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In recent years, the topic of workplace and employee motivation has emerged as a significant concern for both employers and management personnel. An analysis of such strategies at a Target Retail Store provides an example of how such motivational strategies affect the company's sales, profits, workplace morale, and future. One of the most important issues at a Target Retail Store is the timely method and manner of placing and displaying the merchandise on the sales floor before the store actually opens to the public at 8:00 A.M. This must be effectively done with limited resources and staff. As a result, management must be able to appropriately and effectively motivate all staff employees and improve performance and employees' resistance to increasing productivity. This paper will examine the organizational efforts of Target Retail Stores in this area, and identify and analyze two motivational theories not currently in practice by Target.…
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Workplace Motivation Is More Than Just a Good Idea
Workplace motivation represents a key area of interest in many academic circles. Interest in the topic ranges from managerial students to those on the human resources management area. The area of workplace motivation reaches almost every area of the business, including the accounting department. The ability to motivate employees affects the organization in many ways. Many of these ways are more obvious, but others are not so obvious. This research will explore the role of employee motivation in achieving and maintaining a competitive advantage in the workplace.
Today's business environment requires that managers keep tight control over costs, productivity and other forms of overhead. Factors such as absenteeism, losses in productivity, and high employee turnover rate have a significant impact on the ability of the business to remain competitive. It has long been recognized that motivation has a measurable affect on…
Henderson, L. And Tulloch, J. 2008. Incentives for retaining and motivating health workers in Pacific and Asian countries. Hum Resour Health. 2008; 6(18). [Online] Available at: http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2569066 / [Accessed January 5, 2011].
Lee, D. 2008. How Employee Emotions Affect Your Organization's Ability to Compete. Reprinted from HR Today. [Online] Available at: http://www.humannatureatwork.com/articles/employee_morale/Employee_Emotions-2.htm
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The answer is all of them. They all hold true at some time for certain individuals.
As an industrial psychologist the key task at hand is deciding which theory to apply in order to improve motivation at one's own workplace, or if working as a consultant, at the client's workplace. There is no clear answer or magic formula that will tell the industrial psychologist which theory to apply and at which time. In order to answer the question of which theory to apply, the industrial psychologist must be able to assess the climate and culture of the organization for which they are working. This can be done by several means. They can always take a survey, but this will only tell what the employees want the psychologist to know about them. There are many factors that can influence the outcome of survey results in the workplace. Employees may fear that…
Dotan, H. (2009). Workplace Friendships: Origins and Consequences for Managerial Effectiveness. Best Paper Proceedings, Academy of Management.
Dunlap, N. (2010). Take Your Team to the Top. Journal of Property Management. January/February 2010: 28-30.
Gibson, C. & Earley, P. (2007). Collective Cognition in Action: Accumulation, Interaction, Examination, and Accommodation in the Development and Operation of Group Efficacy Beliefs in the Workplace. Academy of Management Review. 32 (2): 438-458.
Martin, A. (2009). Motivation and Engagement in the Workplace: Examining a Multidimensional Framework and Instrument From a Measurement and Evaluation Perspective. Measurement and Evaluation in Counseling and Development. January 2009. Vol. 21: 223-243.
Workplace motivation and ways to foster individual performance are important topics in the field of business leadership. While individual and organizational workplace motivation and performance measures vary from business to business, a review of the academic literature suggests there are some best practices associated with increasing productivity in the work environment. This paper will review important guidelines associated with increasing workplace motivation for both individuals and organizations, and will provide a personal perspective concerning positive workplace experiences.
The success of businesses depends largely on employee motivation to succeed and contribute to business objectives. Wolverton, Gmelch, Montez, and Nies (2001) suggest that leadership is the primary characteristic that allows organizations and employees to progress. The ability of managers to not just manage employee's, but to do so with positive and supportive methods are important organizational goals; effective managers can facilitate enhanced workplace satisfaction recognizing that happy workers tend to accomplish…
Bensimon, E.M., Neumann, A., & Birnbaum, R. (1989). Making sense of administrative leadership: The "L" word in higher education (AAHE-ERIC Higher Education Report 1). Washington, DC: The George Washington University.
Howes, C. (2010). Motivation: Organization Performance Strategies. Retrieved from: http://www.opstrategies.org/pdf/Motivation-white-paper.pdf
Wolverton, M., Gmelch, W.H., Montez, J., & Nies, C.T. (2001). The changing nature of the academic deanship. ASHE-ERIC higher education report, 28(1). San Francisco: Jossey-Bass.
For instance, LaFleur and Hyten (1995) suggested that performance of hotel banquet staff improved when staff members received monthly bonuses function of their ability to meet accuracy and timeliness goals in setting up banquet functions (cited in Ambrose & Kulik, 1999).
Implementing these strategies should be facilitated by the fact that the two strategies complete each other. Establishing clear goals and their attainment is facilitated by the incentive, which may increase goal commitment, motivation, and thus, performance.
Incentive media kit (2005), etrieved from site: http://www.huttonmedialimited.com/images/pdfs/Incentive-rates-Production2005.pdf
Ambrose, M.L., & Kulik, C.T. (1999). Old friends, new faces: Motivation research in the 1990s. Journal of Management, 25(3), 231-292.
Steven H. Appelbaum, ammie Kamal (2000). An analysis of the utilization and effectiveness of non-financial incentives in small business. Journal of Management Development, Volume: 19 Issue: 9 Pp. 733-763
t Hon. Andrew Smith MP. "Making a difference - motivating people to improve performance," etrieved…
Incentive media kit (2005), Retrieved from site: http://www.huttonmedialimited.com/images/pdfs/Incentive-rates-Production2005.pdf
Ambrose, M.L., & Kulik, C.T. (1999). Old friends, new faces: Motivation research in the 1990s. Journal of Management, 25(3), 231-292.
Steven H. Appelbaum, Rammie Kamal (2000). An analysis of the utilization and effectiveness of non-financial incentives in small business. Journal of Management Development, Volume: 19 Issue: 9 Pp. 733-763
Rt Hon. Andrew Smith MP. "Making a difference - motivating people to improve performance," Retrieved from site, http://www.hm-treasury.gov.uk/Documents/Public_Spending_and_Services/Public_Services_Productivity_Panel/pss_pspp_makingadifference.cfm ?
This paper investigates the issue of motivation as it applies to an organizational setting.
The research regarding motivation in the workplace has been a major area of investigation that is of interest to corporate leaders, managers, organizational psychologists, and educators. The issue that this paper will discuss has to do with the particular factors that managers and leaders can address to increase the motivation of their workers to perform as well as to increase the job satisfaction levels of their employees. However, motivation is only one issue regarding increased productivity or increased job satisfaction; we would certainly think that at a basic level an employee would need a certain level of motivation to perform as well as the ability to actually do the job (as it turns out the research is consistent with this type of common-sense thinking). However, the actual types of interventions/activities that can be used…
Argyris, C. 1993, Knowledge for action: a guide to overcoming barriers to organizational change, Jossey-Bass, San Francisco, CA.
Chien, J.C. 2013,'Examining Herzberg's Two Factor Theory in a large Chinese chemical fiber company' World Academy of Science, Engineering and Technology, vol. 78, no. 248, pp.1433-1438.
Gneezy, U. And Rustichini, A. 2000, 'Pay enough or don't pay at all', Quarterly Journal of Economics vol. 115, no. 3, pp. 791-810.
Hackman, J.R. And Oldham, G.R. 1980, Work redesign. Pearson Education Inc., Upper Saddle River, N.J.
In the absence of both factors, employee motivation will not work. Green and Butkus also shared that although Vroom's model had been widely accepted for a number of years, it lacked applicability that it cannot be used in practice.
