Economic terminology in english

.“In thinking about motivation from a management perspective, it’s very important to appreciate this point: You can’t motivate people, you can only influence what they’re motivated to do.” .This page intentionally left blank. .“When you look at personal growth as a motivator, you change the way employees think about their work, you help them become more capable, and you give them a meaningful purpose in coming to work.

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Definition and Basic Elements ● Development is an ongoing, dynamic, long-term change or evolution that occurs because of various learning experiences. (London and Mauer, 2004) ● Leader development ○ is the “expansion of a person’s capacity to be effective in leadership roles and processes” (McCauley and Van Velsor, 2004:2) ○ focuses on the individual and involves providing leaders with the tools that they need to improve their effectiveness in the various roles they play.

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After studying this chapter, you will be able to: ● Explain the role of individual difference characteristics in leadership ● Describe the difference between the past and current approaches to leadership traits ● Discuss the role demographic characteristics play in leadership ● Identify the impact of values on leadership

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Purpose After studying this chapter, you will be able to: ● Understand the role culture can play in leadership ● Describe the three levels of culture ● Discuss the model of national culture ● Identify the impact of gender on leadership ● Discuss the role diversity plays in leadership

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Tham khảo bài thuyết trình 'purpose', ngoại ngữ, anh văn thương mại phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả

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Self-controlling over work can help people to actively carry out their work, flexibly solve problem and feel owning the result It highly and intrinsically motivates employees. But old style managers have tried to control what, when and how their people perform work. It causes contaminant in work place. Pressures for local responsiveness

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What is a feedback? Good Feedback Makes Excellence More Visible Clarity of Feedback Good intention Level one: positive and negative feedback Level two: Shift controlling feedback to in informative feedback Level three: Co-designing feedback system The Need for Imagination Don’t have to be slave (phụ thuộc) to praise

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In Wendy’s restaurant, the fastest register operator gets to wear a big goal crown. Consequently, all register operators are and quick to help. So Wearing a big gold crown is an effective incentive in this restaurant to motivate people to perform well. But it doesn’t work for other individuals because wearing crown all day is very uncomfortable. Make sure you get good match between incentives and individual preferences

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“ Situations in which an employee feels there is a possibility to achieve something significant through good hard work” Good opportunity is that people are given a clear, meaningful and attainable goal.

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It is the talk we do that puts down ourselves, others, or a situation; it is complaining about each other or events that take place in our lives. Read the Case in Point , page 159 “You just can’t win with the HR department. They always find some way to make it tough to collect on your travel expense claims” “There are no way to get this mailing out on time”

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Communication and its importance Asking Questions is Motivational- or Just Plain Irritating Evaluate emotion Invite Participation Ask Open Questions Listen More Than You Speak Remember to Ask Lots of Questions Pay Attention to the Nonverbal Stuff Stimulate Thinking Finding the time to Communicate Well The Target – Focus Technique

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Overview emotion‘ perspectives Previous perspective Today’s perspectives and its importance Case study Intel Corp Position of emotion in today. Emotion and Emotional intelligence Dimensions of emotion How to focus on Positive and Active Don’t forget to let them catch their breath The emotional foundations of team effort Watch out for negative emotions The importance of recognizing emotional frameworks Using observational tools Attending to the nonverbal messages Solutions to overcome negative outlooks Stimulating positive feelings Creating an action orientation ...

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Here are some common actions which should not be done in workplace Raising voice Threatening to withhold opportunities Warning Micro management by providing lots of specific direction Negative feedback

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A De-motivating Experience (Sara’s loving of art in the class with Ms. Cumming on seventh grade and up setting with The head of art department by little regarding to Sara’s love of art) The Decline and Death of Motivation on the job Concentrate on assessment people and lose the sight of their effort. It may completely cut off opportunities for improvement. Performance Review can be De- motivating Simply grade employees’ performance. Focus on pay raise rather than employee’s abilities. One way lecture ...

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Characteristic of the human is that his desire is never ended, except on short time. When one desire is satisfied, another one comes into the foreground. And it is true for the whole life of man. Thus, it is very important to study and understand the nature and relationship of all motivations by the broad standing of human needs. Adair, J. 2006. Leadership & motivation: the fifty-fifty rule & and eight key principles of motivating others. Kogan Page

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Tham khảo bài thuyết trình 'intrinsic motivation', ngoại ngữ, anh văn thương mại phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả

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Viet Thai international (VTI) provides a dynamic and challenging work environment with tremendous opportunities for professional as well as personal growth. Viet Thai international JSC (VTI) was established in 1998 and today has grown into one of the largest consumer marketing and multi-unit retail operators in Vietnam.

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Delegation differs from participation in a number of ways: Many leaders define themselves as participative managers if they delegate tasks to their subordinates  more subordinate participation in decision making The goal of delegation is not necessarily to develop employees or create more commitment. Neither does delegation always involve power sharing with employees.

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After studying this chapter, you will be able to: Define change and explain the forces for change Describe types of change and explain the change process Summarize the reasons for resistance to change and possible solutions Present the leadership practices necessary to implement change, including the importance of vision Highlight the organization characteristics that support change

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After studying this chapter, you will be able to: Define leadership and leadership effectiveness Explain why people need leadership Discuss the major obstacles to effective leadership Compare and contrast leadership and management List the roles and functions of leaders and managers Summarize the debate over the role and impact of leadership in organizations.

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