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COMPANY

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by

Morgan Gleasman

on 7 February 2014

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Transcript of COMPANY

M.E.
+
YOU
=
WE

M.E. Company

Welcome Interns!
Objectives
M.E. + YOU = WE
“DO SOMETHING YOU LOVE AND YOU’LL NEVER WORK A DAY IN YOUR LIFE”
-CONFUCIUS

M.E. Values
Integrity and excellence are the core of all we do
Attention to our clients’ changing needs is central to the success of M.E.
M.E. Values
People do their best when they feel pride in their contributions, when they are treated with dignity, and when their talents are encouraged to flourish in an environment that embraces diversity

Innovation fortifies our organization through the discovery of new opportunities to serve people and our customers
Values: Our Enduring Beliefs
Integrity
Teamwork
Service
Quality & Efficiency
Sustainability
Creativity
Innovation
Our Team
This team within the company
My role as your manager
Your responsibilities
Selection Process
Building the team
How you fit into our company
How I chose YOU
Team Dynamic
Expectations
Team atmosphere
Recognition and rewards
High Energy, positivity and support
Task
Definable tasks and responsibilities
Setting reasonable deadlines
Motivation
How we work to motivate you
Engaging work and projects
Importance of passion for your work
Allocation of Resources
Determine the strengths you bring to our company
Training throughout the internship program
Maximizing efficiency
Reward System
Internship benefits
"Intern of the Month"
Contests within the team
Team rewards for meeting goals
Internship Design
This is a job, you're not "just an intern" here
Importance of the elements of job design
Achieving Success with XXXXX
We follow the Goal-Setting Model
Mechanisms- Direct Attention, Energizing, Task Persistence, Effective Strategies
Necessary conditions
goal acceptance/goal commitment
goal specificity
goal difficulty
feedback on progress toward the goal
Setting your Goals
SMART Method
Definition
Now, let's set some goals!
People who are dissatisfied at work weigh on average 5 pounds more than people who are satisfied

People who are unhappy with their bosses are twice as likely to have a stroke or heart attack

People who are disengaged at work have less sex than those who are fully engaged

Did you know?
43% of employee engagement comes from intrinsic motivation (i.e., attitudes that come from inside of you)

Did you know?
DO WE HAVE YOUR ATTENTION NOW?
Company Values
Our beliefs
Company Purpose
Why we’re in business
Company Mission
What we seek to achieve
Company Strategy
The M.E. plan of action

Why we’re in business…
-We improve people’s lives through the sharing of knowledge and information

M.E. Purpose
What we seek to achieve…
-We fulfill our promise to our clients in the following ways:
We serve our clients by offering excellence and value in all we do

We sustain a financially strong company

M.E. Mission
What we seek to achieve…
-We fulfill our promise to our customers in the following ways:
We strive to be a responsible and well-regarded employer by providing our people with an impartial, rewarding, and cooperative environment with the opportunity for advancement

We build on our legacy as a caring and responsible company through the conduct of our people and company

M.E. Mission
Our plan of action…
-We will attract and develop the most talented people whose initiative, good judgment, and loyalty will help realize our company’s mission
-We will continually study our clients’ behavior, anticipate their needs, and design our strategies and interventions to exceed their expectations
-We will maintain an environment that enables us to treat every client as if they are our only one

M.E. Strategy
Why do we do what we do?
What
motivates
us?

WHY?
An internal state that directs individuals toward certain goals and objectives

It determines the direction of people’s behavior, their level of effort, and level of persistence

-IT AFFECTS PRODUCTIVITY!

What is
motivation
and why is it important?
The
need for power
– influence and lead others and be in control of one’s environment

The
need for affiliation
– desire for friendly and close interpersonal relationships

The
need for achievement
– accomplish goals, excel, and strive continually to do things better
-(McClelland’s Need Theory)

The
need for autonomy
- a desire for independence


What motivates us as a company?
Research other companies to learn how they have become successful and do what they do…just better!

So how do we become the best?
Twitter is an Internet social network and “microblogging” platform with both mass and interpersonal communication

It allows users to send short messages, called tweets, to other people, called followers

Twitter
People mainly use Twitter for updating their daily activities with families, friends, and co-workers, sharing information, news, and opinions

Twitter allows users to share information about social and work life, facilitating and improving communication and relationship quality among Tweeters

Twitter
People consider Twitter a useful tool for interacting and communicating with colleagues and friends
Twitter allows informal exchanges at work providing many benefits for workers
Users believe that using Twitter can improve their performance or their ability to achieve specific goals and, thus, they are more extrinsically motivated to continue to use it

Twitter
Twitter allows users to improve interaction and communication efficiency

Twitter is a useful tool for employees to gather information about their professions, to discover new collaboration opportunities, and even for knowing personal goals and for what is on others’ minds at this moment

Twitter
Intrinsic motivation and specifically perceived enjoyment is a more explanatory variable of use continuance behavior than extrinsic motivation.

