreeableness, mindfulness, understanding, emotional intelligence, motivation, life skills, and connectedness to reality in an objective manner to empower individuals and help them transform.
Integrity of-leadership
This document discusses the difference between management and leadership, noting that leadership is about coordinating the whole organization by being engaged in what is important rather than urgent, and handling diversity by bringing people closer while accepting differences. Effective leadership also avoids abusing core values and instead aims to create synergy that enables paradigm shifts.
Responding to conflict
This document provides information on conflict resolution training. It defines workplace conflict and identifies common causes as differing perspectives, stress, and increased demands on teamwork. While conflict can be negative, it notes that constructive challenges to ideas can foster new solutions. The document outlines healthy versus damaging conflict and lists benefits of resolution such as improved morale and productivity. It provides dos and don'ts of the resolution process and describes a six step approach including clarifying issues, finding common goals, and agreeing on responsibilities. The summary is that conflicts should aim for the best solution, alternative resolutions can save costs and time, and unresolved conflicts should be avoided.
Team Creating And Implementing Visions
The document discusses several key aspects of building effective teams and becoming an effective team leader, including establishing trust, communicating vision and goals, empowering team members, and problem solving as a team. It emphasizes that changing an organization's culture requires full commitment from leaders, while climate can be adjusted more quickly by how leaders act and what they praise. An effective team leader shares leadership, participates with employees, and relies on the team to resolve problems.
Expectancy theory
Expectancy theory is a mental process regarding the selection of choices. It’s a motivation theory first proposed by Victor Vroom of the Yale school of management. It;s pros and con.
Motivation at work Deck_HR Business Talks 18 January 2022.pdf
This document discusses motivation at work. It defines work motivation as the set of forces that initiate work-related behavior and determine its form, intensity and duration. It discusses several theories of motivation including Maslow's hierarchy of needs and expectancy theory. It identifies factors that can intrinsically and extrinsically motivate employees such as relationships with coworkers and managers, work environment, training, compensation and policies. It explains that motivation at work is important because it leads to higher performance, engagement, creativity, productivity and efficiency among employees. The best practices for motivating employees include learning their wants, setting goals, providing recognition, ongoing training, and creating traditions and celebrations.
Dr. Reid Presentation LELS presentation
The document discusses implementing a step model to transform HR into a strategic asset. It outlines 7 steps: 1) Define the business strategy, 2) Build a business case for HR, 3) Create a strategy map, 4) Identify HR deliverables, 5) Align the HR architecture, 6) Design a strategic measurement system, 7) Implement management by measurement. It provides details on steps 1, 2, 5 and 7 and discusses 3 partial case studies on benchmarking performance, aligning initiatives with measurable goals, and getting HR into a strategic rhythm tied to organizational strategy and customer needs.
Emotional Intelligence For Professionals
This document advertises a 1-day training program on emotional intelligence for professionals offered by Foster & Bridge Indonesia. The program aims to help participants understand the importance of emotional intelligence in the workplace, identify the connection between emotions and health, and learn techniques for using, appreciating, and managing emotions effectively. It will involve lectures, exercises, role-playing, and discussions. Upon completing the program, participants will learn how to optimize emotions at work, validate others' emotions, and set personal visions.
Managing Teams
The document discusses the characteristics of effective teams, including having basic needs met, mutual trust and respect, complete communication, commitment to growth, consensus, balanced process, shared responsibility, shared leadership, and shared vision. It also discusses Maslow's hierarchy of needs and the TIER model framework for facilitating effective teamwork, which focuses on developing the team and individuals, enabling the process, and recognizing the team. Overall, the key points are that effective teams require meeting basic needs, trust, communication, and shared goals and leadership in order to be productive and achieve desired results.
Team management
Individual commitment to a group effort is key to effective teamwork and team management. Team management involves administering a group of individuals to complete a task through teamwork, communication, setting objectives, and performance reviews. Effective team management requires tips like [the document does not provide any tips for effective team management].
Team working(pratik negi)
This document discusses the importance of teamwork and interrelationships between tasks, people, and the work environment for achieving organizational goals. It defines a team and describes how teamwork allows goals to be accomplished that individual efforts cannot. The document then examines how organizational culture can support teamwork and provides examples of how companies have created cultures that foster collaboration, independence, and interdepartmental coordination to boost performance. It concludes that teamwork and strong interpersonal relationships are critical for an organization's success.
