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Motivation for Monday – Two Kinds of People

Find out the suitable Motivational Speakers for your events

More than thousands of events are taking place in an hour at different-different places. It is a very popular fact that each event requires a proficient public speaker. Various kinds of events have the need of different types of speaker across the world. Some requires funny motivational speaker to motivate the audience in humors way, whereas other requires motivational keynote speaker or motivational coaching speaker to inspire the audience
So when you are taking the responsibility to organize an even then first you have to think about the kind of speaker to need. Before selecting the type of speaker, you consider about the kind of event, which you are planning so that you can choose one appropriate speaker that would be right for the event.  In order to catch the attention of the audience and get them engage till the last program, a humorous approach considered the best way to utilize for most of the events.
This is the reason behind the funny motivational speakers are repeatedly in high demand and they are more suitable particularly for events, which are made-up to be more sloppy.  Funny motivational speakers are the right selection for such events that designed especially for immature people, who are possible to alter the speaker, if any time they find that he or she is not capable to engage them.
Speech of the speakers also depend on the audience, for example- there is a cluster of people have been giving an excellent performance from last few years and you wish them to   maintain the same desire to become successful than it needs totally different communication by the speaker. Whereas, on the other hand there is one other group of people that is less performing than this group needs to be motivated to some extent, hence need a good motivational speaker.
Humor is the next thing that can be less or more depending on the type of your event, so the nature of the vent also take into consideration to choose appropriate funny motivational speaker. In case your event is a congratulatory type of event than a funny motivational speaker can facilitate to preserve the temper light, at the same time as delicately repeating each person that they have to keep on motivated to maintain the success.
So now you have to decide which kind of motivational speaker you want. Once you made a decision to acquire a service of funny motivational speaker who can bring on several giggles from your group then lots of techniques are there, in order to find the best motivational speaker.
Now start your search to find out motivational speakers but you should remember that all kinds of humors motivational speakers will come by paying fee and the fee can be different for each one. Fee amount of motivational speakers is defers based on their skills and expertise. Most of the experienced motivational speaker will be quite expensive compare to new or fresh motivational speaker.

About the Author

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How can I get my motivation back?

In early January I was told that, for medical reasons, that I cold not join the USMC. Well that’s all fine and dandy most people would just move on, but that kind of was my reason to better my self. I’m not going to go into that story. The point is, I am slowly getting weaker, I am tired more often, I have gained weight, and I can’t stand it. I am capable of doing what ever it takes to get into perfect shape, I just can’t really find the motivation. HELP, I’m begging, you please!

Get out of your negative mindset about yourself. Take it easy. Do not curse yourself. Do not try hard. For a day, take a decision NOT to exercise. Just do not bother. Use this time to do real introspection about your life goals and how you are going about it. Then next day, just get up and start exercising – without the help of any motivation, justification or of any positive framework. Just do it. Then, and then only start the dose of Positive Motivation. This is the only way it will work.

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The Components of a Hypnotherapy Course

The field of hypnosis has dramatically improved health confidence, sports, relationships, creativity, concentration and even pain control. This contemporary method of achieving well being has attracted the attention of many medical professionals. In fact, the number of enrollees in hypnotherapy courses has grown continuously over the past years.

Hypnotherapy as a Career

Being a hypnotherapist is now an official occupational title. And since this is a recognized medical profession, it is mandatory that those who practice hypnotherapy should finish a hypnotherapy course. Students can choose from attending classes or learning everything on their own.

Professionals whose careers are based on giving therapies would greatly benefit from finishing a hypnotherapy course. Hypnosis can be easily integrated to most medical jobs as much as it can also improve an individual’s business skills, establish a retirement career or applied on personal therapies.

Where to Look for the Best Training

There are many institutions that have developed their own techniques of hypnotherapy over the years. As their teaching outline improves each year, more and more procedures are being integrated into their hypnotherapy course.

Majority of these schools are licensed to teach and propagate hypnosis. They have a stable of professional hypnotists who act as trainers. Also, most of these schools provide certification that comes from recognized national organizations on hypnosis.

The Different Approaches to Teaching Hypnosis

Aside from theoretical approaches, some classes have integrated practical experiences during the training. This is accomplished as hypnosis techniques are being demonstrated and the students practice each skill that is being taught to them—this is called skill-based training.

On a hypnotherapy course that teaches cognitive behavioral hypnotherapy, there is a methodology for each school which integrates hypnosis with rational behavioral approach. This approach aims to treat various psychosomatic and emotional conditions. As for the medical hypnotherapy topic on a hypnosis course, this contemporary science on healing is believed to be applicable to somatic and psychosomatic circumstances.

Removing fears and bad habits are now realizable with the aid of hypnotherapy. So are pain management, recovery from illnesses, and outcome motivation. You need to undergo a hypnotherapy course to be able to share this with others. Live a meaningful life by practicing and sharing what you have learned.

