...THE EFFECT OF MOTIVATION ON THE PERFORMANCE OF EMPLOYEES AT GT BANK GHANA by Nduro, Millicent (PG, 4128310) A Thesis submitted to the Institute Of Distance Learning, Kwame Nkrumah University of Science and Technology, in Partial fulfillment of the requirements for the degree of COMMONWEALTH EXECUTIVE MASTERS OF BUSINESS ADMINISTRATION SEPTEMBER 2012 DECLARATION I, hereby declare that this submission is my own work towards the Executive Masters of Business Administration, and to the best of my knowledge, it contains no material previously published by another person nor material which has been accepted for the award of any other degree of this and any other University, except where due acknowledgement has been made in the text. Millicent Nduro (PG 4128310) Student Name & ID ...................................... ................................ Date Signature Certified by: Mr. Samuel Kwesi Enninful Supervisor …………………………… Signature …………………………. Date Professor I. K. Dontwi Dean, IDL ……………………………… Signature ………………………… Date ABSTRACT The success or failure of any business as a matter of fact depends largely on its employees; thus human resources are very essential to the organisation as they are the key to prosperity, productivity and performance. How employees are perceived, treated and how they feel about themselves and ultimately their output directly or indirectly has an impact on their performance and development of the organisation. De motivated employees under...
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...1.0 INTRODUCTION The director of CASSDAV Resources has requested for a report on the effectiveness and limitation of implementing and managing a Project Management Methodology. Project Methodology achieve benefits of business, produce, improve products, services, design and develop systems, and invest in company infrastructure through project activities (Davies & Hobday, 2005; Shenhar & Dvir, 2007). Standardizing these project activities by means of formalized, generic PMMs (Gunnarson, Linde, & Loid, 2000). It improves project performance by means of ensuring successful management, development, and delivery of information technology. Project remains the top priority of most organization (Yardley, 2002; Wysocki, 2007; Standish Group, 2010). Project management methodologies (PPMs) are frequently adopted with the aim of increasing project efficiency and effectiveness, embracing methods of planning, organising, controlling, directing and reporting. It creates structures for responsibility and accountability of project resources. The structure created involves appointing a project manager who carries vital responsibility on the initializing, implementing and management of the project in Cassdav Resources Limited which is in the Information Technology sector to attain its goals. The PMM is a requirement for project planning, including risk assessment, cost estimation, forecasting and economic evaluation. It can fit in any project type, designed and implemented to regulate...
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...EFFECT OF MOTIVATION AND TRAINING ON THE PRODUCTIVITY OF AN ORGANIZATION TABLE OF CONTENT Title Page - - - - - - - - - - i Certification- - - - - - - - - - ii Dedication - - - - - - - - - - iii Acknowledgement - - - - - - - - iv Table of contents - - - - - - - - - v Abstract - - - - - - - - - - vi CHAPTER ONE: INTRODUCTION 1.1 Background of the study - - - - - - - 1 – 3 1.2 Statement of the problem - - - - - - - 3 – 4 1.3 Objectives of the study - - - - - - - 5 1.4 Research Questions - - - - - - - - 5 1.5 Hypothesis - - - - - - - - - 6 1.6 Significance of the study - - - - - - - 6 1.7 Scope of the study - - - - - - - - 7 1.8 Limitation of the study - - - - - - - 7 – 10 1.9 Plan of the study - - - - - - - - 10 – 11 1.9.1 Definition of terms - - - - - - - 11 CHAPTER TWO : LITERATURE REVIEW 2.1 Introduction - - - - - - - - - 8 2.2 Concept of motivation and training - - - - - 12 – 15 2.3 Theories of motivation - - - - - - - - 16 – 21 2.3.1 Motivation in Nigerian banking industry - - - - 21 – 23 2.4 Factors that trigger training - - - - - - - 23 – 24 2.5 Aims of training - - - - - - - - 24 2.6 Benefits of training to organization - - - - - 24 – 26 2.7 Benefits of training to employees - - - - - - 26 2.8 Types of training - - - - - - - - 27 – 30 2.9 Appraisal of training- - - - - - - - - 30 2.10 Methods of evaluation - - - - - - - 31 CHAPTER THREE: RESEARCH METHODOLOGY 3.1 Introduction - - - - - - - - - 31 3.2 Population - - - - - - - - - 31 3.3 Sampling...
