This document discusses effective ways to motivate teams to achieve their goals. It analyzes different motivators for teams and which ones are most effective at motivating employees. Some key motivators discussed include discussing the benefits of success, keeping teams interested, setting reasonable objectives, offering financial incentives, recognizing good performance, competition between teams, promoting from within, enhancing the working environment, and soliciting employee input. Both intrinsic and extrinsic motivators are examined, noting that intrinsic motivation is generally more effective but extrinsic motivators can also be useful in certain situations.
The document discusses various theories of motivation from a workplace perspective. It covers Maslow's hierarchy of needs, Herzberg's two-factor theory, cognitive dissonance theory, self-determination theory, achievement motivation theory, and goal-setting theory. Key points include that motivation comes from intrinsic and extrinsic sources, money is an indirect motivator while job satisfaction is direct, and motivated employees are more productive and creative.
The document provides 12 success factors for leading a team: 1) Humility during success and confidence during setbacks. 2) Stepping back so others can step up. 3) Putting plans into action by setting priorities and reviewing progress. 4) Leading change through an 8-step process. 5) Admitting mistakes openly and learning from them. 6) Listening with the goal of learning. 7) Encouraging constructive dissent by being open to alternative views. 8) Learning from criticism by asking for feedback. 9) Maintaining focus on the future. 10) Building the team through culture, relationships, empowerment and communication.
Employee motivation is important for a strong team and high performance. Low motivation can negatively impact morale, initiative, energy levels and increase mistakes and staff turnover. A self-motivation action plan in three steps can help boost motivation: 1) Clarify goals, 2) Identify obstacles, 3) Handle each obstacle. Common myths include thinking money alone motivates or that the employee is always right. Effective strategies involve finding the right job for each person, empowering employees, cooperation over competition, performance over "presenteeism", and making employees feel safe, valued and involved.
Motivation and inspiration are inseparable. In order to set a benchmark at workplace, we should love what we work. This is what inspires others as well. Inspire in order to get inspired at work.
Josh helped turn the company culture around and motivate employees through several strategies:
1. He generously praised improvements and good work, both privately and publicly.
2. He empowered employees to work as teams without strict managers, which increased motivation and productivity.
3. He framed ideas as coming from employees to make them feel ownership over projects.
4. He provided indirect feedback on mistakes to have constructive conversations instead of criticism.
5. He highlighted top performers as leaders to motivate others to emulate them.
1. Maintaining staff harmony and morale is important for workplace success and requires understanding what motivates employees.
2. Motivation comes from meeting employees' needs, which vary between individuals, through self-esteem, validation, participation, and rewards.
3. Managers must align employee and department goals, understand individual motivations, and view motivation as an ongoing process rather than a single task.
This document discusses motivation and provides techniques to motivate others. It defines intrinsic and extrinsic motivation and lists their characteristics. Some benefits of being motivated include creativity, energy, flexibility, health, magnetism, recognition, and optimism. The document then provides eight techniques to motivate others, such as being an active listener, walking your talk, letting people know they make a difference, helping employees succeed, communicating clearly, focusing the team on goals, helping employees compete and win, and rewarding outstanding achievement.
A presentation that focuses on team building from an I/O organization point of view. Useful in describing the four principles of successful team building storming, forming, norming, and performing. Item has also been created into a YouTube video with music.
The document discusses various theories of motivation from a workplace perspective. It covers Maslow's hierarchy of needs, Herzberg's two-factor theory, cognitive dissonance theory, self-determination theory, achievement motivation theory, and goal-setting theory. Key points include that motivation comes from intrinsic and extrinsic sources, money is an indirect motivator while job satisfaction is direct, and motivated employees are more productive and creative.
The document provides 12 success factors for leading a team: 1) Humility during success and confidence during setbacks. 2) Stepping back so others can step up. 3) Putting plans into action by setting priorities and reviewing progress. 4) Leading change through an 8-step process. 5) Admitting mistakes openly and learning from them. 6) Listening with the goal of learning. 7) Encouraging constructive dissent by being open to alternative views. 8) Learning from criticism by asking for feedback. 9) Maintaining focus on the future. 10) Building the team through culture, relationships, empowerment and communication.
Employee motivation is important for a strong team and high performance. Low motivation can negatively impact morale, initiative, energy levels and increase mistakes and staff turnover. A self-motivation action plan in three steps can help boost motivation: 1) Clarify goals, 2) Identify obstacles, 3) Handle each obstacle. Common myths include thinking money alone motivates or that the employee is always right. Effective strategies involve finding the right job for each person, empowering employees, cooperation over competition, performance over "presenteeism", and making employees feel safe, valued and involved.
Motivation and inspiration are inseparable. In order to set a benchmark at workplace, we should love what we work. This is what inspires others as well. Inspire in order to get inspired at work.
Josh helped turn the company culture around and motivate employees through several strategies:
1. He generously praised improvements and good work, both privately and publicly.
2. He empowered employees to work as teams without strict managers, which increased motivation and productivity.
3. He framed ideas as coming from employees to make them feel ownership over projects.
4. He provided indirect feedback on mistakes to have constructive conversations instead of criticism.
5. He highlighted top performers as leaders to motivate others to emulate them.
1. Maintaining staff harmony and morale is important for workplace success and requires understanding what motivates employees.
2. Motivation comes from meeting employees' needs, which vary between individuals, through self-esteem, validation, participation, and rewards.
3. Managers must align employee and department goals, understand individual motivations, and view motivation as an ongoing process rather than a single task.
This document discusses motivation and provides techniques to motivate others. It defines intrinsic and extrinsic motivation and lists their characteristics. Some benefits of being motivated include creativity, energy, flexibility, health, magnetism, recognition, and optimism. The document then provides eight techniques to motivate others, such as being an active listener, walking your talk, letting people know they make a difference, helping employees succeed, communicating clearly, focusing the team on goals, helping employees compete and win, and rewarding outstanding achievement.
A presentation that focuses on team building from an I/O organization point of view. Useful in describing the four principles of successful team building storming, forming, norming, and performing. Item has also been created into a YouTube video with music.
The document discusses various ways that companies motivate employees, including:
- Allowing employees with innovative ideas to become CEOs of new internal startups to empower innovation.
- Instituting fun activities like dress up days and pajama days to help employees bond outside of work.
- Giving ownership of the company to employees through an ESOP to directly tie their success to company profits.
- Adding "weirdness" like dressing up as a chipmunk or hosting flash mobs to create a unique culture and remind employees how special their workplace is.
- Sending thank you notes to all employees to maintain personal connections even in large organizations.
- Creating nap rooms so employees can
Gallup Q12's Employee Engagement FindingsPaul Sohn
The document discusses Gallup's research on employee engagement based on surveys of over 17 million employees. It finds that only 33% of US employees are engaged at work, while 49% are not engaged and 18% are actively disengaged. The 12 questions that most impact employee engagement and organizational performance are presented along with insights into how managers can improve scores on each question.
Motivation is important for employees and organizations to achieve goals. Managers can motivate employees through reinforcement like rewards for good performance or avoidance of negative outcomes for bad performance. Theories like Maslow's hierarchy of needs and Adams' equity theory provide frameworks for understanding employee motivation. Managers should consider an employee's individual needs and ensure fair treatment to maintain motivation. Motivating a diverse workforce requires flexibility in rewards, schedules, and accounting for cultural differences. Pay-for-performance and open-book management can also increase motivation.
9 things you need to do to build your dream teamNaomi Simson
The document provides 9 things to do to build a dream team: 1) Know your purpose, 2) Get your people involved, 3) Make everyone accountable for culture, 4) Recognize progress, 5) Build trust through transparency, 6) Create opportunities to connect, 7) Hire for attitude and train for skill, 8) Reward value with value, and 9) Build advocacy. The key is connecting each individual to something meaningful and showing their contribution counts through autonomy, advocacy, transparency, and empowering each team member as a custodian of culture. This transforms the team into a place people want to be a part of to do their best work.
The document provides tips and strategies for goal setting, emotional intelligence, customer service, leadership, and personal growth. It discusses setting SMART goals with action, level, and deadline. It emphasizes listening to customers, apologizing, solving problems, and thanking them. It also discusses nurturing individual and collective identities through recognition and team building. Leaders are advised to reflect on their values and impact on company culture. Transformational leadership focuses on relationship building through mentoring. The document stresses the importance of aligning personal values with an organization for high job satisfaction. It identifies common fears that can hinder personal growth like fear of commitment, ridicule, failure, and unknown.
The document discusses motivational theories and aims to help learners understand what motivates them. The session aims to provide knowledge of motivational theories and help learners understand what motivates themselves. The objectives are for all learners to identify a theory, recognize pros and cons, and analyze their own motivation. Some learners will apply a theory to their experiences.
The document discusses employee motivation and job enrichment as techniques used to improve human behavior and attitudes towards work. Motivation is described as stimulating people to action to accomplish goals. It comes from internal needs, desires, wants or drives like money, success, recognition and job satisfaction. The process involves encouraging employees to perform to their best capacity willingly. Motivation leads to better utilization of human resources, improved employee efficiency, achievement of organizational goals, and building of friendly relationships in the workplace. It also results in stability of the workforce when employees feel a sense of participation.
10 Dead Simple Ways to Improve Your Company CultureBonusly
The document outlines 10 steps to build a great company culture: 1) embrace transparency, 2) recognize and reward valuable contributions, 3) cultivate strong coworker relationships, 4) embrace and inspire employee autonomy, 5) practice flexibility, 6) communicate purpose and passion, 7) promote a team atmosphere, 8) encourage regular feedback, 9) stay true to core values, and 10) devote effort and resources to building culture. Following these steps such as being transparent, recognizing employees, and encouraging autonomy can help engage employees and create a strong organizational culture.
5 Ways Workplace Diversity Is a Competitive Advantage and Concrete Ways to Ob...JIGAR UNDAVIA
Workplace diversity provides competitive advantages for businesses including increased innovation, stronger team performance, and happier customers. To build a truly diverse workforce, companies must address unconscious biases, celebrate small improvements, and view diversity as a long-term goal rather than a short-term initiative. Tools like implicit bias tests and automated reference checks can help minimize biases during hiring. Leaders must model inclusive behaviors and engage employees in discussions about diversity to overcome resistance to change.
This document discusses factors that affect employee morale in an organization. It defines morale as the level of voluntary cooperation and desire to attain common goals among individuals or work groups. Key factors that can lower or improve morale are identified as job factors, personal factors, organizational efficiency, goals and objectives of the organization, unfair promotions and selections, lack of recognition, and rewards/incentives. Autonomy, flexibility, financial incentives, recognition, and an understanding attitude from management are discussed as important motivational factors. A survey identified appreciation/recognition, communication, management attitude, job security, good wages, interesting work, career opportunities, loyalty, and working conditions as top motivators for employees.
I am sharing a PowerPoint I developed 20 years ago to coach and train all levels of Management. Through the years I have made changes to offer Managers a better understanding of what employees in the workforce look for from their Leadership. I hope you enjoy it.
1) Maintaining healthy office morale should be a top priority for companies to avoid negative consequences like decreased productivity and talent loss.
2) Good morale comes from open communication, respect among coworkers, and involvement in decision making.
3) Simple steps like clearly communicating expectations, recognizing good work, and focusing on positivity can improve morale.
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
The document discusses motivation and provides several key points:
1. Motivation encourages action and feeling, and comes from both internal and external factors. It inspires change in thinking and action.
2. What motivates individuals varies and depends on personal factors like job responsibilities, recognition, or work-life balance.
3. Maintaining motivation over the long-term requires addressing both technical and human needs through clear purpose, appropriate challenges, and camaraderie among team members.
