...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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...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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...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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...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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...process that managers use to identify and select appropriate goals and course of action. Organizing is a process that managers use to establish a structure of working relationships that allow organizational members to interact and cooperate to achieve organizational goals. Motivation is a psychological force that determines the direction of person’s behavior in an organization; a person’s level of effort, and a person’s level of persistence. Controlling – an evaluation of how well an organization is achieving its goals and taking action to maintain or improve performance. 3. First-line manager is a manager who responsible for the daily supervision of nonmanagerial employees. Middle manager is a manager who supervises first-line managers and responsible for finding the best way to use resources to achieve organizational goals. Top manager is a manager who establishes organizational goals, decides how departments should interact, and monitors the performance of middle managers. Technical skills are job-specific knowledge and techniques that are required to perform an organizational role. Human skills are the ability to understand, alter, lead, and control the behavior of other individuals and groups. Conceptual skills are the ability to analyze and diagnose a situation and to...
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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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...ACADEMIC MOTIVATION AND STUDY SKILLS OF UNIVERSITY STUDENTS AN UNDERGRADUATE THESIS PRESENTED TO THE FACULTY OF THE DEPARTMENT OF BEHAVIORAL SCIENCES, COLLEGE OF ARTS AND SCIENCES, CENTRAL MINDANO UNIVERSITY PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE Danica Faye M. Quinco Bachelor of Arts in Psychology September 2013 CHAPTER 1 INTRODUCTION Motivation is the force that initiates, guides and maintains goal-oriented behaviors. It is what causes us to take action, whether to grab a snack to reduce hunger or enroll in college to earn a degree. The forces that lie beneath motivation can be biological, social, emotional or cognitive in nature. The first attempt of the researchers is to explore the academic motivations that students in a university will tend to use, usually in enduring the college life. People are centrally concerned with motivation -- how to move themselves or others to act. Everyone struggles with how to motivate others and especially on its own. People are often moved by external factors such as reward systems, grades, evaluations, or the opinions they fear others might have of them. Yet just as frequently, people are motivated from within, by interests, curiosity, care or abiding values. Many individuals enroll into college for several different reasons, including social, economic, or intellectual. Since a degree opens more employment opportunities. Study skills are usually defined as students’ ability to manage time and other...
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...Mirror plant is a small privately owned business that supplies mirrors for trucks and cars. The plant had suffered several years of downturn before Robert Benton introduced the Scalon plan. The Scalon plan, an employee incentive program, was created to boost employee morale, increase productivity, produce quality inventory and lead the plant to a turn around. Now, the plant manager, Robert Benton, must figure out how to get the plant back on track in order to stop the plant from experiencing another year of downturn. Hypothesis 1: It may be that the organization has not met the employee’s expectations When an employee enters an organization they have certain expectations. According to the article, ‘Note on managing a psychological contract,’ it states, “A psychological contract is made, which may defined as the mutual expectations of the individual and the organization as articulated by its managers.” Employees and organizations expect to receive certain things in exchange for participation. Employees at the Engstrom plant expected to get their bonuses while Robert Benton, the plant manager, expected an increase in productivity and the quality of the plants inventory. When one side of the contract is being met, this can effect the relationship and the fulfillment of their needs. However, the Engstrom Auto Mirror plant was not meeting their end of the contract. The employees of the plant were no longer seeing the benefits of the bonus plan which caused them to have distrust issues...
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...layouts are found primarily in job shops, or firms that produce customized, low-volume products that may require different processing requirements and sequences of operations. Process layouts are facility configurations in which operations of a similar nature or function are grouped together. As such, they occasionally are referred to as functional layouts. Their purpose is to process goods or provide services that involve a variety of processing requirements. A manufacturing example would be a machine shop. A machine shop generally has separate departments where general-purpose machines are grouped together by function (e.g., milling, grinding, drilling, hydraulic presses, and lathes). Therefore, facilities that are configured according to individual...
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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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...Assignment 2: Planning and Playing a Game Objectives: • Learn how individuals contribute to teamwork • Experience some of the features of group work and teamwork • Understand what managers and organizational developers do to transform • groups into teams • Articulate the tangible benefits (both quantitative and qualitative) of • high-performing teams • Finish with an interest in learning more about these concepts and • techniques to apply what you learn Background: For this assignment, you will plan and play a game with your family or friends, or at work based on the idea of the classic prisoner's dilemma. If you have had a class on game theory, you will be well aware of this concept. It forms the basis of many TV game shows. The prisoner's dilemma was illustrated in Truman Capote's book, "In Cold Blood" concerning the 1959 robbery of a Kansas farmhouse by Perry Smith and Dick Hickock, who murdered their victims in order to eliminate the witnesses. After the men were captured, the police interrogated them separately. To get a confession, the police offered the men a reduced sentence for cooperating. Failure to cooperate would result in a death penalty charge for both. In the prisoner's dilemma, if both parties cooperate they are mildly punished; if one betrays another, one is severely punished while the other goes free; and if both betray one-another, both are moderately punished. Can you think of settings where you work in which 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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