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Recognize individual motivation

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One size fits all solutions do not work when it comes to motivating employees. The mammoth task of adapting individually to each person is possible without a long and intensive phase of getting to know each other. We present an approach that helps to get to know each other, to recognize motivation and potential and to promote an appreciation of diversity.

Motivation in Teams

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Are laterally guided teams better than those guided by directives? They are definitely one - self-organized, empowered and, in my experience, more motivated. Therefore - yes, I find them better! The path from directive to lateral, however, is sometimes rocky and long - practical experience has shown me one thing above all - there are really good companions on the way there, and they are: clarity and transparency, patience and iteration as well as appreciation and humour. They turn good teams into really good, cool and motivated teams. 

Chances of the Corona Crisis: Laura Arndt

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The opportunity that the Corona crisis offers us is a reflexive process that can be used as a motor for positive change. Practical theory assumes that we can only really change unconscious ways of thinking and behaving if we become aware of them. In everyday life this is often simply not possible - it is not for nothing that they are often 'unconscious'. But now, when a break in the everyday occurs and many things can no longer be lived out, we notice our previous values and routines. What was self-evident, will now become something that we are aware of...

Chances of the Corona Crisis: Torsten Katthöfer

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Each exceptional situation leads to a concentration of the character of those affected by the effects, depending on the extent of the exception. Ergo, under the current conditions, both new and perhaps undreamt-of strengths as well as the colloquial "weaknesses" become apparent. Especially people who have a leadership role (or at least see themselves as such) could now do two things...

Time autonomy and job satisfaction

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Due to the current challenge of organising work despite existing contact rules and prohibitions and to remain competitive as a company, the needs of the employees come to the fore and there is a need to reconcile work and private life, whereby flexible working time models can help. This article explains the possible psychological effects of a trust-based working time model using Job Characteristics Theory (Hackman & Oldham, 1975).