pi_midlantic_factors_motivating_needs_g
0 likes128 views
This document describes the four factors of the Predictive Index assessment - Dominance, Extroversion, Patience, and Formality. For each factor, it lists the associated behaviors when the drive is low or high, as well as the motivating needs. Dominance relates to the drive for ownership and control. Extroversion relates to social interaction. Patience relates to the drive for stability. Formality relates to the drive for conformity. The chart provides insight into employee motivations and preferences based on where they fall on the scales of these four factors.
1 of 1
Download to read offline
Ad
Recommended
Internal behavior
Internal behaviorAshak Hossan
油
This document discusses factors that influence workplace behavior and ethics. It outlines that an individual's values, which are formed by age 6 through family and social influences, help determine how they interact with others. Values guide what people think about, choose, feel, and do. The document also lists several good work ethic traits like dependability, accountability, consideration for others, and cooperation. It presents a model of behavior flow showing how work environment, events, personal dispositions, emotions, attitudes, and judgments shape affect-driven behaviors. Key factors that influence individual behavior at work are one's activity reinforcement, antiseptic bouncing, contracts, direct appeals, and ability to help overcome hurdles. The document concludes with behaviors that canMary m7 leadership
Mary m7 leadershipmcurran007
油
This document discusses leadership and management in nursing. It defines leadership as getting others to want to do something and management as handling day-to-day operations. Effective leadership involves establishing a vision, role modeling, and influencing others, while effective management involves planning, organizing resources, and coordinating work. There are different leadership styles such as autocratic, bureaucratic, democratic, and laissez-faire that vary in how decisions are made and input is gathered from others. Situational leadership adapts the style based on employee maturity and the situation.The Impact of Workplace Bullying on Individuals with Disabilities
The Impact of Workplace Bullying on Individuals with DisabilitiesKathleen Deery
油
This document discusses workplace bullying, defining it as repeated unreasonable actions intended to intimidate, degrade or undermine an employee. It notes bullying is more common than harassment. The document outlines types of bullying behaviors and notes certain groups are more likely to be targets. It also discusses characteristics of bullies and targets. The document concludes with recommendations for targets on documenting bullying, addressing it with employers, and potential next steps if the issue isn't resolved.DISC - Explaining the Basics
DISC - Explaining the Basicsmartin_ellis
油
The document discusses the D.I.S.C. assessment tool, focusing on four personality traits: Dominance, Influence, Steadiness, and Compliance. It emphasizes the importance of understanding individual behavioral preferences for better team management and decision-making, and mentions that the tool is objective, validated, and commonly used in workplaces since the 1960s. The document also highlights how D.I.S.C. can provide insights into personal behavior, improve team dynamics, and guide management styles.Decisions in Communication
Decisions in Communicationprectway
油
This document discusses various factors that influence decision making, including involuntary decision making, authority figures, peers, groupthink, and interpersonal needs. It also discusses critical thinking strategies like defining problems, analyzing assumptions, considering multiple interpretations, and tolerating uncertainty. The key takeaways are that decision making is influenced by habits, others' opinions, and emotional needs, and critical thinking examines decisions carefully by considering various perspectives and evidence.iCAAD Paris 2019 - Chris John - Understanding the impact of transgenerational...
iCAAD Paris 2019 - Chris John - Understanding the impact of transgenerational...iCAADEvents
油
The document discusses transgenerational trauma, emphasizing its inheritance through family systems and the psychological burdens, such as guilt and shame, that clients may carry. It outlines the symptoms of psychological trauma and suggests therapeutic approaches like building trust, utilizing various models, and understanding family dynamics. The importance of addressing transmitted trauma in therapy is highlighted to facilitate healing and personal growth.Decision making - keep emotion out of it
Decision making - keep emotion out of itsrikanth64
油
The document discusses rational versus emotional decision making for business leaders. It argues that while emotions play a role, the most effective leaders make decisions rationally by considering risks, gathering multiple opinions, and using data and tools to objectively evaluate options. Emotional decisions are common but problematic because they are not supported by objective information and can be biased by relationships or pressure. The document advises leaders to reflect on past decisions to identify emotional tendencies and make intentional efforts to incorporate more rational processes going forward like gathering data, weighing pros and cons, and prioritizing options based on objective criteria.Decisions in Communication
Decisions in Communicationprectway
油
Critical thinking involves carefully examining all available information when making decisions rather than relying on heuristics or biases. We are influenced by credible sources, authority figures, peers, and groupthink. As critical thinkers, we need to consider multiple interpretations, assumptions, and uncertainties rather than oversimplifying issues. Effective decision making requires focusing on both outcomes and ethical processes.Career edge through behavioral understanding
Career edge through behavioral understanding The Predictive Index
油
The document discusses the Predictive Index, emphasizing that understanding behavioral drivesdominance, extraversion, patience, and formalitycan enhance interpersonal communication and workplace dynamics. Each drive influences behaviors, and recognizing these traits can lead to better collaboration and environments for success. The document encourages self-awareness and offers a free behavioral assessment to facilitate this understanding.Gain a career edge through behavioral understanding
Gain a career edge through behavioral understanding The Predictive Index
油
The Predictive Index emphasizes that business issues stem from interpersonal dynamics and highlights the importance of understanding individual behavioral drivesdominance, extraversion, patience, and formalityin workplace interactions. By recognizing these drives, individuals can foster better relationships and improve workplace environments. The document advocates for self-awareness as a critical component of behavioral understanding in professional development.How To Predict Performance on the Job ?
