...Studies Vol. 1(4) pp. 126-133, May, 2012 Available online http://garj.org/garjmbs/index.htm Copyright © 2012 Global Advanced Research Journals Full Length Research Paper Impact of Motivation on the working performance of employees- A case study of Pakistan. Akbar Ali1, Maira Abrar2 , Jahanzaib Haider 1 Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Tel: 92-331-7304678, 2 3 Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Tel: 92-331-3312626, Accepted 10 April, 2012 Motives are key to human behavior. It plays an important role in performance and other activities and as such the manager should know what motivation is and how subordinates can are motivated towards performance. This study investigates the role of motivation on employees’ performance as the history of explaining human or animal behavior is not new.” why did one do what one did “had been the subject of working even in the past, some human behavior was explained as an outcome of demos impedance and this explanation was unscientific. Efforts were also made to determine principles which could explain human behavior. McDougall emphasized that man’s social behavior can be explained in terms of instincts which was later on criticized. Freud used “unconscious metal process” to explain behavior especially in case of perversion, hallucination, dreams, obsession...
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...relations. However, a good trade relation is essential for healthier environment in the association and for improved performance and manufacture in the organizations. There are many important approaches used for industrial relations known as unitary and pluralistic approaches. Unitary frame of reference: Porter .C and Rees .D pointed in their book The Skills of Management,( 1996) that '' Unitary point of view the association as having one mutual intent with sectional benefits requiring to be subordinated to general structural aims''. However, all organization members notwithstanding their dissimilar roles have shared purposes and standards which band together their efforts. Claims from Watson .T in his fifth edition '' Unitary approach the employing association is understood as actuality based on a public of interest. The organization are the best experienced to agree how these mutual benefits are to be followed''. He also pointed that '' The unitary structure offers a range of methods of questioning the legality of trade union events and practices alternatively, suggesting''. Moreover, Fox A. (1966) say '' A unitary method has one emphasis of loyalty and one cause of authority, which is the reason it recommends the team equivalence''. The impact or unitary to employees and employers: Employees: According to Budd (2006), '' Directors essential be lead and visible by example. The employee must feel that the abilities and knowledge of directors supports their activities...
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...generating bills.The main purpose of this report is to demonstrate on how is the system developed following the software methodology approach with the aids of UML diagrams to design the system structural design, gantt chart to show the process of work and a sample model of the system. 2.0 System Request 3.1 Project Sponsor Tan Sri Dato' Seri Vincent Tan Chee Yioun(Chief Executive Officer of Berjaya Corporation Berhad). 3.2 Business Needs This project is created to make the process of hiring temporary staff easier, and more efficiency. 3.3 Business Requirements By using the system, the staffs should be able to running the process of hiring temporary staff in an easier way and hence it is more efficient. Manager should be able to...
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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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...does offer incentive plans for each employee however, they are inconsistent to everyone. Most property management companies offer a 3%-5% annual raise each year to help compensate with inflation. RealManage promotes this plan when recruiting new employees. They promote highly competitive pay and place employees on a career path. The president of the branch informs each employee what the career path might be and a timeline is provided. tresero ( 2009), “No one size fits all incentive plan exists”. There are different plans for each employee when it comes to compensation. All hourly employees are presented with unlimited over-time and the ability to charge back all the mileage that you have while commuting back and forth to anything business related. Salary employees are presented with flex time and have the ability to not only charge back mileage but anything that is out of the scope of the contract between the homeowner’s association and the management company. The only difference is when an employee is hired on with RealManage, the compensation incentive suddenly changes. The hourly employees are not allowed to accrue over time hours once the meeting is over. So if an employee has an hour commute home, they will not be compensated for them. Managers have very limited time to use their flex time. Fridays are not allowed to be utilized as flex time even if the manager has a meeting every night of the week. The company forces the managers to bill back for things that they have...
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...Role of an employee in a Self-development is directed related to the will of the Department or agencies to have professionals, highly educated and trained professional working for them. A fewer agencies, departments or business will leave the employee by himself, without the necessary support to grown professionaly Some Agencies will leave the process of professional evolution under the motivation and thirst to manage the obstacles of time, and financial support on the hands of the Employee. It will be up to the employee to arrange and plan his professional development, by the way this system of management is an invitation for failure and professional stagnation, due to external factor that will prevent professional to looking for improvements, and being satisfied with the job that he or she has. Modern Departments or agencies will be the employees’ partner; they will invest and plan the individuals development, just leaving the rest for the employee own will to succeed. Nowadays promotions and raises are based on the most developed and competent candidates. Naturally it is expected that the employee will initiate the process of self-improvement. Because professional stagnation will lead the individual to less important positions, fewer promotions and most important less money or a poor resume. Below it is described three organizations and their view about the topic on employee self-development. Researching at the Department of interior website, it is expected...
