Search results “Leadership style job satisfaction”
Leadership Styles Impact on Employee Performance Part 1
The research is about Impact of leadership styles on employee performance in retail sector. The analysis was done by using some data. The process is shown step by step so that you can use the same method for your research also. hope it helps
Views: 1269 Knowledge Abundance
Elevator Pitch: Leadership Styles and Job Satisfaction in Law Enforcement
This is an elevator pitch for a dissertation on leadership styles and job satisfaction in law enforcement.
Views: 13 Amy Miller
What is job satisfaction? Causes and Consequences - Part 1
What is job satisfaction? We usually hear phrases like “I hate my job” and “my job makes me miserable”. Why people hate their jobs? How can they be happy and satisfied with their jobs? What are the factors which contribute to job satisfaction? Let’s analyze what job satisfaction is and what factors affect it?
Views: 12832 Curious Intellect
Ethel Chiles Neal Expectaions of Job Satisfaction Based on Three Common Leadership Styles
Dr. Ethel Chiles-Neal Graduate Student from Walden University, School of Management, Leadership and Organizational Change Some leadership styles can produce job dissatisfaction, resulting in labor turnover and financial loss to organizations. Despite these known consequences, there is a lack of research on the perceptions of leadership styles conducted to understand the experiences of non-management employees on how management leadership styles affected their job satisfaction. Data collection included in-depth interviews with 25 hourly wageworkers who completed at least one annual performance discussion with their first-line supervisor. The 4 primary themes and 18 subthemes indicated that participants perceived more positive experiences with transformational leaders than they did with transactional or laissez-faire leaders. Leaders are compelled to remain flexible with leadership styles according to the needs of each employee.
Views: 73 Veronica Outlaw
How to Get People to Work Harder - The Office US
As the boss, Andy comes up with a points system in order to get the office to work harder, including letting them pick out a tattoo for him... Watch The Office US on Google Play: https://goo.gl/zV92hg & iTunes https://goo.gl/qbYX3Y Subscribe // http://bit.ly/subOfficeUS Watch Season 8 Episode 2 - The Incentive on Google Play now: https://goo.gl/zYf4Xu This is the official YouTube channel for The Office US. Home to all of the official clips from the series, the funniest moments, pranks and fails. Think we should feature your favourite episode? Let us know in the comments! FB : https://www.facebook.com/theofficenbc Twitter : https://twitter.com/theofficenbc Website : http://www.nbc.com/the-office
Views: 4607868 The Office
What Separates Leaders From Managers -​ ​Sadhguru at Wharton
​Sadhguru looks at how ​it is important that leaders move from personal ambition to a larger vision, and work on raising their perception and competence. More Videos & Blogs on Website http://www.isha.sadhguru.org Yogi, mystic and visionary, Sadhguru is a spiritual master with a difference. An arresting blend of profundity and pragmatism, his life and work serves as a reminder that yoga is a contemporary science, vitally relevant to our times. Subscribe to our channel here: http://isha.co/2ebiGKm Free Guided Meditation by Sadhguru at http://www.ishafoundation.org/Ishakriya Free Yoga Tools For Transformation at http://isha.sadhguru.org/5-min-practices/ Official Facebook Page of Sadhguru https://www.facebook.com/sadhguru Official Twitter Profile of Sadhguru https://twitter.com/SadhguruJV Download Sadhguru App 📲 http://onelink.to/sadhguru__app
Views: 1366424 Sadhguru
How to Use the Best Leadership Style for Employee Performance & Retention
Read full article here: http://www.optimusperformance.ca/the-best-leadership-style-for-improved-employee-performance-retention/ Your leadership style has a direct impact on employee performance as well as employee retention. To use the best leadership style requires some understanding of the various styles of leadership as well as developing self-knowledge..... Get a free coaching session with Stephen Goldberg for leaders and managers http://www.optimusperformance.ca/coaching-services/ Support the making of these videos by becoming a Patreon https://www.patreon.com/StephenGoldberg Download free worksheets, forms and templates from https://www.eloquens.com/channel/stephen-goldberg Free access to download documents, forms and worksheets from my website http://bit.ly/2jj57vq Receive my bi-monthly articles along with my videos http://eepurl.com/gChMb Read articles on my blog http://www.optimusperformance.ca/blog/ Download documents, forms and worksheets http://bit.ly/2jj57vq Links Stephen Goldberg Google + profile https://plus.google.com/u/1/+OptimusPerformance Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 YouTube channel https://goo.gl/da2F45 Blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 157 Stephen Goldberg
The Tannenbaum-Schmidt Leadership Continuum
To find out more about how you can use the Tannenbaum-Schmidt Leadership Continuum to adapt your leadership style to the needs of your team, read the article at https://www.mindtools.com/tannenbaum-schmidt The leadership style that you use can have a significant impact on your team's performance and well-being. Some leaders are autocratic and prefer to retain control, while others use a more flexible, participative style. Still others use a style that falls somewhere in between these two extremes. This is where The Tannenbaum-Schmidt Leadership Continuum comes in. It is a spectrum of seven different leadership styles, each of which is based on a different level of control. By adapting your approach and the amount of control you exert over your team to the different styles on the Continuum, you can boost your team's performance, trust and job satisfaction. So, take a look and find out where you fall on the Continuum, and what style best suits the needs of your team. *Graphic representation of the Tannenbaum-Schmidt Leadership Continuum taken from "How to Choose a Leadership Pattern" by Robert Tannenbaum and Warren H. Schmidt, May 1973. Copyright © 1973 by the Harvard Business School Publishing Corporation; all rights reserved.
