...Using Motivation to Improve Performance Mourad Ahmed Dr. Hammad Elbedour BUS 520 2/14/2016 Outline 1. Introduction A. Attention getter: Motivation is one of the most complex issues in management of organizations given that employees respond differently to motivational factors. Therefore, it is important to ensure that the leader utilizes sound motivational tools that meet the needs of their employees. B. Thesis statement: Motivation helps managers improve the performance of their organizations through recognition of employees, involving them in decision-making, and ensuring they grow both professionally and personally. C. Preview of main points: I. Using recognition II. Providing opportunity for growth III. Involving employees in decision-making 2. Body A. Main point: Using recognition as an intrinsic motivator helps improve performance in an organization. I. Sub-point: Employees respond more effectively to intrinsic motivators such as recognizing their efforts unlike awarding them tangible incentives such as monetary rewards. a. Sub-sub-point: Recognizing the effort of an employee would show that the organization values them and that their efforts are crucial for the success of the company. B. Main point: Providing opportunity for both personal and professional growth of employees can help improve performance. I. Sub-point: Employees can be motivated to improve their overall performance if they are given equal opportunities...
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...advantage, total quality organizations develop and establish goals, plans, and policies. Employees are internal customers of organizations, the efforts of which are directed towards meeting the expectations of external customers (Chang, 2005). Employees are valuable assets of organizations whose knowledge, skills, and performance impact the overall performance and success of organizations (Boon et al., 2007). Studies have demonstrated that in the era of globalization, increasing competition, and re-organization, employees not only work for gaining profits but also search for organizations that acknowledge and celebrate their achievements and efforts (Campbell-Allen, Houston & Mann, 2008). The data from “World at Work” surveys has demonstrated that being dissatisfied with employers, in 2003, approximately one-third of employees were considering other jobs while by early 2007, over 54% of employees were poised to leave for other job alternatives (Huff, 2007). P. B. Crosby stated that “people really don’t work for money. They go to work for it, but once the salary has been established, their concern is appreciation” (Knouse, 1995). To ensure internal customer satisfaction, the total quality management organizations have launched programs for recognizing and rewarding efforts and accomplishments of their personnel. The reward and recognition programs, constituting monetary or non-monetary means for rewarding and recognizing employee achievements and efforts, revolve...
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...| Employee Relations | | | | | | UnitedHealth Group is a worldwide organization with over 85,000 employees, and counting. With this many employees, it is important to have a sound training program to help setup new hires for success within the organization. In addition to new hire training, continuous training is also beneficial to UHG to help employees to continually improve their performance and knowledge. Training across the organization can also help employees work better together, improving performance companywide (www.unitedhealthgroup.com). At UnitedHealth Care, a strategy for integrating job performance and training will have two parts: new hiring training and continuous training of all employees. New hires will be trained on the basic knowledge of the organization as well as receiving training for their specific position and job requirements within the company. New hire training would consist of 4-6 weeks of classroom training (dependent on the position of hire) coupled with observing and shadowing of an employee in the same position. An assessment test will be given to each new hire at the completion of training to determine how much of the information was retained, and to determine if additional new hiring training is needed. The assessment test score does not determine whether or not the employee continues working for the organization, so it is not a test that should be feared. It is simply to ensure the new hire has retained enough...
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...Introduction Organizations strive to achieve a competitive advantage in their field. To do, so they align their processes with the organizational goals. HR works as a guiding force to help organizations achieve these goals. Strategic HR as stated by Mello (2014), “involves the development of a constant, aligned collection of practices, programs, and policies to facilitate the achievement of the organizations strategic objectives” (p. 150). Strategic HR has an administrative focus which involves being a strategic partner, change agent, administrative expert, and employee champion. This gives the individuals involved with HR the advantage to partner with top manage to decide on what is needed to get different task done. HR professionals can demonstrate how a competitive advantage can be achieved by putting the right people in the right place. Strategic HR planning is essential for keeping the organization on track and making sure current processes meet current needs. Aggregate planning helps the accomplish goals which follows a sequent of processes for competition. Succession planning is what help keep the organization going when key positions become vacant. Strategic planning establish key processes within the organization and steps to taken to ensure that these process sustain to meet objectives. Reyes Fitness Centers, Inc. (RFC) want to bring more strategic value to their organization, employees activities, and employee projects. Analysis RFC is looking to increase their...
