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Recommandé
Motivation P P T
Motivation P P T
Shailendra Kushwah
Theories of motivation
Theories of motivation
Shakshi Ranawat
This is a Power Point Presentation, prepared to present to Dr. A.N.Santhosh Kumar sir, for O.B. seminar presentation event in SJCE, Mysore.
Work Motivation - seminar-by-Mohan-Kumar-G
Work Motivation - seminar-by-Mohan-Kumar-G
Mohan Kumar G
Motivation chapter v
Motivation chapter v
angevil66
Motivation at work
14 work motivation
14 work motivation
zaman zaman
The motivation theories in this chapter differ in their predictive strength. Here, we (1) review the most established to determine their relevance in explaining turnover, productivity, and other outcomes and(2) assess the predictive power of each. Need theories. Maslow’s hierarchy, McClelland’s needs, and the two- factor theory focus on needs. None has found widespread support, although McClelland’s is the strongest, particularly regarding the relationship between achievement and productivity. In general, need theories are not very valid explanations of motivation. Goal-setting theory. Clear and difficult goals lead to higher levels of employee productivity, supporting goal-setting theory’s explanation of this dependent variable Reinforcement theory. This theory has an impressive record for predicting quality and quantity of work, persistence of effort, absenteeism, tardiness, and accident rates Equity theory/organizational justice. Equity theory deals with productivity, satisfaction, absence, and turnover variables. However, its strongest legacy is that it provided the spark for research on organizational justice, which has more support in the literature. Expectancy theory. Expectancy theory offers a powerful explanation of performance variables such as employee productivity, absenteeism, and turnover. Recognize individual differences. Managers should be sensitive to individual differences. Allow employees to participate in decisions that affect them. Employees can contribute to setting work goals, choosing their own benefits packages, and solving productivity and quality problems. Link rewards to performance. Rewards should be contingent on performance, and employees must perceive the link between the two.
Motivation and its Practice
Motivation and its Practice
Shahriar Rawshon
A Presentation on Motivation In management.
motivation In Management and in Real life as well
motivation In Management and in Real life as well
Farooq Ahmed Fk
The study of motivation is complex. It is a significant study for managers because employees when motivated are stimulated to achieve organizational goals. Employees who are motivated remain focus in a systematic way. Without a knowledge of motivation managers are in danger of guiding the behaviour of subordinates and make mistakes towards the desired outcomes of the organization.
Motivation
Motivation
Knight1040
Recommandé
Motivation P P T
Motivation P P T
Shailendra Kushwah
Theories of motivation
Theories of motivation
Shakshi Ranawat
This is a Power Point Presentation, prepared to present to Dr. A.N.Santhosh Kumar sir, for O.B. seminar presentation event in SJCE, Mysore.
Work Motivation - seminar-by-Mohan-Kumar-G
Work Motivation - seminar-by-Mohan-Kumar-G
Mohan Kumar G
Motivation chapter v
Motivation chapter v
angevil66
Motivation at work
14 work motivation
14 work motivation
zaman zaman
The motivation theories in this chapter differ in their predictive strength. Here, we (1) review the most established to determine their relevance in explaining turnover, productivity, and other outcomes and(2) assess the predictive power of each. Need theories. Maslow’s hierarchy, McClelland’s needs, and the two- factor theory focus on needs. None has found widespread support, although McClelland’s is the strongest, particularly regarding the relationship between achievement and productivity. In general, need theories are not very valid explanations of motivation. Goal-setting theory. Clear and difficult goals lead to higher levels of employee productivity, supporting goal-setting theory’s explanation of this dependent variable Reinforcement theory. This theory has an impressive record for predicting quality and quantity of work, persistence of effort, absenteeism, tardiness, and accident rates Equity theory/organizational justice. Equity theory deals with productivity, satisfaction, absence, and turnover variables. However, its strongest legacy is that it provided the spark for research on organizational justice, which has more support in the literature. Expectancy theory. Expectancy theory offers a powerful explanation of performance variables such as employee productivity, absenteeism, and turnover. Recognize individual differences. Managers should be sensitive to individual differences. Allow employees to participate in decisions that affect them. Employees can contribute to setting work goals, choosing their own benefits packages, and solving productivity and quality problems. Link rewards to performance. Rewards should be contingent on performance, and employees must perceive the link between the two.