Views: 3816 MindToolsVideos
Situational Leadership II (SLII) Leadership Styles
About Sarah Scala Consulting: Sarah Scala Consulting provides organization and leadership development, executive coaching, succession planning, change management, public speaking facilitation, and team development solutions. Serving as consultant, coach, and educator, our work transforms performance of executives, leaders, and teams, helping them reach their highest potential. We support US-based and global clients across cultures, generations, geographies, and diverse industries. Our work has resulted in elevated business profitability, increased job satisfaction of millennials, and improved performance and retention of high potentials. Connect with Sarah Scala Consulting: Visit Sarah Scala Consulting BLOG: https://www.sarahscala.com/blog2 Follow Sarah Scala Consulting on TWITTER: https://twitter.com/SarahAScala Visit Sarah Scala Consulting on MEDIUM: https://medium.com/@sarahscala Subscribe to Sarah Scala Consulting on YOUTUBE: https://www.youtube.com/channel/UChB6B0DjdUY3JDVovwd8JXQ Connect with Sarah Scala on LINKEDIN: https://www.linkedin.com/in/sarahscala/ Connect with Sarah Scala Consulting on LINKEDIN: https://www.linkedin.com/company/sarahscalaconsulting/
Business skills tutorial: Understanding what motivates and engages employees | lynda.com
Although job satisfaction can sometimes boost productivity, it's not necessarily a strong motivator for employees. In this tutorial, explore the role of employee engagement and see how it affects productivity in the workplace. Watch more at http://www.lynda.com/Business-Business-Skills-tutorials/Motivating-Engaging-Employees/137886-2.html?utm_campaign=DIiv9Ugz5zw&utm_medium=viral&utm_source=youtube. This tutorial is a single movie from the Motivating and Engaging Employees course presented by lynda.com author Todd Dewett. The complete course is 1 hour and 50 minutes and shows how to motivate your team and retain their valuable contributions over time. Introduction 1. Understanding Your Team 2. Building Relationships 3. Creating a Strong Culture 4. Offering Opportunity 5. Troubleshooting Common Challenges
Views: 834 LinkedIn Learning
Leadership styles
There is never a one-size-fits-all leadership style for every business – all companies operate differently and certain traits will be more successful in some environments than others. However, having a thorough understanding of various leadership styles enables senior executives to not only adopt the correct characteristics for themselves, but also choose better managers throughout the organisation. Here is a list of nine common leadership styles and a brief summary of their advantages and disadvantages. Transformational leadership Often considered among the most desirable employees, people who show transformational leadership typically inspire staff through effective communication and by creating an environment of intellectual stimulation. However, these individuals are often blue-sky thinkers and may require more detail-oriented managers to successfully implement their strategic visions. For more information on transformational leadership traits, please click here. Transactional leadership Transactional leadership is focused on group organisation, establishing a clear chain of command and implementing a carrot-and-stick approach to management activities. It is considered transactional because leaders offer an exchange; they reward good performances, while punishing bad practice. While this can be an effective way of completing short-term tasks, employees are unlikely to reach their full creative potential in such conditions. Servant leadership People who practice servant leadership prefer power-sharing models of authority, prioritising the needs of their team and encouraging collective decision-making. Research by Catalyst has claimed this style, described as altruistic leadership by the company, can improve diversity and boost morale. However, detractors suggest servant leaders lack authority and suffer a conflict of interest by putting their employees ahead of business objectives. Autocratic leadership A more extreme version of transactional leadership, autocratic leaders have significant control over staff and rarely consider worker suggestions or share power. Ruling with an iron fist is rarely appreciated by staff, which can lead to high turnover and absenteeism. There can also be a lack of creativity due to strategic direction coming from a single individual. This leadership style is best suited to environments where jobs are fairly routine or require limited skills. It is also common in military organisations. Laissez-faire leadership More commonly used to describe economic environments, laissez-faire literally means “let them do” in French. This is typically translated to “let it be”. As such, laissez-faire leaders are characterised by their hands-off approach, allowing employees to get on with tasks as they see fit. This can be effective in creative jobs or workplaces where employees are very experienced. However, it is important that leaders monitor performance and effectively communicate expectations to prevent work standards slipping. Democratic leadership Also known as participative leadership, this style – as the name suggests – means leaders often ask for input from team members before making a final decision. Workers usually report higher levels of job satisfaction in these environments and the company can benefit from better creativity. On the downside, the democratic process is normally slower and may not function well in workplaces where quick decision-making is crucial. Bureaucratic leadership Bureaucratic leadership models are most often implemented in highly regulated or administrative environments, where adherence to the rules and a defined hierarchy are important. These leaders ensure people follow the rules and carry out tasks by the book. Naturally, this works well in certain roles – such as health and safety – but can stifle innovation and creativity in more agile, fast-paced companies.
Views: 207 Alisha Academy
Stop Trying to Motivate Your Employees | Kerry Goyette | TEDxCosmoPark
It’s a misconception that you can motivate your employees. They’re already motivated. The key is to unleash their motivation. The Founder of Aperio Consulting Group, Kerry Goyette takes a deeper dive into motivation, how to leverage it, and the counterproductive motivations that may be holding us back from success. Kerry is the Founder & President of Aperio Consulting Group, a corporate consulting firm that provides workplace analytics and training to build high performance cultures. Kerry consults clients across the world on scientific strategies for engineering teams that maximize performance. She is also the founding authority of the Motivational Research Institute focused on identifying the key human factor contributors to success.Kerry is certified to administer a wide variety of cutting edge workplace analytics measuring motivation, engagement, safety/risk management behaviors, attitude, mental ability, emotional intelligence and many others. In addition, she is a certified forensic interviewer with advanced training as an expert witness by the American Prosecutors Research Institute. This specialized training has given her unique insight in diagnosing the true problem. Her consulting has taken her all over the world which has exposed her to a variety of workplace cultures and industries. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 743548 TEDx Talks
Vlog: Authentic Leadership & Job Satisfaction
In today's Vlog I talk about the Authentic leader-follower role in job satisfaction. This discussion comes from the Australia Journal of Managment and is titled: Congruence of leader self-perception and follower perceptions of authentic leadership: Understanding what authentic leadership is & how it enhances employees' job satisfaction, by Matej Černa and colleagues from the University of Ljubljana. Here are the two big questions. 1. When a follower perceives a leader as authentic, does their job satisfaction increase? and 2., Does job satisfaction increase when the leader perceives themselves as authentic at the same time as a follower perceives the leader as authentic. Essentially, dual perceived authenticity. To answer this Černa and colleagues investigated 24 executives and 171 of their followers. Using several statistical methods they found that when followers perceive the leader as authentic their job satisfaction increases. What is interesting, is that they also measured whether a leaders perception of their authenticity had an impact on job satisfaction. The result is a big fat no. This makes sense because being authentic is an intrinsically motivated state. The second question is also equally as interesting. What they found is that when both the leader and follower shared perceptions of authentic leadership (leader self-perception and follower leader perception) job satisfaction increased to an even high level. This is attributed to the outcomes or actions of an authentic leader. What I mean by this is that when a leader embraces their authenticity, they facilitate meaningful interactions with their followers (sounds a little culty) that revolve around trust, relationships and dual processing (looking at both sides of an issue). So, some food for thought. Be on the lookout for this as a blog. Next week, the impact of authentic leadership on not only the follower but the group.
Views: 59 James Kelley
Six Leadership Styles - mylivpro
Imagine that you work with a positive, charismatic leader. She's excited about the future of the organization, and she shares this excitement with her team. She makes sure that people understand how their efforts contribute to this future, and this inclusion sparks loyalty and intense effort in the team. Generally, morale and job satisfaction are high, because team members feel that they're making a difference. However, some people in her team don't respond well to this style of leadership. And when there's a crisis, she struggles to get some of them to focus on short-term objectives. She could be more effective by varying her approach to leadership, depending on the situation; and she could do this by using "six emotional leadership styles," each of which is useful in different circumstances. In this video, we'll look at these six emotional leadership styles. We'll explore each style, and we'll look at the situations where each is most useful. We'll also explore how you can develop the skills needed to use each style effectively.
