Motivating the Unmotivated Assignment Help
We should not assume that a lack of motivation is an intrinsic problem. As leaders, we should first evaluate whether or not we’ve created an environment that inspires our employees. In order to spark motivation, people must feel seen and valued.
To prepare for this Discussion:
- Motivating the Unmotivated — https://youtu.be/V2K4VqkfRaM
Respond to two or more colleagues, “See listed below” in the following way:
- Propose two suggestions on something your colleague can do.
- Provide a rationale for your suggestions based on your experience and the Learning Resources for the week.
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When you try to train a student, you should have to try different technique to train them and stop the monotonous techniques so that the student can understand training very well and can concentrate on training program. This help them in not developing boredom while being trained. When you start to train student on first step let them know that what you expect from them and set the goals for them and what you want from them in first place. Student must be aware that what is goal for them. The best way to know that your student is leaning in training is to create program that let track the progress of students. There should be a program to track how student is improving in training and how much they have gained during the training program. During training set a bit of friendly competition that encourage them to prepare in better way and improve themselves (isowebseousr, 2019). Competitiveness will push them towards being better version of them. Student who make serious progress during the training program must be rewarded and praised amongst other as this will encourage other to improve them and seek out hard work to get those rewards. This also creates a bit of completion between them.
isowebseousr. (2019, November 14). 8 Steps for Improving Training Effectiveness in Your Company. Retrieved from isoTracker website: https://www.isotracker.com/blog/8-steps-for-improving-training-effectiveness-in-your-company/
Motivation and keep the learners and audience engaged can be a difficult daunting task, especially if it is a group of adults. Most instances, adults feel as though they do not need anymore training and the amount of information they currently have will suffice. This belief is false and learning opportunities can and do exist on a daily basis, if the learner applies themselves. Making a training environment more enjoyable and comfortable for learners is the first step. I recently attended a course that was needed for promotion potential and growth. Many of my peers were not excited or thrilled about attending this training. The facilitator, noticing this as well, created a break from the training each morning that resulted in all learner interaction. Each day, a learner (student) was to come to training prepared to discuss a few items, a current event taking place and their thoughts behind it, as well as sharing something unique and different about themselves to the class. This interaction and break from the course material gave the learners a more comfortable learning environment and thus a pleasurable class in the long run. Other options and suggestions would be to keep the class interactive and encourage small group discussion, shared stories and experiences. As all learners in a course are set out to achieve the same thing, finish the course, thus peer to peer motivation as well as daily quotes, countdowns and other avenues can be used and set forth. As a result of the training, opportunities to share knowledge and skills is also a viable asset that learners often are unsure of or are completely unaware. Finally, making all the learners working together as a single team and unit can help motivate those who are hesitant and not wanting to participate in the training material. I found this article that explains and expands on motivation for training environments (Dmitrieva, 2021).
Dmitrieva, I. (2021, July 19). Top tips on how to motivate employees to attend training. theHRDIRECTOR. Retrieved March 21, 2022, from https://www.thehrdirector.com/how-to-motivate-employees-to-attend-training-best-ideas/
Paper：need 6 pages
No outside sources are required for this paper. However, you may need to use the website of the company you are profiling. Other sources are allowed, but in all cases, they should be quoted and cited appropriately. Do NOT simply copy blocks of text from a corporate website or from the textbook without appropriate attribution and citation.
- The first few pages of the paper should summarize the basic facts about the organization:
Brief history and timeline of major milestones like mergers & acquisitions, other changes over the years; Major line(s) of business and countries of operation; Total revenues/budget; number of employees; Current key leaders (i.e., CEO, and Chief Human Resources Officer if you can find out this information); Target markets for products and services offered; and Anything you can learn about current organizational structure and organizational culture.
- Then describe the 2 major HR challenges or concerns you identified for that organization. Remember to make connections to the readings about each topic. Choose 2 of the following HR topics: (note that some chapters cover more than one topic) Topic of HR textbook (choose 2) : Chapter 1-3 on pdf named “HR ch1-3”; Chapter 4-6 on pdf named “HR ch4-6”;Chapter 7-10 on pdf named “HR ch7-10”
- Strategic HR (chapter 1)
- Corporate Culture (chapter 1)
- Employer Branding ((chapter 1)
- Downsizing and Restructuring (chapter 1)
- Business Ethics (Chapter 2; in text page 25)
- Corporate Social Responsibility (chapter 2; in text page 33)
- Equal Employment Opportunity/Affirmative Action (chapter 3; in text page 44-60)
- Discrimination and Harassment (chapter 3)
- Diversity and Inclusion (chapter 3; in text page 64-71)
- Succession Planning (chapter 4; in text page 90)
- Recruitment (Chapter 5; in text page 109-126 )
- Alternatives to Recruitment (chapter 5; in text page 126)
- Selection Tests/Pre-Employment Screening (chapter 6; in text page149)
- Interviewing (chapter 6; in text page 143)
- Training and Development (chapter 6; in text page 198)
- Career Development (chapter 6; in text page 212)
- Compensation (chapter 9)
- Benefits (chapter 10)
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