The document discusses the Gallup Questions, which are questions that Gallup has found effectively measure employee engagement through extensive research. It provides explanations for each of the 12 questions, which assess things like whether employees know what is expected of them, have the materials they need to do their work, feel their opinions count, and have opportunities to learn and grow. The questions are meant to help organizations develop environments that foster engaged employees.
Self-motivated individuals understand their purpose and challenge themselves daily, exemplifying humility and persistence. They are constantly learning, believe in themselves and others, and strive for health in all aspects of their lives. As managers, it is important to recognize these attributes in employees and create an environment that allows self-motivated staff to motivate themselves. Listen to employees to understand what motivates them beyond compensation, such as recognition, increased responsibility, or flexibility. The most effective motivation comes from treating employees with respect and helping them feel valued for their contributions.
This is a power point presentation I made at the RV College of Engineering to pre-final year students. The Program is meant students as leaders for the corporate world.
1. The document discusses several theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, McClelland's achievement motivation theory, self-determination theory, and McGregor's Theory X and Theory Y.
2. Key aspects of the theories include intrinsic and extrinsic motivation, existence, relatedness and growth needs, the need for achievement, affiliation and power, autonomy, competence and relatedness.
3. The document also compares Theory X and Theory Y management styles and their underlying assumptions about human motivation and behavior.
The document discusses the importance of motivation for both employers/managers and employees. It states that motivation is needed to attract, develop and maintain an effective workforce. It also discusses factors that can motivate employees like opportunities for growth, recognition for good work, and job satisfaction. Some demotivating factors mentioned include poor working conditions, unfair pay and disagreeable supervisors. The document provides tips for both employees and employers/managers to improve motivation.
What is motivation? Significance
How to motivate employees in an Organization?
Theories of motivation
Maslow hierarchy of needs theory.
ERG motivation theory Alderfer.
McClelland achievement and acquired needs theory.
Stacey Adams equity theory.
Hertzberg hygiene factors and motivators theory.
Vroom expectancy motivation theory.
Hackman and Oldham job characteristics model.
The changes required in the IT project plan for Telecomm Ltd would.docxmattinsonjanel
The changes required in the IT project plan for Telecomm Ltd would entail specific variation in the platforms used in the initial implementation plan. Initially, the three projects that were planned for implementation included; the installation of business intelligence platform, the implementation of Statistical Analysis System software technology, and the creation of an effectively network infrastructure. In this case, the changes would include an addition of an ERP software to ensure the performance of the workforce within the Telecomms Ltd employees.
ERP is an effectively coordinated information technology system that would ensure the company’s performance is enhanced. To understand how the implementation of a coordinated IT system offers a competitive advantage of a firm, it is essential to acknowledge three core reasons for the failure of information technology related projects as commonly cited by IT managers. In this case, IT managers cite the three reasons as; poor planning or management, change in business objectives and goals during the implementation process of a project, and lack of proper management support completion (Houston, 2011). Also, in the majority of completed projects, technology is usually deployed in a vacuum; hence users resist it. The implementation of coordinated information technology systems, such as ERP would provide an ultimate solution to the three reasons for failure, and thus would give Telecomms Ltd a competitive advantage in the already competitive market. Since the implementation of systems like ERP directly provides solution to common problems that act as drawbacks regarding the competitiveness of firm, it is, therefore, evident that its use place Telecomms Ltd above its rival companies in the market share (Wallace & Kremzar, 2001).
The use ERP, which is a reliable coordinated IT system entails three distinctive implementation strategies that a firm can choose depending on its specific needs. The changes in the projects would be as follows: The three implementation strategies are independently capable of providing a relatively competitive advantage for many companies. These strategies are: big bang, phased rollout, and parallel adoption. In the big bang implementation strategy, happens in a single instance, whereby all the users are moved to a new system on a designated (Wallace & Kremzar, 2001). The phased rollout implementation on the other hand usually involves a changeover in several phases, and it is executed in an extended period. In this case, the users move onto the new system in a series of steps (Houston, 2011). Lastly, the parallel adoption implementation strategy allows both legacy and the new ERP system to run at the same time. It is also essential to note that users in this strategy get to learn the new system while still working on the old system (Wallace & Kremzar, 2001). The three strategies effectively change the information system of Telecomms Ltd tremendously such that it positiv ...
The Catholic University of America Metropolitan School of .docxmattinsonjanel
The Catholic University of America
Metropolitan School of Professional Studies
Course Syllabus
THE CATHOLIC UNIVERSITY OF AMERICA
Metropolitan School of Professional Studies
MBU 514 and MBU 315 Leadership Foundations
Fall 2015
Credits: 3
Classroom: Online
Dates: August 31, 2015 to December 14, 2015
Instructor:
Dr. Jacquie Hamp
Email: [email protected]
Twitter: @drjacquie
Telephone: 202 215 8117 cell
Office Hours: By Appointment
Dr. Jacquie Hamp is an educator, coach and consultant with particular expertise in leadership development, organizational development and human resources development strategy. From 2006 to 2015 she held the position as the Senior Director of Leadership Development for Goodwill Industries International in Rockville, Maryland. Dr. Hamp was responsible for the design and execution of leadership development programs and activities for all levels of the 4 billion dollar social enterprise network of Goodwill Industries across 165 independent local agencies. Jacquie is also a part time Associate Professor at George Washington University teaching at the graduate level and she is an adjunct professor at Catholic University of America, teaching leadership theory in the Masters Program.
Jacquie has a Master of Science degree in Human Resources Development Administration from Barry University. She holds a Doctor of Education degree in Human and Organizational Learning from the Graduate School of Education and Human Development at George Washington University. Jacquie has received a certificate in Executive Coaching from Georgetown University, a certificate in the Practice of Teaching Leadership from Harvard University and holds the national certification of Senior Professional in Human Resources (SPHR).
Jacquie has been invited to speak at conferences in the United States and the United Kingdom on the topic of how women learn through transformative experiences and techniques for effective leadership development in the social enterprise sector. She is a member of the Society of Human Resource Management (SHRM) and the International Leadership Association (ILA). In 2011 Dr. Hamp was awarded the Strategic Alignment Award by the Human Resources Leadership Association of Washington DC for her work in the redesign of the Goodwill Industries International leadership programs in order to meet the strategic goals of the organization.
Course Description: Surveys, compares, and contrasts contemporary theories of leadership, providing students the opportunity to assess their own leadership competencies and how they fit in with models of leadership. Students also discuss current literature, media coverage, and case studies on leadership issues.
Instructional Methods This course is based on the following adult learning concepts:
1. Learning is done by the learners, who are encouraged to achieve the overall course objectives through individual learning styles that meet their personal learning needs. ...
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The document discusses various ways that companies motivate employees, including:
- Allowing employees with innovative ideas to become CEOs of new internal startups to empower innovation.
- Instituting fun activities like dress up days and pajama days to help employees bond outside of work.
- Giving ownership of the company to employees through an ESOP to directly tie their success to company profits.
- Adding "weirdness" like dressing up as a chipmunk or hosting flash mobs to create a unique culture and remind employees how special their workplace is.
- Sending thank you notes to all employees to maintain personal connections even in large organizations.
- Creating nap rooms so employees can
Gallup Q12's Employee Engagement FindingsPaul Sohn
The document discusses Gallup's research on employee engagement based on surveys of over 17 million employees. It finds that only 33% of US employees are engaged at work, while 49% are not engaged and 18% are actively disengaged. The 12 questions that most impact employee engagement and organizational performance are presented along with insights into how managers can improve scores on each question.
Motivation is important for employees and organizations to achieve goals. Managers can motivate employees through reinforcement like rewards for good performance or avoidance of negative outcomes for bad performance. Theories like Maslow's hierarchy of needs and Adams' equity theory provide frameworks for understanding employee motivation. Managers should consider an employee's individual needs and ensure fair treatment to maintain motivation. Motivating a diverse workforce requires flexibility in rewards, schedules, and accounting for cultural differences. Pay-for-performance and open-book management can also increase motivation.
9 things you need to do to build your dream teamNaomi Simson
The document provides 9 things to do to build a dream team: 1) Know your purpose, 2) Get your people involved, 3) Make everyone accountable for culture, 4) Recognize progress, 5) Build trust through transparency, 6) Create opportunities to connect, 7) Hire for attitude and train for skill, 8) Reward value with value, and 9) Build advocacy. The key is connecting each individual to something meaningful and showing their contribution counts through autonomy, advocacy, transparency, and empowering each team member as a custodian of culture. This transforms the team into a place people want to be a part of to do their best work.
The document provides tips and strategies for goal setting, emotional intelligence, customer service, leadership, and personal growth. It discusses setting SMART goals with action, level, and deadline. It emphasizes listening to customers, apologizing, solving problems, and thanking them. It also discusses nurturing individual and collective identities through recognition and team building. Leaders are advised to reflect on their values and impact on company culture. Transformational leadership focuses on relationship building through mentoring. The document stresses the importance of aligning personal values with an organization for high job satisfaction. It identifies common fears that can hinder personal growth like fear of commitment, ridicule, failure, and unknown.
The document discusses motivational theories and aims to help learners understand what motivates them. The session aims to provide knowledge of motivational theories and help learners understand what motivates themselves. The objectives are for all learners to identify a theory, recognize pros and cons, and analyze their own motivation. Some learners will apply a theory to their experiences.
The document discusses employee motivation and job enrichment as techniques used to improve human behavior and attitudes towards work. Motivation is described as stimulating people to action to accomplish goals. It comes from internal needs, desires, wants or drives like money, success, recognition and job satisfaction. The process involves encouraging employees to perform to their best capacity willingly. Motivation leads to better utilization of human resources, improved employee efficiency, achievement of organizational goals, and building of friendly relationships in the workplace. It also results in stability of the workforce when employees feel a sense of participation.
10 Dead Simple Ways to Improve Your Company CultureBonusly
The document outlines 10 steps to build a great company culture: 1) embrace transparency, 2) recognize and reward valuable contributions, 3) cultivate strong coworker relationships, 4) embrace and inspire employee autonomy, 5) practice flexibility, 6) communicate purpose and passion, 7) promote a team atmosphere, 8) encourage regular feedback, 9) stay true to core values, and 10) devote effort and resources to building culture. Following these steps such as being transparent, recognizing employees, and encouraging autonomy can help engage employees and create a strong organizational culture.
5 Ways Workplace Diversity Is a Competitive Advantage and Concrete Ways to Ob...JIGAR UNDAVIA
Workplace diversity provides competitive advantages for businesses including increased innovation, stronger team performance, and happier customers. To build a truly diverse workforce, companies must address unconscious biases, celebrate small improvements, and view diversity as a long-term goal rather than a short-term initiative. Tools like implicit bias tests and automated reference checks can help minimize biases during hiring. Leaders must model inclusive behaviors and engage employees in discussions about diversity to overcome resistance to change.
This document discusses factors that affect employee morale in an organization. It defines morale as the level of voluntary cooperation and desire to attain common goals among individuals or work groups. Key factors that can lower or improve morale are identified as job factors, personal factors, organizational efficiency, goals and objectives of the organization, unfair promotions and selections, lack of recognition, and rewards/incentives. Autonomy, flexibility, financial incentives, recognition, and an understanding attitude from management are discussed as important motivational factors. A survey identified appreciation/recognition, communication, management attitude, job security, good wages, interesting work, career opportunities, loyalty, and working conditions as top motivators for employees.
I am sharing a PowerPoint I developed 20 years ago to coach and train all levels of Management. Through the years I have made changes to offer Managers a better understanding of what employees in the workforce look for from their Leadership. I hope you enjoy it.
1) Maintaining healthy office morale should be a top priority for companies to avoid negative consequences like decreased productivity and talent loss.
2) Good morale comes from open communication, respect among coworkers, and involvement in decision making.
3) Simple steps like clearly communicating expectations, recognizing good work, and focusing on positivity can improve morale.
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
The document discusses motivation and provides several key points:
1. Motivation encourages action and feeling, and comes from both internal and external factors. It inspires change in thinking and action.