Motivation and its Practice
Motivation and its Practice
Shahriar Rawshon
A Presentation on Motivation In management.
motivation In Management and in Real life as well
motivation In Management and in Real life as well
Farooq Ahmed Fk
The study of motivation is complex. It is a significant study for managers because employees when motivated are stimulated to achieve organizational goals. Employees who are motivated remain focus in a systematic way. Without a knowledge of motivation managers are in danger of guiding the behaviour of subordinates and make mistakes towards the desired outcomes of the organization.
Motivation
Motivation
Knight1040
Motivation, Definition and use
Motivation
Motivation
Fahad Iqbal
Theories of Motivation
Theories of Motivation
Theories of Motivation
Wajahat Ali
Motivation is very important for any organization.Motivation helps a person to achieve the goal. Sometimes we lost our motivation, then the performance of the organization decrease. Some process or technique can be increase the motivation of an employee. In this presentation we will get a clear idea about motivation, why motivation decreases and how we increase motivation.
Motivation
Motivation
Shariful Haque
A brief class lecture on Motivation and its different theories
Motivation
Motivation
Chittagoang University of Engineering and Technology
Theories of work motivation
Theories of work motivation
Lee Hecht Harrison
Expectancy theory
Expectancy theory
benjaminsanders1984
all Motivation theories
Motivation theory
Motivation theory
yogesh raghuwanshi
18968493 motivation-ppt
18968493 motivation-ppt
Iti Sharma
Learn about different Motivation Theories that can help you to motivate your team and to get your desired results.
Motivation Theories & Motivation for Success
Motivation Theories & Motivation for Success
Abhishek Panwar
Motivation (final ppt)
Motivation (final ppt)
Snehal Devkar
This presentation describes about various theories of motivation and explains how they play role in real life.
Motivational Theories
Motivational Theories
Parag Chaubey
organizational behavior book defined motivation theories
Theories of motivation
Theories of motivation
Raabia Chaudhry
Motivation
Motivation
Shanti Chauhan
A presentation on Motivation
Motivation presentation
Motivation presentation
Sudeep Mitra
Motivation
Motivation
Motivation
Gurpreet Kaur
Motivation and Motivation theories
Motivation and Motivation theories
Motivation and Motivation theories
AMALDASKH
This presentation talks about the Reinforcement Theory of Motivation, and gives a broad overview of theory
Reinforcement theory of Motivation
Reinforcement theory of Motivation
CHITRAKSH KAPIL
(MST) Advanced Administration and Supervision in Educational Practices (class report(s)/discussion(s)) DISCLAIMER: I do not claim ownership of the photos, videos, templates, and etc used in this slideshow
Theories of Motivation - Overview of the Content Theories of Motivation
Theories of Motivation - Overview of the Content Theories of Motivation
Monica P
Motivation-Organisational Behavior/MBA/BBA
Motivation-Organisational Behavior
Motivation-Organisational Behavior
shrinivas kulkarni
expectancy theory
expectancy theory
Maureen_Ong
MOTIVATION THEORIES , HIERARCHY OF NEED THEORY, 2 FACTOR THOERY
Motivation Theories
Motivation Theories
Shubhrat Sharma
Small presentation on two theories of motivation,maslow and hertzberg
Theories of Motivation
Theories of Motivation
masumi kadali
Contenu connexe
Tendances
Motivation, Definition and use
Motivation
Motivation
Fahad Iqbal
Theories of Motivation
Theories of Motivation
Theories of Motivation
Wajahat Ali
Motivation is very important for any organization.Motivation helps a person to achieve the goal. Sometimes we lost our motivation, then the performance of the organization decrease. Some process or technique can be increase the motivation of an employee. In this presentation we will get a clear idea about motivation, why motivation decreases and how we increase motivation.