Aside from Vroom, Green and Butkus (1999) also shared about Green's own Belief System model. This model was actually a practical application of Viktor Vroom's Expectancy Theory and was reported to be better utilized by the workforce. The Belief System Theory focused on using a structured and facilitated meeting between the supervisor and the staff. This meeting becomes a venue to discuss motivational problems on the areas that Vroom had developed and will provide the manager and the employee with a specific period to help address motivational issues in their workplace.
Whiteley and Kerr's ideas focus on an individual's motivation and how it can be used to help him contribute…
The American Heritage Dictionary of the English Language, 4th Edition. (2000). Houghton Mifflin Company.
Kerr, Steven. (1997). Ultimate Rewards: what really motivates people to achieve. Boston, Ma. Harvard Business School Press.
Whiteley, Philip. (2002). Motivation. Oxford, United Kingdom Capstone Publishing, Ltd.
Green, Thad B. And Butkus, Raymond T. (1999). Motivation, beliefs and organizational transformation. Westport, Conn. Quorum Books.
According to Nolan (2010), the right incentive program can help with this process.
Nolan (2010) reports that a motivated and goal-oriented staff is essential to any optometric practice, since staff / patient interaction accounts for about 70% of the patient's total time in the office. If the staff is not content, patients will not be treated appropriately and will look for eye-care services someplace else. Also, the cost of finding and training new staff members is much more costly than ongoing training and retaining activities. In addition, staff productivity significantly influences a practice's volume. Nolan (2010) therefore recommends a three-part incentive process: The first is to set annual financial goals for the practice, or else the staff will not be motivated to achieve them. In the fourth quarter, establish specific goals in attracting new patients and retaining present ones, revenue-per-patient, eye-wear sales and cash receipts. Second is to schedule a…
Gatlin, R (July 1, 1997) How to effectively reward employees. Industrial Management, 1-4.
Nolan, B. (2005) Reward your staff to build your practice: by setting financial goals for your practice, scheduling productive staff meetings and offering staff-incentive programs, you'll retain your current employees and grow financially. Review of Optometry 142(12) 36+.
Opperman, M. (2007) Give your team a cut: by offering quarterly bonuses based on employee performance, you give your team a strong incentive to succeed -- and help your practice thrive. Veterinary Economics 48(3), 49+.
Schrag, R.L. May I Speak Frankly. Retrieved March 10, 2010. http://mayispeakfrankly.blogspot.com/
The success, performance, as well as development of an employee are influenced by motivation. There are numerous methods and theories on motivation. McClelland, for instance, in his theory expresses that each employee has specific needs acquired over time based on life's experiences. His theory summarized the needs of people into achievement, power, and affiliation. Different employees get motivated in varying manners therefore a manager should not rely on one motivation technique to serve the entire workforce. This paper will address three motivational methods, and how they would be applied in the workplace.
One motivational method that would reap numerous benefits from the employees and commonly applied in most organizations is rewards. Everyone is familiar with the use of rewards as a motivator since as early as preschool and daycare, rewards such as sticker chart and snacks were given for good behavior. Even later in life rewards still appeal…
Atchison, T.A. (2003). Exposing the myths of employee satisfaction. Healthcare executive. 17(3), pp. 20.
Cummings, L.L., & Elsalmi, A.M. (1968). Empirical research on the bases and correlates of managerial motivation. Psychological Bulletin, 70, pp.127 -- 144.
Motivation, Stress, And Communication
Ford motor is a global company dealing with the manufacture of vehicles. It has several offices/manufacturing plants in most parts of the world. For the company to run smoothly and efficiently, its operations are divided into several department headed by several departmental managers. One of the departments am in charge is the Supply Chain Systems Sales department a position I filled as the head of department.
A Supply Chain System Sales Operations Manager is in charge of two broad roles. One of roles concerns supplies while the other deals with sales of their locomotives. These two roles are interlinked in a way that the person in charge must ensures that their sales offices are supplied by their products (vehicles) for sales and shipping of new vehicles to other customers or to their sales offices in countries ford motors has no factory. Sales are an interactive kind…
Champoux, J. (2010). Organizational Behavior: Integrating Individuals, Groups, and Organizations: Taylor and Francis.
Locke, E.A., & Latham, G.P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57, 705-717.
Oldham, G.R., & Hackman, J.R. (2010). Not what it was and not what it will be: The future of job design research. Journal of Organizational Behavior, 31, 463-479.
The vertical differentiations are associated with the components of abstraction that permit individuals to determine both their intentions and their behaviors. The horizontal differentiation is associated with different intentions including the completion of the project.
Tubbs and Eckeberg (1991) assert that understanding the intentional model has implications associated with understanding the effects of goal setting. The authors argue that the intentional behavior model explains the cognitive effects of goals which is rarely seen in research pertaining to work motivation. The authors posit that the research is important because it is the first time that research has sought to determine the impact that goals have on people.
Finally Latham and Pinder (2005) discuss Work Motivation Theory and research at the dawn of the twenty-first century. The author point out that interest in motivational theories has not waned since they first begin to surface. According to the authors, work motivation represents a…
Klein J.I. (1990) Feasibility Theory: A Resource Munificence Model of Work motivation and Behavior. Academy of Management Review. 15 (4) pgs. 646-645.
Latham G.P., Pinder, C.C. (2005) Work Motivation Theory and Research at the Dawn of the Twenty-First Century. Annual Review of Pyschology. 56: 485-516.
Tubbs M.E., Eckeberg S.E. (1991) Academy of Management Review. 15(1) pgs. 180-199.
Motivation at Work Application
In the case study, Making of Hotplates, Workers seems to be having jobs which are extremely specialized. Each task is balanced for three minutes per each station making the work to be extremely monotonous to the workers making them to become unhappy, Because of unhappiness of workers at the workplace; these would have resulted in poor morale as well as low motivation. Motivation in the workplace is a form of force that makes the employees to do things which will result to high production by having an inspiration of completing the tasks allocated. When there is motivation in organization, the employees try to put more effort to increase the output standard (Whiteley, 2002). This paper analyzes the importance of motivation to the workers in the workplace and problems that result when there is low motivation.
Changes in the workplace accounting for increase in productivity and decrease…
Rush, H.M. (2008). Job design for motivation; [experiments in job enlargement and job enrichment,. New York: Conference Board.
Stack, L. (2010). Super competent the six keys to perform at your productive best. New York:
Whiteley, P. (2002). Motivation. London: Capstone Pub.
Although his theory is not necessarily incompatible with Maslow and Alderfer's ideas, Herzberg places less emphasis on basic needs, and more upon using higher, internal needs to elicit optimal performance from the individual.
One common objection to theories of human motivation, of course, is that different types of people appear to be motivated by different things. For example, one teacher may choose his or her position because of job security, while another teacher may be more motivated by the idea of changing children's lives. This means that different strategies must be deployed in motivating people within the same organization or within different professions: a salesperson may be motivated by different things than a professor. "According to David McClelland's an individual's specific needs are acquired over time and are shaped by one's life experiences. Most of these needs can be classed as either achievement, affiliation, or power" (McClelland's theory of needs,…
Herzberg's Two-Factor theory. (2010). Net MBA. Retrieved February 23, 2010.
McClelland's theory of needs. (2010). Net MBA. Retrieved February 23, 2010.
In the incipient stages, change causes reticence and this reticence is mostly obvious in the case of the more mature group of employees. While the younger staff members are more opened to change and will embrace it as a new career opportunity, the older population is simply looking to perform its current tasks into retirement. When reticence occurs among the younger population, it can be reduced through change management programs. The reticence of the more mature population cannot however be reduced as it a deep rooted within the individuals.