2. What motivates individuals varies and depends on personal factors like job responsibilities, recognition, or work-life balance.
3. Maintaining motivation over the long-term requires addressing both technical and human needs through clear purpose, appropriate challenges, and camaraderie among team members.
The document discusses the Gallup Questions, which are questions that Gallup has found effectively measure employee engagement through extensive research. It provides explanations for each of the 12 questions, which assess things like whether employees know what is expected of them, have the materials they need to do their work, feel their opinions count, and have opportunities to learn and grow. The questions are meant to help organizations develop environments that foster engaged employees.
Self-motivated individuals understand their purpose and challenge themselves daily, exemplifying humility and persistence. They are constantly learning, believe in themselves and others, and strive for health in all aspects of their lives. As managers, it is important to recognize these attributes in employees and create an environment that allows self-motivated staff to motivate themselves. Listen to employees to understand what motivates them beyond compensation, such as recognition, increased responsibility, or flexibility. The most effective motivation comes from treating employees with respect and helping them feel valued for their contributions.
This is a power point presentation I made at the RV College of Engineering to pre-final year students. The Program is meant students as leaders for the corporate world.
1. The document discusses several theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, McClelland's achievement motivation theory, self-determination theory, and McGregor's Theory X and Theory Y.
2. Key aspects of the theories include intrinsic and extrinsic motivation, existence, relatedness and growth needs, the need for achievement, affiliation and power, autonomy, competence and relatedness.
3. The document also compares Theory X and Theory Y management styles and their underlying assumptions about human motivation and behavior.
The document discusses the importance of motivation for both employers/managers and employees. It states that motivation is needed to attract, develop and maintain an effective workforce. It also discusses factors that can motivate employees like opportunities for growth, recognition for good work, and job satisfaction. Some demotivating factors mentioned include poor working conditions, unfair pay and disagreeable supervisors. The document provides tips for both employees and employers/managers to improve motivation.
What is motivation? Significance
How to motivate employees in an Organization?
Theories of motivation
Maslow hierarchy of needs theory.
ERG motivation theory Alderfer.
McClelland achievement and acquired needs theory.
Stacey Adams equity theory.
Hertzberg hygiene factors and motivators theory.
Vroom expectancy motivation theory.
Hackman and Oldham job characteristics model.
Similar to Team leadership and motivationTeam leadership and mo.docx (20)
The changes required in the IT project plan for Telecomm Ltd would.docxmattinsonjanel
The changes required in the IT project plan for Telecomm Ltd would entail specific variation in the platforms used in the initial implementation plan. Initially, the three projects that were planned for implementation included; the installation of business intelligence platform, the implementation of Statistical Analysis System software technology, and the creation of an effectively network infrastructure. In this case, the changes would include an addition of an ERP software to ensure the performance of the workforce within the Telecomms Ltd employees.
ERP is an effectively coordinated information technology system that would ensure the company’s performance is enhanced. To understand how the implementation of a coordinated IT system offers a competitive advantage of a firm, it is essential to acknowledge three core reasons for the failure of information technology related projects as commonly cited by IT managers. In this case, IT managers cite the three reasons as; poor planning or management, change in business objectives and goals during the implementation process of a project, and lack of proper management support completion (Houston, 2011). Also, in the majority of completed projects, technology is usually deployed in a vacuum; hence users resist it. The implementation of coordinated information technology systems, such as ERP would provide an ultimate solution to the three reasons for failure, and thus would give Telecomms Ltd a competitive advantage in the already competitive market. Since the implementation of systems like ERP directly provides solution to common problems that act as drawbacks regarding the competitiveness of firm, it is, therefore, evident that its use place Telecomms Ltd above its rival companies in the market share (Wallace & Kremzar, 2001).
The use ERP, which is a reliable coordinated IT system entails three distinctive implementation strategies that a firm can choose depending on its specific needs. The changes in the projects would be as follows: The three implementation strategies are independently capable of providing a relatively competitive advantage for many companies. These strategies are: big bang, phased rollout, and parallel adoption. In the big bang implementation strategy, happens in a single instance, whereby all the users are moved to a new system on a designated (Wallace & Kremzar, 2001). The phased rollout implementation on the other hand usually involves a changeover in several phases, and it is executed in an extended period. In this case, the users move onto the new system in a series of steps (Houston, 2011). Lastly, the parallel adoption implementation strategy allows both legacy and the new ERP system to run at the same time. It is also essential to note that users in this strategy get to learn the new system while still working on the old system (Wallace & Kremzar, 2001). The three strategies effectively change the information system of Telecomms Ltd tremendously such that it positiv ...
The Catholic University of America Metropolitan School of .docxmattinsonjanel
The Catholic University of America
Metropolitan School of Professional Studies
Course Syllabus
THE CATHOLIC UNIVERSITY OF AMERICA
Metropolitan School of Professional Studies
MBU 514 and MBU 315 Leadership Foundations
Fall 2015
Credits: 3
Classroom: Online
Dates: August 31, 2015 to December 14, 2015
Instructor:
Dr. Jacquie Hamp
Email: [email protected]
Twitter: @drjacquie
Telephone: 202 215 8117 cell
Office Hours: By Appointment
Dr. Jacquie Hamp is an educator, coach and consultant with particular expertise in leadership development, organizational development and human resources development strategy. From 2006 to 2015 she held the position as the Senior Director of Leadership Development for Goodwill Industries International in Rockville, Maryland. Dr. Hamp was responsible for the design and execution of leadership development programs and activities for all levels of the 4 billion dollar social enterprise network of Goodwill Industries across 165 independent local agencies. Jacquie is also a part time Associate Professor at George Washington University teaching at the graduate level and she is an adjunct professor at Catholic University of America, teaching leadership theory in the Masters Program.
Jacquie has a Master of Science degree in Human Resources Development Administration from Barry University. She holds a Doctor of Education degree in Human and Organizational Learning from the Graduate School of Education and Human Development at George Washington University. Jacquie has received a certificate in Executive Coaching from Georgetown University, a certificate in the Practice of Teaching Leadership from Harvard University and holds the national certification of Senior Professional in Human Resources (SPHR).
Jacquie has been invited to speak at conferences in the United States and the United Kingdom on the topic of how women learn through transformative experiences and techniques for effective leadership development in the social enterprise sector. She is a member of the Society of Human Resource Management (SHRM) and the International Leadership Association (ILA). In 2011 Dr. Hamp was awarded the Strategic Alignment Award by the Human Resources Leadership Association of Washington DC for her work in the redesign of the Goodwill Industries International leadership programs in order to meet the strategic goals of the organization.
Course Description: Surveys, compares, and contrasts contemporary theories of leadership, providing students the opportunity to assess their own leadership competencies and how they fit in with models of leadership. Students also discuss current literature, media coverage, and case studies on leadership issues.
Instructional Methods This course is based on the following adult learning concepts:
1. Learning is done by the learners, who are encouraged to achieve the overall course objectives through individual learning styles that meet their personal learning needs. ...
The Case of Frank and Judy. During the past few years Frank an.docxmattinsonjanel
The Case of Frank and Judy.
During the past few years Frank and Judy have experienced many conflicts in their marriage. Although they have made attempts to resolve their problems by themselves, they have finally decided to seek the help of a professional marriage counselor. Even though they have been thinking about divorce with increasing frequency, they still have some hope that they can achieve a satisfactory marriage.
Three couples counselors, each holding a different set of values pertaining to marriage and the family, describe their approach to working with Frank and Judy. As you read these responses, think about the degree to which each represents what you might say and do if you were counseling this couple.
· Counselor A. This counselor believes it is not her place to bring her values pertaining to the family into the sessions. She is fully aware of her biases regarding marriage and divorce, but she does not impose them or expose them in all cases. Her primary interest is to help Frank and Judy discover what is best for them as individuals 459460and as a couple. She sees it as unethical to push her clients toward a definite course of action, and she lets them know that her job is to help them be honest with themselves.
·
· What are your reactions to this counselor's approach?
· ▪ What values of yours could interfere with your work with Frank and Judy?
Counselor B. This counselor has been married three times herself. Although she believes in marriage, she is quick to maintain that far too many couples stay in their marriages and suffer unnecessarily. She explores with Judy and Frank the conflicts that they bring to the sessions. The counselor's interventions are leading them in the direction of divorce as the desired course of action, especially after they express this as an option. She suggests a trial separation and states her willingness to counsel them individually, with some joint sessions. When Frank brings up his guilt and reluctance to divorce because of the welfare of the children, the counselor confronts him with the harm that is being done to them by a destructive marriage. She tells him that it is too much of a burden to put on the children to keep the family together.
· ▪ What, if any, ethical issues do you see in this case? Is this counselor exposing or imposing her values?
· ▪ Do you think this person should be a marriage counselor, given her bias?
· ▪ What interventions made by the counselor do you agree with? What are your areas of disagreement?
Counselor C. At the first session this counselor states his belief in the preservation of marriage and the family. He believes that many couples give up too soon in the face of difficulty. He says that most couples have unrealistically high expectations of what constitutes a “happy marriage.” The counselor lets it be known that his experience continues to teach him that divorce rarely solves any problems but instead creates new problems that are often worse. The counsel ...
The Case of MikeChapter 5 • Common Theoretical Counseling Perspe.docxmattinsonjanel
The Case of Mike
Chapter 5 • Common Theoretical Counseling Perspectives 135
Mike is a 20-year-old male who has just recently been released from jail. Mike is technically on probation for car theft, though he has been involved in crime to a much greater extent. Mike has been identified as a cocaine user and has been suspected, though not convicted, for dealing cocaine. Mike has been tested for drugs by his probation department and was found positive for cocaine. The county has mandated that Mike receive drug counseling but the drug counselor has referred Mike to your office because the drug counselor suspects that Mike has issues beyond simple drug addiction. In fact, the drug counselor’s notes suggest that Mike has Narcissistic personality disorder. Mike seems to have little regard for the feelings of others. Coupled with this is his complete sensitivity to the comments of others. In fact, his prior fiancé has broken off her relationship with him due to what she calls his “constant need for admiration and attention. He is completely self-centered.” After talking with Mike, you quickly find that he has no close friends. As he talks about people who have been close to him, he discounts them for one imperfection or another. These imperfections are all considered severe enough to warrant dismissing the person entirely. Mike makes a point of noting how many have betrayed their loyalty to him or have otherwise failed to give him the credit that he deserves. When asked about getting caught in the auto theft, he remarks that “well my dumb partner got me out of a hot situation by driving me out in a stolen get-a-way car.” (Word on the street has it that Mike was involved in a sour drug deal and was unlikely to have made it out alive if not for his partner.) Mike adds, “you know, I plan everything out perfectly, but you just cannot rely on anybody . . . if you want it done right, do it yourself.” Mike recently has been involved with another woman (unknown to his prior fiancé) who has become pregnant. When she told Mike he said “tough, you can go get an abortionor something, it isn’t like we were in love or something.” Then he laughed at her and toldher to go find some other guy who would shack up with her. Incidentally, Mike is a very attractive man and he likes to point that out on occasion. “Yeah, I was going to be a male model in L. A.,but my agent did not know what he was doing . . . could never get things settled out right . . . so I had to fire him.” Mike is very popular with women and has had a constant string of failed relationships due to what he calls “their inability to keep things exciting.” As Mike puts it “hey, I am too smart for this stuff. These people around me, they don’t deserve the good dummies. But me, well I know how to run things and get over on people. And I am not about to let these dummies get in my way. I got it all figured out . . . see?”
Effective Small Business Management: An Entrepreneurial Approach 9th Edition, 2009 IS ...
