...the Group Motivation Inventory, I have learned a lot of information in regards to how I operate within groups. My strong points include attendance to all group meetings and willing to do whatever this group needs in order to achieve our goal. I discovered that I am highly committed to the success of our learning team and I am willing to do all that is required from me to take part in project completion. I learned that being responsible is one of my strengths. I was also able to learn that I actually work well with others, especially when some of my traits are constantly displayed. These traits would be those of team player, leader and mediator. My ability to lead in a fair manner results in respect from the other group members, which is essential to reach the expected goal. * This knowledge affects the way you interact in groups in a positive way. Many different things can be done to promote motivation within a group, but for groups to be effective all members need to work together on reaching the same level of motivation. What I will do differently in the future when working in groups is use better communication skills. Ask questions and use active listening in order to solve problems and find solutions. Motivation and confidence go hand in hand and when you increase your motivation and start achieving results your confidence increases. It is important for me to know that I am capable of achieve anything. Something that I do to stay motivated when working in a group is...
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...Group Motivation Inventory Xxxxxxx Xxxxx PSY/430 Dr. Denise Land January 7, 2010 Group Motivation Inventory During week four of Team Dynamics for Managers, the completion of a group motivation inventory identified each group member’s motivation toward working with others, goal completion, and dedication. While completing the Group Motivation Inventory, the discovery that a weakness within a group does not necessarily have to be self-induced, but could possibly be induced by factors or effects from many things within my surrounding. The assessment included questions that reviewed a group member’s work ethic, quality and quantity of contribution, attitude toward members in the group and the assignment at hand, the quality and dedication found within other group members, and the understanding and acceptance of the group’s diversity. Successful completion of this assessment will improve the group’s productivity and cohesion, setting the group up for success. Knowing a Group’s Motivational Base Identifying and Discovery Upon completion of the Group Motivation Inventory, areas of weakness and strengths became evident allowing myself and group members to address possible causes of such a mediocre score of 98. According to Engleberg & Wynn (2007) a scores between 76 and 99 represent a moderate level of motivation (p. 320). This moderate level of motivation is primarily environmentally induced with a few personal negative motivators. The environmental factors that...
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...Group Motivation Inventory Paper Sinead Groarke PSY/430 Group Motivation Inventory Paper Robin Goins Group Motivation Inventory Paper Goals I have learnt ways to make the business groups feel responsible for its performances is to get all off the entire team involved in the creation of the business objectives. Have planned meetings prior to the next year, and let the team know what the organization is expecting as far as productivities are concerned, then motivation of the team for development of ways for exceeding expectations. One may increase the motivational factors of exceeded expectations by having a paid bonus plan in place for the group if it exceeds the organizations objectives. Clarification An excellent manager knows the abilities and strengths of every business group member. But in order for the group to be motivated and effective, the group members must understand what to expect from every member. The manager must hold meetings every week to review the responsibilities of all group members, to highlight the group’s successes and get input on how to meet the challenges the team is experiences. Individuals Management must always remind the group about the organization’s mission statements and the objectives of the business group in order to keep the group’s focuses on the objectives. But one also should continue to work with all members of the groups to assist them reach their objectives as well. This knowledge affects the way I interact in groups...
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...Original Learning Styles Research Research by Barbara Prashnig For more information, contact: Technology Based Solutions 504 Floral Vale Blvd. Yardley, PA 19067 888.783.2283 www.asktbs.com 1 Table of Contents Achievement Gains Through Learning Styles Matching ......................................... 3 A Summary of Learning Style Preferences at Various Grade Levels...................... 5 Classroom Discipline............................................................................................... 5 Cognitive Style ........................................................................................................ 6 Counselling ............................................................................................................. 7 Cultural Comparisons.............................................................................................. 8 Emotional Elements and Achievement.................................................................. 11 Formal/Informal Preferences and Achievement .................................................... 11 Gifted/Non-Gifted Students ................................................................................... 11 Intake, Sound and Achievement ........................................................................... 13 Learning Disabilities .............................................................................................. 13 Learning Styles/Teaching Styles.....................................
