Our Management Training Courses

By introducing our Management Training courses to your staff we help ease the negative effect of change on both managerial and supervisory personnel. The change in job responsibilities, the change in personnel, job duties, and the rising challenge of developing subordinates are specific goals of our learning systems courses. We are highly successful at helping Managers and Supervisors learn and adapt to the necessary skills and proper behaviors to be successful at work as well as in their personal lives.

For more information on our management training courses please contact us.

As a part of our management training courses, Managers and Supervisors will learn how to:

• Minimize the chance of miscommunication by understanding what people are really saying, and why
• Deal with difficult people, manage tense situations, and resolve conflict
• Make use of proven active listening skills to improve your ability to gain helpful information
• Be able to facilitate, guide, and close discussions in one-on-one or group settings
• Improve understanding and communication by giving and receiving good feedback
• Use ideas submitted by a member of the team without causing other members to be defensive
• Develop a comprehensive team building strategy that improves productivity of the whole team
• Emphasize the value of working toward common goals without devaluing individual accomplishment
• Define and set up a method to track staff activities
• Be able to manage time and work assignments effectively
• Conduct team meetings that capture and hold the audience’s attention
• Interview and hire the right person for the right job
• Save time and work more effectively through the use of a clear time management plan
• Understand and comply with proper hiring and managing requirements
• Communicate effectively with both superiors, peers and subordinates
• Become effective coaches for their work team
• Conduct accurate and difficult performance appraisals

 

Management Training Course:
Why Money Doesn't Motivate

What do people work for? What is it that gets them out of bed in the morning, makes them brave terrible traffic, and spend their day in a drowsy cubicle performing an interminable series of meaningless tasks? Most assume it is the money that keeps them going. As I'll explain in this article, this is only part of the truth.

At the same time, it's the complete truth. Money will get people to drag themselves to work, but it can't make them enjoy their work. Even when you throw buckets of it at their heads, the increase in enjoyment they derive from their job can only be marginal and short-lived. Why is that, you ask? A good explanation can be found in needs theories of motivation. In this first part, I'll explain the concepts we'll be working with.

What is motivation?

Motivation, in its broadest sense, is defined by the Encyclopedia Brittanica as forces acting either on or within a person to initiate behaviour. Motivation is what makes people come to work every day and perform the tasks that they are assigned in varying degrees of proficiency. It's the attitude that makes it possible for them work harder and achieve more when needed. And it's the holy grail of managers worldwide, working hard to get the most out of their teams.

What are needs theories of motivation?

Needs theories of motivation take as their basic premises that people are motivated by the fulfillment of their own needs. When a need isn't fulfilled, they'll work hard to have it fulfilled. Some needs not being fulfilled has a negative effect on people, like not having enough to cover one's basic physical needs. When you don't have enough food or you can't heat your house, you'll probably feel pretty negative about your situation.

Other needs are connected more to deeper fulfillment, and their being fulfilled depends increasingly on personal interpretation. Let's take a look at the Maslow's well-known hierarchy of needs theory.

Maslow's hierarchy of needs theory

Maslow's theory states that people have a pyramid hierarchy of needs that they will satisfy from bottom to top. Starting from mere physiological subsistence, the needs go from belonging to a social circle to pursuing your talent through self-actualization. The higher the needs, the less substantial they become, and the more subjective.

The five needs are divided into two main categories: deficiency needs (physiological and safety) and growth needs (belonging, self-esteem and self-actualisation). Important to this theory is that unfulfilled needs lower on the ladder will inhibit someone from climbing to the next step. So when a person's deficiency needs aren't satisfied, the person will feel the deficit and this will stifle his or her development on the higher levels.

If you'd like to know what does make people jump of bed, rush to the office whistling and working with a smile and sweat on their brows, stay tuned!

Ben Ball: link

Subject: Management Training Course

More Management Training Tips