How To Predict Performance on the Job ?LITTLE FISH
油
The document discusses how to predict job performance by identifying four key predictors: cognitive ability, personality, skills, and motivation. It emphasizes that cognitive ability is the strongest predictor of performance, while personality traits like conscientiousness and honesty-humility also play significant roles. Furthermore, the document highlights the importance of both intrinsic and extrinsic motivation in achieving high performance in the workplace.X
XAkshay Ahir
油
The document discusses several important concepts in management including:
1) The importance of control functions in facilitating goal achievement and providing feedback on performance.
2) The three basic types of control - feedforward, concurrent, and feedback control.
3) Key personality traits like extraversion/introversion and sensing/intuition that impact work style and relationships.
4) Factors that influence perception in relationships and how perceptions can impact judgments of others.
5) The importance of communication, including non-verbal communication, listening skills, and providing constructive feedback in management.Applied Performance PracticesMcGraw-HillIrwinMcShane.docx
Applied Performance PracticesMcGraw-HillIrwinMcShane.docxrossskuddershamus
油
The document discusses various employee motivation strategies and performance practices, emphasizing the importance of reward systems, job design, and self-leadership in enhancing workplace empowerment and engagement. Key theories such as Maslow's hierarchy of needs, learned needs theory, and four-drive theory are evaluated for their impact on motivation, while organizational justice principles are also highlighted as essential for equitable treatment of employees. Additionally, the document underscores the significance of creating positive emotional environments and effective goal-setting practices to foster a motivated and productive workforce.Motivation for professional excellence.pptx
Motivation for professional excellence.pptxAnjali Gautam
油
This document provides an overview of motivation theories including:
- Maslow's hierarchy of needs which proposes that people are motivated to fulfill basic needs before advancing to other needs.
- Herzberg's two-factor theory which argues that job satisfaction and dissatisfaction exist on separate continua with different factors.
- ERG theory which adapted Maslow's hierarchy into three factors: existence, relatedness, and growth.
- McClelland's needs theory which focuses on achievement, power, and affiliation as key motivators.
- Vroom's expectancy theory which proposes that motivation depends on valuing rewards, expecting to receive them through good performance, and believing one is capable of achieving goals.
It also discussesMotivation
MotivationAlecxz Herrera
油
This document discusses motivation and leadership. It defines motivation as the set of forces that initiate, direct, and sustain effort towards goals. Motivation depends on needs, intrinsic and extrinsic rewards, and perceptions. The document also discusses leadership traits and behaviors. Effective leaders possess traits like drive and honesty. They also demonstrate initiating structure by setting goals and considerate behavior by supporting employees. The most effective leaders excel at both task-oriented and relationship-oriented leadership behaviors.Motivating Employees
Motivating EmployeesDenni Domingo
油
The document discusses various theories and strategies for motivating employees, including:
1. Maslow's hierarchy of needs and McGregor's XY theory which propose that individuals are motivated by both intrinsic and extrinsic factors such as achievement, recognition, responsibility, and growth.
2. McClelland's motivational needs theory which identifies the needs for achievement, affiliation, and power. Job design should match employees' motivational needs to reduce tension.
