Ppt on job satisfaction and morale

Gang-related Factors affecting Educator Morale on the Cape Flats, Western Cape: An empirical study Dr Karen Dos Reis Cape Peninsula University of Technology.

two factor theory, found morale to be consistent with the motivation theory proposed by Maslow. According to Herzberg work performance is affected by two groups of factors: motivators and hygiene factors. Herzberg observed that job factors which resulted in satisfaction were directly related to the work itself (achievement, recognition, work itself, responsibility and advancement ). Herzberg observed that job factors which resulted in satisfaction were directly related to/


Introduction to Ethics

Morality Immoral Laws? Not all laws are moral. Morality may different across the world, but not all morals are equal! Value What has value? Minimum Training Needed Job Name What it Pays Minimum Training Needed New Jobs by 2014 1. Retail Salesperson $22,880 Short-term on-the-job / good is simply things that are those things that aid in the satisfaction of our will and those things that are bad are those which get in the way of our satisfaction of our will. He says that it is impossible for our desires/


Values, Attitudes, and Their Effects in the Workplace

Elders: These individuals are characterized as “playing by the rules,” and their core values are belief in order, authority, discipline, the Judeo-Christian moral code, and the Golden Rule (do unto others as you would have others / from themselves? 5. Describe three job-related attitudes. What is their relevance to the workplace? 6. Are happy workers productive workers? 7. What is the relationship between job satisfaction and absenteeism? Job satisfaction and turnover? Which is the stronger relationship/


Values, Attitudes, and Moods and Emotions

, Inc. Publishing as Prentice Hall The Facet Model Independence Moral values Recognition Responsibility Security Social service Social status Variety Working conditions Ability utilization Achievement Activity Advancement Authority Company policies Compensation Coworkers Creativity The Facet Model of job satisfaction focuses primarily on work situation factors by breaking a job into its component elements, or job facets, and looking at how satisfied employees are with each facet. Many/


UHCL Support Staff Association (SSA) and Professional and Administrative Staff Association (PASA) In consultation with Dr. Lisa M. Penney RAs: Lisa Sublett,

“overall staff attitudes” demonstrate that UHCL employees are satisfied with their job (88% satisfied), committed to UHCL (74%), and engaged at work (74%). Results 1: Attitudes with Facets of the Job Staff attitudes toward specific aspects of their jobs (pay and promotion satisfaction) were less positive. Satisfaction with pay (25%) and satisfaction with promotions (35%) were the lowest and thus of most concern. Employees were fairly satisfied with communication (70/


3-1©2005 Prentice Hall Understanding and Managing Organizational Behavior 4th Edition 3: Values, Attitudes, Moods, and Emotions Chapter 3: Values, Attitudes,

at how satisfied workers are with each.  A worker’s overall job satisfaction is determined by summing his or her satisfaction with each facet of the job. 3-19 ©2005 Prentice Hall Table 3.2 Job Facets  Ability utilization  Achievement  Activity  Advancement  Authority  Company policies and practices  Compensation  Co-workers  Creativity  Independence  Moral values  Recognition  Responsibility  Security  Social service  Social status  Human relations supervision  Technical supervision/


Introduction (1) 1. Despite a growth rate exceeding _8%_ among _Pentecostal_ and _Charismatic_ Christians and more than _3.3%_ for all _Protestants, the.

conclusively pronounces a doctrine with precision... Content: The doctrine must concern faith or morals. It need not be a revealed doctrine; it may be something already known /Church also commends almsgiving, indulgences, and works of penance undertaken on behalf of the dead: Let us help and commemorate them. If Jobs sons were purified by their /, that God always remits the whole punishment together with the guilt, and that the satisfaction of penitents is no other than the faith whereby they apprehend that /


Beowulf: Of Men and Monsters Feraco Search for Human Potential 9 January 2012.

they want (personal satisfaction of desire) and the chance to connect with other humans (interpersonal satisfaction of desire). That combination of choice and connection gives them purpose, and removes it when/nursing home, or a younger Tom compromising his ambitions and getting stuck in a dead-end greeting card job, where he manufactures emotions he can’t really /can I choose to be? How unique should my choices and morals be? How unique should my choices and morals be? How much do I dare to rock the boat /


© Bharati Vidyapeeth’s Institute of Computer Applications and Management, New Delhi-63,by Nitish Pathak U3.1 Principles and Practices of Management UNIT-III.