THE CHRONICLE OF HIGHER EDUCATIONNovember 8, 2002 -- vol. 49, .docxmattinsonjanel
THE CHRONICLE OF HIGHER EDUCATION
November 8, 2002 -- vol. 49, no. 11, p. B7
The Dangerous Myth of Grade Inflation
By Alfie Kohn
Grade inflation got started ... in the late '60s and early '70s.... The grades that faculty members now give ... deserve to be a scandal.
--Professor Harvey Mansfield, Harvard University, 2001
Grades A and B are sometimes given too readily -- Grade A for work of no very high merit, and Grade B for work not far above mediocrity. ... One of the chief obstacles to raising the standards of the degree is the readiness with which insincere students gain passable grades by sham work.
--Report of the Committee on Raising the Standard, Harvard University, 1894
Complaints about grade inflation have been around for a very long time. Every so often a fresh flurry of publicity pushes the issue to the foreground again, the latest example being a series of articles in The Boston Globe last year that disclosed -- in a tone normally reserved for the discovery of entrenched corruption in state government -- that a lot of students at Harvard were receiving A's and being graduated with honors.
The fact that people were offering the same complaints more than a century ago puts the latest bout of harrumphing in perspective, not unlike those quotations about the disgraceful values of the younger generation that turn out to be hundreds of years old. The long history of indignation also pretty well derails any attempts to place the blame for higher grades on a residue of bleeding-heart liberal professors hired in the '60s. (Unless, of course, there was a similar countercultural phenomenon in the 1860s.)
Yet on campuses across America today, academe's usual requirements for supporting data and reasoned analysis have been suspended for some reason where this issue is concerned. It is largely accepted on faith that grade inflation -- an upward shift in students' grade-point averages without a similar rise in achievement -- exists, and that it is a bad thing. Meanwhile, the truly substantive issues surrounding grades and motivation have been obscured or ignored.
The fact is that it is hard to substantiate even the simple claim that grades have been rising. Depending on the time period we're talking about, that claim may well be false. In their book When Hope and Fear Collide (Jossey-Bass, 1998), Arthur Levine and Jeanette Cureton tell us that more undergraduates in 1993 reported receiving A's (and fewer reported receiving grades of C or below) compared with their counterparts in 1969 and 1976 surveys. Unfortunately, self-reports are notoriously unreliable, and the numbers become even more dubious when only a self-selected, and possibly unrepresentative, segment bothers to return the questionnaires. (One out of three failed to do so in 1993; no information is offered about the return rates in the earlier surveys.)
To get a more accurate picture of whether grades have changed over the years, one needs to look at official student tran ...
The chart is a guide rather than an absolute – feel free to modify.docxmattinsonjanel
The chart is a guide rather than an absolute – feel free to modify or adjust it as need to fit the specific ideas that you are developing.
Area: SALES
Specific Change Plans for Functional Areas
Capability Being Addressed
This can be pulled from the strategic proposal recommended in Part 2B
How do the recommended changes (details provided below) help improve the capability?
This is a logic "double check". Be sure you can show how the changes recommended below improve the capability and help address the product and market focus and add to accomplishment of the value proposition
Details of Specific Changes:
Proposed Changes in Resources
Proposed Changes to Management
Preferences
Proposed Changes to Organizational
Processes
Detailed Change Plans
(Lay out here the specifics of all recommended changes for this area. Modify the layout as necessary to account for the changes being recommended)
Proposed Change
Timing
Costs
On going impact on budget
On going impact on revenue
Wiki
Template
Part-‐2:
Gaps,
Issues
and
New
Strategy
BUSI
4940
–
Business
Policy
1
THE ENVIRONMENT/INDUSTRY
1. Drivers of change
Key drivers of change begin with the availability of substitute products. Many
other
companies can easily provide a substitute and the firm will have to find a way to
stand
out among them. Next would be the ability to differentiate yourself among other
firms
that pose a threat in the industry. Last, the political sector. The the federal, state,
and local governments could all shape the way healthcare is everywhere.
2. Key survival factors
Key survival factors would include making the firm stand out above the rest in the
industry and creating a name for itself. Second would be making sure there is a
broad
network of providers available for the customers. Giving the customer options
will
make the customer happy. Providing excellent customer service is key to any
firm in
the industry.
3. Product/Market and Value Proposition possibilities
Maintaining the use of heavy discounts will keep Careington in the competitive
market. They also concentrate on constantly innovating technology to make
sure that
they have the latest devices to offer their customers. To have high value proposition, Careington
will need to show their costumers that they can believe in them and trust them to
do the right thing. Showing the customers that they can always be on top of the
latest
technology and new age products will help build trust with the customers.
STRATEGY OF THE FIRM
1. Goals
Striving to promote the health and well being of their clients by continuing to
provide
low cost health care solutions. A lot of this concentration is on clients that cannot
afford health care very easily or that a ...
The Challenge of Choosing FoodFor this forum, please read http.docxmattinsonjanel
The Challenge of Choosing Food:
For this forum, please read: https://www.washingtonpost.com/lifestyle/food/no-food-is-healthy-not-even-kale/2016/01/15/4a5c2d24-ba52-11e5-829c-26ffb874a18d_story.html?postshare=3401453180639248&tid=ss_fb-bottom
The article is from the Washington Post, January 17, 2016, by Michael Ruhlmanentitled: "No Food is Healthy, Not even Kale."
Based on your reading in the textbook share the following information with your classmates:
(1) To what degree to you agree with article, "No Food is Healthy, Not even Kale." Do semantics count? Should we focus on foods that are described as nourishing (nutrient-dense) instead of foods described as healthy because the word "healthy" is a "bankrupt" word? Explain and refer to information from the article.
(2) Based on the article and the textbook reading (review pages 9-30), how challenging is it for you to choose nutritious foods that promote health? What factors drive your food choices? Explain to your classmates.
(3) What do you think is the biggest concern we face health-wise in the US today?
(4) What are some obstacles as to why we may not be eating as well as we would like to?
Please complete all questions, if you have any question let me knowv
Test file, (Do not modify it)
// $> javac -cp .:junit-cs211.jar ProperQueueTests.java #compile
// $> java -cp .:junit-cs211.jar ProperQueueTests #run tests
//
// On windows replace : with ; (colon with semicolon)
// $> javac -cp .;junit-cs211.jar ProperQueueTests.java #compile
// $> java -cp .;junit-cs211.jar ProperQueueTests #run tests
import org.junit.*;
import static org.junit.Assert.*;
import java.util.*;
public class ProperQueueTests {
public static void main(String args[]){
org.junit.runner.JUnitCore.main("ProperQueueTests");
}
/*
building queues:
- build small empty queue. (2)
- build larger empty queue. (11)
- build length-zero queue. (0)
*/
@Test(timeout=1000) public void ProperQueue_makeQueue_1(){
String expected = "";
ProperQueue q = new ProperQueue(2);
String actual = q.toString();
assertEquals(2, q.getCapacity());
assertEquals(expected, actual);
}
@Test(timeout=1000) public void ProperQueue_makeQueue_2(){
String expected = "";
ProperQueue q = new ProperQueue(11);
String actual = q.toString();
assertEquals(11, q.getCapacity());
assertEquals(expected, actual);
}
@Test(timeout=1000) public void Queue_makeQueue_3(){
String expected = "";
ProperQueue q = new ProperQueue(0);
String actual = q.toString();
assertEquals(0, q.getCapacity());
assertEquals(expected, actual);
}
/*
add/offer tests.
- add a single value to a short queue.
- fill up a small queue.
- over-add to a queue and witness it struggle.
- add many but don't finish filling a queue.
- make size-zero queue, adds fail, check it's still empty.
*/
@Test(timeout=1000) public void ProperQueue_add_1(){
String expecte ...
The Civil Rights Movement
Dr. James Patterson
Black Civil Rights Movement
Basic denial of civil rights (review)
Segregation in society
Inferior schools
Job discrimination
Political disenfranchisement
Over ½ lived below poverty level
Unemployment double national ave.
Ghettoes: gangs, drugs, substandard housing, crime
Early Victories
WWII egalitarianism and backlash against German racism
Jackie Robinson integrated professional baseball—1947
Desegregation of the armed forces ordered by president Truman—1948
Marian Anderson performed at the New York Metropolitan Opera House—1955
Increased interest in civil rights a result of Cold War propaganda
Brown v. Board of Education
1954 – Topeka, Kansas
Linda Brown: filed suit to attend a neighborhood school
“Separate educational institutions are inherently unequal.”
Overturned Plessy v. Ferguson
Court says: integrate "with all deliberate speed.”
What did this mean?
Linda Brown and Family
Circumvention of Brown v. Board of Education Ruling
White supremacist parents feared racial mixing and attempted to block black enrollment.
Ignored the integration issue
Token integration
Segregation through standardized placement tests
Segregation through private schools
Stalling through legal action
By 1964, 10 years after the Brown case, only 1% of black children attended truly integrated schools.
Little Rock High School
1957 courts order integration in Little Rock
9 black students enrolled.
Governor called out militia to block it.
Mobs replaced militia after recall.
Eisenhower ordered federal troops to protect the students.
Daily harassment
Courageous black students persevered.
Montgomery Bus Boycott
1955--Rosa Parks arrested for not giving up seat to white man
Boycott of bus system led by Martin Luther King, Jr.:
Walking, church busses, car pools, bicycles
Bus lines caught in the middle
Rosa Parks being Booked
Supreme Court ruled bus companies must integrate.
Inspired other protests:
Sit-ins, wade-ins, kneel-ins
Woolworth’s lunch counter
Montgomery Bus Boycott
Martin Luther King, Jr.
Martin Luther King, Jr.
Non-Violent
Influenced by Ghandi
“The blood may flow, but it must be our blood, not that of the white man.”
“Lord, we ain’t what we oughta be. We ain’t what we wanna be. We ain’t what we gonna be. But thank God, we ain’t what we was.”
Freedom Riders
Activists traveled from city to city to ignite the protest.
Bull Conner:
in Montgomery
Dogs
Whips
Water hoses
Cattle prods
Television
Public backlash
Civil Rights March (AL. 1965)
1963 - Washington, D.C. "I have a Dream“—200,000 Attended
Civil Rights Legislation
1964 - Civil Rights Act
1964 - 24th Amendment
Abolished Poll Tax
1965 Voting Rights Act
Affirmative action
Int ...
The Churchill CentreReturn to Full GraphicsThe Churchi.docxmattinsonjanel
The Churchill Centre
Return to Full Graphics
The Churchill Centre | Calendar | Churchill Facts | Speeches & Quotations | Publications and Resources |
News | Join The Centre! | Churchill Stores | Contact Us | Links | Search
Their Finest Hour
Sir Winston Churchill > Speeches & Quotations > Speeches
June 18, 1940
House of Commons
I spoke the other day of the colossal military disaster which occurred when the French High Command
failed to withdraw the northern Armies from Belgium at the moment when they knew that the French front
was decisively broken at Sedan and on the Meuse. This delay entailed the loss of fifteen or sixteen French
divisions and threw out of action for the critical period the whole of the British Expeditionary Force. Our
Army and 120,000 French troops were indeed rescued by the British Navy from Dunkirk but only with the
loss of their cannon, vehicles and modern equipment. This loss inevitably took some weeks to repair, and in
the first two of those weeks the battle in France has been lost. When we consider the heroic resistance
made by the French Army against heavy odds in this battle, the enormous losses inflicted upon the enemy
and the evident exhaustion of the enemy, it may well be the thought that these 25 divisions of the
best-trained and best-equipped troops might have turned the scale. However, General Weygand had to fight
without them. Only three British divisions or their equivalent were able to stand in the line with their French
comrades. They have suffered severely, but they have fought well. We sent every man we could to France
as fast as we could re-equip and transport their formations.
