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you pick 2 companies write their motivation techniques. I pick intrinsic motivation and extrinsic motivation. And compare companies. Do papers have database, searches people pulled web. You find UOPHX Website writes companies listed, pick.
Motivating employees at two companies:
Ben & Jerry's versus Southwest
Motivational theories by their very nature address companies in a fairly generic, prescriptive format. However, two corporations exist that continue to be very successful, after many years of impressive financial growth, seem to break all molds, yet confirm one of the most noteworthy theories regarding what motivates employees -- intrinsic vs. extrinsic motivation. Ben & Jerry's began as a small company based in Vermont that, despite or because of its ethical ideals, has become an integral part of American culture. Ben & Jerry's changed the way Americans consume ice cream, shifting the focus from quantity to quality. Southwest Airlines is a largely regional airline…
Activism. (2012). Ben & Jerry's. Retrieved:
Bailey, Jeff. (2008). Southwest. The New York Times. Retrieved:
Managers dislike unmotivated employees and for a good reason. Having such employees can bring down the success of a business in an instant. As a result, it is very imperative for a manager to utilize financial motivation or non-financial motivation to its employees to keep his or her business alive. This paper will provide three ways in which a manager can motivate its workers. The first method is alternative work arrangement. The second method deals with positive reinforcement. The third and final method involves satisfier and hygiene factors.
Alternative Work Arrangements
One motivational technique that employees and employers seem to benefit from is alternative work arrangements, which include compressed workweeks, flexible work hours (flextime), job-sharing, and telecommuting (Lombardi and Schermerhorn, 2007). Compressed workweeks reduce how many days a week an employee works by allowing him or her to work more hours per day. Both parties benefit from this…
Herzberg, F. (1987). How do you motivate employees? Retrieved from http://www.facilitif.eu/user_files/file/herzburg_article.pdf
Linder, J. (1998). Understanding employee motivation. Retrieved from www.joe.org/joe/1998june/rb3.php
Lombardi, D.M., & Schermerhorn, J.R. (2007). Health care management: Tools and techniques for managing in a health care environment. Hoboken, NJ: John Wiley & Sons.
Mossbarger, M. & Eddington, J. (2003). Methods for motivating employees. Retrieved from http://faculty.weber.edu/djgreen/TBE_3250/Assignment/Example%20Formal%20Report%20Methods%20For%20Motivating%20Employees.pdf
Resilience -- define what it is:
What I have always thought of when the word resilience is used is this: if you are resilient, you won't stay down long but you'll get back up. That is not in a physical sense necessarily; it can be emotional as well. Let say, something very sad happens to you; perhaps your dog was hit by a car and is dead. If you've had that dog for a long time you are going to suffer right away, but shortly the hurt is a little less intense and your resilience kicks in, so you go to the animal rescue shelter and find another dog you can love and have as a companion.
Actually the definition of resilience is different from what I generalized above. Technically, essentially, resilience means recovering quickly from a difficulty or problem. It means being tough enough to get up…
Motivational Challenges at Harley-Davidson, Inc.
Today, Harley-Davidson, Inc. (hereinafter alternatively "Harley-Davidson" or "the company") is the only major heavy motorcycle manufacturer in the United States and the company enjoys fierce loyalty from an ever-widening consumer base (Company profile, 2016). This legacy is the result of more than a century of intensive research and development as well as innovation in designs that have made Harley-Davidson motorcycles legendary for their high performance and rugged appearance. This legacy, though, almost ended during the 1970s and 1980s when increased competition from Japan and problems with manufacturing nearly bankrupted the company. To its credit, though, the company's leadership succeeded in turning the company around through informed management practices including employee motivation initiatives such as the High Powered Work Organization concept. To determine the facts in this case, this paper reviews the relevant literature to provide an overview of the company and a discussion concerning the…
Business summary. (2016). Yahoo Finance. Retrieved from http://finance.yahoo.com / q/pr?s=HOG+Profile.
Company profile. (2016). Reference for Business. Retrieved from http://www.reference forbusiness.com/history2/86/Harley-Davidson-Inc.html.
Hampton, G. (2008, July 1). Back on the road again. Security & Transportation, 13, 1-5.
Harley-Davidson. Contributors: Not available. Magazine title: Marketing. Publication date: October 24, 2012. Page number: 22
Without proper background checks prior to making the hiring decision, an organization can find itself employing individuals who have recently been fired elsewhere for fraud or theft.
An organization can also seek to prevent employee fraud as well as theft by developing well drafted and concise guidelines in regard to acceptable standards of conduct. In the opinion of Beesley (2011), there is an existing need for each and every business to have in place "an employee code of ethics and conduct." The author in this case points out that although such a document cannot entirety prevent instances of fraud; it does make a contribution to the promotion of lawful and ethical conduct.
Beesley (2011) also reaffirms Siegel's assertion as highlighted earlier on in this text that employee fraud largely has little or nothing at all to do with economic problems or conditions. As the author points out, studies have in…
Beesley, C. (2011). 6 Tips for Preventing Employee Theft and Fraud in the Workplace. Retrieved May 22, 2012, from SBA.GOV website: http://www.sba.gov/community/blogs/community-blogs/small-business-matters/6-tips-preventing-employee-theft-and-fraud-wo
Bologna, J. & Shaw, P.D. (1997). Corporate Crime Investigation. Burlington, MA: Elsevier.
Siegel, L.J. (2010). Criminology: Theories, Patterns, and Typologies (11th ed.). Belmont, CA: Cengage Learning.
Motivating Staff in a Global Economy
More and more organizational analysts are referring to the modern workforce as increasingly integrated and interconnected.
This has occurred in part because of globalization. More and more organizations are branching out, running in multiple countries and providing services to global customers. As the workforce changes and becomes more dynamic, people are increasingly reliant and interdependent within the scope of the workplace. Global integration is a trend that has wide-ranging economic, social and organizational implications.
Globalization has resulted in significant changes including an increasingly common practice of outsourcing job roles
Organizations are starting to look for ways to decrease the costs associated with doing business and increase productivity. One way to do this is to outsource job roles.
As more employees face the potential loss of their job because of outsourcing, more and more employers are realizing that motivating staff is becoming a more difficult…
Alessandra, Tony & Barrera, Rick. "Motivating to Excellence." Security Management,
36(11): 20, 1992.
Bush, Brandi J. "People: Attracting, retaining and motivating." The Public Manager,
30(2): 31, 2000.
Motivating to Perform in the Workplace
Work Based Assignment
Worked Based Assignment M3.13 -- Motivating to Perform in the Workplace
Worked Based Assignment M3.13 -- Motivating to Perform in the Workplace
Like any other manufacturing or services industry, construction industry is also exposed to certain market challenges and a stiff competition among its participants. In order to stay competitive and ensure a sustainable future, construction companies have to strive for their continuous financial growth and high level of operational performance. The biggest part in the success of a company is played by its most precious asset -- the Human Capital. In a construction industry, human resource may be composed of personnel from various fields and specialties. Generally, a medium size construction company employs lower level laborers to highly experienced engineers in its development and construction projects. The number of employees and their tenure of employment depend upon the scale and…
London, M. (2003). Job feedback: giving, seeking, and using feedback for performance improvement. U.S.: Taylor & Francis
Robbins, S., Judge, T., & Sanghi, S., (2007). Organizational Behavior. 12th Edition. India: Dorling Kindersley (Pvt) Ltd.
Rounds, J.L. & Segner, R.O., (2011). Construction Supervision . Hoboken, N.J: John Wiley Publishers
The future that is fast heading our way is often thought to be associated with creative technologies and businesses that do online services. But this is definitely not the full picture. Many traditional businesses are also being impacted in regard to what will be expected about some of their core operations, including in regard to how they treat and motivate their employees. Basic manufacturing is no different. In order for companies like ours to be ready for the future, we have to look seriously at the ways in which we recruit employees and keep them here once they sign on. With 120 employees whose skills encompass a broad range of talents -- some basic skills others tied to quite sophisticated technological abilities -- we have the chance to position ourselves to be ahead of the curve as the entire field of payment, rewards and recognitions is examined yet…
Barton, H. And Laux, J. (2010). Executive pay inefficiencies in the financial sector. The Journal of Applied Business Research. Vol. 26, No. 4.
Carpenter, S. (2007). Design the right compensation plan for your business. Entrepreneur. Retrievable from http://www.entrepreneurship.org/en/resource-center/design-the-right-compensation-plan-for-your-business.aspx .
CompuData Surveys (2009). The real effects of today's economy on the manufacturing industry. Retrievable from http://www.compdatasurveys.com/Files/News/Manufacturing%20Whitepaper.pdf .