a psychologist who found that job satisfaction and job dissatisfaction acted independently of each other. He felt that there were two types of factors affecting motivation and job satisfaction, namely 1.Hygiene and maintenance factors ("dissatisfiers"), 2./ job enlargement?how is it different from job enrichment? 33.Discuss the nature and significance of morale. Describe the relationship between morale and productivity. LongShort Questions © Bharati Vidyapeeth’s Institute of Computer Applications and /


Replenishing the Wellspring: Exploring Counselor Wellness and Resiliency Presented by Elizabeth Venart (2008) Power Point information developed by Elizabeth.

the day? –What brings you satisfaction and joy? –What helps you /and their clients Well-being relies on moral visions that are culturally-embedded and frequently culturally specific (Christopher, 1999). Well-being relies on moral visions that are culturally-embedded and frequently culturally specific (Christopher, 1999). Both counselors and/involves: –The Physical work setting –Value system of work place –Job tasks & Personnel Guidelines –Supervisory/Management support –Colleagiality Wider Contexts Local/


© 2012 Delmar, Cengage Learning Section III Managers and the Skills of Others Chapter 9 Motivation and Morale.

is derived from within. Outer motivation is provided from external sources. To keep levels of motivation and morale high, managers must give recognition. © 2012 Delmar, Cengage Learning Self-Motivation When employees know an agency’s goals and choose to help meet them Working for personal job satisfaction Dedication to work and making every hour count © 2012 Delmar, Cengage Learning Motivational Theories The hierarchy of needs—Maslow/


Attitudes, Values, and Ethics. Attitudes and Emotions Attitudes have three components: cognitive, affective, and behavioral. Attitudes have three components:

and the opportunity for advancement. Job Satisfaction One-half of (U.S.) workers have high job satisfaction. One-half of (U.S.) workers have high job satisfaction. Benefits, pay, job security rank high. Benefits, pay, job security rank high. Fun on the job leads to satisfaction. Fun on the job leads to satisfaction. High job satisfaction correlates with organizational performance. High job satisfaction/conflict. ETHICS Ethics is the moral choices a person makes, and what he or she should do. Ethics can /


Abstract This research was aimed to examine the requirement factors of entrepreneurs from graduates of Bachelor of Science and to compare those requirements.

. From another point of view, a satisfaction survey of new graduates found that the satisfaction factors from high to low were Professors and Lecturers, Curriculum Management, Place of Study, and Learning Materials. The Higher Education Committee has stated that the standard of education must include five important areas: Ethics and Morals, Knowledge, Cognitive Skills, Interpersonal Skills and Responsibility, Numerical Communication, and Information Technology Skills. The Research Objectives The/


Identify at least four of Pfeffer’s people-centered practices, and define the term management. Contrast McGregor’s Theory X and Theory Y assumptions about.

and skill 2.Growth need strength 3.Context satisfactions 1. Diagnose the level of employee motivation and job satisfaction and consider redesigning jobs when motivation ranges from low to moderately high. 2. Determine whether job redesign is appropriate in a given context. 3. Redesign jobs/cohesive in-group’s unwillingness to realistically view alternatives. Symptoms: Invulnerability Inherent morality Rationalization Stereotyped views of opposition Self-censorship Illusion of unanimity Peer pressure Mindguards 10/


P.R.I.D.E. A Prescription for Engaging and Motivating your Workforce.

your workforce R eward & recognition Personal recognition is powerful tool in building morale & motivationPersonal recognition is powerful tool in building morale & motivation PublicPublic Small, informal celebrations most effectiveSmall, informal celebrations most effective Pay & money does not necessarily create job satisfactionPay & money does not necessarily create job satisfaction Get CREATIVE and go on the HUNTGet CREATIVE and go on the HUNT I nvolve & engage This can be the/


8.1 ETHICS - Effective Technical and Human Implementation of Computer- based Systems IMS5006 - Information Systems Development Practices.

there adequate terminals? is the system reliable and easy to use? possible problems: lost sales, poor customer service, low staff morale (Avison and Wood-Harper 1990) 8.13 ETHICS and participation participation as user involvement in systems / both external and internal experts 8.27 Step 10: Specifying and weighting efficiency and job satisfaction needs and objectives the key step in ETHICS:  objectives are derived from careful diagnosis by the Design Group of efficiency, job satisfaction and future needs /