About the Author

Hypnotic Solutions Training Limited provide hypnotherapy training in London, UK. Upon successful completion of the hypnotherapy course, participants will become a member of the National Guild of Hypnotists (NGH), the world’s premier hypnosis organisation.

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Sports Motivation Using NLP-Part One

Positive Coaching – Buying Time Until Success Arrives

It is not earth shaking news to say that kids are all different, especially when it comes to the area of natural, athletic talent. Some kids are naturally talented while others are not, and most are somewhere in between. Likewise, young athletes have different levels of self-motivation, varying from very motivated, to those that are hardly motivated.

Most parents would obviously prefer to have very talented and motivated kids, of course, but those type athletes are often few and far between. Often, parents get so frustrated over unmotivated kids that their displays of unhappiness, actually, lead to the end for their child in sports.

The good news is that many young athletes, who lack motivation and natural talent at a young age, gain it at a later time. Where does this sudden motivation and talent come from? It almost always comes about because athletic success is achieved. Athletic success is the best motivator there is. Having success often leads to motivation, which causes a work ethic necessary to develop sport skills and athletic talent.

It can be a very disappointing time for parents when their kids stop playing sports and this day comes too soon for many youth athletes because of the negative parental and coaching tactics that many adults use. However, employing positive, self-esteem building words and advice can buy time to keep kids involved with sports, until that day comes when success and self-motivation kicks in, or until the day when both parents and kids realize it is time to move on to other activities. It is important to remember that rarely does success and subsequent motivation have a chance to arise, if parents become negative with their kids through demeaning words or actions.

Positive coaching words and advice parents can use:

1. Parents should explain that practice is necessary a chance at success. What is important is how parents say it to their kids. Blurting out, “You have to practice” immediately after a tough game is not the answer. Rather, “You were obviously upset over the way you played. You have a better chance of succeeding and avoiding those negative feelings if you dedicate more practice into it. If you want me to practice with you or want me to find someone else that can help, I will be more than willing to,” gets the point across to kids in a much less confrontational manner. It is never good to have young kids feel like they have to do everything on their own and the key is to let kids know that you (parents) are there to help in any way kids want. It is always best to give them options and not ultimatums.

2. Many kids work hard but still struggle with having any measure of athletic success. Letting these players know how much you appreciate their effort and how much you believe in them is crucial. Saying things like, “I know you tried your best and that’s all anyone can expect of you. There is a good chance the results will be different the next time,” provides hope and reassurance for athletes.

3. How parents define success to their kids is important. Explaining to youth that success is simply giving their best during preparation and play is advice that can provide kids with self-esteem, even when the results of their effort are not good. Parents who say, “Prepare to the best of your ability and give it your all and that is all I will ever expect,” are developing players with a good sport perspective.

4. Saying, “I am proud of you” to their kids are always good, positive coaching words that inspire kids.

Finally, I have never seen the alternative of pushing and nagging kids to work harder pay off as motivation in the long run.

About the Author

“Playing major league baseball – sweet; helping kids – sweeter.”
Jack Perconte helps kids, coaches and parents get through the complicated world of youth sports. He shares his playing, coaching and parenting experiences in his books, The Making of a Hitter and Raising an Athlete: How to Instill Confidence, Build Skills and Inspire a Love of Sport. Read more at

http://positiveparentinginsports.com

Does anyone ever feel this way?

Anyone ever think that if they hadn’t been born this world would’ve been a better place?

I have totally felt that way many times. Finally I made a list of character traits that I feel are worthy of admiration. Things that I think would make this world a better place. Then I tried to find ways to incorporate them into my life. It worked for me. It actually worked pretty fast. A few things I’ve done: 1) I volunteer for Big Brothers Big Sisters and I absolutely love love love it. I am doing a wonderful job at it and my little sister loves to spend time with me. 2) I joined a local political group. Previously, I was always very quiet about my political views and often times that made me feel all alone. When I joined a group of like minded people it made me feel so good. We educate ourselves on the local and big government issues. We do what we can to try and make changes. It feels very empowering instead of just sitting back and watching what is going on in the world. 3) I like people that look all put together ie: dress nice, hair nice, etc. So I finally quit hiding behind sweat pants and baggy T-shirts and bought a few pieces of nice clothes that fit well. Wow what a difference it made. I feel more confident and ready to go do something productive.
Is going to School something you want to do?? I know when I was in college it was so much easier to get good grades in the classes I was really interested in. Do you want to play sports?? I wanted to play sports but really suck at it. I took begining softball at the community college and had a lot of fun, I also found a church that has a softball team and played on that. You don’t have to be good at it to have fun. Everyone in the begining class and church environment were very supportive to each other. I hope I helped. Just hang in there. If you ever do start feeling suicidal please get help. Take care, been there

Li Ning, "Huoshaochibi" Nike Lightning "counterattack "

Olympic Games every four years has always been a business must compete powerhouse, Biaofei Tizhuang the Chinese market has become the sponsors of the natural and non-sponsors do not want to let go of the battlefield, so we all crowded to Beijing. Sports marketing have to say that sports brand, but the Olympic Games, Adidas, Nike, Li Ning to us to stage a different kind of Olympic marketing version of “Three Kingdoms”, in spite of the storm Liu Xiang to retire, but not affect the competition between the three countries, but to add a touch of Romance more dramatic.