Scott, D. And McMullan, D. (2010). The impact of rewards programs on employee engagement. WorldatWork. Retrievable from http://www.worldatwork.org/waw/adimLink?id=39032 .
Employee Satisfaction with a Company's Review Process
The following research examines the reason for a decline in employee satisfaction regarding the review process at XYZ, Inc. The results of the survey revealed that sample biases may have confounded the results and that the survey will have to be re-administered to reflect the true attitudes and results of the preliminary research leading up to the current survey. The result showed a high degree of satisfaction with the quality and quantity of management feedback. The results of this survey are inconclusive and further research will need to be conducted to eliminate the possible effects of sample bias.
Delimitations (See Leedy)
A. Literature Review
C. General Management Issues
D. Project Related Issues
F. Definition of Terms
H. Project Submission…
Staffing and Staff otational Aspects of esponses to Terrorist Event
Staffing and Staff otational Aspects of esponses to a Pentagon Terrorist Event
During the Pentagon September 11 terrorist attack, many Arlington County Fire Department employees were caught off-guard as they were busy with their daily activities. Some were being trained while others were busy preparing for an upcoming conference organized the fire department (Eversburg, 2002).
As seen from the staffing and staff rotation responses as an element of operation tempo, several weaknesses were common among the fire personnel during the Pentagon event. However, two of the weaknesses were the Arlington County Fire Department lacked an emergency recall plan with notification devices and associated systems. Besides, they also lacked effective Standard Operation Procedure (SOP) for recalling and assembling the firefighters who were off duty (Titan Systems Corporation, 2002).
First, the lack of an emergency recall plan with notification devices and associated…
Eversburg, R. (2002, January 11). The Pentagon Attack on 9-11: Arlington County (VA) Fire Department Response. Retrieved September 15, 2014, from Fire Engineering: http://www.fireengineering.com/articles/print/volume-155/issue-11/features/the-pentagon-attack-on-9-11-arlington-county-va-fire-department-response.html
Titan Systems Corporation. (2002). After-Action Report on the Response to the September 11 Terrorist Attack on the Pentagon. . Arlington County, 16-65.
Motivating Today's Employees
With respect to motivating their workers, today's employers face different challenges than those of fifty years ago. Changes in the way business is conducted, an uncertain economic climate, new expectations of both employers and employees, and a growing and increasingly diverse workforce have made old rules and practices obsolete. Employers need fresh approaches to motivate employers in the 21st century.
Numerous studies have demonstrated that, given satisfaction with their financial compensation, employees are more motivated by non-monetary incentives rather than extra cash (Dewhurst, Gutheridge & Mohr). The economic crisis of the last several years has had a detrimental effect on the general morale of employees who may have legitimate concerns about job loss, cuts in benefits, reduced wages or hours, or failure to get raises or promotions. An economic downturn is precisely the time when organizations need their workers to be motivated and engaged, with the hope…
Dewhurst, M,, Guthridge, M, and Mohr, E. (2009). Motivating people, getting beyond money.
McKinsey Quarterly. Retrieved from http://www.mckinseyquarterly.com
Gautschi, T.F. (1989). Hawthorne studies: A workplace classic." Design News 455(20), 180.
Employee: How Companies Profit by Giving
I think the confusion might arise from the fact that the way in which the author is using the terms 'motivation' and 'recognition' are very specific to the workplace. While it is true that children may 'act out' to get negative recognition, this is much rarer for employees, or at least not to the same degree because workers have the pressures of obtaining a paycheck. However, sometimes workplaces can unintentionally reward asocial employee behavior, thus motivating employees to continue to undermine overall productivity. A very competitive workplace may have a policy of praising employees who are extremely cutthroat and give these workers bonuses. But ultimately, this undermines a cohesive sense of organizational mission and creates a group of employees who pursue their own interests, not the interests of the company.
I would have to very respectfully disagree with your assertion that employees…
Most managers motivate their subalterns with promises of rewards, generally financial rewards. In service entities, leaders are commencing to motivate their subalterns through non-financial elements, such as flexible working schedules, promotions opportunities or challenging tasks. Within the it firms, software developers are constantly motivated by the ability to become integrated in the project they desire. Service companies also offer incentives of socialization during company picnics or other get-togethers.
The emphasis on the unification of organizational goals with the individual goals of the staff members is limited and this remains a simple theoretical recommendation without any real life implementation in the organizational context.
Finally, most managers tend to reward and motivate the employees based on performance and results. In some instances however, despite great efforts, employees fail to retrieve success due to circumstances and elements independent of them. The results materialize in higher levels of employee frustrations and low levels of…
Armstrong, M., 2000, Strategic human resource management: a guide to action, 2nd edition, Kogan Page Publisherts, ISBN 0749433310
Armostrong, Am., 2006, a handbook of human management practice, 10th edition, Kogan Page Publishers, ISBN 0749446315
Boyd, C., 2003, Human resource management and occupational health and safety, Routledge, ISBN 0415265908
Bruce, a., 2006, How to motivate every employee: 24 proven tactics to spark productivity in the workplace, McGraw-Hill Professional, ISBN 0071463305
Paul Minneapolis states that the conference asked three individuals to join the conference and to share "their experiences in guiding non-profit organizations to achieve greater results for the common good, whether it is in a new organization, organizations that have reached stability and are looking to move to a higher level, or organizations that are experiencing tough and challenging times." The speakers at this conference each offer what they believe defines the 'transformational' leader. One of the interviewees referred to as Mr. Graham states that transformational leaders are leaders who "do the right thing." (ennett, Dorsey, and Graham, 2006) the transformational leader is said to be the leader who has a 'vision' and who is able to communicate that vision with a passion. This conference greatly provides insight to the myriad of issues of leadership that are inclusive in the non-profit organizational repertoire of necessary skills for the organization's leader.…
Abraham Maslow's Hierarchy of Needs (2007) Human Relations Contributors. Employee Motivation, the Organizational Environment and Productivity. ACCEL Team. Online available at http://www.accel-team.com/human_relations/hrels_02_maslow.html
Bennett, Stephen; Dorsey, Cheryl; and Graham, John H. (2006) Transformational Leadership. Independent Sector Annual Conference, St. Paul Minneapolis. October 24, 2006.
Chang, Heng-Yu (2005) Qualitative Research on Leader Speech Communication Content, Leader Behaviors and Subordinate's Trust. eThesys 26 Jan 2005.
Chris Argyris (2007) Human Relations Contributors. Employee Motivation, the Organizational Environment and Productivity. ACCEL Team. Online available:
Legal Environment/Total ewards: A Changing Landscape
In the race for profit, employee pay has traditionally been seen by businesses as a competitive liability, and the trend for much of the 20th century was for employers to search for the cheapest, most efficient labor to protect their bottom line. Because of this approach, the U.S. government took several steps during the 20th century to protect employees from extortionary measures by employers to drive down wages and drive up productivity. However, as Chen and Hsieh point out in their 2006 article "Key Trends in the Total eward System of the 21st Century," recent decades have seen a dramatic shift in the way that corporations and human resources professionals view the issue of employee pay. Instead of being viewed as a liability, employee pay is increasingly being seen in a positive light, as a method for securing top talent, stabilizing turnover, and motivating…
Atkinson, W. (Nov 2009) Filling in around the edges. HR Magazine, Vol. 54, Iss. 11, 55-59.
Bohlander, G. & Snell, S. (2010) Managing Human Resources. Mason, OH: Cengage Learning.
Chen, H. & Hsieh, Y. (Nov/Dec 2006) Key trends of the total reward system in the 21st century. Compensation and Benefits Review, Vol. 38, Iss. 6, 64-72.
Simon, T., Traw, K., McGeoch, B., & Bruno, F. (Summer 2007). How the final HIPAA nondiscrimination regulations affect wellness programs. Benefits Law Journal, Vol. 20, Iss. 2, 40-45.
Training and Development Plan / Employees' Training and Development Plan
Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies
Develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training).
Justify why you selected the training method that you did
Propose two (2) ways to motivate an employee who has no interest in attending a training class
Develop a survey to collect feedback from the employees who attend the training
Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies
In many businesses, particularly in the retail industry, one of the ways one…
Barbazette, J. (2006). Training Needs Assessment: Methods, Tools, and Techniques. Volume 1. USA: John Wiley & Sons.
Hooker, B.J. (2015). Retail Customer Service Training: Ready-made Step-by-Step Lessons Made Easy For You. Australia: Australian eBook Publisher.
Lauby, S.J. (2005). Motivating Employees. USA: American Society for Training and Development.
Richason, O.W. (2015). How to Implement Customer Service Training With Employees. The Hearst Newspapers LLC. Retrieved from http://smallbusiness.chron.com/implement-customer-service-training-employees-1119.html on 19th November, 2015.
