Category Archives: Employee Motivation
A Leader Is as a Leader Does…
Some respondents have made it crystal clear that a leader is someone who “walks the walk and talks the talk.” Meaning that the leader is someone who acts as an example when leading people to a common focus/goal.
Look Inside Your Organization for Success
Internal benchmarks such as historical comparisons, best-in-class groups and total company aggregate scores can shed light where external benchmarks often fail. Continue reading
IS YOUR ORGANIZATION IN SYNC?
Benchmarks, whether externally or internally created, provide a barometer for managers to compare their survey results. Continue reading
Action Planning – Keys to Meaningful and Lasting Changes from Employee Survey Results
It is imperative that employees see the connection or link between the survey results and actions taken. Making those connections will allow employees to feel that their voice is heard and help them feel that their feedback is valued.
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If You Build It, Will They Come?
There is nothing worse for an employee than to take the time to complete a survey and have issues and concerns brought to light, then its results be ignored. Continue reading
Think Creatively When it Comes to Cost Reductions in HR
Consider Alternatives Before Layoffs. Layoffs are one of the most common HR cost-cutting tactics during tough times, and they may not be entirely necessary. However, workforce reductions have a significant impact on employee morale. Additionally, this step could end up costing the company if these skills are difficult to replace when the economy picks up.
Filed under Business, Decision Quality, employee communication, Employee Engagement, Employee Motivation, Employee Surveys, Employment Law, High Performance Organization, Human resources, Labor Relations, Leadership, Management, organizational culture, Organizational Effectiveness, Training and Development, Turnover
Critical Concepts in Organizational Science
I discuss a few concepts that are critical in organizational science. I quote a few well-phrased lines from the author of Culture’s Consequences and discuss how they are relevant to what we do in HR, OB, OD, Management, Marketing and academia. Continue reading
Employee Motivation- Goal Setting Theory
Organizational science has plenty to say about employee motivation. In the last part of this series I talk about the motivating nature of goals. I also discuss what makes goals effective. Continue reading
Filed under Employee Engagement, Employee Motivation, Management
Employee Motivation- Equity Theory
Organizational science has plenty to say about employee motivation. In this entry, describe how equity theory explains employee motivation. This theory is particularly informative considering how employees evaluate their compensation and how they are treated at work. Continue reading
Filed under Compensation, Employee Engagement, Employee Motivation, Management
Employee Motivation- Operant Conditioning
Organizational science has plenty to say about employee motivation. In this entry, talk describe reinforcement (operant conditioning) theory. What types of rewards work? What probably won’t work? Continue reading
Filed under Compensation, Employee Engagement, Employee Motivation, Management