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...the most appropriate view about performance and effectiveness of business operations. Most business organizations struggle a lot in motivation and reward of employees towards improvement in the performance of the organization. Some organizations put emphasis and focus on the happiness and satisfaction of employees at the job in order to boost their morale as well as improving the performance of the business operations and activities. Such organizations focus on the morale and the happiness of the employees as the main determinant of the operations and performance at the job or tasks of the organization. On the other hand, some organizations focus on money as the main motivator towards the performance and operations within an organization. They consider the remuneration and salaries as the main matter of consideration that influence profitability and efficiency of operations of the business in an organization. The point of view relating to money as the main motivator, focus on money as the main source of energy and motivation towards improving the energy and performance of the employees at the operations of the organization (http://reaser.eu/RePec/rse/wpaper/R5_5_DobreOvidiuIliuta_p53_60.pdf). The conflicting views on the performance and motivation of employees are a very important matter of consideration because the employees play a key role in the performance and daily operations of any business organization. The business organizations should, therefore, assess most appropriate...
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...Leading an Organization Vroom’s expectancy theory Employees always have a tendency of working hard to attain the level the respective organizations they work for expect of them so that they give a positive and a desirable outcome. This underscores the relationship that exists between employee expectation and outcome. It therefore implies that employees have to be motivated to give the desired outcome. Effort, performance, and outcome are the three main aspects of motivation. Effort has got much to do with encouraging employees to believe that when they put concerted effort in whatever duty they do, their performance will ultimately improve (Illuminations, 2002). The performance aspect of motivation involves encouraging an organization’s employees to believe that when they perform at high level they are bound to get good reward. Finally, outcome is all about making sure that the reward given for improved performance is attractive enough. When effort, performance, and outcome are high, employee motivation will ultimately be high (Illuminations, 2002). As easy as this formula may seem to be, it is imperative that the management creates and maintains a strong link between high effort and high performance. Expectancy theory is based on myriad assumptions the first being that people join organizations with expectations about their needs, motivations, and past experiences. An individual behavior is impacted by conscious choice. People also want different things from...
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...Chapter 7 Accurately measuring the performance of individuals, departments, projects, and initiatives is a good way to ensure strong, sustainable results in an organization. Performance measures quantitatively tell us something important about services, and the processes that produce them. Measurements are tools to help providers understand, manage, and improve in areas they are lacking. The text states that organizations measure performance to meet multiple internal and external needs and demands. Internally they measure current performance that identifies the strengths and weaknesses of the current process giving insight of areas that needs improvement. When measuring the external performance objectives you are assessing healthcare provider accountability, decision-making, public reporting, organizational evaluation and supporting national improvement goals and activities. The framework for measurement is support by leadership commitment, staff understanding and participation, partnership with key stakeholders, performance improvement oversight, use of a performance improvement method, development of performance improvement protocol, the identification and response to performance improvement resources, recognition and acknowledgement of performance improvement efforts and continuous assessment of improvement efforts. Control charts and comparison charts are tools used to track performance measurement data. Control charts mange process stability and control, it is a...