Employee Contributions 30/05/2015
Two methods an H professional could use to determine incentive pay
Legally mandated benefits that the company must currently offer to its employees
Additional benefits that should be considered for its employees
Efficiency of common techniques for communicating compensation plans to employees.
Ethical risks of incentive pay and recommendations to mitigate the risks.
Two methods an H professional could use to determine incentive pay
There are a number of methods that are generally used by companies to link work, output and expertise to the remuneration of the employees. In this section we examine two methods that can be used by the company to create more loyalty among the employees to stay back in the company through the increasing in pay.
The reward management practices would help the company to determine the amount that would be paid to the employees. The underlying principal is that the company would…
Hoffmann, F., Inderst, R., & Opp, M. Regulating Deferred Incentive Pay. SSRN Journal. doi:10.2139/ssrn.2284337
Rosenbloom, J. (2001). The handbook of employee benefits. New York: McGraw-Hill.
Rosenbloom, J. (2011). The handbook of employee benefits. New York [u.a.]: McGraw-Hill.
Schraeder, M., & Becton, J. (2015). An Overview of Recent Trends in Incentive Pay Programs. The Coastal Business Journal, 2(1), 18-25.
When it comes to human resources and general management of employees, one of the major concerns that employers have always had is making and keeping employees motivated. However, there has been a major shift started in the workplace over the last five to ten years. As the world has become more and more wired and interconnected, the workplace has been shifting as well. Many of the jobs that have previously been done only or at least mostly in offices are now down remotely. Whether it be employees on the road or employees that work from home or other alternate locations, the paradigm of most to all employees working in a singular or small network of locations is fading away in many industries and has been replaced with virtual teams as well as outsourcing of common business tasks to exterior firms, both domestic and international. While there are many…
Gallup. (2007). Beware: Your Customers Oppose Outsourcing. Gallup.com. Retrieved 20 March 2016, from http://www.gallup.com/businessjournal/28309/beware-your-customers-oppose-outsourcing.aspx
MindTools. (2016). Theory X and Theory Y: Understanding Team Member Motivation. Mindtools.com. Retrieved 20 March 2016, from https://www.mindtools.com/pages/article/newLDR_74.htm
Novak, J. (2014). You see? Marissa Mayer was right about WFH!. CNBC. Retrieved 20 March 2016, from http://www.cnbc.com/2014/08/12/you-see-marissa-mayer-was-right-about-about-wfhcommentary.html
Omnia. (2016). Why Micromanaging Your Employees Is Bad and How to Stop -- Omnia Group. Omniagroup.com. Retrieved 20 March 2016, from http://www.omniagroup.com/micromanaging-your-employees-why-its-bad-and-how-to-stop/
Employee Privacy Torts
Issues relating to employee privacy have been at the forefront of businesses for many years. This has been fuelled by the dynamic workplace which changes constantly and also by employees and employers being more litigation-conscious. Technology has also spurred on employee privacy issues with e-mail and the internet being related to heightened concerns about vulnerability of employers to litigation. Many employers have thus exacerbated their concerns relating to employee privacy and especially monitoring of employee behavior. Employee privacy is respected in many of the large corporations. However, there still exist some breaches in employee privacy. Small business owners are at most risk as a result of their increased monitoring practices and close employer-employee interaction.
oberson v. ochester Folding Box Company
One of the major cases that brought employee privacy to the limelight was oberson v. ochester Folding Box Company
Franklin Mills Co. decided to appeal…
Anderson v. City of Philadelphia, 845 F. 2d 1216 (1988).
Borse v. Piece Goods Shop, 963 F.2d 611 (1991).
Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1988).
City of Ontario v. Quon, 130 S.Ct. 2619, 560 U.S. (2010).
Motivating Sales Forces: Starbucks Coffee Company's Use of a Total ewards Program
Motivating salespeople through effective total rewards programs just makes good business sense. Properly implemented and administered, a company's rewards program can serve to not only motivate a sales force to sell more, it can also help retain these valuable employees and avoid unplanned turnover. Although studies have shown time and again that pay continues to be ranked among the most important components of a compensation plan, there are a number of other factors that comprise an effective total rewards program that must be taken into account as well. To this end, this paper provides a review of the relevant peer-reviewed and scholarly literature concerning the compensation plan and rewards program used by Starbucks Coffee Company to motivate its legions of salespeople around the world. A summary of the research and important findings concerning motivating the sales force at…
Corporate profile. (2013). Starbucks Coffee Company. Retrieved from http://globalassets.
Fitz-Enz, J. (2010). The new HR analytics: Predicting the economic value of your company's human capital investments. New York: AMACOM.
Flamholtz, E.G. & Randle, Y. (2011). Corporate culture: The ultimate strategic asset. Stanford,
Employee Customer Service Training
New Employee Customer Service Training Plan
Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies.
The employees of an organization act like the 'driving force' which can either lead the organization towards success or can turn out to be the cause of its failure. A company's progress not only depends on an employee's individual performance but the way these employees communicate with the customers has its own significance. Thus, in order to run a successful organization, it is quite essential to monitor the correlation between the outcomes and the employees' input on a regular basis. To ensure employees' effectiveness, organizations usually remain concerned about training their employees.
Training means a methodical intentional process of changing behavior of organizational members in a direction which contributes to…
Eisenberger, R., Rhoades, L. & Cameron, J. (1999). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality and Social Psychology, 77, 1026-1040.
Gerow, J.R. (1997). Psychology -- An Introduction. 5th Edition. New York: Longman.
Hinrichs, J.R. (1976). Personnel training. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology. Skokie, IL: Rand MsNally.
Miller & Osinski (1996). Training Needs Assessment. Retrieved November 18,
In the economy today change is inevitable in any organization in the world. This is because each and every organization strives to remain strong in the market as well as being relevant. The only way the organizations can achieve this is through evolving so as to ensure that they are at the same level with the rest of the world. Changes occur even in big organizations like Samsung electronics. Samsung electronics is among the largest phone makers in the world and change is inevitable for them. This is because there is a lot of evolution in the world of electronics and Samsung has to undergo changes within the organization that will ensure what they produce is exactly what the world wants. It is very difficult for Samsung to avoid change as it is the new ideas that promote its growth as an organization.
There are many reasons that…
Anderson A., (2013). The Five Top Qualities Needed for an Effective Leader to Facilitate Change in an Organization. http://smallbusiness.chron.com/five-top-qualities-needed-effective-leader-facilitate-change-organization-5.html
Miranda B., (2013). What Causes Resistance to Change Within an Organization. Retrieved May 2, 2013 from http://smallbusiness.chron.com/causes-resistance-change-organization-347.html
Nadler & Tushman, (1995).What Changes in Organization. Retrieved May 2, 2013 from http://highered.mcgraw-hill.com/sites/dl/free/0073404993/579428/Sample_Chapter.pdf
However, it has been a struggle to make employees view that these employee feedback programs are not just a tool for the companies to comply with has been a losing battle eports 12.
The good news of the matter is that these employee feedback programs provide duly needed positive and negative feedback which helps the management re-strategize their decision making process.
Organizational culture and employee feedback programs
The culture of the organization must at the same time reflect these employee feedback programs Gupta, Govindarajan and Malhotra 206.
Organizational culture is the personality that is exhibited by an organization through its employees. Members of the organization slowly come to sense this culture and try their best to express it in their actions in various situations. There are several effects of an organization's culture. These include influencing the technologies applied, image of the organization to the public, strategies, services and products of…
Bogardus, A. Phr / Sphr Professional in Human Resources Certification Study Guide. New York: John Wiley & Sons, 2009. Print.
Earl, Joanne, Melissa Dunn Lampe, and Andrew Buksin. "What to Do with Employee Survey Results." Gallup Management Journal (2008). Print.
Gomez-Mejia, L.R., D.B. Balkin, and R.L. Cardy. Managing Human Resources. London: Pearson/Prentice Hall, 2009. Print.
Gupta, Anil K., Vijay Govindarajan, and Ayesha Malhotra. "Feedback-Seeking Behavior within Multinational Corporations." Strategic Management Journal 20.3 (1999): 205-22. Print.
Lastly, Cummings and Worley (2007) surmise that employee involvement can also "improve capabilities of employees thus enabling them to perform better" (p. 353). The authors give the example that when organizations wish to increase their employee participation in decision making, this strategy must be accompanied by skill training in communication and group problem solving (p. 353).
