...Motivation Evaluation There are different views or theories that psychologist have developed regarding motivation. Three of those views are the psychoanalytic view, humanistic view and the diversity view. The psychoanalytic view was originated by Sigmund Freud and is based on aggression and sexuality. The humanistic view was further developed by Carl Rogers and Abraham Maslow. Their theory is that an individual is motivated by higher purposes and the need to become self-actualized. Lastly, the diversity view is based on the fact that people can be motivated by many different things and that motivation can not be reduced to such a small concept as basic needs. One of the most well-known representatives of the diversity theory is Henry Murray's theory of needs (McAdams, 2009). Murray believed that a person's motivation was organized in terms of motives, presses, and needs. According to Murray when a need repeatedly comes into contact with a press you have what he called a thema (McAdams, 2009). Murray contented that an individual has basic physiological and psychological needs and that motivation comes from meeting those needs. All of these views have had there place in time and each one can possibly be seen in every individual's motivation. For instance, if we look at the behavioral patterns of Oprah Winfrey. Winfrey has become one on the most famous talk show host today and she has become a household name but how did she get here? Winfrey's decisions to take on the show...
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...University Harold D. Buckingham Graduate School Certificate of Authorship Date: June 29, 2011 Student: Anissa Douglas-WilliamsAssignment: LP 5 – Final Paper - MotivationCourse: MT6320 – Employee Evaluation and Compensation Number Section Instructor: Dr. Janet Smith By submitting the following written assignment: I certify that: (1) I am the sole author of the following written assignment; (2) I prepared the assignment specifically for this course; (3) I properly cited all sources of information; and (4) I conducted and referenced all research in accordance with the current APA Publication Manual. I acknowledge and agree that my assignment may be submitted to an external service to determine the originality of the work and that it shall be subject to the terms and conditions of such service. I further acknowledge that I am subject to the academic integrity policies and procedures set forth in the university catalogs.Signature: Anissa Douglas-Williams | LP 5 – Final Paper - Motivation | | | Anissa Douglas-Williams | MT6320 – Employee Evaluation and CompensationJune 29, 2011 | | Table of Contents I. Abstract II. Introduction III. Motivation IV. Maslow’s Needs Hierarchy Theory V. McClelland’s Needs Theory VI. Equity Theory VII. Expectancy Theory VIII. Emotional Needs and Appreciation IX. Communication and Input X. Department Retreat XII. Flexible or Alternative...
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...THE EFFECTS OF FRONTLINERS SERVICE ORIENTATION BEHAVIOURS OF THE DEPARTMENT OF TRADE AND INDUSTRY CAVITE ON CUSTOMERS’ SERVICE EVALUATION: AN ASSESSMENT A Thesis Proposal Presented to the Faculty of the Graduate School Philippine Christian University Dasmariñas, Cavite In Partial Fulfillment Of the Requirements for the Degree in Masters In Business Administration MOJICA, KRISHA MAY S. March 2015 APPROVAL SHEET The thesis entitled “THE EFFECTS OF FRONTLINERS SERVICE ORIENTATION BEHAVIOURS OF THE DEPARTMENT OF TRADE AND INDUSTRY CAVITE ON CUSTOMERS’ SERVICE EVALUATION: AN ASSESSMENT” is prepared and submitted by Mojica, Krisha May S. in partial fulfillment of the requirements for the degree of Master of Business Administration who has been examines and recommended for Oral examination. ___________________ ___________________ Date O’Land C. Nwoke Adviser PANEL OF EXAMINERS Approved by the Committee on Oral Examination with a grade of _________________. ___________________ Chairman ___________________ _________________ Member Member Comprehensive Examination Grade __________ Date Taken _____________ Accepted and approved as partial fulfillment of the requirements for the degree in Master in Business Administration (MBA). __________________ _________________________ Date Dr. Teresita C. Arnaldo Dean, Graduate School ...