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...ALEXANDRIA UNIVERSITY FACULTY OF COMMERCE [pic] Organizational Behavior and Management Instructor: Dr. Aly A. Messallam Term Paper Impact of Motivation On Employee’s Performance & Turnover Prepared By: Amr A. Lotfy Table of content 1- Abstract ……………………………………………….3 2- Introduction………………………………………….4 3- Literature review………………………………….4 4- Motivation theories…………………………...…5 5- Turnover…………………………………..………….11 6- Performance Improvement and Appraisal for Employees……………..15 7- Existing situation………………………………..17 8- Conclusion and suggestions………………..18 9- References…………………………………………..19 1- Abstract In any organization employee motivation is the key factor for organizational performance. Since motivation influences productivity, managers need to understand what motivates employees to reach peak performance. It is not an easy task to increase employee motivation because employees respond in different ways to their jobs and their organization's practices. Managers pay a heavy price when employees have motivation problems. When high-performing employees have unresolved motivation issues, their performance either declines or they leave for another job. When poor-performing employees are not motivated to improve, they drag down results, reduce productivity among their team members and, worse, seldom leave because they have no place to go. Alexandria Mineral Oils Company (AMOC) is an industrial company working in the field of petroleum...
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...Abstract Organizations and managers are facing increased challenges in retaining productive, creative, reliable employees. Human resource planning plays a pivotal role in helping reduce employee turnover and retention. To motivate, retain and keep employees focused on the organization’s purpose, implementing effective strategies and policies will help tackle the challenges of employee retention. Managing Employee Retention Human resource planning plays a pivotal role in the effective management of employees to improve employee retention. Poor planning can result in discouraged employees and high turnover rates. The ability of managers and organizations to perform effectively becomes stagnant, creating a negative impact on operations. Employee retention can be difficult to achieve, and managers are more likely to have problems managing employees effectively if not planned well (Arnold, 2005). Developing effective employee retention strategies can have a positive impact on an organization’s ability to retain employees. Implementing effective human resource management strategies and policies can establish and maintain an appropriate culture in an organization. Applying the proper strategies and policies for human resource planning in organizational culture, employee selection and placement, compensation, training, development, and appraisal, it will enable operating managers to improve the likelihood of successfully retaining employees...
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...nonfinancial incentives on firm’s performance. Course Course Title: Human Resource Management Course Code: BUS 304 Section: 01 Submitted By Tahmaina Akter ID: 111011174 Submitted To “Rakib Jafor” Adjunct Faculty University of Liberal Arts Bangladesh Date of Submission: 13 December, 2013 Research and critically discuss the impact of financial and nonfinancial incentives on firm’s performance Introduction: The organizations are focused on the motivational elements to increase the productivity of employees. One of the several methods used to increase the motivation of employees is the incentive application. It is very common at organizations that there are often financial and non-financial incentive applications in order to award the employees with a high performance level and to encourage the ones with lower performance levels for higher performance. The main purpose of such applications is to establish a fair management structure within the organization; to contribute to the motivations of employees as a social being and therefore to increase their productivity and efficacy by enhancing their job satisfaction levels. Business organizations are facing significant challenges on internal and external work environment, so organizations can’t maintain institutional performance without providing incentives to their employees based on their efficient and effective work. Theoritical Framework: Incentives are designed to encourage performance of individual's regardless...
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...Supporting Good practice in performance and reward management. | | | Questions | | 1. Explain at least 2 purposes of performance management and its relationship to business objectives.Performance management is a process, established by organizations to help them in accomplishing their objectives by maximizing the performance of an individual, team or whole organization and ensure that the objectives are achieved.Performance management process is a key component of the organizations overall approach to the management of its employees. As part of the performance the performance management system, the performance management process aims to achieve the following:To enable an individual employee to know exactly what is expected both in terms of outputs and the relevant, appropriate behavioral style, which underpin the delivery of the agreed objectives.To enable 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 the organization.To enable individuals to identify and achieve realistic career goals over time.To enable the organization to reward individuals fairly based on an objective assessment of their contributions. To enable the organization to audit the capability of its staff.To enable the organization to plan for its own staff succession.An honest and constructive working relationship between a manager...