All three of these facets improve employee satisfaction and well-being, due to an improved work environment and a more rewarding job. In a cyclical nature, improved productivity also increases satisfaction, especially when there are greater rewards associated with this increased productivity. Improved employee satisfaction, that's a result of employee involvement strategies and increased productivity, can have a secondary impact on the organization. This high level of employee satisfaction can further positively affect productivity by attracting the best employees and help ensure the retention of these valuable organizational resources (Cummings and Worley, 2007, p.…
Cummings, T.G., & Worley, C.G. (2007). Organization Development and Change (8th ed.). s.l.: Academic Internet Publ.
Rosso, a. (Oct 2010). "Awakening corporate soul." Collector, 76(3). p. 18-20.
The influence of employee involvement on productivity: A review of research -- June 2000. (22 Jun 2006). Retrieved December 6, 2010, from http://www.hrsdc.gc.ca/eng/cs/sp/hrsd/prc/publications/research/2000-002584/page03.shtml.
Wolf, E. & Zwick, T. (Apr 2008). "Reassessing the productivity impact of employee involvement and financial incentives." Schmalenbach Business Review, 60(2). o. 160-181.
Employees that wish to work in healthy environments are likely to be more motivated, and workers who are encouraged to be healthy will enjoy their work more, and become more productive.
"Some say it may be more effective just to award employees cash and prizes for weight loss rather than devote resources to long-term wellness programs" (Obesity, 2008, Consumer Affairs). However, this would seem to unjustly penalize poorer workers, as workers with "limited economic means may not have the ability to pay for gym memberships, smoking cessation drugs, or more nutritious food. Indeed, data from several studies confirm that those in lower socioeconomic classes have poorer smoking cessation rates and diets with less whole grains, lean meats and fresh fruits and vegetables" (Mhurchu 2010). Less affluent workers are less likely to work for companies like Google that provide amenities like on-site gyms or even gym memberships. Ironically, workers who are…
Capretta, Peter; Karen Davenport; Kevin Pho; Arthur Caplan; Gary Charness; & Uri Gneezy. (2010,
June 14l). Should people be paid to stay healthy? The New York Times. Retrieved February 27, 2011 at http://roomfordebate.blogs.nytimes.com/2010/06/14/should-people-be-paid-to-stay-healthy/
The Google Culture. (2010). Google. Retrieved February 27, 2011 at http://www.google.com/corporate/culture.html
Mhurchu, Cliona Ni; Louise M. Aston, & Susan a. Jebb. (2010, February 10). Effects of worksite health promotion interventions on employee diets: a systematic review. BMC Public
By opening stock options to middle management and employees, it was assumed that better employee performance would be incentivized. As company stock prices go up, it creates a greater spread between the option price when it was granted to the employee and the hypothetical sale price at the end of the vesting period. Consistently better performance over a longer period of time would yield greater reward when the option is exercised. However, as Hall and Murphy again point out, "even if employees can increase the value of the firm, their share of that gain through their option holdings is very small. Combining this enormous free-rider problem with the risk imposed on employees through stock-based pay, it seems obvious that cash-based incentive plans based on objective or subjective performance measures can provide stronger and more efficient pay-performance incentives."
Despite many early statements in the life of the practice that employee stock…
Calomiris, C. a. (2004, 01-08). Options Pricing and Accounting Practice. Retrieved 12-13, 2010, from Should We Expense Stock Options: http://docs.google.com/viewer?a=v&q=cache:tDxxxPDG3cwJ:www0.gsb.columbia.edu/faculty/ccalomiris/papers/Options%2520Pricing%2520and%2520Accounting%2520Practice.pdf+Stock+options+are+an+expense&hl=en&gl=us&pid=bl&srcid=ADGEEShtdjeKitOxVfuENYIeyxgGdUiOjraoDHCLwH-WWxt9w30pnL310kAkP21iDHhBpErxlJ6mC_GQS6NEu7L3UGdc6T1ky33N1e7CFGL_NSZAn5ntALxB4KVgA2vjEiww911f6x4d&sig=AHIEtbRx6dSwLFzFHZnpHTpV0lsNIVpCYw
Core, J. a. (2001). Stock option plans for non-executive eployees. Journal of Financial Economics (61), 253-287.
Engel, E. a. (2001, Jan.). The Roles of Performance Measures and Monitoring in Annual Governance Decisions in Entrepreneurial Firms. Retrieved 12-13, 2010, from an Analysis of Executive Compensation, Ownership, and Control in Closely Held Firms: http://docs.google.com/viewer?a=v&q=cache:5vp-iWjpPb4J:faculty.chicagobooth.edu/ellen.engel/research/egh-rev-11_2.pdf+%E2%80%98%E2%80%98Stock-based+pay+in+new+economy+firms%E2%80%99%E2%80%99.+Journal+of+Accounting+and+Economics,&hl=en&gl=us&pid=bl&srcid=ADGEESifIyqUeDNwUoNkeDagDN_o40V-Jd9R56ECpswKKWzRQRdz_dZzpDHfcmTAKvZCDwZPpz9ZtR51HmXhCZ408jF-cv485C4m1xIxTy2zfTfQ4rp_g-4KFhIUdwKFVtmNCOWy82W5&sig=AHIEtbQapxbbbr0z-APPf2sdFQgWOYglLA
Glater, J. (2009, March 26). Stock Options Are Adjusted After Many Share Prices Fall. New York Times, p. B1.
Motivation is the process of initiating, guiding, and steering people into achieving some set goals with ease. Many motivational strategies target different needs like cognitive, biological, social, and emotional forces. Psychologists have come up with theories of motivation humanistic theory, instinct theory, and drive theory. The essential components of a successful motivational strategy intensity, activation, and persistence. Persistence entails the constant effort towards a given goal even with the existence of obstacles while intensity relates to the vigor and concentration. This report endeavors to explain the advice given to a line manager in the auto industry as a model of motivating employees in tough economic times. I have also identified factors that would motivate in my current job placement (Herzberg, 2003).
Advice to a line manager in the auto industry
Management team of most companies come up with procedures and policies that end up de-motivating employees…
Herzberg, F. (2003). One more time: How do you motivate employees? Harvard Business Review. January, 1-13. (Business Source Complete Database: AN 8796887.)
Nohria, M., Groysberg, B. & Lee, L. (2008). Employee motivation: A powerful new model. Harvard Business Review. July- August, 1-7. (Business Source Complete Database: AN 34403173.)
Sirota, D., Mischkind, L. & Meltzer, M. (2006). Stop de-motivating your employees. Harvard Business Review, January, 1- 6. (Business Source Complete Database: AN33018727.)
Motivational Theories for Various Employee Groups
The force that initiates certain behavior in a person is also called motivation. Motivational theories have been developed by researchers using various mechanisms like state of mind, basic needs, desires and goals of a person.
Two-Factor Theory (Herzberg)
The two-factor theory was published in 1959 by Herzberg after doing a research on the job attitudes for five years. Two different factors affect job satisfaction and job dissatisfaction, as the theory states. Thus, dissatisfaction and satisfaction should not be measured using the same continuum. The two motivating factors of the theory are motivation and hygiene factors. Motivation factors produce positive satisfaction to an employee, they are mainly intrinsic conditions e.g. responsibility, recognition, challenging work and achievement. Hygiene factors are extrinsic job conditions and absence of these results in job dissatisfaction e.g. working conditions, company policies, pay, supervision, job security, status and fringe benefits Sutaria, 1980()…
Gagne, M., & Deci, E.L. (2005). Self-Determination Theory and Work Motivation. Journal of Organizational Behavior, 26(4), 331-362.
Gratton, L.C. (1980). Analysis of Maslow's Need Hierarchy with Three Social Class Groups. Social Indicators Research, 7(1/4), 463-476.
Shore, T., Sy, T., & Strauss, J. (2006). Leader Responsiveness, Equity Sensitivity, and Employee Attitudes and Behavior. Journal of Business and Psychology, 21(2), 227-241.
Sutaria, R. (1980). Personality, Needs and Two-Factor Theory of Work Motivation. Indian Journal of Industrial Relations, 16(2), 219-232.