3. Strategies like performance appraisals, compensation, employee engagement programs, trust-building, and recognition can be used to motivate employees. Ensuring challenging work, feedback, learning opportunities, and a supportive environment also enhances motivation.Motivatingemployees 090501022717-phpapp02
Motivatingemployees 090501022717-phpapp02angevil66
油
The document discusses various theories and strategies for motivating employees. It covers Maslow's hierarchy of needs, McGregor's XY theory, and McClelland's motivational needs theory. It also discusses job tension, dealing with tension, and strategies companies can use to motivate employees through respect, pride, camaraderie, performance appraisal, compensation, and employee engagement.Award in L&M
Award in L&Mamandajune
油
This document discusses employee engagement and leadership. It begins by outlining the objectives of assessing motivation, employee engagement, motivation theories, emotional intelligence, and personal development planning. It then discusses what employee engagement means for individuals, teams, and organizations. Several theories of motivation are examined, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's three needs. Characteristics of engaged and unengaged employees are compared. The document stresses that consistent strategies, leadership, communication, motivation, involvement, and effort are needed to create an engaged organization. Key areas that impact engagement are identified as job factors, leadership, culture, training, and feeling valued. Traits of engaging leadership and motivated employees areChapter 2 Organisational Behaviour.pptx
Chapter 2 Organisational Behaviour.pptxAhmadAli493787
油
This document provides an overview of a lecture on individual behavior, personality, and values in organizations. It discusses the MARS model of individual behavior which examines motivation, ability, role perceptions, and situational factors. It also outlines different types of individual behaviors like task performance, organizational citizenship, and counterproductive behaviors. Additionally, it covers personality determinants and theories like the five-factor model of personality and Jungian personality theory assessed by the Myers-Briggs Type Indicator. The document provides details on these topics in several subsections.Chap002 baby
Chap002 babyMarivie Fagar
油
- OhioHealth has been successful as an employer by choosing behaviors that minimize absenteeism and turnover, such as being an employer of choice and encouraging extra work efforts.
- Individual behavior is influenced by both internal factors like personality and values, and external situational factors. A model called MARS illustrates how these different elements interact to impact individual behavior and results.
- Motivation represents the direction, intensity, and persistence of voluntary behavior, and is impacted by ability, role perceptions, and other situational and individual factors.HBO NI FAGAR
HBO NI FAGARMarivie Fagar
油
OhioHealth has been successful during economic downturns by being an attractive employer, minimizing absenteeism and turnover, encouraging extra efforts from employees, and promoting high performance. Individual behavior is influenced by both personality and situational factors according to the MARS model, which outlines how motivation, ability, role perceptions, and situational constraints impact behavior. Values can influence behavior when the situation allows for enactment of important values and the individual is mindful of their values.Motivation
Motivationkomal_mural
油
The document discusses different theories of motivation in the workplace including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also outlines factors that can motivate employees and meet different levels of needs, such as interesting work, appreciation, involvement, pay, job security, and opportunities for growth and advancement. Contemporary strategies for motivation discussed include job design, incentives, training, empowerment, and teambuilding.What does it take to be a leader?
What does it take to be a leader?Virginia Commonwealth University School of Pharmacy
油
Chapter 2 discusses the characteristics and effectiveness of leaders, focusing on traits, skills, and emotional intelligence necessary for leadership in pharmacy practice. It contrasts narcissistic and servant leadership styles and emphasizes the importance of balancing organizational goals with the needs of followers. It concludes that while individual nature is hard to change, leaders can influence their philosophies, attitudes, and behaviors through willpower, training, and experience.Motivation Presentation
Motivation PresentationChandresh Dedhia
油
The document discusses the concept of motivation in the workplace, emphasizing its importance for employee productivity and personal success. It outlines various motivations across career stages and highlights theories such as Maslow's hierarchy of needs and goal-setting theory. The text also suggests that organizations can enhance motivation by providing the right tools, an encouraging environment, and aligning rewards with performance.Personality emotions
Personality emotionsJo Balucanag - Bitonio
油
This document discusses key concepts in organizational behavior related to values, attitudes, personality, and emotions. It covers several models and theories including values and cultural dimensions, the components of attitudes, personality traits and types, and emotions. It also discusses self-efficacy and Covey's seven habits for managerial self-improvement.Motivation aas
Motivation aasArfan Ahmed Shourov
油
The document discusses employee motivation and job satisfaction, emphasizing the importance of understanding individual needs and factors influencing motivation. It outlines Maslow's hierarchy of needs and differentiates between satisfaction factors (motivators) and dissatisfaction factors (hygiene factors). Strategies for improving job satisfaction and eliminating dissatisfaction are provided, including creating a supportive work environment and offering opportunities for achievement and recognition.How to motivate employees final
How to motivate employees final JassaniPooja
油
Motivation is important for employees and organizations to achieve goals. Managers can motivate employees through reinforcement like rewards for good performance or avoidance of negative outcomes for bad performance. Theories like Maslow's hierarchy of needs and Adams' equity theory provide frameworks for understanding employee motivation. Managers should consider an employee's individual needs and ensure fair treatment to maintain motivation. Motivating a diverse workforce requires flexibility in rewards, schedules, and accounting for cultural differences. Pay-for-performance and open-book management can also increase motivation.Raleigh Veteran Job Fair - Military MOJO
Raleigh Veteran Job Fair - Military MOJOAskBio (former)
油
The document outlines a hiring event hosted by Military Mojo for military veterans and their spouses, taking place on November 7-8, 2024, at The Westin Raleigh-Durham Airport. The event features a professional resume review, a women veterans lunch, company presentations, and opportunities for interviews with various participating employers including Microsoft, Deloitte, and Bank of America. Attendees must register in advance to participate in this boutique hiring event focused on providing a high-touch experience for candidates.Vrs guide bring your team back to work with maximum safety and wellness pos...