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...TUTORIAL EVALUATION CRITERIA Tutorial Evaluation Criteria The evaluation criteria for tutorials are grouped into five groups, as defined below: 1. Topic The subject matter of the tutorial is clearly defined The proposed scope is appropriate to the duration of the tutorial (half or full day) The topic’s position within the framework of systems engineering is clearly defined The intended audience is defined 2. Value Conference participants can put the topic to practical use Use of the topic is likely to result in significant improvements in a participant's organization The topic will provide professional and / or personal value to conference participants The topic is in high demand by systems engineers This is a topic that would attract conference participants 3. Appropriateness The topic supports INCOSE SE Principles and the SE Body of Knowledge The topic provides attendees with motivation for understanding SE applications The material is educational in nature, and does not represent company products 4. Material The material presented in the proposal addresses the topic adequately The structure and format of the material is good. The approach is didactically sound The presumed knowledge level reflected by the material correlates with the intended audience 5. The Presenter (if more than one, these criteria apply to each one) Has adequate knowledge of and experience in the area of systems engineering involved Has a background in teaching...
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...formative and summative and develop course materials Implement: Begin teaching and giving instruction. Evaluate: Ask questions? What was done, how was it done and how can you do better? (perform assessments) (Clark, 2000) It is a procedural system including ten major process components: Know your students’ needs so you can know your goals when teaching: Assess the student to set learning objectives and goals Conduct instructional analysis: to determine a step-by-step of what learners are doing when they are performing the goal; to determine what skills and knowledge are required Analyze learners and contexts –identify your students learning styles and setting; this will help towards classroom layout, students’ attitudes and motivation towards content and where to take classroom academically and how. Write performance objectives – identify what learner is going to be able to do Develop assessment instruments- create an assessment corresponding with objectives Develop instructional strategy – to develop strategies in pre-instructional activities, presentation of information, learner’s participation, testing...
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...Training and Assessment Shamale Williams HCS/341 September-29-2014 Dorothy Cucinelli Training and Assessment Training in the health care industry involves a variety steps such as assessment, development and conduct of training and evaluations (Gómez, Balkin, & Cardy, 2012, p. 278). Training and assessment in the health care industry involves skills training, peer training, customer service training, creative training, crisis training and literacy training (Gómez, Balkin, & Cardy, 2012, p. 269). Employees in the health care industry require training and assessments on a daily basis to ensure they are properly functioning in a position. Training in the health care industry is essential for patients to receive excellent health care services and for the organization to be successful. Training helps staff members to provide a variety of care throughout different types of health care organizations, such as urgent care centers and neighborhood medical clinics (Mayhew, 2014). The overall process of training in the health care industry is to provide employees with specific skills needed to perform effectively in a position (Gómez, Balkin, & Cardy, 2012, p. 258). Importance of Training and Education in a Health Care Setting Training and education is important in a health care setting because it helps health care providers to protect and provide patients with proper health care services, which helps staff members to avoid making medical mistakes and helps...
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...Professional Achievement is encourage, cultivated and encourage. This Team Development Plan enables each team member to analyze his or her developmental needs, set specific goals and target opportunities to meet these identifiable goals. This achievement of our professional goals will, ultimately benefit each member and our managing team. 2. Objective: To Increase our knowledge and skill base in the area of leadership management and organizational behavior therefore allowing us to contribute as a unit, thru our disc assessments we can enhance our skillsets and increase our knowledge thru further taking coursework Educating us in Communication and Group Behavior, Motivation and Satisfaction, Opportunities strategic Change and Leading Organizational Change and best practices in Organizational leadership at the Graduate Level. Through our disc assessments we can see we have different skill levels. The group as a whole has college degrees, and each is pursuing a degree at the masters level. Our work experience lends to our education because we have been in the work force for many years. That experience is priceless. 3. I will I will gain advanced skills in research and policy by taking coursework in Management and managerial research methods and learning new policies when they become available...
