A presentation on how being positive can influence individual performance and bring change in the organization or vice versa. Positivity will not only help in building confidence but also help to overcome any kind of situation.
Leadership is about Perception… Do you see things as they are? Or as you are? Develop Perception that ‘World is full of opportunities’ and ‘I am full of Potential’ Only your own perception and your own mindset limits you.. This Presentation was Given by me to AMITY UNIVERSITY OF NOIDA
What is the motivation? why is motivation important? What type of motivation do we use in the organization?
The document discusses organization development and planned organizational change. It defines organization development as a planned change effort involving the total system managed from the top to increase organizational effectiveness through planned interventions using behavioral science knowledge. Several techniques for conducting a training needs analysis are outlined, including interviews, questionnaires, tests, group problem analysis, and records/reports analysis. The Delphi technique for forecasting future training needs is also described.
The presentation begins with the concept of motivation from Hindu mythology & extends to classical as well as contemporary theories of motivation substantiated with examples from real life
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Motivation is important for energizing employee efforts and directing them towards organizational goals. Motivated employees are happier, more satisfied, loyal, and enthusiastic at work. They contribute more to an organization's development and are absent less often. Kellogg's values a culture that supports being a good employer through encouraging ownership and living the company values. Kellogg's commitment to a great workplace is supported by motivation theories like Maslow's hierarchy of needs, Herzberg's motivator-hygiene theory, and Frederick Taylor's monetary reward theory. Kellogg's uses initiatives like flexible working, career breaks, health programs, teamwork, and two-way communication to motivate employees.
This document discusses measuring and improving employee morale and motivation. It provides examples of top companies for employee morale in 2014. Gallup poll findings show that only 33% of employees are actively engaged at work, while 49% are disengaged and 18% are actively disengaged. Actively disengaged employees can damage companies. The document discusses using surveys to measure morale and why measurement can fail. It also discusses the differences between motivation, which is individual, and morale, which relates to a group environment. Improving morale is linked to the work environment, while motivation is linked to individual performance.
The document outlines the seven habits of highly effective students: 1) Be proactive by taking initiative and responsibility for your own life and goals. 2) Begin with the end in mind by envisioning your future goals and working towards them. 3) Put first things first by prioritizing important tasks and focusing on important urgent and important non-urgent tasks first.
This document provides an overview of the PACE framework which stands for Progress, Alignment, Capabilities, and Engagement. It is based on research from various sources on topics like motivation, performance, and talent optimization. Progress refers to making meaningful progress on work and fueling positive emotions. Alignment is the level of clarity between individual and organizational goals. Capabilities are the competencies, information, and resources needed to meet customer expectations. Engagement goes beyond satisfaction to represent willingness to exert effort and advocate for the organization. Together these elements can help foster high performance, commitment, and sustainable talent management in organizations.
The document discusses motivation and motives in business contexts. It defines motivation, motive, and need. It presents McClelland's motivational sequence model and describes how internal or external demands can trigger incentives and arouse motives that lead to actions. It discusses why motivation is important to study in business and cites a study finding that a power motive pattern correlates with managerial success for lower and higher level managers. It then defines the power, achievement, and affiliation motives and notes that motives depend on circumstances and incentives.
The document outlines the seven habits of highly effective students: 1) Be proactive by taking initiative and responsibility for your life and goals. 2) Begin with the End in Mind by envisioning your future and planning accordingly. 3) Put First Things First by prioritizing important tasks. 4) Think Win-Win by finding solutions that benefit all parties. 5) Seek First to Understand, Then to Be Understood through empathetic listening. 6) Synergize by achieving more through cooperation than alone. 7) Sharpen the Saw by renewing yourself physically, mentally, and socially.
Overview of the Modern Motivation Theories and employee engagement theories. For general managers, leaders and project managers.
The document discusses motivation and self-motivation. It defines motivation as the willful desire to direct one's behavior towards a goal. Motivation can be internal, driven by internal desires, or external, driven by external desires. Self-motivation is important for achieving goals without outside influence and improves confidence. The document provides six secrets to self-motivation: setting goals, staying focused, avoiding procrastination, sharing goals with others, staying positive, and rewarding accomplishments. Being self-motivated makes one more organized, better at time management, and improves self-esteem and confidence.
Motivation. motivation encourages an individual to be more active. So it is important for us to learn more about motivation. Through this presentation you can enrich yourself with the knowledge of motivation.
The document discusses various techniques for motivating employees, including setting specific and measurable goals, providing recognition and rewards for achievements, ensuring employees feel respected and responsible for their work, and creating an environment where employees can develop new skills. It emphasizes that different employees have different needs, so managers should understand each person and provide opportunities for growth, rather than trying to motivate with a single approach.
This document discusses various theories and approaches for motivating employees, including considering individual differences, matching people to jobs, setting goals, and linking rewards to performance. It outlines content theories like Maslow's hierarchy of needs, Herzberg's motivation-hygiene theory, and McClelland's three needs theory. Process theories covered include expectancy theory, equity theory, reinforcement theory, and goal setting theory. The key takeaway is that managers should use both intrinsic and extrinsic motivators to maximize employee performance.
Motivation is an important factor that encourages employees to perform at their best and helps organizations achieve their goals. Motivation involves biological, emotional, social and cognitive forces that activate behavior. There are intrinsic motivations like doing a puzzle for enjoyment, and extrinsic motivations like rewards and recognition from others. Positive motivation uses rewards to encourage goal achievement, while negative motivation relies on fear and potential punishment. A person's motivation comes from their needs, goals and desire for satisfaction, and is an ongoing process.
Positive psychology is the study of human flourishing and optimal functioning. The document discusses applications of positive psychology in work and education. In work, positive psychology can increase employee happiness, satisfaction, and well-being by focusing on strengths, meaningful work, positive relationships, and accomplishment. In education, positive psychology aims to develop students' well-being, strengths, and resilience through interventions and a whole-school approach to positive education.
This chapter discusses how attitudes can shape one's life and success. It covers how attitudes are formed through socialization, peers, rewards/punishments and role models. Attitudes are learned and can change. Positive attitudes like optimism and happiness can help achieve goals, while negative attitudes make success difficult. Employers seek attitudes like motivation, openness, teamwork and honesty. The chapter also discusses how organizations can develop positive employee attitudes through benefits, culture, and rewarding positive behaviors.
This document discusses the benefits of maintaining a positive mindset and attitude. It begins with definitions of positive thinking and a positive mindset, noting that it involves focusing on the bright side, expecting positive outcomes, and maintaining a positive outlook even when facing challenges. It then lists characteristics of a positive mindset like optimism, acceptance, resilience, gratitude, mindfulness, and integrity. Specific examples of positive attitudes are also provided, such as smiling, paying compliments, and motivating others. The document explores how a positive mindset can benefit one's work, health, and relationships. In the workplace, positive psychological capital is linked to better job performance, satisfaction, and reduced stress. Leaders with a positive mindset
Knowledge and Skills are important, but attitude is necessary to evaluate a person's competence in the job. Hi. You can reach me through my: GMAIL: euniceparco @gmail.com FB: Eunice Parcz