Vrs guide bring your team back to work with maximum safety and wellness pos...AskBio (former)
油
The document provides a guide for companies on safely and effectively bringing employees back to the workplace post-COVID-19, emphasizing the importance of safety, mental health, and open communication. It includes practical tips such as revising workplace policies, offering flexible work arrangements, and providing resources for employees' health and wellness. The guide stresses the need for businesses to consider new challenges and adapt their strategies to foster a supportive environment during the transition back to work.More Related Content
Similar to pi_midlantic_factors_motivating_needs_g (20)
Career edge through behavioral understanding
Career edge through behavioral understanding The Predictive Index
油
The document discusses the Predictive Index, emphasizing that understanding behavioral drivesdominance, extraversion, patience, and formalitycan enhance interpersonal communication and workplace dynamics. Each drive influences behaviors, and recognizing these traits can lead to better collaboration and environments for success. The document encourages self-awareness and offers a free behavioral assessment to facilitate this understanding.Gain a career edge through behavioral understanding
Gain a career edge through behavioral understanding The Predictive Index
油
The Predictive Index emphasizes that business issues stem from interpersonal dynamics and highlights the importance of understanding individual behavioral drivesdominance, extraversion, patience, and formalityin workplace interactions. By recognizing these drives, individuals can foster better relationships and improve workplace environments. The document advocates for self-awareness as a critical component of behavioral understanding in professional development.How To Predict Performance on the Job ?
How To Predict Performance on the Job ?LITTLE FISH
油
The document discusses how to predict job performance by identifying four key predictors: cognitive ability, personality, skills, and motivation. It emphasizes that cognitive ability is the strongest predictor of performance, while personality traits like conscientiousness and honesty-humility also play significant roles. Furthermore, the document highlights the importance of both intrinsic and extrinsic motivation in achieving high performance in the workplace.X
XAkshay Ahir
油
The document discusses several important concepts in management including:
1) The importance of control functions in facilitating goal achievement and providing feedback on performance.
2) The three basic types of control - feedforward, concurrent, and feedback control.
3) Key personality traits like extraversion/introversion and sensing/intuition that impact work style and relationships.
4) Factors that influence perception in relationships and how perceptions can impact judgments of others.
5) The importance of communication, including non-verbal communication, listening skills, and providing constructive feedback in management.Applied Performance PracticesMcGraw-HillIrwinMcShane.docx
Applied Performance PracticesMcGraw-HillIrwinMcShane.docxrossskuddershamus
油
The document discusses various employee motivation strategies and performance practices, emphasizing the importance of reward systems, job design, and self-leadership in enhancing workplace empowerment and engagement. Key theories such as Maslow's hierarchy of needs, learned needs theory, and four-drive theory are evaluated for their impact on motivation, while organizational justice principles are also highlighted as essential for equitable treatment of employees. Additionally, the document underscores the significance of creating positive emotional environments and effective goal-setting practices to foster a motivated and productive workforce.Motivation for professional excellence.pptx
Motivation for professional excellence.pptxAnjali Gautam
油
This document provides an overview of motivation theories including:
- Maslow's hierarchy of needs which proposes that people are motivated to fulfill basic needs before advancing to other needs.
- Herzberg's two-factor theory which argues that job satisfaction and dissatisfaction exist on separate continua with different factors.
- ERG theory which adapted Maslow's hierarchy into three factors: existence, relatedness, and growth.
- McClelland's needs theory which focuses on achievement, power, and affiliation as key motivators.
- Vroom's expectancy theory which proposes that motivation depends on valuing rewards, expecting to receive them through good performance, and believing one is capable of achieving goals.
It also discussesMotivation
MotivationAlecxz Herrera
油
This document discusses motivation and leadership. It defines motivation as the set of forces that initiate, direct, and sustain effort towards goals. Motivation depends on needs, intrinsic and extrinsic rewards, and perceptions. The document also discusses leadership traits and behaviors. Effective leaders possess traits like drive and honesty. They also demonstrate initiating structure by setting goals and considerate behavior by supporting employees. The most effective leaders excel at both task-oriented and relationship-oriented leadership behaviors.Motivating Employees
Motivating EmployeesDenni Domingo
油
The document discusses various theories and strategies for motivating employees, including:
1. Maslow's hierarchy of needs and McGregor's XY theory which propose that individuals are motivated by both intrinsic and extrinsic factors such as achievement, recognition, responsibility, and growth.