I am not reciting these facts for the purpose of recrimination. That I judge to be utterly futile and even
harmful. We cannot afford it. I recite them in order to explain why it was we did not have, as we could have
had, between twelve and fourteen British divisions fighting in the line in this great battle instead of only
three. Now I put all this aside. I put it on the shelf, from which the historians, when they have time, will
select their documents to tell their stories. We have to think of the future and not of the past. This also
applies in a small way to our own affairs at home. There are many who would hold an inquest in the House
of Commons on the conduct of the Governments-and of Parliaments, for they are in it, too-during the years
which led up to this catastrophe. They seek to indict those who were responsible for the guidance of our
affairs. This also would be a foolish and pernicious process. There are too many in it. Let each man search
his conscience and search his speeches. I frequently search mine.
Of this I am quite sure, that if we open a quarrel between the past and the present, we shall find that we
have lost the future. Therefore, I cannot accept the drawing of any distinctions between Members of the
present Government. It was formed at a moment of crisis in order to unite a ...
The Categorical Imperative (selections taken from The Foundati.docxmattinsonjanel
The Categorical Imperative (selections taken from The Foundations of the Metaphysics of
Morals)
Preface
As my concern here is with moral philosophy, I limit the question suggested to this:
Whether it is not of the utmost necessity to construct a pure thing which is only empirical and
which belongs to anthropology? for that such a philosophy must be possible is evident from the
common idea of duty and of the moral laws. Everyone must admit that if a law is to have moral
force, i.e., to be the basis of an obligation, it must carry with it absolute necessity; that, for
example, the precept, "Thou shalt not lie," is not valid for men alone, as if other rational beings
had no need to observe it; and so with all the other moral laws properly so called; that, therefore,
the basis of obligation must not be sought in the nature of man, or in the circumstances in the
world in which he is placed, but a priori simply in the conception of pure reason; and although
any other precept which is founded on principles of mere experience may be in certain respects
universal, yet in as far as it rests even in the least degree on an empirical basis, perhaps only as to
a motive, such a precept, while it may be a practical rule, can never be called a moral law…
What is the “Good Will?”
NOTHING can possibly be conceived in the world, or even out of it, which can be called
good, without qualification, except a good will. Intelligence, wit, judgement, and the other
talents of the mind, however they may be named, or courage, resolution, perseverance, as
qualities of temperament, are undoubtedly good and desirable in many respects; but these gifts of
nature may also become extremely bad and mischievous if the will which is to make use of them,
and which, therefore, constitutes what is called character, is not good. It is the same with the
gifts of fortune. Power, riches, honour, even health, and the general well-being and contentment
with one's condition which is called happiness, inspire pride, and often presumption, if there is
not a good will to correct the influence of these on the mind, and with this also to rectify the
whole principle of acting and adapt it to its end. The sight of a being who is not adorned with a
single feature of a pure and good will, enjoying unbroken prosperity, can never give pleasure to
an impartial rational spectator. Thus a good will appears to constitute the indispensable condition
even of being worthy of happiness.
There are even some qualities which are of service to this good will itself and may
facilitate its action, yet which have no intrinsic unconditional value, but always presuppose a
good will, and this qualifies the esteem that we justly have for them and does not permit us to
regard them as absolutely good. Moderation in the affections and passions, self-control, and calm
deliberation are not only good in many respects, but even seem to constitute part of th ...
The cave represents how we are trained to think, fell or act accor.docxmattinsonjanel
The cave represents how we are trained to think, fell or act according to society, following our own way and not the way intended for us. The shadows are merely a reflection of what they perceived to be reality instead of an illusion. The prisoners are trapped in society, each one of us who choose to stay trapped in our own way. The man that escapes is the person who no longer is a slave to society and can see the difference between reality and illusion. The day light can be compared to God’s will. When you don’t follow the plan that has been laid out for you by God, than you are trapped and you will only see illusions or reflections of reality. Escaping and choosing to go into “the light,” or following the will of God, only then can you be set free from your prison.
When looking at a piece of art, a painting, for example, at first glance the painting can appear to be something other what it is intended to be (reality). This reminds me of those pictures that everyone sees on social media, the picture that has circles all over it. When you look at the picture it appears that the circles are moving, but in reality the circles do not move at all. So art can more or less be perceived as more of an illusion.
An example of the picture can be seen here http://www.dailyhaha.com/_pics/movie_circles_illusion.jpg
Accepting illusion as reality happens a lot more times than we probably think. Anything that we see on T.V., Social Media, internet, or even dating, can all be perceived as an illusion at some point. Take dating for example; how a person acts on a date is most likely not how they would act to someone they have known for a while (illusion). Not all people pretend to be something different but in many cases they do. Recognizing what you failed to see after the initial first date and thereafter is how you would know what you first seen was just simply an illusion and therefore not reality, unless of course in reality they are simply a fake person I suppose. Following this pattern makes you realize most people do not appear to be who they are. A good “first impression” doesn’t necessarily mean much when thinking about illusions vs reality, because that’s all the “first impression” is in fact more or less an illusion.
People live in shadows because they fail to recognize reality and choose to continue to believe in illusions. With the growth of Social media, more and more people are falling victim to what things appear to be and will stay in the dark (cave). We as a society are imprisoned by what we see and read through news channels and social media. We will believe anything that comes across CNN or any news station (not fox news though) and let them make up our mind for us. People comment on any shooting victims and assume the cop was in the wrong and is racist, in reality that is not always the case.
It’s interesting to think in terms of appearance vs reality when viewing not only art, but the world. Not taking things for what they appear to ...
The Case Superior Foods Corporation Faces a ChallengeOn his way.docxmattinsonjanel
The Case: Superior Foods Corporation Faces a Challenge
On his way to the plant office, Jason Starnes passed by the production line where hundreds of gloved, uniformed workers were packing sausages and processed meats for shipment to grocery stores around the world.
Jason's company, Superior Foods Corporation, based in Wichita, Kansas, employed 30,000 people in eight countries and had beef and pork processing plants in Arkansas, California, Milwaukee, and Nebraska City. Since a landmark United States–Japan trade agreement signed in 1988, markets had opened up for major exports of American beef, now representing 10 percent of U.S. production. Products called “variety meats”—including intestines, hearts, brains, and tongues—were very much in demand for export to international markets.
Jason was in Nebraska City to talk with the plant manager, Ben Schroeder, about the U.S. outbreak of bovine spongiform encephalopathy (mad cow disease) and its impact on the plant. On December 23, 2011, the U.S. Department of Agriculture had announced that bovine spongiform encephalopathy had been discovered in a Holstein cow in Washington State. The global reaction was swift: Seven countries imposed either total or partial bans on the importation of U.S. beef, and thousands of people were chatting about it on blogs and social networking sites. Superior had moved quickly to intercept a container load of frozen Asian-bound beef from its shipping port in Los Angeles, and all other shipments were on hold.
After walking into Ben's office, Jason sat down across from him and said, “Ben, your plant has been a top producer of variety meats for Superior, and we have appreciated all your hard work out here. Unfortunately, it looks like we need to limit production for a while—at least three months, or until the bans get relaxed. I know Senator Nelson is working hard to get the bans lifted. In the meantime, we need to shut down production and lay off about 25 percent of your workers. I know it is going to be difficult, and I'm hoping we can work out a way to communicate this to your employees.”
...
The Case You can choose to discuss relativism in view of one .docxmattinsonjanel
The Case:
You can choose to discuss relativism in view of one of the following two cases:
The Case:
· Start by giving a brief explanation of relativism (200 words).
· what is the difference between ethical & cultural relativism. Then discuss, in view of relativism, how we can reconcile the apparent conflict between the need for enforcement of human rights standards with the need for protection of cultural diversity. (400 words).
...
The Case Study of Jim, Week Six The body or text (i.e., not rest.docxmattinsonjanel
The Case Study of Jim, Week Six
The body or text (i.e., not restating the question in your answer, not including your references or your signature) of your initial response should be at least 300 words of text to be considered substantive. You will see a red U for initial responses that are not at least 300 words. Note: your initial response to this required discussion will not count toward participation
The Case Study of Jim, Week 6
Title of Activity: In class discussion of the case study of Jim, Week Six
Objective: Review the concepts of the case study in Ch.13 of Personality and then relate Jim’s case to the theorists discussed during the week. In addition, summarize the entire case study.
1. Read “The Case of Jim” in Ch. 13 of Personality.
2. Discuss the case. This week, discussion should focus on social-cognitive theory.
3. Provide a summary of the entire case.
THE CASE OF JIM Twenty years ago Jim was assessed from various theoretical points of view: psychoanalytic, phenomenological, personal construct, and trait.
At the time, social-cognitive theory was just beginning to evolve, and thus he was not considered from this standpoint. Later, however, it was possible to gather at least some data from this theoretical standpoint as well. Although comparisons with earlier data may be problematic because of the time lapse, we can gain at least some insight into Jim’s personality from this theoretical point of view. We do so by considering
Jim’s goals, reinforcers he experiences, and his self-efficacy beliefs.
Jim was asked about his goals for the immediate future and for the long-range future. He felt that his immediate and long-term goals were pretty much the same: (1) getting to know his son and being a good parent, (2) becoming more accepting and less critical of his wife and others, and (3) feeling good about his professional work as a consultant.
Generally he feels that there is a good chance of achieving these goals but is guarded in that estimate, with some uncertainty about just how much he will be able to “get out of myself” and thereby be more able to give to his wife and child.
Jim also was asked about positive and aversive reinforcers, things that were important to him that he found rewarding or unpleasant.
Concerning positive reinforcers, Jim reported that money was “a biggie.”
In addition he emphasized time with loved ones, the glamour of going to an opening night, and generally going to the theater or movies.
He had a difficult time thinking of aversive reinforcers. He described writing as a struggle and then noted, “I’m having trouble with this.”
Jim also discussed another social-cognitive variable: his competencies or skills (both intellectual and social). He reported that he considered himself to be very bright and functioning at a very high intellectual level. He felt that he writes well from the standpoint of a clear, organized presentation, but he had not written anything that is innovative or creative. Ji ...
The Case of Missing Boots Made in ItalyYou can lead a shipper to.docxmattinsonjanel
The Case of Missing Boots Made in Italy
You can lead a shipper to the water, but if the horse does not want to drink…
Vocabulary:
Shipper: In commercial trade, the person who gives goods to a shipping company to be transported to a foreign destination; in export transactions, it is usually the exporter. Do not confuse the shipper with the shipping company or carrier.
Consignee: The person who is ultimately receiving the goods, generally the buyer or importer. Sometimes these people will designate a “notify party” to be notified when the goods arrive in the port of entry, so that customs clearance can be arranged and the goods picked up for further domestic transport.
Carrier: A company that transports goods (sometimes referred to as a “shipping company” or a “freight company”).
Forwarder (or “freight forwarder”): A forwarder is like a travel agent for cargo – forwarders organize the transport of your goods from departure to destination, and charge a fee for their services. There are many different kinds of forwarders. There are firms that act as both forwarders and carriers. Sometimes forwarders will have relationships with a whole string of carriers and other forwarders, so that the shipper only deals with the forwarder but in the end the goods are actually carrier by a series of independent transport companies.
NVOCC: Non-vessel operating common carrier. A “common carrier” in the legal terminology refers to a carrier who has accepted the additional legal burdens imposed on a company that regularly carries goods for a fee (as opposed to someone with a truck who might agree to help you out just this once because you’re in trouble).
Container: Large standard-sized metal boxes for transporting merchandise; you see them on the back of trucks, or stacked up outside of ports like Lego toys, or on top of large ocean-going container ships. The capacity of container vessels is measured in TEU (twenty-foot equivalent units; containers generally measure 20 or 40 feet long; large vessels can now carry in excess of 4,000 TEU). There are different kinds of containers for different purposes. For example, refrigerated containers (for transporting meat or fruit, for example) are called “reefers,” so be careful where you use this term.
