...aligning the aims of their employees with those of their organization. Once an employee is able to understand, and empathize with the overall aims of the organization, they are generally more motivated towards achieving them. Having ensured that the organization and the employees are working towards the same objectives, managers can then focus on exactly which motivational techniques can be implemented to facilitate the achievement of these goals. It is clear that there are both positive and negative motivational factors which can lead to the achievement of objectives. These can be summarized as either fear or reward factors. This fear factor can indeed lead to good results in the short-term but, in the long-term; the employees are likely to be more focused upon whether or not they will be keeping their jobs, rather than upon fulfilling overall business objectives. Positive motivational factors are also many and varied and, although these may lead to long-term gains, they too can have negative aspects to them. Offering rewards and incentives is indeed motivational, but it is important to make sure that these are deserved and that recognition is given to the right person at the right time. The motivational techniques used by Baheti are Appreciation, Rewarding, Recognizing and Awarding Appreciation (Personal Motivation) Appreciate the employee/operator individually. Display operator of the month in notice board. Face to face interaction and motivating employee frequently...
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...learned to try and treat every employee the same. The management style that I used was to be a firm but fair manager. Often time’s managers are viewed as harsh mean individuals but that is not always the case. Being able to separate business and personal feelings is the key to successful leadership. I’ve been able to work on different ends of the spectrum. Working as an employee and as a manager in a follower/leadership role. When I worked in the role as a follower, often times I was unsure of my role in the business. There very little training and development given from my superiors. “Management must incorporate ethical leadership into it business practice and more organization need to hold unethical leaders accountable and not just reward them for bad management practices” (Avery, et al, 2010). It was not a good feeling getting reprimanded for something you did not know you did wrong. Leaders at that time knew very little themselves and did not possess the knowledge or expertise to train or delegate work to followers. As a follower I’ve often felt that I was set up to fail in the job I was hired for because of the lack of training and supervision. It is not always the case. “Ethical leadership in today’s business climate is rare and organization should focus on how to best improve its image both domestic and foreign” (Sen, et al, 2010). If you are in that position, just talk to your leader and explain your situation to the leader to work out the...
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...Of Management By Objectives (MBO) The concept of MBO is closely connected with the concept of planning. The process of planning implies the existence of objectives and is used as a tool/technique for achieving the objectives. Modern managements are rightly described as 'Management by Objectives' (MBO). This MBO concept was popularized by Peter Drucker. It suggests that objectives should not be imposed on subordinates but should be decided collectively by a concerned with the management. This gives popular support to them and the achievement of such objectives becomes easy and quick. Management by Objectives (MBO) is the most widely accepted philosophy of management today. It is a demanding and rewarding style of management. It concentrates attention on the accomplishment of objectives through participation of all concerned persons, i.e., through team spirit. MBO is based on the assumption that people perform better when they know what is expected of them and can relate their personal goals to organizational objectives. Superior subordinate participation, joint goal setting and support and encouragement from superior to subordinates are the basic features of MBO. It is a result-oriented philosophy and offers many advantages such as employee motivation, high morale, effective and purposeful leadership and clear objectives before all concerned per-sons. MBO is a participative and democratic style of management. Here, ample a scope is given to subordinates and is given higher...
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...a team is developing the skill of communicating with and trusting the members of the team. When forming a team, one must keep in mind and try to create an environment where individuals can learn how to communicate and trust each other. Building a team and teamwork in organizations will most likely be the greatest accomplishment a manager or leader can reach. Belonging to a team is result of feeling part of something larger than one person. It has a lot to do with understanding the mission or objectives of the organization. This paper will explain the difference between team and group, how to build successful team, and how to manage team conflict. Difference between a Team and a Group According to the article The Difference between a Team and a Group, the author cites The Wisdom of Teams in defining a team which states "A team is a small group of people with complementary skills and abilities who are committed to a common goal and approach for which they hold each other accountable." (Mackin, 2009). The author says a team consists of seven to twelve individuals. Usually, members of the team have a common goals, and responsibilities. Sometimes team members don’t have the same skills but working together they are capable of accomplishing their goals. Teams don’t wait their leaders to tell them what their goals and objectives are instead they take responsibility, and share roles. The foundation of a team is common commitment. Teams develop direction and commitment to shape an important...
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...Manufacturing Employee motivation is an issue that does not discriminate (UoP, 2008). “Motivation is the willingness to exert effort in a particular way” (Dreher & Dougherty, 2001, p.28). Two theories can be reviewed when examining motivation. The first is expectancy theory. Expectancy theory holds that people are motivated to behave in ways that produce desired combinations of expected outcomes (Kreitner & Kinicki, 2004). Vroom’s expectancy theory is a mathematical model that looks at motivation. Employee motivation is influenced by expectation. If I get a raise at the end of the year for all my hard work I will work harder next year. If I work hard and don’t get a raise then my effort level will decrease. Porter & Lawler’s extension expectancy model identified people’s valences and expectancies and how effort connected to performance. “Valence refers to the positive or negative value people place on outcomes’ (Kreitner & Kinicki, 2004, p. 300). This theory showed that job satisfaction was directly linked with how employees perceived their reward. Employees will alter their mind-sets only if they see the point of the change and agree with it – at least enough to give it a try (Lawson & Price, 2003). The second theory is equity theory. “Equity theory is a model that explains how people strive for fairness and justice in social exchanges or give-and-take relationships” (Kreitner & Kinicki, 2004, p. 290). Adam’s equity theory of motivation looks at inputs and outcomes of employee-employer...