2. McClelland's motivational needs theory which identifies the needs for achievement, affiliation, and power. Job design should match employees' motivational needs to reduce tension.
3. Strategies like performance appraisals, compensation, employee engagement programs, trust-building, and recognition can be used to motivate employees. Ensuring challenging work, feedback, learning opportunities, and a supportive environment also enhances motivation.Motivatingemployees 090501022717-phpapp02
Motivatingemployees 090501022717-phpapp02angevil66
油
The document discusses various theories and strategies for motivating employees. It covers Maslow's hierarchy of needs, McGregor's XY theory, and McClelland's motivational needs theory. It also discusses job tension, dealing with tension, and strategies companies can use to motivate employees through respect, pride, camaraderie, performance appraisal, compensation, and employee engagement.Award in L&M
Award in L&Mamandajune
油
This document discusses employee engagement and leadership. It begins by outlining the objectives of assessing motivation, employee engagement, motivation theories, emotional intelligence, and personal development planning. It then discusses what employee engagement means for individuals, teams, and organizations. Several theories of motivation are examined, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's three needs. Characteristics of engaged and unengaged employees are compared. The document stresses that consistent strategies, leadership, communication, motivation, involvement, and effort are needed to create an engaged organization. Key areas that impact engagement are identified as job factors, leadership, culture, training, and feeling valued. Traits of engaging leadership and motivated employees areChapter 2 Organisational Behaviour.pptx
Chapter 2 Organisational Behaviour.pptxAhmadAli493787
油
This document provides an overview of a lecture on individual behavior, personality, and values in organizations. It discusses the MARS model of individual behavior which examines motivation, ability, role perceptions, and situational factors. It also outlines different types of individual behaviors like task performance, organizational citizenship, and counterproductive behaviors. Additionally, it covers personality determinants and theories like the five-factor model of personality and Jungian personality theory assessed by the Myers-Briggs Type Indicator. The document provides details on these topics in several subsections.Chap002 baby
Chap002 babyMarivie Fagar
油
- OhioHealth has been successful as an employer by choosing behaviors that minimize absenteeism and turnover, such as being an employer of choice and encouraging extra work efforts.
- Individual behavior is influenced by both internal factors like personality and values, and external situational factors. A model called MARS illustrates how these different elements interact to impact individual behavior and results.
- Motivation represents the direction, intensity, and persistence of voluntary behavior, and is impacted by ability, role perceptions, and other situational and individual factors.HBO NI FAGAR
HBO NI FAGARMarivie Fagar
油
OhioHealth has been successful during economic downturns by being an attractive employer, minimizing absenteeism and turnover, encouraging extra efforts from employees, and promoting high performance. Individual behavior is influenced by both personality and situational factors according to the MARS model, which outlines how motivation, ability, role perceptions, and situational constraints impact behavior. Values can influence behavior when the situation allows for enactment of important values and the individual is mindful of their values.Motivation
Motivationkomal_mural
油
The document discusses different theories of motivation in the workplace including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also outlines factors that can motivate employees and meet different levels of needs, such as interesting work, appreciation, involvement, pay, job security, and opportunities for growth and advancement. Contemporary strategies for motivation discussed include job design, incentives, training, empowerment, and teambuilding.What does it take to be a leader?