Motivation
Motivation
Shariful Haque
A brief class lecture on Motivation and its different theories
Motivation
Motivation
Chittagoang University of Engineering and Technology
Theories of work motivation
Theories of work motivation
Lee Hecht Harrison
Expectancy theory
Expectancy theory
benjaminsanders1984
all Motivation theories
Motivation theory
Motivation theory
yogesh raghuwanshi
18968493 motivation-ppt
18968493 motivation-ppt
Iti Sharma
Learn about different Motivation Theories that can help you to motivate your team and to get your desired results.
Motivation Theories & Motivation for Success
Motivation Theories & Motivation for Success
Abhishek Panwar
Motivation (final ppt)
Motivation (final ppt)
Snehal Devkar
This presentation describes about various theories of motivation and explains how they play role in real life.
Motivational Theories
Motivational Theories
Parag Chaubey
organizational behavior book defined motivation theories
Theories of motivation
Theories of motivation
Raabia Chaudhry
Motivation
Motivation
Shanti Chauhan
A presentation on Motivation
Motivation presentation
Motivation presentation
Sudeep Mitra
Motivation
Motivation
Motivation
Gurpreet Kaur
Motivation and Motivation theories
Motivation and Motivation theories
Motivation and Motivation theories
AMALDASKH
This presentation talks about the Reinforcement Theory of Motivation, and gives a broad overview of theory
Reinforcement theory of Motivation
Reinforcement theory of Motivation
CHITRAKSH KAPIL
(MST) Advanced Administration and Supervision in Educational Practices (class report(s)/discussion(s)) DISCLAIMER: I do not claim ownership of the photos, videos, templates, and etc used in this slideshow
Theories of Motivation - Overview of the Content Theories of Motivation
Theories of Motivation - Overview of the Content Theories of Motivation
Monica P
Motivation-Organisational Behavior/MBA/BBA
Motivation-Organisational Behavior
Motivation-Organisational Behavior
shrinivas kulkarni
expectancy theory
expectancy theory
Maureen_Ong
Tendances
(20)
Motivation
Motivation
Theories of Motivation
Theories of Motivation
Motivation
Motivation
Motivation
Motivation
Theories of work motivation
Theories of work motivation
Expectancy theory
Expectancy theory
Motivation theory
Motivation theory
18968493 motivation-ppt
18968493 motivation-ppt
Motivation Theories & Motivation for Success
Motivation Theories & Motivation for Success
Motivation (final ppt)
Motivation (final ppt)
Motivational Theories
Motivational Theories
Theories of motivation
Theories of motivation
Motivation
Motivation
Motivation presentation
Motivation presentation
Motivation
Motivation
Motivation and Motivation theories
Motivation and Motivation theories
Reinforcement theory of Motivation
Reinforcement theory of Motivation
Theories of Motivation - Overview of the Content Theories of Motivation
Theories of Motivation - Overview of the Content Theories of Motivation
Motivation-Organisational Behavior
Motivation-Organisational Behavior
expectancy theory
expectancy theory
En vedette
MOTIVATION THEORIES , HIERARCHY OF NEED THEORY, 2 FACTOR THOERY
Motivation Theories
Motivation Theories
Shubhrat Sharma
Small presentation on two theories of motivation,maslow and hertzberg
Theories of Motivation
Theories of Motivation
masumi kadali
Motivation,early theories of motivation and job satisfaction
Motivation,early theories of motivation and job satisfaction
anwaar alam
Procrastinator ADARSH
Theoriesofmotivation 161011095754
Theoriesofmotivation 161011095754
Adarsh Jamwal
This PPT will tell you on what is Motivation, the features and importance of motivation, the Motivational theories and about Motivational Application.