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...For office use: Grade ORGANIZATIONAL BEHAVIOUR Group Assignment No. 1 Submitted by: Group No: 1. MANISH RATNA (151425) 2. MANMOHAN (151426) 3. NAMAN AGARWAL (151427) 4. NAVEEN AGGARWAL (151428) 5. SANCHITA ROONGTA (151441) 6. SHREYA AMBEGAONKAR (151446) SECTION: D Batch: MBA-FT (2015-17) Institute of Management, Nirma University Date of Submission: 14th Aug 2015 UNDERTAKING To Whom It May Concern: We Manish, Manmohan, Naman, Navenn, Sanchita and Shreya hereby declare that his assignment is our original work and is not copied from anyone/ anywhere. If found similar to other sources, we shall take complete responsibility of the action, taken thereof by, OB Team. Group No.: Section: D Batch: MBA FT (2015-17) Date: 14th Aug 2015 Signature: Name: Roll No.: INTRODUCTION In this assignment we had to check the various traits that are shown by various managers in different organizations. We contacted different managers and tried to find from them according to different surveys as to how they feel and experience in an organisation. We have used various surveys to interpret their behaviour and have provided an analysis of our own. The various traits surveyed are attitude, job satisfaction, conflict management, communication, basic need satisfaction, power & politics, ATTITUDE & JOB SATISFACTION Name of the Manager: Sachin Garg Organisation: Loylty Rewardz Mngt...
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...ScienceDirect Acta Psychologica journal homepage: www.elsevier.com/ locate/actpsy Effects of intrinsic and extrinsic motivation on attention and memory Lucy J. Robinson, Lucy H. Stevens, Christopher J.D. Threapleton, Jurgita Vainiute, R. Hamish McAllister-Williams, Peter Gallagher ⁎ Institute of Neuroscience, Newcastle University, UK a r t i c l e i n f o Article history: Received 21 February 2012 Received in revised form 22 May 2012 Accepted 31 May 2012 Available online 26 June 2012 PsycINFO classification: 2300 Human Experimental Psychology 2360 Motivation and Emotion 2346 Attention a b s t r a c t It is well recognised that motivational factors can influence neuropsychological performance. The aim of this study was to explore individual differences in intrinsic motivation and reward-seeking and the effect of these on attentional and mnemonic processes, in the presence or absence of financial incentives. Forty participants (18–35 years) completed two testing sessions where the Attentional Network Test (ANT) and the Newcastle Spatial Memory Test (NSMT) were administered. After a baseline assessment, participants were re-tested after randomisation to a non-motivated (control) group or to a motivated group, where payment was contingent upon performance. Performance in the motivated group was significantly improved compared to the control group on the NSMT (condition by session; F(1,33) = 4.52, p = 0.041) and the ANT, with participants increasing performance...
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...Research Methods in Motivation This paper will address the similarities and differences in two studies conducted. The first study discussed was performed by Armeli, S., Conner, T.S., Cullum J., and Tennen, H, (2010) and is entitled A Longitudinal Analysis of Drinking Motives Moderating the Negative Affect-Drinking Associations Among College Students. The focus of this study was whether individuals with a high drink to cope motivation, in comparison to others, would likely drink more on days where their stress levels were high as well as having a higher negative affect. The second study discussed was performed by Litvin, E.B. and Brandon, H., (2010) and is entitled Testing the Influence of External and Internal Cues on Smoking Motivation Using a Community Sample. The focus of this study was to broaden previous findings that smoking-related cues activates self-reported desires or drive together with “behavioral and physiological responses” (Litvin, E.B. & Brandon, T.H., 2010), seemingly by classical conditioning. It is obvious to this writer that both studies mentioned above are largely quantitative. This writer bases this opinion on the fact that both groups of participants were small, both studies was performed to test a hypothesis, the participants were not known to the researchers, the scientific method used in both studies were quantitative in that the researchers tested their hypotheses and did not generative new hypotheses and/or theories after the...
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...clothing stores located throughout the province of Quebec, Canada. Two years ago, the company introduced new incentive systems for both store managers and sales employees. However, the sales employees began to engage in activities that had an adverse effect on inventory management, employee cooperation, and customer relations. The store managers have tried, with limited success, to correct these problems. Discussion Questions with Suggested Answers 1. What symptom(s) exist in this case to suggest that something has gone wrong? • Employees stand near the store entrance, creating customer service problems, • Occasional conflict among employees over ‘ownership’ of customers • Some parts of store are left unattended, • Employees are unwilling to restock and reorder inventory • Employee morale has fallen, particularly in terms of poorer relations with the store manager 2. What are the underlying problems that have led to these symptoms? In other words, what theories explain what went wrong in this case? Expectancy theory Expectancy theory can be applied to this case to explain employee motivation to hoard customers at the store entrance rather than (a) attend to lower traffic parts of the store and (b) complete inventory duties. The E‐to‐P expectancy is likely least important because it is almost certain that any employee can stand near the front of the store to hoard customers. However, some might point out that the E‐to‐P expectancy drops when every employee tries to hoard customers...
