...Management and its relationships to business objectives. Performance management’s primary objective is to drive improvement by collectively developing the ability of individuals to excel the expectations & achieve their full potential to fulfill the enterprise set goals and objectives. It’s a cohesive relationship between workforce and performance; performance of individual to profit and goal achievement. Performance management is a technique to ensure that individual works collectively towards organizational goals. In short performance management is a recurring method, to achieve full potential of individual, group or group of workers working towards achieving organizational goals. The Performance Management Practise is very vital to an organization in context to people & workforce development. Performance management is a system which tends to achieve the below: * It empowers individual’s understanding of their expected results in terms of output and their contribution towards the organizational goal. * It helps understanding and estimating their individual need to develop skills to achieve the set targets. * It helps to keep the individual motived and work more efficiently towards goal achievement. * It strengthens a productive working association between a manager and member of different groups. The main purpose of performance management is execution of business objectives and to increase the overall strength of the employees. Execution of Objectives:...
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...Executive Summary This report discusses and examines employee motivation in an IT organisation. The report examines the benefits of employee motivation followed by the various theories concerning motivation. The initial portion of the report focuses on the benefits of employee motivation which is followed by a discussion of motivation theories – content theories and process theories. The report further tries to outline the various options or methods followed by organisations to drive higher levels of motivation among the workforce. The methods included in the report addresses the various rewards and recognition options, use of scorecards, fun and recreational activities, communication channels, learning and growth opportunities and corporate social responsibility as methods to effectively drive employee motivation levels. The report recommends the establishment of a basic framework with respect to hygiene factors of a workplace in order to successfully drive initiatives to motivate workforce. Further, the report concludes on the note that various other factors including cultural, political, social and spiritual needs should be considered while arriving at a combination of methods to drive higher levels of motivation. Success of the initiative would depend upon the appropriateness of technique and timeliness beyond other factors. Table of Contents Executive Summary ..........................................................................................
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...a world renowned academic, scholar, and author of psychological behavior and motivation theory with over a dozen books and articles to his credit. This essay will make no attempt at enumerating or discussing all of Dr. McClelland’s contributions to the scientific community; rather my intent is to present a critique of his conceptualization of leadership, outline his theoretical grounding, and discuss the key features of his theories. Contributions McClelland’s contributions to leadership are centered on human motivation and how these motivations affect people in the managerial context. In 1961, he published “The Achieving Society” in which he identified three motivators that were common to everyone in varying degrees: 1) Achievement 2) Power 3) Affiliation (McClelland, 1977) According to McClelland, each of these motivators exists to varying degrees in each of us, and are learned, or socially developed. Individual action is to a significant degree driven by the combination of these attributes. In “The Achieve Society”, McClelland point out that in most cases people aren’t normally aware of what drives them, despite the fact that the combination of these motivators significantly impacts how they work with others and the types of roles that best suites them (McClelland, 1961). Achievement Achievement oriented people are driven to master complex challenges, to overcome goals, find solutions, and they enjoy positive feedback on their success. They are also highly...
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...in a certain way toward someone or something. Cognitive dissonance is any incompatibility or inconsistency between attitudes or between behavior and attitudes. Resilience-an individual’s ability to overcome challenges and turn them into opportunities. Overcoming com. Barriers-use feedbacks, simplify language, listen actively, constrain emotions, and watch nonverbal cues. Maslow’s-physiological needs-food, drink, shelter, sex, and other physical requirements. Safey-security and protection from physical and emotional harm. Social-person’s need for affection, belongingness’, acceptance and friendship. Esteem-internal esteem such as self-respect, autonomy, and achievement and external esteem; status, recognition and attention. Self-actualization-needs for growth, achieving one’s potential, and self-fulfillment. Three needs theory-need for...
