...Review: Employee Motivation - A Powerful New Model 1. Introduction How inner and outer drives make human beings keep going and aiming higher goals in our lives is always a mysterious field. In decades, scientists and psychologists have been trying their best to understand ourselves deeper and deeper. Nowadays, it is believed that how to boost employee motivation is very important to companies and organisations, and managers have to figure out good and right ways to stimulate their employees. In 2002, Lawrence PR. and Nohria N. published Driven: How Human Nature Shapes Our Choices, in that book, they referred that there are four drives, Acquire, Bond, Learn, and Defend, which drive us to complete tasks and achieve goals in everyone’s life. And then, in 2008, Nohria et al announced a further research in Harvard Business Review about a powerful new model which helps managers to boost employee motivation at workplace, and this famous theory about employee motivation mainly focuses on four drives which were developed by Lawrence and Nohria’s earlier research. 2. Summary In Employee Motivation - A Powerful New Model, authors refer the four drives which are known as: A: the drive to Acquire; B: the drive to Bond; C: the drive to Comprehend (as known as the drive to learn); and D: the drive to Defend. Managers who want to boost employee motivation have to understand about how to fulfill human basic needs, and the relevance and interaction between the four drives...
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...work performance to be attracted to that company. Reward system management refers to a framework of envisioning the formulation of various reward systems, which can boost a salesperson's motivation. Reward system and motivations are vital in company operational management. The motivation of employees is a psychological feature wherein employees are stimulated in order for them to behave in a given manner with the main goal of accomplishing some given organizational objectives. It is important that organizations motivate their employees so as to obtain the best from them. The level of motivation in the sales force needs to be higher to enable them to meet the sales aims efficiently. Central to motivation is offering the employees with what they need most from the work they are doing (Agarwal, 1998, p. 102). The more the manager can provide what the workers want, the more he or she should have expectations of obtaining what he or she wants, which includes service, quality, and productivity. A motivation practice and philosophy, which is positive leads to improved service, quality, and productivity. The motivation of employees leads to the gaining of a new perspective, goals achievement, the creation of power...
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...Maslow’s Hierarchy of Needs A Case Study of The Impact of Solar Panel Production At Better Power Introduction Better Power is a company recently established in Australia with the aim of distributing power to Australian households from greener energy sources such as solar farms and wind mills. Better Power has reported a 30% decrease in output that has negatively affected sales and backorders. This has resulted in low staff morale and increased job insecurity. In this case study, I will discuss important motivation tools such as empowerment, self-improvement and life enhancement, and also how to apply them at Better Power based on Maslow’s hierarchy of needs theory. Motivation Motivation is an internal and external process that stimulates the needs and energy in individuals to be more interested and committed to a job in order to achieve an objective. There are two types of motivation namely, Intrinsic and extrinsic motivation. Intrinsic motivation is internally driven by an enjoyment or having by having an interest in a task. Extrinsic motivation is when an individual performs a task in order to gain a reward such as money, promotion or fame (academia 2014). There are several theories that attempt to explain motivation; these include Maslow’s hierarchy of needs, McGregor theory X and theory Y, Herzberg’s two-factor theory, Alderfer’s ERG theory, Self-determination theory, Temporal motivation theory and Achievement motivation theory. Maslow’s hierarchy of needs...
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...1.0 INTRODUCTION Employee is motivated to increase their job performances. The questions are what motivation is and why it is important to motivate employee in workplace? Over the last twenty decades, motivation is number one factor in increasing level of performance. It is operationally defined as inner force that drives individuals to accomplish personal and organizational goals. In other words, motivated employees are needed in our rapidly changing workplaces. This is because every individual or employee needs motivation and so do organization. Employee who is highly motivated will help him achieve his personal goals and increase his job satisfaction and productive. Islam R and Hj Ismail A.Z (2008), based the study of Employee motivation A Malaysian perspective, the purpose of the research paper is to identify the motivation factors of employees that working in the various Malaysian organization. Based on the finding, it indicate that factor such as gender, race, education, employment status and marital status were found some impact on motivation. This finding gives a guideline for manager to develop a motivation program for employees Somehow, the motivation helps in self development of employee and always received gain by working with a dynamic team. And similarly, motivation is important to a workplace in organization as motivation will lead to an optimistic and challenging attitude at work place. Always remember, the more employee are motivated, the more empowerment...
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...Employee performance -vs- reward system GM591 Leadership and Organizational Behavior Professor Vicki Boone Chartis Insurance is a world leader in insurance who can trace their roots back 90 years when an American entrepreneur named C.V. Starr founded Chartis. What began as a small insurance business grew to become one of the world’s largest companies. Their fundamental strength lies in the 40,000 employees who service more than 70 million clients around the world. Chartis delivers commercial and personal insurance though hundreds of innovative products and services. Commercial Insurance’s products and services are provided to the full spectrum of enterprises from all around the world, from large, multinational, and mid-sized companies to small business, entrepreneurs, and non-profit organizations. Chartis Insurance serves commercial, institutional and individual customers through extensive property-casualty and life insurance networks. Chartis Insurance operates through five (four core and one non-core) divisions: life insurance and retirement services, general insurance, financial services, asset management, and other operations. By the end of 2007 Chartis Insurance had assets of approximately $1 trillion, $110 billion in annual revenues, 74 million customers and 116,000 employees in 130 countries and jurisdictions. (About Us) Within Chartis Insurance I am currently a Foreign Casualty Insurance Underwriter. I protect individuals and/or organizations from...