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...the case. Johns and Saks (2013) Individual Behaviour * Personality and Learning * e.g., Peterson’s peers refer to him as conscientious. Peterson’s conscientiousness could imply: * he is likely to perform well on most jobs (pg. 47) * he is likely to be an effective leader (pg. 308) * he is likely to contribute to the organizational effectiveness through citizenship behaviour (pg. 139). * Perception, Attribution, and Diversity * e.g., Peterson suspects trying to implement the inventory control system might have lead Curt Andrews to feel resentful and not trusted (pg. 6). * Curt’s perception of trust could explain his resistance to the inventory control system. Specifically, Peterson claims that Curt Andrews resists the inventory control system that was implemented to help Curt plan and coordinate (pg. 6). Curt’s resistance calls attention to a common reason for resisting change; namely, lack of trust (pg. 575). Curt resisted the inventory control systems because he did not trust Peterson’s motives for it. * Equally, perceptions of trust in management are positively related to job satisfaction, organizational commitment, job performance, and organizational citizenship (pg. 101). Curt’s participation in meetings and his issues with coworkers and subordinates may partly stem from his suspicion of Peterson’s motives. * Values, Attitudes, and Work Behaviour * e.g., Curt Andrews was significantly older than anyone else on the GMT organizational...
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...Local Related Study in Study Habits Related Studies Foreign On Study Habits The first Study Habits Inventory (SRI) was prepared in 1933 by Wrenn, with a view to survey this feature among students. In 1935 research workers interested in the improvement of study habits, they paid attention to the discovery of effective study techniques and tried to improve study skills and habits of work through ‘how to study’ courses and other systematic procedures. Cuff (1937) carefully derived study-habits inventory and found that it aids in finding the pupils in need of special guidance and helps to identify remedial work for the good and bad study habits of individual cases. Brown and Holtzman (1955) constructed a questionnaire to survey students ‘study habits', as well as their attitudes and motivation towards academic work. Items were compiled from group interviews with good and poor students, existing inventories on study habits, studies using observational and interview techniques and reports on related experiments in the field of learning. Scoring keys based on validity studies in ten colleges were developed. Study habits basically consist of effective methods of study (Sorenson, 1954). Study is the total of all the habits, determined purposes and enforced practices that the individual uses in order to learn. Study is hard work, no easy substitute is available (Armstrong, 1956), Brown and Holtzman (1956) and Srivastava (1967) point out that for good academic success, good study...
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...The first Study Habits Inventory (SHI) was prepared in 1933 by Wrenn, with a view to survey this feature among students. In 1935 research workers interested in the improvement of study habits, they paid attention to the discovery of effective study techniques and tried to improve study skills and habits of work through ‘how to study’ courses and other systematic procedures. Cuff (1937) carefully derived study-habits inventory and found that it aids in finding the pupils in need of special guidance and helps to identify remedial work for the good and bad study habits of individual cases. Brown and Holtzman (1955) constructed a questionnaire to survey students ‘study habits', as well as their attitudes and motivation towards academic work. Items were compiled from group interviews with good and poor students, existing inventories on study habits, studies using observational and interview techniques and reports on related experiments in the field of learning. Scoring keys based on validity studies in ten colleges were developed. Study habits basically consist of effective methods of study (Sorenson, 1954). Study is the total of all the habits, determined purposes and enforced practices that the individual uses in order to learn. Study is hard work, no easy substitute is available (Armstrong, 1956), Brown and Holtzman (1956) and Srivastava (1967) point out that for good academic success, good study habits and attitudes are important. Some reports stress that certain personality characteristics...