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...“I Met My Goal, Now Where is My I-Pad” The effects rewards have on motivation and job performance T. Burt GM 591:Leadership and Organizational Behavior 06/19/2011 Literature Review Schermerhorn, Hunt, Osborn & Uhl-Bien (1997) defined motivation as the forces within an individual that account for the level, direction, and persistence of effort expended at work. They examined both the content theories, and process theories of motivation. They gave a detailed description of each theory which explains how the needs of individuals lead to motivation. There was an examination of intrinsic and extrinsic rewards and the pros and cons of each were discussed. Rollins (1987) examined the pros and cons of pay for performance. He concluded that the many pay for performance programs fall short of the model standards. Many organizations have a budgeted amount for merit increases and therefore they do not always fully compensate an employee for their performance. For those organizations that do not agree with pay for performance they must come up with other ways to motivate employees Kurland (1995) challenged organizations to look at how rewards could lead to unethical behavior. In some instances employees may try to beat the system in order to receive a reward. As was the case with Sears Roebuck and Company whose employees were charging employees so they could receive a higher commission. Leonard...
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...Organizational Behavior Final Assignment By: Colette Gillespie Class: Organizational Management Teacher: Prof. Missy Santman What is Organizational Behavior Practice (Question 1) Organizational Behavior Practice is a field of study that investigates the impact of individuals, groups and structures upon behavior within an organization. Organizational Behavior Practices focus on many different areas like for work behavior (Group Behavior, Individual Behavior, and Collective behavior). Organization Behavior Practice is an interdisciplinary field that includes sociology, psychology, communication, and management. Organization Behavior Practice is designed to help manager better understand work out come (job satisfaction, learning, and commitment). Organizational Behavior Practice helps a manager better understand work behavior, perceptions, personalities, motivation, and attuide. When Organization behavior Practice is used it will give the manager a better understanding on a lot of different area when it comes to work behavior, and why an employee might be acting a certain way. Where I have seen Organizational Behavior Practice used (Question 1) I have seen Organizational Behavior Practice used before when I worked for Production Line. There was a problem going on with the employee performance and everyone was starting to get very negative, which was affecting the work they were doing. Our totals were going down along with the speed of quality...
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...predict academic achievement: Evidence from a selective student population Tatiana V. Kornilova, Sergey A. Kornilov ⁎, Maria A. Chumakova Department of Psychology, Moscow State University (Lomonosov University), Mokhovaya St., 11/5, 125009, Moscow, Russian Federation a r t i c l e i n f o a b s t r a c t The study examined the relationship between implicit theories, goal orientations, subjective and test estimates of intelligence, academic self-concept, and achievement in a selective student population (N =300). There was no direct impact of implicit theories of intelligence and goal orientations on achievement. However, subjective evaluations of intelligence and academic self-concept had incremental predictive value over conventional intelligence when predicting achievement accounting for more than 50% of its variance. The obtained pattern of results is presented via structural equation models and interpreted within a dynamic regulative systems framework suggesting the importance of further studying complex sets of achievement predictors that include ability, personality and mediating constructs. © 2009 Elsevier Inc. All rights reserved. Article history: Received 12 November 2007 Received in revised form 7 August 2009 Accepted 10 August 2009 Keywords: Achievement Implicit theories Intelligence Subjective evaluations Academic self-concept 1. Introduction A vast literature exists on predicting and explaining learning activity and academic achievement with numerous...
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...women is important for their status and recognition. Deloitte (2013a) is following this initiative, being a market leader in empowering women. This report will explain that leadership, motivation and human resource strategies have been used by Deloitte to effectively manage its employee’s behaviours through their vision of empowering women. This report will explain that culture in the Asian and Middle Eastern countries play a role in determining the strategies that a company can use. There will be an analysis critiquing the strategies that Deloitte have used, whether they have adopted the correct strategies and what strategies they should implement in the future. “Leadership is the process by which a person exerts influence over other people and inspires, motivates and directs their activities to help achieve group or organisational goals” (Waddell, Jones & George, 2011, p. 172). Deloitte motivates and manages its employees through using the leadership theories of: House’s path goal theory; Vroom’s expectancy theory and transformational leaders. House’s path goal theory supports servant leadership. This means that the leader is not looked at from a position of power but rather as a life coach providing information and support to employees (House, 1996). House’s Path goal theory entails: offering rewards for the achievement of performance...