Reaserch proposal
This research proposal aims to examine the relationship between financial rewards, non-financial rewards, and employee motivation. It hypothesizes that there is a significant difference between the two types of rewards on motivation levels. The study will survey 40 employees of Chef International Peshawar to understand the current rewards system and employees' satisfaction. The results could help managers design motivational strategies to improve productivity and organizational success.
Org behavior chpt10_workteams
This document discusses different types of work teams and what makes teams effective. It describes work groups, problem-solving teams, self-managed teams, cross-functional teams, virtual teams, and multi-team systems. Effective teams are characterized by trust among members, clear goals and plans, a shared belief that the team can succeed, and the ability to manage conflict constructively. While teams are often used in businesses today, teamwork is not always the best approach and requires careful consideration of whether the work truly benefits from a collective effort.
The law of effect
Thorndike's law of effect states that behaviors followed by rewarding consequences become strengthened through repeated satisfaction, while behaviors followed by unpleasant consequences become weakened and are less likely to reoccur. The document discusses how creating an organizational reward system for values and standards encourages excellence, self-motivation, character development, and efficiency among employees by positively reinforcing behaviors.
S1 L5
This document provides a Greek lesson on vocabulary, grammar, and declension. It includes:
1) Vocabulary words like "brother", "God", "people", and "son".
2) Instruction on declension patterns for various nouns like "work", "servant", and "gift".
3) Exercises for students to practice declining nouns and translating short phrases.
collins vita 0915
This document provides a summary of Jennifer Bowers Collins' education and professional experience. It outlines her educational background, including a Ph.D. from Florida Atlantic University. It also details her professional experience as an Associate Professor at Florida A&M University since 2012, where she teaches various management courses. The document lists her publications, presentations, grants, and professional activities and service.
Luke 856
Jesus often instructed those he healed not to tell others about the miracles. The document discusses several reasons for this "don't tell" policy. First, too much attention could have aroused Jewish leaders to oppose Jesus more vigorously before he completed his ministry. Second, Jesus wanted people to believe based on the works themselves, not just the publicity. As faith matured, believers were called to publicly proclaim Jesus as the Messiah. So the policy ensured miracles pointed to Jesus' identity while allowing faith to develop before widespread preaching began.
More Related Content
What's hot
Effective team behaveor
The document discusses effective team behavior and performance. It defines what a team is and outlines key aspects of team building including setting objectives, maintaining unity, and communicating efficiently. It describes the typical stages of team growth from forming to performing to adjourning. A model for team effectiveness is presented involving factors like task characteristics, team size and composition, processes, and environment. Elements of successful team design, behavior, and performance are listed, including strategy, roles, communication, response, and leadership.
Team Building Presentation
Presentation on Team building and it's exercise in Organization. Team Building exercise and activity. Effective leadership skills.
19 Redefining management
The document discusses redefining concepts of management and leadership. It argues that management, which involves clearly defining roles and processes, is more important for success than leadership. Strong management lays the foundation for people to perform their roles effectively and achieve results. This can motivate people and lead to more fulfilling work. Leadership is then about guiding people to carry out the roles as defined during management.
The Importance of Teamwork
Teamwork is an essential skill required by employers. Successful teams have several key attributes: they are motivated, strive to understand each other, create psychological safety to encourage participation and honest communication, and desire to help both individuals and the team improve. The article discusses five principles of effective teamwork - motivation, understanding, prosocial motivation, psychological safety, and open communication - and explains how applying these principles can improve workplace environments, increase success, and boost productivity and unity.
How to Select Proper Team Building Activities
When it comes to improving workplace dynamics, most managers, corporate event planners and employees aren’t exactly sure where to start. Some think engaging in team bonding exercises is the solution. Others believe team building activities are a more prudent course of action. In fact, the differences between team bonding and team building are often overlooked.
Refreshing Mountain is proud to offer outdoor and indoor adventure based activities that help groups achieve both of these goals.
Word cloud final
This document discusses various concepts related to coaching such as training, action learning, goal setting, visualization, acceptance, change, leadership, management, trust, agreeableness, mindfulness, understanding, emotional intelligence, motivation, life skills, and connectedness to reality in an objective manner to empower individuals and help them transform.