What does it take to be a leader?Virginia Commonwealth University School of Pharmacy
油
Chapter 2 discusses the characteristics and effectiveness of leaders, focusing on traits, skills, and emotional intelligence necessary for leadership in pharmacy practice. It contrasts narcissistic and servant leadership styles and emphasizes the importance of balancing organizational goals with the needs of followers. It concludes that while individual nature is hard to change, leaders can influence their philosophies, attitudes, and behaviors through willpower, training, and experience.Motivation Presentation
Motivation PresentationChandresh Dedhia
油
The document discusses the concept of motivation in the workplace, emphasizing its importance for employee productivity and personal success. It outlines various motivations across career stages and highlights theories such as Maslow's hierarchy of needs and goal-setting theory. The text also suggests that organizations can enhance motivation by providing the right tools, an encouraging environment, and aligning rewards with performance.Personality emotions
Personality emotionsJo Balucanag - Bitonio
油
This document discusses key concepts in organizational behavior related to values, attitudes, personality, and emotions. It covers several models and theories including values and cultural dimensions, the components of attitudes, personality traits and types, and emotions. It also discusses self-efficacy and Covey's seven habits for managerial self-improvement.Motivation aas
Motivation aasArfan Ahmed Shourov
油
The document discusses employee motivation and job satisfaction, emphasizing the importance of understanding individual needs and factors influencing motivation. It outlines Maslow's hierarchy of needs and differentiates between satisfaction factors (motivators) and dissatisfaction factors (hygiene factors). Strategies for improving job satisfaction and eliminating dissatisfaction are provided, including creating a supportive work environment and offering opportunities for achievement and recognition.How to motivate employees final
How to motivate employees final JassaniPooja
油
Motivation is important for employees and organizations to achieve goals. Managers can motivate employees through reinforcement like rewards for good performance or avoidance of negative outcomes for bad performance. Theories like Maslow's hierarchy of needs and Adams' equity theory provide frameworks for understanding employee motivation. Managers should consider an employee's individual needs and ensure fair treatment to maintain motivation. Motivating a diverse workforce requires flexibility in rewards, schedules, and accounting for cultural differences. Pay-for-performance and open-book management can also increase motivation.More from AskBio (former) (20)
Raleigh Veteran Job Fair - Military MOJO
Raleigh Veteran Job Fair - Military MOJOAskBio (former)
油
The document outlines a hiring event hosted by Military Mojo for military veterans and their spouses, taking place on November 7-8, 2024, at The Westin Raleigh-Durham Airport. The event features a professional resume review, a women veterans lunch, company presentations, and opportunities for interviews with various participating employers including Microsoft, Deloitte, and Bank of America. Attendees must register in advance to participate in this boutique hiring event focused on providing a high-touch experience for candidates.Vrs guide bring your team back to work with maximum safety and wellness pos...
Vrs guide bring your team back to work with maximum safety and wellness pos...AskBio (former)
油
The document provides a guide for companies on safely and effectively bringing employees back to the workplace post-COVID-19, emphasizing the importance of safety, mental health, and open communication. It includes practical tips such as revising workplace policies, offering flexible work arrangements, and providing resources for employees' health and wellness. The guide stresses the need for businesses to consider new challenges and adapt their strategies to foster a supportive environment during the transition back to work.1570 mission meadows, Oceanside, CA 92057
1570 mission meadows, Oceanside, CA 92057AskBio (former)
油
This document provides information about a real estate listing located at 1570 Mission Meadows Dr. in Oceanside, CA. The 3 bedroom, 2 bathroom home features a recently renovated kitchen with new appliances and quartz counters, as well as new flooring, windows, and other upgrades throughout. The backyard offers a serene landscaped area with fruit trees, a dog run, and a custom built-in fire pit. The listing agent is Tim Kirk who can be contacted for more details.Post 416 Presentation - $2 Million Goal
Post 416 Presentation - $2 Million GoalAskBio (former)
油
The San Dieguito American Legion Post 416 is raising $2 million for a new facility as their current buildings from 1930 and 1940 are in need of renovation. They have grown their membership to over 600 members and volunteers 20,000 hours annually. They are a staple in the Encinitas community, organizing patriotic events. Their capital campaign kicked off in April 2019 with goals to raise $150k by July 2019, $1 million by December 2019, $1.2 million by April 2020, and their final goal of $2 million by February 2021 for construction of a new facility to support veterans for over 100 years.Talent Connect 2018 - Military Talent
Talent Connect 2018 - Military TalentAskBio (former)
油
The document outlines a presentation agenda by Philip Dana on hiring military talent to enhance organizational success. It emphasizes eight essential tips for effective recruitment, including the importance of executive sponsorship and the need for a strategic approach to retention and resumes. The session concludes with a Q&A and a thank-you note.Philip dana pi-report
Philip dana pi-reportAskBio (former)
油
Philip is an intense, driven individual who is focused on achieving results quickly and accurately. He is independent, proactive, and resourceful in overcoming obstacles. As a manager, Philip would set high standards, delegate details when possible, and provide close follow up to ensure work is done correctly and on time. He influences others by being forceful yet inclusive, and is focused on guiding teams towards goals while also considering implementation details. To maximize his effectiveness, Philip would benefit from opportunities to develop his career, communicate with others, work independently, and prove himself.Online College Grads - The New Strategic Talent Pool
