IBDP Business and Economics SL/HL, Psychology SL, Theory of Knowledge Teacher, Holds Ph.D. in Training & Development with 14+ Years of Teaching Experience in (IBDP, IGCSE, BTEC).
I work as a Professional Learning & Development Facilitator, Educator, Online Course designer, Course Developer, Teacher Trainer. I am an author of International Research publications and Tennis Coach who has been awarded GTE, CED Global Teacher and certified by Microsoft, Pearson Edexcel & Cambridge International examinations as a Business Studies & Economics Innovative Educator.
Online Business Management, Economics Teacher
Teaching online Applied Business Management using Artificial Intelligence software’s, Project Management, Economics course, Making self-paced videos, Making lesson plans as per different learning styles.
2018-2019 @ Gems Westminster School, Ras Al Khaimah, UAE
Subject Leading Business Studies, Economics teaching (AS & A Levels, IGCSE, AQA) Curriculums using Artificial Intelligence.
2017-2018 @ GD Goenka Global College, Haryana, India.
Head of Commerce Department
(IGCSE, CBSE) (Middle Leadership Position).
2013-2017 @ The Daly College, Indore, India.
Head of Sixth Form & Assistant Housemaster Boarding House (Middle Leadership), Teaching Business Studies, Economics (CBSE, As & A Levels).
2012-2013 @ Sreenidhi International College, Hyderabad, India.
Senior faculty of Business Management, Economics
(IBDP, AS & A-Level).
2010-2012 @ The Sanskaar Valley School, Bhopal, India.
Faculty of Business Studies & Tennis Coach. Taught Business Studies to students of Junior College (ISC) Indian Curriculum.
Pacific University Forest Grove Campus, Oregon, USA.
My personal teaching philosophy is that education creates a balance between the home, the environment, and the growing child. The key Development Areas that serve as the main focus of holistic development are:
1) Personal growth – all about me and the way I’m growing and learning
2) Social skills – how I connect with others and interact in my world.
3) Emotional understanding – learning to live well despite difficulties and adversity.
4) Intellectual development – learning, creativity, and obtaining skills for knowledge.
5) Environmental values – appreciating and taking care of the world I live in.
I think it’s hard to really get to know your students through a webcam. But I will ensure to do the following:
1) Reflecting on student learning experiences.
2) Creating a Learning Environment where we share commonalities and build positive relationships.
3) Student's involvement and engagement during the session.
Xavier from Germany
Anna was really satisfied with the lesson and felt it was truly helpful. Thank you!
Daniel from Indonesia
Dr. Khalid has got the positive energy to make the classes I have attended to be quite meaningful, and that’s what I value, a teacher who makes the student genuinely interested in learning from the teacher, Dr. Khalid have this so I am lucky to have him as my tutor. In terms of his knowledge, they do align with what I am learning at school, he speaks very clearly and stops constantly to make sure I understand what he is saying, so that is also another positive. I would highly recommend Dr. Khalid as a tutor to anyone who have doubts in Business and Economics, he can make this subject seem fun to learn due to his friendly and kind character, but more importantly, his knowledge and expertise which is commendable.
Sahar from Saudi Arabia
Mr. Khalid taught me very well and was kind enough to give me more time, ensuring I understood all the concepts. We covered papers 1 and 2, and he explained how I should respond to them with examples.
Silje from Denmark
The lesson was very structured and I felt in good hands. I have been very happy with the help I have received from Khalid. He does not do the work for me but guided me through the processes so that I am able to explain and understand the main content. I am looking forward to finishing the assignment with Khalid.
Tell me and I forget, teach me and I remember, involve me and I learn.
Theories of Motivation and Their Application in Organizations: A Risk Analysis
In all enterprises whether private or state-owned, motivation plays a key role in driving employees toward achieving their goals, organizational goals, and to a certain extent the dreams of their nations. There are many theories of motivation, and they mostly give a relation or influence the outcomes of employee job satisfaction. There are three main theory categories, namely content theories, process theories, and contemporary theories (Saif, Nawaz, Jan, and Khan, 2012). Generally speaking, these theories include Maslow’s hierarchy of needs, Herzberg’s motivator-hygiene (or two-factor) theory, Alderfer’s Existence, Relatedness, and Growth theory, and McClelland’s needs theory. How motivation comes about and how it leads to satisfaction is explained by process theories; theories that fall into this category include Porter-Lawler’s model and expectancy theory by Vroom.
Motivation Theory: Maslow´s Hierarchy of Needs
Maslow’s Hierarchy of needs is the main theory for motivational encouragement throughout all businesses. Theory of Human Motivation” (Jerome, 2013) Starting from the bottom of the pyramid is ´Physiological and Safety Needs, which are usually linked to organizational culture, and every new organization experiences, where they will experience difficulties with their basic needs. As described in the pyramid below, these needs play a major role in motivating behavior and the success of a human being. Being able to satisfy all of these needs is critical to be able to avoid unnecessary consequences. “Every person is capable and has the desire to move up the hierarchy toward a level of self-actualization”
Maslow (1943) stated that people are motivated to achieve certain needs. When one need is fulfilled a person seeks to fulfill the next one.
Risk Analysis of De-Motivated Employees in Organizations
Employees who lack motivation in the workplace are a risk factor when it comes to executing day to day operations of the business. Some employees are engaged in company equipment and tools daily, some of which need maximum attention and safety when using. So it is the responsibility of the organization to have a well-balanced workforce of employees and their emotions as far as work issues are concerned.
Absenteeism: Van der Merwe and Miller (1988,) cite a definition used by the United States Department of Labour which defines absenteeism as the failure of workers to report on the job when they are scheduled to work. Regarding this definition, non-attendance such as vacation leave, military service, block release leave, and suspension do not qualify as absenteeism and should be completely excluded from the ensuing absenteeism analysis process.
Organizations desire to keep their staff for longer periods. Organizations spend a lot of money and time training their employees. High staff turnover due to unhappy employees will cost the organization of all the spent resources.
Dissatisfaction: The morale of the entire office can be brought down when one employee lacks motivation. Employees who are not satisfied with their job might resort to quitting; therefore, this scenario should be avoided. The employees are to perform to their abilities to satisfy their customers and to retain them all the time.
Employees who are not entirely happy at work can have health problems including stress. Stress-related illnesses will jeopardize wellness efforts in the workplace of keeping healthy employees. Stressed and de-motivated employees may cause accidents at work when using types of machinery and other dangerous tools.
Highly motivated employees will always put their best efforts into their work and help the company to be productive. Production at work will bear more output which will be able to generate much-needed income. If employees are happy absenteeism will be reduced thereby saving costs for their organizations. Taylor (2009 and 2012) agree that a financial crisis can be because of economic circumstances, making it extremely difficult for businesses to operate.
Motivation is very much needed for employees in an organization to be productive, and management or leadership style has an important role to play. Motivation is not always based on financial rewards, but non-financial rewards methods can also be used to derive the best out of employees. Although individuals have their expectations, it is the leadership’s responsibility to develop and align with theories that are suitable to bring job satisfaction to their employees. However, there is no single reliable theory to be used, a mixture of them can be utilized
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