Integrity of-leadership
This document discusses the difference between management and leadership, noting that leadership is about coordinating the whole organization by being engaged in what is important rather than urgent, and handling diversity by bringing people closer while accepting differences. Effective leadership also avoids abusing core values and instead aims to create synergy that enables paradigm shifts.
Responding to conflict
This document provides information on conflict resolution training. It defines workplace conflict and identifies common causes as differing perspectives, stress, and increased demands on teamwork. While conflict can be negative, it notes that constructive challenges to ideas can foster new solutions. The document outlines healthy versus damaging conflict and lists benefits of resolution such as improved morale and productivity. It provides dos and don'ts of the resolution process and describes a six step approach including clarifying issues, finding common goals, and agreeing on responsibilities. The summary is that conflicts should aim for the best solution, alternative resolutions can save costs and time, and unresolved conflicts should be avoided.
Team Creating And Implementing Visions
The document discusses several key aspects of building effective teams and becoming an effective team leader, including establishing trust, communicating vision and goals, empowering team members, and problem solving as a team. It emphasizes that changing an organization's culture requires full commitment from leaders, while climate can be adjusted more quickly by how leaders act and what they praise. An effective team leader shares leadership, participates with employees, and relies on the team to resolve problems.
Expectancy theory
Expectancy theory is a mental process regarding the selection of choices. It’s a motivation theory first proposed by Victor Vroom of the Yale school of management. It;s pros and con.
Motivation at work Deck_HR Business Talks 18 January 2022.pdf
This document discusses motivation at work. It defines work motivation as the set of forces that initiate work-related behavior and determine its form, intensity and duration. It discusses several theories of motivation including Maslow's hierarchy of needs and expectancy theory. It identifies factors that can intrinsically and extrinsically motivate employees such as relationships with coworkers and managers, work environment, training, compensation and policies. It explains that motivation at work is important because it leads to higher performance, engagement, creativity, productivity and efficiency among employees. The best practices for motivating employees include learning their wants, setting goals, providing recognition, ongoing training, and creating traditions and celebrations.
Dr. Reid Presentation LELS presentation
The document discusses implementing a step model to transform HR into a strategic asset. It outlines 7 steps: 1) Define the business strategy, 2) Build a business case for HR, 3) Create a strategy map, 4) Identify HR deliverables, 5) Align the HR architecture, 6) Design a strategic measurement system, 7) Implement management by measurement. It provides details on steps 1, 2, 5 and 7 and discusses 3 partial case studies on benchmarking performance, aligning initiatives with measurable goals, and getting HR into a strategic rhythm tied to organizational strategy and customer needs.
Emotional Intelligence For Professionals
This document advertises a 1-day training program on emotional intelligence for professionals offered by Foster & Bridge Indonesia. The program aims to help participants understand the importance of emotional intelligence in the workplace, identify the connection between emotions and health, and learn techniques for using, appreciating, and managing emotions effectively. It will involve lectures, exercises, role-playing, and discussions. Upon completing the program, participants will learn how to optimize emotions at work, validate others' emotions, and set personal visions.
Managing Teams
The document discusses the characteristics of effective teams, including having basic needs met, mutual trust and respect, complete communication, commitment to growth, consensus, balanced process, shared responsibility, shared leadership, and shared vision. It also discusses Maslow's hierarchy of needs and the TIER model framework for facilitating effective teamwork, which focuses on developing the team and individuals, enabling the process, and recognizing the team. Overall, the key points are that effective teams require meeting basic needs, trust, communication, and shared goals and leadership in order to be productive and achieve desired results.
Team management
Individual commitment to a group effort is key to effective teamwork and team management. Team management involves administering a group of individuals to complete a task through teamwork, communication, setting objectives, and performance reviews. Effective team management requires tips like [the document does not provide any tips for effective team management].
Team working(pratik negi)
This document discusses the importance of teamwork and interrelationships between tasks, people, and the work environment for achieving organizational goals. It defines a team and describes how teamwork allows goals to be accomplished that individual efforts cannot. The document then examines how organizational culture can support teamwork and provides examples of how companies have created cultures that foster collaboration, independence, and interdepartmental coordination to boost performance. It concludes that teamwork and strong interpersonal relationships are critical for an organization's success.
Reaserch proposal
This research proposal aims to examine the relationship between financial rewards, non-financial rewards, and employee motivation. It hypothesizes that there is a significant difference between the two types of rewards on motivation levels. The study will survey 40 employees of Chef International Peshawar to understand the current rewards system and employees' satisfaction. The results could help managers design motivational strategies to improve productivity and organizational success.