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...International HRM analyses for Haelec Products Ltd | February 25 2014 | An analyses which will allow Haelec Management Team to implement an expansion programme in terms of establishing HR Policies abroad. | Jason Clark | 1.0 Introduction Since 1990, Haelec Products Ltd has grown from strength to strength in the production and manufacturing of various products including its latest creation of the Wireless Atomic Weather Station (WAWS). The demand for this product from Institutions and Governments had lead the need for the company to look into manufacturing the product overseas to be able to keep up with demand. This increased demand has main came from countries in and around the Indian Ocean and South China Sea, so it would seem beneficial to look into these countries for the consideration of setting up a production facility there. The countries that should be looked at include:- Indonesia India China These countries make up 70% of the orders from the area, so it would make sense to set the production facility in one of these countries. At present moment the current HR Policies and Procedure have worked extremely well for the company. However, these policy and procedures are very much tailored to the UK market and when a company is looked to expand abroad it might not all be suitable to implement the same policies into the country that you are moving to. Therefore, this report looks at the various aspects a company needs to look at when considering moving...
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...STUDY OF COMPENSATION MANAGEMENT IN HDFC BANK | |TABLE OF CONTENTS |Page no. | | | Acknowledgement |4 | | | Certificate |5 | |1. |Introduction | | | |Objective |6 | | |Limitation | | | |Scope | | | |Research methodology |7 | | | | | |2. |Details of the Project | | | |2.1 Introduction to compensation...
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...Introduction Vang (2012) defined human resource management (HRM) as ‘employing workers, developing their capacities, utilizing, maintaining and compensating their services in tune with the organization requirement’. Strategic HRM (SHRM) is the connection between business strategy and human resource management. Human resource is integrated into business and its environment (Holbeche 1999). In this essay, Mariott International is used to illustrate on the relationship between business strategy and five key HRM functions – recruitment, human resource development, performance appraisal, remuneration and retention. Background of Marriott International Mariott International was founded on 1927 by J.Willard Marriott. Their business started with a food and goods service in A&W root beer franchise in Washington, D.C. In 1957, with the leadership of Bill Marriott, Marriott international shifted into hotel business in the hospitality industry. Currently Marriott is the leading loading companies with more than 3,700 properties worldwide. Marriott international has remained the core values of putting people first, pursue excellence, embrace change, act with integrity and serve our world. They have a six-part business strategy of next generation travellers, brand distinction, portfolio power, technology leadership, owner preference and global growth and with a vision to be the number one hospitality in the world. Their achievement and growth are the results of excellent implementation...
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...Motivation Managers of all types of organizations, including small firms, need to motivate their employees to remain competitive. Since employees may find different factors to be motivating, it is crucial that managers take the time to determine what drives each individual. In the majority of cases, positive factors that appeal to an individual's internal needs tends to be more effective than using negative reinforcement, criticism and feedback only when performance falls short of expectations There are a number of different views as to what motivates workers. The most commonly held views or theories are discussed below and have been developed over the last 100 years or so. Unfortunately these theories do not all reach the same conclusions! Taylor Frederick Winslow Taylor (1856 – 1917) put forward the idea that workers are motivated mainly by pay. His Theory of Scientific Management argued the following: Workers do not naturally enjoy work and so need close supervision and control Therefore managers should break down production into a series of small tasks Workers should then be given appropriate training and tools so they can work as efficiently as possible on one set task. Workers are then paid according to the number of items they produce in a set period of time- piece-rate pay. As a result workers are encouraged to work hard and maximise their productivity. Taylor’s methods were widely adopted as businesses saw the benefits of increased productivity levels and lower unit...
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...The very first outlet of the Carter Cleaning Company was established back in 1995 by Jack Carter. Carter Cleaning Company is a coin based Laundromat that slowly expanded its operations by opening a second store in 1998. Mr. Carter was primarily interested in this business as it required more capital rather than being labor intensive. He believed that such stores could be managed by one “unskilled employee” and as a result would not have to face any labor related problems. Within a year, Jack decided to diversify in related services so he added two new services to his stores: dry cleaning and pressing. This allowed better utilization of floor space and extraction of higher profit margins. He renamed his stores “Carter Cleaning Center”. By 2004, the Carter Cleaning Centers were making generous amounts of profits; this allowed Mr. Carter to expand his business to four more stores. Each store had an on-site manager and about seven employees and earned revenue of approximately $500,000 per annum. Jack’s daughter, Jennifer Carter, joined her father’s business in 2005, after her graduation. She acted as a troubleshooter/ consultant for the business. She aimed to learn the business and help it grow by introducing modern management concepts and techniques that would help overcome the problems faced by their business in these contemporary times. The Importance of Human Resource Management in Laundromats Over the years the face of the Laundromats has evolved;...
