...Motivation At Work Student Name: Hamza Ibrahim Ata-Ali Student ID Number: 20142401042 Professor Name: Dr. Montaser Al-Tawalbeh Course Name: Management Sciences Motivation at Work. A basic organization or establishment is made up of different levels of authority and power for example a first line manager does not have the authority as the CEO of the organization so this depends on hierarchy levels. Therefore employees with a high chain of command has to make employees motivated while doing their jobs, which means that when employees are motivated while doing a certain task they will perform better giving the final product a better quality therefore increasing the consumers demand on that certain product increasing the overall profit for the firm or establishment. Can you imagine how great the impact is on the firm or the society itself? Getting employees motivated helps a great amount of people involved such as the company, consumers, the employees and even the society. In my essay I’ll be explaining what motivation is, the impact of motivation, different forms or methods of motivating employees and different types of leaders in an organization. First of all motivation is when employees are being continually committed and interested while doing a certain job or task and even in making an effort to achieve a goal, motivating employees is either by internal or external factors. An example of motivation is when a product selling agent gets an incentive for...
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...Organizational behavior is the study of how individuals and groups perform together within an organization. It focuses on the best way to manage individuals, groups, organizations, and processes. Organizational behavior is an extensive topic and includes management, theories and practices of motivation, and the fundamentals of organizational structure and design. From the smallest nonprofit to the largest multinational conglomerate, firms and organizations all have to deal with the concept of organizational behavior. Knowledge about organizational behavior can provide managers with a better understanding of how their firm or organization attempts to accomplish its goals. This knowledge may also lead to ways in which a firm or organization can make its processes more effective and efficient, thus allowing the firm or organization to successfully adapt to changing circumstances. This chapter will help you better understand the theories and structures of organizational behavior. The chapter begins by discussing some of the basic characteristics of managers and management. It then Chapter 18 TLFeBOOK describes some of the popular theories and practical applications related to motivation and helps answer the question “What motivates employees and why does it motivate them?” The chapter then examines some of the fundamentals of organizational structure and describes ways in which organizational structures differ from one another. Finally it discusses a few methods by...
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...CASE ANALYSIS People Management – Singhania & Partners Group D1 Ankit Agarwal Kausik.R Meenu Rajpal Pramod Khandelwal Syed Reza Salis Naqvi Objective of the Analysis 1. How can Singhania and Partners sustain the effectiveness of people management policies with increasing competition? I think the CEO is worried about what they pay rather than the HR policies per se. Be more specific PESTC Analysis Political and Legal: Economic liberalization by the government of India. LPG (liberalization, privatization and globalization) by GOI gave a fillip to foreign investment and subsequently, legal services industry. Foreign law firms are not allowed to set shops in India or practice Indian law. Imminent liberalization of legal service industry which will increase competition. Law firms were prohibited to directly market their services. Legal system was very slow. Economic: High growth market for legal services. Availability of highly skilled capital at competitive prices. Growth of LPO (legal process outsourcing) industry providing a boost to legal services. Huge market for legal services in the US accounting for 49% of the global industry. Arbitration opportunities in India provided a market for legal services. Growth in the IT and infrastructure sector giving a fillip to legal services. Social: Lack of educational and vocational opportunities for the people to develop their career in legal services industry. Inclination of people...
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...INTRODUCTION The article provides a synthesis of employee retention in Zintepee Technologies and offers an explanation of how employee motivation affects employee retention and other behaviors within organizations. In addition to explaining why it is important to retain critical employees, the author will describe the relevant motivation theories and explain the implications of employee motivation theories on developing and implementing employee retention practices. At the end of the paper, an illustration will be provided with explanation on how effective employee retention practices can be explained through motivation theories and how these efforts serve as a strategy to increase organizational performance. In today’s highly competitive labor market, there is extensive evidence that organizations regardless of size, technological advances, market focus and other factors are facing retention challenges. Given the large investments in employee retention efforts within organizations, it is rational to identify, analyze and critique the motivation theories underlying employee retention in organizations. Low unemployment levels can force many organizations to re-examine employee retention strategies as part of their efforts to maintain and increase their competitiveness but rarely develop these strategies from existing theories. The author therefore describes the importance of retaining critical employee and explains how employee retention practices can be more effective by identifying...
