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When you ask any group of workers what motivates them to come to work, at least one and probably most will include 'money' in the response. Pay is a big issue for most people and is certainly a reason why people go to work, even sometimes staying in jobs they don't like. But is it a motivator?
Herzberg's Two Factor Theory suggests that there are two different sets of factors that determine job dissatisfaction and job satisfaction.
Herzberg's Two Factor Theory
|Satisfiers/Motivation Factors||Dissatisfiers/Hygiene Factors|
The Johari Window model, devised by American Psychologists Ingham and Luft during a research period at the University of Los Angeles in 1955, is a behavioural model which aims to boost group relations through individual self awareness and mutual (group) understanding.
The model is a combination of the first names of Joseph Luft and Hari Ingham; they’re remembered over fifty years later which shows what good workplace relationships can achieve.
The Johari Window model is particularly useful in assessing group relations with other parties. Despite being published over fifty years ago, the model is still relevant in the work place today. This is due to current popular workplace emphasis on cooperation, inter-group development, interpersonal development, soft skills, behaviour and the influence of these factors.
The ease of using the Johari Window Model to understand relationships between employees and the employer within the Psychological Contract is an invaluable benefit to businesses.
What Does The Johari Window Mean?
The model is, on the face of it, is as simple as it appears. Its application in the workplace is slightly more tricky, but we’ll get to that later.
Effective personnel management is one of the hardest tasks for any manager but it's also one of the most important.
Managing large teams can feel like a never ending task. The minute you think you have a grasp of the team's availability and capabilities, something changes and it can feel like going back to square one.
You need to approach the different aspects of personnel management in the right order, at the right times, for the best chance of success.
In this post I outline my 5 Steps to Effective Personnel Management. Read through and see how they compare to your processes.
"Who is your Leadership Skills course aimed at?"
That is the most common question we get asked about leadership training.
Anybody who wants to lead in their organisation, from team members up to C-level executives and business owners.
It is a common misconception that leadership is only important for positions of authority.
I think that's wrong and in this post I'm going to explain why leadership is important at all levels of an organisation.
I've also put together some highly simplified graphics to show why I think that leadership at the bottom can often lead to highest level of organisational change.
Leading from the Top
True leaders lead whether they've been given an official position of power or not.
On our Leadership Training Course, you'll learn that it takes more than just a title to be a leader; it takes courage, passion, empathy, confidence and a whole lot more.
Being able to lead effectively when you're not a designated leader is tough.
It's a fine line to tread between being helpful and being arrogant or egotistical, and this is especially the case with how your boss or superior will react to you taking some of the reigns.
With that in mind, I thought we'd take a look at how to lead upwards, without encroaching on your manager's territory.
This is the sort of advanced people management skill that will really give your career a boost in the long-term.
Analyse your skills
If you're aware of where your strengths and weaknesses lie, you'll be better equipped to deal with others, and dealing with others is the fundamental goal of leadership.
Is communication something you're comfortable with or does it need working on? Are you a confident talker or a thoughtful listener (or both)? Do you lead with charisma or are you reserved?
Asking these questions, and others, of yourself will allow you to get to grips with who you are in a professional capacity, and only then can you begin to lead others.