Welcome to our article on the self-determinant theory of motivation that states that motivation is driven by three universal psychological needs: competence, autonomy, and relatedness.
The Managerial Grid, developed by Robert Blake and Jane Mouton in the 1960s, is a behavioral model that identifies different styles of leadership based on two dimensions: concern for people and concern for production.
Lewin’s Change Management Model provides a framework that helps organizations navigate the complexities of change.
Mintzberg’s Organizational Configurations is a framework that provides a way to categorize and understand different organizational structures based on their design characteristics.
The Hawthorne Effect, named after the studies that uncovered it, refers to the phenomenon where individuals modify their behavior simply because they are being observed.
Theory Z is an alternative management approach that aimed to create a harmonious work environment while maintaining high levels of employee commitment and job satisfaction.
Schein’s Model emphasizes that organizational culture is not just a surface-level phenomenon but resides in every level of an organization. It consists of three interconnected layers: artifacts and behaviors, espoused values, and underlying assumptions.
Goleman’s Emotional Intelligence framework provides a comprehensive understanding of how emotions impact our behavior and interactions in the workplace.
Corporate culture refers to the shared values, beliefs, and norms that shape the behavior and practices of individuals within an organization. It forms the underlying ethos and social environment of a workplace, influencing how employees interact, make decisions, and view their roles and responsibilities.
Leading by example is the practice of demonstrating desirable behaviors and qualities that align with an organization’s values and goals.