Three Important Theories of Motivation
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There are several theories explaining the concept of motivation. Three important motivation theories are shown here.
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MOtivating Employees Management
This document discusses two theories of motivation: Maslow's hierarchy of needs theory and McClelland's acquired needs theory. Maslow's theory proposes that people are motivated to fulfill five basic needs in a hierarchical order: physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. McClelland's theory suggests that people acquire specific motivational needs over time based on life experiences, including a need for influence/power, affiliation, and achievement. The document provides explanations and examples of each theory but notes a lack of empirical support for Maslow's hierarchy.
Motivation
This presentation discusses various theories and concepts related to motivating people, including:
1) It introduces motivation and defines it as the process by which a person's efforts are energized, directed, and sustained toward attaining a goal.
2) It covers several theories of motivation like Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory.
3) It discusses different motivational strategies that can be applied in organizations like money, competition, job design, participation, and recognition.
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MASLOW's human needs and organizational needs model
Maslow's needs model proposes that human needs are arranged in a hierarchy consisting of 5 levels: physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. The model suggests that lower level needs must be satisfied before higher level needs can be addressed. Maslow applied this hierarchy to organizational needs as well, suggesting that companies should address employee physiological needs through health insurance and pay, safety needs through policies and benefits, social needs through team building, and esteem needs through recognition to motivate workers. The needs model emphasizes that employee needs vary and companies should understand each individual's specific needs.
Motivation
The document discusses several theories of motivation. It begins by defining motivation as the intensity, direction, and persistence of effort toward attaining a goal. It then summarizes key theories:
1) Maslow's hierarchy of needs theorizes that lower-level needs like physical needs must be met before higher-level needs can motivate.
2) McGregor's Theory X and Theory Y propose two approaches to managing people - Theory X assumes people dislike work while Theory Y assumes people can exercise self-direction.
3) Herzberg's motivation-hygiene theory distinguishes between motivators like achievement that boost satisfaction and hygiene factors like policy that prevent dissatisfaction.
It discusses several other theories
Maslow’s theory of Motivation
The document summarizes several theories of motivation, including:
- Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to safety, love, esteem, and self-actualization.
- Herzberg's two-factor theory which distinguishes between motivators like achievement and responsibility that improve job satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction.
- The document recommends applying these theories in business by ensuring challenging work, giving increasing responsibility and autonomy as ability grows, and optimizing jobs to fully utilize employee skills. It notes the theories may oversimplify human motivation.
MOTIVATION
This document discusses motivation and its major components. It defines motivation as internal and external factors that stimulate interest and commitment to a task. There are three phases of motivation: activation to start a behavior, persistence to continue despite obstacles, and intensity of effort. Motivation can be intrinsic, arising from the individual, or extrinsic from external rewards. The document also discusses models of motivation including its importance for learning, and phases of pre-decision intention formation and post-decision implementation of actions.
Motivation
This is a presentation on motivation, types and theories. Our motive defines our inner state of our mind, activates and directs our behaviour.
Some of the theories explain the relationship between managers and employees
Recommended
MOtivating Employees Management
This document discusses two theories of motivation: Maslow's hierarchy of needs theory and McClelland's acquired needs theory. Maslow's theory proposes that people are motivated to fulfill five basic needs in a hierarchical order: physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. McClelland's theory suggests that people acquire specific motivational needs over time based on life experiences, including a need for influence/power, affiliation, and achievement. The document provides explanations and examples of each theory but notes a lack of empirical support for Maslow's hierarchy.
Motivation
This presentation discusses various theories and concepts related to motivating people, including:
1) It introduces motivation and defines it as the process by which a person's efforts are energized, directed, and sustained toward attaining a goal.
2) It covers several theories of motivation like Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory.
3) It discusses different motivational strategies that can be applied in organizations like money, competition, job design, participation, and recognition.
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MASLOW's human needs and organizational needs model
Maslow's needs model proposes that human needs are arranged in a hierarchy consisting of 5 levels: physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. The model suggests that lower level needs must be satisfied before higher level needs can be addressed. Maslow applied this hierarchy to organizational needs as well, suggesting that companies should address employee physiological needs through health insurance and pay, safety needs through policies and benefits, social needs through team building, and esteem needs through recognition to motivate workers. The needs model emphasizes that employee needs vary and companies should understand each individual's specific needs.
Motivation
The document discusses several theories of motivation. It begins by defining motivation as the intensity, direction, and persistence of effort toward attaining a goal. It then summarizes key theories:
1) Maslow's hierarchy of needs theorizes that lower-level needs like physical needs must be met before higher-level needs can motivate.