A second impact, obvious at the level of all employee groups, is that of strain creation. Fedir and Herold argue that organizational change creates two sets of strains. The first set is given by the possibility for the change to modify the job specifics. In other words, the employee is worried that modifications would be incurred in the way in which…
Barnett, W.P., Carroll, G.R., 1995, Modeling Internal Organizational Change, Annual Review of Sociology
Dawson, P., 2003, Understanding Organizational Change: The Contemporary Experience of People at Work, SAGE
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Fedor, D.B., Herold, D.M., Effects of Change Management on Employee Responses: An Overview of Results from Multiple Studies, CPBIS, http://www.cpbis.gatech.edu/files/papers/CPBIS-WP-04-02%20Herold_Fedor_Change%20Management%20Fall%202004.pdf last accessed on June 3, 2010
Motivation is the key to materializing energy and getting things accomplished. Organizational relationships require proper motivation from all sides of the relationships. Leaders must be motivated and workers must be motivated as well in order to succeed at any mission. The purpose of this essay is to design an organizational motivation plan that encourages and maintains a high level of performance from the members of the Woo Widget Company. The essay will first describe the need for the plan before introducing key components of the system that intends to increase the productivity and efficiency of the employees at Woo.
Before designing a motivational plan that will work in this environment, it is necessary to reveal some important facts that contribute to the motivating factors of the employees at this organization. WooWoo designs widgets, but the widget that WooWoo makes is a clone of a nationally known widget. Woo sells their…
Amabile, T. (1997). Motivating Creativity in Organizations. California Management Review 40, 1, 1997. Retrieved from http://bear.warrington.ufl.edu/weitz/mar7786/articles/amabile%20ccal%20mgt%20revie w.pdf
Osterloh, M. et al. (2002). The Dynamics of Motivation in New Organizational Forms. International Journal of the Economics of Business, 9,1, 2002; 61-77. Retrieved from http://www.bsfrey.ch/articles/366_02.pdf
Vallerand, R.J. (March 08, 1993). The Academic Motivation Scale: A Measure of Intrinsic, Extrinsic, and Amotivation in Education. Educational and Psychological Measurement, 52, 4, 1003-17.
Organizational behavior is a field of study that is of particular importance to enterprises and those in management positions. One of the major issues that firms have to deal with is the problem of motivation. The purpose of this discussion is to discuss how organizational behavior management concepts and principles are applied to the problem of motivation. We will begin our discussion by exploring the problem of motivation. We will then design and suggest a solution to the problem. Our discussion will also evaluate the effectiveness of the solution in terms of leadership, managerial and employee perceptions. Finally, we will discuss organizational behavior concepts and principles that are applicable to the successful solution to the problem.
Exploration of the problem
Motivation, as it applies to organizational behavior, is defined as the ability of an employee to exert effort and accomplish organizational goals. Many organizations experience problems keeping employees motivated…
Butkus, R.T. & Green, T.B., (1999). Motivation, Beliefs, and Organizational Transformation. Westport, CT: Quorum Books.
Forschungsgemeinschaft, D., www.questia.com/PM.qst?a=o&d=28535492"Kleinbeck, U., Quast, H., Thierry, H., Higcker, H., (Eds.). (1990). Work Motivation. Hillsdale, NJ: Lawrence Erlbaum Associates.
Motivations in Company
To maximize productivity and employee job satisfaction, the heads of companies must provide some kind of monetary motivation for their employees. Often this motivation takes the form of such things as gift certificates, free food, stock shares, and cash bonuses. To ascertain the specific ways the company our group is investigating rewards and motivates its employees, I interviewed Jeremi Karnell, the CMO and founding partner; and Michael Donnelly, the Head of HR. Both men indicated the importance of monetary motivation for their employees and outline the specific ways their company provides it. They also offered their personal philosophy regarding employee monetary motivation. I concluded that for the company in question, financial rewards can effectively motivate employees and helps to create company loyalty and a sense of community within the corporation.
Jeremi Karnell, the CMO and founding partner, informed me that the company as a horizontal structure with…
Every person who had performed well and met the deadlines was offered a cash bonus at the end of six-month period when performance appraisals were done. However I realized that Sarah was not motivated by this cash reward. She had one child who went to kindergarten and her husband earned well. his meant she needed something other than money to motivate her. his was indeed a challenge since I had no idea how to discover her needs which could enhance her performance and inspire her to meet deadlines.
he first stage was to determine if the job actually suited her aptitude. I spoke to her personally and asked her if she really liked her job. But this was done in a candid manner so she wouldn't know what the real issue was. Sarah talked eagerly about her work and her ideas about the next month's magazine. Studying her resume, I…
This was a very interesting and enlightening survey. I spoke to Sarah and we discussed her various options. I told her that as long as she promised to meet her deadlines, I could allow her to work from home on Tuesdays and Thursdays and she could leave around 1 p.m. provided she guaranteed timely delivery of the work assigned to her. Needless to say, Sarah was thrilled. This is the last time we ever had a problem with her deadline issue. The new reward program motivated her so much that she was putting in extra effort to get everything done on job. The company had no problem with her new schedule and I was finally convinced that a happy employee is a company's best resource.
Ken Smith, Great minds in Management. Oxford University Press, 2005
Society also ingrains many values and ideas into its populace, for instance, by gender conditioning. oys are told they should not cry or display feeling while it is okay for a girl to do it. oys are also expected to be tough and aggressive and told from a very young age that they need to be "strong." The worst insult for a little boy generally is that he is acting like a girl. This fact is observed in almost all societies irrespective of geographical location. Parenthood, marital status and involvement in social circles also influence values and attitudes.
Franken defined motivation as a multifaceted phenomenon. (Franken, 1998) He associated motivation as an internal state of need, desire or want that serves to activate or energize behavior as well as to give direction to behavior. Motivation is also defined as a factor that helps people get energized towards attaining a goal…
Ashforth, B., & Humphrey, R. (Emotional labor in service roles: The influence of identity). 1993. Academy of Management Review, 18(88-115).
Franken, R.E. (1998). Human motivation (4th ed.). vrPacific Grove, CA: Brooks/Cole Pub. Co.
Gove, W.R. (1994). Why We Do What We Do: a Biopsychosocial Theory of Human Motivation. Social Forces, 73.
Jackson, K.M., Mannix, E.A., Peterson, R.S., & Trochim, W.M.K. (2003). A Multi-faceted Approach to Process Conflict. Paper presented at the IACM 15th Annual Conference.
By experiencing and discussing each point of the theoretical aspects, I did get to know myself better and see both positive and negative sides of my personality. For instance, while discussing Freud's theories, I managed to explain certain emotional manifestations which, up to a point, were not entirely clear. Furthermore, discussions on matters such as child and life span development improved my perception on family relationships and inter-human communication.
A part of the importance of such courses is to better prepare us for the challenges one has to face throughout his lifetime. Although the experiences accumulated in academic preparation do not necessarily ensure a less troublesome road in life, they do offer additional support. Nonetheless, it is vital to create the proper theoretical background which will guide your actions in every situation. For me, the discussions relating to the stress, the pressure and the social tensions existing today have helped…
Boeree, C.G Personality theories. Sigmund Freud. Retrieved 19 September 2006, at http://www.ship.edu/%7Ecgboeree/freud.html
Buresch, T., Eiben, a.E., Nitschke, G., Schut, M.C. Effects of evolutionary and lifetime learning on minds and bodies in an artificial society. Free University Amsterdam. Retrieved 19 September 2006, at http://www.cs.vu.nl/~gusz/papers/2005_cec.pdf#search=%22life%20time%20learning%20importance%22
Conditioning and learning. Retrieved 19 September 2006, at http://psych.fullerton.edu/rlippa/Psych101/outline2.htm
Knowles, M.S. (1962) a History of the adult education movement in the U.S.A., New York: Krieger.