Motivation and theories of motivation
Motivation and theories of motivation
Sanjana Bharadwaj
Motivation PowerPoint Slides include topics such as: understanding needs vs. wants, factors for motivation, employee rewards, offering praise/recognition, types of motivation, job enrichment, the role of money and motivation, incentive programs, motivation ironies, boosting efficiency, 30 ways to motivate, Maslow's hierarchy, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. You may use this product over and over again. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
MOTIVATION POWERPOINT
MOTIVATION POWERPOINT
Andrew Schwartz
theories of motivation, Organisation Behaviour
Unit i theories of motivation
Unit i theories of motivation
Nabendu Maji
motivation, its theories and applications.
motivation and its theories
motivation and its theories
Medhavi Sood
Need Theories In Motivation
Need Theories In Motivation
Abdul Basit
Motivation Theory
Motivation theories
Motivation theories
Dr. Rajasshrie Pillai
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees. Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all. It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms. Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Theories of Motivation in Organizational Behavior
Theories of Motivation in Organizational Behavior
Masum Hussain
Motivation - Early & Contemporary Theories of Motivation
Motivation - Early & contemporary theories of motivation
Motivation - Early & contemporary theories of motivation
Al - Qurmoshi Institute of Business Management, Hyderabad
Motivation is like an accelerator in a vehicle. A vehicle keeps moving at the pace decided by its accelerator. The moment accelerator is reduced, vehicle’s speed reduces and it may come to a standstill if there is no further acceleration. Alternatively, if brakes are applied, there will be an abrupt reduction in the speed of the vehicle and it may come to a standstill. This is true to human beings as well. As long as they are motivated they keep working and producing extraordinary results. The moment there is a drop in their acceleration (motivation), results start diminishing. Of course, applying brakes (dissatisfaction/demotivation) certainly bring them to a halt. The only difference is that unlike a vehicle, human beings have different types of accelerator and brake. Therefore, the book, Why My Horse Doesn't Drink' will help readers to identify the ways that may accelerate or slow down the speed of their team members. Chapter ‘How to motivate’ talks about the points that accelerate and chapter ‘How not to demotivate’ explains the factors that may work as brakes to performance. Thereby readers will be able to make best use of their vehicle (Team Members).
Presentation On Motivation
Presentation On Motivation
guesta3562
Motivation
Motivation
Aastha
7 motivation
7 motivation
Harve Abella
Motivation ppt
Motivation ppt
Jyothi Chinnasamy
Theories of leadership
Theories of leadership
Kesari Nandan
Proces tvorby PHSR mesta Banská Bystrica 2013 - 2015
PHSR Banska Bystrica stav k 30_01_2015
PHSR Banska Bystrica stav k 30_01_2015
Magdaléna Bernátová
HERE are motivation theories of management
Motivation theories By MSF
Motivation theories By MSF
Shahid Fayyaz
Motivation theories
Motivation theories
Vijay Raj Yanamala
En vedette
(20)
Motivation Theories
Motivation Theories
Theories of Motivation
Theories of Motivation
Motivation,early theories of motivation and job satisfaction
Motivation,early theories of motivation and job satisfaction
Theoriesofmotivation 161011095754
Theoriesofmotivation 161011095754
Motivation and theories of motivation
Motivation and theories of motivation
MOTIVATION POWERPOINT
MOTIVATION POWERPOINT
Unit i theories of motivation
Unit i theories of motivation
motivation and its theories
motivation and its theories
Need Theories In Motivation
Need Theories In Motivation
Motivation theories
Motivation theories
Theories of Motivation in Organizational Behavior
Theories of Motivation in Organizational Behavior
Motivation - Early & contemporary theories of motivation
Motivation - Early & contemporary theories of motivation
Presentation On Motivation
Presentation On Motivation
Motivation
Motivation
7 motivation
7 motivation
Motivation ppt
Motivation ppt
Theories of leadership
Theories of leadership
PHSR Banska Bystrica stav k 30_01_2015
PHSR Banska Bystrica stav k 30_01_2015
Motivation theories By MSF
Motivation theories By MSF
Motivation theories
Motivation theories
Similaire à Motivation Theories
Leading
Leading
Leading
Babasab Patil
Lussier3e ch12
Lussier3e ch12
guesta076c25