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...BPO – A SWOT Analysis ------------------------------------------------------------------------------------------------------------------------------ Abstract BPO is one of the popular business practices in today's competitive environment. India has enormous opportunities emerging from globalization and consequent lowering of tariff barriers. The Indian BPO industry is constantly growing. However, along with the Phenomena Increase in BPO to India there has been a backlash against outsourcing. Information Technology has given India formidable brand equity in the global markets. Indian BPO companies have a unique distinction of providing efficient business solutions with cost and quality as an advantage by using state of art technology. This article explains overview of BPO industry in India comparative strength, weakness, opportunities and thread Indian BPO industry. Introduction India has enormous opportunities emerging from globalization and consequent lowering of tariff barriers. Information Technology has given India formidable brand equity in the global markets. Indian BPO companies have a unique distinction of providing efficient business solutions with cost and quality as an advantage by using state of art technology. Through joint efforts of Government and the Industry, software development and IT enabled services have emerged as niche opportunities for India in the global context. The Government has been making continuous efforts to make India a front-runner...
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...Prologue A Horse-Size Syringe: The surprising, baffling, mysterious case of influence You and I share a role. Maybe you never stopped to consider this role, or perhaps you think about it all the time. If you’re someone’s spouse, parent, or friend, you fulfill this role. If you’re a doctor, teacher, financial advisor, journalist, manager, or human being – you fulfill it. This duty we all share is to affect others. We teach our children, guide our patients, advise our clients, help our friends, and inform our online followers. We do this because we each have unique experiences, knowledge, and skills that others may not. But how good are we at this role? It seems to me that the people with the most important message, those that have the most...
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...Faculty of Business and Management Studies BTEC HNC IN BUSINESS Assignment Organisation and Behaviour Tutor: Dr N Ahmed Submitted by: Imran Sohail Student ID: 152 Content List: Page No 1- Task Type of Culture & Structure 03 2- Task Relationship Between Culture & Structure 10 3- Task Behaviour & Various Factors 13 4- Task Management & Leadership 15 5- Task Different Approaches to Management & Leadership 19 6- Task Identify Various Motivation theories 20 7- Task Benefits and application of motivation theories 22 8- Task Team & Group 24 9- Task Various Factor of Team ...
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...Hiring Top Talent Noor Hossan Emily Findleton Personnel Administrator Area Personnel Office McGill University Faculty of Arts Date of submission: April 10, 2008 Table of content 1. Introduction …………………………………………………………………...... p. 3 a. Statement of objectives ………..…………………………………….p. 3 b. Description of the company………..…………………………….......p. 3 c. HR specialty topic area and the reasons I chose it…………………p. 3 2. Motivations of hiring top talents ………………………………………………..p. 3 3. Mechanisms in place to hire top talents ……………………………………. …p. 4 4. Assessment of the top talent employees ………………………………………..p. 6 5. Open questions on top talents …………………………………………………..p. 6 a. Unusual techniques for recruiting top talents ……………………. p. 6 b. Hiring top talents in the 21st century ……………………….……. p. 6 6. Conclusion ……………………………………………………………………… p. 7 7. Interview questions……………………………………………………………..p. 8 8. McGill Application Form………………………………………………………. 9. Thank You Letter and Business Card....………………………………………p. 9 10. References ………………………………………………………………………p. 10 1. Introduction a. Statement of objectives of report Recruiting the best employees for any organization is an ongoing challenge for every manager, supervisor and human resources professional. This report is intended to explore the reasons organizations search at hiring the most talented employees over average ones. With the interview conducted at McGill...
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...CHAPTER ONE INTRODUCTION 1.1: Introduction /Background Day by day business world is becoming more competitive, its environment changes rapidly and the introduction of new technologies and techniques make it even a worse scenario for the organizations in order to survive. These challenges compel organizations to have more motivated workforce in order to stay in the competition and to face the challenges successfully. Organization needs the employees more than ever to produce outstanding result and maximize their effectiveness and efficiency. Organizations have realized that to motivate their employees they have to introduce reward system. A system where these organizations appreciate the performance of their employees and encourage them toward more quality work. Organizations have relies that it is not the punitive actions for bad performance which will bring the motivated employees but this reward system will do. This new thinking is driving away the organizations from “command and control” approach towards the “advice and consent” to motivate their employees. Analyzing the factors that affect job satisfaction, motivation and employee performance Agency theory could be helpful. Agency theory indicates the limits to which the organizations can hold their employees responsible for the organization performance. Agency theory can be use to solve the problems arise under conditions of incomplete and asymmetric information when a principal hires an agent. According to the agency...
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