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...Critically discuss how knowledge of process theories of motivation should influence managing the performance of diverse teams within global organisations. Introduction Employee performance has commonly been shown as the function of ability, motivation and situational circumstances, with this one equation it can now be seen that although having talent within an organisation is important, without motivation employee performance can never be optimised. Motivation is considered the be the driving force behind the behaviours we carry out to achieve a goal, finding and creating the right motivational triggers for an employee can prove troublesome, but it is of the upmost importance if a business wants to become successful (Burford et al 1995; Nhat et al 2013). Theories surrounding the mechanism as to how motivation is precipitated within an individual or group are known as process theories of motivation (Ashleigh and Mansi, 2012). Process theories have been largely influential for organisations who are considering how they can optimise motivation; however with the growth and development of multinational organisations can they still be effectively applied? Hofstede’s (1980) work surrounding the pertinence of American motivational theories in different cultural settings identified several key cultural dimensions which should be taken into account. Of this the Individualism Dimension (IDV) was highlighted as having a prominent effect on how motivational theories could be applied. IDV...
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...believed to be your personality is inherited and is in your parental genes, you are born with a set of characteristics. Your personality is similar to your parents/siblings’ personalities for this reason. Behaviour is natural, steady and permanent and will not change due to environmental factors. An example of this would be the Williams sisters in tennis, who are both world-class tennis players. Trait theorists would say that these genes were inherited as they were successful from a young age; meaning they were born with their personality, which caused them to be successful. However, trait views are too general and simplistic and that personality alone cannot predict success in a sporting environment and has no consideration of environmental effect. It can also predict behaviour in a limited manner but traits cannot predict how an individual will behave in a particular situation. Eysenck Personality Types There are 4 types of personality that Eysenck explained; Stable, Neurotic, Introvert and Extrovert. Stable This is a predictable, steady-going personality type, which are generally mood predictable and they are relatively calm; an example of this would be Djokovic, the tennis player. He is calm and collected whilst playing tennis and is relatively predictable. These kinds of athletes are great for sports that require a constant emotional state, like golf or swimming as they can be mood predictable and perform well consistently as they are less likely to become frustrated...
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...Executive Summary The Path-goal theory was originally developed by Evans (1970) and later modified by House (1971). The theory was designed to identify a leader’s most practiced leadership style as motivation to get subordinates to accomplish goals. The path-goal theory reinforces the idea that motivation plays an important part in how a supervisor and a subordinate interact and, based on that interaction, the overall success of the subordinate (House, 1971). To test whether employee productivity and motivation is linked to clearly defined, specific and challenging goals we distributed surveys to both the employees and managers of two Scotia Bank branches in the British Virgin Islands and Dominica. The surveys were both tailored to glean the leadership styles of the managers and provide a clear insight into how employees perceived their jobs. Upon analysis of the data we can see that the directive and achievement oriented leadership styles, with a lack of focus on supportive or participative leadership employed by the managers at the branch in Dominica led to dissatisfaction amongst their employees. In contrast the employees of the Scotia Bank branch from the British Virgin Islands had a far more favorable outlook when it came to job satisfaction as a result of the employment of participative and supportive leadership styles in conjunction with the manager’s achievement oriented and directive styles. We can see from the results of the survey and the supporting analysis that...
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...Pay for Performance: It’s Effect on Employee Motivation Name Course Title Professor’s Name Date Pay for Performance: The Effect on Employee Motivation Managers are continuously looking for ways to motivate their employees. Many methods have been tried and many methods have failed. Consequentially, human resource professionals and managers continue to work to develop effective performance management systems which serve to motivate employees, with an end result of improved morale and increased productivity. Designing an effective performance management program, combined with the appropriate compensation methods, can serve as tools to inspire and motivate employees to improve and/or maintain the highest levels of performance. Compensation administrators are encouraging the use of pay-for-performance plans to meet this goal. Pay-for-performance plans motivate employees to be productive and perform at higher levels by linking their pay directly to their pay. The idea behind pay-for-performance plans is that money serves to motivate employees to perform. Maslow’s theory of motivation “suggests that employee needs are arranged in priority order such that lower-order needs must be satisfied before higher-order needs become motivating” (Leonard, 2010, p. 121) with the lowest level of needs being basic biological needs and the highest level being self-fulfillment. When an individual is on the lower levels of the spectrum and trying to fulfill his/her basic...
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...Acta Psychologica 141 (2012) 243–249 Contents lists available at SciVerse ScienceDirect Acta Psychologica journal homepage: www.elsevier.com/ locate/actpsy Effects of intrinsic and extrinsic motivation on attention and memory Lucy J. Robinson, Lucy H. Stevens, Christopher J.D. Threapleton, Jurgita Vainiute, R. Hamish McAllister-Williams, Peter Gallagher ⁎ Institute of Neuroscience, Newcastle University, UK a r t i c l e i n f o Article history: Received 21 February 2012 Received in revised form 22 May 2012 Accepted 31 May 2012 Available online 26 June 2012 PsycINFO classification: 2300 Human Experimental Psychology 2360 Motivation and Emotion 2346 Attention a b s t r a c t It is well recognised that motivational factors can influence neuropsychological performance. The aim of this study was to explore individual differences in intrinsic motivation and reward-seeking and the effect of these on attentional and mnemonic processes, in the presence or absence of financial incentives. Forty participants (18–35 years) completed two testing sessions where the Attentional Network Test (ANT) and the Newcastle Spatial Memory Test (NSMT) were administered. After a baseline assessment, participants were re-tested after randomisation to a non-motivated (control) group or to a motivated group, where payment was contingent upon performance. Performance in the motivated group was significantly improved compared to the control group on the NSMT (condition by...