Peceptions on job satisfaction between faculty and   20181111 182756 27
This paper discovers the difference between faculty and staff perceived job satisfaction and their perception on managements’ leadership style. This study better understands the levels of job satisfaction among faculty and staff within higher education and what contributes to their perception on job satisfaction.
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Views: 224 Rfqh Rshd
Transformational Leadership
To learn more about Transformational Leadership, see the article at www.mindtools.com/transformationalleadership. Have you ever wondered just what is it about your leadership style that brings out the best in your people? And have you ever thought about the aspects that might need improvement? What are you going to do about it? Do you know where to start? If you want a team that is successful, highly motivated, fiercely loyal, and prepared to go the extra mile to get the job done, try Transformational Leadership... your team will thank you for it. To find out more, watch this video.
Views: 30815 MindToolsVideos
Jack Welch Shares The Secrets To Professional Success
Jack Welch's 20 years at General Electric elevated him as one of business' great leaders. His advice and leadership style are still sought out by aspiring managers around the world. Here are some of the tips he thinks are vital to having a 'homerun' career. » Subscribe to CNBC Make It.: http://cnb.cx/2kxl2rf Over-deliver When your boss asks you to do something, it's not enough to just hit the minimum requirement. "Always do more than you're asked for. Don't just do the homework assignment — do more," Welch says. Consistently over-delivering on your assignments demonstrates that you go the extra mile and can be trusted with bigger projects and responsibilities. Everyone is a mentor Finding a mentor to help guide you through the obstacles and challenges that arise throughout your career can be key to your professional success. But Welch says you shouldn't just look to your superiors or older colleagues for guidance. Finding a mentor can mean identifying someone with a skill you want to learn, not just someone with a better job title. "Everyone is a mentor. You see somebody speak, you say 'I like the way that person speaks,' you adapt your way of doing it," Welch says. "Translate it into your way of doing things." Be authentic Being true to yourself as you grow professionally, rather than imitating others, can open doors. "Authenticity is such a value that people lose sight of," Welch said. "Learn from everybody, but be yourself." Ask how you can improve It's one thing to work toward self-betterment, but how can you know what to improve on if you don't ask? Welch says the first step in improving your performance is having the confidence to speak up and ask where you're lacking in the first place. "You've got to have the self-confidence to get in and say, 'What do I have to do? What am I doing wrong?'" says Welch. "Bring candor to the party right away, develop a dialogue." If you feel your boss or job isn't contributing meaningfully to your development, even after you've asked for guidance, have the confidence to pack up and move on to your next challenge. Don't go around your boss Even if you're not getting satisfaction, you should never try to circumvent your boss — getting on their bad side can have lasting repercussions, even beyond your current job. "Going around your boss is a losing strategy. It's not going to work," Welch warns. Former Navy SEAL Jocko Willink recommends becoming your boss' ally. "Regardless of whether my boss is an amazing human being or a horrible human being," says Willinik "what I'm trying to do is build a relationship with them." About CNBC Make It.: CNBC Make It. is a new section of CNBC dedicated to making you smarter about managing your business, career, and money. Connect with CNBC Make It. Online Get the latest updates: http://www.cnbc.com/make-it Find CNBC Make It. on Facebook: http://cnb.cx/LikeCNBCMakeIt Find CNBC Make It. on Twitter: http://cnb.cx/FollowCNBCMakeIt Find CNBC Make It. on Instagram: http://bit.ly/InstagramCNBCMakeIt Find CNBC Make It. on LinkedIn: https://cnb.cx/2OIdwqJ #CNBC #CNBCMakeIt #JackWelch Legendary CEO Jack Welch shares his best advice for a successful career | CNBC Make It.
Views: 5250 CNBC Make It.
The Blake Mouton Managerial Grid: Balancing People's Well-Being With Productivity
If you want to learn more about how the Blake Mouton Managerial Grid can help you to adapt your leadership style, to achieve both high morale and high productivity, read the article at www.mindtools.com/blake-mouton How do you lead your team? Do you prioritize getting work done? Or do you focus more on people's happiness and well-being? If you focus more on productivity and are only interested in tasks being completed, your people will likely lose their motivation. But, if you prioritize people's well-being over productivity, it can have a detrimental effect on your bottom line. So, what do you do? How can you adapt your leadership style to achieve a good balance between the two? The Blake Mouton Managerial Grid is a popular tool for checking where your "task versus person" orientation lies. It explores the impact of your leadership style on team motivation and productivity. So, take a look, and see what you can do to achieve a better balance!
Views: 18843 MindToolsVideos
Nursing Leadership (Employee satisfaction scenarios)
A few skits enacting out situations and scenarios that deal with employee satisfaction in the nursing work environment.
Views: 175 Tamara Scott
Simon Sinek on How Military Leadership Styles Inspire Loyalty and Purpose
In Chapter 14 of 16 in his 2009 Capture Your Flag interview with host Erik Michielsen, author Simon Sinek shares why United States Air Force General Lori Robinson's leadership style, humility, & purpose has created a loyal following. "Start With Why" author Sinek deconstructs General Robinson's leadership style and its empowering affect on others, including himself. View more Near Peer career video insights like this at http://www.captureyourflag.com Transcript: Erik Michielsen: Through your journey, you have spent some time working with the United States Air Force and met some incredible people there that inspired you. One was Brigadier General Lori Robinson. What did she teach you about humility and inspiration? Simon Sinek: Lori Robinson is one of the most gifted natural leaders I have ever had the pleasure of meeting. What is remarkable about her is that she is not what you would expect. It is not about power or fire and brimstone. She is very humble and, in fact, self deprecating a lot of the time. She has an undying belief. She knows her job is to show up and clear a path for others so they can succeed. She says I`m in the Air Force because I want to leave this country in better form than I found it. It is because she shows up to work everyday with that purpose it has accelerated her career but more importantly created a following for her. She is going to leave the Air Force in better shape than she found it and because of her this country will be left in better shape than when she found it. She is pretty remarkable.