I recently discovered that a female employee was being paid more than I even though we were both hired at the same time. The reason (as I discerned it) was that they had to pay her more because she was needed for a project that required at least one female on the team. However, I was doing most of the work and getting paid less than her. This made me angry, and as I remember it, made her feel guilty. She knew that I was more qualified but that did not matter to the employer, instead I was informed that I should just live with it. Reacting to this situation was a classic response according to the equity theory. I felt less like doing the work, and more apt to take a more casual approach to the project itself. My performance was still okay, but could have been much…
These performance appraisals are usually given to employees by managers. Such appraisals occur once or twice per year, depending upon the industry and the position of the employee. In some cases, performance appraisals are carried out by colleagues. egardless of how feedback is given most organizations recognize it as a legitimate and productive way to judge performance and present employees with ways to improve job performance.
Examples of Employee motivation
According to Neff (2002) the ability to motivate employees is an essential component in creating an organization that is successful. The author points out that the most successful organizations in the world are always succeeding in making certain that job satisfaction and motivation are primary priorities. These organizations have realized that employees who are motivated are also more productive and therefore improve the bottom line. Greater productivity usually leads to greater job satisfaction and ultimately greater customer satisfaction. The author…
Brief, a.P., & Weiss, H.M. (2002). Organizational Behavior: Affect in the Workplace. 279+.
Cameron, J., & Pierce, W.D. (2002). Rewards and Intrinsic Motivation: Resolving the Controversy. Westport, CT: Bergin & Garvey.
Kermally, S. (2005). Gurus on Managing People. London: Thorogood.
London, M. (2003). Job Feedback: Giving, Seeking, and Using Feedback for Performance Improvement. Mahwah, NJ: Lawrence Erlbaum Associates.
I find that what motivates me most are intrinsic and extrinsic types of motivation. Extrinsic types of motivation include things like praise and simple communications of appreciation for a job well done. They also include things like bonus time for vacation or raises or even job promotions if a project really turns out to be a big success for the company. However, even just little things like smiles, compliments and positive feedback—things that have no direct cost on the company—are good extrinsic motivators, as Hauser (2014) points out, and I find them to be good motivators for me all the time. Appreciation and kind words from a manager or shows of respect can be enough of an extrinsic motivator to fill me with a sense of worth and pride and make me want to do a good job on projects. When managers show that they are aware of how…
9. Supporting organizational teams provides employees with a medium to discuss concerns and problems as well as an opportunity to help discharge emotional pressure. Sharing in a group serves as a catharsis and stress release system.
10. Guarantying employees have the freedom to work effectively as well as ensuring they sense their work contributes to a greater purpose decreases workplace stress (Raitano and Kleiner).
hen implementing secondary prevention method, the organization moderates the stress response. Some ways the organization may apply these strategies include:
1. Aerobic exercise and weight training as well as other physical fitness techniques and/or sports opportunities help monitor the body's adverse reactions to stress.
2. Providing access to relaxation training can contribute to reducing workplace stress. hen the individual participates in exercises like deep breathing and engages in mental imagery; focusing on a relaxing environment, this helps enhance his moods and permit him to…
Noblet, Andrew and Anthony D. Lamontagne. "The role of workplace health promotion in addressing job stress." Health Promot. Int. 2006 21: 346-353. Oxford Journals. 9 Aug.
"A Positive approach to workplace stress; This world-renowned researcher explores anxiety at work and how support systems can alleviate it.(Shelley E. Taylor)(Interview)." Gallup
Management Journal. Gallup Organization. 2007. HighBeam Research. 9 Aug. 2010
Motivation in the Workplace
My needs are being satisfied by a combination of being provided with the opportunity to do something that I am particularly fond of and being given a satisfactory sum of money for the respective activity. My life has largely been based on a trial-and-error system in which I came across a series of experiences and gradually filtered them until I was satisfied with my condition.
My first jobs involved enthusiastic managers who seemed to believe that bonuses are one of the most effective methods to motivate employees. As a consequence, they were inclined to encourage employees to do everything in their power in order to finish their projects earlier. Profits are obviously one of the most important things in a business and managers are thus sometimes inclined to believe that by providing employees with appealing bonuses they are more likely to make the business as a…
Motivation for the Primary Health Care Nurse Practitioner (PHCNP) Comment by babyliza: Part 2 of 3 not answered: How are NPs important in the delivery of primary health care to diverse populations?
In my opinion, the profession of nursing is more of a degree in changing habits. Nurses are essentially individuals who are extraordinarily enthusiastic when it comes to their own and others' wellbeing and health. Nurse practitioners (NPs) are individuals who apply appropriate knowledge to aid patients in identifying and adopting suitable health and food habits to suit their bodies' unique needs. I am personally keen on utilizing the established system to ensure patients develop healthy, lasting behaviors and habits with positive global health effects. I would proudly make a difference in people's life, effectively differentiating between theoretical knowledge on what is good and bad for people's health and practically applying my knowledge. Nurses function as guides, empowering individuals…
Gagnon, C. (2016, July 27). What is a Health Coach and why would we need one? Retrieved from LinkedIn Pulse: https://www.linkedin.com/pulse/what-health-coach-why-would-we-need-one-catherine-gagnon
Jeffreys, M. (2015). Dynamics of Diversity. NSNA.
Skar, R. (2010). How Nurses Experience Their Work as a Learning Environment. Vocations and Learning, 1 - 18.
Zarshenas, L., Sharif, F., Molazem, Z., Khayyer, M., Zare, N., & Ebadi, A. (2014). Professional socialization in nursing: A qualitative content analysis. Iranian Journal of Nursing Midwifery, 432 - 438.
... led me to suggest, as an alternative to assimilation, the value of being asimilao.
IV. eminders to Help
Kim & Lyons (2003) report that games can be successfully used to instill and enhance individuals' abilities to succeed in a multicultural firm. Game playing possesses numerous characteristics which could enhance the learning of competencies areas of skills, attitudes and beliefs, and knowledge. Games which include low-risk potential can increase a sense of safety, reduce vulnerable feelings, while also, and enhancing multicultural awareness.
For example, the use of games can balance out the inherent hierarchy between the trainees and the instructor (i.e., it levels the playing field) and potentially lead to an increased sense of safety on the part of the trainees" (Kim & Lyons, 2003). Increasing an individual's sense of safety can work tom eliminate prejudices and allow students and trainees to more readily examine their personal norms; cultural values;…
Chang, C.Y. (2003). Chapter 5 Counseling Asian-Americans. In Counseling Multicultural and Diverse Populations: Strategies for Practitioners, Vacc, N.A., Devaney, S.B., & Brendel, J.M. (Eds.) (pp. 73-92). New York: Brunner-Routledge. http://www.questia.com/PM.qst?a=o&d=91054568
Cunningham, M.J. (2001). B2B: How to Build a Profitable E-Commerce Strategy. Cambridge, MA: Perseus Publishing. http://www.questia.com/PM.qst?a=o&d=5000786585
Diversity or Diversion? Experts Express Their Views about the Effectiveness of Diversity Programs and Offer Suggestions on How to Improve Them. (2002, July). Black Enterprise, 32, 82+. http://www.questia.com/PM.qst?a=o&d=14677163
Personality, Motivation, And Managing Staff
This discussion aims to address the intricacies and detail of workplace conducts as the course theory presents and explains them. The reports explore the character of Andrea Sachs that Anne Hathaway depicts in the movie the "Devil Wears Prada," in presenting this relationship. Using the behaviours and experiences of the character, the discussion explains the way different individuals operate and perform in the work environment. Through an analysis of Andrea Sachs, the discussion also establishes the nature of managerial conducts that would prove appropriate in improving Andrea's level of motivation. This report is worth reading considering the choice of character and the in-depth analysis that the report provides. Besides settling on a character with traits that are open to numerous interpretations, as that the movie presents splendidly, the discussion extensively and vividly establishes the characters experience and behaviours with the theory in use. The reader…
Organization Behavior / Army Morale
Organization Behavior / Army Morale
Performance among military personnel is always based on their commitment and morale towards the achievemnt of organizational goals. The outcomes are not necessarily based on the quality of skills of the employees. Scores of top military managers with an understanding of human resource motivation models identify the workplace motivators as accustomed to specific employees. The consequence is that there are elements of sound motivation systems that encourage supportive supervision.