Employment otivation and Engagement: How to Recruit and Retain Top-Quality Talent in a Competitive arketplace
Because employee performance and productivity are closely aligned with corporate profitability, there has been a great deal of research over the years concerning optimal approaches to motivating people in the workplace. The analysis of what motivates people to perform to their maximum effort, though, has becoming increasingly complex as the result of a growing number of theories concerning the antecedents of motivation and optimal job performance and motivational methods to achieve it. While the debate concerning which motivational approaches produce the best results continues, there is a consensus among organizational behavior researchers that pay ranks among the top factors that include employee motivation, perhaps the overarching factor in most cases. Despite these findings, studies have shown time and again that money talks when it comes to employee motivation. When people become convinced that their efforts…
Murphy, C., Ramamoorthy, N., Flood, P. & MacCurtain, S. 2006, July 1. Organizational Justice Perceptions and Employee Attitudes among Irish Blue Collar Employees: An Empirical Test of the Main and Moderating Roles of Individualism/Collectivism. Management Revue, 17(3), 329.
eward and Pay Strategy for Employees of a Company
Assessment of the organization in terms of its organizational strategy, objectives, mission and values
Organizational strategy of Coca-Cola Company
As a large co-operate institution, the company looks at its future with a view to dominating the beverage industry globally. The company has recorded tremendous growth for the past few decades. The growth is never a normal escalation of production level but also an expansion, which is sustainable. The company focuses more on meeting its short-term commitments at the same time; it invests in meeting its long-term goals. The company aims to achieve its long-term growth in that, the long-term growth will aim allow the careers to flourish. The company is building fundamental strength in marketing its products and innovation. It drives increased efficiency whereby there will be real effectiveness where it comes to interactions with the systems and the generation of…
Brown, D. (2010). Reward strategies: From intent to impact. London: Chartered Institute of Personnel and Development.
Saleem, S. (2010). Business envirornment. New Delhi: Pearson.
Dransfield, R. (2012). Corporate strategy. Oxford [u.a.: Heinemann.
Organizational Behavior and People Management
Motivating long-term company employees
Competitive remuneration cannot be used in isolation to motivate employees of a company that is focusing on its long time future. Money, an extrinsic motivation, is believed to extinguish intrinsic motivation like achievement motivation. However, money can be used as an indicator of success for various motives. To make long time company employees develop interest in the company's long-term future, some elements of innovation have to be integrated. As the CEO of the company I would initiate college scholarship schemes for veteran employees who may be having interest in furthering their education to be at par with the company's technological advances. College scholarship programs can also be extended to these employees' grandchildren because many grandparents still help with college bills. Long-term employees can also be given the first choice in vacation and shift-schedule request (Sixel, 2011).
I would also provide special…
Oak, C. (2003). Ten Ways to Attract and Retain Great Employees. Retrieved November 25, 2012
Rummler, L. (2007, March). Faster Isn't Always Better for Onboarding. Talent Management
An employee's experience within the company
Invesco is a global investment company dedicated to offering great ideas to investors around the world. The company began its operations with a vision of serving the global market for investment management. It has ever since grown into a strong team with discrete perspectives and operating under a philosophy of high investment discipline and strong risk oversight. An employee at Invesco Company operates under principles that define the culture of the company. An employee gains best practices such as integrity and ethical responsibility. Employees learn to work responsibly under minimal supervision and develop talents and abilities in the workplace.
The company provides motivation to both management and non-management team through offering equal opportunities in trainings and rewards. The management recognizes all employees' efforts when they do a good a job and provide sufficient resources for personal development. The company believes in a…
Phillips, P.P. (2002). In action: Retaining your best employees. Alexandria, Va: ASTD.
Baysinger, B.D., & Butler, H.N. (1985). Corporate governance and the board of directors:
Performance effects of changes in board composition. Journal of Law, Economics, & Organization, 1 (1), 101-124.
Deci, E.L. (1972). The effects of contingent and noncontingent rewards and controls on intrinsic motivation. Organizational Behavior and Human Performance, 8 (2), 217-229.
motivation to an age divese wokplace. It ceates the undestanding of motivation in the context of a divese wok envionment. The pape explains why it is impotant fo manages of oganizations to acquie skills and knowledge egading divesity management. It pesents vaious challenges that manages face when motivating a divese wokfoce. The pape pefoms a desciption of the divese skill set that benefit oganizations which incopoate diffeent geneations of employees. The eseach fostes knowledge on the chaacteistics of vaious geneations, fo example, the Wold Wa II geneation, Baby Boomes, Geneation Xes and the millennial geneation. On this, it identifies vaious aspects such as attitudes, pefeences, and ways of thought and factos that motivate them. It descibes how an oganization benefits fom young and old geneation wokfoce in tems of taditional and technological skills. The pape povides infomation on the consequence of divesity, fo example, impovement of output, pomotion of innovation…
references. International Journal Of Human Resource Management, 22(6), 1262-1276.
Henderson, L., Washington, P., & Watkins-Batler, A. (n.d). Training for Business Success:
Does Diversity Training Improve Productivity, Performance, and Fair Promotions? Retrieved on 17th April 2013 from http://www.chicago-united.org/pdfs/2008-DiversityTrainingEffects.pdf
Nelson, D.L., & Quick, J.C. (2011). Organizational behavior: Science, the real world, and you.
managers want a healthy and effective workplace. To ensure this, you attempt to hire the right workers and to retain these workers. In order to retain these workers, they need to motivate them. This is particularly so since organizational excellence necessitates employee well-being and to achieve this, you need to motivate your employees. Employees, being individuals, are however motivated in different ways. This is where the Work recognition programs have come into existence and proved popular. The question is: are they effective?
Employee attrition is at an all-time high in the rapidly changing world of today. Being too that the business world is unprecedented in its competitiveness, managers want to not only hire the right employees, but also retain them. This is particularly so since employees may be easily wood by a job that offers opportunities of better pay or promotion, and their current company cannot compete in these…
Grawitch, Matthew J.; Gottschalk, Melanie; Munz, David C. (2006) The path to a healthy workplace: A critical review linking healthy workplace practices, employee well-being, and organizational improvements. Consulting Psychology Journal: Practice and Research, Vol 58(3), 129-147.
Manzoor, Q. (2012). Impact of Employees Motivation on Organizational Effectiveness. Business Management & Strategy (BMS), 3(1), 1-12.
Worldatwork, (2008) Trends in employee recognition http://www.worldatwork.org/waw/adimLink?id=25653
Whitney, M. M (2011). Morgan, Brown & Joy, LLP. Employee Recognition Programs.
3). Thus, one of the ways to meet the unique challenges posed by IT professionals is to encourage them to develop their contributions to a field they love while also allowing them to advance appropriately. By encouraging these professionals to operate independently, they are prepared to contribute to the company most efficiently through their innovative and solo work. This helps managers deal with the unique role that IT professionals play in companies. Managers do not need to motivate their employees through job-related threats or business-related rewards, as well as encouraging them with the company's hierarchy. Instead, it is wiser for managers to motivate their IT professionals through an appeal to their professional and scientific integrity.
While the special challenges provoked by IT professionals must be dealt with in order effectively motivate this group, Katz (2005) notes that motivating these professionals is not completely different than motivating other professionals. Indeed, Katz…
Katz, Ralph. (2005). Motivating technical professionals today: to thrive, scientists and engineers need an ambidextrous environment that can support motivational dualism. Retrieved August 1, 2009, from All Business: http://www.allbusiness.com/management/611570-1.html
The multigenerational workforce in the United States presents a critical challenge for managers because each generation requires different expectations. Over the last few decades, the U.S. workforce has become so unique and diverse involving the mix of generation, gender, and ethnicity for the first time in the history of United States, workplace demographic spans four generations. The 2008 and 2009 U.S. economic crisis makes many older workers delaying retirement leading to a rich mixture of generation across different sectors. Consequently, this shift affects the workplace culture since values, attitudes as well as workplace style differ across a different generation. Moreover, each generation brings their work behaviors, values, motivation and relationship styles to the workplace assisting in enhancing the organizational development. Despite the benefits associated with the multi-generation work environment, a present of diverse generation can bring a challenge to managers with respect to communication, respect and work styles. Organizations can…
Modern business has now fully integrated computer technology and Internet connectivity within the professional business environment, but has been comparatively slow to adapt the new reality that many professional business functions are fully capable of being conducted from the home, for at least some significant portion of the typical office employee's work week.
Is it possible to increase employee motivation by providing increased employee input into factors that normally are not subject to employee preference in the professional business environment? Specifically:
To what extent would greater autonomy and individual choice of work shift hours and structure (length of shift, work hours, etc.) improve employee motivation while at work?
To what extent would the opportunity to work from home improve employee satisfaction and therefore, motivation at work?
To what extent is the prospect of improving employee motivation through implementation of greater autonomy in relation to work shift structure and…
Healthy Employee Pay Less for Insurance Premiums?
Statement of the Issue
The objective of this work is to examine whether the healthy employee should contribute less towards their health insurance premium than employees who are less healthy. Employers are more often offering wellness and health promotion programs focused on promoting good health among their employees and employee's families. Driving this movement is the rising cost of health insurance, as well as disability leave and sick leave benefits. Added to these cots are those associated with lost productivity due to employees being off from work. The position of this writer prior to examining this issue is that employers would benefit from reducing health insurance costs for employees who are healthy and who follow a good health program.