Org behavior chpt10_workteams
This document discusses different types of work teams and what makes teams effective. It describes work groups, problem-solving teams, self-managed teams, cross-functional teams, virtual teams, and multi-team systems. Effective teams are characterized by trust among members, clear goals and plans, a shared belief that the team can succeed, and the ability to manage conflict constructively. While teams are often used in businesses today, teamwork is not always the best approach and requires careful consideration of whether the work truly benefits from a collective effort.
The law of effect
Thorndike's law of effect states that behaviors followed by rewarding consequences become strengthened through repeated satisfaction, while behaviors followed by unpleasant consequences become weakened and are less likely to reoccur. The document discusses how creating an organizational reward system for values and standards encourages excellence, self-motivation, character development, and efficiency among employees by positively reinforcing behaviors.
What's hot (19)
Motivation at work Deck_HR Business Talks 18 January 2022.pdf
Motivation at work Deck_HR Business Talks 18 January 2022.pdf
Viewers also liked
S1 L5
This document provides a Greek lesson on vocabulary, grammar, and declension. It includes:
1) Vocabulary words like "brother", "God", "people", and "son".
2) Instruction on declension patterns for various nouns like "work", "servant", and "gift".
3) Exercises for students to practice declining nouns and translating short phrases.
collins vita 0915
This document provides a summary of Jennifer Bowers Collins' education and professional experience. It outlines her educational background, including a Ph.D. from Florida Atlantic University. It also details her professional experience as an Associate Professor at Florida A&M University since 2012, where she teaches various management courses. The document lists her publications, presentations, grants, and professional activities and service.
Luke 856
Jesus often instructed those he healed not to tell others about the miracles. The document discusses several reasons for this "don't tell" policy. First, too much attention could have aroused Jewish leaders to oppose Jesus more vigorously before he completed his ministry. Second, Jesus wanted people to believe based on the works themselves, not just the publicity. As faith matured, believers were called to publicly proclaim Jesus as the Messiah. So the policy ensured miracles pointed to Jesus' identity while allowing faith to develop before widespread preaching began.
John 316
The document discusses the four identities mentioned in John 3:16. It states that the first is God, who loves the world so much that he gave his only begotten Son. The third identity is God's son, who was given by God as an undeserved gift to pay the price for humanity's sins. The fourth identity is "whosoever believes"; God wants everyone to have the opportunity to be saved through belief in his son.
Hour Of Prayer
El documento describe doce tipos diferentes de oración que se mencionan en la Biblia, incluyendo alabanza, espera, confesión, lectura de las Escrituras, vigilancia, intercesión, petición, acción de gracias, canto, meditación y escucha. Explica brevemente cada tipo de oración y ofrece ejemplos bíblicos para ilustrarlos.
Afac device-security-july-7-2014v7-2
Shared Services Canada’s Architectural Framework Advisory Committee launched industry consultations on its IT Security Program.
7464 Movie Maker How To Guide Mtl
The document provides instructions for using Microsoft Movie Maker, a free video editing software that comes with Windows. It explains that Movie Maker allows users to import and edit together videos, photos, and audio to create digital stories and movies. The instructions then outline the Movie Maker workspace and provide step-by-step guidance on how to add and edit various media, apply effects and transitions, add titles and credits, and save or publish finished movies.
7464 Pb Lactivities Mtl
Students will learn how to create budgets and balance a checkbook by applying math skills to real-world scenarios. They will research household budgets, create a budget spreadsheet showing income and expenses, and balance a checkbook register. The activity aims to help students understand basic math applications and financial planning.
Club It
The document discusses information technology options for Club IT including a wireless order tracking system that provides a 69% return on investment. It recommends a dashboard to track trends, metrics, and charts with mobile access. It also outlines the standard system development life cycle process of investigation, analysis, design, implementation, and ongoing operations and maintenance.
Galatians 5
El documento contrasta las obras de la carne con el fruto del Espíritu según la Biblia. Las obras de la carne como la inmoralidad, idolatría y enemistad conducen a una vida de tormenta sin paz ni satisfacción, mientras que el fruto del Espíritu como el amor, gozo y paz ofrecen la vida que se busca. El documento enfatiza que los lectores deben decidir seguir a Cristo y su Espíritu en lugar de sus propios deseos carnales.