    I remember three-meter springboard in the women’s doubles final, Guo Jingjing and Wu Minxia both wearing Li Ning logo swimsuit appearance, but the first time in an interview with reporters Wu Minxia parents, her father wearing a Nike T shirt front of the camera, always clear-cut Nike LOGO occupies a corner of the screen, followed by the presentation, Guo Jingjing Wu Minxia are both on stage dressed in Adidas. This is also called the biggest sponsorship wonders of the Olympic Games. There are many similar lenses, no longer list them.

    Adi ostentatious “depending on the title to make competitive products”

    Beijing Olympics, Adi is making determined efforts, always generous to huge amounts of money in exchange for 1.3 billion yuan a “partner” of the title, the maximum return is that all athletes podium, the flag must be dressed in clothing with Adi. At the same time, Adi overwhelming publicity “with the 2008, not impossible,” the theme of advertising. Adi thinking that it would shut competitors retreat, reap the Olympic feast. While not wishing to Nike, “Quxianjiuguo”, swept all 28 major events in the 22 projects sponsored by the Chinese team, that is, the sports teams will be wearing Nike apparel team race.

    Adi high hopes for the Chinese men’s football again, “shaved their heads,” the Chinese women’s volleyball at No. 21 with the total defeat in the Brazilian missed the final, Adi’s sponsor plans to completely collapse, even though taekwondo gold medal for the Adi back for some eye, But after all, is a narrow public projects. The Adi promising Sui Feifei, Hu Jia, Zheng Zhi is every eye-popping.

    Men’s Basketball game between Argentina and Lithuania in the exciting exchange that, the party is Li Ning, one is Nike; while China and the United States game, both sides are to wear Nike, Adidas, where are you?

    Adi feels like three of the Wei, best players together powerful, but when a key is easy to “stumbled”, in particular its phase object does not always play according to the desired state, such as Cao Cao’s advisers men of Xu Shu “labor, do not contribute.”

    Nike he sacrifice the long corner of the Lightning “counterattack”

    And Adi frontal assault, a lot of different burn, Nike has taken the side to break out the strategy he sacrifice the long corner, firmly grasp the diving, gymnastics medal competition hope that the large 22 team, and ace Yao Ming, Liu Xiang . It’s like three in Soochow, relying on the Yangtze River’s natural barrier, entrenched party.

    However, Accidents will happen. While Nike was the sponsor of the team calculated how much gold could get the time, Liu Xiang clear sky thunder like to retire, so caught off guard, like Soochow – Global Brand Network – lost Zhou Yu. At this time, Adi, Li Ning is definitely “No smiling at the news,” the.

    Although the case of emergency, but Nike’s performance still can? Can point, with Liu Xiang’s abandonment of the different associations, Nike said the first time on understanding and continue to support Liu Xiang, then, starry night to produce a new advertising and Lightning nationwide broadcast.

    ”Love match, love spell on all the dignity, love it to win another one back, love to give everything. Love of glory, love frustrations, love sports, even if it breaks your heart.” A sensational language, together with the bulk of Liu Xiang According to Nike in the champions “night” while also playing a pretty fast “offensive war.” While Yao Ming by themselves basketball semi-finals by the end of the dream Unfortunately, Lithuania, although the speed is no longer occurred Liu Xiang, but because of the pathetic advertising blitz, Nike may be a lucky hit but was, won the general “Cheung fans” of sympathy and goodwill . Li Ning lean “Royal” blood “Huoshaochibi”

    Li Ning to say the most interesting, and arguably exclusive “partner” was Adi away, and participating in most of the Chinese team was Nike, Adi among themselves, Ning seems to do nothing.

    The Li Ning relying on the “Royal blood” even out “Cherish”, like three of Liu Bei, the surface forces, the weakest, but always a survivor to safety, the last laugh. The first one is fixed up all the CCTV interview with host services, so China wins gold medal each time, dressed in clothes of the CCTV reporter Li Ning will confidently up interviews; The second measure is sponsored part of the curve gymnastics team, diving team, as well as Men such as Argentina, the foreign team; third measure most definitely, before the opening ceremony in no one’s thought is “Huoshaochibi.”

    If the surface Li Ning and Nike live in peace “allied” common “confrontation” Adi, actually, “Face ulterior motive.” Li Ning at the opening of the “Flying” show, no doubt to rival Adidas to a fatal blow. Although Li Ning, “Flying” is the Adi wear clothing and shoes, but more than 4 billion viewers worldwide up to a few minutes under full attention, Li Ning lit the Olympic torch, that moment, how many people will care about Li Ning What to wear clothes? I believe it will remember his name.

    A fire, burned almost all the dreams of Adi.