Background of the Issue
The position taken and supported in this work in writing is that immediate actions should be taken by expanding public…
Dowd, B.E. And Feldman, R. (1987) Voluntary Reduction in Health Insurance Coverage: A Theoretical Analysis. Eastern Economic Journal, Vol. 13, No. 3 (Jul. - Sep., 1987), pp. 215-232
Casey, L. (2009) Incentives for Healthy Employees. The Health Council of the North Texas Region. 11 Jun 2009. Retrieved from: http://www.healthindustrycouncil.org/articles/incentives-for-healthy-employees.html
Molly French, MS, Shifting course of our nation's health, American Public Health Association April 2009. Retrieved from: www.apha.org
Appendix F -- Incentives for Healthy Behavior. Office of the Assistant Secretary for Planning and Evaluation - Office of Health Policy. Retrieved from: http://aspe.hhs.gov/health/blueprint/appendixf.shtml
OI from Employee Education
The notion that employee education and training leads to higher levels of employee productivity is not a new concept in business management. However, for many businesses, the cost of employee education is still regarded as an optional business expense instead of an essential business investment. This prevailing attitude is primarily due to the fact that there appears to be no clear connection between employee education and the bottom line. It is the objective of this paper to demonstrate that there is a OI from employee education, as it: increases the level of employee productivity; is of strategic importance to businesses building competitive advantages; improves employee morale and retention; and reduces the costs of recruitment.
KEY WODS AND PHASES: employee education; training and development; productivity; investment; OI; competitive advantage; employee recruitment; employee retention; employee morale; life-long education; skills; knowledge; learning; human resource management; human resource development; intellectual…
Ariss, S.S., & Timmins, S.A. (1989). Employee Education and Job Performance: Does
Education Matter? Public Personnel Management. Vol. 18: 1, p. 1+.
Davis, B. D, & Muir, C. (2002). In This Issue: Upgrading Business Literacy and Information
Skills. Business Communication Quarterly. Vol. 65: 3. p. 99+.
The Importance of Motivation as a Company Strategy
The literature abounds with evidence supporting the efficacy of employee motivation as a means of stimulating innovation, productivity, and organizational performance. For example, a survey of over 300 employees in one major organization found that employee empowerment in their respective roles was positively correlated with organizational agility, with empowerment being defined in terms of knowledge access, trust, motivation, and communication. Research on the relationship between employee motivation and organizational outcomes therefore begins with operationalization of the definitions of motivation and empowerment, as well as defining the terms of organizational success. Empowerment and motivation will manifest differently for different people, just as different organizations will define their success or outcome objectives differently depending on overall mission and vision.
Communication as a Component in Employee Motivation
If motivation is defined in terms of empowerment via access to pathways of knowledge and information, then employee…
Learning, Motivation, Performance of Employees of Public Safety Organizations
The motivation is defined as the intrinsic phenomenon affected four factors: temperament, situation, tool, and goal. Typically, people are motivated to achieve their goals, instincts and necessities, thus, the concept motivation assists people to complete a task, gain a goal as well as achieving a certain degree of success from their job. Thus, the concept motivation explains why some people behaves in a certain way and the reasons for their behaviors. In essence, motivated people are oriented, and energetic in characteristics, which influence their behaviors. From the educational point-of-view, motivation is the polyhedral structure associated with academic achievement and learning, however, employees' motivation is low in the public sector compared with the private organizations. The public safety organizations are the government agencies that include law enforcement agencies, EMS (Emergency Medical Services), rescue squads, and fire departments. The Department of Safety in…
Blanchard, P. N., & Thacker, J. W. (2013). Effective Training Systems, Strategies, and Practices (5th Ed.) ISBN 13:978-0-13-272904-8
Ford, L. (2009). Improving training transfer. Journal of Industrial and Commercial Training, 4, 6-92.
Fortenbery, M.J.A. (2015). Improving Motivation and Productivity of Police Officers. FBI Law Enforcement Bulletin.
Giran, H. Amin, A. & Halim, A. (2014). The Impact of Self-Efficacy towards Training Motivation at Kolej Poly-Tech MARA Kuantan, Malaysia. Asian Social Science; 10(19):69:76.
To support of refute the research problem requires looking at one research and two sub-questions to include:
Research Question 1
How does employee compensation contribute to the underlying levels of motivation at an employer?
What roles do managers / executives play in how enthusiastic staff members are inside a firm?
What is the impact of coworkers on new employees in the workplace?
These different elements are important, because they will offer specific insights about what factors is influencing employee motivation. Once this occurs, is when the data will be able to support or refute the hypothesis that has been presented.
Significance of the Study
The significance of the study is to understand the specific factors are contributing to the underlying levels of motivation in the workplace. As, these kinds of issues can have a dramatic impact on how effective an organization will be able…
Comparative Analysis. (2011). Business Dictionary. Retrieved from: http://www.businessdictionary.com/definition/comparative-analysis.html
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Aswagen, S. (2008). Fresh Perspectives. Cape Town: Pearson Education.
Beazley, H. (2002). Continuity Management. New York, NY: Wiley.
Employee motivation is a factor emanating from commitment and creativity to allow workers to pursue work-related goals. One of the continuing challenges at workplaces, especially for managers and supervisors, is employee motivation. It mostly happens in work environments with no emphasis on employee satisfaction as part of a company’s strategy. Managers and supervisors should recognize their powers to draw forth the best that employees can offer. All employees should feel recognized, motivated, rewarded and supported for them to work efficiently. As a manager or supervisor, no work environment always supports individual efforts geared towards motivating employees to work hard. Even the most supportive work environment is capable of posing challenges when it comes to improving the motivation of employees. However, employers can still create appropriate environment for enhancing employee motivation.
Techniques to Improve Motivation of Employees
Employers need to communicate with employees effectively and responsibly. All employees want…
Health Clinic Chaos: Case Study
The busy Blessed Heart health clinic is located in Seattle, Washington. The clinic is a Federally Qualified Public Health Clinic that has been serving different patients within the area. The population served by Blessed Heart includes Medicaid and SCHIP population as well as other underinsured self-pay patients. The clinic has 30 physicians who are charged with different roles based on their qualifications. Blessed Heart has just hired a new administrator, Ms. Johnson, in order to handle the hospital operations and address the issues constantly raised by the physicians. Ms. Johnson has worked for other clinics within the area and has been credited with transforming the clinics. Her last role was based within Seattle for Mexi Health Clinic. While she was there, she managed to transform the clinic and eliminate the manual processes by implementing an HMIS. The system assisted the clinic to improve on its…
Buchbinder Sharon B. (2011). Health Clinic Chaos. Unpublished.
Ken & Scott, B. (2008). Workforce Excellence. from https://www.youtube.com/watch?v=1puEuzPoxsw
Prosser, R. (2014). An Exploratory Investigation of Employee Motivation in the Private Sector: A Study of Dow Corling. Cardiff Metropolitan University.
Zalcman, S. (2014). How to Keep Employee Motivation Sky High.
Profit Sharing and Other Incentives as Employee Development Performance Motivational Tools and the Relationship between Managerial Support and Employee Commitment to the Organization
The impact of profit sharing and other incentives on employee development and organizational growth is measured in various companies around the world. From Keller Williams to Southwest Airlines companies are utilizing incentives, such as 401ks, profit sharing plans, insurance plans, even pre-tax commuter benefits, because like Southwest they believe that their "greatest asset" is their employee (Southwest Report, 2010, p. 45). According to servant leadership theory, by offering managerial support that is designed to benefit and assist the worker, a higher degree of employee commitment to the organization can take place. Thus, companies such as Keller Williams promote mottos like "God, Family, Business" in that order to show that in their workplace environment what comes first is not business but that which is more important than business:…
Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks: CA:
Sanders, T. (2006). The Likeability Factor. NY: Three Rivers Press.
Human Resources: Legal Environment -- Total Rewards
modern HRM consultant must be aware of the array of possible employee benefits. The modern trend is away from traditional notions of benefits and toward benefits that enhance the lives of employees and their productivity for the company. Two of the many possible modern benefits are training and educational opportunities and wellness programs. s specific examples will show, despite the several challenges of implementing such benefits, the reward for both the employees and the company are clear.
Two Employee Benefits That Provide Great Opportunities to Increase Employee Productivity
fter decades of research and practical experience, Human Resources specialists have moved away from traditional notions of employee benefits to a more holistic and integrated approach that simultaneously attracts talent, enhances employee growth, and motivates meaningful employee contributions to the company's goals. Competitive local and global forces have made measures once deemed extraordinary now highly…
After decades of research and practical experience, Human Resources specialists have moved away from traditional notions of employee benefits to a more holistic and integrated approach that simultaneously attracts talent, enhances employee growth, and motivates meaningful employee contributions to the company's goals. Competitive local and global forces have made measures once deemed extraordinary now highly strategic (Chen & Hsieh, 2006). While the modern approach to employee benefits ideally encompasses multiple options far beyond the parameters of this report, two intelligent employee benefits in the "war for talent" are: training and educational opportunities; and wellness programs.