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...Collection : IFAG Auteurs : Carol KENNEDY Année : 2008 Résumé Toutes les théories du management L'essentiel de la pensée en management en un seul livre pour que vous n'ayez plus à vous reprocher de ne pas avoir lu tous les grands auteurs. ■ Connaissez-vous «l'organisation apprenante» de P. Senge ou la «hiérarchie des besoins» selon A. Maslow... ? ■ Savez-vous qui est à l'origine de la théorie de la satisfaction dans le travail ?... ■ Pourriez-vous définir le «contrat psychologique», la «pensée latérale», ou la «technologie disruptive» ?... Si vous souhaitez comprendre les concepts clés du management et rester à jour des théories managériales les plus intéressantes - sans y passer trop de temps - cet ouvrage est fait pour vous ! De Fayol à Welch, en passant par Drucker, Hammer, Kotler, Ohmae, Peters, Porter... ce guide vous permet de maîtriser les idées fondatrices en gestion et de découvrir les développements les plus récents de la réflexion sur le management des entreprises. Augmentée et mise à jour des courants de pensée les plus récents, cette 5e édition contient : - l'analyse des travaux de plus de 55 penseurs ; - les éléments majeurs de leur biographie ; - la bibliographie de leurs ouvrages en anglais ou en français ; - une étude prospective sur les penseurs qui montent. Best-seller reconnu pour sa qualité, Toutes les théories du management s'adresse aux étudiants et aux professionnels intéressés par les idées managériales et leur évolution...
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...by Baylor University E T&P The Effect of Small Business Managers’ Growth Motivation on Firm Growth: A Longitudinal Study Frédéric Delmar1 Johan Wiklund This study addresses the role of small business managers’ growth motivation for business growth, taking into account the important effects of previous motives and feedback from earlier performance. We hypothesize that small business managers’ growth motivation has a unique influence on firm outcome measured as growth in sales and in number of employees. Data were gathered from two different Swedish samples of small firms using telephone interviews. Using cross-lagged regression analysis, we find support for our hypotheses when examining employment growth, but only partial support when examining sales. Introduction The psychological construct of motivation has an important role to play in entrepreneurship research. As stated by Shane, Locke, and Collins (2003, p. 257): “We believe that the development of entrepreneurship theory requires consideration of the motivations of people making entrepreneurial decisions.” One of the areas in entrepreneurship where motivation is potentially of great importance relates to firm growth. There is research to suggest that growth is one of the most important outcomes of entrepreneurial efforts because it indicates the degree of success of that effort (Bhidé, 1999; Venkataraman, 1997), and effort exerted is closely related to the individual’s motivation (Davidsson, Delmar, & Wiklund, 2002)...
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...Introduction Work motivation is a fundamental part of the organisation to increase its performance. Modern organizations are increasingly becoming project-oriented to cope with the challenges of global competition. Place together work motivation in traditional and matrix project-based organizations is of primary interest, Bredillet (2010) Alstom.Ltd with around 5,000 employees belongs to Alstom Group. The company is the leader in integrated power plants for energy production. Alstom.Ltd has solutions for a wide range of energy sources, divided into four main sectors; Thermal Service, Steam, Gas Generation, and Automation. Due to the size of the company, market stability and history, it is mainly a hierarchical structure Huczynski A, (2010). Main services are Power Generation Projects. Due to the nature of these kinds of projects, different disciplines like Engineering, Finance, Quality and Sales are involved on each Project. Therefore the company has global hierarchical structure but at Project level they work within a Matrix Organisation. PMI.Institute (2012) defined matrix organizations as a blend of functional and project organisation, where employees report on day-to-day performance to the Project Manager and on their overall performance to the head of their department, Functional Manager . By the mid–1990s Alstom.Ltd, originally ABB, developed a matrix structure crisscrossing around a hundred countries and sixty five business sectors, Lee G.(2008). The own nature...
