HR Management – 12 Steps to Success

Thus, to build trust, leaders need to know “what they want”. The second step is to prepare a written plan, with a clear vision and objectives. Hedley suggested defining measurable target and three “clearly defined goals” (p 14). The third step is to track and measure the progress through charts, graphs, KPIs, scorecards and other tools. And finally, to maintain trust, leaders should have a clear understanding what they want to accomplish.

ABCD Trust Model: Able, Believable, Connected, and Dependable.

Scholars identified four groups of generations: Schwarzkopf (or veterans) generation, Baby Boomers, generation Y, and generation X.

Motivation = Desire x Commitment.

Fiona Robb and Robert Myatt

correlation between turnover and job satisfaction. (Glenn M. McEvoy and Wayne F Cascio

power, success, and involvement

The other layers were named as safety, belongingness, esteem, and self-actualization.

made two 10-minutes breaks during a working shift. Turnover dropped down incredibly, moral state of the workers dramatically increased, and the productivity significantly improved. The experiment convinced Mayo that managers had to consider psychology of an individual as a dominant factor in motivation and organizational development. Mayo’s conclusions entailed foundation of new trend in organizational management - “conception of human factor”. This conception dominated in management-theories-till-mid-of-1950s.