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...organizational goal. This report will highlight leadership as to how it applies to all levels of management in organisations and the role of leaders to internal and external stakeholders. This report will also identify and evaluate various conceptual frameworks and models that will be used to explore leadership as a concept. Introduction If one could consider an organization as an independent entity, with its plethora of goals and objectives to achieve in line with its mission, then one must also endeavor to find out the lifeblood that keeps the organization running. Such would be leadership; according to a smart definition by Steve Zeitchik, CEO of Focal Point Strategies, leadership is inspiring others to pursue a revolutionary vision within the parameters set, to the extent that it becomes a shared effort, a shared vision, and a shared success by every member of the organization (Focal Point Strategies, 2014). According to Winston and Patterson (2006), a leader is one or more people who selects, equips, trains, and influences one or more followers and focuses the follower on the path of achieving the organization's mission and objectives, causing the follower to willingly and enthusiastically expend spiritual, emotional, as well as physical energy in a concerted coordinated effort to achieve the organizational mission and objectives. This is especially important for all levels of management, as each section, function, department, and team will have to not only report to a manager...
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...for your discussion beginning to end. Management is the process of reaching organizational goals by working with and through people and other organizational resources. It is a process or series of continuing and related activities, involves and concentrates on reaching organizational goals and it reaches these goals by working with and through people and other organizational resources. The key managerial functions are planning, organizing, leading and controlling and are all crucial to the success of any manager. Managers exist in every business. In fact, managers do the same types of tasks in all businesses. Whether a person manages a hair salon or a factory, the manager’s job consists of similar tasks. Planning, organizing, leading and controlling all serve an important part in achieving management’s vision. Each component is important and one cannot function well without the others. Planning is preparing a sequence of action steps to achieve some specific goal. It is usually short term and stresses on the formulation of functional plans such as day-to-day operation plans. It is foreseeing future circumstances and requirements. Planning involves defining organization goals, establish strategies to achieve goals, and develop plans to integrate and coordinate work activities. There is a sort of planning hierarchy in planning process in an organisation because top management’s goals become the targets which lower level management must follow. Planning helps us to know where...
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...Report of Case study week 5 The world develops increasingly with fast pace, which requires organizations to improve and change continually to adapt the world. The leader as a core person in an organization or individual group plays a necessary role. An outstanding leader should not only possess special traits but also have to apply suitable leadership theory. As the society develop, the leadership theory is changing continually. The primary theories such as the great man theory and trait theories insisted that leaders are born with specific traits, latterly the theory such as the behavioral approach stressed that leadership could be learned.（Northouse 2012） After those theories modern approaches appeared. Compared with the older theories the modern approaches focused increasingly on the relationship between leaders and followers but not just about the leaders’ traits. And another obvious change is the communication method verifying from one way (top down) to a two way interaction between leaders and followers, so that subordinates could propose their own suggestions and ideas. This report is mainly about a sandwich factory operates in the Greater London area, and established by Kirsty Flower in 2005. The management team are all mid-twenties, females and have no experience about company management. (Case Study: Week 5)The purpose of this essay is to outline modern approaches which have been used in the leadership of Kirsty and analyze the strengths and weaknesses of Kirsty’s...
