...motivation incentives to encourage good performance. National Institute for sports a re-known government organisation is not an exception and the notion of workers motivation and good performance outcomes is not new. As the organisation seeks to improve its workers performance severe challenges exist to achieve the overall objective of the organisation to extend adequate motivational incentives to its entire population. Motivation theory can help us to consider the different investments which can be made in people. Investment in workers through motivational measures are made today with the hope of future benefits for an organisation. “In a world characterised by competition, customer focus and the need for speed and flexibility, in order to get the results you want, you still have to depend on your people to carry the day” (Storey, 2001:9). This therefore makes it a necessity to employ “talented individuals, who need to be developed, motivated, rewarded and provided with the organisational cultures and work processes that will make them to be successful” (Hay group, 2000 in Storey, 2001: 9). The study makes a critical analysis of motivation and workers performance in National Institute for sports and identifies several motivation incentives that can help boost better performance. Its central question is: Why are workers not performing as...
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...The problems with performance appraisal Introduction Formal performance appraisals form an integral part of overall performance management programs in many organisations. Indeed, for many decades performance appraisals have been a key method for monitoring employee performance and they often play a major role in promotion or salary increments. However, though appraisals continue to be widely used, there is significant and ongoing debate about the validity of results obtained, as well as their effectiveness in positively influencing employee productivity and performance. This paper examines performance appraisals in the modern organisation. It discusses the development of performance appraisal theory, the perceived problems with performance appraisal systems as well as the potential performance and productivity improvements that may be achieved with their use. OK! Performance Appraisals It is widely contended that many (if not most) organisations conduct regular employee performance appraisals (Gliddon 2004; Varma & Pichler 2007). Thus, it is understandable that there is a very large body of literature around the subject (Schraeder & Simpson 2006). Indeed DeNisi and Pritchard (2006, p. 253) state that ‘performance appraisal has been the focus of considerable research for almost a century’. Yet there is surprisingly little consensus on any aspect of performance appraisals, not merely in terms of how they should be constructed or conducted, but even whether...
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...Resource Management A competitive advantage Jennifer O’ Hagan Table of Contents How can good HRM practice become a source of competitive advantage for organisations in the retail sector? 3 Introduction: 3 Definitions: 3 Main functions of a HRM system: 4 Key functions of a HRM system: 6 Learning and development and performance management: 6 Induction: 6 Staff appraisals/review systems: 7 Hertzberg Two factor theory 8 Motivational factors 8 Hygeine factors 8 HRM eveloution 9 Why is HRM such an important tool in organisations today? 10 References 11 How can good HRM practice become a source of competitive advantage for organisations in the retail sector? Introduction: The purpose of this study is to discuss how good HRM (human resource management) practice can become a source of competitive advantage for organisations in the retail sector. To help me examine this, I will explain what defines HRM and the main functions of a HRM system. I will also examine why it is such an important tool for many organisations today. Definitions: Human Resourse Management has been defined as ‘a strategic approach to managing employment relations between employee and employers, which emphasises that leveraging peoples capabilities is critical to achieving competitive advantage, acheived through a distinctive set of integrated employment practices.’ ‘Strategy denotes an activity that organisations perform in order to accomplish its goals.’ (Bratton &...
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...Performance appraisal system: Name: Institution: Performance appraisal is a human resource management practice, which has attracted a lot of attention from scholars and practitioners. It refers to the process by which a person’s job performance in an organization is scrutinized and evaluated. The reason for the implementation of performance appraisal is accomplish the goals and objectives of a firm. Performance appraisal has become part of a more strategic approach in integrating human resource activities to a company. Today, it has increasingly become a major focus in business and every organization. The system is crucial to the performance management and it directly reflects the strategic plan of an organization. The focus of PA is on an individual and not the performance of a team and this has made it to unpopular with workers in different fields. There are two types of performance appraisal, informal approach and formal approach; this paper will look at the later with respect to AMACO insurance company. The company taken for research was AMACO insurance. The company is based in Nairobi but has branches all over Kenya. The first process in which the company’s appraisal system is carried out is establishing performance criteria. The most common appraisal criteria in the company are goal achievement, behavior, traits, competencies, and improvement potential the company carefully selects each performance criteria because it pertains to achieving the company’s goals. Certain...
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...Table of Contents Section Title Page 1. Executive summery………………………………………………………………………2 2. Introduction…………………………………………………………………………………4 3. Analysis………………………………………………………………………………………..5 4. Recommendation………………………………………………………………………….9 5. Conclusion…………………………………………………………………………………....10 Executive summery This report is prepared for the Carringbush Council. The purpose of this report is to analyse, and indentify internal and external issues, and suggest if any changes to the work culture and performance management system can help, overcoming these identified problems. In future, there are a few changes expected, in external environment. They will affect the council. Along with these external influencing factors, there are internal issues as well, which need to be addressed, in order to maintain or improve the performance of the council. Various theories developed by researchers are used to suggest the effective ways, to overcome these issues. This organization is a public sector organization, so obviously it is a hierarchical organization. The work is well defined with no room for flexibility. From this mechanistic approach, the organization has to transform into an organic type of organization, in order to achieve the desired structure. Next identifies issue is lack of managerial skills in middle level...