With regards to work-oriented purposes users are motivated only by perceived usefulness but not by perceived enjoyment

What did M.E. learn from Twitter?
What did M.E. learn from Twitter?
We allow people to satisfy a basic human need by connecting and interacting with others reducing the traditional problems of workers such as social isolation, demotivation, and frustration

We have implemented human resources management action and policies in order to increase our clients’ intrinsic motivation directly or indirectly through perceived ease of use

For example, in order to increase our clients’ intrinsic motivation we pay attention to empowerment, a salient variable in determining the intrinsically motivated behaviors of workers

Research Action Plan
Intrinsic Motivation – process focused

Extrinsic Motivation – outcome focused
(Herzberg)

So what
motivates
our employees?
What motivates YOU?
Intrinsic
Extrinsic
Organization
Job Design
Leadership
Employee

Motivation Problems
What’s Your Motivational Style?
Let’s find out!

M.E.
YOU
WE
=
+
• People who are dissatisfied at work weigh on
average 5 pounds more than people who are
satisfied

• People who are unhappy with their bosses are
twice as likely to have a stroke or heart attack

• People who are disengaged at work have less
sex than those who are fully engaged
Did you know?
Did you know?
• 43% of employee engagement comes from intrinsic motivation (i.e., attitudes that comes from inside of you)
DO WE HAVE YOUR ATTENTION NOW?
M.E.
Incorporated
Welcome, Interns!
• Company Values
– Our beliefs

• Company Purpose
– Why we’re in business

• Company Mission
– What we seek to achieve

• Company Strategy
– The M.E. plan of action
Objectives
“DO SOMETHING YOU LOVE AND YOU’LL NEVER WORK A DAY IN YOUR LIFE”
– CONFUCIUS
M.E. + YOU = WE
• Integrity and excellence are the core of all we do

• Attention to our clients’ changing needs is central to the success of M.E.
M.E. Values
• People do their best when they feel pride in
their contributions, when they are treated
with dignity, and when their talents are
encouraged to flourish in an environment that embraces diversity

• Innovation fortifies our organization through the discovery of new opportunities to serve people and our customers
M.E. Values
Integrity
Teamwork
Service
Quality & Efficiency
Sustainability
Creativity
Innovation
Values: Our Enduring Beliefs
Why we’re in business…
– We improve people’s lives through the sharing of knowledge and information
M.E. Purpose
What we seek to achieve…
– We fulfill our promise to our clients in the following ways:

• We serve our clients by offering excellence and value in all we do
• We sustain a financially strong company
M.E. Mission
• What we seek to achieve…
– We fulfill our promise to our customers in the
following ways:

• We strive to be a responsible and well-regarded employer by providing our people with an impartial, rewarding, and cooperative environment with the opportunity for advancement

• We build on our legacy as a caring and responsible company through the conduct of our people and company
M.E. Mission
M.E. Strategy
• Our plan of action…

– We will attract and develop the most talented people whose initiative, good judgment, and loyalty will help realize our company’s mission

– We will continually study our clients’ behavior, anticipate their needs, and design our strategies and interventions to exceed their expectations

– We will maintain an environment that enables us to treat every client as if they are our only one
• Why do we do what we do?

• What
motivates
us?
WHY?
• An internal state that directs individuals toward certain goals and objectives

• It determines the direction of people’s
behavior, their level of effort, and level of persistence

– IT AFFECTS PRODUCTIVITY!
What is
motivation
and why is it
important?
• The
need for power
– influence and lead
others and be in control of one’s environment

• The
need for affiliation
– desire for friendly and close interpersonal relationships

• The
need for achievement
– accomplish
goals, excel, and strive continually to do things better
– (McClelland’s Need Theory)

• The
need for autonomy
- a desire for independence
What motivates us as a company?
• Research other companies to learn how they have become successful and do what they do…just better!
So, how do we become the best?
• Twitter is an Internet social network and “microblogging” platform with both mass and interpersonal communication

• It allows users to send short messages, called tweets, to other people, called followers
Twitter
Twitter
• People mainly use Twitter for updating their daily activities with families, friends, and co-workers, sharing information, news, and opinions

• Twitter allows users to share information
about social and work life, facilitating and improving communication and relationship quality among Tweeters
• People consider Twitter a useful tool
for interacting and communicating with colleagues and friends

• Twitter allows informal exchanges at work providing many benefits for workers

• Users believe that using Twitter can improve their performance or their ability to achieve specific goals and, thus, they are more extrinsically motivated to continue to use it
Twitter
• Twitter allows users to improve interaction and communication efficiency

• Twitter is a useful tool for employees to
gather information about their professions, to discover new collaboration opportunities, and
even for knowing personal goals and for what is on others’ minds at this moment
Twitter
• Intrinsic motivation and specifically perceived enjoyment is a more explanatory variable of use continuance behavior than extrinsic motivation.