    Interestingly, the 10-meter air pistol gold medalist Guo Wen?, Shooting Li Ning deliberately wore a jacket, to accept the award until replaced by Adi. In the women’s gymnastics team competition, most of the players wearing Li Ning, while on the podium had to be replaced Adi. The men’s gymnastics all-around champion Yang Wei took office Wearing is still the Li Ning, I do not know why! Yang Wei won the post, Li Ning has “Almighty King, Yang Beijing,” the ad also aired the first time.

    Although Anta, 361 degree brand in the brains and do everything possible to beat the Olympic edge ball, but the face of the three disputes have long been unable to compete. The Adidas has undoubtedly been the Olympics “three war” in the thankless loser!
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What are some good Motivational Quotes about sports? (like Volleyball)?

Well, i have to get a quote or saying that helps me do my best in volleyball. Not like a chant, but like a quote that i can look up to. Plz help…

*It’s not how good you are, its how bad you want it.

*Play with your heart, not your head.

*Reach for the stars when you reach for the net.

*Never be scared to go out of your reach.

*Volleyball is my life, everything else is just details.

*Life’s touch, and its gonna get worse after I beat you!

*Winners never quit and quitters never in.

*Play hard or don’t play at all!

*Mind over matter… Cause in our mind, you don’t matter.

*A successful team beats with one heart.

*My boyfriend or volleyball? Hmmm… he’ll get over it.

*Every game is a fresh start.

*My game is tighter than my spandex!

*Pain is just weakness leaving the body.

*Unleash the beast!

*If winning isn’t everything then why do they keep score?

*Actions speak louder than coaches!

*Its not wheather or not you wn or lose, its wheather or not I win or lose.

*Carnivorous volleyball, win or be eaten.

*You can’t win unless you learn how to lose.

*Serve em’ up, slam em’ down.

* In OUR hearts, in YOUR face.

* Sometimes its not how good you are, but how bad you want it.

*If we can’t beat you on the court, meet us in the parking lot!

*Volleyball s 90% heart, 10% skill, and 10% passion. You always give 110%! No matter what!

* We bus ours to kick yours!

*You’re only as good as we allow you to be.

*Do you go what it takes to win?

*JGUTT= Just Give Us The tRophey

*We’ve go quck feet and quck hands!

*Practice s the efoort that makes winning possble, so practice with everything you have
!

*Volleyball: Live it, love it, play it!

*Offence sells tickets, defense wns games.

*All the talent n the world won’t tak eyou anywhere without your teammates.
volleyball Success

Hope I helped!
*Attitude + Altitude =

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Employee Motivation: Instant Employee Morale Booster

Does offering employees a pleasing work environment make a difference? Or is it just another excuse to spend money? Read on….

Essentially it is all about enriching the work environment, and if you are wondering why you need to bother then I’d like to offer you three reasons:

o It create better attitudes

o It improves morale

o It enhances the employees commitment to the organisation

There is a fair bit of research in this area looking at the concept of improving employee motivation from different angles. For example during March 2002 Arts & Business released the results of a MORI commissioned survey. The research investigated attitudes towards the Art’s and their effect on the working behaviors among business leaders and the general public.

The results revealed that 53% of the workers surveyed felt that if their employer were to provide opportunities to enjoy artistic activities they would be motivated in their work. 95% of business owners surveyed said they felt that motivation is ‘essential’ or ‘very important’ in directly driving company performance.

Employees can participate in community related art projects or the employer could sponsor an initiative, and I’ll cover that in a future articles but for now I’d like to focus on why art should be used to enhance the working space, or put another way using art to break up plain walls, and relieve the potential visual boredom for the employee.

Open place offices are very commonplace nowadays, and to some extent have diminished the employee’s sense of having a private space of their own that reflects their personality. Thus the art in their view becomes more important especially if they don’t have a window nearby.

I even heard of a company that has produced space dividers for open plan workplaces that are limited edition prints on mesh by British contemporary artists.

Studies by BOSTI a US based workplace design consultancy make it clear there is a relationship between how people experience the offices they work in and their productivity levels on job including job performance, job satisfaction and their ability to communicate with each other.

We all react both consciously and unconsciously to the area in which we live and work, our environment has a profound effect on feelings, behaviors, general health issues and productivity. Using art in the office is only one aspect of workplace design, but it is one that should not be overlooked.

Having art in the workplace is also a way of encouraging creative thinking and of course there is the potential of a Public Relations spin off. A survey carried out by ICM and Art & Business found that 73% of employees wanted more art in the workplace, claiming it made them feel more ‘motivated’ and ‘inspired.’

Further research carried out by International Art Consultants Ltd “indicates that companies regard art as an integral part of a motivating and productive working environment, and that more organisations are actively seeking to maximise the benefits of art within the context of their broader business philosophy.”

So it makes sense to create a pleasing ambiance for everyone who uses the work space, after all there are enough other variables in business life. Let’s do something about the ones we can control!