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...Bernisca,Julie Ann P. BSBA 3C STAFFING PROCEDURE HUMAN RESOURCE PLANNING - Is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. HR Planning Process It demands the HR manager to first understand the business requirement. Only if he comprehends the nature and scope of the business, will he be able to employ those who will deliver the required performance. When it comes to engaging the manpower, the manager should have a keen eye for spotting the talent. It ensures that the workforce is competent enough the meet the targets. While recruiting the new employees, the HR manager must calculate the expected workload. This way the HR department can design an accurate job profile and job expectations. Once you have the decided job descriptions, looking for candidates who fit the job will be easy. Don't be fooled by their qualifications, it is only the relevant experience that matters more. A good HR manager is one who has the zeal and passion to motivate his prospective employees to perform to their potential. RECRUITMENT - Refers to the process of attracting, screening, and selecting a qualified person for a job. All companies in any industry can benefit from contingency or retain professional recruiters or outsourcing the process to recruitment agencies. Recruitment Process ...
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...Introduction In acting as advisors for the Pilot’s Association Australia and Airlines Union Australia, we seek to explore the legality of the various actions of the Jetair Ltd.’s Board of Directors which ultimately lead to the hiring of a new staff body in New Zealand by JetairNZ Ltd at a lowered salary and the subsequent redundancy of Jetair Ltd.’s Australian-based senior managers and pilots. The outcomes sought by the various employee associations seek for firstly, the imposition of the Australian-based wage of Jetair Ltd.’s former senior managers and pilots upon the New Zealand-based staff of JetairNZ Ltd. The second outcome sought by the employee associations seeks for the retrenchment of the senior managers and pilots made redundant by Jetair Ltd. The third concern is with regards to ‘excessive’ remuneration of Jetair Ltd.’s board. In examining these concerns, there are a number of legal areas that must be examined: firstly the relationship between Jetair Ltd. and JetairNZ Ltd. as a related body corporate and the various duties owed to both companies by their Board of Directors; the duties owed by the Board of Directors to both companies and the body corporate as a whole and the possibility of conflict of interest; the duty of care owed by the Board of Directors to their employees and the company as a whole; and finally the exploration of the remuneration of Jetair Ltd.’s Board of Directors as a reflection of the current financial situation of the company. The argument...
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...Final Exam Marcene K. Jack UMUC 1209 HRMN 395 6380 The American Association of Motor vehicle Administrators also known as AAMVA is located in Arlington Virginia. AAMVA’s mission is “to support North American motor vehicle and law enforcement agencies in achieving their mission.” This non-profit organization was founded in 1933 to represent “the state officials in the United States and Canada who administer and enforce motor vehicle laws.” As of June 2012 AAMVA has a total of 105 fulltime employees. AAMVA is an at will employer who has taken the interest of its employees to heart. AAMVA has implemented key goals that will better serve the association and its employees in its entirety. The three strategic Goals are “Using a formal policy process, define and advance official, member-driven positions, recommendations and model legislation, Deliver to members prioritized elements of a comprehensive, adaptable solutions package that helps them address their most critical business challenges in driver, vehicle and law enforcement, and Strengthen AAMVA’s financial foundation to increase long-term value to members.” With these goals in place the organization and its employees are working together to accomplish one goal, that is making its employees and customers happy. By having these goals in place , employees have a better understanding of what the organization is trying to accomplish, so therefore each employee know what specific role they play in accomplishing the mission that...
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...MOTIVATION 6 NON-FINACIAL MOTIVATION 6 Empowerment 6 Enrichment 7 Team work 7 Profit related pay/bonus’ 7 PROMOTION 7 IMPROVEMENTS TO MOTIVATION 8 STAFF FORUMS 8 Fringe benefits 9 P4 9 P5, M3 12 Employee Performance 13 D2 17 Improve relationship with staff and managers. 17 Enable manager to identify a weakness that they can rectify 17 Measuring underperforming workers 18 Promotions of staff 18 Introduction. Within this unit, I will be describing the internal and external factors to consider when planning the human resource requirements of an organisation, describe how the skills that employees require to carry out jobs in an organisation are identified. I will also be outlining how an organisation motivate its employees. Then explaining how organisations obtain the cooperation of their employees, how employee performance is measured and managed, why human resource planning is important to an organisation. I will need be comparing the use of motivation theories in an organisation, and explaining how the results from measuring and managing performance inform employee development. Finally, suggesting, with justification, ways of improving motivation in an organisational setting and assess the importance of measuring and managing employee performance at work. P1 In this section, I will be describing the internal and external factors to consider when planning the human resource requirements of an organisation. By explaining how the various factors...