CONFLICT DISCUSSION SPC 209 Please create at least 3 substantive posts. First, describe a conflict situation that you have experienced and evaluate your reactions. (This can be a conflict with a family member, friend, coworker, acquaintance, etc …) Consider questions such as: · Did you respond appropriately/civilly? · What Conflict Management styles were used? · How did the other person react and how did their reactions affect you? · If you could, would you have changed anything about the situation and or your reactions? · Was the outcome positive or negative? · What did you learn (About yourself, the other person/people)? · Has your communication behavior changed since this example? · Please then also post substantive responses to at least 2 classmates' posts. Please choose an example that is classroom appropriate. (One that you feel comfortable sharing with the class and that the class will feel comfortable reading.) (800 - 1000 words) The SPC 209 grading criteria explains expectations for discussion posts. It can be found under Course Materials/Content in the Introductory Materials module. Strengths Things your school does well. Aspects of your service that parents and pupils particularly like. Characteristics and/or activities that are unique to your school. Advantages of working in or using your school. Weaknesses Areas in which the school could be working much more effectively in, or things the school could be doing better. Things the school feels it lacks that it needs to have in order to improve. Opportunities Times, conditions, situations, resources, positions, external factors, people etc the school can use and take advantage of to improve its services. Threats External factors which could have a limiting effect on the school and its quality of services now or in the future. SWOT ANALYSIS TEMPLATE Craig Halls. MBA, LAT/ATC, CEES, Column Editor The SWOT Analysis: Simple, yet Effective Chadron B, Hazelbaker, ATC, CSCS, MPE • Gonzaga University A ATHLETIC THERAPY companies look to review past performance and move toward their future, a variety of analytical tools can be used to help clear the muddled load of information. What information does the company need to move forward? Is it a good time to expand? What challenges lie ahead? A SWOT analysis can be an effective tool to gather information and help the company determine its current situation and develop a clear path to move forward, SWOT is an acronym for the iriternal Strengths and Weaknesses of a firm and the environmental Opportunities and Threats facing it,' The SWOT analysis relies on the assumption that a firm's internal resources (strengths and weaknesses) and external situation (opportunities and threats) must match in order for it to develop an effective strategy, Goodstein and colleagues^ present the SWOT analysis as a step of the performance audit during the strategic planning for a company. In order for ...
CONFLICT DISCUSSION SPC 209Please create at least 3 substantive
CONFLICT DISCUSSION SPC 209Please create at least 3 substantive
AlleneMcclendon878
Motivation
Motivation
Motivation
Jo Balucanag - Bitonio
“Motivation is the desire to achieve beyond expectations, being driven by internal rather than external factors, and to be involved in a continuous striving for improvement”. (Torringtonet al., 2008). Motivation, in the context of work, is a psychological process that results from the interaction between an employee and the work environment and it is characterized by a certain level of willingness. The employees are willing to increase their work effort in order to obtain a specific need or desire that they hold (Beardwell et al., 2003). According to Arnold et al., (2001), motivation consists of three components: • direction – what a person is trying to do • effort – how hard a person is trying • persistence – how long a person keeps on trying Motivation theory tries to explain why people at work behave the way they do in terms of their efforts and strive for achievement. Managers can motivate employees through methods such as pay, promotion and praise. Employees can also motivate themselves by seeking work where individual goals, needs and wants will be achieved. These two types of motivation are called intrinsic and ex- trinsic motivation and are more closely described as follows: (Armstrong 1988, p. 109). Intrinsic motivation refers to the motivation that comes from inside an individual. The motivation is generated trough satisfaction or pleasure that one gets in completing or even working on a task. Factors that influence on intrinsic motivation include responsi- bility, freedom to act, scope to use and develop skills and abilities, interesting work and opportunities for advancement. These motivators, which are concerned with the quality of work life, tend to have a long-term effect since they are inherent in individuals and not imposed from outside. (Armstrong, 2009). Extrinsic motivation is something that is done to or for people to motivate them. It aris- es from factors outside an individual, such as money, grades, criticism or punishments. These rewards provide satisfaction and pleasure that the task itself might not provide. An extrinsically motivated person might work on a task even when they have little interest in it. This type of motivation usually has an immediate and powerful effect, however it does not tend to last for long. (Armstrong, 2009).