Consolidator: When large companies ship a lot of goods, they are usually able to fill entire containers. However, shippers who ship smaller amounts (like the shipper in the example below), often have their goods “stuffed” (the industry term) along with other goods into the same container; hence, they are “consolidated.” Some firms specialize in consolidating various shipments from different shippers, these are “consolidators.” A load which requires consolidation is a “LCL” or less-than-full-container load, as opposed to a “FCL” – full-container-load.
Marine Insurance: This is a common term for cargo insurance for international shipments, even in cases where much of the transport is NOT by sea; “marine insurance ...
The Cardiovascular SystemNSCI281 Version 51University of .docxmattinsonjanel
The Cardiovascular System
NSCI/281 Version 5
1
University of Phoenix Material
The Cardiovascular System
Exercise 9.6: Cardiovascular System—Thorax, Arteries, Anterior View
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Exercise 9.8: Cardiovascular System—Thorax, Veins, Anterior View
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Animation: Pulmonary and Systemic Circulation
After viewing the animation, answer these questions:
1. Name the two divisions of the cardiovascular system.
2. What are the destinations of these two circuits?
3. In the systemic circulation, where does gas exchange occur?
4. In the pulmonary circulation, where does gas exchange occur?
5. Name the blood vessels that carry oxygen-rich blood to the heart. How many are there? Where do they terminate?
Exercise 9.9: Imaging—Thorax
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In Review
1. What is the name for the fibrous sac that encloses the heart?
2. Name the lymphatic organ that is large in children but atrophies during adolescence.
3. Name the bilobed endocrine gland located lateral to the trachea and larynx.
4. How do large arteries supply blood to body structures?
5. Name the large vessel that conveys oxygen-poor blood from the right ventricle of the heart.
6. Name the two branches of the blood vessel mentioned in question 5 that convey oxygen-poor blood to the lungs.
7. Name the blunt tip of the left ventricle.
8. What is the carotid sheath? What structures are found within it?
9. What is the serous pericardium?
10. Name the structure that ...
The Cardiovascular SystemNSCI281 Version 55University of .docxmattinsonjanel
The Cardiovascular System
NSCI/281 Version 5
5
University of Phoenix Material
The Cardiovascular System
Exercise 9.6: Cardiovascular System—Thorax, Arteries, Anterior View
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Exercise 9.8: Cardiovascular System—Thorax, Veins, Anterior View
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Animation: Pulmonary and Systemic Circulation
After viewing the animation, answer these questions:
1. Name the two divisions of the cardiovascular system.
2. What are the destinations of these two circuits?
3. In the systemic circulation, where does gas exchange occur?
4. In the pulmonary circulation, where does gas exchange occur?
5. Name the blood vessels that carry oxygen-rich blood to the heart. How many are there? Where do they terminate?
Exercise 9.9: Imaging—Thorax
A. .
B. .
C. .
D. .
E. .
F. .
G. .
H. .
I. .
J. .
K. .
In Review
1. What is the name for the fibrous sac that encloses the heart?
2. Name the lymphatic organ that is large in children but atrophies during adolescence.
3. Name the bilobed endocrine gland located lateral to the trachea and larynx.
4. How do large arteries supply blood to body structures?
5. Name the large vessel that conveys oxygen-poor blood from the right ventricle of the heart.
6. Name the two branches of the blood vessel mentioned in question 5 that convey oxygen-poor blood to the lungs.
7. Name the blunt tip of the left ventricle.
8. What is the carotid sheath? What structures are found within it?
9. What is the serous pericardium?
10. Name the structure that ...
The British Airways Swipe Card Debacle case study;On Friday, Jul.docxmattinsonjanel
The British Airways Swipe Card Debacle case study;
On Friday, July 18, 2003, British Airways staff in Terminals 1 and 4 at London’s busy Heathrow Airport held a 24 hour wildcat strike. The strike was not officially sanctioned by the trade unions but was spontaneous action by over 250 check in staff who walked out at 4 pm. The wildcat strike occurred at the start of a peak holiday season weekend which led to chaotic scenes at Heathrow. Some 60 departure flights were grounded and over 10,000 passengers left stranded. The situation was heralded as the worst industrial situation BA had faced since 1997 when a strike was called by its cabin crew. BA response was to cancel its services from both terminals, apologize for the disruption and ask those who were due to fly not to go to the airport as they would be unable to service them. BA also set up a tent outside Heathrow to provide refreshments and police were called in to manage the crow. BA was criticized by many American visitors who were trying to fly back to the US for not providing them with sufficient information about what was going on. Staff returned to work on Saturday evening but the effects of the strike flowed on through the weekend. By Monday morning July 21, BA reported that Heathrow was still extremely busy. There is still a large backlog of more than 1000 passengers from services cancelled over the weekend. We are doing everything we can to get these passengers away in the next couple of days. As a result of the strike BA lost around 40 million and its reputation was severely dented. The strike also came at a time when BA was still recovering from other environmental jolts such as 9/11 the Iraqi war, SARS, and inroads on its markets from budget airlines. Afterwards BA revealed that it lost over 100,000 customers a result of the dispute.
BA staff were protesting the introduction of a system for electronic clocking in that would record when they started and finished work for the day. Staff were concerned that the system would enable managers to manipulate their working patterns and shift hours. The clocking in system was one small part of a broader restructuring program in BA, titled the Future Size and Shape recovery program. Over the previous two years this had led to approximately 13,000 or almost one in four jobs, being cut within the airline. As The Economist noted, the side effects of these cuts were emerging with delayed departures resulting from a shortage of ground staff at Gatwick and a high rate of sickness causing the airline to hire in aircraft and crew to fill gaps. Rising absenteeism is a sure sign of stress in an organization that is contracting. For BA management introduction of the swipe card system was a way of modernizing BA and improving the efficient use of staff and resources. As one BA official was quoted as saying We needed to simplify things and bring in the best system to manage people. For staff it was seen as a prelude to a radical shakeup in working ...
The Case Abstract Accuracy International (AI) is a s.docxmattinsonjanel
The Case
Abstract
Accuracy International (AI) is a specialist British firearms manufacturer based in Portsmouth,
Hampshire, England and best known for producing the Accuracy International Arctic Warfare
series of precision sniper rifles. The company was established in 1978 by British Olympic shooting
gold medallist Malcolm Cooper, MBE (1947–2001), Sarah Cooper, Martin Kay, and the designers
of the weapons, Dave Walls and Dave Craig. All were highly skilled international or national target
shooters. Accuracy International's high-accuracy sniper rifles are in use with many military units
and police departments around the world. Accuracy International went into liquidation in 2005, and
was bought by a British consortium including the original design team of Dave Walls and Dave
Craig.
Earlier this year, AI's computer network was hit by a data stealing malware which cost thousands of
pounds to recover from. Also last year there have been a couple of incidents of industrial
espionage, involving staff who were later sacked and prosecuted.
As part of an ongoing covert investigation, the head of Security at AI (DG) has hired you to
conduct a forensic investigation on an image of a USB device. The USB device, it is a non-
company issued device, allegedly belonging to an employee Christian Macleod, a consultant and
technical manager at AI for more than six years.
Case details
Christian’s manager, David Bolton, is the regional manager and head of R&D and has been
working at AI for the last three years. David initiated this fact finding covert investigation which is
conducted with the support of the head of Security at AI.
The USB device in question allegedly was removed from Christian's workstation at AI while he
was out of the office for lunch, the device was imaged and then it was plugged in back into
Christian's workstation. You have been provided with a copy of that image (the original copy is at
the moment secure in a secure locker at the security department).
You have been told by DG that Dave was alarmed by some of the work practices of Christian and
that prompted him to start this investigation by contacting the Head of Security at AI. According to
Dave, Christian would bring in devices such as his iPod and his iPhone and he would often plug
these into his workstation. There is no policy against personal music devices and there is no
BYOD policy but there is a strict policy against copying corporate data is any personal device. The
company's policy states that such data is not to be stored unencrypted, on unauthorised, non
company approved devices. According to DG, Dave has reasons to believe that an earlier malware
infection incident at AI had its origins in one of Christian's personal devices.
Supporting information
1. You need to be aware that Dave and Christian do not get along as they had a few verbal exchanges
in the last year. Christian has filled in a ...
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...EduSkills OECD
Andreas Schleicher, Director of Education and Skills at the OECD presents at the launch of PISA 2022 Volume III - Creative Minds, Creative Schools on 18 June 2024.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...TechSoup
Whether you're new to SEO or looking to refine your existing strategies, this webinar will provide you with actionable insights and practical tips to elevate your nonprofit's online presence.
This presentation was provided by Racquel Jemison, Ph.D., Christina MacLaughlin, Ph.D., and Paulomi Majumder. Ph.D., all of the American Chemical Society, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
How Barcodes Can Be Leveraged Within Odoo 17Celine George
In this presentation, we will explore how barcodes can be leveraged within Odoo 17 to streamline our manufacturing processes. We will cover the configuration steps, how to utilize barcodes in different manufacturing scenarios, and the overall benefits of implementing this technology.
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Team leadership and motivationTeam leadership and mo.docx
1. Team leadership and motivation
Team leadership and motivation
Name:
Institution:
Course:
Instructor:
Date:
Introduction
This paper will discuss effective ways of motivating teams
to realize the intended goals. I will also analyze different
motivators for teams and which one is effective in making
employees motivated. It will higlight situations where each is
used and which is widely used in business today. Many
business leaders have realized that it is difficult to achieve
organizational goals without motivation and are therefore
applying them.
Making team excited
As indicated by Kouzes and Posner (2007),
administration is about connections and eventually about
impact. Pioneers of solid authoritative groups fancying impact
through relationship will learn and create great relational
abilities. "Correspondence is to an association what the
circulatory system is to an individual" (Hellriegel, Jackson, &
Slocum, 2008). Montebello (1994), recommends four
2. components of compelling correspondence: advertise sincere
talk, test for data, listen for data, and present your data and
thoughts. Correspondence, as per Roodt (2005), "is an element
procedure including a nonstop two-path stream of data.” As per
modern therapist Anthony Montebello (1994), "All groups have
periodic correspondence breakdowns. The following are ways
of motivation:
1.Talk about the profits of achievement. In the event that you
need your group to be inspired, then you need to clarify the
positive results of attaining the target. By consolidating this
group persuading step, you are putting the control over their
future recompense or different prizes into their hands. Your
group ought to perceive how their prosperity would profit the
organization, as well as every individual ally. In the event that
you truly need to rouse them, then you need to make your
objectives as cement as would be prudent so they can feel an
unmistakable prize.
• for illustration, saying "We need to work harder so the
organization looks better" won't persuade representatives to the
extent that idiom, "On the off chance that we enhance our deals
by 10%, then we'll make enough income to give out Christmas
rewards in the not so distant future."
• considering Alderfer's hypothesis, which has been ended
up being more viable in observational examination (Schneider
and Alderfer, 1973), fulfilling the between individual regard
needs won't make them less persuading for the representative
and consequently the group pioneer can give immaterial
remunerates whenever the individual merits it to keep them
persuaded.
2.Keep your group intrigued. Manufacture a feeling of interest
inside your allies' outlooks so that they are intrigued enough to
need to attain the objectives you anticipate. By doing this, your
3. allies will need to take in more. This might be attained on the
off chance that you comprehend what energizes or engages your
allies. Get to comprehend what matters most to the parts as a
group and as people. On the off chance that you keep things
fascinating and energizing by saying solid objectives,
progressions, and enhancements, they will need to continue
working.
• don't simply advise your allies what to do. Stay up with
the latest on to the extent that the organization prepare as you
can so they think about what's occurring and have addresses
about the procedure.
3. Set reasonable objectives. Recognize what your group is
equipped for and situated an objective that they can really
arrive at. It's great to be goal-oriented when setting objectives,
yet in the event that you make them so difficult that your group
is bound to fizzle, then everybody will just feel demoralized.
