...Assignment #2 Work Motivation “Magic Eye, Inc” is a case study about a company that specializes in computerized special effects. This company is made up of majority of computer programmers. Paul Reed, vice president of Magic Eye, Inc is an engineer hired aboard several individuals who share similar backgrounds and works young programmers in developing their expertise. However, Paul is disappointed in the potential level of performance by his colleagues and because the programmers are essential to this business, the performance of this company will not increase if the programmers do not do their part. With the lack of motivation of his employees, Paul came up with a solution to review particular. He believes that programmer Jeannine Savaria, is a very typical employee that needs to be discussed about her work performance. A recent Magna cum Laude graduate from college, Jeannine believes that she has holds exceptional technical abilities with the knowledge she possess at conceptualizing employees whose performance level is not met computer programs, however, her performance is being questioned by her supervisor in micromanaging her work. Jeannine began to get irritated and annoyed by her supervisors actions towards her assuming the lack of trust in her abilities as a programmer. Motivation can be describe as a reason for ones behavior or to act in a certain way. This case will be evaluated in explaining a theory in determining favorable solution of motivation. Analyzing Jeannine...
Words: 887 - Pages: 4
...ANSWER FOR QUESTION 1 CASE 1 EMPLOYEE MOTIVATION IN A GOVERNMENT ORGANIZATION" Q1. Discuss the long-term relevance of motivational techniques used by Baheti in the light of prevailing environment in the organization. ANS: Some of the most successful managers and executives have achieved their objectives by 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...
Words: 2407 - Pages: 10
...payments to employees based on the profitability of the firm. • Employee stock plan: A plan through which employees are provided with option to purchase shares in their employer at a fixed price within a limited time period. • Long term incentives: A type of performance pay in which the incentives are tied to an organization performance horizon that ranges beyond one year, often three years to five years. The basic aim of organizational performance pay is to promote organizational citizenship behaviour, membership behaviour and positive group norms. As in the case of Fit Stop we can clearly see that they will be trying to follow the high involvement management style as they want their employees to be motivated so they can provide exceptional service to the customers. In this case the organizational performance pay is optimal because it will motivate the employees to do whatever it takes to work effectively and efficiently so that they can achieve the organisational goal. The organizational performance plan that is most appropriate according to my knowledge is employee stock plan. As the company is in its initial stage and it will take time to establish its place in the market and start earning profit, the profit sharing plan will not motivate the employees to an extent and even if it will create a temptation for the employees, there will be a liability on the company which is still in its initial stage, actually not good for the reputation of the company too. Through employee...
Words: 486 - Pages: 2
...The motivation theory that is used in Two Men and a Lot of Trucks is Job enrichment theory. I believe this is the theory that best describes this case study because Sheets realized that to be successful in her franchised company she needed the other owners to feel in control of their own success. Sheets established Stick Men University to help the owners of franchised locations and new employees of every location learn the different aspects of the company, and learn from some of the mistakes made early in the company’s history. From the beginning, Sheets wanted the customer experience to be exceptional. To do this she used a directive approach in providing guidance and training, teaching franchisee’s to use work performance standards, and creating clear work rules and procedures. Even from the beginning of his time with Siemens Medical, Klaus Kleinfeld created a supportive approach to win over the employees, and supervisors to establish new working conditions. Kleinfeld was careful to include employee concerns when implementing or changing working procedures. Later he used a participative approach by instituting One Siemens to include all company units to cooperate better to win more business. I believe that Kleinfeld personally used Maslow’s needs hierarchy theory to achieve everything he wanted in life. He showed that he was able to set goals and reach them with the right motivation. This leads me to believe that he also employed the expectancy theory. He used multi-tasking...
Words: 302 - Pages: 2
...theories exclusive to the United States or more widespread: Motivation is the process of creating zeal among the individual in an organization or in group of task to bring an effective outcome motivation deals with three key elements which includes intensity, direction, and persistence. Intensity describes how hard a person tries. High intensity is unlikely to lead to favorable job performance outcome unless the effort is changeable in a direction that benefit the organization. Motivation has a persistence direction. This measures how long a person can maintain effort. Motivated individuals stay with a task long enough to achieve their goal. (pearson) The motivational theories fall into two main categories such as content theories of m otivation and process theories of motivation where content theories explains the dynamics of human needs such as why people have different needs at different time whereas Process theories do directly explains how needs emerge through deriving the process through which needs are translated into behavior. It explains why people behave the way they do .Content theories of motivation are universalistic theories and they are those theories discussed in this chapter which are not only exclusive to the united states but also more widespread everywhere. And those theories are described below: Maslow’s Need Hierarchy Theory: This theory is probably safe to say the best-known theory of motivation. According to (Maslow, 1970) hypothesis that within every...
