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	<title>Employment &#38; Management &#187; Developing Human Resources</title>
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	<description>Expert Tips For Mastering The Manager&#039;s Job</description>
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		<title>Attend, Listen, Learn and Motivate</title>
		<link>http://www.employment.biz/human-resource-management/employee-motivation/attend-listen-learn-and-motivate/</link>
		<comments>http://www.employment.biz/human-resource-management/employee-motivation/attend-listen-learn-and-motivate/#comments</comments>
		<pubDate>Sun, 28 Feb 2010 23:24:42 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[active listening]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[communication skills]]></category>
		<category><![CDATA[employee performance]]></category>
		<category><![CDATA[improve employee motivation. employee feedback]]></category>
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		<description><![CDATA[One of the most effective ways to motivate staff is to actively listen to them. The process of active listening may sound simple but its effects are profound and far-reaching. I was running a workshop for senior managers on assertion and communication skills.  One of the managers, who had seemed highly motivated by the session [...]


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<li><a href='http://www.employment.biz/human-resource-management/positive-feedback/the-power-of-positive-feedback/' rel='bookmark' title='The Power of Positive Feedback'>The Power of Positive Feedback</a></li>
<li><a href='http://www.employment.biz/change-management/organization-development/a-managers-power-sources/' rel='bookmark' title='A Manager&#8217;s Power Sources'>A Manager&#8217;s Power Sources</a></li>
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		<title>The Power of Positive Feedback</title>
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		<pubDate>Thu, 25 Feb 2010 03:08:12 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Positive Feedback]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[employee development]]></category>
		<category><![CDATA[improve employee motivation. employee feedback]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[productive culture]]></category>
		<category><![CDATA[recognition]]></category>
		<category><![CDATA[reward behavior]]></category>
		<category><![CDATA[self-efficacy]]></category>
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		<description><![CDATA[Providing positive feedback to employees is one of the simplest and most powerful things you can do to motivate your staff. Deep down we all need recognition and acknowledgment of a job well done. The most common complaint I encounter in organizations is the age-old issue, &#8220;I only hear from my manager when something goes [...]


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<li><a href='http://www.employment.biz/human-resource-management/employee-motivation/employee-motivation-meet-three-basic-needs/' rel='bookmark' title='Employee Motivation: Meet Three Basic Needs'>Employee Motivation: Meet Three Basic Needs</a></li>
<li><a href='http://www.employment.biz/change-management/organization-development/a-managers-power-sources/' rel='bookmark' title='A Manager&#8217;s Power Sources'>A Manager&#8217;s Power Sources</a></li>
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		<title>What Is Action Learning Really?</title>
		<link>http://www.employment.biz/human-resource-management/manager-development/what-is-action-learning-really/</link>
		<comments>http://www.employment.biz/human-resource-management/manager-development/what-is-action-learning-really/#comments</comments>
		<pubDate>Tue, 09 Feb 2010 19:51:42 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Manager Development]]></category>
		<category><![CDATA[action learning]]></category>
		<category><![CDATA[collaborative learning]]></category>
		<category><![CDATA[General Electric]]></category>
		<category><![CDATA[how managers learn]]></category>
		<category><![CDATA[Organization Development]]></category>
		<category><![CDATA[organization improvement]]></category>
		<category><![CDATA[Shell]]></category>
		<category><![CDATA[supportive challenge]]></category>

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		<description><![CDATA[Action learning is learning with others through doing and reflecting on outcomes, both intended and unintended. Action learning had its origins in the UK  in 1946 when Reg Revans worked with managers in the mining industry and nurses in hospitals to improve the operations of those industries. Reg believed that the best way to solve [...]


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<li><a href='http://www.employment.biz/human-resource-management/employee-motivation/employee-motivation-meet-three-basic-needs/' rel='bookmark' title='Employee Motivation: Meet Three Basic Needs'>Employee Motivation: Meet Three Basic Needs</a></li>
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		<title>Employee Motivation: Meet Three Basic Needs</title>
		<link>http://www.employment.biz/human-resource-management/employee-motivation/employee-motivation-meet-three-basic-needs/</link>
		<comments>http://www.employment.biz/human-resource-management/employee-motivation/employee-motivation-meet-three-basic-needs/#comments</comments>
		<pubDate>Tue, 09 Feb 2010 02:29:00 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[confidence]]></category>
		<category><![CDATA[employees needs]]></category>
		<category><![CDATA[feedback]]></category>
		<category><![CDATA[improve employee motivation. employee feedback]]></category>
		<category><![CDATA[job satisfaction]]></category>
		<category><![CDATA[managerial performance]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[workplace culture]]></category>

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		<description><![CDATA[As a manager, you have a better chance of improving employee motivation if you keep in mind the three basic needs of employees. These, incidentally, are motivators for managers as well. The three basic needs can be summarized as follows: tell me what you expect of me give me the resources to do my job let [...]


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		<title>Leadership is Sexy, Management is for Drones</title>
		<link>http://www.employment.biz/human-resource-management/manager-development/leadership-is-sexy/</link>
		<comments>http://www.employment.biz/human-resource-management/manager-development/leadership-is-sexy/#comments</comments>
		<pubDate>Mon, 08 Feb 2010 06:40:01 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Manager Development]]></category>
		<category><![CDATA[five minds of a manager]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[leadership vs management]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[management re-defined]]></category>
		<category><![CDATA[managerial mindsets]]></category>
		<category><![CDATA[managers. management defined]]></category>
		<category><![CDATA[redefinition of management]]></category>

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		<description><![CDATA[I don&#8217;t agree with this statement at all.  However, if you were to read published management articles and newspapers you could come to the same conclusion. Also you need only look at the amount of money that organizations have spent on leadership development compared to management development over the past five years and you could [...]


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