QAspire

FEBRUARY 9, 2010

Home Go to QAspire.com Guest Posts Disclaimer Seven Key Thoughts About Managing Human Resources Here are SEVEN most prominent thoughts that stuck me this week about managing “human” resources. Abraham Maslow said that one of the fundamental needs of human beings is “Esteem” – a desire to be accepted and valued by others.

Human Resources 91

Human Resources Resources Management Maslow 91

Persuasive Powerhouse

DECEMBER 23, 2010

We partner with great leaders to help them become even greater at developing, improving, and sustaining relationships with the people who are essential to their success. In the spirit of the season, I’ve listed a few suggestions for gifts that you can give to your stakeholders – those who care about and support you.

Greenleaf 203

Greenleaf Maslow Goleman Core Competence 203

LDRLB

APRIL 9, 2012

The theory developed as Edward Deci and Richard Ryan began to study why individuals engage in activities for their own sake without seeking to obtain a goal or reward. The first that humans are proactive by nature and seek to develop their potential. The second that humans desire to grow and develop themselves and their capabilities.

Ryan 74

Ryan Maslow Motivation Incentives 74

LDRLB

MARCH 19, 2012

The two-factor theory (also known as Herzberg’s motivation-hygiene theory) was developed by Frederick Herzberg. The theory prescribes that, if management wants to increase satisfaction on the job, it should focus on the opportunities work presents for gaining status, assuming responsibility, and for achieving self-realization.

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Herzberg Maslow Motivation Policies 68

Persuasive Powerhouse

JANUARY 19, 2011

Happiness blended with good humor, in my opinion, should be practiced in all moment in order to have a healthy and good environment of job in agreement with the following saying “although my heart cries, my face should smile.” Julio : January 21, 2011 at 10:21 pm In fact, one of the most important attitudes in our jobs should be our mood.

Greenleaf 178

Greenleaf Maslow Goleman Core Competence 178

Persuasive Powerhouse

NOVEMBER 16, 2010

They take responsibility for their own development. They aren’t waiting for anyone to hand them leadership development on a silver platter. These organizations create the kind of environment that supports leadership development. These organizations create the kind of environment that supports leadership development.

Blog 187

Blog Greenleaf Maslow Self-aware 187

LDRLB

JUNE 2, 2010

The two-factor theory (also known as Herzberg’s motivation-hygiene theory) was developed by Frederick Herzberg. The theory prescribes that, if management wants to increase satisfaction on the job, it should focus on the opportunities work presents for gaining status, assuming responsibility, and for achieving self-realization.

Herzberg 60

Herzberg Maslow Policies Motivation 60

Persuasive Powerhouse

OCTOBER 13, 2010

All of the above statements came from clients and readers recently. .&# “I didn’t know that developing as a leader would be so personal.&# “The things you write about leadership apply to our personal lives as well as our work lives.&# That big, hairy audacious project you want to manage? It’s also necessary.

Leadership 179

Leadership Self-aware Executive Coaching Blog 179

Persuasive Powerhouse

JANUARY 19, 2011

Mike Figliuolo is the Managing Director of thoughtLEADERS, LLC. He has been a tank platoon leader, a McKinsey consultant, a senior executive, and now runs thoughtLEADERS – a leadership development and training firm. Develop yourself – and if you can, develop others. Think of parents, for example.

Training 257

Training Blog Greenleaf Maslow 257

Persuasive Powerhouse

NOVEMBER 10, 2010

Ann McKenzie: November 11, 2010 at 1:40 am Great story on the effects one has on the surrounding environment. You have illustrated a situational management tool that is very effective. I find that in my work environment over the past year and into the next few years, it is a struggle to present optimism to the workforce.

Emotional Intelligence 201

Emotional Intelligence Goleman Blog Open-book 201

Persuasive Powerhouse

JULY 21, 2010

when I see that we no longer need to use 360’s in our organizations because: There are no toxic managers. Developing staff is as important as the bottom line. Their organizations don’t balk at allocating resources to develop a pipeline of leaders. But not anonymously and in a conversational, safe, trusting environment.

Self-aware 176

Self-aware Bottom-up Greenleaf Maslow 176

Persuasive Powerhouse

SEPTEMBER 9, 2010

For most managers (and other leaders) it would require a major paradigm shift in their styles to start sincerely asking these questions of those they’re leading. Sean, yes, this way of thinking is hard, and very different from what most managers are used to. It takes an entirely different mindset to look at the world in this way.

Cooperrider 169

Cooperrider Leadership Altman Blog 169

Persuasive Powerhouse

NOVEMBER 28, 2010

I think it’s all about the environment you set for them. The difference, I think, was the individual’s manager – and the potential they saw. We partner with great leaders to help them become even greater at developing, improving, and sustaining relationships with the people who are essential to their success.