Training and educational opportunities for employees both reward employees for their contributions and trains employees to expand their skill sets, ultimately contributing even more to the company's goals (Chen & Hsieh, 2006). Starbucks Corporation, for example, offers a college achievement plan to its employees/partners (Starbucks Corporation, 2014). According to this plan, eligible Starbucks employees receive partial or total tuition reimbursement and individually tailored support including an enrollment coach, financial aid counselor and academic advisor (Starbucks Corporation, 2014). In this way, Starbucks not only rewards willing and capable employees but also increases the skills and motivation and loyalty of its workforce (Chen & Hsieh, 2006), all to Starbucks' advantage. The more knowledgeable and skilled the employee, the more productive he/she can be for Starbucks. As with any widespread program, Starbucks faces special challenges of nondiscriminatory application of the plan, along with the time, expense and legal requirements of record-keeping, evaluation and reimbursement. Despite the outlay of resources for the college achievement plan, Starbucks is wise to invest in higher education of its human assets, as this will attract talented employees, enhance their loyalty to Starbucks and motivate them to develop skills that will ultimately serve Starbucks' own corporate goals.
Wellness programs increase employees' control over and responsibility for their own physical and mental well-being while reducing health care expenses and losses to employers through employee illness (U.S. Department of Labor, 2014). The offer of low-cost, attractive wellness programs helps a company attract talent, increase employee loyalty to the company and motivate employees to higher productivity (Chen & Hsieh, 2006); furthermore, the healthier an employee is, the more capable he/she is of being productive for the company (U.S. Department of Labor, 2014). Consequently, the Affordable Care Act offers new incentives for wellness programs and increases employers' flexibility in offering those programs (U.S. Department of Labor, 2014). The Verizon Corporation, for example, offers a "Health and Wellness" program for its employees (Quick, 2013). Offering fitness centers at 44 Verizon office buildings across the nation, Verizon charges merely $15/month in membership fees for: use of the fitness facilities; the services of personal trainers; fitness assessments; and annual medical checkups (Quick, 2013). The provision of all those wellness-related benefits for a mere $15/month shows Verizon's understanding of the program's benefit to the company as well as the employees. Challenges to such a program are
Business Psychology/consulting/Industrial Psychology
Business Psychology/consulting/industrial Psycholog
Transformational leadership plan is a process moving leadership positions from one person to another or from one generation to another. Two major theories in relation to leadership transition plan are contingency theory and behavioral theory. Contingency theory emphasizes that there is no leadership style, which can stand alone as a proper leadership style. From the internal and external environmental factors, a leader should adapt to any given situation because leading has no redefined path. Behavioral theory emphasizes that great leaders are not born but made. The theory states that any leader can be more effective through teaching, experience, and observation. The theories can be applied in case of a sudden departure, for strategic leadership succession, and a possible planned departure (Ismail & Yusuf, 2011).
Merger transition plan is a process where two or more companies joined such that they can benefit on large capitals,…
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Emery, M. (2010). When the Cure is the Cause: the Turnover and Absenteeism Problems. The Innovation Journal: The Public Sector Innovation Journal, Volume 15(1), Article 6: 1-17
Working With a Dispersed Employee Base
Identify and explain the considerations you would take into account in developing a strategy for managing the remote employees in the case study.
There are a number potential issues to consider when managing remote employees. The consideration are based on control, motivation, and communication.
Remote employees are not subject to the same level of direct observation and supervision as employees working the same office as their superiors. An important element within any organisation is the ability to develop, implement, and maintain specific performance standards and operating practices. Remote employees operate away from direct observation, and it is possible divergence from the predetermined standards/practices. Therefore, it is necessary for employers to trust the remote employees, as well as provide them with the relevant resources and support so they understand and can maintain relevant standards/practices. Furthermore, additional strategies may be implemented in order to gather…
Lee Electronics: Updated Communication eport
All Sales Targets Met = All Bonuses Paid
When it comes to communicating good news such as the fact that all sales goals were met for the year, the communications management really needs to take advantage of the fact that they're communicating good news. Many employees are commonly used to hearing things like they need to work harder, or they need to more aggressively pursue their sales goals: in this case, this is one of the rare times when the management can praise employees, commend their hard work and essentially signal a time for celebration. This is so crucial because it can have a truly remarkable impact on morale as a whole. This can be truly influential in building employee loyalty and ultimately increasing productivity. Furthermore, the way in which this news is communicated can have a direct impact on making this environment a more…
Fain, J. (2013). Reading, Understanding and Applying Research. Philadelphia: F.A. Davis.
Foster, D. (2012, December). Effective employee communication: The benefits of best practices. Retrieved from Milliman.com: http://www.milliman.com/insight/eb/Effective-employee-communication-The-benefits-of-best-practices/
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Motivational Strategies at the Walt Disney Company
Since the 1920s, the Walt Disney Company has been providing world-class entertainment for millions of consumers around the world and is now a leading diversified international family entertainment and media enterprise. The company's consistent success is attributable in large part to the human resource policies that the Walt Disney Company has in place that motivate employees to provide consistently high quality customer service. To determine how this company has achieved this consistent level of success, this paper provides a review of the relevant peer-reviewed, scholarly and corporate literature concerning the Walt Disney Company and its motivational strategies, followed by a summary of the research and important findings concerning these issues in the conclusion.
eview and Discussion
Motivational strategies that relate to the corporation's success outlined in detail
Organizations that are successful at motivating their employees are characterized by a consistent approach that recognizes…
Dumas, M. (2008, Fall). Be our guest: Perfecting the art of customer service. Career Planning
and Adult Development Journal, 21(3), 79-83.
Company overview. (2014). Walt Disney Company. Retrieved from http://thewaltdisney company.com/about-disney/company-overview.
Jones, B. (2013, January 10). The secret to keeping employees engaged. The Disney Institute.
Organizational Behavior & Culture
Complete summary of chapter 4
The chapter illustrates that the perception process is based on stages such as stimulation, organization, registration, and interpretation. The individual's acceptance and awareness levels for ascertained stimuli play critical roles in the perception process. The authors add that receptiveness towards certain stimuli remains highly selective in limiting a person's existing personality, motivation, attitude, and beliefs. People select various stimuli that satisfy certain needs (perceptual vigilance) while disregarding stimuli causing perceptual defense (psychological anxiety).
The chapter insists that guidelines facilitate companies in improving their workplaces through the surveying content. The employees can ask questions regarding observable behavior above thoughts and motives. The concept also includes items that are verified independently. The measures also attract behavioral consideration in the recognition of the company's performance. Attitude transformation requires time, determination, and effort to achieve. It is critical to relax expectations of changing an individual's…
Grant, A. (2013). Instead of Monitoring Employees, Try Motivating Them. The Huffington Post. Retrieved on 8th March 2015 from http://www.huffingtonpost.com/adam-grant/instead-of-monitoring-emp_b_3869778.html
Porter, E. (2014). Motivating Corporations to Do Good. The New York Times. Retrieved on 8th March 2015 from http://www.nytimes.com/2014/07/16/business/the-do-good-corporation.html
A company may also decide to combine strategies, such as a generic strategy of low-cost or differentiation with the focus strategy. For instance, an organization may establish a focus / differentiation strategy or a focus/cost leadership strategy.
Before a company decides on an employee motivation program, it should give careful consideration to the company's corporate strategy that is behind the plan implementation. As is the case for every management system, well-thought-out and crafted compensation programs should not be developed as separate entities, just because they are popular at the time or they worked well for one company, so why not for all of them. It is critical to understand the reasons why the plan is being developed and implemented and the specific goals the company hopes it to attain. Compensation goals that are well considered will be helpful in the process of choosing the incentive program format that best supports…
Allen, R. & Helms, M., (2002). Employee perceptions of relationships between strategy rewards and organizational performance. Journal of Business Strategies, 19 (2). 115-139.
Armstrong, M., & Page, K. ( 2007) A handbook of employee reward management and practice.
Cambridge: Cambridge University Press.
Cameron, J. & Pierce, W.D. (2002). Rewards and intrinsic motivation: resolving the controversy. Westport, CT: Greenwood Press.
The identification, development, and retention of high-potential employees is one of the most important areas of research in industrial-organizational (I-O) psychology. Whereas the vast majority of the workforce will perform in ways that do promote organizational goals, the top performers in any organization are those that provide the firm with its competitive advantage. On the contrary, organizations that do not actively seek to identify, develop, and retain high-potential employees stand to lose a lot as top talent may seek opportunities to maximize potential elsewhere—often a competitor. Moreover, the high potential employees are those with the greatest potential to lead the firm in the future, paving the way for effective succession training and management.