2) McGregor's Theory X and Theory Y propose two approaches to managing people - Theory X assumes people dislike work while Theory Y assumes people can exercise self-direction.
3) Herzberg's motivation-hygiene theory distinguishes between motivators like achievement that boost satisfaction and hygiene factors like policy that prevent dissatisfaction.
It discusses several other theories
Maslow’s theory of Motivation
The document summarizes several theories of motivation, including:
- Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to safety, love, esteem, and self-actualization.
- Herzberg's two-factor theory which distinguishes between motivators like achievement and responsibility that improve job satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction.
- The document recommends applying these theories in business by ensuring challenging work, giving increasing responsibility and autonomy as ability grows, and optimizing jobs to fully utilize employee skills. It notes the theories may oversimplify human motivation.
MOTIVATION
This document discusses motivation and its major components. It defines motivation as internal and external factors that stimulate interest and commitment to a task. There are three phases of motivation: activation to start a behavior, persistence to continue despite obstacles, and intensity of effort. Motivation can be intrinsic, arising from the individual, or extrinsic from external rewards. The document also discusses models of motivation including its importance for learning, and phases of pre-decision intention formation and post-decision implementation of actions.
Motivation
This is a presentation on motivation, types and theories. Our motive defines our inner state of our mind, activates and directs our behaviour.
Some of the theories explain the relationship between managers and employees
Motivation,early theories of motivation and job satisfaction
Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before moving on to more advanced needs for love, esteem, and self-actualization. McGregor's Theory X sees workers as largely unmotivated while Theory Y sees workers as generally self-motivated. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like pay that prevent dissatisfaction. Job satisfaction depends on intrinsic motivation from the work itself as well as extrinsic factors like compensation, supervision, and coworkers. Satisfied workers tend to be more productive, less absent, and less likely to quit their jobs.
HRM
1. There are two general categories of motivation theories - content theories and process theories. Content theories identify internal factors like needs that motivate employees, while process theories examine how cognitions and perceptions influence motivation.
2. Popular content theories discussed include Maslow's hierarchy of needs, ERG theory, McClelland's need for achievement/affiliation/power theories, and Herzberg's motivator-hygiene theory. Process theories covered are equity theory, expectancy theory, and goal-setting theory.
3. Job design approaches aim to motivate employees through job enrichment, enlargement, rotation, and the job characteristics model. Biological and perceptual motor approaches focus on work environment factors like physical strain and human factors engineering.
Maslow Theories and criticism
The document discusses Abraham Maslow's hierarchy of needs theory of motivation. Maslow proposed that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher needs like belonging, esteem, and self-actualization. The document also provides examples of how businesses can apply the theory to motivate employees by satisfying each level of needs through compensation, role definition, and work opportunities.
Theories of Motivation
Maslow's hierarchy of needs theory states that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher level needs like love, esteem, and self-actualization. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like salary that prevent dissatisfaction. Equity theory proposes that people are motivated to maintain fairness in relationships based on comparing their inputs and outcomes to relevant others. Role clarity theory suggests that clearly defining expectations motivates better performance. Achievement motivation theory identifies the need for achievement, power, and affiliation as key drivers of behavior.
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The document discusses motivation and factors that contribute to employee motivation and morale in a work setting. It covers Maslow's hierarchy of needs and how factors like interesting work, appreciation, involvement, pay, benefits, and job security can fulfill physiological, safety, social belonging, esteem and self-actualization needs. Herzberg's two-factor theory around hygiene and motivational factors is also examined. Contemporary strategies to boost motivation through job design, incentives, training, and empowerment are outlined.
Motivation
The document discusses motivation and factors that contribute to employee motivation and morale in a work setting. It covers Maslow's hierarchy of needs and how factors like interesting work, appreciation, involvement, pay, benefits, and job security can meet physiological, safety, social belonging, esteem and self-actualization needs. Herzberg's two-factor theory around hygiene and motivational factors is also examined. Contemporary strategies to boost motivation through job design, incentives, training, and empowerment are outlined.
Human Need Maslows
Maslow's hierarchy of needs theory explains human motivation and includes physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. Physiological needs are basic needs for survival like food and shelter. Safety needs become important after physiological needs are met and include security and protection. Social needs involve a desire for belonging and relationships. Esteem needs encompass a desire for achievement, recognition, and respect from others. Self-actualization needs refer to a desire to fulfill one's potential and find purpose.