Sexual Arousal Chapter 8 Study Questions

sexual satisfaction were sexual desire.” It was not a number of hours of work, but rather the “quality of work” that was associated with sexual outcomes. Women and men who had satisfying jobs /and confesses and goes through repentance process. (This regains her moral belief system although momentarily, she created great dissonance by her initial behavior.) 3. She goes ahead and has sex and conveniently changes her attitudes and values to “fit” that of her new behavior. 4. She goes ahead and has sex and/


“relational answers to operational problems” ©2010 The Bedside Trust October 14, 2010 10:45 – 11:45 am Hospitals and Physicians: Creating a Shared Vision.

had role clarity (to be T.R.U.S.T.E.D.) at MTSJH? (n = 265) Higher quality; better outcomes Job satisfaction; Higher morale More efficiency Better patient satisfaction We would accomplish more A healthier environment Communication would be better Improved community reputation and trust “the ideal state” 42 “relational answers to operational problems” ©2010 The Bedside Trust Question #7: What is my personal commitment/


1. What is Planning and the steps involved in planning process? 2. What are different types of planning? 3. What is the need of Contingency planning?

motivation and morale, attitudes and philosophy of the owners, political stability, etc 4.Foreseeable and unforeseeable premises:  Foreseeable premises tend to be definite and well-known and they can be foreseen with certainty. Requirements for men, money and /satisfaction and feelings of achievement; or extrinsic, such as rewards, punishment, and goal obtainment.  Job Rotation  Job rotation, also known as cross-training, can be very effective for employees that perform repetitive tasks in their job. Job/


SUBJECT: HUMAN RESOURCE MANAGEMENT CASE STUDY JOB SATISFACTION AT OMEGA TECHNICAL SERVICES LTD Nguyen Hoai Nam Nguyen Hoai Nam Chanthavong Bakham Chanthavong.

and indirect labour is kept at a minimum and other overheads are tightly controlled. Omega is structured geographically JOB SATISFACTION Job satisfaction describes how content an individual is with his or her job. Job satisfaction describes how content an individual is with his or her job. Job satisfaction and job performance are inter related. Job satisfaction and job/ of low morale amongst employees and its possible impact upon performance. The company’s drive towards improved quality and external pressure/


Adolescence Transition period – child to adult G. Stanley Hall – developmental psychologist –Adolescence as storm and stress, new idea (1904) What is it.

some things that are viscerally disgusting, or innately immoral? Do they require moral reasoning? Examples? Social Intuitionist Theory Moral paradoxes Stereotyping and the Aggressive Mustache What ideas of self- concept are at play? Self/Jobs Having a satisfying job is a predictor of feelings of life satisfaction (integrity) –Most people do not work in jobs they choose in college Work for feeling of competence and satisfaction, not money. Stay at homes and working women have equal levels of life satisfaction/


©2007 The McGraw-Hill Companies, Inc., All Rights Reserved Chapter Nine Employee Attitudes and Their Effects.

attitudes Employee predispositions Positive affectivity Negative affectivity ©2007 The McGraw-Hill Companies, Inc., All Rights Reserved Job Satisfaction Elements Feelings, thoughts, and intentions Individual Focus Job satisfaction is an individual’s attitude Moral is group satisfaction Elements of Job Satisfaction Overall attitude or can apply to various parts of an individual’s job Job-related attitudes predispose an employee to behave in certain ways ©2007 The McGraw-Hill Companies, Inc., All/


Chapter 7 Motivating individuals and groups. SatisfactionMotivation Reward Theories Content Process Maslow Herzberg McGregor Vroom Chapter Outline.

contentment. Characteristics of a satisfied worker: High degree of trust in the company Employees takes pride in their job Identifies with company aims and feels a part of the overall org. Satisfaction Benefits of job satisfaction: High staff loyalty – low labour turnover Better time keeping and attendance Good general morale Good interpersonal relations Benefits of motivated staff: Work harder Make fewer mistakes – generates less wastage Better communication/


Q. Motivation, Satisfaction, and Performance “Polls estimate that if companies could get 3.7 percent more work out of each employee, the equivalent of.

reserved. 9-3 Defining Motivation, Satisfaction, and Performance The leader’s ability to motivate followers is vitally important to both the morale and the performance of the work group. Motivation is anything that provides direction, intensity, and persistence to behavior. Performance concerns the behaviors directed toward the organization’s mission or goals, or the products and services resulting from those behaviors. Job Satisfaction is how much one likes/


HRM in Context Session 1. Concept of HRM Management is the process of efficiently completing activities with and through other people Primary functions.