About the author: Sue Kennedy, LRPS & LBIPP

Sue Kennedy is an UK based photographer specialising in outdoor photography and works on commission for companies & individuals as well as shooting for picture libraries. To purchase from SueÂ’s current print and card selection visit her Website: http://www.blueeyesphoto.com. Don’t forget to sign up for her monthly ezine too!

No motivation in the workplace?

I noticed something in the company that I work in. I never receive any motivation for the work I do in the company. If I do some extra work, they completely ignore it. They never send me a Thank you email for any piece of information that I give. Even the salary never increases that much.
I’m not waiting for a thank you or a compliment but I guess these little things give you a push to continue your work in a perfect way. A co worker told me that it’s the company’s policy not to do this because they don’t want the employee to feel that he’s something big or something. It’s an ego thing.

You are getting paid to do your job that’s already enough. You do the work and you get paid. If you don’t have any motivation in your work, maybe you can look for another job.

PS. We shouldn’t expect a thank you or a compliment to do our job. They pay us. I guess I would appreciate a thank you note if I was to give a gift but I don’t expect it to do a job that pays us.

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Epic Fail / Funny Pictures Montage PART ONE

Five Ways to “empower” Your Revenue Cycle Staff

Copyright (c) 2008 Jim Yarsinsky

Today, more and more directors of patient financial service departments face increasing challenges while trying to prevent employee morale from bottoming out during the myriad changes occurring in the health care landscape. Patient accounting personnel are witnessing constant changes in how they are required to do their jobs. These changes are being fueled by many factors, including emerging technology, mergers and acquisitions, downsizing, conversions to new billing systems, stringent claims filing deadlines, modifications to billing forms, and complex contracts for nearly all payers.

Get Your Staff Involved. One proven method of keeping workers full of zest and energy is to “empower” them. Empowerment is the process of giving your staff the power, authority, control and opportunity to excel.

As this related to patient accounting, empowered staff members would have autonomy over their own accounts. They would be given a wide range of flexibility in performing their job tasks, including the power to make the necessary decisions to solve problems, establish receivable target goals and develop qualitative process improvements.

Empowerment can bring a sense of excitement and pride to the workplace. Here are five suggestions that you may want to consider when determining ways to empower your staff.

1. Develop team spirit. Divide the patient accounts personnel into self-directed teams. Let them decide how accounts will be divided between them. Assignments could be made by payer-split, alphabetical-spit, financial class, age, balance or team-split. Tell your staff what the end result should be, and request their help in achieving that goal.

Allow your staff to meet weekly for about 30 minutes per session to brainstorm on strategies to solve group problems. Give them the information they need to develop solutions by allowing them to monitor receivable indicators through system-generated reports, such as:

Weekly aged-trial balance reports Billing reports by billers Outstanding balance reports by collectors Electronic exception reports Recovery analysis reports Billed and unbilled reports

View yourself as a coach and team leader. Guide your staff toward active involvement in the ongoing effort to become top-notch. Ask the teams to submit weekly status reports detailing reasons for negative trends or other areas of potential concern, along with weekly action plans.

It’s important to keep in mind that it’s the manager who is accountable for the effective teamwork of subordinate team members. The teams should not be able to change your targeted specifications. They shouldn’t change the nature of the work that has to be done, but they should be able to create the best way to accomplish the work.

2. Have the business office staff assist you in developing receivables goals for all areas of accounts receivable management. Instill your staff with a sense of initiative by involving them in establishing their own receivables targets. A few goals and objectives could be:

Appropriate dollars outstanding for each section of receivables. Acceptable number of weekly rejection notices resolved. Acceptable collection totals by collector. Appropriate number of monthly patient complaints. Acceptable number of required rebills. Acceptable percentage of receivables aged over 90 days. Acceptable backlog of mail returns. Acceptable backlog of patient correspondence. Number of weekly bills produced which are complete, accurate and clean. Acceptable weekly cash collections. Acceptable validity rate of electronic billings. Appropriate time frames for answering correspondence. Acceptable days revenue outstanding. Appropriate methods of resolving patient complaints. Broadcast the goals, and write a few of them on posters to be placed in high-visibility areas around the business office. The more staff thinks about their goals, the more enthusiastic they will become.

3. Train, train, train. Make training a top priority since it can provide your staff with the skill and confidence they need to be successful when changes occur in the workplace. Keep in mind that power comes from knowing what to do, knowing when to do it, and doing it in the correct sequence. Training motivates employees and increases their productivity. Try the following training tips:

Arrange for provider representatives of the large carriers to provide workshops and seminars regarding the do’s and don’ts of billing. Ask your collection vendors to stop by and bat around difference collection techniques that can be used at all points of service. Have your software vendors show your staff how to fully utilize all menus and screens, thus ensuring that you make the most of your patient accounting system. Train patient access personnel on best ways to improve collection of co-payments at time of registration.