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This document summarizes several theories of motivation. It discusses Maslow's hierarchy of needs which posits that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. It also covers Herzberg's two-factor theory distinguishing between motivators and hygiene factors. Additionally, it outlines McGregor's Theory X and Theory Y about managerial assumptions regarding human motivation. The document concludes by differentiating between types of motivation like achievement, affiliation, competence and power motivation.
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The document discusses motivation in the workplace. It defines motivation as the internal drive to accomplish goals. It then outlines several theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory, and discusses factors workplaces can address to meet different needs, like physical comfort, job security, relationships, and opportunities for growth. It also covers contemporary motivational strategies like job design, incentives, and empowerment.
Maslow`s Hierarchy of Needs Theory.pptx
Maslow's hierarchy of needs theory proposes that human motivation is based on five levels of needs: physiological, safety, love and belonging, esteem, and self-actualization. The theory states that lower level needs must be satisfied before higher level needs can be fulfilled. The needs range from basic biological needs at the bottom to achieving one's full potential at the top. The theory provides a framework for understanding human behavior and motivation in areas like education and management.
Motivation
The document discusses different theories of motivation in the workplace including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also outlines factors that can motivate employees and meet different levels of needs, such as interesting work, appreciation, involvement, pay, job security, and opportunities for growth and advancement. Contemporary strategies for motivation discussed include job design, incentives, training, empowerment, and teambuilding.
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The document discusses different theories of motivation including Maslow's hierarchy of needs and Herzberg's two-factor theory. Maslow's hierarchy proposes that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. Herzberg's theory separates motivators like achievement and recognition from hygiene factors like salary and working conditions. The document also discusses McClelland's acquired needs theory and Vroom's expectancy theory of motivation. It provides examples of factors in the workplace that can meet each level of needs in Maslow's hierarchy and strategies for motivating employees.
Motivation+presentation11
The document discusses different theories of motivation including:
1) Maslow's hierarchy of needs which proposes that individuals must meet basic needs before advancing to higher needs.
2) Herzberg's two-factor theory which separates job factors that cause satisfaction from those that cause dissatisfaction.
3) McGregor's Theory X and Theory Y which describe assumptions about employee nature - Theory X sees employees as inherently lazy while Theory Y sees them as ambitious.
Motivation
The document discusses motivation and its key elements. It defines motivation as the force that drives a person to act. There are two main types of motivation: intrinsic, which comes from within, and extrinsic, which is influenced by outside forces like rewards. Several theories of motivation are explained, including Maslow's hierarchy of needs, ERG theory, Herzberg's two-factor theory, and McClelland's three needs theory. Process theories like equity theory and Vroom's expectancy theory are also covered. The document provides an overview of major concepts and theories related to motivation.
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This document discusses motivation and different motivation theories. It defines motivation as inducing inner drives and goals to commit energy towards achieving goals. There are positive, negative, extrinsic and intrinsic types of motivation. Motivation theories covered include Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's achievement motivation theory, and Vroom's expectancy theory. The document also discusses primary, general, and secondary motives as well as theories on carrot-and-stick approaches and non-financial motivation programs.
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Motivation accounts for an individual's effort, direction, and persistence towards goals. There are three aspects of motivation: effort, direction, and persistence. Motivation theories are classified into content/need theories, which examine what motivates behavior, and process theories, which examine how content influences behavior. Key content theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory. Process theories include Vroom's expectancy theory and equity theory. Motivation is important for productivity, change management, resource utilization, satisfaction, and goal achievement in organizations.
MOTIVATION OF THEORIES.pptx
Motivation theory aims to understand what drives people to work towards goals. There are intrinsic and extrinsic motivation factors. Intrinsic factors include satisfying needs, while extrinsic involve external rewards. Managers can improve motivation through rewards, recognition, and training. Abraham Maslow's hierarchy of needs proposes that lower level needs like physiological and safety must be met before higher needs such as esteem and self-actualization can motivate.
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Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before moving on to more advanced needs for love, esteem, and self-actualization. McGregor's Theory X sees workers as largely unmotivated while Theory Y sees workers as generally self-motivated. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like pay that prevent dissatisfaction. Job satisfaction depends on intrinsic motivation from the work itself as well as extrinsic factors like compensation, supervision, and coworkers. Satisfied workers tend to be more productive, less absent, and less likely to quit their jobs.
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1. There are two general categories of motivation theories - content theories and process theories. Content theories identify internal factors like needs that motivate employees, while process theories examine how cognitions and perceptions influence motivation.
