and outside an organization depends heavily upon their interpersonal skills. Employees need to learn and continuously improve their interpersonal skills in order to be efficient and effective in meeting the goals of the organization. (Fuller, 2015)It is considered that effective communication in organizational
Emotional Intelligence and the importance of interpersonal relationships at workplace (Attrai R_rashmi1) The objective of this article is to describe the emotional intelligence and the importance of interpersonal relationships at workplace. Emotional intelligence (EI) is the capability of individuals to recognize their own emotions and those of others, discern between different feelings and label them appropriately, use emotional information to guide thinking and behaviour, and manage and/or adjust
Motivation is an emotional tendency that guides or helps us to reach our goals. Empathy is an awareness of other’s feelings, needs and concerns. Social skills are adeptness at inducing desirable responses from others. Weisenger (1998) defines emotional intelligence as “the intelligent use of emotions; one intentionally makes one’s own emotions work for one by using them to
major concerned escalating everyone’s attention. Passing through the rapid changes, demands for high value standards and call for improving quality, Consultants have a need, as prior to renew and develop their current skills through professional development (Craft, 2000). Key skills provide support and ability to carry out wide range of task successfully in different fields like education or employment. Whereas, competence involves the capacity for critical thinking, analysis, and professional judgment
Training can be described as “the acquisition of skills, concepts or attitudes that result in improved performance within the job environment”. Training analysis looks at each aspect of an operational domain so that the initial skills, concepts and attitudes of the human elements of a system can be effectively identified and appropriate training can be specified. Training analysis as a process often covers: Review of current training Task analysis (of new or modified system) Identification
Mentioned that among these were the existence of public discrediting for teachers and their profession and the incidence of undemocratic administration and supervision. Good performance of teachers depends on the quality or type of leadership style of school administrators. Horing and Loeb (2010) argue that the importance of school leaders hiring and assigning teachers to classrooms where ample opportunities are created for learner excellence by way of effective curriculum implementation are guided
recent work suggests greater emotional heterogeneity in older
IMPACT OF WORK CULTURE ON MOTIVATION: AN OVERVIEW IN INDIAN PERSPECTIVE Prof. (Dr.) Rajesh K. Yadav1, Dr. Shriti Singh2 1Professor & Director, School of Management, Jagran Lakecity University, Bhopal (M.P.) 2Associate Professor, Maharana Pratap College of Management, Bhopal (M.P.) Email -: drrajeshkyadav@jlu.edu.in, shritisingh880@gmail.com Abstract: Employee attributes relate to the capacity to perform, employee inclination to put in work effort relates to willingness or motivation to perform
already fit for employment. The acquisition of hard skills and soft skills needed by I.T. graduates is significant and is therefore given a big consideration by the companies in hiring employees. Hard skills are the technical abilities needed to perform a particular job. The hard skills employees possess depend on the industry that the employee is working in. These
cause frustration in teachers and they can feel themselves ignored & unimportant (Lipham, 1981), that can deteriorate their performance level as well. Many empirical evidences are cited by Olaleye (2001), Ibukun (1997), Leithwood and Jantzi (1999) indicating that transformational leadership inculcate the sense of motivation in their