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7/29/2019 Care Modle (Motivation)
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C=Creative Communication
A=Atmosphere andAppreciation for all
R=Respect and Reason for
Being
E=Empathy and Enthusiasm
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A survey shows that the averagemanager Spends 80% of his time
communicating:
10% Writing
15% Reading
20% Listening
30% Speaking
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TIPS TO IMPROVE
COMMUNICATION
Talk the language of the troops in thetrenches, not that of the crowd in the ivory
tower. Be clear and consistent
Dont rely on one avenue ofcommunication use everything from e-mailto videotapes.
Provide creative recruitment ads and hiringprocedures.
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Share important information frequentlyand honestly through open forums andstate of the organization meetings.
Provide formal, informal, vertical, andhorizontal channels of communication.
Keep in touch with employees at alllevels through face to face interactions.
Offer constant informal feedback.
Make expectations clear. Involve all employees in decision
making
Promote creative, positive meetings.
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Bob Wall once said:
The very best working
environment is one in which people
can work hard and disagree openlyabout professional issues without
taking things personally, all the
while caring about each other very
much as human beings.
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HOW TO CREATE A
POSITIVE WORK ATMOSPHERE
Encourage fun in the workplace.
Create a good physical place to work, includingneeded resources to do the job right.
Establish a mentoring program.
Actively promote positive relations among co-workers.
Support frequent contests, celebrations, and team
building activities. Build a atmosphere of trust and fairness.
Make employees an essential part of thecompanys community-an inclusive, extendedfamily relationship.
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.
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Three billion people on the faceof the earth go to bed hungry
every night, but four billion
people go to bed every night
hungry for a simple word of
encouragement & recognition.
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Get to know employees and individuals(personalization of appreciation, rewards, andrecognition). What is their passion?
Find out what is satisfying and dissatisfying toeach employee.
Make rewards and recognition constantlychanging.
Delegate responsibility for programs ofrewards and recognition so employees at alllevels are involved.
Make appreciation a part of daily managementroutine.
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Zig Ziglar once said:
You never know when a
moment and a few sincerewords can have an
impact on a life.
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15% of American workers said
they had the opportunity to use
their strength every day.
69% said they didnt even get to
use them once a week.
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The Hudson and walker study went on tocite six management qualities that are most
important to instilling a commitment fromemployees:
1. Fairness (including fair pay)2. Care and concern for employees
3. Workers satisfaction with routine jobactivities.
4. Trust in employees5. The reputation of the organization
6. Work and job resources.
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To increase respect for its employees,
Organizations must:
Foster flexibility in every area hours,benefits, tasks.
Provide ongoing training and personal
developmentgrowth opportunities.
Develop an organization-wide code ofethics and cascade that process down to
each team-agreement on behaviors theywill use with one another in dailyinteractions.
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Give employees freedom whenever
possible to choose projects and findchallenging work according to their
interests, skills and passion.
Provide internal promotion and transferopportunities.
Focus on giving up power, not
accumulating it. Adopt servantleadership as a guiding principle.
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When people feel they are being for
service to something larger thanthemselves, then something happens thattranscends logical thought andpossibilities; the undoable gets done, the
impossible is possible. People now wantto find purpose to their lives in generaland their work in particular, and there is agrowing awareness that what we do all
day has some bearing on ourselves asindividuals, on our communities, and onthe world.
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Tim Webster, the CEO of AmericanItalian Pasta Company, the largest
producers and marketers of dry pasta inNorth America, says, I think that it is theessence of the ultimate leadersresponsibility to create a clearly
understood reason for being for thecompany and to pursue that reason forbeing with passion and tenacity Ibelieve that peoples motivation will be
greater and more sustainable if it comesfrom the heart and the stomach thanpurely from an intellectual belief. I thinkyou have to stir them from the inside.
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How is what
I
do every day
making
someones life
better?
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To give their employees a reason forbeing, organizations must:
Emphasize the deeper, broader purposeof each persons work-how is what theydo every day making someones lifebetter?
Engender pride and commitmentthrough the organizations culture andbrandHow are we special?
Help employees to understand theorganizations mission statement, visionand values and how these apply to theirday to day working.
Encourage employees to write their ownpersonal mission statements. Support character development and
integrity training. Promote a spirit of family in the
organization.
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The moral is simple: If you satisfy their deep
employees become more cognitively and
emotionally engaged and will performbetter. And this is so across national and
corporate cultures, in all occupations,
regardless of rates of pay, because theunderlying needs are universal.
James K. Karter
Taking Feedback to the Bottom Line,
Gallup Management Journal, Spring 2001
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Need more fun 68%
Need a long vacation 67%
Often feel stressed 66%
Feel time is crunched 60%
Want less work, more play 51%
Feel pressured to succeed 49%
Feel overwhelmed 48%
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Dont leave your heart just for your family. Bringit inside and take a risk because that showsyouregoing to show people that you are 100 percent
involved in the business, and you want them to be100 percent involved. Many leaders fail todevelop themselves from a human perspective.Thats a very serious thing I am saying,
Leaders dont like to share their humanity.Many have a hard time letting their souls out.
Too many tend to be afraid to inject their heartfeltemotions into the business so that their people
can sense that this is a human being, not just abottom line person. The greatest corporationsin the world and the greatest passionate militaryor spiritual leaders are people that touch your
soul, not just your head.
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In order to empathize with theiremployees, organizations must:
Support work/life programs. Foster understanding of personal
concerns/problems/needs.
Encourage job shadowing andexchanges.
Provide monthly and yearly social
welfare opportunities, encouragingemployees to give back and careabout the world outside their owndoors.
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Cultivate the ability to love living.
Love people, Love the sky underwhich you love beauty, love God,
the person who loves becomes
enthusiastic, filled with the sparkleand joy of life. And then he goes on
to fill it full of meaning. The proper
function of man is to live, not to
exist.
NormanVincent Peale
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To spread enthusiasm amongemployees, organizations must:
Celebrate what is going right on afrequent basis.
Hold guerilla or spontaneous
celebrations often. Encourage positive work relations
through team-building and training.
Get employees at all levels involved inplanning executing celebrations of allkinds.
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