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...management interventions that can be used to implement change into an organisation, or in this case, the organisation, ‘Office Tigers’. It is part of the change agent’s role to assess which one will be the most beneficial, taking into account the organisations ‘unique problems (Lee, 2012), environmental forces and workforce’ (Allen & Macklin, 2012, p. 22). This essay will look at three different change management interventions, employee stress and wellness intervention, reward systems intervention and goal setting intervention, and will then assess the strengths and weaknesses of each intervention, taking into account which one will be the best option for addressing some of the problems identified. The goal setting intervention, as the chosen intervention, will then be analysed, addressing what resistance may be expected upon its implementation at Office Tigers, the best way to overcome this resistance, and how to know if it the intervention has been successfully institutionalized into the organisation and as a result, has improved its performance and effectiveness (Cummings & Worley, 2008, p. 161). Analysis of selected interventions Each of the interventions that will be critically analysed are human resources (HR) management interventions. A HR management intervention aims to solve the problems created by HR issues. These issues revolve around ‘attracting competent people to the organisation, setting goals for them, appraising and rewarding their performance, and ensuring...
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...smoothly. And, Delegation is a process of assigning task by one person to the other. The purpose of this essay is to discuss how managers cannot function effectively without good Time Management and Delegation skills. It then discusses the benefits of time management and delegation, drawbacks of delegations and measures to improve time management and delegation skills. Time Management Managing time is very vital as time is very essential to everyone. Therefore, it should be used properly as it cannot be restored. It is a skill that anyone can develop if remain focused and committed. The main purpose of time management is simply to manage the time in order to complete the task in certain periods of time. Managing the time helps us to focus more on our tasks and complete it on required time. In order to be effective, managers need to understand the value of time and utilize it properly. They should be able to know what is most important to them and then plan according to the importance of the tasks. Drucker P.F stated, “Everything requires time. It is the one truly universal condition. All work takes place in time and uses up time (Pg. no. 22)”. In addition, time is a limited resource. It is something that passes quickly and therefore, we should make most of it by not wasting it on irrelevant things. Activities that waste time should be eliminated. Proper time management helps you to accomplish your goals and objectives. Without any effort on managing time, it is impossible to achieve...
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...issues within the organization. One of the issues is compatibility of organizational structure and organizational culture. Another issue the company is growing rapidly, so change is inevitable in the near future. In this environment, a project manager plays a crucial role in initiating new ideas and processes and influencing employees to accept these changes. Thus, appropriate and superior leadership style is essential during the transition. If Best Snacks wants to be a constant presence in the industry, the company must address these issues. “Innovation is the process by which organizations use their resources and competences to develop new or improved goods and services or to develop new production and operating systems so that they can better respond to the needs of their customers” (Jones, 2004, p. 403). Because change requires innovation to be successful, Best Snacks must assess and restructure the company, allowing for the introduction of new processes, technologies, and services for the organizational to move toward this new strategy and way of business. Best Snacks must plan accordingly and establish the steps they must take in order for the new direction to be of any success. Also an evaluation of the company’s external environment including strengths and weaknesses and an assessment of the company’s current talent and skill sets needed for...
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...Druggist and Wholesalers). Just before the integration took place, the management of CCMD promoted most of their employees in terms of job grades and some with job titles as well. Adjustments were made to the salaries of their employees whereas at CCMP nothing was being done. As employees of CCMP and not being aware of what was happening at the CCMD, we just ‘let nature take its cause’. As integration began to take place, the sales staffs from both the companies were slot into the 4 different teams with each team having at least one member from the other company and vice-versa. Of the 4 teams, 3 of the team managers were from CCMD, the company in which CCMP acquired. Part of the integration process also involved a change in the rewarding system whereby the management decided to adopt to the commission scheme of CCMD where all sales staffs were no longer entitled to any claims and allowances but instead being compensated based on the individual’s performance. Obviously, as employees of CCMP, we were unhappy and de-motivated by the whole situation. Some employees started to leave the company while those of us who are still remaining suffer from low job satisfaction, low productivity and have...
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...include the skill requirements, organisational needs and workforce planning. Organisational needs: This is having all the correct roles filled within the tall structure with the suitable people in the business that can do the job right. All businesses will need change their organisational needs once in a while in the business this is due to the demand can influence the number of people needed in certain roles. Oxford spires Academy will need to consider the following the work force plan this is to make sure that they have a good support of staff with the correct skills in order to cater for OSA needs and students. Therefore they may need new staff for a particular subject to make the subject grow and to provide students with the right learning of that particular subject. This can be essential in OSA as without the right amount of staff it can mean they will lack the ability to provide all the students with the right teaching and it can take time to work with everyone. If they were to have a big group due to less teachers for the business lessons it can meet not every students needs will be met and this have an effect on their overall performance. For example Cheney School were lacking enough teachers to teach ICT this then meant they struggle to provide students with the right teachers to teach them the subject and they couldn’t find anyone to teach the subject. Therefore the result of this meant the school had to get rid of the subject completely which affected the school as parents...