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...Basic Motivational Theories 3 3.Contemporary theories of motivation 5 4.The Comparison of theories 7 5.Motivation the UAE context 8 6.Conclusion…. 9 7.References 10 1. Introduction Motivation is one of the most important desirables for an organization. A motivated workforce is expected to perform better, take the initiatives to solve customer problems and try to do better for the organization. In the war between the firms for gaining competitive advantage a motivated workforce can also be an ideal sustainable competitive advantage which so many firms struggle to attain. Motivation has been one of the basis of subject matters of research for years. There have been numerous theories and frame works which have emerged with time. Some theories complement each other while others are in complete disagreements. This section will first identify the theories and practices and then draw up conclusion on the similarities or disagreements between the theories. 2. Basic Motivational Theories Considerable research has been conducted to devise some motivational theories which usually are the blue print for any motivational tool for a company. The motivational theories can be divided into two basic categories. The process theories and the content theories. This section would discuss the two different types of motivational theories in more details. Process theories of Motivation Process theories of motivation concentrate more on the ways people might think using the...
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...Employee motivation has the power to increase the productivity, performance and loyalty of your workforce, if you choose the right rewards and incentives. By rewarding your employees for their effort and commitment, and giving them the recognition they deserve, this will engage and motivate them to work even harder. Whether you want your employees to produce better sales, increase their productivity, or exceed their targets, engaging them with rewards and incentives will give them the motivation to strive for these results by that they work By TEAM meaning Together We Archive More . Employee motivation can be divided into two groups: intrinsic and extrinsic. Intrinsic motivation is “the work motivation in the absence of such external factors as pay, promotion, and co-workers” (Aamodt, 2012, p.326). Extrinsic motivation, on the other hand, arises from a range of compensational factors such as financial rewards, career opportunities, co-workers etc. Moreover, motivation in organisations can be divided into three different perspectives: need-based, process-based and learning-based. Need-based perspective on motivation is central to the idea that “humans are primarily motivated by deficiencies in one or more important needs or need categories” (Griffin and Moorhead, 2011, p.93). Abraham Maslow’s Hierarchy of Needs is the most basic and the most popular theoretical frameworks related to need-based perspective on motivation. According to the theory human needs can be classified...
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... Executive summary Introduction Motivation Self-control Controlling motivation Importance of motivation Role of leadership in motivation Mistakes leaders make True leadership Conclusion and recommendations EXECUTIVE SUMMARY Big companies have great ideas as the basis of their foundations. An idea can be a random thought of a quick plan, but a great idea comes from right approach to keen observation and broad vision. When we say idea, first thought prompts in, is a general snapshot/overview of the scenario around the object we are thinking about, and this thinking process involves identification, observation and planning (What? Where? When? How? Now! ). It was that easy to define this process, it is not that simple to apply it for achieving the status of being BIG. For big companies, a great idea needs an equally consistent and classic application which calls for a great effort and resistant ability in people’s personality. A resistant power towards the word impossible. They resist and ignore it. Great ideas grow in great minds, those great minds if, possess a personality trait of ‘’make it happen’’, comes out to be a LEADER! INTRODUCTION This assignment covers the topics for motivation, the types, its control, applications and how it has a relationship with leadership. I have also spoken about how it affects the employees and their morale. The organization I will be talking about is RELIANCE. I am a big follower of the first CEO of the firm Mr. Dhirubhai Ambani. He was in true...