According to Fennell (2011), the diffusion and displacement of responsibility mechanisms continue to obscure morale agencies in terms of the potential actors. esponsibility of displacement refers to responsibility attribution for an individual's actions and authority figures with tacit condoning or explicit directed behaviors. Diffusion of responsibility is applicable in similar ways while referring to ways of dispersing responsibility among people's actions for group members. Distortion of dehumanization,…
Bender, B., (2012). Army morale declines in survey. Retrieved from http://www.boston.com/news/nation/articles/2012/08/19/army_survey_finds_only_one_in_four_soldiers_confident_in_branchs_future/
England: Pearson Education Limited Shimoni,
Feaver, P.D. (2009). Armed Servants: Agency, Oversight, and Civil-Military Relations. New York: Harvard University Press.
Fennell, J. (2011). Combat and Morale in the North African Campaign: The Eighth Army and the Path to El Alamein. New York: Cambridge University Press.
Many psychologists have put forward theories to advance the concept of motivation. Some of the psychological theories and models that explain motivation include incentive theory, drive theory, self-control model, push and pull model, intrinsic and extrinsic model, and rational motivations among others. Motivation stems from a number of sources, which dictate the way a person acts. It is paramount to note that motivation is one of the greatest determinants of motivation, and one can tell the level of motivation of a person through the way one behaves. The discussion below is an insight into this concept for a better understanding of motivation.
Motivation is a term in psychology that is hard to define; a number of theories have different views of motivation. These views of motivation include drive theories, incentive theories, and homeostasis, and one can draw a common definition of motivation from these views (Kalat, 2011). According to…
Bernstein, D.A. (2007). Psychology. Boston, Mass: Houghton Mifflin.
Dinibutun, S.R. (2012). Managing Effective Motivation. GSTF Journal on Business Review, 1(4). Retrieved from http://dl.globalstf.org/index.php?page=shop.product_details&flypage=flypage_images.tpl&product_id=1671&category_id=73&option=com_virtuemart&Itemid=4
Kalat, J.W. (2011). Introduction to psychology. Belmont, CA: Wadsworth Cengage Learning.
Katzenbach, J.R. (2006). Motivation beyond money: Learning from peak performers. Leader to Leader, 2006(41), 59-62. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=22223121&site=ehost-live&scope=site
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.
Overall it is evident from this discussion that the prevention vs. promotion focus has an important affect on how individuals act and interact with each other. The above discussion looked at the general application of such systems reflect individual behavior, however, a much more specific look at the effects of such actions within the workplace must be reviewed before a test study can be conducted to answer our hypothesis.
Promotion vs. Prevention: Application within the Workplace
The full implication of promotion vs. prevention focused mentalities is on the explicit strategy decisions individuals make within this framework. The impact on strategy decisions within employee-employer relations is extremely important. In this section, we will look at how strategy decisions are different between promotion and prevention mindsets.
One area that has specific application to workplace environment is the consideration of alternatives and new ideas. Promotion focused individuals tend to be much more eager…
Higgins, E.T., & Bianco, a.T. (2003). Speed/accuracy decisions in task performance: Built in trade-off of separate strategic concerns. Organization Behavior and Human Decision Processes, 90.
Higgins, E.T. (1998). Approach and avoidance strength during goal attainment: Regulatory focus and the "goal looms larger" effect. Journal of Personality and Social Psychology, 75.
Friedman, R.S (2005). Effects of motivational cues on perceptual asymmetry: Implications for creativity and analytical problem solving. Journal of Personality and Social Psychology, 88.
Motivation Systems for Hospitality Organizations: A Case Study of Motel
Generally speaking, the hospitality industry competes on a global basis by providing food and beverages services as well as accommodations for tourists and travelers. For instance, according to Lucas, "The term hospitality industry serves as an overarching label for businesses whose primary purpose is to offer food, beverage and accommodation for sale on a commercial basis" (2003:3). By contrast, hospitality services are associated activities that take place within the hospitality industry which are provided within different segments of the marketplace. Such hospitality activities are primarily involved with providing food and beverage services for a wide range of institutional operations including educational facilities such as colleges and universities, passenger airline carriers, healthcare and long-term care facilities as well as penitentiaries and jails (Lucas 2003). For the purposes of this study, the focus will be on the hospitality industry and hotels in…
About Motel 6. (2010). Motel 6. [online] available: http://www.motel6.com /about/' target='_blank' REL='NOFOLLOW'>
" (p. 90)
Total Quality Management (TQM) is called by Aragon to be "an invaluable leadership technique that assists in developing a positive, customer-oriented culture and a genuine level of employee commitment that pervades the entire work environment." Additionally stated is that the method of TQM is one that "relies on the capabilities of both labor and management, working as a team, to continually improve quality and productivity." (2004) The TQM method provides "opportunities for participation, problem solving, and teamwork, it creates a tremendous level of motivation within each employee...employees are more than motivated -- they are empowered." (Aragon, 2004) Aragon additionally states that: empowered employees."..take a personal interest and responsibility in setting and achieving the department's goals. ecause they know they have a way in how tasks are accomplished, they feel a sense of pride and ownership in their work. In addition, empower employees improve the overall performance of…
Foster, Raymond E. LAPD (ret.) Morale: Whose Job Is It Anyways? - Leadership, Technology and Tactics: Themes from the Street PoliceOne.com Online available at http://www.policeone.com/writers/columnists/RaymondFoster1/articles/119446/ .
Brown, Edward (2003) The New Frontier: Police Motivational Training. Online available at http://www.calea.org/newweb/newsletter/No72/police_motivational_training.htm .
Meeting Law Enforcement's Responsibilities: Solving the Serious Issues of Today" (2001) Major Cities Chiefs Association - Critical Issues Studies Group, October 2001. Online available at http://www.neiassociates.org/seriousissues.pdf.
Aragon, Robert (2004) Positive Organizational Culture: A Practical Approach. Online available at http://www.security-protocols.com/textfiles/law/93dec004.txt .
.....social injustice and inequality. First, literature related to the fundamentals of discrimination and descriptions of gender discrimination are discussed in the literature. Following a detailed discussion of what the literature says about gender discrimination, the literature review shifts toward the quantifiable effects of gender discrimination in the workplace. Effects are examined both in terms of measurable effects on organizations and individuals.
Fundamentals of Discrimination
Discrimination is unfortunately pervasive in the workplace. Described as an "inaccurate perception of differences," discrimination can be based on independent variables like race, gender, language, and other demographics (Cleveland, Vescio & Barnes-Farrell, p. 149). The differences perceived are "inaccurate," and also have a direct impact on status, access to power, and access to avenues of promotion or pay increases. Most literature frames discrimination as being "subtle and covert," well concealed from the realms of legal scrutiny, and often difficult to define precisely (Marchiondo, Ran & Cortina,…
Motivation Model interconnects both causal concepts and the intrinsic relationship between them. Every employee within the company will have a well-defined set of internal needs, motives and objectives. These were probably in place by the time he applied for the position within the company, but it is also likely that he will have acquired several more within the company, as soon as he realized how things worked.
The internal needs and objectives of the employee give way to a certain type of behavior or a set of actions that characterize the respective individual within the company, may it be related to his performances or to his social actions and his relationship with fellow colleagues.