Viewers also liked (10)
Similar to Psy 320 Secretary
leadership in teams:a functional approach to understanding leadership struct...
This document discusses leadership in teams and identifies key leadership functions during different phases of team performance cycles. It notes that team performance cycles have transition and action phases. During the transition phase, important leadership functions are composing the team, defining the mission, establishing expectations and goals, structuring and planning, training and developing the team, sense making, and providing feedback. During the action phase, key leadership functions are monitoring the team, managing team boundaries, challenging the team, performing the team task, solving problems, providing resources, encouraging team self-management, and supporting the social climate. The document provides details on each of these leadership functions and their importance for increasing team effectiveness and improving performance.
S teams
This document discusses teams and teamwork. It begins by defining key terms like dyads and groups. It then explores the origins of work teams, noting factors like the information age that led to their increased use. It also acknowledges that teams are not always better than individuals. The document outlines different types of teams, principles of effective teamwork, and stages of team development. It also examines team structure, processes, decision-making, and challenges like social loafing in performance appraisal. Overall, the document provides an overview of research on teams and factors important for effective team performance.
Understanding Work Teams rev1
Teams are becoming more popular in organizations as they allow employees to use their talents better and are more flexible than individuals. A work team is defined as a group whose efforts are greater than the sum of individual inputs. There are different types of teams such as problem-solving teams, self-managed teams, task forces, committees, cross-functional teams, and virtual teams. Creating effective teams requires factors such as adequate resources, leadership, trust among members, and proper performance evaluations. Team composition, work design, processes, and leadership are also important for team success. However, teams are not always preferable to individuals for certain types of work.
Team Coaching in a Chaotic World - Australian Institute of Management - Keyno...
Team Coaching in a Chaotic World - Australian Institute of Management - Keyno...The Executive Connection (TEC)
This document outlines a presentation on team coaching in a complex world. It discusses how focusing solely on performance can undermine team effectiveness and that team coaching requires continued investment, honest dialogue and support. It also provides practical tools and tips for coaching teams. Some key points include: complexity and chaos are increasing in the business world; teams need continued coaching beyond just forming; and high performing teams focus on both performance and health through discovery processes, clear goals and mutual accountability.Week 4BUSI7280 Managing in a Global Context1.docx
Week 4
BUSI7280 Managing in a Global Context
1
Weekly Learning Insights
Some insights still (!) not relating your ideas to the course material
Management may be seen as a process with many aspects
Relate your insights specifically, explicitly to aspect(s) of the management process
Due date for Reflective Essay 1 – 30 August 2019
Week 4
Managing People
3
Your motivation
Relates to the question ‘why are you here?’ are you here to get good marks or to learn something new to help you achieve your goals?
Why are you here?
Small group discussion
Motivation
Equity theory – people will be motivated when they perceive that they are being treated fairly (transactional) – theory of motivation or observation of some people?
Expectancy theory – effort = good performance = reward > attractive reward (the perceived/learned relationship between effort and performance and the value of the outcome) – extrapolation of reinforcement/behaviourism. Learning by association.
Alternative theories
Motivation
Reinforcement theory – behaviours with positive consequences will occur more frequently than behaviours with negative consequences - behaviourism – positive and negative reinforcement, punishment and extinction; e.g. ‘incentivizing’ and bonuses.
Goal setting theory – people will be motivated to the extent to which they accept a goal and receive feedback toward achievement. It is based on the premise that conscious goals affect action.
More alternative theories
Motivation
Goal Orientation Theory – early conceptualizations from the 1970s. Most current research is based on Dweck’s (1989) theory of goal orientation (designed to understand children’s acquisition of new skills) – performance (perform well relative to others) v learning (improve skills) goals (situational characteristics or individual trait)?.
And you guessed it ….
Motivation – a mangerialist approach
https://www.ted.com/talks/dan_pink_on_motivation/discussion
What assumptions are made in this talk?
What are the underlying assumptions?
Motivation
SDT focuses on the ‘nature’ of motivation, that is, the ‘why of behaviour.’
The underlying assumption is that “human beings are active, growth-oriented organisms who are naturally inclined toward integration of their psychic elements into a unified sense of self and integration of themselves into larger social structures” (Deci & Ryan, 2000, p. 229).
Self-Determination Theory
SDT
Doing an activity for its own sake because one finds the activity inherently interesting and satisfying.