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...Term Paper Critically discuss the theories of motivation. Driving forces to get admission in the University of Dhaka Course: Principle of Management Prepared for Mr. Masudur Rahman Assistant Professor, Department of Marketing University of Dhaka Date of Submission April 16, 2011 LETTER OF TRANSMITTAL 16 April 2011 Mr. Masudur Rahman Assistant Professor, Department of Marketing University of Dhaka Dear Sir, As per the task assigned by you as term paper, an effort has been made to prepare this presentation paper on “Critically discuss the theories of motivation. Driving forces to get admission in the University of Dhaka” of Principles of Management course. Doing this report has been a very worthwhile experience for me. I have tried to prepare the paper a comprehensive one within given time. Any sort of query will be highly appreciated. There could be some mistakes, if any for some constraints during the process of preparing this report. However, I apologize for all those and beg your kind consideration in this regard. I hope that you would be kind enough to receive this presentation paper and bless me wholeheartedly. Sincerely yours, Mohammad Sharifur Rahman, Student ID No - 41119049 Department of Marketing TABLE OF CONTENTS Parts Page |EXECUTIVE SUMMARY . . . . . . . . . . . .. ……………………………… |4 | | ...
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...* The goals and the programs * The budget * The outcomes and the achievements * The sponsors or the funders. I have chosen Salesforce.com as the organization for my analysis and believe that the description provided would help in giving a better understanding of the organization for any third party considering a position with the organization. This organization was developed about fifteen years ago with the objective of bringing together better and reinvented customer relationship management services (CRM) using the mechanism of cloud computing. They have revolutionized the process of CRM, and the way they have incorporated the entire system in cloud computing led to the foundation of a path breaking philanthropic model for them to follow. It eventually went on to become the leading...
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...Running Head: Assignment 5: CORPORATE CULTURE / LEADERSHIP ACTIONS FOR STRATEGY IMPLEMENTATION Corporate Culture /Leadership Actions for Strategy Implementation By Rhonda Stanley A Paper Presented in Fulfillment of the Requirement for BUS599 Strategic Management Strayer University Professor Joel Nwagbaraocha September 9, 2010 1. Discuss the corporate culture at Southwest Airlines and how it leverages its culture to achieve a competitive advantage. Southwest Airlines was incorporated in Texas in June 18, 1971. Southwest started with only 3 Boeing 737 aircraft and they only serviced Houston, Dallas, and San Antonio. Today Southwest operates 541 Boeing 737 aircraft and they service 69 cities. Southwest became a major in the airline industry in 1989 when it exceeded the billion dollar mark in revenues. Southwest is the US most successful low fare high frequency airline. Southwest operates more than 3,510 flights a day coast to coast making it the largest US carrier based on domestic passenger carried. Southwest maintains the third largest passenger fleet of aircraft among all of the commercial airlines. According to the Department of Transportation Bureau of Transportation Statistics Southwest carries more passengers than any other US airline. Southwest profitability business model led to a common trend called the Southwest Effect. The Southwest Effect...
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...(Sources: Antony (2009); Gitau (2009)) CHAPTER TWO 2.0 LITERATURE REVIEW 2.1 Introduction The chapter analyzed the literature related to Sacco’s in Kenya. It briefly established the background of the Co-operative Movement market environment in which Afya Sacco Society operates and the impact of those factors that influenced on its financial capacity in service delivery. Here are some of the selected factors that were found to impact on the financial capacity of Saccos and investigated; poor corporate governance, innovation and technology, dwindling membership, competition from mainstream banks and government policies. 2.2 Theoretical background Customer retention and customer retention marketing are key components in maintaining a profitable business. The goal of customer retention marketing is to convert first-time or occasional buyers into loyal, long term customers. And to accomplish this, a business needs to understand what it is that converts the occasional or first-time buyer into a loyal customer. Through customer retention marketing, businesses are able to uncover what it is that makes this conversion happen. Customer retention marketing is more than just an important consideration; it is often the difference between loyalty and defection. Businesses and in this case Afya must have the most up-to-date and useful information on customer retention marketing (Duggan 2006). For any organization to compete favorable it must constantly...
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...| | |Why Some Companies Make the Leap …..and Others Don’t | |Good to Great | | | |Matt Weber | |3/21/2012 | | | Jim Collins who was able to create the aura that he was one of the most influential management consultants, through his credibility with the very popular Good to Great: Why Some Companies Make the Leap….and Others Don’t, which was published in 2001. The book became a national bestseller in the business genre, and it is now looked at as the classic of management theory. Collins attempts to identify and evaluate the factors and variables that allow a very small percentage...
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