Views: 16100 Capture Your Flag
MBA 101 Leadership, Path Goal Theory Contingency Models
The Path-Goal model is a theory based on specifying a leader's style or behavior that best fits the employee and work environment in order to achieve a goal (House, Mitchell, 1974). The goal is to increase your employees' motivation, empowerment, and satisfaction so they become productive members of the organization. Path-Goal is based on Vroom's (1964) expectancy theory in which an individual will act in a certain way based on the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. The path-goal theory was first introduced by Martin Evans (1970) and then further developed by House (1971). The path-goal theory can best be thought of as a process in which leaders select specific behaviors that are best suited to the employees' needs and the working environment so that they may best guide the employees through their path in the obtainment of their daily work activities (goals) (Northouse, 2013). While Path-Goal Theory is not a detailed process, it generally follows these basic steps as shown in the graphic below: Determine the employee and environmental characteristics Select a leadership style Focus on motivational factors that will help the employee succeed Employees interpret their leader's behavior based on their needs, such as the degree of structure they need, affiliation, perceived level of ability, and desire for control. For example, if a leader provides more structure than what they need, they become less motivated. Thus, a leader needs to understand their employees so they know how to best motivate them. References Evans, M.G. (1970). The effects of supervisory behavior on the path-goal relationship. Organizational Behavior and Human Performance. 5: 277–298. House, R.J. (1971). A Path-Goal Theory of Leader Effectiveness. Administrative Science Quarterly. 16, 321-328. House, R.J., Mitchell, T.R. (1974). Path-goal theory of leadership. Journal of Contemporary Business. 3: l–97. House, R.J. (1996). Path-goal theory of leadership: Lessons, legacy, and a reformulated theory. Leadership Quarterly. 7 (3): 323–352. Northouse, P. (2013). Leadership Theory and Practice. Thousand Oaks: Sage Publications, Inc. Ridley, M. (2003). Nature Via Nurture. New York: Harper Collins. Stogdill, R.M. (1974). Handbook of Leadership: A Survey of Theory and and Research. New York: Free Press. Vroom, V.H. (1964). Work and motivation. New York: Wiley. ============================= SUBSCRIBE TO MY YOUTUBE CHANNEL https://www.youtube.com/Can-Indian channel.. ============================= TO FIND OUT MORE about me please visit www.I-CanIn.com Follow me on Facebook @yesIcanandIwill Follow me on Twitter @CanindianM Follow me on Instagram @CanindianM
Views: 9905 Can-Indian Channel
How to Make Millennials Want to Work for You | Keevin O'Rourke | TEDxUNI
Are Millennials really lazy, self-centered narcissists whose biggest contribution to our culture is twerking? Should business leaders fear the influx of Millennials working beside them and for them? Keevin O’Rourke offers a perception-shifting take on what Millennials believe about work—and how to make the most of what his generation has to offer 21st-century employers. But first, Millennials want to know why they should work for you, rather than for themselves. Keevin O’Rourke is not just looking ahead to his senior year in college as a marketing major at the University of Northern Iowa. He is strategizing ways to grow his startup company, Monday Creations, out of its current space. Passionate about entrepreneurship, Keevin is vice president of his campus Entrepreneurship Club and an advisory board member for a local One Million Cups group. In those roles, he advises fellow Millennials with startup dreams of their own—the perfect vantage point from which to figure out what Millennials really want in a workplace. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 135277 TEDx Talks
Employee Choice Awards 2014 | "8 Different Types of Leaders... Which Are You?"
CareerJoy is an official sponsor of the 2014 Employees' Choice Awards. Please visit employeeschoice.ca to learn more. ------- The best leaders are those who know they don’t have all the answers. It’s not enough to have leadership abilities. As your level of responsibility increases you must constantly work to boost your leadership skills. To do this, you need to start with an honest assessment of those areas where you are strong and those that need some work. Alan Kearns, founder of CareerJoy.com, your exclusive career and leadership coaching partner, will lead you through this interactive webinar where you will learn to establish concrete goals, plans, and methods to facilitate professional development and ensure leadership success. You will learn to: • Recognize and define your skills, interests, and values. • Learn about 8 different types of leaders... which one are you? • Set achievable goals and make informed, fulfilling decisions. • Understand how personal ethics can affect business decisions. • Overcome barriers that are holding you back. • Utilize your untapped internal leadership power. • Develop your unique value proposition for competitive advantage. • Increase your personal productivity. • Improve staff productivity and job satisfaction. • Improve your relationship with clients, staff and peers.
Explain the style of leadership
Need Answer Sheet of this Question paper Contact us at [email protected] M: 7019944355 Human Resource Management Q.1 (a) Write a short note on human element and productivity. 08 (b) Explain the mass law theory for human need. 08 Q.2 (a) Write a short note on X and Y theory of Mc Gregor. 08 (b) Explain the importance of human resource in industrial environment. 08 OR (b) Explain the relation between morale and productivity. 08 Q.3 (a) Define job satisfaction. State the factors affecting the job satisfaction.08 (b) Explain the style of leadership. 08 OR Q.3 (a) Describe the role of the group in the organisation. 08 (b) Explain the concept of group dynamics. 08 Q.4 (a) Explain the importance of training. 08 (b) Explain the role of supervisor as a trainer. 08 OR Q. 4 (a) State five factors affecting decision making. 08 (b) Write a short note on decision making and goal achievement. 08 Q.5 (a) State the factors obstructing change. 08 (b) Explain strategies to manage change. 08 OR Q.5 (a) Explain at least three factors of Report. 08 (b) Explain the objectives of communication. 08 Need Answer Sheet of this Question paper Contact us at [email protected] M: 7019944355
Why an empowering leadership style can go wrong
https://www.oxford-review.com/downloads/empowering-leadership-style-can-go-wrong/ A growing range of studies have recently shown that empowering leadership has a range of positive outcomes in organisations, such as increasing: • creativity and innovation • job satisfaction • organisational citizenship behaviours • psychological ownership • intrinsic motivation.
Leadership with its theories in hindi
Thank you friends to support me Plz share subscribe and comment on my channel and Connect me through Instagram:- Chanchalb1996 Gmail:- [email protected] Facebook page :- https://m.facebook.com/Only-for-commerce-student-366734273750227/ Unaccademy download link :- https://unacademy.app.link/bfElTw3WcS Unaccademy profile link :- https://unacademy.com/user/chanchalb1996 Telegram link :- https://t.me/joinchat/AAAAAEu9rP9ahCScbT_mMA
Views: 63933 study with chanchal
Leadership style influences the job satisfaction of employee in Kuching, Sarawak.