Hawthrone plant – Changes in the physical environment could not completely explain changes in productivity – Importance of social factors (morale, interpersonal relationships) – Cooperation & teamwork 17 The HRM Era End of WW I – personnel management was recognized /of HRM Employs the skills & abilities of the workforce Provides well-trained and well-motivated employees Increases Employees’ job satisfaction and self-actualization Communicates HRM Policies to all employees Shoots-up productivity Achieves /


Peer Defusing: Hospital-Wide Wellness Initiative for Medical Professionals’ Compassion Fatigue Prevention and Stress Reduction Dr. Melissa Arthur, PhD,

individuals in the healthcare setting  Theme 2: Supportive informal and formal peer defusing affects individual well-being, performance, and job satisfaction  Theme 3: Peer defusing suggests prevention of adverse effects from the experience of stressful incidents  Theme 4: Peer defusing suggests a perceived increase in healthcare worker morale, bonding, and connection  Theme 5: Time, resource availability, fear, and status affect the decision to utilize peer defusing  Theme/


Managers and Management

rights reserved. The Popularity Of Teams Teams typically outperform individuals when tasks require multiple skills, judgment, and experience. Teams are a better way to utilize individual employee talents. The flexibility and responsiveness of teams is essential in a changing environment Empowered teams increase job satisfaction and morale, enhance employee involvement, and promote workforce diversity. Copyright © 2004 Prentice Hall, Inc. All rights reserved. Stages of Team Development Copyright/


Business Ethics: A New Style of Management and Investment

and the use of alcohol outside the workplace (may even be illegal). Only when a person’s preferences or values influence job performance do an individual’s ethics play a major role. A high level of personal moral/an ethical reputation among employees, customers, and the general public pays off. Increased efficiency in daily operation, greater employee commitment, increased investor willingness to entrust funds, improved customer trust and satisfaction, and better financial performance.* Many believe a /


Empowerment Strategies: Theory and Action By Douglas D

affect group & organizational communication, culture, job satisfaction, & performance Dewey: democracy depends on the creation of a “civil society” by the education & participation of its citizens Decision-Making Practices, Participation, and Learning in Non-Profit Organizations Kimberly / their work. My organization considers the impact of decisions on employee morale. In my organization, leaders mentor and coach those they lead. In my organization, leaders ensure that the organizations actions are/


Welcome to session on HUMAN VALUES

MORAL VALUES – IS AN OTHER VIRTUE WHICH COMES WITH WISDOM, INTELLIGENCE AND PATIENCE. EACH INDIVIDUAL HAS TO DECIDE HIS OWN LEVEL OF MORAL VALUES TO FULFILL HIS LIFE WITH SUCCESS,SATISFACTION AND HAPPINESS. THINKING WEAKNESS – MANKIND HAS FUNDAMENTAL WEAKNESS SINCE THE BEGINNING AND THAT IS WAY RAMAYAN AND/ONLY NOTICE IT BUT ALSO ACKNOWLEDGE IT OPENLY. GIVE THEM SECURITY, EDUCATION,TRAINING,CHALLENGE, JOB SATISFACTION,AND GIVE THEM RESPECT- LIKE YOU EXPECT FROM YOUR BOSS. TEACH THEM DISCIPLINE BY SETTING /


Developing Person- Intro

them to spot inconsistencies and hypocrisy Adolescents’ Reasoning and Moral Abilities The theorist who proposed that moral thought progresses through stages/ Adult Development Contrary to public opinion, job and marital dissatisfaction do not surge during the/Satisfaction From early adulthood to midlife, people typically experience a strengthening sense of identity, confidence, and self- esteem. According to studies, older people do report as much happiness and satisfaction with life as younger people do and/


A Study of Personal and Organizational Factors Contributing to Employee Retention and Turnover in Child Welfare in Georgia Alberta J. Ellett, Ph. D. UGA.

staff have degrees in SW (10% have HS or GED) Participants were most negative in their views of work morale and job satisfaction, and most positive in their assessments of HC, SE, and relationships with co-workers Synthesis of Survey Findings (cont.) All groups identified compensation and career concerns as the most important factors contributing to their decisions to leave child welfare High % of employees intent to/


The dual economy of schooling and teacher morale in South Africa Yael Shalem Ursula Hoadley.

raise learner achievement) would be appropriate, given the above state of teachers (low) morale and (low) job satisfaction. Teachers’ low morale needs to be considered in the context of these structural conditions School management of accountability demands Curriculum reform / experiencing role intensification without any necessary improvement in student learning. 5.Low morale and lack of job satisfaction Category 2: have access to 4 variables 1.very small % of teachers 2.work in rich /


Factors Affecting Faculty Morale in Seventh-day Adventist Tertiary Institutions Research Thesis Presented, 1999, to the School of Education Studies University.

