A study of territoriality in mice A study of the cleaning habits of mice Observation of conditioned responses in different animals Learning and perception in animals and humans Studies of memory span and memory retention Worker efficiency vs. Do long hours really pay off? A study of the relation between physical exercise and learning ability Is audio or visual information better remembered Which gender, grade, and ethnicity have the most stress? Study the "comfort zone" different people have, how the comfort zone varies between sexes, and between friends and strangers Analysis and Documentation on Color's Effects on Emotion Between Genders Determine if there is a difference between various groups in overcoming visual illusions to determine what is really there Can spatial skills be improved with practice?
Qualitative versus quantitative measures Mix of reward types We analyzed this information, bringing a behavioral perspective to how the different components would impact motivation. The IC Philosophy has been instrumental in how the organization builds and implements both their trimesterly plan as well as any short—term contests.
InEli Lilly realized that its incentive plans had not kept pace with the organizational strategy that it was employing. Additionally, senior management had been intrigued about if they could incorporate behavioral economic principles into their incentives to make them more effective.
That realization resulted in them putting together a task force to examine the intersection of rewards and behavioral economics.
After looking at a number of consultants, Lilly brought in The Lantern Group to help them build their new incentive framework using insights from behavioral science.
Helped them introduce the 4-Drive Model of Employee Motivation to the organization, starting with a training session for the president and key executives. The model was used as a guide for our reward and recognition development efforts.
Helped them design and implement a behavioral audit of all of their variable reward programs to understand how they fit with the new strategic focus, understand what motivational drives the programs were satisfying and identified gaps where Lilly could leverage greater motivation and increased strategic focus.
Interviewed over stakeholders from across the organization to identify key motivational and behavioral factors that impacted the total rewards environment and alignment with new strategy. Through a series of off—site design meetings, The Lantern Group, in partnership with the design team, crafted a new framework for Lilly's Total Rewards that supported and enhanced the organizational strategy, leveraged the motivational power of all 4—Drives, and incorporated behavioral economic principles to drive the right behaviors.
In designing an effective solution, our challenges included the following: Each of the 16 sales forces had independent, unique plans. The plan communications needed to maintain consistency across the organization, yet allow for the unique elements of each plan.
The client requested a limited frequency of communication. We needed to ensure the maximum effectiveness of each element and ensure that we applied behavioral insights appropriately. The Lantern Group created a branded IC campaign that addressed the key issues of comprehension, consistency and efficiency.
For each of the 16 sales forces, we produced three communication elements that leveraged behavioral science principles and complimented each other: Professional Electronic Compensation Books provided an easy-to-use reference for each how the plan worked.
Taking into account behavioral principles such as framing and cognitive load, we ensured that the guides were simple, highly graphical, and highlighted the incentives opportunity and positive team impact.
We tested messaging with field interviews and designed guidebooks that the field actually read — using strategic callouts and personal antidotes to help drive engagement.
Webinar Workshops provided the detailed plan elements and rationale for the plan. The workshops were delivered by sales management and the IC team to the sales representatives in a webinar format.
The Lantern Group developed the PPT, the video, and the talking point script for this and ensured that the message was on target and highly motivational. These QRGs visually represented the key components of the plan and highlighted how the plans aligned with the overall corporate mission.
Six—years later, after achieving forecast each year, we continue to work in depth with this organization. I am convinced that we've achieved forecast each of these past six—years, even through some challenging times, partly due to the impact that the communication had on the field's motivation.The human population is constantly changing.
In this lesson, we will explore the factors that cause increases and decreases in the human population, including births, deaths, immigration, and. The causes of conformity among individuals have long been debated and researched in recent decades.
The research examined for this piece fits the categories of a model proposed to explain the five main motivational reasons to conform: the desire to be correct, the desire to be socially accepted and to avoid rejection and conflict, the need to accomplish group goals, the necessity of.
Group size has a direct impact on group productivity and function, allowing different roles to emerge that will influence how the group operates and interacts.
In this lesson, we will review group size as a variable in group performance.
(Click Here for Director's Choice Ideas) Here are just a few ideas that I have collected over time and from the Internet. Possibly some of these will get you going in the right direction on your project. A.
A1C A form of hemoglobin used to test blood sugars over a period of time. ABCs of Behavior An easy method for remembering the order of behavioral components: Antecedent, Behavior, Consequence.
Group Behaviour: Meaning, Reasons, Effectiveness and Other Details. Article shared by: ADVERTISEMENTS: Size of Group: There is no limit to the size of group.
Size of Group: Size of the group affects its cohesiveness. Increased size of group decreases its cohesiveness and vice versa.
Small size of group facilitates more interaction .