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Once I put my mind to doing something I find that I am totally committed to do it. I have learned that if I am not totally committed, not only does it make whatever I am doing very annoying, it often does not turn out well in the end.
A person who possesses initiative and optimism is always ready to seize opportunities that present themselves. These people pursue goals beyond what is expected or them and are always utilizing unusual and enterprising effort to accomplish things (Goleman, 2000). People who possess initiative have the drive to want to make things happen. These people almost always have optimism at the same time which allows them to believe that they can make whatever they want to happen. I find myself always wanting to get things done but not always having the optimism to follow through.
According to Cherry (2011) there are three major components to motivation. These include activation, persistence and intensity. Activation involves the choice to start a behavior, such as deciding...
Persistence is the sustained effort toward a goal even though obstacles may get in the way. Finally, intensity can be seen in the attentiveness and vigor that goes into pursuing a goal. People who have these qualities are usually very successful people. They know what they want, they have a plan to get what they want and they go after it. These people posses a great deal of emotional intelligence due to the fact that they are always in control. They do not let obstacles get in their way. If they run up against something that sets them back they make sure that it is only temporary. They figure out a way to hurdle the obstacle so that they can continue their path towards their goal. They let nothing get in their way of success.
References
Cherry, K. (2011). What is motivation? Retrieved from http://psychology.about.com/od/mindex/g/motivation-definition.htm
Goleman, D. (2000). Working with emotional intelligence. New York: Bantam.
Whole Foods uses stock options as a way to motivate employees and reward them for performance (COMPANY: Whole Foods Market, Inc., n.d.). In a controversial new program, Whole Foods has started rewarding its healthiest workers with larger employee discounts. The goals of this voluntary agenda are to encourage and reward employees for making healthy, positive lifestyle changes and to reduce the costs of their health plan. Whole Foods employees are
Human Resource Management Motivation Motivational Plan Two Motivation Strategies Motivating Minimum Wage Service Workers The Importance of the Individual Individual Work to Teamwork Employers will usually want to maximize the productivity of their employees. Different employers may use different strategies to support and improve productivity. It has been demonstrated by a number of theorists, such as Mayo, Maslow, and Herzberg, that one of the most effective ways of improving employee performance is through the use of motivational
21). Non-training and development-related actions should be required (Schraeder & Jordan, 2011, p. 6) and should include MMPI testing specifically for XX and generally for all RNs. Employee-development actions will include employee seminars and workshops around developing greater awareness, compassion and acceptance of personal accountability. Based on XX's very low score, I anticipate XX's only slight improvement due to imposed consequences for failing to learn proper policy and procedure;
Human Resources Management: Health Services Management Performance management is a critical aspect of any health care system. And this is true in the area of management of the organizations' human resources performance management as well. The objective of this work is to critically examine the importance of human resources performance management health care system. This work will endeavor to apply critical analysis and make comments and suggestions on improvement of the
Human Resource Function in Business Activity 1 Strategic Human Resource Management guides organizations in constructing a base for strategic company advantage, by developing an efficient organizational design, culture and structure, systems thinking, workforce value proposition, and suitable communication strategy, as well as preparing the company for an evolving landscape, including M&As (Mergers & Acquisitions) and downturns. this discipline includes Corporate social responsibility and sustainability, particularly in connection with company values and the
Human Resources/Leadership/Statistics Human Resources Performance appraisals are the evaluation of a person's performance in a manner that is systematic. Such performances are measured against different aspects, such as quality, knowledge of the job, level of supervision and also quantity of output attained (Human Resource Management, 2010). Rating Scales This method of performance appraisal encompasses numerous numerical scales, signifying job associated performance principles, for instance, reliability, output, work attitude and resourcefulness. Every rating scale range