Search results
Results from the WOW.Com Content Network
Frequently overlooked are employees' unique personalities, needs, motives, interests and goals, which interact with organizational factors and interventions to influence engagement levels. On the other hand, some employees will always be more (or less) engaged and motivated than others, as the recently operationalized construct of drive implies ...
The Elements of Influence: The New Essential System for Managing Competition, Reputation, Brand, And Buzz, or simply The Elements of Influence (Dutton, 2006), is a book written by Alan D. Kelly that explains the first complete ontology of influence, known as The Standard Influence Decision System, sometimes referred to as "The Playmaker's Standard."
SWOT has been described as a "tried-and-true" tool of strategic analysis, [3] but has also been criticized for limitations such as the static nature of the analysis, the influence of personal biases in identifying key factors, and the overemphasis on external factors, leading to reactive strategies. Consequently, alternative approaches to SWOT ...
The main factors that influence group cohesiveness are: members' similarity, [15] [16] group size, [17] entry difficulty, [18] group success [19] [20] and external competition and threats. [ 21 ] [ 22 ] Often, these factors work through enhancing the identification of individuals with the group they belong to as well as their beliefs of how the ...
Human performance technology (HPT), also known as human performance improvement (HPI), or human performance assessment (HPA), is a field of study related to process improvement methodologies such as organization development, motivation, instructional technology, human factors, learning, performance support systems, knowledge management, and training.
Your influence is how much other actors change as a result of your work; Your leverage is how much investment others put into your model. [29] To date, Theory of Change has not distinguished impact, influence, and leverage as types of outcomes, but it may be useful to do so as a way of focusing the Theory of Change on measurable achievements.
In Fiedler’s piece from 1993, he describes how two main factors contribute to effective or successful leadership and points them out as “the personality of the leader and the degree to which the situation gives the leader power, control and influence over the situation” (p. 333-334). [1]
The two-factor theory (also known as Herzberg's motivation-hygiene theory and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other.