Motivational Program Proposal PSY 201 June 25, 2013 Facilitator: Jennifer Amond Motivational Program Proposal As an owner of a manufacturing company I noted that the attitude of my employees were not as I expected after taking a climate survey. I noted that the moral of my employee were at an all-time low; I resolved that something had to be done if I wanted productivity level to increase in my department. My people needed a moral boost, and I had to do something fast; the life my company is depending on it. Therefore, I developed a motivation plan to restore the moral of my employees. My motivational proposal plan will be based on intrinsic motivation.
Since the true path to happiness, according to Epictetus, is the attainment of virtue, we can all become happier by improving ourselves, whether morally or intellectually. Furthermore, Epictetus' philosophy of happiness would lead us to live less stressful lives if we came to worry about only that which we can control. Still, while I admire Epictetus and his philosophy, I do not believe that most of us could be happy purely through the attainment of virtue. I believe that social support and some level of material possessions are necessary for happiness; we cannot forever strive only for virtue. I do, however, believe that Epictetus had a strong point when he asserted that we should only, rationally-speaking, worry about what we can change -- what good is there in worrying about things we cannot
One of the most foreboding findings in the report was the observation that for Iraq and Afghanistan veterans “whose responses were positive for a mental disorder, only 23 to 40 percent actually sought mental health care”. The soldiers worried that they would be stigmatized by their leadership and peers for seeking help and that asking for support would negatively impact their military careers. Some veterans have asked their spouses to make counseling appointments in the spouse’s name, and the veteran attends as a “support system” to keep the stigma of mental health appointments hidden from their fellow troops and commanders. These soldiers have deployed not only once, but some more than five times in various combat or stressful areas where combat equals danger, fear, boredom, high adrenaline activity, and the possibility of one’s own death or the loss of a battle buddy. Research indicates that deployed soldiers with pre-existing symptoms of anxiety and depression may have a higher risk of PTSD.
In “Trouble with Self-Esteem” Nicholas Emler states ''There is absolutely no evidence that low self-esteem is particularly harmful”. ''It's not at all a cause of poor academic performance; people with low self-esteem seem to do just as well in life as people with high self-esteem. In fact, they may do better, because they often try harder. ''(Slater 859) Lauren Slater uses not only personal evidence to make her case but she also finds other credible people to provide more information toward her
Initially the consultants undertook a pre-audit by talking to staff, looking at work processes and department records. They then produced an initial report identifying some areas of concern. They suggested that Innovative Widgets: were not aware of their externals customer’s needs were not aware of internal customer’s needs did not have adequate policies and procedures for managing its customer service. Bruce Dawson, managing director needed help. He admitted that he had been complacent about his customers, saying that he had adopted the “ If it’s not broken, why fix it?”’ approach to customer relations.
Managers select the first alternative that is satisfactory.2. Managers recognize that their conception of the world is simple.3. Managers are comfortable making decisions without determining all thealternatives.4. Managers make decisions by rules of thumb or heuristics. Bounded rationality assumes that managers satisfice; that is, they select the first alternative that is “good enough,” because the costs of optimizing in terms of time and effort are too great.
• Conclusion • In conclusion, some people should not conclude that having good personal ethics are not necessary in a workplace, and only in your personal life. People need good personal ethicsfor two main reasons. First, good personal ethics are required for a healthy and successful workplace or educational setting. But most importantly, when good ethics are conducted in aworkplace, these personal ethics will also flourish in a personal setting with friends and
In comparison to the Utchille book the myth of retraining and better education is revisited in this chapter. Zweig explains that education is not a key to advancement to upward mobility however it still holds important value for occupations. The class structure indeed has not change and the reason of Upward Mobility being it can’t be erased and people have limits to who they can become as
The method is optimistic in nature and concentrates on virtuous human capabilities to prevail over pain, deprivation, and hopelessness (Feist, Feist, & Roberts, 2013). The premise of the humanistic theory of personality is for humans to accomplish self-actualization, achieve growth psychologically, and to attain happiness and inner peace in life (Feist, Feist, & Roberts,
DEVELOPMENT OF AN ETHICS PROGRAM FOR COMPANY X Gabriel Melendez Western Governors University DEVELOPMENT OF AN ETHICS PROGRAM FOR COMPANY X Abstract The purpose of this research paper is to create an ethics program that can be published in an employee handbook, specifically targeting new employees. My company, Company X, describes four elements: confidentiality; conflict of interests; discrimination and harassment; and drug and alcohol abuse and the stance my company takes on each one. This paper includes three topics that are included in our training program. There is also a section that that explains how employee misconduct should be monitored, audited as well as reported. In order to evaluate the success of the ethics program