Online College Grads - The New Strategic Talent PoolAskBio (former)
油
Hire-A-Champ is a career coaching and employer engagement program run by Ashford University that connects candidates with opportunities. It offers unlimited free job postings and various marketing and recruiting services to attract a diverse pool of candidates, including those with a mix of experience levels, military backgrounds, and who are on average 36 years old, 70% female, and 50% minorities. Ashford students come with life experience and are ready to make an impact through their education across 60+ degree programs in various fields.Career Wellness - Total Rewards
Career Wellness - Total RewardsAskBio (former)
油
Ashford University is partnering with organizations to provide affordable education options for employees that reduce or eliminate student debt. Ashford offers two programs: 1) the organization contributes $5,250 per year to an employee's education and Ashford covers remaining costs so there is no student debt, and 2) Ashford establishes a grant with the organization to help cover tuition and fees for employees to earn a degree at a reduced cost. Some benefits Ashford provides include opportunities to transfer up to 90 credits to reduce program length and cost, flexible online classes, and incorporating Forbes content into business curriculum.The Honor Foundation - Mentorship
The Honor Foundation - MentorshipAskBio (former)
油
The document summarizes a mentorship program that provides career coaching and networking opportunities to veterans. The program consists of 4 phases that help mentees with self-assessment, skills development, career planning, and ongoing support. Mentors are expected to meet with mentees for 1-2 hours per month to provide guidance and advice. The program aims to help mentees successfully transition to civilian careers.Philip Dana - Bio
Philip Dana - BioAskBio (former)
油
Philip Dana has an extensive family history of military service and served in the Navy for over 20 years, including multiple deployments. Upon leaving the Navy, he worked in talent acquisition roles for several large companies, helping to hire over 25,000 veterans. He now serves as Chief of People Operations at The Honor Foundation, an organization that helps special operations forces transition out of the military.180 SpecOps Leaders - Where are they now?
180 SpecOps Leaders - Where are they now?AskBio (former)
油
The document provides demographic data and information about the alumni of The Honor Foundation (THF). It summarizes that there are currently 180 THF alumni fellows, most of whom are US Navy SEALS. It notes that the most common roles alumni are taking include entrepreneurship, business development, project management, and consulting. Finally, it states that THF has a 97% fulfillment rate in placing alumni in roles within 90 days of them indicating transition readiness.The Black Report - Hackers
The Black Report - HackersAskBio (former)
油
The document provides an introduction and overview of the Nuix Black Report, which aims to take a unique perspective on cybersecurity threats by directly surveying hackers about their attack methodologies. It notes that typical cybersecurity reports analyze past incidents and trends, but this report seeks to understand the source of threats by asking attackers about their tactics and which defenses are most and least effective. The report found that perceptions of effective defenses often do not align with reality. It aims to illuminate which security measures actually improve protections based on hacker feedback. This perspective could provide new insights on how to best allocate security resources.Wwp program directory 170206
Wwp program directory 170206AskBio (former)
油
The Wounded Warrior Project connects, serves, and empowers veterans injured after September 11, 2001, and their families through free mental and physical health programs, career counseling, and peer support. They offer various services, including the Warrior Care Network, combat stress recovery, and career transition assistance, ensuring veterans have a supportive community. Individuals can register for programs and resources via their website or contact the resource center for assistance.Philip__Dana-PersonalDevelopmentChart
Philip__Dana-PersonalDevelopmentChartAskBio (former)
油
This document provides a personal development chart analyzing an individual's behavioral drives as measured by The Predictive Index assessment. The chart describes the person's natural strengths and areas for caution within each of four behavioral dimensions: dominance, extraversion, patience, and formality. It also offers self-coaching tips to help balance each behavioral style in different situations.GallupReport
GallupReportAskBio (former)
油
This document provides the results of Philip Dana's CliftonStrengths assessment, identifying his top five signature themes:
1. Communication - He enjoys explaining ideas and describing events to engage and inspire others.
2. Activator - He is impatient for action and believes only action leads to performance and learning.
3. Strategic - He sees patterns that others miss and strategizes alternative scenarios to evaluate the best path forward.
4. Input - He is inquisitive and enjoys collecting interesting information, facts, and objects to add to his knowledge archives.
5. Belief - He has strong core values around responsibility, ethics, and meaning that guide his priorities, work, and relationships.Great Presentation for Companies putting together a Military Talent Program
Great Presentation for Companies putting together a Military Talent ProgramAskBio (former)
油
The document provides information about veteran employment initiatives and collaborations led by the Institute for Veterans and Military Families (IVMF) at Syracuse University. It discusses (1) IVMF's research on veteran employment issues and programs to prepare veterans for civilian careers, (2) their major employer collaborations like the 100,000 Jobs Mission, and (3) IVMF's role in establishing veteran employment best practices for employers.Deloitte Business Chemistry Report
Deloitte Business Chemistry ReportAskBio (former)
油
- The document provides a Business Chemistry report that analyzes Philip Dana's behavioral patterns compared to the general U.S. business population.