2. Popular content theories discussed include Maslow's hierarchy of needs, ERG theory, McClelland's need for achievement/affiliation/power theories, and Herzberg's motivator-hygiene theory. Process theories covered are equity theory, expectancy theory, and goal-setting theory.
3. Job design approaches aim to motivate employees through job enrichment, enlargement, rotation, and the job characteristics model. Biological and perceptual motor approaches focus on work environment factors like physical strain and human factors engineering.
Maslow Theories and criticism
The document discusses Abraham Maslow's hierarchy of needs theory of motivation. Maslow proposed that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher needs like belonging, esteem, and self-actualization. The document also provides examples of how businesses can apply the theory to motivate employees by satisfying each level of needs through compensation, role definition, and work opportunities.
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Maslow's hierarchy of needs theory states that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher level needs like love, esteem, and self-actualization. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like salary that prevent dissatisfaction. Equity theory proposes that people are motivated to maintain fairness in relationships based on comparing their inputs and outcomes to relevant others. Role clarity theory suggests that clearly defining expectations motivates better performance. Achievement motivation theory identifies the need for achievement, power, and affiliation as key drivers of behavior.
Motivationppt 090831181618-phpapp02
The document discusses motivation and factors that contribute to employee motivation and morale in a work setting. It covers Maslow's hierarchy of needs and how factors like interesting work, appreciation, involvement, pay, benefits, and job security can fulfill physiological, safety, social belonging, esteem and self-actualization needs. Herzberg's two-factor theory around hygiene and motivational factors is also examined. Contemporary strategies to boost motivation through job design, incentives, training, and empowerment are outlined.
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The document discusses motivation and factors that contribute to employee motivation and morale in a work setting. It covers Maslow's hierarchy of needs and how factors like interesting work, appreciation, involvement, pay, benefits, and job security can meet physiological, safety, social belonging, esteem and self-actualization needs. Herzberg's two-factor theory around hygiene and motivational factors is also examined. Contemporary strategies to boost motivation through job design, incentives, training, and empowerment are outlined.
Human Need Maslows
Maslow's hierarchy of needs theory explains human motivation and includes physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. Physiological needs are basic needs for survival like food and shelter. Safety needs become important after physiological needs are met and include security and protection. Social needs involve a desire for belonging and relationships. Esteem needs encompass a desire for achievement, recognition, and respect from others. Self-actualization needs refer to a desire to fulfill one's potential and find purpose.
Review of Motivation in nursing education
This document summarizes several theories of motivation. It discusses Maslow's hierarchy of needs which posits that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. It also covers Herzberg's two-factor theory distinguishing between motivators and hygiene factors. Additionally, it outlines McGregor's Theory X and Theory Y about managerial assumptions regarding human motivation. The document concludes by differentiating between types of motivation like achievement, affiliation, competence and power motivation.
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An introduction to basic motivation theories and their relationship to workplace satisfaction and motivational factors.
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Basic introduction to motivation theories and their relation to employee job satisfiers and job motivational factors.
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The document discusses motivation in the workplace. It defines motivation as the internal drive to accomplish goals. It then outlines several theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory, and discusses factors workplaces can address to meet different needs, like physical comfort, job security, relationships, and opportunities for growth. It also covers contemporary motivational strategies like job design, incentives, and empowerment.
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Maslow's hierarchy of needs theory proposes that human motivation is based on five levels of needs: physiological, safety, love and belonging, esteem, and self-actualization. The theory states that lower level needs must be satisfied before higher level needs can be fulfilled. The needs range from basic biological needs at the bottom to achieving one's full potential at the top. The theory provides a framework for understanding human behavior and motivation in areas like education and management.
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The document discusses different theories of motivation in the workplace including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also outlines factors that can motivate employees and meet different levels of needs, such as interesting work, appreciation, involvement, pay, job security, and opportunities for growth and advancement. Contemporary strategies for motivation discussed include job design, incentives, training, empowerment, and teambuilding.
Motivation 120818053719-phpapp02
The document discusses different theories of motivation including Maslow's hierarchy of needs and Herzberg's two-factor theory. Maslow's hierarchy proposes that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. Herzberg's theory separates motivators like achievement and recognition from hygiene factors like salary and working conditions. The document also discusses McClelland's acquired needs theory and Vroom's expectancy theory of motivation. It provides examples of factors in the workplace that can meet each level of needs in Maslow's hierarchy and strategies for motivating employees.
Motivation+presentation11
The document discusses different theories of motivation including:
1) Maslow's hierarchy of needs which proposes that individuals must meet basic needs before advancing to higher needs.