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...Achievement Motivation Kathryn Harwick Saint Leo University Psych of Motivation and Emotion PSY-432-DL01 Professor Litman July 20, 2015 Abstract Those who have high levels of achievement motivation desire success and will do anything to achieve the overpowering sensation of external rewards. Research has been completed throughout the years in order to determine what causes human motivation and what effects it can have on the human body. Throughout these studies, confirmation has indicated that challenging tasks and activities increase effort and provide individuals the encouragement to excel and develop. David McClelland’s achievement motivation theory has proven that this form of motivation is indeed key to determining the influence on academic performance, as well as being an important psychological indicator for one’s success and failure in life. Achievement Motivation How each of us develop the will and desire to succeed in certain tasks and activities, or how we concern ourselves with the possibility of failure are both issues surrounding practical and theoretical significance. Motivation is generally defined as the driving force behind all of our actions. It refers to the dynamics of our behavior, while influencing our needs and desires. There are different types of motivation that range from intrinsic, extrinsic, psychological, and achievement motivation. Achievement motivation is one’s need to succeed while attaining their ambitions and aspirations...
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...highest quality audio products in the industry. The company prides itself on its high production standards and goals. It has recently instituted a new production process in an effort to help employees meet its high production standards and goals. None of Supervisor A’s employees are doing well with this new production process. Some of them do not seem to put forth any effort to master the process. Those who have mastered the process to the point that they can readily make it work are not putting forth enough effort to reach the production goals the company has given. Even those who can readily make the process work and who are often top producers are not concerned about achieving the goals. Supervisor B has spoken informally to some of Supervisor A’s employees about the new production process and company goals. Some have said they cannot be successful with that process because it requires more hand dexterity than they believe they are capable of. Some who do not have difficulty with the process feel that it is not worth putting in extra effort to reach the production goals. There is usually no difference in salary increases among those who meet department goals and those who fall short of the goals. They believe that workers at the company have to be very slow before performance affects salary. They also say that, when a bonus is given for reaching production goals, the amount that in paychecks after all withholdings is so small that it is not worth the effort; overtime...
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...day. A successful manager denotes leading subordinates by proceeding and applying new management procedures (Drumea 2011, cited in Lazaroiu 2015) that is required by organizations for its strategic achievement, which in this case is employee motivation. In the given Fremont plant of General Motors after nearly decades of internal conflicts, The Fremont Plant of General Motors (GM) had encountered bankruptcy. It was reopened and under the collaborative management of Toyota and GM with more effective management practices that were successfully at boosting employee motivation, which was formed as a legal entity, namely NUMMI. Motivation is defined as psychological process that induces employees to contribute to their work and perform “voluntary actions” that directly related organizational goals (Mitchell 1982, cited in Ramlall 2004). According to McShane et.al 2010, employee motivation can be categorized into different foundation of theories regarding how employees can be motivated. The composition will now explain how the alteration in management style reflects these theories. Afterwards, some recommendations will be provided in order to resolve the facing challenges as well as to give more suggestions on how NUMMI management can even further improve. Equity Theory (Adams’s Theory) Firstly, The UAW Labor Contract has diminished the payment and performance evaluation between highly professional employees and newly hired employees. According to Levine (1991), wage division in...
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...the elements interrelate to form this definition? The five key elements of leadership are influence, leader-followers, organizational objectives, people, and change. When it comes to the leader-follower element, leaders and followers influence each other. This relationship leads to the next element that is influence where the leader uses power, politics, and negotiating to sway followers on their opinions. In order for a manager to be effective, they need to influence their employees by communicating ideas to gain acceptance. Then motivate their employees to support and implement the idea at hand through change. in order for a company to stay relevant in the ever changing economy, they need to continuously change with technology, theories, and such. And in doing so, a company’s organizational objectives are met through the same vision shared by employees. Effective leaders motivate employees to think outside the box and push their limits all while keeping in mind what is best for the company. 3. Are leaders born or made, and can leadership skills be developed. The definition of leadership is very complex with many different characteristics, some are developed and some are part of the personality a person is born with. Everyone has the potential to lead if the effort is put in, and weaker skills can be developed through trainings, or a person knowing their weaknesses...
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