Views: 19 Cynthia Pavalamani
MINDTOOLS video featuring presenter Kayko Andrieux discussing "Different Ways to Lead"
The most effective leaders know that leadership is not a "one-size-fits-all" approach. They adapt their style to fit each unique situation. When you understand the different leadership frameworks and approaches available, you're better able to guide your team through challenging situations. For instance, psychologist Kurt Lewin identified three major leadership styles and, in his framework, gives a popular way to think about leadership. One of these is autocratic leadership. Leaders who use this style make decisions without talking to their team. What they say, goes. The autocratic leadership style can be demoralizing, but it's often effective in emergency or crisis situations. Another one of Lewin's leadership styles is democratic leadership. Leaders who use this style still have the final say, but they include their team in the decision-making process. Democratic leadership is empowering, and encourages creativity. But it can be ineffective when you need to make a quick decision. The last of Lewin's styles is laissez-faire leadership. Laissez-faire leaders give their team a lot of freedom in how they do their work. This autonomy can lead to high job satisfaction, but it can backfire if team members don't know how to manage their time well. Another effective leadership style that Lewin doesn't talk about is transformational leadership. Transformational leaders have integrity and high emotional intelligence. They're good communicators, and they motivate their team with a shared vision of the future. These leaders are authentic, empathetic, humble, and inspirational. However, their magic can quickly fade if they get carried away by giving short deadlines and expecting others to work long hours. As you can imagine, there are many more approaches and frameworks you can use to lead your team. And there's no one style that works for all situations. When you understand the different approaches available, you can tailor your own leadership style to better fit the situation you're in. To learn more about leadership styles, see the article that accompanies this video. Add this article to My Learning Plan Rate this resource
Views: 1927 kayko andrieux
Work-life balance or life-life balance? Leadership styles, management,  Human Resources Speaker
http://www.globalchange.com Work - life balance now priority for majority of executives in many nations. How to get better balance in personal and family life. Children and parents. Friends and career direction. Job choices, workplace motivation and winning war for talent. Attracting and keeping best people in motivational way. Leadership styles, leadership quotes, leadership skills and management training. Executive education and staff engagement impact on workplace performance, productivity, output and customer satisfaction ratings. Part-time working and gender equality. Feminisation of workplace. Women outperforming men and business school, college and junior management. Macho office culture. Mangers, human resources and personnel issues. Employment law and legislation regarding working hours directives, out of hours working, overtime demands, weekend working. Worcoholic boss, managing your teams, Insensitivity and lack of emotional intelligence. Home working, distance working and flexiworking. Flexible hours improves work-life balance. Promotion of incompetent male workers. Patrick Dixon, conference keynote speaker and futurist.
Organizational Behavior: Its Impact in Organizational Effectiveness (OB)
Vídeo de presentación del curso de CEPADE-UPM "Organizational Behavior: Its Impact in Organizational Effectiveness" (OB) impartido por Alberto Ponte More information https://www.cepade.es/Oferta/Cursos/OB/ORGANIZATIONAL-BEHAVIOR-ITS-IMPACT-IN-ORGANIZATIONAL-EFFECTIVENESS and about all our academic offerings http://www.cepade.es Presentation: Organizational effectiveness depends largely on attitudes and behaviors of individual and groups that work on it. Employees act, individually and as a group, to meet organizational objectives as well as they are trying to meet their personal needs. To maximized organizational effectiveness, managers and leaders need to get a deep understanding of human behavior, personal traits, interpersonal relationships and interactions between individuals and groups. They also must know organizational behavior´s mechanisms and tools that help them to design the interventions needed to get the maximum of effectiveness of their organizations. Learning Outcomes: After completing the course you will be able to: • Identify the characteristics and mechanisms of organizations as complex systems, including three different dimensions; individual, group and organization. • Identify the roles, skills and personal characteristics that managers and leaders develop to produce the adaptive survival strategies of their organizations. • Understand the key organizational components of the “hard side” - organizational structure, processes and systems - and the “soft side” - culture, leadership and communication. • Comprehend the individual behavioral components – motivation, personal interests, values, personality traits and diversity - and their consequences – job satisfaction, stress and work and well-being. • Understand group behaviors, team development tools and their incidence in organizational knowledge. • Identify needs for change and transformational processes to increase organizational effectiveness. Course contents: 1. Organizations as complex systems; introduction to organizational behavior, organizations and their environments, organizational structure, organizational culture, organizations as complex systems. 2. Managerial roles and skills; managerial roles, managerial skills, the “4-looks model of business management” (a practical tool for assessing our management style), practical applications to the workplace. 3. Individual behavior and underlying characteristics; individual behavior and performance, competencies, underlying characteristics, personality dimensions, values and beliefs, motives and interests, individual behavior change. 4. Individual behavior in work settings; motivation at work, generation X & Y, motivational factors, diversity at work, job satisfaction, well-being and stress at work, power in organizations. 5. Group behavior; group behavior and performance, groups in organizations, research and studies about groups, diversity in teams, virtual groups. 6. Team building; teamwork in organizations, stages of team development, team effectiveness, collaboration and teaming. 7. Leadership and coaching; introduction to leadership, leadership functions and styles, trust, power and other key new findings on leadership, coaching. 8. “Hard” components of organizations; structuring organizations, different approaches in organization structures, designing organizational structures, planning, management control and information. 9. “Soft” components of organizations; content and carriers of culture, understanding and exploring culture, culture creation and evolution. 10. Change management; foundations of change management, individual and group behavior in change initiatives, comprehensive methodology for change. Conecta con nosotros en Twitter: http://twitter.com/cepade_upm LinkedIn: https://www.linkedin.com/company/cepade---universidad-polit-cnica-de-madrid Facebook: https://www.facebook.com/UPM.CEPADE Instagram: https://www.instagram.com/cepade_upm Google+: https://plus.google.com/+cepade Blog: http://www.cepade.es/blog