4. Listen carefully. Actively seek comments, observations and suggestions from front-end employees all the way through to back-end collectors. This will help to keep them involved and motivated. It’s crucial that patient accounts personnel be confident that their thoughts and ideas are respected and valued by the supervisor and patient accounts manager.

Listen attentively to all feedback. For example, if a team is having difficulty locating patient folders or the needed remittance advices for secondary billing, encourage them to develop ways of improving their access to this information.

5. Provide feedback on results. Providing feedback is a vital ingredient in effective receivable management since patient accounting personnel, like most other employees, crave as much attention as they can get. Try the following:

Do daily spot-check of insurance verification, primary and secondary billings, cash postings, collection comments and incoming correspondence. Talk to staff daily for the purpose of reinforcing positive performance and providing direct nonjudgmental feedback. Devise monthly accounts receivables performance graphs, and post team results on a large blackboards in visible areas in the business office. Hold all individuals and teams accountable for quality output in improving receivables. When goals are reached, be sure to give plenty of high fives. Boost morale whenever possible.

Employee-Driven Work Environments. We are seeing more and more signs of employee anxiety and frustration as our industry continues to experience rapid changes and turbulent times. Negative emotions are being fueled by the overriding fears of staff that they to may be downsized as automation increases while mergers and acquisitions remain prevalent.

Employees are a hospital’s most valued assets. It’s important to remember that you can’t ask patient accounts personnel to continually change the way they perform their work unless they retain some control of the factors that influence the performance of their jobs.

Employee-driven work environments help staff to respond to change much more effectively. The entire business office will benefit by recognizing that the combined knowledge and creativity of patient accounting personnel is at the heart of good receivable management.

About the Author

Jim Yarsinsky, CPAM is founder and president of Expeditive. The firm specializes in interim revenue cycle staffing firm for healthcare providers. He can be reached toll-free at 877-PFS-ASSIST or by email at jyarsinsky@expeditive.com.
http://www.expeditive.com

I’m super bored, and I’m in a dorm. Suggestions?

Things at my disposal: Star Craft Next Gen poster, empty lucky charms bowl, a frisbee, Andy, a teamwork motivational poster, a couch, and a dormsworth of residents.

randomly hit a roommate in the face as hard as you can and see what happens to you. lol jk. If you have a laptop then simply get on the laptop and go to hulu.com or any other sites you enjoy. If you have a phone text or call someone, sleep, or you can play a computer game.

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Motivating Employees: What’s Money Got to Do With it

Are you under the impression that employees are happy only when you pay them more money? No! That isn’t always true. Even though money acts as a major contributor to employee motivation, remember it is never the only way.

Many times bonus or commission checks are cashed, spent and forgotten very quickly. An alternative for motivating employees is to give gifts through a reward point system. This system enables you to award equivalent points instead of cash, which can be traded for gifts or a vacation. The advantage of a reward program is that it promotes individual performance and competition, while transforming the situation into a friendly contest! On the other hand, a cash reward invariably creates grudges in the minds of those that don’t receive them.

Following are some of the other non-monetary ways of motivating employees in your organization.

Acknowledge their work: When your employees complete their task, recognize it and appreciate their achievement. It costs the company nothing, but is a major motivating factor, nonetheless. Simple things like a round of applause for a particular accomplishment will work wonders for motivating employees. You could also be more creative by awarding trophies or plaques for “Employee of the Month”. Take a look at “365 Ways to Motivate and Reward Your Employees Every Day: With Little or No Money”, an e-book for some good ideas.

Train them: Remember, training is not a one time process. Conduct training sessions on a regular basis, even though they consume time and money. Some alternatives do exist – for example, the “Five Star Teamwork Video Training Program” can be used for training your employees, without spending too much of either.

Provide growth prospects: Let your employees know of opportunities and areas of growth within your company. Set career paths and promote employees to higher levels by adopting a well laid out HR strategy. This will give them the assurance that they have a stable future within the organization.

Assign professional designations: Personal identity, competence, status and self esteem are all tied up with the job title. Hence, make sure that employees feel proud of who they are and what they do in the workplace. This will ultimately enhance their performance and increase your company’s productivity. Use your creativity in forming titles and also welcome ideas from the staff while re-designing them.

Build team spirit: This is the most important way of motivating employees. Take a big photograph of your entire team along with yourself and put it up somewhere noticeable. This will instill team spirit in every employee and give them a sense of belonging.

Assign leadership roles: This will also enable you to share your workload. Most people are inspired by the thought of handling additional responsibility. For example, allow your employees to lead a training program or brief a meeting. This can be done especially when new people join the company. You could also give them an opportunity to lead a project team. Encourage them to read books like “How to Lead: Discover the Leader Within You”

Have fun: This ploy works like no other. If you already have an annual conference for all employees, make sure it’s not all work and no play. Outbound programs or team games will do wonders for breaking the ice and building long lasting bonds between colleagues. These things stay in the collective memory, long after the event, and serve to motivate and energize.

We think that these ideas can set the ball rolling, but if you are looking for more, try the “Motivation and Energy at Work” program.