Think about your core values and how they relate to the things you love doing.
What sorts of activities are intrinsicly motivating for you?
Intrinsic motivation
SDT
Doing an activity for an instrumental reason.
Some extrinsic motivation can be relatively controlled by external factors.
Some extrinsic motivation can be relatively autonomous - i.e. self-regulated through an individual’s acquired goals and values.
Extrinsic motivation
SD ...
Stu R C8e Ch15
The document outlines learning topics on motivation from several chapters including:
- Defining motivation and discussing early theories like Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's motivation-hygiene theory
- Contemporary theories like McClelland's three needs, goal-setting theory, reinforcement theory, and the job characteristics model
- Issues of motivation including expectancy theory, equity theory, and challenges of motivating diverse groups
Employee Motivation 2
This document summarizes several theories of motivation and how they can be applied in workplace settings. It discusses Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, goal-setting theory, and various techniques for motivating employees including job enrichment, participation programs, quality of worklife programs, and reward systems. The key takeaways are that job satisfaction and performance are influenced by both intrinsic and extrinsic factors, and managers can enhance motivation by understanding employee needs and designing enriched jobs and goals.
Staff motivation
Motivation is important for employee and organizational success. There are intrinsic and extrinsic factors that motivate employees. Intrinsic motivation comes from within and includes pride in work and sense of meaning. Extrinsic motivation involves organizational rewards like bonuses. Theories like Maslow's hierarchy of needs and Herzberg's two-factor theory describe factors that motivate employees. Principals can use strategies like recognition, feedback, and participation to motivate teachers. Developing a strategic plan using identified motivational factors can help induce motivation in staff members.
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.
Chapter Motivation Presentation PPM OB EM10B
This document contains information about a group presentation on organizational behavior and motivation. It lists the names and email addresses of the 7 presenters, and includes sections on defining motivation, the importance of motivation, early theories of motivation from Maslow, McGregor, Herzberg and McClelland, contemporary motivation theories, and integrating and applying motivation concepts to job design, employee involvement, and rewards.
Understanding Work Teams rev1
Teams are becoming more popular in organizations as they allow better use of employee talents and are more flexible than individuals. A work team is defined as a group whose efforts are greater than the sum of individual inputs. Effective teams have adequate resources, clear leadership and structure, trust among members, and a performance evaluation system that rewards team efforts. Creating successful teams requires the right composition of members, roles, diversity, and size, as well as work design that gives autonomy and meaningful tasks. While teams often outperform individuals, they are not always the best approach and their success depends on factors like interdependent work and a common purpose.
MANAGEMENT AND BUSINESS ORGANIZATION How do managers group task into jobs tha...
MANAGEMENT AND BUSINESS ORGANIZATION
How do managers group task into jobs that are motivating and satisfying for employees?
PERSONAL EFFECTVENESS.pptx
This document discusses personal effectiveness and job enrichment. It defines personal effectiveness as getting the best out of yourself by utilizing your energy, skills, and motivation to achieve your goals. Key personal effectiveness skills include determination, confidence, stress management, problem solving, and time management. It also discusses the 7 habits of highly effective people which include being proactive, beginning with the end in mind, and putting first things first. Job enrichment is defined as adding dimensions to existing jobs to make them more motivating, such as rotating jobs, combining tasks, and increasing autonomy and feedback. Some advantages of job enrichment are increased job satisfaction and productivity while disadvantages can include overburdening employees.
Ashford MGT321 Instructor Guidance Week 4
This document provides guidance for week 4 of an organizational leadership course. It outlines the learning objectives and activities for the week, which include analyzing leader-follower interactions and different theories of motivation. Students are asked to complete discussions on the role of followers and motivation. Readings cover topics like followership, motivation, autonomy, and developing autonomy-supportive leadership behaviors. The document provides learning maps for the full course and notes for discussions, assignments, and resources.
Rewards for motivating employees and global implications
This document discusses motivating employees and the global implications of motivation. It defines motivation and describes intrinsic and extrinsic types. Motivation improves efficiency and leads to achieving goals. Employees are motivated by meaningful work, praise, involvement in decisions, and learning new skills. Rewards that motivate include pay, time off, and recognition. Globally, motivation comes from foreign training, international events, and exposure to different cultures and work environments. This increases development, ethical values, and intellectual levels.
teamwork n group..