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...problem at treetops appears be lack of focus by management on packaging department; the packaging team at Treetop Forest is experiencing many problems. Their output was shrinking and affecting the rest of the departments adversely. The unproven employees were slacking off, not gelled together and were adopting norms that were not fitted with the company. Inventory costs and the risk of damaged stocks were also increasing. The quality of the finished products is also decreasing, resulting in a loss in the market share in the industry, hence being unable to compete with other companies. Because market was quite competitive. Cause of the problem As a result of there being no full time manager assigned to the packaging department the management at Treetop appears to have broken their psychological contract with the packaging department employees. Supervisor of other departments were bound to supervise packaging department as well, in addition to their normal duties. Social loafing was causing the decrease in productivity in the packaging team. The inclination to suppress physical or intellectual effort when performing a group task represents the slacking behaviours of the employees in that department. The lack of supervision is also one of the main causes of most of the problems stated. The group’s cohesiveness is causing them to behave in similar manners, as additive tasks, even though the behaviours adopted are not in line with the norms of the rest of the company (taking longer...
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...the case. Johns and Saks (2013) Individual Behaviour * Personality and Learning * e.g., Peterson’s peers refer to him as conscientious. Peterson’s conscientiousness could imply: * he is likely to perform well on most jobs (pg. 47) * he is likely to be an effective leader (pg. 308) * he is likely to contribute to the organizational effectiveness through citizenship behaviour (pg. 139). * Perception, Attribution, and Diversity * e.g., Peterson suspects trying to implement the inventory control system might have lead Curt Andrews to feel resentful and not trusted (pg. 6). * Curt’s perception of trust could explain his resistance to the inventory control system. Specifically, Peterson claims that Curt Andrews resists the inventory control system that was implemented to help Curt plan and coordinate (pg. 6). Curt’s resistance calls attention to a common reason for resisting change; namely, lack of trust (pg. 575). Curt resisted the inventory control systems because he did not trust Peterson’s motives for it. * Equally, perceptions of trust in management are positively related to job satisfaction, organizational commitment, job performance, and organizational citizenship (pg. 101). Curt’s participation in meetings and his issues with coworkers and subordinates may partly stem from his suspicion of Peterson’s motives. * Values, Attitudes, and Work Behaviour * e.g., Curt Andrews was significantly older than anyone else on the GMT organizational...
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...Introduction This document covers the ethical leadership traits and self-evaluation of ethical leadership based on ethical leadership inventory. A1. Ethical leadership traits In following section, I have covered some of the ethical leadership traits of Mr. Kenneth Chennault, Chairman and CEO of American Express. Kenneth began his career in American Express as a consultant and promoted to the top position in corporate ladder as CEO and Chairman, with his constant ethical leadership practices. According to interview published by Collis, C (2014), Kenneth articulated below key career incidences which really shaped his career as ethical leader and helped him promoted to the top position in American Express. Integrity and Trust: Integrity is the fundamental and key principle of ethical leadership. As per Kenneth, integrity means consistency of words and action and to build the trust in people leader needs to exhibit consistency of word and action. Kenneth was able to build the trust in 150 year old, bureaucratic organization by consistently delivering on what he promised and able to motivate people for bigger vision in the interest of the company. Vison: After assuming CEO position, Kenneth articulated clear and galvanizing vision for American Express. In 1980, he turned around the merchandize business process by supplying and distributing it through mails. He expressed and convinced his vision for more flexible and sustainable delivery process to key departments in American...
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...1 Question one: Key factors to consider in locating a business. 1.1 Introduction The location of any business, big or small, new or established can make or break the business. Rina, as you battle with the issue whether to locate your proposed business at home or at some commercial site you should thoughtfully consider the following extremely important factors: your customers, materials and other resource availability, infrastructure, the availability of facilities and costs associated therewith, and the off course your personal preferences as the business owner. 1.2 Your customers I’m sure you intend to establish this business because your have sported a window of opportunity in the market, which you would want to exploit profitable. This market is made up of customers with unmet needs which you will have to satisfy at a reasonable profit. Your customers will expect you to deliver exceptional services and good quality products timely. Therefore you need to locate your business where it would be much easier, faster and cost effective to get to your customers. 1.3 Availability of materials and other resources Another very important factor which calls for your thoughtful and thorough consideration is the availability and steady supply of much needed resources. You need also to consider the location of your suppliers, their proximity to the business, and their reliability in terms of supply of good quality materials. Availability of labour as a valuable resource for...
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