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Loyal employees often make more money - Futurity

Loyal employees often make more money - Futurity | GIBSIccURATION | Scoop.it
MICHIGAN STATE (US) — A loyal workforce can boost a firm’s bottom line. Now a new study finds employees who … Continued
GIBS Information Centre / GIBSIC's insight:

motivating employees- "The findings have implications in the global economy.  -   Western-based companies looking to set up shop in countries such as Azerbaijan or Russia, for example, need to know how to train their managers to motivate workers. Knowing which strategies promote loyalty is crucial.   -   “If Western managers come in and start offering them praise, telling them they’re doing a great job and so on, it might not have that big of an effect,” Linz says. “Managers might have more success by offering the workers a chance to learn new skills, which can contribute to their sense of better job security or desire for more job autonomy, all of which were positively linked to loyalty in our study."

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Best Way to Motivate Your Team for Free

Best Way to Motivate Your Team for Free | GIBSIccURATION | Scoop.it
New research out of Wharton suggests a stunningly effective and totally free way to boost employee motivation (and revenue).

Via Scott Span, MSOD, Paul Thoresen
GIBS Information Centre / GIBSIC's insight:

Inspire and motivate!

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Scott Span, MSOD's curator insight, January 16, 2013 12:24 PM

New research out of Wharton suggests a stunningly effective and totally free way to boost employee motivation (and revenue).

Paul Thoresen's curator insight, January 17, 2013 10:59 AM

The first half of the 15 minute TEDx talk by Adam Grant is really interesting, the second half is too, but more focused on teachers. 

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Retaining Top Talent: Yes, It Really Is All About Them

Retaining Top Talent: Yes, It Really Is All About Them | GIBSIccURATION | Scoop.it
If you want to retain your high-potential employees, you have to get involved in helping them plan their careers.
GIBS Information Centre / GIBSIC's insight:

WarForTalent- "Customizing opportunities to each employee requires that leaders understand their people’s goals, motivations, and values. It’s a simple process, but very few leaders do it—or even know how to do it. Don’t believe me? Take a look at these questions and answer them for one of your direct reports:

  • What are your proudest accomplishments and biggest disappointments? Why?
  • What activities energize you and drain you?
  • How would you force rank the following rewards: financial gain, power and influence, lifestyle, autonomy, affiliation, intellectual challenge, competence, recognition, other?
  • If you died tomorrow, what would you want your legacy to be?
  • What is your five-year career goal? If you don’t have one, what’s your “best guess”?
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