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Transcript of Google Presentation
Branden Karnell Cavan O'Brien Nate Boros Your Dream Job Models of Motivation Job Performance Model Individual Inputs
Job Context Maslow's Need Hierarchy Theory 5 basic needs Feedback 2 Types Insturctional
Motivational Rewards Intrisnic Extrinsic Pay
Performance Why Rewards Often Fail Positive Reinforcement Thorndike's Law of Effect 2 Types of Behavior to Look For Respondant Behavior Operant Behavior Negative Reinforcement Improving Performance Schedules of Reinforcement Continuous Reinforcement CFR Intermittent Reinforcement Groups & Teamwork
Individual Functions Informal Groups
Group Cohesiveness Managing Growth and Goal Setting The Value of Goals Goal Setting Theory Management by Objective (MBO) Google's Organizational Culture How Google Maintain's Growth Orgnaizational Individual Back To The Basics People Products Processes Productivity Leadership Soft Tactics Inspirational Appeals
Initiating Structures Commitment Coupled With... Leads To... "When Google is successful, I feel really happy and excited about it. I feel very connected to the performance of Google, even if I don't always feel responsible for it. I do have a sense of meaningfulness in my job though. I make a very impactful difference to my advertisers. These companies can succeed or fail as a business based on what I am able to help them do with Google AdWords." JUST TO COMPARE Behavioral Styles Theory jf;lakjf Nate Branden Becca Shane Becca Cavan Nate Upward
360 Google's Thought Process Formal Groups Norms "Meaningfulness" “When Google is successful, I feel really happy and excited about it. I do have a sense of meaningfulness in my job; I make a very impactful difference to my advertisers. These companies can succeed or fail as a business based on what I am able to help them do with Google AdWords. Non Traditional 2 Types Traditional Instructional