Build a reasonable objective and give an instrument that
demonstrates their advancement as they get closer to
accomplishing that objective. Setting micro-objectives along the
way is likewise an extraordinary approach to guarantee
achievement, so your group doesn't feel like its win or bust.
• for example, in the event that you have an extend that
needs finishing, make an outline that breaks that extend into
more diminutive objectives so that, as they attain each one
stage, they can confirm it and picture themselves getting closer
to finishing the venture.
4.Offer Financial Incentives. Few things propel workers like
more pay. Individuals like to have the capacity to profit than
they're as of now making. When they get up to a certain point,
this neglects to be a persuading element. Be that as it may, it
works well for generally representatives. Offer them some kind
of a reward on the off chance that they achieve certain
4. objectives for the organization.
5.Perceive Good Performance. Other than simply providing for
them a check, you ought to additionally perceive great exertion
and execution from your workers. Case in point, when you have
somebody that achieves a particular deals objective, provide for
them administration honors and remember them before
everybody. Having an a honors dinner might likewise be a
decent thought to perceive your top entertainers.
6.Have a Competition. For some individuals rivalry is a
spurring element. When you compose an a cordial rivalry for
your representatives, it can truly get them energized. Offer
prizes or prizes for the individuals who do the best.
7.Advertise From Within. On the off chance that you get in the
propensity of advertising from inside your organization,
representatives will be inspired to benefit a vocation. On the
off chance that you continually acquire individuals from the
outside, they most likely will get debilitated at a certain point.
You need to make them feel like they have an opportunity to
climb the positions and improve work. Else, they may look at
and the execution of your organization will waver.
8.Enhance the Working Environment. Nature where workers
work will additionally have an effect on their level of fervor.
Case in point, you may need to permit them to enliven their
work spaces how they like. You could offer free snacks, back
rubs, snacks, and a ton of different livens that you don't
ordinarily see at work. There are such a variety of distinctive
approaches to enhance the state of the work space on the off
chance that you'll get innovative.
9.Request Input. Ask your workers how nature's turf could be
changed. Some of the time it might be a basic change to get
everybody energized, so don't be hesitant to request their
assumption. Make enhancing your working environment a
5. necessity on the off chance that you need the best out of your
workers. It can have all the effect on the planet
One especially essential method for fulfilling
acknowledgment toward oneself and development needs is
giving the group testing errands. This infers giving every
person in the group assignments with more elevated amounts of
trouble and obligation that will incite their change toward
oneself. Along these lines, the people will figure out how to
take care of issues of larger amounts utilizing their imagination
and this will emphatically influence their needs. Regardless of
the fact that the assignments end up being so troublesome, there
is no option to finish, the group pioneer can even now help
creating their worker's qualities by coaching and instructing
them. Besides Alderfer himself expressed that 'both
achievement and disappointment might be development
fulfilling encounters' (1970).
Motivators
Intrinsic Motivation
Outward inspiration happens when we are inspired to perform a
conduct or participate in an action to win a prize or keep away
from a discipline.
Illustrations of practices that are the aftereffect of extraneous
inspiration include:
• studying in light of the fact that you need to get a decent
evaluation
• cleaning your room to abstain from being reproved by your
folks
• participating in a game keeping in mind the end goal to
win recompenses
• competing in a challenge keeping in mind the end goal to
win a grant
In each of these samples, the conduct is roused by a
longing to increase a prize or stay away from a negative result.
Considering that 'solid individuals are principally inspired by
their needs to create and complete their maximum capacity and
limits' (Maslow, 1970), the group pioneers ought to give careful
6. consideration to this for all time persuading need. This need is
when all is said and done covering with the development need
from Aldefer's ERG hypothesis, in any case, the group pioneer
ought to think of them as both and get the most extreme from
them for their commonsense application.
Exrinsic Motivation
Natural inspiration includes taking part in a conduct on the
grounds that it is expressly remunerating; basically, performing
an action for it purpose as opposed to the longing for some
outside prize.
Illustrations of practices that are the aftereffect of inherent
inspiration include:
• participating in a game in light of the fact that you
discover the action agreeable
• solving an expression riddle on the grounds that you
discover the test fun and intriguing
• playing an amusement on the grounds that you think that it
energizing
In each of these cases, the individual's conduct is inspired by an
interior craving to take an interest in an action for it purpose.
Extraneous vs. Inborn Motivation: Which Is Best?
Along these lines, the essential contrast between the two
sorts of inspiration is that outward inspiration emerges from
outside of the individual while characteristic inspiration
emerges from inside. Analysts have additionally discovered
that the two sort of inspiration can vary in how compelling they
are at driving conduct.
Various studies have exhibited that offering unnecessary
outside prizes for an as of now inside compensating conduct can
really prompt a decrease in inborn inspiration, a wonder known
as the overjustification impact. In one study, for instance, kids
who were remunerated for playing with a toy they had officially
communicated enthusiasm toward playing with got to be less
intrigued by the thing in the wake of being remotely
compensated.
Outward inspiration could be helpful in various circumstances,
7. on the other hand:
• external prizes can instigate investment and cooperation in
something the individual had no introductory enthusiasm
toward.
• extrinsic prizes might be utilized to spur individuals to
secure new aptitudes or learning. When these starting abilities
have been gained, individuals might then gotten to be all the
more naturally propelled to seek after the movement.
• external prizes can additionally be a wellspring of
criticism, permitting individuals to know when their execution
has attained a standard meriting fortification.
Outward sparks ought to be evaded in circumstances where:
• the singular as of now finds the action characteristically
remunerating
• offering a prize may make a "play" movement appear to be
more like "work"
While most individuals would propose that natural
inspiration is best, it is not generally conceivable in every last
circumstance. Sometimes, individuals just have no interior
longing to participate in an action. Intemperate prizes may be
risky, however when utilized suitably, extraneous sparks could
be a valuable device. For instance, extraneous inspiration could
be utilized to get individuals to finish a work assignment or
school task in which they have no internal interest.
Analysts have touched base at three real conclusions with
respect to extraneous prizes and their impact on inborn
inspiration:
1. unexpected outside prizes ordinarily don't diminish
characteristic inspiration. For instance, on the off chance that
you get decent evaluation on a test in light of the fact that you
revel in researching the subject and the instructor chooses to
compensate you with a blessing card to your most loved pizza
put, your underlying inspiration for looking into the subject
won't be influenced. Notwithstanding, this needs to be finished
with alert, in light of the fact that individuals will frequently
start to anticipate such compensates.
8. 2. praise can help expand inner inspiration. Scientists have
discovered that offering constructive applause and input when
individuals improve something in examination to others can
really enhance inherent inspiration.
3. intrinsic inspiration will diminish, on the other hand, when
outer prizes are given for finishing a particular errand or just
doing negligible work. For instance, if folks pile sumptuous
acclaim on their tyke each time he finishes a basic errand, he
will get to be less inherently persuaded to perform that
assignment later on.
Outward and inborn inspiration can likewise assume an
essential part in learning settings. A few masters contend that
the conventional attention on outer compensates, for example,
evaluations, report cards, and gold stars undermines any current
inborn inspiration that understudies may have. Others propose
that these outward inspirations help understudies feel more
equipped in the classroom, in this way upgrading natural
motivation. This sort is utilized generally within numerous
organizations today to make workers work more and convey.
"An individual's investment frequently survives when a
prize is utilized not to fix or to control yet to indicator a
vocation well done, as in a "most enhanced player" grant. On
the off chance that a prize helps your inclination of fitness in
the wake of doing great work, your happiness regarding the
assignment may build. Rewards, rightly controlled, can
persuade elite and inventiveness. Also extraneous prizes, (for
example, grants, confirmations, and employments that
frequently take after decent evaluations) are setting down deep
roots," clarifies David G. Meyers in his content Psychology:
Eighth Edition in Modules.
As you have seen, outward inspiration and inherent
inspiration are both imperative methods for driving conduct. So
as to grasp how these could be best used, it is imperative to see
a portion of the key contrasts between the two sorts of
inspiration including the general effect that each one can have
on conduct.
9. Conclusion
On reflection, it could be said that inspiration has been
object of critical examination and investigation, yet as it isn't an
experimental variable one can't measure it and in this manner an
exact equation to characterize it can't be given. Also, we can't
just relate profit to inspiration as there are different elements,
for example, discernment that have an imperative part in being
effective at work. On the other hand, those speculations do give
group pioneers profitable data and methods for expanding the
employment fulfillment of their representatives. Despite the
fact that, they are to a great extent condemned for not being
dependable enough, their impact upon administration
hypotheses and chiefs is verifiable. To close, in our quick
running world where consistently we encounter abnormal
amounts of anxiety, inspiration can demonstrate to wind up key
pointer of future work accomplishments.
References
Gee, C., & Burke, M. E. (2001). Realising potential: The new
motivation game. Management
Decision, 39(2), 131. Retrieved from
http://search.proquest.com/docview/212067478?accountid=3474
1
Haas, R. C., & Martin, S. (1997). Play and learn team building.
Hospital Materiel
Management Quarterly, 18(4), 44. Retrieved from
http://search.proquest.com/docview/234267682?accountid=3474
1
Hellriegel, D., & Jackson, S. E., & Slocum,Jr., J. W. (2008). A
Competency-Based Approach.
Mason, OH: South-Western.
Hill, Charles W. L. & Jones, G. R. (2007). Strategic
Management: An Integrated Approach.
Boston, MA: Houghton Mifflin Co.
Jiang, X. (2010). How to motivate people working in teams.
International Journal of Business
10. and Management, 5(10), 223. Retrieved from
http://search.proquest.com/docview/821295538?accountid=3474
1
Kouzes, J. M., & Posner, B. Z., (2007). The Leadership
Challenge. San Francisco, CA:Jossey-
Bass.
Plotnik, R. & Kouyoumjian. H. (2011). Introduction to
psychology. Belmont, CA:
Wadsworth.
Team leadership and motivation
Team leadership and motivation
Name:
Institution:
Course:
Instructor:
Date:
Introduction
This paper will discuss effective ways of motivating teams
to realize the intended goals.I will also analyze different
motivators for teams and which one is effective in making
employees motivated.it will higlight situations where each is
used and which is widely used in business today.Many business
leaders have realized that it is difficult to achieve
organizational goals without motivation and are therefore
applying them.
11. Making team excited
As indicated by Kouzes and Posner (2007),
administration is about connections and eventually about
impact. Pioneers of solid authoritative groups fancying impact
through relationship will learn and create great relational
abilities. "Correspondence is to an association what the
circulatory system is to an individual" (Hellriegel, Jackson, &
Slocum, 2008, p.530). Montebello (1994), recommends four
components of compelling correspondence: advertise sincere
talk, test for data, listen for data, and present your data and
thoughts. Correspondence, as per Roodt (2005), "is an element
procedure including a nonstop two-path stream of data" (p.18).
As per modern therapist Anthony Montebello, "All groups have
periodic correspondence breakdowns.the following are ways of
motivation:
1.Talk about the profits of achievement. In the event that you
need your group to be inspired, then you need to clarify the
positive results of attaining the target. By consolidating this
group persuading step, you are putting the control over their
future recompense or different prizes into their hands. Your
group ought to perceive how their prosperity would profit the
organization, as well as every individual ally. In the event that
you truly need to rouse them, then you need to make your
objectives as cement as would be prudent so they can feel an
unmistakable prize.
• for illustration, saying "We need to work harder so the
organization looks better" won't persuade representatives to the
extent that idiom, "On the off chance that we enhance our deals
by 10%, then we'll make enough income to give out Christmas
rewards in the not so distant future."
• considering Alderfer's hypothesis, which has been ended
up being more viable in observational examination (Schneider
12. and Alderfer, 1973), fulfilling the between individual regard
needs won't make them less persuading for the representative
and consequently the group pioneer can give immaterial
remunerates whenever the individual merits it to keep them
persuaded.