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...Detectan habilidades clave en mujeres líderes 23 Octubre, 2012 - 08:25 CREDITO: Patricia Ortega Las mujeres de alto rango tienen mayor aptitud que los hombres en ciertas habilidades clave necesarias para liderar en una estructura organizacional matricial, evidenció un estudio de Hay Group, empresa global de consultoría gerencial y directiva. En una serie de entrevistas a decenas de ejecutivos y gerentes con experiencia en el liderazgo de equipos matriciales, Hay Group determinó que algunos rasgos del liderazgo, como son la empatía, el manejo de conflictos, el conocimiento de sí mismo y la influencia, están sistemáticamente ligados a resultados de negocio exitosos dentro de las organizaciones con una estructura matricial. HALLAZGOS DEL ESTUDIO * La empatía es una fortaleza para 33% de las mujeres, contra sólo 15% de los hombres. * De las mujeres, 51% es fuerte en casos de manejo de conflictos, comparado con 29% de los hombres. * La influencia fue citada como una fortaleza por 32% de las mujeres, frente a 21% de los hombres. * El conocimiento de sí mismo es una constante en 19% de las mujeres, pero tan sólo 4% de los hombres posee esta habilidad. “A menudo, las mujeres se enfrentan con barreras a lo largo de sus carreras que requieren que desarrollen estas habilidades para poder destacar y avanzar en las organizaciones permitiéndoles, en efecto, estar mejor preparadas para los desafíos y las complejidades del liderazgo en una matriz”. Por otro lado, entre...
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...Effects of the Distributed-Counseling Model in 7th Grade Hispanic Middle School Students’ Self-Efficacy Skills and Motivation \ Abstract The purpose of this study is to examine the impact of the distributed counseling model on twenty-four 7th grade Hispanic middle school students’ self-efficacy skills and motivation. This study focuses on measuring the various skills that Hispanic middle school children need to be successful at both the high school and collegiate level through the use of a self-efficacy and motivation instrument. In determining the effects of the distributed counseling model one can identify the effectiveness of this model in aiding with student success amongst Hispanic adolescents. It is noted that self-efficacy, amount of intrinsic as opposed to extrinsic motivation an individual possesses, and overall self-management skills are strong predictors of student success. Introduction Alonso-Zaldivar and Tompson (2010) found that Hispanics are at a point where, “Eighty-seven percent said a college education is extremely or very important, compared with 78% of the overall U.S. population.” However, “Census figures show that only 13% of Hispanics have a college degree or higher, compared with 30% among Americans overall.” This figure alone is astonishing in the sense that Hispanics understand the importance of an education, yet somehow seem to get caught up in the process of actually motivating and self-regulating themselves to achieve these educational...
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...The Brain and Motivation Motivation to Stop Smoking Christina Cheshire Emeka Wolfe-Norman, Ed.S, LPC PSY/ 355 February 27, 2012 Most drugs, including nicotine, induce a “euphoric” effect in the mind (Lewis, 2009) that can be difficult to “undo.” Smoking for most will be the most difficult thing they will ever do. I know that I have a personal interest in this paper. I am a smoker who is trying to quit. I have been a smoker for over fifteen years and I have come to a point in my life where I know that I must stop and it is a daily struggle but also achieveable. Structures of the Brain and Smoking According to Lewis (2009), “nicotine is known to activate neuronal nicotinic receptors in the mesolimbic dopamine system.” What this means is that nicotine acts as a neural transmitter of sorts, and activates the dopamine system, creating the euphoric or calming effect most often associated with cigarette smoking. Because these receptors become sensitive to nicotine use, a person will become accustomed to the hypersensitive psychomotor activation (Lewis, 2009). The psychomotor activation creates a sense of alertness, boots metabolism,...
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...No. 1, 73–96. THE NECESSITY OF OTHERS IS THE MOTHER OF INVENTION: INTRINSIC AND PROSOCIAL MOTIVATIONS, PERSPECTIVE TAKING, AND CREATIVITY ADAM M. GRANT University of Pennsylvania JAMES W. BERRY University of North Carolina at Chapel Hill Although many scholars believe that intrinsic motivation fuels creativity, research has returned equivocal results. Drawing on motivated information processing theory, we propose that the relationship between intrinsic motivation and creativity is enhanced by other-focused psychological processes. Perspective taking, as generated by prosocial motivation, encourages employees to develop ideas that are useful as well as novel. In three studies, using both field and lab data, we found that prosocial motivation strengthened the association between intrinsic motivation and independent creativity ratings. In our second and third studies, perspective taking mediated this moderating effect. We discuss theoretical implications for creativity and motivation. As work becomes increasingly dynamic, uncertain, and knowledge-based, organizations depend on creative ideas from employees (George, 2007). Scholars and practitioners share a strong interest in understanding the psychological forces that motivate creativity—the production of ideas that are both novel and useful (Amabile, 1996). For several decades, researchers have believed that intrinsic motivation is an important driver of creativity (Elsbach & Hargadon, 2006). When intrinsically motivated...
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