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...Financial Incentives 1) Frederick Taylor referred to the tendency of employees to work at the slowest pace possible and to produce at the minimum acceptable level as ________. A) social loafing B) systematic soldiering C) human nature D) group shift E) group norms Answer: B Explanation: Frederick Taylor popularized using financial incentives in the late 1800s. As a supervisory employee of the Midvale Steel Company, Taylor was concerned with what he called "systematic soldiering"—the tendency of employees to work at the slowest pace possible and to produce at the minimum acceptable level. Diff: 1 Page Ref: 434 Chapter: 12 Objective: 1 Skill: Concept 2) Which of the following terms refers to financial rewards paid to workers whose production exceeds some predetermined standard? A) indirect financial payments B) merit payments C) hardship allowance D) financial incentives E) human capital Answer: D Explanation: Financial incentives are financial rewards paid to workers whose production exceeds some predetermined standard. Indirect financial payments are a type of employee compensation that includes health benefits. Diff: 1 Page Ref: 434 Chapter: 12 Objective: 1 Skill: Concept 3) A management approach based on improving work methods through observation and analysis is known as ________. A) strategic management B) scientific management C) management process D) management by objectives E) performance management Answer: B Explanation: Frederick...
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...Engagement Strategy Team A J. Blacksher, M. Bolt, C. Diaz, L. Harrell, C. Hughes, L. Lynn HRM 552/Organizational Training and Development University of Phoenix Dr. P. D’Urso, PhD., BBSS November 19, 2012 Consulting Firm – Engagement Strategy A consulting firm has decided to streamline its process and merged with a software development company. The merger has caused the employees to be disgruntled and angry. The employees do not like change and this has caused morale to drop and production to decrease. Change leadership is needed as this merger will increase the profits of the firm. Additional employees need to be hired and the morale of the current employees needs to be lifted. The following strategies will be employed to help motivate our workforce and keep our strategic advantage. Performance Management System To implement an effective performance management system training and performance are two key aspects of any business, company, or organization. Proper training provides individuals with the knowledge, skills, and abilities to successfully perform their job duties collectively. Performance management is the achievement of performance through the effective management of people and the environment in which they operate. Performance management is the core of the organization; it is both strategic and tactical. Performance management structures and sets achievable goals for the organizations and develops competence and capability to...
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...headquarters in San Jose, California. Riordan's major customers are automotive parts manufacturers, aircraft manufacturers, the Department of Defense, beverage makers and bottlers, and appliance manufacturers. This research paper will discuss the issues being faced by Riordan Manufacturing and provides solution based on various motivation, rewards and performance concepts Situation Analysis Issue and Opportunity Identification – Total reward system The current reward system is barely based on performance, instead recognizing cost-of-living increases, seniority and position. Faced with declining morale and work ethic, Riordan managers have been pressuring the CEO to "do something" about the rewards system. Riordan’s employees comprise three major demographic groups. Baby boomers make up the bulk of the managerial and about half of the manufacturing staff; GenXers make up the majority of the professional staff, as well as some of the manufacturing staff; and the GenY contingent are the newest hires, found primarily in manufacturing, engineering and IT. These three groups have radically different perspectives on rewards and motivation, valuing everything from interesting work to bigger paychecks. Stakeholder...
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...of Contents Executive Summary page 3 Introduction page 4 i. Company Background page 4 ii. Employees Overview page 5 Discussion and Analysis. page 7 i. Employee Development & Motivation page 7 ii. Employee Empowerment page 9 iii. Developments in the Employment Law page 11 iv. Workplace Communication page 12 v. The Employment Relationship page 14 Conclusion page 16 References and Bibliography page 18 Executive Summary This document discusses the external and internal environmental changes affecting a firm which runs a business largely affected by the “recession” of 2008-2009. It suggests how these damaging effects to the employee morale can be controlled, by bringing out the best of management capabilities. It shows how the right leadership can turn around pessimism into inspiration and promote a healthy working environment. These capabilities include employee motivation methods, along with development and training. Improvement of employee competency levels, by encouraging knowledge and information sharing and decision making. The report also sheds light on legal legislations, and gender disparity resolution important to workplace conditions and the employer-employee relationships differences in this transitional phase. Managers need to exhibit ‘People Management’ skills to manage their employees and ensure their satisfaction at work. Consequently, the HR department...