- It finds that Philip most closely aligns with the "Driver" pattern, which likes logic, systems, and goals, and also somewhat aligns with the "Guardian" pattern, which likes stability and respect for tried and true methods.
- The report provides details on each behavioral pattern and tips for how to engage with others of each type, in order to help Philip understand himself and others.One-Pager on Hiring Military Talent
One-Pager on Hiring Military TalentAskBio (former)
油
The document provides guidance on building an effective military talent program. It recommends identifying existing veteran employees and engaging them in the process. It also suggests hiring a military talent representative to lead the program and gaining executive sponsorship to create buy-in. Finally, it stresses the importance of retention strategies like mentorship and career development for military hires.It takes a Tribe of Elite Employer Partners....
It takes a Tribe of Elite Employer Partners....AskBio (former)
油
The Honor Foundation offers a transition program for special operations forces members to help them advance into private sector careers, providing them with essential skills and mentorship. It aims to build long-term partnerships with employers of all sizes to connect them with highly trained military talent, creating a seamless recruitment process. Employers can benefit from various engagement opportunities such as mentorship programs, classroom presentations, and networking events to enhance their recruiting strategies.The Bridge of Transition from NSW/SOF to the Civilian Workforce
The Bridge of Transition from NSW/SOF to the Civilian WorkforceAskBio (former)
油
This document outlines the recruitment and selection process for a bridge program that provides education and career opportunities. It involves securing an executive sponsor, selecting honor fellows through applications and interviews, and partnering employers who provide active duty service and post-program career opportunities. The program consists of 3 phases of education and leadership development, with assessments and data collection throughout.Ad
pi_midlantic_factors_motivating_needs_g
- 1. PI Midlantic - 105 Eastern Avenue, Suite 101 - Annapolis, Maryland 21403 - (410) 295-0771 - www.pimidlantic.com Predictive Index Factors and Motivating Needs LOW HIGH A Dominance The Drive for Ownership and Control Behaviors Agreeable, Coopera ve, Accep ng of company policies, Accommodates the team, Comfortable with what is, Seeks harmony, Risk averse Independent, Asser ve, Self-con鍖dent, Self starter, Self-taught, Challenging, Individualis c, Compe ve Motivating Needs Encouragement, Harmony, Strong Suppor ve Leadership, Team recogni on, Support, Prefers team oriented tasks, Shared Risk, Recogni on for sel鍖ess team approach work Recogni on for own ideas, Freedom to act independently, Control of own ac vi es/work, Opportuni es to prove him/herself, To solve problems his/her way, Individual compe on win, To understand the big picture B Extroversion The Drive for Social Interaction Behaviors Serious, Introspec ve, Task oriented, Ma er of fact, Analy cal, Imagina ve, Re鍖ec ve, Cau ous around new people, Reserved, Private recogni on, Privacy, Quiet, Time to think Outgoing, Op mis c, Persuasive, Selling, Ar culate, Delegates authority, Meets new people easily, Enthusias c, Empathe c, Socially poised Motivating Needs Opportuni es for introspec on, Recogni on for technical or intellectual achievements, Freedom from Poli cs Private recogni on, Privacy, Quiet, Time to think, To network, To build consensus Social acceptance, Social Recogni on, Symbols of pres ge status, Opportuni es to sell him/herself, Interac on w/people Be liked C Patience The Drive for Stability Behaviors Tense, Restless, High-strung, Driving Impa ent with rou nes, Intense, Sense of urgency, Fast paced Pa ent, Methodical, Stable, Calm, Deliberate, Consistent, Comfortable with the familiar, Steady Predictable Motivating Needs Variety, Change of pace, Freedom from repe on, Freedom of movement, Mobility, Freedom to change priori es Security, Stable work environment, Familiar people/work, Suppor ve work team, Recogni on for seniority/loyalty, Freedom from changing priori es, Freedom from me pressures Behaviors Flexible, Informal, Tolerant of risk or uncertainty Freely delegates details, Frank and uninhibited Non-conforming, Casual, Undaunted when cri cized or rejected, Ends jus fy the means Diligent, A en ve to details, Precise Organized, Self-disciplined, Cau ous Conserva ve, Conscien ous, Specialist D Formality The Drive for Conformity Motivating Needs Absence of ght control, Freedom of Expression, Experts to delegate to, User-friendly systems, Decentralized work Environment, Freedom to make excep ons, Opportunity for 鍖exible approach to work Need for informa on, Certainty, Understanding exactly what rules are, Speci鍖c knowledge of the job, The Book Freedom from risk of error, Ongoing training opportuni es, Time to study, To see the 鍖nished product, Recogni on for error free work The chart below details the behaviors of each drive (when low and when high) as well as the motivating needs that are associated with those behaviors.