The actions he performs allows the employee to fulfill goals which bring him the satisfaction related to the workplace. This means that his actions need to be stimulated in such a way that he will be…
1. LEADERSHIP AND CONTROL IN Management. CHAPTER 6. Management 111
INTRODUCTION TO Business SCIENCE
LEADERSHIP AND CONTROL IN Management. CHAPTER 6. Management 111?INTRODUCTION TO Business SCIENCE
The U.S. Of se intrinsic motivators, such as challenging work loads, to increase both responsibility and ownership of the work (ashaway-Bokina 2000). This was seen as a strong motivator even in the context of students (Gottfried & Gottfried 1996). Thus, money does not always have to be the end result, but the concept of overcoming the challenge and truly owning one's work can be enough of a motivator, especially in the case of unpaid interns where financial compensation is out of the question.
Elliot, A.J. & Church, M.A. (1997). A hierarchical model of approach and avoidance achievement motivation. Journal of Personality and Social Psychology. Vol. 72:218-322.
Gottfried, A.E. & Gottfried, A.W. (1996). A longitudinal study of academic intrinsic motivation in intellectually gifted children: children through early adolescence. Gifted Child Quarterly. 40(4):179-182.
ashaway-Bokina, Nancy. (2000). Recognizing and nurturing intrinsic motivation: a cautionary tale. Roeper Review. 22(4):225-227.
azenby, Scott. (2008). How…
Lashaway-Bokina, Nancy. (2000). Recognizing and nurturing intrinsic motivation: a cautionary tale. Roeper Review. 22(4):225-227.
Lazenby, Scott. (2008). How to motivate employees: what research is telling us. Public Management. 90(8):22-25.
Locke, E.A. & Latham, G.P. (2002). Building a practically useful theory of goal setting and task motivation: a 35-year odyssey. American Psychologist. Vol. 57:705-717.
How New Practices at Sodexho Align with the Essentials of Performance Management
Performance management, in basic terms, has got to do with an organization's involvement of employees with an aim of enabling them to achieve objectives and, hence, further enhance performance at both the individual and organizational level. Quite a number of changes have taken place at Sodexho since the entry of Ms. ohini Anand, the Senior Vice President and Global Chief Diversity Officer at Sodexho. To what extent do these changes and new practices align with the essentials of performance management?
To begin with, Sodexho has been able to not only define, but also clarify performance expectations. This, as will be indicated below, has been more so the case when it comes to identifying the exact performance expectations of various groups or categories of employees. As Ms. Anand points out, interviewers at Sodexho are trained on cultural…
Sims, R. (2002). Managing Organizational Behavior. Westport, CT: Greenwood Publishing.
The current study aims to examine the effect of the lack of supervision and detachment between administration and low-level supervisors and beat officers and how this leads to low morale and motivation. Imperatively, low level of morale and motivation results in low productivity, which might give rise to absenteeism and poor watch, adversely affecting the society through increased level of crime. A questionnaire will be designed to achieve the purpose of this research study and will be distributed to selected beat officers working in different police precincts. The number of questionnaires analyzed will be to different police precincts. Data collected will be analyzed through SPSS using both descriptive statistics, correlation and regression data.
Organizations endeavor to have more productive personnel, who are deemed the most significant resources and a determining factor for success. Low levels of productivity can be linked to poor employee morale and motivation. The…
Counterproductive and Productive Behaviors
Defining Counterproductive and Productive Work Behavior
Counterproductive work behavior (CWB) is defined by an employee's actions causing harm to either a coworker or their employer (reviewed by Krischer, Penney, and Hunter, 2010). The forms of CWB can vary considerably, from arguing with or ignoring coworkers, damaging equipment to sabotage the work of others, and reducing the amount of time spent at work. esearchers have proposed a number of theories that attempt to explain the psychological roots of CWB and these include an employee reacting emotionally to a perceived negative workplace event or condition, or simply seeking a desired outcome (manipulation).
Krischer, Penney, and Hunter (2010) argue that organizational psychology research has focused almost exclusively on an employee's affective response to negative events, to the exclusion of internal or instrumental motivations. Instrumental motivations for engaging in CWB could arise from an employee's attempts to cope…
Bennett, Rebecca J. And Robinson, Sandra L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85, 349-360.
Fodchuk, Katherine M. (2007). Work environments that negate counterproductive behaviors and foster organizational citizenship: Research-based recommendations for managers. Psychologist-Manager Journal, 10, 27-46.
Koster, Ferry and Sanders, Karin. (2006). Organizational citizens or reciprocal relationships? An empirical comparison. Personnel Review, 35, 519-537.
Krischer, Mindy M., Penney, Lisa M., and Hunter, Emily M. (2010). Can counterproductive work behaviors be productive? CWB as emotion-focused coping. Journal of Occupational Health Psychology, 15, 154-166.
Motivation in the Workplace
The objective of this study is to examine motivation in the workplace with a focus on survival needs, security needs, belonging needs, respect needs, and fulfillment needs.
Motivation in the workplace is a subject of ongoing interest because employers desire to understand how to best motivate their workers to increase workplace productivity. A useful model in examining motivation in the workplace is that known as Maslow's Hierarchy of Needs.
Maslow's Hierarch of Needs
Abraham Maslow's hierarchy of needs theory is one that emphasizes "meeting each level of development before going on towards self-actualization. The level of needs proposed by Maslow include those as follows:
(1) material needs;
(3) sense of belonging;
(4) love and friendship
(5) self-esteem; and (6) self-actualization. (Cruver-Plaza, 2009, p.1)
The following illustration shows the conception of the hierarchy of needs proposed by Maslow.
Maslow's Hierarchy of…
Applying Abraham Maslow's Hierarchy of Needs Theory of Motivation To Training (2012) Self-Growth. Retrieved from: http://www.selfgrowth.com/articles/Applying_Abraham_Maslow_s_Hierarchy_of_Needs_Theory_of_Motivation_to_Training.html
Building a Better Workplace Through Motivation (2012) Kellogg's Case Study, Maslow. The Times 100 Business Case Studies. Retrieved from: http://businesscasestudies.co.uk/kelloggs/building-a-better-workplace-through-motivation/maslow.html
Cruver-Plaza, J. (2009) Employee Motivation, and Job Performance: Maslow's Hierarchy of Needs Theory Applied to Corporate Downsizing (2012) Employment Suite 101. Retrieved from: http://suite101.com/article/employee-motivation-and-job-performance
Maslow's Hierarchy of Needs (2012) NetMBA. Retrieved from: http://www.netmba.com/mgmt/ob/motivation/maslow/
Communication Climate at the Workplace
The communication climate at Digital Prints is supportive. This is mainly because the workplace is warm, supportive, and open. A supportive climate is encouraging to the subordinates as compared to the defensive climate that puts an individual on the guard. It is easy for an employee to talk to each other and understand one another. With an open exchange of ideas and everyone is open to listening and discussing projects it is easy for the employees to get work done. Employees are allowed to test out their ideas and the management is more accommodative. This support has been beneficial to the employees in terms of being open and sharing their perceptions. Communication at the workplace is supportive in that employees will respond to emails promptly and they will listen to one another without interruption (Mohammed & Hussein, 2008). The viewpoints of each other are considered…
Affective Events Theory
The Situation. As manager of a large bank branch, I have two objectives. These are to increase job satisfaction and improve job performance. To understand how to do this, the framework used will be the affective events theory.
Affective events theory emphasizes the role of work events on both job satisfaction and job performance (Weiss & Cropanzano, 1996). A manager can influence job performance through positive events that reinforce the desired behaviors. There may also be some lingering negative effects from negative things that have happened in the past.
Work events cause employees to form views about the job, and about the company for which they work. To improve performance, the company should focus on creating positive experiences that reinforce the behaviors the company is seeking to increase. Proving a positive work environment and removing negative affective events are two critical components.
Slide 4: Emotional intelligence refers…
Wong, C. & Law, K. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. Leadership Quarterly. Vol. 13 (3) 243-274.