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...nternational eview of anagement and usiness esearch ol. 2 ssue.1 Impact of Organizational Culture on Employee Performance ALHARBI MOHAMMAD AWADH University Technology Malaysia International Business School, Malaysia E-mail: alharbimohamd@gmail.com ALYAHYA, MOHAMMED SAAD University Utara Malaysia College of Business Malaysia. Email: msy330@hotmail.com Abstract Aim of the study: The relationship between organizational culture and performance has been study and a clear link between them has been identified by certain researcher’s research. The main aim of research article is to identify and measure strong relationship between performance and organizational culture. Methodology: Literature review is adopted as methodology to assess the culture of an organization impacts upon process, employees and systems. Findings: Certain dimensions of culture have been identified so far and research shows that value and norms of an organization were based upon employee relationship. The goal of an organization is to increase level of performance by designing strategies. The performance management system has been measured by balance scorecard and by understanding nature and ability of system culture of an organization have been identified. Recommendation: The strong culture of an organization based upon managers and leaders help in improving level of performance. Managers relate organization performance and culture to each other as they help in providing competitive advantage to...
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...| Business Ethics and Environmental Management | Individual assignment | Code of Ethics for Ceylon TV Channel (Pvt) Ltd. | | HDBM-F-112112 | 2/27/2012 Introduction Telecommunication is a well established and a rapidly growing industry in Srilanka. Television, as an almost 100percent penetration medium, provides an ideal platform to television viewers to involve and participate and to get updated on current events and ongoing situations. Ceylon TV Channel (Pvt) Ltd. Ceylon TV Channel (Pvt) Ltd. Is a privately owned, local television station in Srilanka. The channel is On-air broadcasting as a Lifestyle and Entertainment Channel. Ceylon TV Channel's focus is on quality lifestyle and entertainment programming, while at the same time being a news provider and updating people with the current situations and events happening around the country and worldwide. The station's high quality original programming, together with its stylish presentation of acquired programming, provides a distinct TV channel to the viewers. Ceylon TV Channel has a unique and highly visible studio set up that will integrate with its programming presentations. Vision Ceylon TV Channel Channel’s vision is to become a television channel for Srilankans that provides a new standard of television, focused on the people of Srilanka. Mission Ceylon TV Channel Channel’s mission is to become Srilanka’s leading channel in innovation and quality of programming, relevant and constantly evolving...
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... and selection; compensation and benefits, and employee and labor relations. Included in this paper are also subsidiary points examined including: the fundamental capacities of Human Resource Management, arranging and anticipating human asset necessities, recruitment and determination, evaluation, assessment and worker inspiration. The connections between fruitful business and Human Resource Management are analyzed and in addition how Human Resource Management procedures could be consolidated into business methods to enhance benefit. The historical backdrop of the improvement of human asset administration might be followed back to the early 1900s. Human asset director’s unique capacity was to fundamentally deal with the relationship in the middle of organizations and worker's guilds. Galbraith and Nathanson were among the first association scholar to examine unequivocally the idea of human assets systems in the setting of key administration (Mathis & Jackson, 2011). They created a model for the human asset administration work that partitioned the human asset administration capacity into four fundamental sub functions. Consequent audit of the human asset administration capacity partitioned the capacity into seven sections. Albeit human asset administration was initially seen as an essential malicious to manage worker's organizations as of now human asset directors are seen as a crucial piece of any effective association. Human Resource Management (HRM) concentrates on...
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...10 Strength of anticipated findings and how they relate to aims and objectives of study: 10 Part-B Title: Employee motivation and its impact on employee performance, a case of Tesco, UK Introduction: Employee motivation is demarcated as the inclination or exertion applied by the worker in demand to accomplish objectives of the association and this occurrence of motivation is widespread and outcomes because of some disappointed requirements of the worker. (Armstrong, 2009) The elementary motivation procedure has four phases; a single has assured fondness and fascinations and hatreds that he/she desires to accomplish. When these requirements and yearnings are not pleased, a determination or motivation is shaped in that individual to attain that aim. Motivating the employees is thoroughly connected to the customer’s contentment and retention. If the worker is not motivated in workplace and is not pleased to the job that he/she is executing then he will not be capable to aid the consumer with packed commitment and decency. Consumer’s satisfaction is heavily reliant on consumer facilities work. (Werner, 2009) The administrations which are convoluted in the service industry like Tesco are very intense to center on their consumer services level by inspiring their customer services workers as it unswervingly touches the employee job performances and their outcomes and which directly influences consumer’s satisfaction level definitely or destructively. Companies...
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...areas. As a resource person of HRM, I have mentioned my opinions as an advice to follow best procedure Fitright would achieve and maintain a substantial competitive advantage to become a successful organization. About Human Resource Management (HRM) What is HRM? Human Resource Management (HRM) is an activity of the people who work in the organization. It can be performed by the management and link managers within the organization. It is different organizational functions to be used simple and easy way to employee management solution. The aim of the HRM is to develop the people in a competent way through work. What is Strategic Human Resource Management (SHRM)? Strategic Human Resource Management (SHRM) is an organizational functions joining the people about the HRM strategies to the organizational strategies more systematically and specifically with the organization. The SHRM activities help to interact between corporate strategy and SHRM activities. Therefore, SHRM included different HR functions like – plan, policies, practices recruitment, training, benefits, employee relations…etc. with organizational needs for the overall growth and profitability of the business house....
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