Views: 2269 CEPADE UPM
PSYC1025 Leadership Presentation
Group T - Mandy Lin, Yuzhao Wang, Jack Norris, Samuel Cheung, Timothy Chan, Ashley Chan References Aiman Planet Borneo Group of Companies. (2014, May 2). The differences between traits theories and behavioral theories of le…. Retrieved October 1, 2016, from http://www.slideshare.net/mistodome/the-differences-between-traits-theories-and-behavioral-theories-of-leadership Barry, LB 2009, Using a Case Study to Develop the Transformational Teaching Theory, Journal of Leadership Education, Volume 7, Issue 3, PP.50-59 Boundless 2016, General Strengths and Limitations of Trait Perspectives, Boundless Psychology, accessed September 2016, https://www.boundless.com/psychology/textbooks/boundless-psychology-textbook/personality-16/trait-perspectives-on-personality-79/general-strengths-and-limitations-of-trait-perspectives-312-12847/ Doyle, M. E., & K, M. (2013, May 9). Classical models of managerial leadership: Trait, behavioural, contingency and transformational theory. Retrieved October 1, 2016, from http://infed.org/mobi/classical-models-of-managerial-leadership-trait-behavioural-contingency-and-transformational-theory/ Hay, Iain, Transformational Leadership: Characteristics and Criticisms, Flinders University Implement an Effective Communications Evaluation Plan, Nonprofit Communications Report 2015, Vol. 13, Issue 4, pp. 6, accessed 30 May 2016 from UNSW Database. Leadership-Central, 2016. (2010). Behavioral theories of leadership. Retrieved October 1, 2016, from http://www.leadership-central.com/behavioral-theories.html Majella, JA & Routh, EG 2007, A Study of Transformational Leadership, Organisational Change and Job Satisfaction, In: 7th Industrial & Organisational Psychology Conference and 1st Asia Pacific Congress on Work and Organisational Psychology, Adelaide, Australia. Malik, Sikandar, A Study of Relationship between Leader Behaviors and Subordinate Job Expectancies: A Path-Goal Approach, Pak. J. Commer. Soc. Sci. 2012 Vol. 6 (2), 357-371 Neil K, Negatives of a Situational Leadership Style, azcentral, accessed September 2016, http://yourbusiness.azcentral.com/negatives-situational-leadership-style-12378.html TechnoFunc. (2012). Iowa leadership studies. Retrieved October 1, 2016, from http://www.technofunc.com/index.php/leadership-skills-2/leadership-theories/item/iowa-leadership-studies Transformational Leadership, MindTools, accessed September 2016, https://www.mindtools.com/pages/article/transformational-leadership.htm
Views: 107 Ashley Chan
SMU Mindfulness Conversation 2013 (Speaker: Assoc. Prof. Jochen Reb)
Topic: Benefits of leader mindfulness: Findings from recent studies. By Assoc. Jochen Reb, Associate Professor of Organisational Behaviour & Human Resources, Lee Kong Chian School of Business, Singapore Management University. Note: Slides can be found here: http://business.smu.edu.sg/events/2013/11/13/smu-mindfulness-conversation-2013 Synopsis: Here, Assoc Prof Reb shared the findings from two of his recent studies which analysed the effects of mindfulness on leaders, as well as leader mindfulness on employees. He found that when leaders were more mindful, employees experienced increased job satisfaction, were more emotionally committed to their organisation, suffered less emotional exhaustion, and were also less likely to consider changing jobs. An increase in Organisation Citizenship Behaviour was also observed, as employees become more willing to help others in the workplace. In another study, leaders' mindfulness levels were correlated to employee variables. He found that the more mindful the leaders, the higher the satisfaction levels of their employees and the less the level of employee deviance (e.g. coming to work late etc.). Employees also felt less exhausted and reported a higher level of work-life balance. Assoc Prof Reb spoke about the 'doing' mode of leadership and the 'being' mode of leadership, i.e. being mindful and valuing people for 'being there'. He highlighted that some cultures tend to value inter-personal sensitivity and relationship more. In the context of leadership, this kind of approach may help leaders improve the quality of their relationships with their employees. His study also showed that mindful leadership is even more beneficial when job complexity increases. About the SMU Mindfulness Conversation 2013: The topic of mindfulness, or open awareness of present-moment experiences, has been receiving increased attention. In SMU's Mindfulness Conversation 2013, which was held at the Singapore Management University on 13 November 2013, we took a closer look at what is behind the growing popularity of mindfulness. The conversation brought together experts from research and practice. They shared evidence and insights into what mindfulness is and how it can help leaders, employees, and organisations to become more effective.
Herzberg's Two-Factor theory of Motivation - Simplest explanation ever
Herzberg's Two-Factor theory of Motivation - Simplest explanation ever Herzberg's Two-Factor theory is a motivational theory used in business to understand the driving factors to employee motivation and retention. To this day, it is a relevant theory in terms of understanding non-monetary means of ensuring employee satisfaction and motivation. This simple video is derived from expert input and the presentation style is deliberately kept simple and concise as always. Please like & share the video and subscribe to this channel to express support. I intend to dedicate time and resources to improve the quality & presentation of future content. Music: http://www.bensound.com
Views: 39763 Mister Simplify
Transformational Leadership: Manny & Jacki
Transformational Leadership Video Works Cited Ackoff, Russel L. "Transformational Leadership." Strategy & Leadership 27.1 (1999): 20-25. ScienceDirect (Elsevier). Web. 2 Dec. 2013. Braun, Susanne, Claudia Peus, Silke Weisweiler, and Dieter Frey. "Transformational Leadership, Job Satisfaction, and Team Performance: A Multilevel Mediation Model of Trust." The Leadership Quarterly 24.1 (2013): 270-83. ScienceDirect (Elsevier). Web. 2 Dec. 2013. Doucet, Olivier, Jean Poitras, and Denis Chenevert. "The Impacts of Leadership on Workplace Conflicts." International Journal of Conflict Management 20.4 (2009): 340-53. Emerald. Web. 2 Dec. 2013. Menges, Jochen I., Frank Walter, Bernd Vogel, and Heike Bruch. "Transformational Leadership Climate: Performance Linkages, Mechanisms, and Boundary Conditions at the Organizational Level." The Leadership Quarterly22.5 (2011): 893-909. ScienceDirect (Elsevier). Web. 2 Dec. 2013. Walter, Frank, and Heike Bruch. "Structural Impacts on the Occurrence and Effectiveness of Transformational Leadership: An Empirical Study at the Organizational Level of Analysis." The Leadership Quarterly 21.5 (2010): 765-82. ScienceDirect (Elsevier). Web. 2 Dec. 2013. Zhu, Weichun, Bruce J. Avolio, Ronald E. Riggio, and John J. Sosik. "The Effect of Authentic Transformational Leadership on Follower and Group Ethics." The Leadership Quarterly 22.5 (2011): 801-17. ScienceDirect (Elsevier). Web. 2 Dec. 2013.
