Performance gaps are created due to the lack of motivation and exist in various forms like – when employees start ignoring to initiate something new, discontinue doing something familiar or important, resist doing something challenging or out of their comfort zone, and shifting their attention to a task which is less valued We must take a crucial note that there is no direct influence of motivation on work performance. In fact, motivation brings our knowledge, skills to productive actions and applies them to work-tasks effectively. It is a force that induces, starts and keeps energizing the application of our knowledge experience and expertise. A successful performance constantly needs the cooperation of motivation as well as knowledge in a supportive work environment. Thus adequate motivation is essential, but alone it is not sufficient for an effective and useful
As a single approach to leadership development however, each one of these has weaknesses that make them less effective than the holistic, individualist approach delivered by coaching.360 degree feedback can only be valuable when the data being delivered is understood, and there are specific objectives set for change, if this is required. Frequently, the feedback approach that offers wide participation fails to achieve change, and requires a large amount of time and effort to achieve long-term results. However, when used in relation to coaching, the 360 feedback can be a recognition of how the individual is developing, particularly if the feedback and the reasons for any constructive criticism are considered and evaluated. Since, it offers a valuable opportunity for further introspective reflection by the individual on their leadership approaches that they can discuss with their
Motivation is an interesting, challenging, and complex area of Human Resource Management studies which is rapidly changing both in terms of its nature, understanding, functions, purpose, as well as mode of application. It is generally agreed that managers need employees to work with. These employees do not only have to show up at work but more importantly they need to be motivated to perform their duties. Motivation can be defined as a driving force which leads people to want to act, perform, or do something without pressure or undue manipulation. In his famous book, Punished by Rewards, Alfie Kohn (1993)argued that rewards are not necessary for employee motivation.
The significant aspects of listening are to obtain knowledge and to be fully available to someone who is speaking, hence, not to switch the conversation to yourself that will cause misunderstandings. Consequently, not being heard limits the client responsiveness and the most straightforward things from distractions, like looking around and interrupting are some of the adverse actions that can trigger a sense of rejection. Being understood is critical and very important to everyone. For example, when a child is secure, he or she becomes the adult who continues to be confident in relationships and has positive effects. Because the adverse effects of a child are not feeling secure, consequently, causes he or she to diminished by not being heard which leads to them withholding their feelings and opinions and, therefore, harms the whole procedure of communication.
in control and project confidence even while recognizing the organizational realities and their own limitations. They must maintain an attitude of wisdom and a healthy dose of modesty. Evidence helps managers to instil patience, move away from firefighting, and achieve company objectives (Verheyen, 2014:3). People’s performance depends on the resources they have to work with, including the help they get from colleagues and the infrastructure that supports their work. It is impossible for even the most talented people to do competent work in an imperfect system.
In schools throughout the world, there is a need to improve teaching and learning of students because a high-quality and equitable education is recognized as a key to the success of people and society (OECD, 2012; OECD, 2015). It is acknowledged that traditional operating model of schools is incapable of dealing with demands of knowledge based society (Sahlberg, 2011; Barath, 2013), and thus the teaching profession is challenged (OECD, 2005). In order to provide students with opportunities to learn competences needed in contemporary and in future societies, schools have to change their operating models. One effective strategy for improving teaching and learning has been developing schools as professional learning communities (DuFour & Mattos, 2013; Hargreaves & Fullan, 2012; Sigurðardóttir, 2010; Barber & Mourshed, 2009; Vescio, Ross, & Adams, 2008; Timperley, 2008). Professional learning community, as an object of a research, is a complex, multidimensional phenomenon and the literature shows a variety of approaches.
Many countries have enthused towards decentralisation, making schools more independent in their judgment making and holding them more accountable for results. At the same time, the obligation to progress overall student performance while serving more diverse student populations is putting schools under stress to use more evidence-based teaching practices. So, Formal and informal leadership play more important role in a school or an educational institution. Formal leaders are designated leadership constructed on their location with a group. In other word formal leader is a member of organization who has given authority by virtue of his position to effect other members of organization to attain organizational goals.
In this method of motivation fear of consequences of doing something or not doing something keeps the worker in the desired direction. This method has got several limitations. Fear creates frustration, a hostile state of mind and unfavorable attitude towards the job which hinders efficiency and productivity. So, the use of it should be kept to its minimum. Hence, it is important for the employers to note down the factors which can enhance the motivation of employees towards the work to meet the goals and targets of the organization.
To encounter the accountabilities and expectations the teachers therefore needs to undergo appropriate professional development programmes to match with the required standards. Ministry of Education Heritage and Arts (2005) stated that even though the education fraternity comprises of ancillary staff, education officers, parents/guardians, learners and community members, teachers are considered for the most important stakeholders as they contribute directly towards children’s
Internal staff adequacy: for the implementation of erp in the company some internal staff must also be trained so that they can teach their colleagues and thus, resistance to outsiders training them and skepticism towards ERP will reduce. Employee relocation and re-training: new ERP systems will require new job descriptions. Changes in these, need to be handled carefully by HR managers. Training of end-users of ERP must be sufficient. Resistance to change: people have misconceptions about ERP that it will make people jobless.Due to this, there may be a lack of commitment of the employees.