) Church. Based on three research questions, the study was carried out in two stages representing the two models of research - quantitative and qualitative. The study confirmed the multi- faceted and complex nature of morale as well as the close relationship between this concept and that of job satisfaction. While faculty morale appeared better in some institutions than others, the data reported in this study indicate that faculty/


Motivating and Satisfying Employees

behavior; the personal “force” that causes us to behave in a particular way Morale An employee’s feelings about his or her job and superiors and about the firm itself High morale results from the satisfaction of needs or as a result of the job and leads to dedication and loyalty Low morale leads to shoddy work, absenteeism, and high turnover rates Copyright © Houghton Mifflin Company. All rights reserved. Historical Perspectives/


Values, Attitudes, and Their Effects in the Workplace

individuals are characterized as “playing by the rules,” and their core values are belief in order, authority, discipline, the Judeo-Christian moral code, and the Golden Rule (do unto others as you /job satisfaction and their productivity is slightly positive. Organizational Productivity: The link between satisfaction and productivity is much stronger when we look not at individuals, but the organization as a whole. Absenteeism and Turnover: We find a consistent negative relationship between satisfaction and/


Chapter – 8(EIGHT) Motivation Process.

Motivation? Motivation is the process of creating enthusiasm, job satisfaction, morale, among employees of the organization. According to Stephen p. Robbins “Motivation is the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.” Here Intensity is concerned with how hard a person tries. Direction is toward beneficial goal, and Persistence is the how long a person tries/


Chapter Four Attitudes, Values and Ethics. Copyright © 2007 by Nelson, a division of Thomson Canada Limited2 Objectives After reading and studying this.

and expressed creates emotional dissonance Mismatch between actual and expressed creates emotional dissonance Associated with emotional exhaustion, dissatisfaction, cynicism Associated with emotional exhaustion, dissatisfaction, cynicism Copyright © 2007 by Nelson, a division of Thomson Canada Limited9 Job Satisfaction Is the amount of pleasure or contentment associated with a job/expense of others Level of moral development: Level of moral development: Preconventional Preconventional Conventional /


© 2009 Cengage Learning. All rights reserved. Chapter 4 Attitudes, Values, and Ethics Learning Outcomes 1 Explain the ABC model of an attitude. 2 Describe.

Constraints – acceptability © 2009 Cengage Learning. All rights reserved. Learning Outcomes Identify sources of job satisfaction and commitment. Distinguish between organizational citizenship and workplace deviance behaviors. 3 & 4 © 2009 Cengage Learning. All rights reserved. a pleasurable /it takes to get one’s own way © 2009 Cengage Learning. All rights reserved. Cognitive Moral Development Cognitive Moral Development – the process of moving through stages of maturity in terms of making ethical decisions Level/


Motivation, Leadership, and Teamwork

” that causes us to behave in a particular way Morale An employee’s feelings about his or her job, superiors, and the firm itself Why is Morale Important? High morale results from the satisfaction of needs or as a result of the job and leads to dedication, loyalty, and the desire to do the job well Low morale leads to shoddy work, absenteeism, and high turnover rates Learning Objective 1: How do/


Values, Attitudes, and Their Effects in the Workplace

study of moral values or principles that guide our behaviour, and inform us whether actions are right or wrong. Ethical values are related to moral judgments about right and wrong. Chapter 3, Nancy Langton and Stephen P./6. What is the relationship between job satisfaction and absenteeism? Job satisfaction and turnover? Which is the stronger relationship? 7. Contrast exit, voice, loyalty, and neglect as employee responses to job satisfaction. Chapter 3, Nancy Langton and Stephen P. Robbins, Fundamentals of /


1 Ethics Chapter Four Moral Theories and Moral Character.

satisfaction and less dissatisfaction A consequentialist maintains that actions and moral principles are ultimately to be judged by certain consequences, that by doing them everyone involved will have greater satisfaction and less/job, but the job requires research into chemical and biological research which is against George’s moral beliefs A chemist can get George a job, but the job requires research into chemical and biological research which is against George’s moral beliefs If George refuses the job/


Business Ethics: A New Style of Management and Investment Professor David M. Chen Graduate Institute of Finance Fu Jen Catholic.

sex and the use of alcohol outside the workplace (may even be illegal). Only when a person ’ s preferences or values influence job performance do an individual ’ s ethics play a major role. A high level of personal moral development/Code Fundamentals to their satisfaction, and to react accordingly. Do not address the equally important obligations issuers have of cooperating with and providing accurate and complete information to the marketplace and the CRAs. Terms Apply to any CRA and any person employed by/


1.Systems and Environment of the Public Sector. Value: Humanism Theory: Motivation Behavioral Model Human Relation School Organization Development School.