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...EMPLOYEE EVALUATION The company given in the example uses an annual rating scale evaluation method that appears to be primarily based on interpersonal relationships with co-workers as well as overall personality and attitude. There are 3 knows evaluation categories on the company’s current evaluation form: friendliness, neatness, and attitude. Friendliness This evaluation criteria focuses on the interpersonal relationships of the employee as he relates to his fellow co-workers including peers and supervisor(s). However, because of the employee’s personality differences, the employee receives a lower rating. The ability to have an accord with fellow co-workers is an important part of an employee review, especially if his ability to work with others negatively affects his or their output. However, interpersonal relationships in general should not be the primary focus of the review. The ability or desire of the employee to interact with other employees is not a valid representation of his work ethic or work product and is not indicative of the employee’s ability to help the company accomplish its ultimate mission and goals. Neatness The second item on the manager’s evaluation form is “Neatness.” The manager concludes that the employee’s neatness with relationship to his office space is only slightly better than a disaster area so, again, he gives the employee a low score. However, no mention is made of the employee’s work product. The manager needs...
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...was left with two managers for almost every available position at upper and middle management level. Prior to the merger, the top levels had been selected. Lundgren and Ashton had decided a negotiation that they could keep their most trusted executives on board. Peter has always preferred making decisions by instinct and likes to talk o people face to face to assess if they are fit for the position, becoming biased toward some of his own executives. Ashton, on the other hand, was vey objective and has a very conventional way of making his executives pass through a series of tests. Peter was concerned in the idea that an objective process such as that of Ashton would make the best people around him leave, when they undergo all the evaluations. II. Key Problem Arlington Inc. has been facing a problem in creating an effective human resource integration strategy. Both CEOs have their own different and opposite ways and qualities of people who deserved the best positions, and by that it is possible that they will find conflict in going through each other’s decision making. The merger of the companies...
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...Content Quality Assessment Related Frameworks for Social Media Kevin Chai, Vidyasagar Potdar, and Tharam Dillon Digital Ecosystems and Business Intelligence Institute, Curtin University of Technology, Perth, Australia kevin.chai@postgrad.curtin.edu.au, {v.potdar,t.dillon}@curtin.edu.au Abstract. The assessment of content quality (CQ) in social media adds a layer of complexity over traditional information quality assessment frameworks. Challenges arise in accurately evaluating the quality of content that has been created by users from different backgrounds, for different domains and consumed by users with different requirements. This paper presents a comprehensive review of 19 existing CQ assessment related frameworks for social media in addition to proposing directions for framework improvements. Keywords: content quality assessment, social media, discussion forums, wikis, weblogs. 1 Introduction Information quality (IQ) has been widely defined in literature by its fitness for use. Existing research in the field of assessing IQ within traditional information systems is relatively mature and has led to the discovery and validation of numerous quality dimensions and metrics [2, 15, 17, 29, 35]. Knight & Burn (2005) have presented a comprehensive review of literature in the realm of assessing IQ frameworks. Common IQ dimensions that were identified from their review are presented in Table 1. The definitions of these dimensions have been included from Wang & Strong (1996)...
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...Seminar in Program Development & Evaluation Steps of Planning Model for Program Development: 1. mission statement – general idea or main purpose of program 2. assessment & evaluation – inventory of internal assessment, resources and review of policy & regulations 3. needs assessment – involves both perceived & real needs 4. determine & set priorities 5. writing goals & objectives – objectives involve: a. who? b. to what extent? c. under what conditions? d. by what standards? e. within what time period? 6. step-by-step activities & procedures – pilot projects & consideration of other internal & external threats 7. develop timeline chart 8. implementation of the project 9. evaluation & feedback 1. Mission Statement – a statement by an organization that contains detailed info. about the overall direction & purpose of the organization a. usually based on a general observation, an obvious need, seen need or interest, or need assessment result b. it’s an administrative statement that guides planning & decision-making c. not restricted by time elements d. philosophy of an organization e. identification of the self-concept of the organizational program f. identification of general service catchment areas & target populations and markets to be served g. define terms & shared definition of problem of target population 2. Assessment & Evaluation – an inventory of resources and review of policy...
