MotivationMotivation
This book shows managers how to identify opportunities for increasing productivity by enhancing commitment and provides tools for building a high-performing team.
More than ever, senior and frontline managers are tasked with the development and maintenance of highly productive teams—a formidable challenge in all situations. Organizational directives for "lean," highly responsive, change-adaptive workforces have created an environment in which every aspect of productivity must be examined and improved in the quest to meet increasingly competitive global goals. About 30 percent of productivity is lost from knowledge workers who withhold undetected discretionary effort because managers fail to tap into motivation dynamics that impact the level of individual and team commitment. This book gives managers the tools they need to motivate their teams to deliver significantly better results.
Readers of Motivation: The Manager's Key to Closing the Commitment Gap will gain a foundational understanding of motivation from theoretical, experimental, and anecdotal perspectives and identify key areas of potential untapped productivity. The book explores the changing workforce values, economic pressures, and the revised compact between employers and employees that create the commitment gap that results in untapped productivity. Managers will see how to go through a diagnostic and relationship-building process that creates powerful and productive dialogues, resolves conflict, and pinpoints behaviors and identifies tools to build a fully committed, high-performing team.
- Clearly identifies interpersonal dynamics as the major factor for reducing the "commitment gap" and increasing job satisfaction and productivity
- Utilizes "real life" scenarios to demonstrate how the supplied blueprints and strategies enable managers to internalize and experiment to impact their own motivational issues
Gottlieb, a management consultant, instructional designer, and facilitator, identifies areas of potential productivity and behaviors and tools that managers can use to motivate and build a high-performing team. He describes motivation from theoretical, experimental, and anecdotal perspectives; changing workforce values, economic pressures, and the revised agreement between employers and employees contributing to a commitment gap involving untapped productivity; and a diagnostic and relationship-building process that results in productive dialogues, conflict resolution, and committed teams. The first part discusses motivation theories, intrinsic and extrinsic motivation, reward programs, the concept of engagement, the manager’s role in motivation, and motivating employees remaining after reorganization or downsizing, and part-time and contract workers. The second part addresses the dynamics of motivation, including key techniques and strategies to create highly motivated individuals and productive teams, such as motivational dialogue, compliance strategies, motivating job performance, and coaching situations. Annotation ©2017 Ringgold, Inc., Portland, OR (protoview.com)
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- Santa Barbara, California : Praeger, [2017]
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