Personality & Behavior
Often, a manager does not recognize his own strengths/weaknesses and his own behavior as well as he imagines. He also does not recognize the abilities of employees and their personal qualities. Conflicts in a team often begin with giving preference to the behavior of a particular personality type. Recognizing the personality structure of employees should be one of the basic skills of a good manager.
With the help of an online questionnaire, you will create your own personal profile and learn how to optimally distribute tasks within the team, taking into account different personality types.
Management
Unstable political and economic conditions, a shortage of qualified personnel, and excessive expectations from employees are the biggest challenges facing modern managers.
In this part of the seminar, we will discuss the prerequisites for an effective management style:
• What kind of ruler is considered a good ruler?
• Perception of the manager's behavior from the perspective of the manager himself and the employee: how the manager should work to identify and overcome problems and shortcomings in the team. The Management Dilemma
• Management and the human image: X- and Y-theory according to McGregor. Advantages and disadvantages of directive and cooperative management styles. Examples of General Electric and Google
• Personality and management: the manager's attitude towards the positive and negative aspects of different personality types
• Situational management style: how to adapt management style to employee competencies (P. Hersey and K.H. Blanchard's maturity level model)
• Management by Objectives
Motivating employees
A motivated employee plays a crucial role in the success of a company. But how to motivate them? Bonuses can provide an incentive to achieve good results, but not in the long term. Often the manager himself becomes the cause of employee demotivation. In this part of the seminar, we will deal with the main aspects of employee motivation:
• Gallup Employee Engagement Survey: The role of motivated employees in company productivity
• Intrinsic and extrinsic motivation
• Herberg's Two Factor Theory: Motivators and Hygiene Factors
• Money as a source of motivation – a danger when introducing a bonus system
• Motivating with Autonomy, Perfectionism, and a Sense of Purpose: Daniel Pink – “The Surprising Truth about What Motivates Us.”
• Typical motivation killers
• Examples of motivation in leading European companies: Hilti AG and Trisa AG
Personnel processes (part 1)
Small companies are just as required to select employees using appropriate methods and subsequently evaluate them and improve their qualifications as large companies. The only difference is that small companies do not have a separate HR department and this task becomes a burden on the managers themselves. In this part of the seminar, you will gain an idea of the practical tools available for recruiting, evaluating and developing personnel.
Recruitment
- Job posting
- Sort the application
- Developing guidelines for conducting interviews
- Practical tips on interview techniques
- Creating a new employee integration plan
Personnel processes (part 2)
- Employee evaluation
– How do we set annual goals with employees based on the overall goals of the company?
– How do we evaluate the achieved goals with objective measurement criteria?
– What errors should be paid attention to when evaluating?
- Measures to improve staff qualifications
– What are the benefits of improving staff qualifications: supporting employees and setting requirements for them?
– Job enlargement – offering new areas of activity to an employee
– Job enrichment – motivating an employee by assigning additional responsibilities
– Job rotation – giving an employee the opportunity to make personnel changes
Final part of the seminar
Preferential conditions:
- A 40% discount is available for BPN Georgia program participants.
- 20% discount for employees of companies participating in the BPN Georgia program
- 20% discount for three or more people from one company