Motivational Rewarding
Motivational Rewarding
Iliass Dadda
Chap001[1]
Chap001[1]
Manuel Pinillo
Shaping employee oriented human resource policies through analyzing motivatio...
Shaping employee oriented human resource policies through analyzing motivatio...
Alexander Decker
Case Study
Importance of employee motivation job satisfaction
Importance of employee motivation job satisfaction
FARRUKH MUSHTAQ MIRZA
Case Study
Importance of employee motivation job satisfaction
Importance of employee motivation job satisfaction
FARRUKH MUSHTAQ MIRZA
The Three Theories I chose are: 10.1.3 Acquired Needs Theory David McClelland offers another motivation theory based on individual needs. ▲ Need for achievement is the desire to do something better or more efficiently, to solve problems, or to master complex tasks. ▲ Need for power is the desire to control other people, to influence their behavior, or to be responsible for them. ▲ Need for affiliation is the desire to establish and maintain friendly and warm relations with other people. According to McClelland, people acquire or develop these needs over time as a result of individual life experiences. In addition, each need carries a distinct set of work preferences. Managers are encouraged to recognize the strength of each need in themselves and in other people. Attempts can then be made to create work environments responsive to them. People high in the need for achievement, for example, like to put their competencies to work, they take moderate risks in competitive situations, and they are willing to work alone. As a result, the work preferences of high-need achievers include individual responsibility for results, achievable but challenging goals, and feedback on performance. 10.2.2 Expectancy Theory Victor Vroom’s expectancy theory of motivation asks a central question: What determines the willingness of an individual to work hard at tasks important to the organization? Expectancy theory suggests that “people will do what they can do when they want to do it.” More specifically, Vroom suggests that the motivation to work depends on the relationships among the following three factors: ▲ Expectancy: A person’s belief that working hard will result in a desired level of task performance being achieved. ▲ Instrumentality: A person’s belief that successful performance will be followed by rewards and other potential outcomes. ▲ Valence: The value a person assigns to the possible rewards and other work-related outcomes. Expectancy theory suggests that motivation (M), expectancy (E), instrumentality (I), and valence (V) are related to one another in a multiplication-based equation: M _ E _ I _ V In other words, motivation is determined by expectancy times instrumentality times valence. The multiplier effect has important managerial implications. Mathematically speaking, a zero at any location on the right side of the equation (for E, I, or V) results in zero motivation. For example, a typical assumption is that people will be motivated to work hard to earn a promotion. But is this necessarily true? If expectancy is low, motivation will suffer. The person may feel that he or she cannot achieve the performance level necessary to get promoted. So why try? If instrumentality is low, motivation will suffer. The person may lack confidence that a high level of task performance will result in being promoted. So why try? If valence is low, motivation will suffer. The person may place little value on receiving a promotion. It simply isn’t much of a reward ...
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docx
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docx
ssusera34210
Pres 4 paul slides
Pres 4 paul slides
Gwen Noteborn
Causes of Turnover and Employee Satisfaction_ A Case Study of Otterbein Unive...
Causes of Turnover and Employee Satisfaction_ A Case Study of Otterbein Unive...
