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    Live Webinar on Changing Behavior : Why Rewards and Punishments Often Aren’t Enough

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    Website https://bit.ly/2Sh6EkG | Want to Edit it Edit Freely

    Category Reward vs punishment psychology; Human behavior in organization; Employee rewards and recognition program

    Deadline: March 21, 2019 | Date: March 21, 2019

    Venue/Country: Training Doyens 26468 E Walker Dr,Aurora, Colora, U.S.A

    Updated: 2019-02-21 18:03:33 (GMT+9)

    Call For Papers - CFP

    OVERVIEW

    Every employee is different and needs a different approach. There is no one-size-fits all when it comes to encouraging employees to perform and improve. Generic rewards and punishments have a de-motivating effect.

    Learn to apply the latest understanding of what engages today's employees and get the results your organization needs.

    This webinar is designed to help you keep employees motivated and engaged. Every manager wrestles with this fundamental skill to thrive in a competitive market place. This persistent problem often comes down to not understanding human behavior in organization, especially with four generations in the workplace. You don’t have to become a psychologist, but you do have to master some fundamentals if you want to keep employees inspired, engaged, and productive.

    If you continuously learn from each employee interaction and apply your knowledge to new situations, you will create a productive team of inspired, engaged employees.

    WHY SHOULD YOU ATTEND

    Today's workforce is mobile and unwilling to stay in job where appreciation is rare or where the person is not making a difference. You are judged on the quality of work of your team members, which means you must help them perform at their best.

    Everyone is unique and requires a unique approach.

    The fundamentals of human motivation enable you to engage each employee and the entire team for top performance. Learn about reward vs punishment psychology and how to get the results you need while building a dedicated team.

    AREAS COVERED

    • Understanding your strengths and challenges when motivating employees

    • The role of mission in motivation

    • Developing your mission-driven plan

    • Relation of employee's knowledge, experience, and competence to motivation

    • Employee rewards and recognition program

    • Impact of reward system on employee performance

    • Motivators and De-motivators

    o Maslow's hierarchy of needs and motivation

    o Herzberg's Two Factors and motivation

    o McClelland's Acquired Social Needs and motivation

    o Internal vs. external motivation

    • How do we decide what motivates each person

    • Providing effective feedback and coaching

    • Managing virtual teams-strategies for team leaders

    LEARNING OBJECTIVES

    • Get specified results by establishing and carrying out a robust plan for team goals and for individual development

    • Lead a productive, innovative team using performance planning, delegation, motivation, feedback/coaching, and evaluation

    • Understand the impact of reward system on employee performance

    • Create effective relationships and communicate effectively with employees.

    • Perfect your motivational, engagement, and inspirational skills.

    WHO WILL BENEFIT

    • Newer managers

    • Experienced managers and supervisors who want to enhance their skills for better results

    • Executives

    • Team leaders and project managers

    • HR professionals

    • Anyone interested in managing people

    Use Promo Code MKT10N and get flat 10% discount on all purchases

    For more detail please click on this below link:

    https://bit.ly/2T2Hivl

    Email: supportattrainingdoyens.com

    Toll Free: +1-888-300-8494

    Tel: +1-720-996-1616

    Fax: +1-888-909-1882


    Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
    Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.