Weiss, H. & Copranzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experience at work. Research in Organizational Behavior: An Annual Series of Analytical Essays and Critical Reviews. Vol.. 18, 1-74.
Mayer, J., Caruso, D., Salovey, P., Sitarenos, G. (2001). Emotional intelligence as a standard intelligence. Emotion. Vol. 1 (3) 232-242.
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.)
Person A has many different and unique attributes to add to the workplace. This versatile person has a wide range of skills that could aide any group trying to accomplish tasks large and small. Person A is balanced in many ways. The ability to be both creative, demonstrated by her poetry skills, and linear, by her accounting ambitions, will definitely help bring a more balanced attitude towards her occupation.
Person A's tendency towards not procrastinating can be used at her workplace for everyone's advantage. This trait. when channeled in an effective manner, can help jumpstart ideas and put them into motion. Person A's love for horseback riding and nature would also be beneficial to her co-workers due to the patience and kindness in dealing with such a hobby. Person A's ability to write will provide a great way to communicate to her co workers as well…
The assertion makes little sense that "criminal justice employees are unmotivated," for a number of reasons. The first is that there are thousands of different organizations and millions of people working in criminal justice. It would be near impossible to discern any particular trends about their motivation levels, and those trends would not hold outside of a given position or organization. The reality is that motivation is a fairly complex issue. Everybody has some sort of motivation for going to work, even if that motivation is to maintain their security with respect to food and housing. But most people have other motivations as well. Understanding what motivation in the workplace actually is, and how it can be used to explain or enhance performance, begins with avoiding such careless and blanket statements.
There are a number of ways to improve the motivation of criminal justice workers. The text highlights a…
Kasper, J. (2010). Choosing the best people for promotion and special assignments. The Police Chief. Retrieved April 12, 2016 from http://www.nxtbook.com/nxtbooks/naylor/CPIM0910/index.php#/70
Stojkovic, S., Kalinich, D., & Klofas, J. (2015). Criminal justice organizations administration and management. Boston: Cengage Learning.
Zettlemoyer, D., Jacobs, R. (2010). Transforming a police agency by connecting training, performance and assessment to promotion. The Police Chief. Retrieved April 12, 2016 from http://www.nxtbook.com/nxtbooks/naylor/CPIM1110/#/54
Organisational behaviour and management literature provides several theories that can be used to enhance employee motivation. One such theory is the two-factor theory developed by Frederick Herzberg. This paper describes the theory and its application in the improvement of worker safety, health, and/or wellbeing.
Also known as the hygiene theory, Herzberg's model asserts that at the workplace, there are factors that lead to job satisfaction and others that cause dissatisfaction (Miner, 2005). This assertion is based on the premise that job dissatisfaction is not the opposite of job satisfaction. Factors that result in job satisfaction are generally factors related to the nature of the work a person does, and can fulfil their need for status, self-realisation, achievement, personal worth, recognition, and growth; thereby leading to happiness and satisfaction. These factors are referred to as motivators, and their absence may not necessarily cause dissatisfaction (Miner, 2005).
Rather, dissatisfaction often comes from…
Many H performance issues result underlying motivational problems external work environment finance. Describing a motivational problem hinders goal attainment. Briefly describe problem (,) Use theory motivation explain problem
H performance issues:
Motivational problems in the financial services industry
"Often an employee knows how to perform correctly, the process is good, and all resources are available, but for one reason or another, chooses not to do so, which normally means it is a motivational issue" (Clark 2010). In the past, during the era of scientific management, motivational issues were dealt with by rigorously governing employee movement in a very strict and controlled fashion. However, this can stifle employee creativity and enthusiasm for the task. The obvious motivator for most people to work is money. For example, in the financial services industry, money is a major motivator in terms of how salary and compensation is structured. The expectation of a…
Clark, Don. (2010). Motivation and performance. Big Dog Little Dog. Retrieved from:
Hollon, John. (2011). Weekly wrap: Best Buy and ROWE -- Yes, flex work works, at least for them. TLNT. Retrieved from:
Organizational Motivation and Leadership in the Workplace
A globally well-known chain of the burger and rapid food dining establishments called McDonald's Company (NYSE: MCD) serves around 58 million consumers on a day-to-day basis. McDonald's Company likewise runs some well-known little chains of dining establishments like Pret A Manger, which was closed in 2008. This company was among the investors in Chipotle Mexican Grill up until the year 2006. Boston Market was led by MacDonald's up until the year 2007 (Kukreja, 2011).
Certain personnel management aspects are likewise added in this report. The significant ones are variety, training, advancement, discovering, and retention. No question these aspects are actually essential in the modern-day business world of 21st century however a fascinating analysis is that McDonald's has actually not connected these elements with sustainability (Kukreja, 2011).
There are differing ideas about sustainability technique within McDonald's. When seen from the viewpoint of…
Bartol, K., Martin, D., Tein, M., Matthews, G. (2001). Management: A Pacific Rim Focus," 3rd Edition, McGraw-Hill, Australia.
CPDL. (2004). Organisation & Management" Manual; 2004, University of Mauritius.
CPDL. (2005). Organisational Behaviour" Manual; 2005, University of Mauritius.
Kukreja, P. (2011). Employee Retention of McDonald's. Taken from: http://www.managementparadise.com/forums/human-resources-management-h-r/219372-employee-retention-mcdonald-s.html
Organizational Motivation and Leadership
The Coca Cola Company
Coca Cola Company is a leading manufacturer and distributor of syrups and non-alcoholic beverages. Coca-Cola being the world-leading brand, markets four of the world's top-five soft drink brands, which include Sprite, Fanta, and diet coke. There is no other brand much recognized as Coca Cola. The company operates in more than 200 nations and has a diversified workforce comprising of more than 200 different nationalities and communication of more than 100 different languages. The company is part of each of the societies they serve all over the world. Operating as a local business partner, they emphasize on the provision of quality in the market place, workplace enhancement, recognizing the environment and strengthening the community (Chance & Chance, 2002).
Coca Cola is the best-known product and the best supplier of soft drinks all over the globe history of the sift drink industry. The…
Chance, E. & Chance, P. (2002). Introduction to Educational Leadership & Organizational
Behavior: Theory into Practice. New York: Eye on Education
Fulton, R. & Maddock, R. (2008). Motivation, Emotions, and Leadership: The Silent Side of Management. California: Greenwood Publishing Group
Huston, C. & Marquis, B. (2009). Leadership Roles and Management Functions in Nursing:
Organizational Motivation Leadership
Effective and positive leadership is a basic foundation for any administrative institution to yield good results and therefore cause a great impact.
In this study we base our focus on a critical organization which is the infant daycare.
Infant daycare organization
Infant daycare centers are organizations that focus on the welfare of the child by providing care while the parent goes to work or gets engaged in other activities that may not allow the mother of father to be around the child during the day. The state requires that such organizations meet certain standards of safety, health and that the staff should have proper training. These institutions are normally equipped with fun toys and learning materials with the qualified caregivers trying as much as they can to make the life of infants as comfortable as possible. With the many challenges that infants face including having to master…
Bob Whipple, (2012). Leaders Creating Meaning. Retrieved April 4, 2012 from http://leadergrow.com/articles/105-leaders-create-meaning
CEO Flow, (2008). CEO Flow, (2008). The Four Rewards of Intrinsic Motivation. Retrieved April 4, 2012 http://www.ceoflow.com/2008/08/the-four-rewards-of-intrinsic-motivation/
David McCelland, (2012). Human Relations Contributors. Retrieved April 4, 2012
Feeling Extremely Motivated
This paper will describe an experience in which I felt extremely motivated. The paper will first provide a description of the experience. This will be followed by a reflection involving multiple perspectives. The experience will then be discussed on a deeper level using motivation concepts and theories. Finally, the paper will discuss how what I learned here can be applied in future experiences. At the end, the main points of the paper are summarized.