About the Author

Hi, I’m Akhil Shahani, a serial entrepreneur who wants to help you succeed. If you like to work smart, check out http://www.SmartEntrepreneur.net . It’s full of articles and resources to help you start and grow your business successfully. Please visit us & download our special “Freebie of The Month” at

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Where Have All the Honest Managers Gone?

Copyright © 2007 The National Learning Institute

I well remember as a young bank clerk many years ago, sitting at my desk one morning. Around me were the sounds of hustle and bustle of a busy office – people were sipping their coffee (in those days it was instant!) opening the mail (ah, for the days before email!) and telling of the events of last evening or their trip to work that morning. As a morning person, it was my best time of the day when I was at my most positive, creative and effective best, so I had my head down and bum up. Time later for relaxing.

Suddenly, the air was split with an earth shattering yell. My usually very quiet, reserved manager, had come out of his office, red in the face and yelling “Who did this?” Everyone stopped dead. When he recovered enough to tell us what the “this” was, I discovered to my horror that it was obviously something that I had done that had upset him. Apparently, I had made a blunder that would impact one of our best customers most unfavourably. I very tentatively, put my hand up “Mm, mm, mm, me, Sir”, I managed to stammer. “Into my office, now!” he replied.

By the time we had both sat down in his office, he had recovered his composure somewhat. To my great surprise, he started the conversation with “Bob, I really appreciate your honesty in admitting to this mistake. I am very disappointed that it has happened, but with some luck, we can probably correct it. Thank you for owning up to your mistake so readily”.

That experience for me was bitter sweet and obviously long lasting. It certainly had a major impact on my later mode of operating when I became a manager. On the one hand, I was mortified to have made such a stupid mistake yet on the other hand, I had really felt good and upbeat about the way it had been handled. I thought of that experience as I read an article in the Herald Tribune this week (Jan 3, 2007) titled “2 of 5 bosses don’t keep their word”. The article reported on a soon to be released study in The Leadership Quarterly that found that by and large, many bosses today are dishonest with and about their workers. The study specifically pointed out some damming evidence reported by workers about the honesty of their bosses:

• 39% said their supervisors had failed to keep promises.

• 37% said their supervisors had failed to give credit when due.

• 31% said their supervisors had given them the “silent treatment” in the past year.

• 27% said their supervisors had made negative comments about them to other employees or managers.

• 24% said their supervisors had invaded their privacy.

• 23% said their supervisors had blamed others to cover up mistakes or to minimise embarrassment.

Florida State University, the authors of the report, suggest that such dishonesty creates problems for companies such as poor morale, lower production and higher turnover. These results confirm my own research in interviews and focus groups with managers and their employees over the last twenty years. I too found that the major reason why people leave an organisation is because of poor management and leadership. People don’t leave a company, they leave their boss!

What may surprise some readers is that the Florida State study also confirmed many earlier studies about the relationship between pay and turnover. It found that a good working environment is more important than pay and that “employees were more likely to leave if involved in an abusive relationship than if dissatisfied with pay.

My own research also throws up two other factors of note:

• People join a company because of the excitement or enticement of an interesting job.

• People stay in a company because of the values they share with their fellow workers (assuming of course, that they have good management).

So, where does that leave today’s managers? And, most importantly, what does it suggest for companies who want to boost morale, increase productivity and decrease staff turnover?

I suggest there are three answers to this question on which every employer should focus in the relationship with his or her workers, whether he or she be the CEO or a new supervisor.

1. Make sure pay and conditions are appropriate for the job and industry; and that they are fair and equitable. This removes one of the stumbling blocks to effective employee morale and satisfaction.

2. Ensure that the job provides the employee with the ability to gain:

• a sense of real achievement for the work that they do

• recognition for what they achieve – regular “thank you’s” and notes of appreciation go a long way

• responsibility and even increased responsibility for what they do – make sure they are able to make decisions regarding their area of responsibility without having to “upwardly delegate”

• from a job that has real interest and meaning for them

• advancement and development, either by way of career progression, professional or Personal Development.

Remember, people join a company because of the excitement of the job. It is up us as managers to do whatever we can to keep that excitement level high.

3. Above all, be honest in what you say and do. A true manager’s mantra should be “Do as I do”, not “Do as I say”. People leave a company because of poor leadership and management. I have found that people will accept mistakes if we are open about them. They will not accept cover ups. The foundation for effective leadership and management is honesty. These are qualities that everyone values.

So, where have all the honest managers gone? I have no “amazing* research to provide the answers (although it would make an interesting study). However, I will suggest that:

• Honesty, particularly in western society, is in decline generally due to the emphasis on individualism not community. We have become a “Me too” society, where material and personal gain are valued above the good of the community. Every day one reads in the press or hears on the TV some new “revelation” about a cover up, lack of integrity, or just plain dishonesty that has led to yet another major commercial or international disaster.