• With regards to work-oriented purposes users are motivated only by perceived usefulness but not by perceived enjoyment
What did M.E. learn from Twitter?
• We allow people to satisfy a basic human need by connecting and interacting with others reducing the traditional problems of workers such as social isolation, demotivation, and frustration
What did M.E. learn from Twitter?
• We have implemented human resources
management action and policies in order to
increase our clients’ intrinsic motivation directly or indirectly through perceived ease of use

• For example, in order to increase our clients’ intrinsic motivation we pay attention to empowerment, a salient variable in determining he intrinsically motivated behaviors of workers
Research Action Plan
• Intrinsic Motivation – process focused

• Extrinsic Motivation – outcome focused
– (Herzberg)
So, what
motivates
our employees?
• Intrinsic

• Extrinsic
What motivates YOU?
Motivation Problems
• Organization

• Job Design

• Leadership

• Employee
Let’s find out!
What's your motivational style?
• Why do we do what we do?

• What
motivates
us?
WHY?
Our Department
We manage the sales and marketing efforts of M.E.
You will all participate in various rotations with the different teams within the department
Your M.E. Internship
You'll be with us for 3 months
You will remain with your cohort for the duration of your internship
You will learn A LOT!
You will have a mentor from within the department
You are an integral part of our department and company
Team Dynamic
Values: Energy, Positivity, Support
Expectations
Recognition and Rewards
Team Values
Energy
: We value high energy in our interactions with clients and teammates
Positivity
: A positive attitude makes for a positive experience- we don't expect you to be perfect!
Support
: Help your fellow interns and your team
Expectations
Performance: We expect a high level of performance, even from interns.
Team work: You need to be a team player to succeed with this team.
Learn: We want you to absorb information like a sponge (keep a notebook on hand).

Expectancy Theory: Motivation is a function- effort-performance--> performance-outcome--> valence of reward
-i.e. If you work hard (and have the ability) and put in necessary effort in your internship, you will perform at a high level, resulting in rewards you find valuable (experience/a job/etc).
Recognition and Rewards
Ongoing recognition for great work
-(Reinforcement Theory)
Formal recognition on a weekly and monthly basis
Team contests and competitions
Social gatherings/parties for meeting team goals
Bonuses for exceeding goals or completing special projects
End Goal- Full time employment with M.E.
Why focus on rewards
and recognition?


Incentive Theory: Individuals are motivated to do things because of external rewards
It works!
Motivating the Intern Cohort
Tailoring the experience to you, the Millennial worker
Millennials are motivated differently than previous generations
What do Millennials want?
Some may say, "too much!"
We think the Millennial generation has a lot to offer!

Community involvement: We partner with one of Chicago's largest non-profits: The Night Ministry
Feedback, support and recognition: You will meet weekly with your mentor, and bi-weekly with me
Education and professional development: You will learn the ins and outs of our company, and how to maneuver a corporate atmosphere
Flexibility: We offer flexible hours (no hard start/end time)
Ability to work on projects of interest: One day each week, we encourage you to explore another team or department
(Job Rotation/Enhancement)
Achieving Success with M.E. Inc
Challenge yourself
Embrace our values
Set challenging, yet achievable goals
Setting Goals
Goal-Setting Theory: setting a clear objective that all parties are aware of their role in if the goal is to be achieved.
Groups that use goal setting perform at a higher level, on average, than groups who do not set goals
Challenging (yet attainable) goals are more affective than unspecific or easy to achieve goals
Importance of Job Design
"One of the easiest and most effective ways to spur motivation is through goal setting."
-Osland et. al.
Other Factors
Affecting Goals
Specificity of the goal
Feedback vs Nonfeedback
Commitment level of involved parties
Ensure you achieve your goals!
Motivate yourself and your team to complete goals by:
being specific
laying out roles and expectations for each person
setting goals that will challenge you, but that are realistic
giving/encouraging feedback to the team and accepting/encouraging feedback from team and outsiders
making your goals public, and work as a team to set objectives
breaking large projects into smaller objectives and milestones
Setting
SMART
Goals
Specific: Address the "5 Ws"

Measurable: Describe numeric or descriptive measures

Achievable: Goal should be within the team's reach

Relevant: Goal should be instrumental to the department

Time-Bound: Define date of completion and actions along the way
SMART Goal Example
Not SMART: Improve my management of the intern program.

SMART: “Take the Internship Management Essentials workshop on 1-15-2014, report what was learned to our team by 1-18-2014, and apply the relevant concepts while implementing our Winter/Spring 2014 Internship Program Management Plan.”

Now, you try it!
Turn to page 5 of your Training Guide.
Motivation comes from many different areas, but job motivation is an integral part of a motivated, successful employee. Also, by meeting the following characteristics, job satisfaction increases.

Job Design includes the following characteristics:
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
Skill Variety
the range of abilities needed to perform a job
Task Identity
extent to which a job involves completing an identifiable piece of work from start to finish, with a visible outcome
Task Significance
extent to which a job is important to and/or has an effect on others within and outside of the company
Autonomy
extent to which the employee is allowed freedom to schedule tasks and determine procedure to follow when carrying out tasks
Job Feedback
the degree to which the employee's work receives clear and direct feedback on performance carrying out job tasks
We look forward to working with you at M.E. in the upcoming months.
Thank you for participating in our presentations today.

Don't forget...
M.E. + You = We


Good Luck!
Full transcript