I was tasked with developing a report and presenting it to upper management. The report was to explain a project that I had advocated for and that had been greenlighted by upper management six months prior. Now management wanted an update to see how well the project was coming along, where it had succeeded and what it had run up against challenges. To help me develop the report, I needed…
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.
WOKPLACE LEANING AND MANAGE'S PEFOMANCE IN THE HOSPITALITY INDUSTY
elationship between Workplace Learning and Managers' Performance in the Hospitality Industry
elationship between Workplace Learning and Managers' Performance in the Hospitality Industry
Manager's ole as a Leader
Why is Workplace Learning Important
The 'ideal' Workplace Learning Situation
Methods of Workplace Learning
Hospitality Industry Supports and Values Training and Learning
Management Skills in Workplace Learning
Manager's ole in the Hospitality Industry
Optimize Communication between Managers and Employees
Effective Managers in Hospitality Industry
elationship between Workplace Learning and Managers' Performance in the Hospitality Industry
Impact of Managers' Performance
Why Should Managers be Involved in Workplace Learning in Hospitality Industry?
Skills Learnt in Workplace Learning in Hospitality Industry 13
There is a direct relationship between workplace learning and manger's performance in a hospitality industry. This paper deciphers the roles and responsibilities of the manager in…
Lucas, R.E. (2003). Employment Relations in the Hospitality and Tourism Industries. New York: Routledge.
Lucas, R.E. (2003). Employment Relations in the Hospitality and Tourism Industries. New York: Routledge.
Theresa, B., Blackbourn, S., Hussey, D., & Linda, N. (2009). Developing the Local Workforce: Is Work-Based Learning the Solution? British Journal of Occupational Therapy, 18-28.
Ahu, T., & Ozbilgin, M.F. (2009). Understanding Diversity Managers' Role in Organizational Change: Towards a Conceptual Framework. Canadian Journal of Administrative Sciences, 45-52.
Both observation and experiment provided the underpinning for Abraham Maslow’s theory of human motivation. Maslow (1943) posits, “man is a perpetually wanting animal,” leading to the constant striving to fulfill goals (p. 370). If and when anything prevents the fulfillment of a goal—whether the obstacle is internal or external—discomfort or psychopathy can occur (Maslow, 1943). Although Maslow’s original research was conducted decades ago, recent research on motivation and human behavior continues to substantiate Maslow’s core claims. Researchers continue to operationalize Maslow’s definitions of needs and motivation, leading to a strengthening of the original theory and expanded applications in the social sciences. Maslow himself wrote extensively to develop and mature a comprehensive theory of human motivation based on the hierarchy of needs model. The original needs hierarchy consists of five fundamental needs: for physiological comfort and fulfillment, for safety and security, for belongingness, for esteem, and for self-actualization. Although definitions of…
Diversity and Motivation
Human esources Manager of a good company would have an extremely responsible job on his shoulders. He would, in essence, be responsible for the well being of the employees of the company as well as for their efficient working in a manner that would bring profit for the company and not a loss. If he were to neglect his duties, the company would suffer, as would the employees. The success and proper utilization of the tremendous responsibility of the human resources manager lies in his understanding and grasp of the major concerns of the company he is working for, as well as certain management issues that would prove beneficial for the better functioning of the company. The primary concern of the manager of today must be an understanding of 'workplace diversity'.
What is diversity? It is the basic concept that no matter whom you are or what…
Employee Motivation in the Workplace" (2004) Retrieved at http://www.accel-team.com/motivation/. Accessed on 12 September, 2004
Employee Rewards" Retrieved at http://www.accel-team.com/motivation/employeeRewards_00.html. Accessed on 12 September, 2004
Executive Information Systems" Retrieved at http://www-users.cs.york.ac.uk/~kimble/research/ak/eis.html#_Toc329100790Accessed on 12 September, 2004
Improve Your Company Performance" Retrieved at http://www.gainshare.co.nz/. Accessed on 12 September, 2004
Generally, online students need to have a high level of self-motivation for their studies. Being aimed towards the adult, working student body, Strayer attracts students who are not motivated only by the subject matter of their studies, but also by what this can mean in terms of their self-development. This extra level of motivation is encouraged by the structure and aims of Strayer University. This relates to the individual needs and goals variable.
Each student entering the university has a specific goal for furthering their studies; they wish to improve their careers or themselves in some way. This serves as motivation to not only complete, but also to excel at their studies. This is so for both online and campus students. Lecturers in turn are motivated by the needs of these students to deliver excellence in the material that they offer learners, in order to ensure excellent student performance not…
Silberman, Robert S. (2009). Letter to Shareholders. Strayer Education, Inc. Annual Report 2009. Retrieved from http://files.shareholder.com/downloads/STRA/916322741x0x353509/C4984D55-27AA-440A-B370-CE3D306CF2D5/STYR_09AR_Final.pdf
Strayer Education, Inc. (2010). Financial Performance. Retrieved from http://www.strayereducation.com/growth.cfm?pageSection=growth
Strayer University (2010). CTI College Search. Retrieved from http://www.citytowninfo.com/school-profiles/strayer-university
Burke, W. Warner, Litwin, George H. A Causal Model of Organizational Performance and Change. Journal of Management. Bloomington: Sep 1992. Vol. 18, Iss. 3
Leadership Qualifications in the orkplace
Proposed Leadership Model
For eras there have been people and leaders have discussed what the qualifications that make a great leader are. Leadership travels all the way back to the period of the ancient Greeks. In the 1500's, there was an Italian statesman named Niccolo Machiavelli, who wrote The Prince, and in this book he talked about the different methods for leaders to use in obtaining power (Leadership 2003). This all led to the current events dating to the early 1900's and what has been used and developed in today's society. There are a lot of theories of what a leader in the workplace should have and the idea that leaders during history have been people who were seen or looked up to as leaders and deeply appreciated. As people say "There are those that lead and those that follow." An individual with…
Akinboye, J., 2005. Executive behaviour battery. Ibadan: Stirling-Horden Publishers.
Borman, W., 2004. The concept of organizational citizenship. Current Directions in Psychological Science, 13(6), p. 238 -- 241.
Cameron, J.D.E.K.R. & R.R., 2001. Extrinsic rewards and intrinsic: Reconsidered once again.. Review of Educational Research, pp. 30-54.
Charlton, G., 2000. Human Habits of Highly Effective Organisations.. Pretoria: Van Schaik Publishers.
As Moore and Anderson emphasize, "Another driver is that distance education students have as much right to expect effective library services as traditional on-campus students. Therefore, services have been enhanced to ensure easy access and equitable delivery of resources and services" (p. 384).
Clearly, then, although the mission of many university libraries to provide the resources and tools students need to achieve successful academic outcomes has not changed in substantive ways in recent years, technological innovations have demanded that they transform the manner in which they achieve these missions. A survey of university librarians conducted by Moore and Anderson (2003) determined that, "y far the major thrust of the libraries surveyed was the inclusion of information literacy skills into the curriculum, either imbedded into the discipline-specific information or as assessable tests within foundation or first-year subjects" (p. 382). The provision of these types of services, Moore and Anderson suggest, may…
Droege, S.B. And J.M. Hoobler. 2003. "Employee turnover and tacit knowledge diffusion: A network perspective." Journal of Managerial Issues, 15(1): 50.
Finnegan, R.P., F.D. Frank and C.R. Taylor, C.R. 2004. "The race for talent: Retaining and engaging workers in the 21st century." Human Resource Planning 27(3): 12.
Milgate, Michael a. 2004. Transforming Corporate Performance: Measuring and Managing the Drivers of Business Success. Westport, CT: Praeger.
Phillips, Jack J. 2005. Investing in Your Company's Human Capital: Strategies to Avoid Spending Too Little -- or Too Much. New York: AMACOM.
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.