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... motivates employees, and can help firms compete on the strategic elements of time, cost, and quality. Productivity has been shown to be positively correlated with reputation such that firms with good reputations tend to have higher productivity. Reputation can be improved through corporate social responsibility initiatives that seek to enhance social and environmental wellbeing. Improved reputation can provide a sustainable competitive advantage and increase the perceived quality of a firm’s goods or services. Introduction In the business world, it is well understood that increased productivity is highly desirable and leads to favorable economic results. Productivity can have numerous effects on a company, particularly in relation to financial performance. Strictly speaking, productivity is defined as output over input for any given unit under evaluation, such as a business, division, department, or a set of employees. However, this measurement can be a bit more complex since productivity is determined and affected by numerous variables, some of which are not readily apparent in the accounting setting. For example, a company’s reputation can have an impact on productivity and labor efficiency, as demonstrated by the findings presented by Marty Stuebs and Li Sun in their article “Business Reputation and Labor Efficiency, Productivity, and Cost” (2010). Stuebs and Sun found that reputable firms, as determined by Fortune ...
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...P1 In this task I am going to describe the internal and external factors to consider when planning HRM requirements for Tesco PLC. Tesco PLC is one of the largest food retailers in UK. It has changed a lot over the last 8-10 years. Thanks to HR guidance it has improved all his sections and departments. To maintain this growth Tesco has to offer new services and products by using new selling strategies. To improve Tesco performance the HR changed the internal and external factors. Internal factors Organisational needs and skills requirements: organisational needs are constantly changing that is why Tesco’s HR has to training the employees as far as they can keep their position. The organisation must watch the marketing in order to open new stores in other countries or in other regions. In this way the business will need to expand its organisation needs(which are also called workforce) and these new people must be trained and also must be able to speak other languages(if the store will open in different countries). However, nowadays the technology that Tesco had include in its supermarkets, has affected the organisational needs because by using the equipment customers do not need more than two people to help them. Workforce profiles: As any business Tesco has got workforce profiles which include information such as: gender, age, ability and ethnicity. In fact, if Tesco had people who retire at the same time, Tesco would be able to cover them by introducing new employees...
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...the wage and effort bargain between management and workers, more specifically, the wage and effort bargain issues that arise in the film Office Space. Throughout this essay we will discuss the theory behind the wage effort bargain and assess how the balance of power between the workers and managers affects the performance in the work place. We will begin with looking at the history behind the wage and effort bargain. We will also look at how the motivation of employees is effected, outlined through the characters point of view in the film Office Space. The film follows the working lives of the employees in the Initech, and how they are unfulfilled in their jobs. The wage and effort bargain is a situation which occurs in the workplace between workers and managers. In a capitalist economy the main objective for firms is to maximise their profits. In order to do this, these firms must produce goods and services in order to accumulate more money than they invested in their business, and continue the circuit of capital. However, this firm must employ labour in order to initiate production. Therefore, these two parties will meet in the labour market and agree to enter into an employment relationship, specified by an employment contract. However, it is common for this contract to be afflicted with tensions associated with the wage and effort bargain. The wage effort bargain was first used by Hilde Behrend in 1957 and it became an internationally used term in the 1961’s in “Efficiency...
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...time with their kids…etc. Thomas Chan assumes that the real reason for the staff leaving was having too much money too fast which gave employees financial independence and less motivation. During the meeting, after Suzanne Chalmers announced that she decided to leave the company, Thomas Chan tried to persuade Suzanne Chalmers to remain with API by offering her one of the following: 1-Giving her two or three months unpaid leaves with full paid benefits; so that she will have time to recharge batteries, 2- Workplace improvements – getting the latest computer technology to do her work or larger workspace with better view of the park, 3- 25 per cent pay increase and more share options, Thomas Chan also recognized Suzanne Chalmers’ great work by telling her that she was one of API’s most valuable employees and the company would suffer if she left the firm. Suzanne Chalmers responded by saying that she did not have any problems with her workplace and that she has an excellent co-worker. At the end of the meeting, Suzanne Chalmers promised Thomas Chan that she would consider the offer of higher pay and the increased of share options. Two days later, Thomas Chan received Suzanne Chalmers has written resignation from API. Five months later, Thomas Chan heard that she had joined a start-up software firm in the area after a few months of travelling with her husband. SYMPTOMS...
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