Views: 230 Jacki Kelly
Job Satisfaction of Employee
Title of Article: Information Technology - Jobs, Employees, Satisfaction Name of Author: Mr. Maheshkumar D. Mohite; MBA, BA, DCPE. Published: (15/11/2017) Ref: https://aaryinfolineorganization.blogspot.in/p/title-informationtechnology-jobs.html Kolhapuri people have good life style and personality. They are born talented with own quality. They have own life, habit, personality and leadership quality. Kolhapur is a historic city. It is a popular district in Maharashtra State of country India. Last decades there are various industries in Kolhapur. Kolhapurchi Ambabai and Jyotiba Temple, Rankala Lake, wrestling, food, vegetable etc are famous from all over India. Kolhapur is one of the attractive tourist places from India. Deccan Vipassana Research Centre is widely famous at international level. Sugar and Jaggery of Kolhapur are very famous. There are four major industries in Kolhapur. Those are Shivaji Udyam Nagar Industry, Shiroli MIDC, Gokul Shigaon MIDC, Five Star MIDC in Kagal area. Now one more industry is added that is Information Technology. 10 to 15 Cr already invested for developing INFORMATION TECHNOLOGY industry in Kolhapur city. In Today’s environment, Kolhapuri INFORMATION TECHNOLOGY companies are expert in Support, Develop, Maintain and Design various Software, Hardware and Network System. Kolhapuri Software Companies businesses are widely famous in various location such that Domestic, National and International. Yearly 1, 54,245 candidates are attracting for job purpose to this city. Information Technology companies are expanding its business to national and international level. INFORMATION TECHNOLOGY companies from Kolhapur are designing, developing and maintaining Software. They are a leader in today’s market by considering his creativity, ability and employee power. Companies hire an employee who has best technical and nontechnical skill. According to my observation, there are following business found in IT industry of Kolhapur city (Ref Table Number 1). Those business areas are 16 % Software, 8% Hardware, 14% networking, 4% Clouds, 16% Sales, 13% Service, 11% Support, 12% outsources and other 6% other business found in Kolhapur. Yearly 1,500 to 6,000 people are waiting to join in INFORMATION TECHNOLOGY companies in Kolhapur city. They offer salary approximately between 3,500 Rs to 1, 50,467 Rs to right candidates. Some Companies are offering salary approximately between 6, 500 Rs to 3, 12, 800 included all benefits. Following table 2 shows that approximately ‘Salaries offer by INFORMATION TECHNOLOGY Companies Kolhapur’. Information Technology employer offers salaries to candidates between 4650 to 38000 INR at the position Trainee to Large experience. According to local HR agencies, freelancer, institutes, non-profit organization like ‘Aary Infoline organization’ are told that regularly we are facing such employees problems, they are looking for change or switch from his or her jobs; IT’s employees and new candidates are willing to go in Pune, Bangalore and Mumbai city. Especially IT company’s employees don’t like salary comparing to work and environment. Candidates don't satisfy with naukri, payscale, monster, indeeds, timesjob, shine recruitment services because they offer foolish jobs, salary and calls for this city. Such recruiter cannot support well with free service. They provide well job service to paid candidate only. Such company’s salary reports are not true. INFORMATION TECHNOLOGY companies are expect more from new candidate. Technical candidates are frustrated with too much computation and assigned jobs. Companies are hired employees by using the variously complicated technique. Generally, they are finding a right candidate; just like three pot filter technique. About Author: Maheshkumar Devendra Mohite, MBA, BA, DCPE Reside : Kolhapur at Nej
Empowering People in Leadership
Leaders give followers more power, information, and authority to enable them to find greater intrinsic satisfaction. Empowerment refers to power sharing, the delegation of power or authority to subordinates in the organization. Empowerment can enhance motivation by meeting the higher-level needs of employees. In addition, leaders greatly benefit from the expanded capabilities that employee participation brings to the organization.To empower followers, leaders provide them with an understanding of how their jobs are important to the organization’s mission and performance, thereby giving them a direction within which to act freely. Five elements must be in place before employees can be truly empowered to perform their jobs effectively: information, knowledge, discretion, meaning, and rewards. When employees are fully empowered, they are involved in defining mission and goals as well as in determining how to achieve them.
Views: 857 Gregg Learning
Gaining Commitment From Employees in the Workplace
http://www.bensimonton.com Put commitment at the top of your list of goals for managing people. When you gain commitment, you get the best of each person. Go for it! Watch the video and find out how. Then join us for more great step-by-step instructions and discussion of essential leadership skills and methods to develop - subscribe over at bensimonton.com/subscribe so you don't miss a thing.
Views: 3297 Ben Simonton
Employee Motivation - How to Motivate Employees
Employee Motivation - How to Motivate Employees. Download my Leadership Development Plan Workbook here: http://bit.ly/eglworkbook In this video I will give you 4 tips for employee motivation. I will talk about the psychology of motivation, how to take advantage of intrinsic motivation, extrinsic motivation and use leadership skills to build a culture of motivation on your team. Watch this video if you want to learn: - How to use psychology to motivate employees - Good leadership skills for intrinsic motivation - Business management for extrinsic motivation - Effective leadership for building a culture of motivation on your team DOWNLOAD: The Leadership Development Plan Workbook here: http://bit.ly/eglworkbook For more motivation, management and leadership tips on social media: twitter: @evilgeniuslead Facebook: Evil Genius Leadership Consultants LinkedIn: Evil Genius Leadership Consultants Instagram: @evilgeniusleadership For more tips on employee motivation, watch this video: https://www.youtube.com/watch?v=R8TzmG-Pr40 https://youtu.be/Xb-DmTSvMxs -~-~~-~~~-~~-~- Please watch: "Telling Stories Through Photography - Emily Wilson Interview Part 1" https://www.youtube.com/watch?v=xUXKyXsoE7U -~-~~-~~~-~~-~-
Define job satisfaction  State the factors affecting the job satisfaction
Need Answer Sheet of this Question paper Contact us at [email protected] M: 7019944355 Human Resource Management Q.1 (a) Write a short note on human element and productivity. 08 (b) Explain the mass law theory for human need. 08 Q.2 (a) Write a short note on X and Y theory of Mc Gregor. 08 (b) Explain the importance of human resource in industrial environment. 08 OR (b) Explain the relation between morale and productivity. 08 Q.3 (a) Define job satisfaction. State the factors affecting the job satisfaction.08 (b) Explain the style of leadership. 08 OR Q.3 (a) Describe the role of the group in the organisation. 08 (b) Explain the concept of group dynamics. 08 Q.4 (a) Explain the importance of training. 08 (b) Explain the role of supervisor as a trainer. 08 OR Q. 4 (a) State five factors affecting decision making. 08 (b) Write a short note on decision making and goal achievement. 08 Q.5 (a) State the factors obstructing change. 08 (b) Explain strategies to manage change. 08 OR Q.5 (a) Explain at least three factors of Report. 08 (b) Explain the objectives of communication. 08 Need Answer Sheet of this Question paper Contact us at [email protected] M: 7019944355
BOSS HOG'S BUSINE$$ TIPS | Employee Engagement | The BOAS Comedy
He's been described by his peers as a thought leader, a guru, and even a business visionary. Boss Hog's forward-thinking, dynamic leadership style is a game changer. The BOAS are pleased to bring you his vision of strategic synergy that will help springboard your small business acumen. Prepare to hit the ground running!