2) Herzberg's two-factor theory which separates job factors that cause satisfaction from those that cause dissatisfaction.
3) McGregor's Theory X and Theory Y which describe assumptions about employee nature - Theory X sees employees as inherently lazy while Theory Y sees them as ambitious.
Motivation
The document discusses motivation and its key elements. It defines motivation as the force that drives a person to act. There are two main types of motivation: intrinsic, which comes from within, and extrinsic, which is influenced by outside forces like rewards. Several theories of motivation are explained, including Maslow's hierarchy of needs, ERG theory, Herzberg's two-factor theory, and McClelland's three needs theory. Process theories like equity theory and Vroom's expectancy theory are also covered. The document provides an overview of major concepts and theories related to motivation.
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This document discusses motivation and different motivation theories. It defines motivation as inducing inner drives and goals to commit energy towards achieving goals. There are positive, negative, extrinsic and intrinsic types of motivation. Motivation theories covered include Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's achievement motivation theory, and Vroom's expectancy theory. The document also discusses primary, general, and secondary motives as well as theories on carrot-and-stick approaches and non-financial motivation programs.
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Motivation accounts for an individual's effort, direction, and persistence towards goals. There are three aspects of motivation: effort, direction, and persistence. Motivation theories are classified into content/need theories, which examine what motivates behavior, and process theories, which examine how content influences behavior. Key content theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory. Process theories include Vroom's expectancy theory and equity theory. Motivation is important for productivity, change management, resource utilization, satisfaction, and goal achievement in organizations.
MOTIVATION OF THEORIES.pptx
Motivation theory aims to understand what drives people to work towards goals. There are intrinsic and extrinsic motivation factors. Intrinsic factors include satisfying needs, while extrinsic involve external rewards. Managers can improve motivation through rewards, recognition, and training. Abraham Maslow's hierarchy of needs proposes that lower level needs like physiological and safety must be met before higher needs such as esteem and self-actualization can motivate.
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B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
Credit-Management seminar for cooperative power point presentation
Credit-Management seminar for cooperative power point presentation
innovation in nursing practice, education and management.pptx
MSc nursing 2 nd year Government college of nursing Rajnandgaon Chhattisgarh
Addiction to Winning Across Diverse Populations.pdf
A anaysis dedicated to identify the addiction on winniing by diverse population
All the Small Things - XP2024 Bolzano/Bozen
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Strategic Org Design with Org Topologies™
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
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Conflict resolution techniques in modern day organizations is critical for overall productivity
Enriching engagement with ethical review processes
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
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Public Speaking Tips to Help You Be A Strong Leader.pdf
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Sethurathnam Ravi: A Legacy in Finance and Leadership
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
W.H.Bender Quote 66 - ServPoints Sequence of Service™ should be Identified fo...
W.H.Bender Quote 66 - ServPoints Sequence of Service™ should be Identified fo...William (Bill) H. Bender, FCSI
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
在线办理(Murdoch毕业证书)莫道克大学毕业证电子版成绩单一模一样
学校原件一模一样【微信：741003700 】《(Murdoch毕业证书)莫道克大学毕业证电子版成绩单》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
在线办理(UVic毕业证书)维多利亚大学毕业证录取通知书一模一样
学校原件一模一样【微信：741003700 】《(UVic毕业证书)维多利亚大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Integrity in leadership builds trust by ensuring consistency between words an...
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
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Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
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Three Important Theories of Motivation
- 2. Idea that fairness And equity are key components for A motivated individual
- 3. Outputs What the worker gets from a job Salary, Bonus, Recognition, Reputation, Job security, etc. Inputs What a worker contributes to a job Effort, Loyalty, Hard work, Skill, Ability, Determination, etc.
- 5. Maslow’s Theory of Hierarchy of Needs
- 6. The Hierarchal Model Being Need Deficit Needs
- 8. Safety Needs From Physical Attack From Fatal Diseases From Emotional Attack From Invasion From Extreme Losses
- 9. SOCIAL NEEDS
- 10. Need to love and be loved Need to feel a sense of belonging and acceptance and Need Small groups – clubs, office teams, school/college houses Large groups – political parties, Sports teams, Facebook People
- 11. ESTEEM NEEDS
- 12. WHAT PEOPLE EXPECT…….. Respect From Others Status Freedom Attention
- 14. What a man can be, he must be..
- 15. Two Factor Theory Proposed by Frederick Herzberg
- 16. Workers are influenced by Hygiene Factors Motivator Factors
- 20. Presence of Motivator Factors = Satisfaction Absence of Motivator Factors = No Satisfaction