• Organisations, particularly since the late 80’s, have spent an inordinate amount of time and resources on boosting the job “satisfiers” (as Frederick Herzberg called them) – pay and conditions at the expense of the true “motivators” – achievement, recognition, responsibility, meaningful and interesting work, and growth and advancement. The result? When material gain becomes the all consuming and overt goal pursued by organisations (such as maximum shareholder returns and exorbitant senior manager benefits) over intrinsic basic human motivators, managers will do almost anything to “cover their bums” so that their extrinsic rewards are maintained.

Am I being too harsh on today’s managers? I’d appreciate your thoughts, opinions, comments and stories. I wonder how many of today’s managers would take the same approach as my old manager when faced with a similar situation to that of “my mistake”?

About the Author

Bob Selden is passionate about developing leadership and management within organisations. He also works with individual managers in their personal development as a part time faculty member on the leadership development programs at the International Institute for Management Development in Lausanne and the Australian Graduate School of Management, Sydney. He’d like to hear your thoughts on leadership development via the National Learning Institute.

Which of the following?

1. Which of the following personality characteristics are associated
with people who are likely to exhibit violent behavior on the job?
a. Neurotic
b. Optimistic
c. Extraverted
d. Type A
2. Which of these suggestions is an effective way to deal with stress?
a. Meditation
b. Exercise
c. Talking with others
d. All of the given options
3. In most large facilities, who is responsible for reducing unsafe
working conditions and reducing unsafe acts by employees?
a. Chief executive officer
b. Chief safety officer
c. Occupational safety and health officer
d. Chief operations officer
4. Who distinguished between intrinsic motivation and extrinsic
motivation?
a. Frederick Taylor
b. Frederick Herzberg
c. David McClelland
d. Edward Deci
5. Which of the following is categorized as an indirect payment
portion of employee compensation?
a. Wages
b. Salaries
c. Employer-paid insurance
d. Commissions

1 C
2 D
3 C
4 D
5 D
6 D
7 D
8 B
9 B
10 C
11 B
12 D
13 C
14 C
15 C
16 A
17 B
18 C
19 C
20 D

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Behavioral Economics of Intrinsic Motivation

How Management Training Will Bring You Success

Management training is vital for all businesses regardless of the size of the company or the products or services that it provides. At the core of management is the ability to organise people and keep them motivated and happy in the workplace. Gone are the days when a boss can give the employee a hard time and still expect them to work their fingers to the bone.

Yet knowing how important management is it is still baffling how many companies neglect this fundamental aspect of business. Part of the problem is that people in management positions cannot normally recognise their own flaws and as a result neglect to address problems with their management style. After all what employee would ever tell their boss that they could have managed a certain situation Not I! That being the case the onus is on the manager to have a certain level of self reflection in which he or she can recognise their own mistakes. This is a rare talent that few of us possess.

The most important thing for any business is to have their management appraised regularly and trained to complete their job effectively. This of course common sense yet how many businesses do you think actually do this? In my experience: not many. The rewards for the businesses that do are massive. If you can keep your employees well managed and motivated you are destined for continued success. So what is involved in management training?

There are a number of core types of management training that you and your management staff could benefit from. Most training providers will offer a completely bespoke service where they look at the specific need of your management but there are also key training programmes for those of you that know what you need to improve. Some of the courses available are as follows, absence management, change management, change management for HR professionals, discipline and grievance, feedback skills, first time management development, generic interviewing, managing performance, motivation in the workplace, senior/ middle management development, team leader development and teambuilding.

In my opinion the core aspect of building a good company and achieving success is keeping your staff motivated. The benefits of being able to achieve this are insurmountable. If your staff members give their full efforts to their work then there is nothing that can stop you being a success. The first way in which you can improve the motivation of your employees is to have knowledge of motivational theories. Comparing and contrasting theories from people such as Maslow, Herzberg, Handy, Taylor and Mcgregor will give you an objective outlook on what motivates people. Management training will then teach you how to relate these theories to day to day scenarios. You can be taught what works in the client lead organisation and understand the links between values and motivation. A training course will also show you how you can use incentives as a motivational tool.

Another vital aspect of implementing motivational theories in your workplace is to create motivational plans. These plans set overall aims and objectives of your management. Training will also help you align the plan to operational objectives and organisational culture. It will also help you set controls and evaluation processes on your staff as well as developing creative approaches to inspire people.

Management training will teach you how to communicate and implement the plan that you have developed.

About the Author

Shaun Parker knows the value of well trained management. he strongly advices that you make the most of management training.

Management asking general situation based question – Pls advise answer?

You would have admired a senior/ colleague for the way they handle people and situations in their work place. Keeping in mind that person, please write what style he/she would have adopted to deal with the following situations.
1.Describe the motivation style of some of your role models/ admired colleagues.If you admire contradictory styles, indicate which style works best in different circumstances.

a good start would be to find out what the motivational styles they refer to in the question are (i.e what theory). Then choose a personality (say for example President Obama) and compare his motivational style to the questions. It takes some reflective thinking.