2.Keep your group intrigued. Manufacture a feeling of interest
inside your allies' outlooks so that they are intrigued enough to
need to attain the objectives you anticipate. By doing this, your
allies will need to take in more. This might be attained on the
off chance that you comprehend what energizes or engages your
allies. Get to comprehend what matters most to the parts as a
group and as people. On the off chance that you keep things
fascinating and energizing by saying solid objectives,
progressions, and enhancements, they will need to continue
working.
• don't simply advise your allies what to do. Stay up with the
latest on to the extent that the organization prepare as you can
so they think about what's occurring and have addresses about
the procedure.
3. Set reasonable objectives. Recognize what your group is
equipped for and situated an objective that they can really
arrive at. It's great to be goal-oriented when setting objectives,
yet in the event that you make them so difficult that your group
is bound to fizzle, then everybody will just feel demoralized.
Build a reasonable objective and give an instrument that
demonstrates their advancement as they get closer to
accomplishing that objective. Setting micro-objectives along the
way is likewise an extraordinary approach to guarantee
achievement, so your group doesn't feel like its win or bust.
• for sample, in the event that you have an extend that needs
finishing, make an outline that breaks that extend into more
diminutive objectives so that, as they attain each one stage, they
13. can confirm it and picture themselves getting closer to finishing
the venture.
4.offer Financial Incentives
Few things propel workers like more pay. Individuals like to
have the capacity to profit than they're as of now making. When
they get up to a certain point, this neglects to be a persuading
element. Be that as it may, it works well for generally
representatives. Offer them some kind of a reward on the off
chance that they achieve certain objectives for the organization.
5.Perceive Good Performance
Other than simply providing for them a check, you ought to
additionally perceive great exertion and execution from your
workers. Case in point, when you have somebody that achieves
a particular deals objective, provide for them administration
honors and remember them before everybody. Having an a
honors dinner might likewise be a decent thought to perceive
your top entertainers.
6.Have a Competition
For some individuals rivalry is a spurring element. When you
compose an a cordial rivalry for your representatives, it can
truly get them energized. Offer prizes or prizes for the
individuals who do the best.
7.Advertise From Within
On the off chance that you get in the propensity of advertising
from inside your organization, representatives will be inspired
to benefit a vocation. On the off chance that you continually
acquire individuals from the outside, they most likely will get
debilitated at a certain point. You need to make them feel like
14. they have an opportunity to climb the positions and improve
work. Else, they may look at and the execution of your
organization will waver.
8.Enhance the Working Environment
Nature where workers work will additionally have an effect on
their level of fervor. Case in point, you may need to permit
them to enliven their work spaces how they like. You could
offer free snacks, back rubs, snacks, and a ton of different
livens that you don't ordinarily see at work. There are such a
variety of distinctive approaches to enhance the state of the
work space on the off chance that you'll get innovative.
9.Request Input
Ask your workers how nature's turf could be changed. Some of
the time it might be a basic change to get everybody energized,
so don't be hesitant to request their assumption. Make
enhancing your working environment a necessity on the off
chance that you need the best out of your workers. It can have
all the effect on the planet
One especially essential method for fulfilling
acknowledgment toward oneself and development needs is
giving the group testing errands. This infers giving every person
in the group assignments with more elevated amounts of trouble
and obligation that will incite their change toward oneself.
Along these lines the people will figure out how to take care of
issues of larger amounts utilizing their imagination and this will
emphatically influence their needs. Regardless of the fact that
the assignments end up being so troublesome there is no option
finish, the group pioneer can even now help creating their
worker's qualities by coaching and instructing them. Besides
Alderfer himself expressed that 'both achievement and
disappointment might be development fulfilling encounters'
(1970, p. 152).
Motivators
Intrinsic Motivation
15. Outward inspiration happens when we are inspired to perform a
conduct or participate in an action to win a prize or keep away
from a discipline.
Illustrations of practices that are the aftereffect of extraneous
inspiration include:
• studying in light of the fact that you need to get a decent
evaluation
• cleaning your room to abstain from being reproved by your
folks
• participating in a game keeping in mind the end goal to
win recompenses
• competing in a challenge keeping in mind the end goal to
win a grant
In each of these samples, the conduct is roused by a
longing to increase a prize or stay away from a negative result.
Considering that 'solid individuals are principally inspired by
their needs to create and complete their maximum capacity and
limits' (Maslow, 1970, p. 31) the group pioneers ought to give
careful consideration to this for all time persuading need. This
need is when all is said in done covering with the development
need from Aldefer's ERG hypothesis, in any case, the group
pioneer ought to think of them as both and get the most extreme
from them for their commonsense application.
Exrinsic Motivation
Natural inspiration includes taking part in a conduct on the
grounds that it is expressly remunerating; basically, performing
an action for it purpose as opposed to the longing for some
outside prize.
Illustrations of practices that are the aftereffect of inherent
inspiration include:
• participating in a game in light of the fact that you
discover the action agreeable
• solving an expression riddle on the grounds that you
discover the test fun and intriguing
• playing an amusement on the grounds that you think that it
energizing
16. In each of these cases, the individual's conduct is inspired by an
interior craving to take an interest in an action for it purpose.
Extraneous vs. Inborn Motivation: Which Is Best?
Along these lines, the essential contrast between the two
sorts of inspiration is that outward inspiration emerges from
outside of the individual while characteristic inspiration
emerges from inside. Analysts have additionally discovered that
the two sort of inspiration can vary in how compelling they are
at driving conduct.
Various studies have exhibited that offering unnecessary
outside prizes for an as of now inside compensating conduct can
really prompt a decrease in inborn inspiration, a wonder known
as the overjustification impact. In one study, for instance, kids
who were remunerated for playing with a toy they had officially
communicated enthusiasm toward playing with got to be less
intrigued by the thing in the wake of being remotely
compensated.
Outward inspiration could be helpful in various circumstances,
on the other hand:
• external prizes can instigate investment and cooperation in
something the individual had no introductory enthusiasm
toward.
• extrinsic prizes might be utilized to spur individuals to
secure new aptitudes or learning. When these starting abilities
have been gained, individuals might then gotten to be all the
more naturally propelled to seek after the movement.
• external prizes can additionally be a wellspring of
criticism, permitting individuals to know when their execution
has attained a standard meriting fortification.
Outward sparks ought to be evaded in circumstances where:
• the singular as of now finds the action characteristically
remunerating
• offering a prize may make a "play" movement appear to be
more like "work"
While most individuals would propose that natural
inspiration is best, it is not generally conceivable in every last
17. circumstance. Sometimes, individuals just have no interior
longing to participate in an action. Intemperate prizes may be
risky, however when utilized suitably, extraneous sparks could
be a valuable device. For instance, extraneous inspiration could
be utilized to get individuals to finish a work assignment or
school task in which they have no internal interest.
Analysts have touched base at three real conclusions with
respect to extraneous prizes and their impact on inborn
inspiration:
1. unexpected outside prizes ordinarily don't diminish
characteristic inspiration. For instance, on the off chance that
you get decent evaluation on a test in light of the fact that you
revel in researching the subject and the instructor chooses to
compensate you with a blessing card to your most loved pizza
put, your underlying inspiration for looking into the subject
won't be influenced. Notwithstanding, this needs to be finished
with alert, in light of the fact that individuals will frequently
start to anticipate such compensates.
2. praise can help expand inner inspiration. Scientists have
discovered that offering constructive applause and input when
individuals improve something in examination to others can
really enhance inherent inspiration.
3. intrinsic inspiration will diminish, on the other hand, when
outer prizes are given for finishing a particular errand or just
doing negligible work. For instance, if folks pile sumptuous
acclaim on their tyke each time he finishes a basic errand, he
will get to be less inherently persuaded to perform that
assignment later on.
Outward and inborn inspiration can likewise assume an
essential part in learning settings. A few masters contend that
the conventional attention on outer compensates, for example,
evaluations, report cards, and gold stars undermines any current
inborn inspiration that understudies may have. Others propose
that these outward inspirations help understudies feel more
equipped in the classroom, in this way upgrading natural
motivation.this sort is utilized generally within numerous
18. organizations today to make workers work more and convey.
"An individual's investment frequently survives when a
prize is utilized not to fix or to control yet to indicator a
vocation well done, as in a "most enhanced player" grant. On
the off chance that a prize helps your inclination of fitness in
the wake of doing great work, your happiness regarding the
assignment may build. Rewards, rightly controlled, can
persuade elite and inventiveness. Also extraneous prizes, (for
example, grants, confirmations, and employments that
frequently take after decent evaluations) are setting down deep
roots," clarifies David G. Meyers in his content Psychology:
Eighth Edition in Modules.
As you have seen, outward inspiration and inherent
inspiration are both imperative methods for driving conduct. So
as to grasp how these could be best used, it is imperative to see
a portion of the key contrasts between the two sorts of
inspiration including the general effect that each one can have
on conduct.
Conclusion
On reflection, it could be said that inspiration has been
object of critical examination and investigation, yet as it isn't an
experimental variable one can't measure it and in this manner an
exact equation to characterize it can't be given. Also, we can't
just relate profit to inspiration as there are different elements,
for example, discernment that have an imperative part in being
effective at work. On the other hand, those speculations do give
group pioneers profitable data and methods for expanding the
employment fulfillment of their representatives. Despite the fact
that, they are to a great extent condemned for not being
dependable enough, their impact upon administration
hypotheses and chiefs is verifiable. To close, in our quick
running world where consistently we encounter abnormal
amounts of anxiety, inspiration can demonstrate to wind up key
pointer of future work accomplishments.
19. References
Alderfer, Clayton P. (1969). ‘An Empirical Test of a New
Theory of Human Needs’.
Organisational Behavior and Human Performance 4, pp. 142-
175.
Fincham, R. and Rhodes, P. (2005) ‘Principles of
Organizational Behaviour’. Fourth Edition.
New York: Oxford University Press.
Hackman, J.R. and Oldham, G.R. (1975) ‘Development of the
job diagnostic survey’, Journal of Applied Psychology, 60, 159-
70.
Cited in: ‘Principles of Organizational Behaviour’ (Fourth
Edition)
Loher, B.T., Noe, R.A., Moeller, N.L., and Fitzgerald, M.P.
(1985) ‘A meta analysis of the relation of job characteristics to
job satisfaction’, Journal of Applied Psychology, 70, 280-9.
Cited in: ‘Principles of Organizational Behaviour’ (Fourth
Edition)
Lyon, Herbert L., Ivancevich, John M. and Donnelly, James H.
(1971) ‘A Motivational Profile of Management Scientists’.
Operations Research 19 (6), pp. 1282-1299.
Maslow, Abraham H. (1970). ‘Motivation and Personality’.
Third Edition. New York: Harper & Row, Publishers, Inc.
Rosenfeld, Robert H. and Wilson, David C. (1999) ‘Managing
Organizations’. Second Edition. London: McGraw-Hill
International Limited.
Schneider, B. and Aldefer, Clayton P. (1973). ‘Three Studies of
Measures of Need Satisfaction in Organizations’.
Administrative Science Quarterly 18 (4), pp. 489-505.
Wanous, J.P. and Zwany, A. (1977) ‘A cross-sectional test of
need hierarchy theory’, Organizational Behavior and Human
Performance, 18, 78-97
20. Cited in: ‘Principles of Organizational Behaviour’ (Fourth
Edition)
Plotnik, R. & Kouyoumjian. H. (2011). Introduction to
psychology. Belmont, CA: Wadsworth.Hellriegel, D., &
Jackson, S. E., & Slocum,Jr., J. W. (2008). A Competency-
Based Approach. Mason, OH: South-Western.
Kouzes, J. M., & Posner, B. Z., (2007). The Leadership
Challenge. San Francisco, CA:Jossey-Bass.