Program Perceptions Climate for Change Communication of SQI Job satisfaction Occupational Alienation Organizational Commitment Patient Care Parallel Process Model HARBER, D.G.; Ashkanasy, N.M. and Callan, V.J. (1997). “Issues in/Control STRUCTURE FOCUS Morale Training and development emphasis Conflict/cohesion Quality Value of human resources Flexibility/ adaptation Readiness Growth Utilization of environment Information management and communication Control Stability Planning and goal setting Efficiency/


Chapter Eleven Motivating and Satisfying Employees.

The the personal “force” that causes us to behave in a particular way Morale –An employee’s feelings about his or her job and superiors and about the firm itself –High morale results from the satisfaction of needs or as a result of the job and leads to dedication and loyalty –Low morale leads to shoddy work, absenteeism, and high turnover rates Copyright © Houghton Mifflin Company. All rights reserved.11 - 4/


Part 1: Introduction Chapter 1 Managers and Management.

.Shahbazmoradi 234 The Popularity Of Teams Teams typically outperform individuals when tasks require multiple skills, judgment, and experience. Teams are a better way to utilize individual employee talents. The flexibility and responsiveness of teams is essential in a changing environment Empowered teams increase job satisfaction and morale, enhance employee involvement, and promote workforce diversity. Copyright © 2006 –All Rights resevred for S.Shahbazmoradi 235 Stages of Team Development/


EMPLOYEE INVOLVEMENT (Participation and Teamwork) Assoc Prof. Dr. Jegak Uli.

groups or tasks, or efforts to build or enhance morale. The quality circle movement became established and began to grow when a team of managers for Lockheed Missiles and Space Division in California made a trip to Japan/concluded the following: 1.Participation is consistently and significantly related to job satisfaction. 2.People who have a high need for independence and low need for authoritarian control more strongly support and obtain satisfaction from the use of participative decision making approaches/


Tom Peters’ Re-Imagine EXCELLENCE ! EXCELLENCE ! University of Auckland Business School 12 February 2015 (For more see tompeters.com and our fully annotated.

World’s Greatest Managers Do Differently “People leave managers not companies.” —Dave Wheeler Is there ONE “secret” to productivity and employee satisfaction? YES ! The Quality of your FULL CADRE of … 1st-line Leaders. WOMEN RULE ! “Research suggests that to succeed, start/Muhammad Yunus, Nobel Laureate/The News Hour/PBS/1122.2006 Repeat: Job #1 CORPORATE MANDATE #1 2014: Your principal moral obligation as a leader is to develop the skillset, “soft” and “hard,” of every one of the people in your charge (/


PAMANTASAN NG LUNGSOD NG MAYNILA (University of the City of Manila) Intramuros, Manila COLLEGE OF MANAGEMENT AND ENTREPRENEUR COURSE : BPA COURSE TITLE.

approach whereby subordinates follow the leader’s will because of some possible gain, reward or satisfaction they expect to get.  Creates greater worker enthusiasm to work with a higher level of morale and with fewer complaints and less problems. Ø Money Ø Job security Ø Praise and recognition Ø Sense of belongingness Ø Competition Ø Delegation of authority & Responsibility Responsibility Ø Employee participation Ø Sincere interest in Subordinates  Also influences others to follow the/


NOTE: To appreciate this presentation [and insure that it is not a mess ], you need Microsoft fonts: “Showcard Gothic,” “Ravie,” “Chiller” and “Verdana”

job as leaders—the alpha and the omega and everything in between—is abetting the sustained growth and everything in between—is abetting the sustained growth and success and engagement and enthusiasm and commitment to success and engagement and enthusiasm and/-Packard press release, 05.13.2008 Huge: Customer Satisfaction versus Customer Success “ ‘Results’ are measured by the/Moral Basis For & societal Role of Enterprise Really first things before first things H15 (The Theory of Everything) Summary: The Moral/


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