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...employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. A training analysis is conducted ultimately to identify what areas of knowledge or behaviors that training needs to accomplish with learners. The analysis considers what results the organization needs from the learner, what knowledge and skills the learner presently has and usually concludes with identifying what knowledge and skills the learner must gain. Usually this phase also includes identifying when training should occur and who should attend as learners. Ideally, criteria are established for the final evaluation of training to conclude if training goals were met or not. Depending on the resources and needs of the organization, a training analysis can range from a very detailed inventory of skills to a general review of performance results. The more complete the training analysis, the more likely that the employee's training will ultimately contribute results to the organization. This report is a Project Report prepared as a requirement for the conclusion of the MBA Program. As per requirement of MBA program of Metropolitan University, after completion of 62 credits a student has to complete a project program. The primary goal of project is to provide an on the job exposure to the students and an opportunity for translation of theoretical conceptions...
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...bureaucratic requirements. They are the annual evaluation mostly done at the end of the year. The ranking produces a list from the best performing to the least performing. Moreover, the least performing are often fired. The trend proceeds to the next year and the least performing ones are also fired. The system fails to consider the levels of input and the resultant output. As a result, some hardworking employees obtain low rankings due to logistical challenges and they might be fired in the end. The ranking system is a blanket for all organizations irrespective of their varying peak seasons (Spector, 2008). In my opinion the forced ranking system is rigid and...
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...PERFORMANCE MANAGEMENT SYSTEM Objective: To identify and measure performance variation across selected indicators, link performance with rewards to boost motivation and bring the key performance indicators under a continuous monitoring & control system for boosting organizational effectiveness in the key deliverables to its stakeholders. Structure of the PMS The PMS shall be introduced in two stages; In the introductory stage, only academic performance indicators shall be monitored; From the start of next year, a comprehensive system shall be introduced covering all key indicators for the deliverables. However should all agree, a comprehensive system can be introduced at the start of next semester. The PI’s identified are: a. Teaching: To carry a weightage of 30% and comprise of completion of syllabus, no of tests/assessments, remedial classes, students feedback and diversity in teaching pedagogy b. Results: To carry a weightage of 30% and measured through university results, average marks factored for subject difficulty index and correlation with university pattern and the performance of the branch as a whole. c. Activities related to student deliverables: Weightage20%: comprising of industry visits, industry projects, guest lectures, workshops, social projects, maintenance projects, research projects with students. d. Activities related to organization’s development: Weightage 10%; comprising of admission process, seminars, research grants, tsep...
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...COMMUNICATION AND EVALUATION IN PLANNING I. COMMUNICATION IN EDUCATIONAL PLANNING INTRODUCTION Educational planning is as old as state education, that is, much older than economic planning. Until comparatively recent times, however, educational planning was haphazard rather than deliberate, a matter for local rather than central government, concern with individual educational systems, and no effort was ever made to state the objectives that planning was supposed to satisfy. The Second World War change all that: the post-war explosion in the demand for education, the new interest in central economic planning, the obsession in growth rates with both developed and developing countries combined to promote a new attitude to the administration of education. Educational planning by the State with the purpose of promoting economic objectives is now as universally approved as economic planning itself. Consider the curious predicament of an educational planner who consults the fast-growing literature on the economics of education for guidance in making policy decisions. On the one hand, he is told to gear the expansion of the educational system to quantitative forecast of the demand for highly-qualified manpower. On the other hand, he is urged to project what id quaintly called. I.I GENERAL PRINCIPLES The issue of communication has been a subject of interest and curiosity ever since the beginnings of human society. It took centuries to explore the working...
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