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...discussion for both private and public organizations. In addition, the concept of motivation in the workplace has also been the topic of a great deal of debate. The purpose of this discourse is to examine motivation as it applies to organizational behavior. Let us begin our discussion by describing the theory of motivation. Motivation The theory of motivation was first made popular by Maslow, who asserted that human beings have a hierarchy of needs. According to Maslow, this hierarchy of needs is composed of five needs: “physiological needs, safety needs, belonging and love, esteem needs and self-actualization needs. These needs are further categorized as deficit needs and being needs (Kermally, 2005, pg 26).” Maslow’s assertion was that physiological needs such as food and water must be fulfilled before a human being could be concerned with any other need in the hierarchy. With these things being understood Maslow asserted that human beings had the capacity to be motivated and that motivation is actually a primitive function of humanity. Although the theory motivation began in the realm of psychological study, it soon became a theory associated with organizational behavior, and this is the context in which it will be discussed for the purposes of this investigation. Motivation and Organizational Behavior Within the context of organizational behavior, motivation is most often discussed as it relates to such factors as job performance, job satisfaction, and the meeting...
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...Financial Performance and sustainability efforts Name Institutional Affiliation Financial Performance and sustainability efforts Businesses are usually in business to make profits. The management takes a lot of time to evaluate the market and also the potential of the firm. The goals and objectives of most businesses are aimed at maximizing the profits they are currently getting. Some of the ways that have been used in the maximization of profits are increasing the products prices, getting cheaper labour and raw materials, and purchasing better machines for the organization. Increasing the prices of the products sometimes results in success but in most times it leads to low sales as the customers go for the substitutes which are much cheaper and affordable. Having cheap labour and raw materials is not always possible. As much as the business would like to improve its financial performance, measures taken should have a positive effect on the people and the environment. Profits are obtained from the subtracting the total input from the total sales. The sustainability of the business highly depends on the profits being made. The financial performance is not only important to the firm, but also to the shareholders and the investors. When a business has high returns, the shareholders get a higher share, and it also attracts the investors. Most business concentrates more in increasing the profits and just ignore their social responsibilities. A business that...
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...Financial Performance and sustainability efforts Name Institutional Affiliation Financial Performance and sustainability efforts Business are usually in business to make profits. The management takes a lot of time to evaluate the market and also the potential of the firm. The goals and objectives of most businesses are aimed at maximizing the profits they are currently getting. Some of the ways that have been used in the maximization of profits are increasing the products prices, getting cheaper labour and raw materials, and purchasing better machines for the organization. Increasing the prices of the products sometimes results in success but in most times it leads to low sales as the customers go for the substitutes which are much cheaper and affordable. Having cheap labour and raw materials is not always possible. As much as the business would like to improve its financial performance, measures taken should have a positive effect on the people and the environment. Profits are obtained from the subtracting the total input from the total sales. The sustainability of the business highly depends on the profits being made. The financial performance is not only important to the firm, but also to the shareholders and the investors. When a business has high returns, the shareholders get a higher share, and it also attracts the investors. Most business concentrates more in increasing the profits and just ignore their social responsibilities. A business that engages...
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...the end. Efficient and effective teams with a leader that can encourage cooperation and motivate to get outcome as all are working toward the same goal. It is in everyone’s best attention to work together to the works success. Project management is appropriate to many businesses and organizations. Some basic industries that use project management include Information technology, telecommunication, construction, software development, banking, manufacturing, professional engineering and architecture, computers. Project management is important because tough budgets, reducing resources, limited time constraints, and competition to improve the methods we do business in the competitive environment. The great ability of project management makes it possible to focus on priorities, track and measure performance, overcome challenges and issues, become flexible enough to adjust to change and reach higher performance and a higher probability of success in each and every project. The challenges of project management most especially the high hopes from senior management combined with little or no hierarchical permission are powerful, but project managers can influence the entire path of an organization. Project management is very important in today's business environment when one considers the repercussions of the lack of good project management or when project management is not successful applied to projects. Here are some of the repercussions that can be experienced with the lack of...
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