Time is one of our most valuable resources…
By analyzing time usage on a regular basis,
it is possible to understand the most efficient ways to use time,
both in and out of the workplace.
Using Time Wisely
Everybody is increasingly aware of the cost of time. Individuals and departments are held accountable for their use of time: goals are clearly defined and financial penalties are incurred for missed deadlines. Company culture can have an important influence on how employees use their time. In too many organizations, working long hours is equated with working hard. If you leave on time, others may think that you are not pulling your weight.
If you want to make things happen, you have to raise the sights of your team, not lower them. The broader the picture you give people, the fewer obstacles they see in their path. People need BIG goals.
One Bad Apple Spoils The Bunch
Effective leaders believe that “one bad apple spoils the bunch”… and they are right. When leaders spot a bad apple, it is vital to take immediate action to counsel them once or twice. Most bad apples require coaching on the harsher side – similar to “tough love”. If a leader is unfamiliar with legal liabilities surrounding disciplinary conversations with employees, they should seek to partner with your Human Resource Department for support in this process.
Victor Vroom, Expectancy Theory 
Vroom’s expectancy theory is all about weighing options and making choices. It asserts, in essence, that people will put forth effort when they believe that such effort will result in an outcome, and that that outcome is worthwhile. This theory is composed of three key elements and resulting questions that individuals (in this case, employees) ask themselves:
- Expectancy: “How likely is it that I’ll be able to attain a particular goal (in this case, a certain level of performance) if I put forth the required effort?”
- Instrumentality: “Assuming that I do attain this level of performance, how likely it is that I’ll be recognized or rewarded in some way?”
- Valence: “Assuming that I am recognized or rewarded, what is that recognition or reward really worth to me?”
- Expectancy Theory
- Acquired Needs Theory
- Theory X and Theory Y
- Motivation-Hygiene Theory
- Operant Conditioning
- Maslow’s Hierarchy of Needs
- Equity Theory
- Motivation Theory and Practice
Learn more about Motivation by visiting LPHR on your desktop, tablet or smartphone. For HR Business Professionals interested in Leadership Communications, LPHR Magazine presents you with simple concepts and practical applications to help you develop personally and professionally. Find the latest issue, complimentary, on LPHR’s Scribd.
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