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...dilemma of knowledge sharing may be overcome through normative motivation, with provision of hedonic motivation through extrinsic incentives such as training and career progression. In an operating adhocracy where interdependent teamwork is vital, it may be overcome through normative alignment reinforced by intensive socialisation. Extrinsic motivators that align with hedonic motivation may also reinforce the propensity for knowledge sharing. In both organisational types, financial extrinsic incentives do not appear to be relevant on their own, and may ‘‘crowd out’’ other motivators. Research limitations/implications – The cases reported were chosen from the existing literature and, although many were not designed specifically to address motivational issues, suggestive conclusions are drawn. Most of the cases were drawn from organisations rooted in the Anglo-American context and thus care would be needed in generalising the findings to organisations in...
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...Tutor Marked Assessment- Submission document 3PRM Supporting Good Practice in Performance and Reward Management |Your Name |Karolina Mehmeti | |HLC Student Number | | |Cohort/Group |November 2014 | |Your Tutor |Lisa Stevens | |Date of Submission |01/11/2015 | |Number of words used in this TMA (discount references and tables, charts and graphs) | | Save this document as Full name, Unit, Cohort, Assessment For example AngelaSample_3PRM_Jan15_Assessment It will be returned as AngelaSample_3PRM_Jan15_Assessment_Feedback CIPD Assessment Activity |Title of unit/s |Supporting Good Practice in Performance and Reward Management | |Unit No/s |3PRM ...
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...REVIEW OF RELATED LITERATURE The study focuses on the human factors affecting the high performance of faculty members in university. The subjects provided in this chapter helped in obtaining the objectives of the study. Several studies had proven that there was actually an existing problem on the performance of employees in Cavite State University. An employee must be a communicator, a leader, a role model, and a collaborator. Each individual member of a team should understand exactly what their responsibilities and expectations are, and as their supervisor, an employee should work to help them reach those goals. Some people find performance management to be a difficult role to play. Some people in particular have difficulty when it comes to evaluating performance. But when it’s done well, performance management is about partnership and motivation at work. If it’s done from this perspective, there is nothing to be uncomfortable about. When this perspective is shared with your employees and they learn to see it that way, performance management becomes a powerful tool that helps your team to become more successful. (Tschiesche, 2013) Measuring performance is of great importance to an incentive plan because it communicates the importance of established organizational goals. “What gets measured and rewarded gets attention” (Bohlander et al, 2001). In discipline of human resource management, different writers suggest the following indicators for measuring employee performance...
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...A STUDY ON EFFECT OF EMPLOYEE MOTIVATION ON EMPLOYEES PERFORMANCE OF HYDERABAD INDUSTRIES LIMITED, THRISSUR Birla Institute of Technology, Mesra Noida Campus SUBMITTED BY: TWINKLE MALHOTRA(BBA/4510/10) AKSHITA CHAUHAN(BBA/4528/10) TABLE OF CONTENT CHAPTERS PAGE NO. CHAPTER 1 INTRODUCTION 1.1 Introduction of the study 3 1.2 Company Profile 4 CHAPTER 2 LITERATURE REVIEW 13 CHAPTER 3 OBJECTIVES AND SCOPE OF THE STUDY 3.1 Objectives of the study 16 3.2 Research Problem 16 3.3 Significance of the study 17 3.4 Research Methodology ...
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...Evaluating Reward Systems and their Impact on2 EVALUATING REWARD SYSTEMS AND THEIR IMPACT ON PERFORMANCE Name Affiliation Date ChemLab supplies international is a company linked with worldwide leaders in laboratory and glassware industrial manufacturing. The business is devoted in providing various products and services of high quality from international sources that are recognized worldwide. These sources are for instance like fine chemical, specialty chemical and other associated industries. ChemLab international has been serving the world since 1998, its location is in Pakistan and it stand for foreign manufacturers. I am the human resource assistant at ChemLab supplies international and the company has been experiencing low employee turnover and high rate of employee resignation. The productivity is subsequently low and profit margins are not met. Preliminary problem statement Can the reward system be effective in improving performance and productivity in ChemLab Supplies International? It is clearly evident that the company employees are most certainly demotivated and that is why they absent themselves from work and a large number of them quit their jobs. A system to motivate these employees should be implemented to curb this problem. The employees are always giving reasons not to come to work and within no time the employee who has been giving reasons submits their resignation letter. A research has been conducted to find out why the employees absent themselves...