Words: 3907 - Pages: 16
...Motivation Concepts Table and Analysis Motivation Concepts Table Theory Name Major Theorist(s) Time Period Created Key Theory Concepts Will: Descartes 1637 Will motivates all actions. Will is an initiated and directed action. Ruckmick 1963 Striving to create impulses to act. The ability to resist self-denial or temptation. Rand 1964 Helps to decide whether or not to act. Instinct Darwin 1859-1872 A behavior is unlearned, automated and mechanistic. Biological urges impulses and appetites. Freud’s Drive Theory Freud 1915 All behavior is motivated to serve the fulfillment of need. Hull’s Drive Theory Hull 1943 and 1952 Drive is a physiological basis and bodily need is the ultimate basis of motivation. Drive can be predicted before it occurs. Decline of Drive Theory Sheffield & Roby 1950 Learning can occur when there is no equivalent experience of drive decline. Harlow 1953 Learning occurs when there is a drive reductions and well as an increase in drive. Klien 1954 Motivation can result from something other than bodily disturbances. Bolles 1972 A decrease in drive is not necessary for learning to occur. Theory Name Major Theorist(s) Time Period Created Key Theory Concepts Post-Drive Theory Years Bolles 1975 Had the dominant perspective on motivation. Berlyne 1967 Optimal level of arousal Hebb 1955 Olds 1969 Pleasure centers in the brain Miller 1948 Approach and avoidance conflicts, conditioned motives Murray 1938 Universal...
Words: 856 - Pages: 4
...This literature review deals with the problem of employee motivation and rewards, how best to achieve exceptional levels of performance and motivation in the work place. Psychologists have advanced two types of motivation theories. Dualistic theories divide motivation into two types, namely intrinsic and extrinsic. The other theories are more multidimensional and identify inherently separate motives. This paper will argue that the multidimensional approach for work place incentives would work for more types of business models, but also be a far superior method to approach staff inducement. Firstly, I will examine why the dualistic approach as a hypothesis is invalid because human motives are multifaceted (genetically diverse) and do not divide into just two kinds. Second, the rational and behavioural measures of intrinsic and extrinsic motivation often yield different or even opposite results (Eisenberger et al., 1999). Secondly, I will put forward the argument for a more multidimensional approach to employee motivation and why many researchers have moved beyond the study of intrinsic-extrinsic motivation. Researchers have validated and applied 16 universal reinforcements to a wide range of work places. Literature Themes or Arguments Intrinsic motivation is normally defined as “doing something for its own sake” from simply doing something for the joy and gratification derived. On the other hand extrinsic motivation represents the pursuit of a specific goal (Reiss, 2012)...
Words: 458 - Pages: 2
...The Motivation of a Young Woman Courtney Smith AIU Online Abstract This paper will first inform you, the reader, about the definition of motivation. It entails where the motivation of a young woman is obtained from. You will learn how family and friends help shape a young African-American young woman’s will and determination, and how to make her become be a better person and reach her goals. History is another key factor in helping a young person come up with their goals. All in all, this paper will cover the influence of family, friends, lifetime dreams, goals, and history in motivating a young woman. The Motivation of a Young Woman Motivation by definition is the reason or reasons one has for acting or behaving in a particular manner or the desire or willingness of someone to do something. My motivation derives from my family, friends, lifetime dreams, goals, and of course my history. I want to show my friends and family that I am capable of accomplishing anything that I put my mind to. I desire to make others, as well as myself, proud of me. Self-pride is of importance to me because if I am not proud of myself then no one else would be. In my future I would like to have my own business and a family. Only naturally I would like to be comfortable in life with a nice home and car, but I know that I need to work my way up and that is where getting a degree comes in. I already know that I have exceptional professionalism, but I would like my future employers to take me...
Words: 511 - Pages: 3
...job satisfaction and achievement for employees. An example of this, working in teams improves employees’ performance and also makes the work enjoyable to them. The biggest advantage of working in teams is the workload is shared among the team members. Team members will create a plan for positive influence. This plan will discuss the differences in attitudes, emotions, personalities, and values as well as how these differences influence behavior positively in a business setting. The plan will also adopt a plan for increasing motivation, satisfaction, and performance in a team. Attitudes, emotions, personalities, and values are different with each team member. Recognizing the strengths, weaknesses, values, and personalities can help in determining what each team member can provide and how each team member can motivate each other to complete the task. Motivation, satisfaction, and performance are necessary in a business setting. Motivation is the process that account for an individual’s intensity, direction, and persistence (Robbins & Judge, 2011). The way employees feel about their job determines how motivated they are. When employees are satisfied on their job, productivity increases. To keep employees motivated, managers must be fair at work, and promote equality, and diversity. Manager must communicate with...
Words: 894 - Pages: 4
...skills and high performing employees. The objective of retention policies or strategies should be to identify and retain committed employees for as long as is mutually profitable to the organization and the employee (Sutherland, 2000). At the centre of the employee retention policies or strategies are leadership styles and motivation, which are intended to offer good enough factors for job satisfaction towards retention. It is in this light that all forward looking organizations in today’s rapidly changing global environment, across diverse industries are continually exploring ways to equip their managers or leaders with the right leadership qualities and styles that they hope can impact positively on job satisfaction and staff motivation to stay. Employee job satisfaction and motivation have undoubtedly remained two of the most significant catalysts to employees’ loyalty and the leadership style serves as the conduit to speeding up the activation of these catalysts. Nonetheless, changes in social values, culture, technology and political systems have also greatly impacted on the leadership processes and styles on employee motivation and loyalty over the years. Available literatures indicate that there are significant multiplicities of approaches to defining Leadership. According to Omolayo (2000), leadership can be defined as a social process in which the leader seeks the participation of subordinates in order to reach organizational goals and objectives. Essentially...
