Work Place Motivation Team A Johnny Sualevai‚ Emmanuel Baldwin‚ & Eric Vasquez PSY/320 Razyya Abdulmumin July 17‚ 2015 Agenda • Introduction • Difference Between Intrinsic and Extrinsic Motivation • How Intrinsic motivation is attained • The relationship between intrinsic motivation and quality of work produced • The effect of extrinsic rewards on intrinsic motivation • The concept of self-management and how this can affect motivation • Conclusion • References Differences Between Intrinsic &
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One of the easiest ways to succeed at a job is to simply show up. For some people‚ it is very hard to show up for work. There are many reasons‚ valid or not‚ for people not going to work. Whether it be illness‚ family obligations‚ or change of season‚ people will always find an excuse not to go to their job a particular day. Showing up for work when you are supposed to and on time is not only highly beneficial for your employer‚ but for you personally as well. However‚ most employees do not
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GREAT PLACE TO WORK * EMPLOYEES VIEW Great workplaces are built through the day-today relationship between employees. The key fact in common in these relationships is TRUST. TRUST the people they work with Have PRIDE in what they do ENJOY the people they work with Trust is the defining principle of great workplaces created through management credibility‚ the respect with which employees feel they are treated‚ and the extent to which employees expect to be treated fairly. The degree or
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that institutes them to stay in one location seated for several hours serving customers the all day which affects on their nutrition levels. Whenever Banks extend their working hours and days‚ the tellers are affected because they are expected to balance their books of accounts. However Banks face nutritional challenges and these are as follows; There are very short lunch breaks for instance most of the bank tellers are constricted to very short lunch breaks usually one hour or half an hour. In such
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As far as being Jason being the safety coordinator he is responsible for making the work place a safe place. He was not concerned with the risks of the accumulated wood dust in the work place. His ethical and moral obligation for the employees was not of any value to him. He did not think it was necessary to investigate the situation any further. He had more of a passive approach with dealing with the situation. The area manager seemed more of the greater good for the company and not for the employee’s
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Professionalism in the work place is of utmost importance especially in health care related fields. The reason the standards are so high is because we are the first people our patients see when they come into the office. Our appearance and how we handle ourselves is not only being evaluated by our peers and employers‚ but our patients as well. How friendly we are‚ the compassion we show to the patients as they explain the reason for their visit that day determines whether or not they will revisit
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Bullying in the work place Social Psychology Wanda Williams DR Evans The term work place Bullying did not reach the United States until the late 1990’s. The husband and wife team Dr’s Gary and Ruth Namie both trained in Psychology introduced work place bullying. You may ask what Work Place Bullying is. Work Place Bullying has many different definitions but the most common one. It is constant ill-treatment of one employee who is under attack by one or more employees with a mean mix of humiliation
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duty of care in health‚ social care or children’s and young people’s settings Unit Title: Introduction to duty of care in health‚ social care or children’s and young people’s settings Unit sector reference: SHC 024 Level: 2 Credit value: 1 Guided learning hours: 9 Unit accreditation number: H/601/5474 Unit purpose and aim This unit is aimed at those who work in health or social care settings or with children or young people in a wide range of settings. It introduces the concept
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The effects of women in the workforce Women in the workforce earning wages or a salary are part of a modern reality‚ one that developed at the same time as the growth of paid employment for men; yet women have been challenged by inequality in the workforce. Until recently‚ legal and cultural practices‚ combined with longstanding religious and educational conventions‚ restricted women’s participation in the workforce. Dependency upon men‚ and consequently the poor economic status of women
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gender inquality‚ it only helps in shaping organizational behavior; a greater responsibility depends on the structure of the occupational hierarchy. Based on the above determinant‚ recommendations will be presented to foster gender equality. One of the significant impacts of globalization is that business organizations operate across cultures. Depending on how management responds to different values and beliefs‚ cultural diversity may substantially affect an organization’s performance (Blanchard
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