Collins 188

Collins Blog Greenleaf Maslow 188

Persuasive Powerhouse

JULY 11, 2010

Robert, a manager of managers, has an open door policy and regularly lets his staff know that they can come in anytime he’s in the office to ask questions or discuss concerns. But my manager insisted that I receive my service award in front of the rest of the team. He listens well and is great at solving problems.

Blog 169

Blog Greenleaf Maslow Goleman 169

Persuasive Powerhouse

NOVEMBER 15, 2010

Developing yourself and others to create a continuous learning culture. Supporting growth and development will positively affect the goals your organization is attempting to achieve. When a leader gives him or herself to all employees in very helpful ways a new sense of transparency and trust develops. Thanks for the addition.

Leadership 257

Leadership Blog Learning-by-Doing Follow-up 257

Persuasive Powerhouse

SEPTEMBER 29, 2010

Being mindful of your values are will keep you resilient, too, something that is good for you in this ever-changing business environment. We partner with great leaders to help them become even greater at developing, improving, and sustaining relationships with the people who are essential to their success.

Workshop 150

Workshop Self-aware Blog Greenleaf 150

Persuasive Powerhouse

SEPTEMBER 20, 2010

Surely it will make our environment more pleasant. The manager let that person go due to business reasons. We partner with great leaders to help them become even greater at developing, improving, and sustaining relationships with the people who are essential to their success.

BPM 185

BPM Chemicals Emotional Intelligence Blog 185

Persuasive Powerhouse

OCTOBER 10, 2010

One of the easiest ways to implement a positive environment amongs peers. Managers need to make sure they often use these feel good comments to keep spirits high in the workplace. It gave us all the opportunity to think about similar situations we have been in. Oren Hovemann: October 18, 2010 at 12:36 am Thanks Mary!

Blog 167

Blog Self-aware Letter Greenleaf 167

Persuasive Powerhouse

SEPTEMBER 27, 2010

Many believe that when they request feedback from their staff, peers, and manager that they will hear the unvarnished truth about their performance; seldom does that happen. However, I do believe that this dilemma can be minimized by encouraging an environment where both positive and negative feedback is appreciated and taken sincerely.

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Blog Follow-up Self-aware Learning-by-Doing 229

Persuasive Powerhouse

OCTOBER 24, 2010

By continuing your own development, you’ll have a better idea of what matters. So, find a mentor, hire a coach, take a 360, read some self-development or leadership books. If you have to approve things, if you are the bottle neck in the process, you are having an impact on your employees time if you manage yours poorly.

Learning-by-Doing 185

Learning-by-Doing Blog Class Open-book 185

Harvard Business Review

FEBRUARY 20, 2018

Abraham Maslow’s big idea was that we all have a hierarchy of needs: once our basic physiological and safety needs are fulfilled, we seek love and belongingness, then self-esteem and prestige, and finally self-actualization. In those environments, survival isn’t in question. Jorg Greuel/Getty Images. on a 1-5 scale.

Maslow 15

Maslow Company Motivation Engineering 15

Harvard Business Review

JULY 8, 2014

In the early 1940s, Abraham Maslow started asking questions about human motivation— questions I study, too. Today, the theory is usually depicted as a pyramid, although Maslow didn’t use one in his original writings; it’s a textbook creation. The managers were discussing how to better engage their employees. Motivation'

Maslow 10

Maslow Motivation Bottom-up Incentives 10

Harvard Business Review

NOVEMBER 5, 2012

Typically, such boards comprise directors who act distant and detached — traits anathema to a business environment that demands transparency and accountability. We found that boards tend to progress from good-to-great along a four-phase continuum: 1) foundational, 2) developed, 3) advanced, and 4) strategic.

Compliance 9

Compliance Maslow Short-term Long-term 9

Persuasive Powerhouse

DECEMBER 20, 2010

I often recognize it in the manager who is working 80-hour weeks with no end in sight. This helpful but over-burdened manager is sitting in his office. This manager thinks a bit and then tells them what they can do to fix the problem. The manager feels good because they have “helped”. He’s harried, stressed, and run down.

Learning-by-Doing 222

Learning-by-Doing Blog Greenleaf Maslow 222

Harvard Business Review

SEPTEMBER 1, 2011

Technologies will change, distribution channels for content will change, usage environments will change. Much the same can be said of the quantitative data most business managers are forced to use while trying to make important investment decisions, or while analyzing and benchmarking in a 'gated' product/service development process.

Benchmarking 14

Benchmarking Maslow Analysis Trends 14

Persuasive Powerhouse

DECEMBER 14, 2010

If you are in a work environment that simply doesn’t get it, get out asap! Mary Jo Asmus : December 16, 2010 at 12:40 pm Ellie, I agree that the context or environment makes it difficult to admit when one is wrong. You probably aren’t thrilled with the idea either, dreading the thought of being anything less than perfect.

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Learning-by-Doing Blog Environment Greenleaf 188