Words: 940 - Pages: 4
...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...
Words: 1134 - Pages: 5
...Running head: WORKPLACE MOTIVATION Workplace Motivation Lester Cash University of Phoenix Human Motivation PSY 320 Joan Phillips, PhD July 24, 2007 Abstract Continuous Quality Improvement, Shared Governance, leaders leading by example and pay for performance are just a few of the many programs implemented at St. Anthony Hospital in Oklahoma City, Ok. in an effort to motivate employees to perform to exceptional standards. This paper describes just a small portion of how these programs attempt to motivate the employees based on different motivational theories. Workplace Motivation I work for St. Anthony Hospital in Oklahoma City, Ok. St. Anthony is one hospital in a network called Sisters of Saint Mary Healthcare (SSMHC) based in St. Louis, Mo. and has 20 hospitals in the system. (Sisters of Saint Mary's Health Care [SSMHC], 2007)St. Anthony is the largest entity in the organization and therefore, motivation is a factor in everything that all levels of management perform. St. Anthony employees over 5000 staff and has within the past year introduced several motivational techniques and ideas to motivate employees. If the techniques that have been implemented at St. Anthony work they will become a system wide initiative. In this paper I will attempt to exam and explain how the various motivational strategies affect productivity, how the organizational efforts to improve performance have been received and the steps taken to change employees’ resistance...
Words: 1868 - Pages: 8
...Leadership and Organizational Behavior Project: Brief Proposal of Research Course: MGMT 591 Prof: Kenneth Steinkruger Alain Dillon Date: 9/20/15 Overview The company I choose to research is BNY Mellon. The company was started by Alexander Hamilton in 1784, and it is one of the longest- lasting financial institutions in the world. The company has endured and prospered through every economic event and market move over the past 230 years. This company serves exceptional clients, and many of the world’s leading investors. They rely on us to connect to opportunities in 100 markets across 35 counties. Even though they make such a great impact on people lives, they are lacking in employee satidfaction.. Fox Business has named them the eleventh worst company in America to work for. Even though many employees get along well I can definitely feel the frustration by other unsatisfied workers within the organization. Problem Statement The major organizational problem BNY Mellon faces is retaining motivated employees. with low employee satisfaction A company that has been around for hundreds of years and is stuck in its ways and has a reputation of not caring how employees view them. The problem is displeased employees they often felt they were not paid enough for their services. Also many also believed that promotions were, and rises where often low when they came. So what keeps these people going and pursuing the same accomplishment when their same to be no growth, is it because...
Words: 702 - Pages: 3
...Employee motivation Importance of employee motivation How Employee motivation contributes to productivity How employee motivation contributes to Job satisfaction Best Practices Importance of Employee Motivation For a long time, employees where considered in companies as just an input in the production; but in order for a human being to perform in effective levels it is important for the employee to be motivated. Motivating employees was an important topic as far back as 1789. Samuel Slater, a pioneer who introduced textile manufacturing to America, was concerned about creating a work setting where it was comfortable for workers to do their jobs. (Gibson, 2012, P.125). Motivation is the way business and personal goals are achieved. Motivation is important for any organization, doesn’t matter if the organization is team based or if the employees work independently. The mission and vision of the organization must be aligned with the individuals that work within, this is of high significance for creating a high level of motivation that can lead to higher productivity, financial gain and work quality. The final outcome of any activity within the organization will be outlined by the level of motivation of the employees, without motivation, all capabilities and experiences ere futile. Motivation is what moves productivity, similar to gasoline to an engine, if the engine does not have any fuel, it will not run. It is very common to see how the human resources department...
Words: 1834 - Pages: 8
...Communication Starbucks is a multinational, multi-billion dollar company, and they did not get there by accident. This status was achieved through the direction of the company’s founders and senior executives and careful communication of the company’s goals and plans to other members of the organization. If there were mismanagement in the leadership structure or power sources, then Starbucks would not have been able to reach the heights it currently enjoys. In addition, if there were not buy-in from the employees in regards to Starbucks’ mission, the company could have fallen short of its current stature. Therefore, it is easy to see that Starbucks is successful because of their leadership style, the power holders in the organization, the motivation of their employees, and effective communication between the three. The current Chief Executive Officer (CEO) of Starbucks is Howard Schultz, and when he returned to the company in 2008, he brought a transformational style of leadership with him. At the time, Starbucks was expanding at a dangerously fast pace and had lost sight of what set them apart from other coffeehouses. Schultz felt that the baristas had lost their passion for their work and for helping the customer, so he set to rekindle both of these passions by retraining the baristas. In addition, he led several thousand employees in donating over 50,000 hours of work to help clean and rebuild New Orleans after Hurricane Katrina (Schwartz, 2011). Schultz was able to accomplish...
Words: 1179 - Pages: 5