Brandy L. Stiverson
FIN 336 Milestone Two Guidelines and Rubric Economic Environments and Risk Mitigation Overview: This milestone will help you complete Sections II and III of the final project. Prompt: Develop a report that analyzes one company’s approach to multinational expansion. Include financial factors such as economic environments and market conditions, risk mitigation strategies, and ethical and legal practices. Specifically, the following critical elements must be addressed: II. Economic Environments and Market Conditions C. Explain the role of international financial markets and institutions in global environments in evaluating their impact on the company’s risk management strategies. D. Analyze impacts of exchange rate on the company’s performance for determining if a loss occurred because of fluctuations or devaluations of foreign currencies. Provide examples from the past year to support your claims. III. Risk Mitigation: Examine sources of risk and risk reduction methods available to multinational corporations. Use the 2007–2008 annual report and the most current annual report to support responses in this section. B. Discuss risks and financial factors associated with exchange rates and interest rates for assessing how they inform the company’s financial management approaches. C. Discuss diversification in the company’s expansion model for examining advantages or disadvantages, and provide examples and financial information from the past year to support claims. D. Discuss company strategies before and after the 2007–2008 crisis for determining possible reasons for the company’s current financial performance. Provide examples to support your claims. Rubric Guidelines for Submission: Your paper must be submitted as a 1- to 2-page Microsoft Word document with double spacing, 12-point Times New Roman font, and one-inch margins. Cite appropriate academic references as necessary. Critical Elements Proficient (100%) Needs Improvement (75%) Not Evident (0%) Value Economic Environments and Market Conditions: Financial Markets and Institutions Explains the role of international financial markets and institutions in global environments in evaluating their impact on the company’s risk management strategies Explains the role of international financial markets and institutions in global environments in evaluating their impact on the company’s risk management strategies, but explanation is cursory, illogical, or missing key elements Does not explain the role of international financial markets and institutions in global environments 18 Critical Elements Proficient (100%) Needs Improvement (75%) Not Evident (0%) Value Economic Environments and Market Conditions: Impacts of Exchange Rate Analyzes impacts of exchange rate on the company’s performance for determining if a loss occurred because of fluctuations or devaluations of foreign currencies, and provides examples from .
FIN 336 Milestone Two Guidelines and Rubric Economic Envir.docx
FIN 336 Milestone Two Guidelines and Rubric Economic Envir.docx
nealwaters20034
Running head: NEEDS ASSESSMENT 1 NEEDS ASSESSMENT 5 Needs Assessment Nicholas J Ceo American Military University 14 December 2017 A needs assessment is a systematic process of exploring the way things are at the present and the way they should be ideally. These factors are usually crucial in the performance at an individual level to the organizational level (Rouda & Kusy, 1995). A needs assessment is a continuous process of evaluation, with the objective of connecting the performance problems experienced in an organization and performance opportunities to human performance efforts that are specific. It also involves the process of differentiating the specific performance problems which will be solved through additional training from those that need other management measures. The main aim of this paper is to develop a needs assessment for MTS Systems Corporation. The management problem at MTS is a human resources management problem One of the biggest challenges is the retention of workers who are skilled and talented. There are also generational differences amongst the work force, bringing with it a challenge in that the different groups respond differently to different situations, hence need to be handled differently. The management also has to deal with communication at the workplace and keeping the employees motivated in order to enhance performance. The performance of the company is impressive, with strong growth and revenue of around seven hundred and eighty million dollars. The bottom line is also very encouraging. This performance, however, is way below the expected performance which was projected to be over a billion dollars in revenue and a quarter billion dollars in profits. This goal hasn’t been achieved yet but based on the strong performance of the organization, together with good management, the target may be achieved. The mission of the organization is to be a leader in innovation in the manufacture of measurement and testing solutions so as to enable the success of their customers. The mission is related to the desired performance in that it the mission statement will provide a drive for the staff to be the best in what they do, and in this way improving the performance of the organization as a whole. The management problems are experienced within the whole company and aren’t just experienced within specific departments. In conducting a needs assessment, several steps will be followed. One will be performing a GAP analysis. This step will seek at establishing the actual level of performance of the organization and the employees in comparison to the standards which have been set (Rouda & Kusy, 1995). In order to do this, the current situation will be determined first. The skills, knowledge and abilities that the current employees have. This analysis ought to take into consideration the goals of the organization, the business climate and constraints, both internal and external. The desired si ...
Running head NEEDS ASSESSMENT1NEEDS ASSESSMENT.docx
Running head NEEDS ASSESSMENT1NEEDS ASSESSMENT.docx
SUBHI7
BUS137 Chapter 7
BUS137 Chapter 7
Deborah Oronzio
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BUS137 Chapter 7
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Success and failure in Organisation Design
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Business Strategy LO3.PPTX
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L&D_Metrics-Improvement_20150409
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Store Operation Process
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International Nurses' Day is 12 May. See some of our resources ranging from histories of hospitals and organisations to personal recollections and diaries.
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