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...Intro [ ] Section 1 In this section I will be looking at the functions and aspects of a successful business. Ranging from, what a manager does to what’s expected of them and how they factor in to a business’s planning and organisational structure. Role of Management The role of management within a business is largely dependent on the type of business. Small businesses are likely to have what is called a “flat structure” where employees have more than one role or skill and can take over duties from another employee if needs be. Flat structures are especially popular with new businesses or “start-ups” where there are often people who have experience in the industry but are new to management. The Flat structure allows them to get hands on and build their business quickly, without going through a hierarchical structure. Larger businesses, typically corporations, use a tall structure. This management style puts emphasis on the individual skills of employees and co-ordinating employees together in teams to complete tasks. The tall structure caters towards employees who have specialist skills to complete large tasks which couldn’t be accomplished otherwise. Within a tall structure there is a larger emphasis on performance than there would be in a flat structure. Depending on the structure the style of the business, management will vary, however, outside of these structures there are common elements which are the basis for all...
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...Explain at least 2 purposes of performance management and its relationship to business objectives. Performance management is a repetitive process, established by organisations to help them in accomplishing their objectives (goals, as listed in the organisation’s vision) by maximizing the performance of an individual, team or whole organisation and ensure that the objectives are achieved. 1. The Performance Management Process is a key component of organisation’s overall approach to the management of its people. As part of the performance management system, Performance Management Process aims to achieve the following: • To enable an individual employee to know exactly what is expected both in terms of outputs (the delivery of agreed objectives) and the relevant, appropriate behavioural style (role-related competency models), which will underpin the delivery of the agreed objectives. • To enable individual and team effort to be focused on the delivery of the departmental business plan. • To enable an individual to identify and meet personal development needs which will facilitate the delivery of agreed objectives. • To enable individual employees to feel motivated and valued for their contribution to the on-going success of organisation. • To enable individuals to identify and achieve realistic career goals over time. • To enable the organisation to reward individuals fairly based on an objective assessment of their contribution. • To enable the organisation to audit...
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...HEALTH CARE WORKERS HAND DECONTAMINATION PRACTICES: A QUANTITATIVE STUDY CRITICAL APPRAISAL: INTRODUCTION: The problem of hospital acquired infection is identified, effort have been made to eradicate or reduce the rates of receiving. The aim of the article notes the study of healthcare workers hand washing practices from behavioural aspect. LITERATURE REVIEW: Researcher analyse various articles that describes the rates of hospital acquired infection that obtained from 6-15% of hospital admission. It also states 10-32% of acquired infection have been found in the intensive care unit (ICU).One of the study claim it is important to understand the rates can be reduced by up to one-third if the healthcare workers go along with the guidelines issued by CDC ( Centers for Disease Control and Prevention).Likewise, the factors that provide to healthcare workers non-compliance with hand washing guidelines have been identified ,such as inaccessible equipment, lack of time, busyness and deleterious effects on skin. Intervention to improve such as provision of an educational programmes, motivational programme and patient educational programmes have been enabled. After all, the researchers have concluded the hand washing compliance rates of health workers are difficult to change, therefore it can be argued that maintained improvement of compliance with guidelines requires a multi-faceted approach. THEORETICAL FRAMEWORK: ...
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...problem as an academic issue through remedial or developmental instruction. Developmental education programs however do not address the whole problem. Lack of motivation is not limited to the academically weak student. Successful remedial and study strategies courses aimed at the underprepared student have demonstrated that students who really want to improve their skills can do so when motivated. However, even the best remedial instruction programs have failed to positively impact the student who is both underprepared academically and unmotivated. When students have both a lack of academic skills and lack motivation, the greater problem is motivation (Kelly, 1988). Faculty often have neither the time or inclination to address difficult motivational issues in the classroom, consequently, the task of trying to effectively motivate such students often falls to academic advisors. Opinions about the role of motivation in academic achievement and what can be done about it vary widely among college faculty, administrators, and student services professionals. Consideration about unmotivated students opens a Pandora’s box of questions: Can anything be done about these students? Can motivation be taught? What kind of strategies can be used to influence motivation? Is this time wasted that might better be used on those students who are already motivated? The problem of devising effective strategies that influence...
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...Motivation Definition: 1. Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. Motivation is a term that refers to a process that elicits, controls, and sustains certain behaviors. Motivational Techniques: 1. Negative motivational forces: Some managers believe that they can achieve results from their teams by shouting and swearing at them or by threatening them with disciplinary action. 2. Positive motivational forces: • Offering rewards and incentives – bear in mind that rewards must be deserved and recognition should be given only to those who have earned it. • Encouraging healthy competition – this can be advantageous but can also be detrimental when pitting staff against each other. 3. Positive Imagery: Posting motivational themes and messages, in the form of slogans or quotes, can help to positively empower a team. 4. Team-building activities: Improving team relationships can result in increased productivity and morale, and can lead to a much happier and healthier working environment. 5. Training: People can be skilled to become more motivated by showing them how to deconstruct tasks and challenges. Demonstrating to them how to cope in the workplace can lead directly to improved motivation. 6. Enhanced communication: Communication does not only mean talking to your team but also listening to them. It is important to ensure their understanding...
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