Values are beliefs or convictions that guide behavior and support the overall organization vision. Values help define or describe the desired culture; they communicate what is important to the organization, as well as what key practices and behaviors will be recognized and rewarded. Values define the relationship between an organization and its stakeholders. Values give the means to the end, such as the financial goals of an organization. Values determine what the organization will and will not do
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Creating Shared Value. (Michael E. Porter & Mark R. Kramer) * What is your reaction to this article? Critically evaluate its content based on your personal and professional experiences and any additional research you might like to do. The article starts with a description of the cynicism surrounding capitalism and management, and also some of the reasons for such cynicism. My life’s first attitude towards capitalism and management was also marked by distrust and skepticism
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My personal preferred ethical lens is the rights and responsibility lens. According to the Ethics Game Company, this means that I use my reasoning skills to determine my duties as well as the universal rules that each person should follow. I believe that I was well placed within this lens inventory, as I have been known to try to push my own thoughts and methods onto others. I do not necessarily push that my way is the “correct and only way” to do things, but because I also put a lot of thought
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Information about Situation Ethics The elements of situation ethics were described by Joseph Fletcher, its leading modern proponent, like this: · Moral judgments are decisions, not conclusions. · Decisions ought to be made situationally, not prescriptively. · We should seek the well-being of people, rather than love principles. · Only one thing is intrinsically good, namely, love: nothing else. · Love, in this context, means desiring and acting to promote the wellbeing of people. · Nothing
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Let’s take a closer look at how motivation ties in with these intrinsic and extrinsic theories for motivation. It is clear that motivation is one of the most prominent driving forces by which humans pursue and ultimately achieve their goals. Motivation, quite simply, is rooted in the human instinct to minimize pain and maximize pleasure. The characteristics of such a basic theory would usually be about as clear cut as they come. However, motivation relies heavily on one’s personal psychology as well
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Task 3.3 Intrinsic rewards Intrinsic rewards are those feelings of satisfaction that people obtain directly from their activities. People at work, for example may satisfy their needs for achievement, for competence, and for self-actualization through solving problems that are built into their jobs. Job enrichment is based on the assumption that many feel deprived of such satisfactions and that enriched jobs can make work instrumental to obtaining intrinsic rewards. Management by objectives reflects
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Table of Contents: An introduction: What does “product quality” really mean? 2 Understanding consumers’ perspective 2 * a) Intrinsic cues 4 * b) Extrinsic cues 4 * c) Appearance cues 4 * d) Performance cues 4 The role of aesthetics in apparel products 5 * 3.1 The sensory dimension of the aesthetic experience 5 * 3.2 The emotional dimension of the aesthetic experience 5 * 3.3 The cognitive dimension of the aesthetic experience 5 Conclusion 6 References 7
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Acta Psychologica 141 (2012) 243–249 Contents lists available at SciVerse 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
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Common Management Platform EMC® Common Object Manager (ECOM) Toolkit 2.7.1.0.0 ECOM Deployment and Configuration Guide 300-014-010 REV A01 EMC Corporation Corporate Headquarters: Hopkinton, MA 01748-9103 1-508-435-1000 www.EMC.com Copyright © 2012 EMC Corporation. All rights reserved. Published March, 2012 EMC believes the information in this publication is accurate as of its publication date. The information is subject to change without notice. THE INFORMATION IN THIS PUBLICATION IS
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and intrinsic sources of motivation. Knowing the most influential factor of motivation is of a great importance for bank authorities. So a survey based report is prepared. Through the analysis of the report, we will see the more effectiveness of non-monetary rewards than monetary incentives. Besides different analysis regarding employee’s wants and their perceptions regarding motivation are also analyzed. Keywords: Motivation, Monetary source, nonmonetary source, extrinsic source, intrinsic source
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