Research on the identification, development, and retention of high-potential employees is burgeoning, but there are significant gaps in the literature. Filling those gaps would help organizations create and implement evidence-based practices to ensure the success of…
Discuss how private organizations differ from public organizations in terms of motivational tools. ecall that private organizations have the incentive of financial bonuses that are difficult for criminal justice agencies to generate.The video demonstrated that individuals are primarily interested in challenge, mastery, self-direction and making a contribution. For more standard and routine tasks standard forms of motivation will work. Here, higher pay will get better results as the tasks are structured and routine. However, for tasks that require a large amount of cognitive ability, higher pay does not equate to higher productivity and motivation. Instead, according to the video, it leads to lower performance. As a result, motivational techniques will need to vary in order to drive performance within an organization. This can vary between both public and private organizations. Private organizations have much more flexibility to motivate employees as they tend to have a profit motive. These profits can…
References 1. Bernstein, D. A., Clarke-Stewart, A., Roy, E. J., & Wickens, C. D. (1997) Psychology (4th ed.). New York: Houghton Mifflin.
Charalambos Vlachoutsicos for the Harvard Business Review in the early nineties. The author gives an account of many of the things that he has learned as a business owner and academic in regards to motivating employees. He addresses six separate points in his article. However, most of these are related to facilitating communication between team members and management. Although, all of his points represent good pieces of advice in various circumstances, not all of them are appropriate in every situation. A few points will be summarized and discussed.
Point One -- Be Modest
The author points out that even though managers often intend to be modest in their endeavors, often their insecurities or fears get the best of them and they often act as a problem solver instead of being a facilitator for the group to tackle problems with a collective effort. It also emphasizes the approach of keeping a…
employee rewards has been increasingly brought to the forefront. This is because globalization is creating a shift in how firms are operating by requiring the utilization of specialized skills. These individuals are necessary for a firm to be able to adjust with changes inside the marketplace and new competitors. As a result, a number of organizations have begun focusing on transforming compensation strategies to address these needs. To fully understand how this is occurring requires focusing on: the way this can improve competitive compensation plans, how they are tied to specific jobs, the effectiveness of an equity-based rewards system, the key factors for integrating this model with traditional rewards programs and providing recommendations that will streamline these initiatives. Together, these elements will provide specific insights as to how a firm can improve their competitive compensation strategy. (Wilson, 2003, pp. 1 -- 15)
Innovations of Employee Benefits
Innovations in the type…
Bauer, T. (2005). Enhancing Career Benefits. Personal Psychology, 58 (4), 859 -- 891.
Griffin, R. (2012). Management. Mason, OH: Cengage.
Kamery, R. (2005). Job Content Salary Surveys. Proceedings of the Academy of Legal, Ethical and Regulatory Issues, 9 (1), 49-76
Shin, J. (2005). Corporate Governance Reform. Journal of Business Ethics, 62 (2), 101 -- 113.
employee absenteeism and attitudes. The writer explores the reasons for the absences and some of the ways that a company can promote attendance at work. There were six sources used to complete this paper.
The national economy is sluggish and for businesses to continue moving forward it is imperative that they continue producing at an acceptable rate without incurring many additional costs. One of the chief components to success in this venture is employee attendance. The employee absenteeism can cost the company funds from an already tight budget by way of lost manpower, or hiring temps. Temps generally are not going to be as fast as the employee because they have not been acclimated to the system at the company and if a temp is not brought in the missing employee slows the work schedule regardless of the position the employee holds. The arguments about what causes employee absenteeism abound…
Author not available, Employee absenteeism hits lowest rate in '90s-survey., Reuters Business Report, 08-26-1997.
JERRY WARD, CITY HALL BUREAU, ABSENCE MAKES CITY GROW POORER., The Edmonton Sun, 03-06-2002, pp 8.
SHARON LEM, WORK STRESS RUINING HEALTH., The Toronto Sun, 10-30-2000, pp 8.
JASON BOTCHFORD, SUN NEWS, STRESSING THE BOTTOM LINEWORKPLACE ABSENTEEISM COSTS COMPANIES BILLIONS., The Ottawa Sun, 03-18-2001, pp 48.
Human esources Pay Package
Employee Compensation Plan
Target Job: egistered Nurse (N) in a Hospital
Hillcrest Hospital is a 496 bed hospital located in Mayfield Heights, a Cleveland Ohio Suburb. Hillcrest is ranked in the nation's top 100 in cardiac care. It is part of the Cleveland Clinic system. The mission of the hospital is to provide nationally ranked healthcare to the surrounding community. It holds clinical excellence, safety, ethics, integrity, individual responsibility, respect for diversity and caring for others as key tenets (Hillcrest Hospital, 2012a). Its vision is to service as an example of state-of-the-art medical facility in every department that delivers consistent high quality service to Northeast Ohio (Hillcrest Hospital, 2012b). The Cleveland Clinic system is one of the best renowned systems in the nations in a number of specialties in which they operate.
Hillcrest Hospital strives to put their patients first and looks for enthusiasm in employees.…
Bureau of Labor Statistics. Occupational Outlook Handbook, 2010-2011Edition. Registered Nurses. Retrieved from http://www.bls.gov/oco/ocos083.htm
Hillcrest Hospital (2012a). Mission. Retrieved from http://www.hillcresthospital.org/AboutHillcrestHospital/Mission/tabid/574/Default.aspx
Hillcrest Hospital (2012b). Vision. Retrieved from http://www.hillcresthospital.org/AboutHillcrestHospital/Vision/tabid/575/Default.aspx
Hillcrest Hospital (2012c). Hillcrest-Hospital-Jobs. Retrieved from http://www.clevelandclinic-jobs.com/go/Hillcrest-Hospital-Jobs/28206/
Morgenstern's research suggests that the factors which determine the success of the treatment are usually the individual's determination to make the treatment work, the individual's confidence in his own self-control, and the individual's acceptance of needing to use strategies to avoid taking drugs or drinking. These were found to be the same reasons that any drug or alcohol treatments are successful, including those which are self-initiated. The methodology of the study included the study of 93 people completing 12-step programs in one of two hospitals over the course of three weeks. The programs were designed to motivate the recovering addict by trying to help end denial, give a sense of belonging, and recogniing addiction as a disease. Those who had a strong desire to complete the program in the first place were the most successful and continued going to self-help meetings after the three-week treatment. Those who were not highly…
Liepman, M.R. (1989, June) Evaluation of a program designed to help family and significant others to motivate resistant alcoholics into recovery. American Journal of Drug and Alcohol Abuse. Retrived February 24, 2005 from http://www.findarticles.com/p/articles/mi_m0978/is_n2_v15/ai_8543431
This article is about a study done on motivating not only the alcoholic himself but also his social network to encourage seeking treatment for alcohol problems. The social networks in the study consisted of relatives and significant others of the alcoholic, and these people were given advice and counseling on the need to confront the alcoholic about his problem. There were 24 social networks of alcholics involved in this study, and seven of the participating family groups did confront the alcoholic directly about the problem. The results of the study indicated that alcoholics that are formally confronted by their friends or family are a lot more likely to seek treatment, including detox programs or self-help treatment programs. Additionally, those who were directly confronted by members of their social network were also more likely to remain sober than those who were not confronted, whether or not treatment was saught. Encouraging social networks to confront those with drinking problems may help prevent the need for a crisis to occur before the alcholic seeks treatment, and may cause treatment to be more effective.
How did this article answer my research question: In addition to health care workers and peers, the motivation for the alcoholic of being confronted by his own social network can be the factor which leads him to seek treatment. Additionally, being formally confronted by his friends and family may help keep the alcoholic motivated to remain sober during and after treatment.
Employee Development Plan TemplateThe Employee Development Plan serves as a road map for short-term training and development activities that will enhance your subordinate\\\'s work and leadership competencies. You should review and revise this plan with your subordinate several times while you are working together.EMPLOYEE NAMEJavier EspinozaCURRENT POSITION TITLESenior ConsultantEMPLOYEE\\\'S LONG-TERM CAREER GOAL (35 years) Make sure your goal is SMART: Specific, Measurable, Achievable, Realistic, and Time-bound. In three to five years, the employee should be in a position to do the following:1. Transition into a training and leadership role within the organization, overseeing a team of three within 2 years .2. Take 4 courses on leadership training and team development over the course of 2 semesters to prepare for the leadership role.3. Set stringent time management goals for Javier to complete tasks at least 24 hours in advance of their due date. Successful will be measure by 90% of assignment…