Views: 78 The BOAS Comedy
SPSS for questionnaire analysis:  Correlation analysis
Basic introduction to correlation - how to interpret correlation coefficient, and how to chose the right type of correlation measure for your situation. 0:00 Introduction to bivariate correlation 2:20 Why does SPSS provide more than one measure for correlation? 3:26 Example 1: Pearson correlation 7:54 Example 2: Spearman (rhp), Kendall's tau-b 15:26 Example 3: correlation matrix I could make this video real quick and just show you Pearson's correlation coefficient, which is commonly taught in a introductory stats course. However, the Pearson's correlation IS NOT always applicable as it depends on whether your data satisfies certain conditions. So to do correlation analysis, it's better I bring together all the types of measures of correlation given in SPSS in one presentation. Watch correlation and regression: https://youtu.be/tDxeR6JT6nM ------------------------- Correlation of 2 rodinal variables, non monotonic This question has been asked a few times, so I will make a video on it. But to answer your question, monotonic means in one direction. I suggest you plot the 2 variables and you'll see whether or not there is a monotonic relationship there. If there is a little non-monotonic relationship then Spearman is still fine. Remember we are measuring the TENDENCY for the 2 variables to move up-up/down-down/up-down together. If you have strong non-monotonic shape in the plot ie. a curve then you could abandon correlation and do a chi-square test of association - this is the "correlation" for qualitative variables. And since your 2 variables are ordinal, they are qualitative. Good luck
Views: 519066 Phil Chan
Office Space (3/5) Movie CLIP - Motivation Problems (1999) HD
Office Space movie clips: http://j.mp/1MQtme3 BUY THE MOVIE: FandangoNOW - https://www.fandangonow.com/details/movie/office-space-1999/1MVad3e7abcbaf9a3b2f17cd2edc6e05654?cmp=Movieclips_YT_Description iTunes - http://apple.co/1BMvQkv Google Play - http://bit.ly/1Gn0MPu Amazon - http://amzn.to/1dhy5WY Fox Movies - http://bit.ly/1M8hv7k Don't miss the HOTTEST NEW TRAILERS: http://bit.ly/1u2y6pr CLIP DESCRIPTION: Peter (Ron Livingston) has a candid discussion about his typical work day with the Bobs. FILM DESCRIPTION: Peter Gibbons (Ron Livingston) is a computer programmer working for Initech in Houston. Every day, he and his friends Samir (Ajay Naidu) and Michael Bolton (David Herman as not THAT Michael Bolton), suffer endless indignities and humiliations in their soulless workspace from their soulless boss, Bill Lumbergh (Gary Cole). For Peter, stuck in his cookie-cutter apartment with paper-thin walls and IKEA furniture, every day is worse than the one before it -- so every day is the worst of his life. To cap it off, Initech has hired a pair of "efficiency experts" to downsize the company. One Friday night, Peter's soon to be ex-girlfriend Anne (Alexandra Wentworth) forces him to go to an occupational hypnotherapist to relieve work stress. While Peter is under hypnosis, the therapist keels over and dies. As he never snaps out of his hypnotic state, Peter has a new outlook on life. If something annoys him, he just ignores it or walks away from it. He is completely relaxed and enjoying life for the first time in a long time. On Monday, Peter skips work and sleeps in. He gets up for lunch and drives down to a restaurant next to his office and asks the waitress he's had a crush on, Joanna (Jennifer Aniston), on a date. When Peter stops into the office to pick up his organizer, he's called in to talk to the efficiency experts. Relaxed and friendly, Peter charms them as he describes everything wrong with the office, including his boss. Even as Peter now appears at work only as the mood strikes him, the experts decide he's management material and give him a promotion even as they lay off the hardworking Samir and Michael. Peter then convinces his friends to exact revenge on Initech based upon an idea from Superman III. Not everything works out quite as planned. Office Space originated from writer/director Mike Judge's first animated short of the same name, created in 1991. The short was about Milton (reproduced in the film by Stephen Root), a damaged office drone whose complaints and threats about his sufferings go unheeded. CREDITS: TM & © Fox (1999) Courtesy of Twentieth Century Fox Film Corporation Cast: Ron Livingston, John C. McGinley, Paul Willson Director: Mike Judge Producers: Daniel Rappaport, Guy Riedel, Michael Rotenberg, Mike Judge Screenwriter: Mike Judge WHO ARE WE? The MOVIECLIPS channel is the largest collection of licensed movie clips on the web. Here you will find unforgettable moments, scenes and lines from all your favorite films. Made by movie fans, for movie fans. SUBSCRIBE TO OUR MOVIE CHANNELS: MOVIECLIPS: http://bit.ly/1u2yaWd ComingSoon: http://bit.ly/1DVpgtR Indie & Film Festivals: http://bit.ly/1wbkfYg Hero Central: http://bit.ly/1AMUZwv Extras: http://bit.ly/1u431fr Classic Trailers: http://bit.ly/1u43jDe Pop-Up Trailers: http://bit.ly/1z7EtZR Movie News: http://bit.ly/1C3Ncd2 Movie Games: http://bit.ly/1ygDV13 Fandango: http://bit.ly/1Bl79ye Fandango FrontRunners: http://bit.ly/1CggQfC HIT US UP: Facebook: http://on.fb.me/1y8M8ax Twitter: http://bit.ly/1ghOWmt Pinterest: http://bit.ly/14wL9De Tumblr: http://bit.ly/1vUwhH7
Views: 711761 Movieclips
Increasing Sales - MIKE ABRASHOFF:  A Change in Leadership Style Doubles Business
http://www.damelionetwork.com/our-speakers/mike-abrashoff/ A leadership bottleneck can inhibit breakthrough performance. Fixing it can increase innovation and sales performance. MIKE ABRASHOFF tells how a financial planner read It’s Your Ship and changed his leadership style. Business doubled in one year. In delegating and trusting his people, profits, employee retention and client satisfaction improved. Mike Abrashoff is at the center of one of the most remarkable modern day stories of organizational transformation. At 36, he was selected to be Commander of USS Benfold and was the most junior commanding officer in the Pacific fleet. The challenges of this underachieving destroyer were staggering, with low morale and the highest turnover rate in the Navy. Few thought the ship could improve. Yet 12 months later it was ranked #1 in performance -- using the same crew. How did Mike do it? By replacing command and control leadership with commitment and cohesion. The lesson was clear: Leadership matters and culture is everything. Since leaving the Navy, Mike has worked with over 1200 organizations instilling leadership initiatives at every level – achieving phenomenal change in unexpected places. Leaders especially identify with Mike being accountable for results in an environment where he couldn’t make the rules. He focused on the one thing he could influence: his crew’s attitude, because culture is the ultimate competitive weapon for any organization. That’s why Wall Street Journal, Fast Company and others have cited Mike’s story. It’s also why Mike is so popular with such a wide range of audiences. As a keynote speaker, Mike has spoken to every industry and kind of audience – from board retreats to front line personnel, from sales groups to universities, from Fortune 500s to startups. He tailors his message to focus on engagement, execution, change, safety, diversity, leadership, teamwork, innovation, accountability and more. Mike inspires audiences to rethink their beliefs about leadership and organizational culture. Mike is author of three books. It’s Your Ship, with over one million copies sold, features a timeless message: Outside forces aren’t excuses – because if you control the things you can influence, amazing results can happen. Mike’s next books, It’s Our Ship and Get Your Ship Together, show how his principles have been put into action by business leaders in their own organizations. Prior to commanding USS Benfold, Mike served as Military Assistant to Secretary of Defense William J. Perry. He also helped draft the air defense plan for naval forces in the Persian Gulf in 1990, coinciding with Iraq's invasion of Kuwait. Mike served as the Executive Officer of the Cruiser Shiloh where he deployed to the Persian Gulf in support of United Nations sanctions against Iraq. Mike is the founder of Aegis Performance Group, a consulting firm which works with and supports leaders as they address leadership, talent, and performance challenges within their organizations. Mike and his team prompt leaders at all levels to re-imagine their leadership thinking -- and to create new ways to elevate individual, team and organizational performance to everyone’s benefit. For more: https://goo.gl/kGDEoD

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