The document discusses the key differences between groups and teams. It defines groups as two or more individuals interacting and interdependent to achieve objectives, while defining teams as small numbers of people committed to a common purpose and goals who hold each other accountable. The document also discusses models of group development, factors that affect group effectiveness, different types of teams, and measures to improve team effectiveness. It provides an overview of process-based and team-based organizational design.
Standardized Guidance for MGT 425 Week 3
This document provides an overview and instructions for students in MGT 425 Leadership & Motivation for Week 3. It outlines the reading assignments from the course textbook and a supplemental article on emotional effects of performance appraisals. Students are instructed to post responses to two discussion questions by certain deadlines and submit a written assignment on the emotional effects of performance appraisals by the end of the week. The document also provides tips, objectives, and requirements for the week's work.
Basic Motivation Concept and Application
The document discusses several theories of motivation including: Maslow's hierarchy of needs which proposes that people are motivated to fulfill basic needs before moving on to higher level needs; Herzberg's two-factor theory which distinguishes between motivators and hygiene factors; and expectancy theory which proposes that effort, performance, and rewards are linked. It also discusses job characteristics theory and the motivating potential of different job design elements like skill variety, task identity, and autonomy. Finally, it covers different employee involvement programs and how they relate to motivation theories.
Ch. 2 Case Study Presentation
The document discusses the characteristics and roles of effective leaders. It provides traits like personality, emotional intelligence, cognitive abilities, and leadership motives that make someone a great leader. Key leadership roles include coach, team builder, strategic planner, and entrepreneur. The case study is about a club director who needs to empower employees, improve customer service, and get staff more involved to increase efficiency and satisfaction.
Standardized Guidance for MGT 425 Week 4
This document provides an overview and guidance for students in MGT 425 Leadership & Motivation class for Week 4. It outlines the reading and discussion assignment requirements which involve evaluating outcomes and the use of social media in performance evaluations. Tips are provided for the discussion questions and readings, which focus on diagnosing evaluation-outcome and outcome-need satisfaction connections. The document emphasizes the importance of clear communication and ensuring positive evaluation processes when considering employee motivation.
Similar to Psy 320 Secretary (20)
leadership in teams:a functional approach to understanding leadership struct...
leadership in teams:a functional approach to understanding leadership struct...
Team Coaching in a Chaotic World - Australian Institute of Management - Keyno...
Team Coaching in a Chaotic World - Australian Institute of Management - Keyno...
MANAGEMENT AND BUSINESS ORGANIZATION How do managers group task into jobs tha...
MANAGEMENT AND BUSINESS ORGANIZATION How do managers group task into jobs tha...
Rewards for motivating employees and global implications
Rewards for motivating employees and global implications
Psy 320 Secretary
- 1. Confidential Secretary Job Redesign Proposal
Editor's Notes
- Introduction to proposal.
- Current challenges faced by Confidential Secretaries include implementation of new software to increase productivity and be in compliance with government regulations. Lack of motivation to continually learn new software and increase productivity. Lack of feedback from supervisors to support goals. Lack of communication between coworkers to share and meet goals.
- With quickly changing technology and expectations to learn new software and increase production, we must understand what motivates employees to want to learn. Intrinsic motivation provides the motivation to engage the environment, pursue personal interests, and exert the effort necessary to exercise and develop skills and capabilities (Reeve, 2001). It is the motivation to WANT to learn.
- According to the Cognitive Evaluation Theory, factors that influence people's feelings of self-determination and competence also influence their intrinsic motivation. Supervisory style, in particular positive feedback has been found to be one such factor (Deci & Ryan, 1985). Feelings of competence lead to job satisfaction, which in turn, leads to increased productivity (Spreitzer, 1995).
- Develop learning teams to be trained on new software together and promote communication. Set clear goals throughout each new implementation. Meet with supervisor throughout implementation to receive feedback regarding goal process. Research shows that goal setting is most effective when there is feedback showing progress toward the goal (Latham & Locke, 1991; Locke, 1996).
- Through the effective use of teams, each member’s skills can compliment the performance of the team as a whole. The team’s focus on performance motivates, challenges, rewards, and supports the individuals. The performance of the team is greater than the sum of its parts (Katzenbach, 1992).
- With synergy the result is greater than simple team work. Potential for increased production is obvious.
- By developing teams communication will be improved. Positive feedback from supervisors will promote intrinsic motivation leading to job satisfaction and increased production.
- Reference information