...and only human beings, are biologically adapted for participating in collaborative activities involving shared goals and socially coordinated action plans”(Tomasello, Carpenter, Call, Behne, & Moll, 2005, 676). After forming group, the next challenge to us was selecting an underperforming company. Taking into account the economic crisis, people were affected the most. And retail is a segment, which is very close to the people. Each member of our group was interested in electronic retail segment. This initial motivation for our poster was intrinsic motivation. Although marks and ranking (Extrinsic Motivation) were the factors that motivated us but our initial motivator was our interest. Once we started the work on our presentation, it was the Content approach that motivated us the most throughout the work. As Maslow said that human needs motivates him towards a goal and helps him pursuing the goal, we evident it while working on our presentation. The five basic human needs, as mentioned by Maslow, are physiological, safety, love/belonging, self-esteem and self-actualization. Working in a safe environment and proper breaks while working already fulfilled our physiological needs and safety needs. We all maintained a good understanding and belonging while working which satisfied our next need. Once a need has been satisfied substantially, it ceases to be a motivator (Sadri, G, & Bowen, 2011). Each member in our group was from a different background field and was...
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... meaning "to move." Motivation can be broadly defined as the forces acting on or within a person that cause the arousal, direction, and persistence of goal-directed, voluntary effort. Motivation theory is thus concerned with the processes that explain why and how human behavior is activated. The broad rubric of motivation and motivation theory is one of the most frequently studied and written-about topics in the organizational sciences, and is considered one of the most important areas of study in the field of organizational behavior. Despite the magnitude of the effort that has been devoted to the study of motivation, there is no single theory of motivation that is universally accepted. The lack of a unified theory of motivation reflects both the complexity of the construct and the diverse backgrounds and aims of those who study it. To delineate these crucial points, it is illuminating to consider the development of motivation and motivation theory as the objects of scientific inquiry. HISTORICAL DEVELOPMENT Early explanations of motivation focused on instincts. Psychologists writing in the late 19th and early twentieth centuries suggested that human beings were basically programmed to behave in certain ways, depending upon the behavioral cues to which they were exposed. Sigmund Freud, for example, argued that the most powerful determinants of individual behavior were those of which the individual was not consciously aware. According to Motivation and Leadership at Work (Steers...
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...Stress and Communication In The Workplace Your Name Your School Abstract There are many factors which contribute to successful functioning of a workplace. The company must have a solid foundation and solid business practices to develop and maintain the type of environment that will keep its’ employees satisfied, loyal, and most of all productive. In this report, I have examined some common potential barriers to success. Stress and Communication in the Workplace Create a brief job description for a position within the company you research that you would like to fill. Iyanla Vanzant is an industry leader in “self-help” motivational materials. She has a Master’s Degree in Spiritual Psychology and has been presented with several awards, including a NAACP Image Award and an Emmy. Additionally, she is an ordained minister and a Yoroba priestess. As a best-selling Author, Motivational Speaker, Life-Coach, and frequent guest on “The Oprah Winfrey Show,” she has touched the lives of millions. The “Inner Visions Institute” was founded in 1998 by Iyanla and her daughter, Gemmia to teach “universal laws and spiritual principles (http://www.innervisionsworldwide.com/index.php?p=aboutus).” Offerings at the institute include programs for personal and spiritual growth, a coaching program, and even a Life Coaching certification course. Her facility is based in Silver Spring, MD. I’ve known that I wanted to work at this institute from Iyanla’s first appearance on “The...
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...performance) and negative (increased stress) effects of stretch goals? Setting goals is part of organizational life and a powerful way to keep employees aligned and clear about expectations. But how tough should the goals be? How high should you set the bar? Some leaders like to set goals at a low to moderate level, based on the concept that they want everyone to be successful. They believe that success increases employee motivation and satisfaction. A second approach is to set the goals fairly high, expecting that a good portion of the employees will achieve them, but everyone has to work pretty hard to be successful. The third approach is to make the goals so high that only the very best performers might attain them, but not too often. This is based on the premise that if you set the bar really high then everyone will work their hardest to go as far as they can. However, stretch goals can have a tradeoff between the positive and negative effects. On the positive side, it can increase high work performance since it enables employees to reach their fullest potential. Sometimes employees find stretch goals very motivating and make it a challenge to attain it, because managers generally attach incentives such as recognition and other forms of rewards for attaining these goals. Nevertheless, stretch goals also have negative effects and this is the stress that employees go through when unrealistic goals are set by managers. Goals should be challenging and require a stretch - but employees...
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...workers at Ford Motor Company. Information on the company’s history, current and future outlooks, and human resource problems will lay the foundation to apply proven methods of increasing motivation. The paper is concluded with a look into the effects of cutting costs on employee moral along with a summary of proposed methods for solving the loss of motivation at Ford. Introduction Ford Motor Company has been an American icon since the very early years of the 20th century. From the Model T’s, which were assembled by hand in 1903, to today which includes Aston Martin, Land Rover, Lincoln, and several other products, along with the signature Ford brand-name products, Ford Motor has been making cars and, more importantly, making incredible profits. With amazing innovations by Henry Ford and his successors, a product which appeals to the American people, and incredible tenacity, Ford has grown to be the world’s third-largest automaker and one of the top-ten most profitable corporations in the world. Being one of the world’s most powerful and profitable corporations, however, does not mean that it is fool-proof. Starting with a pension crisis in 2001, Ford Motor has been plagued by financial and human resource problems, including marketing problems, loss of sales, and perhaps most importantly, loss of employee morale and motivation. One article quotes a Ford Headquarters worker in a bar saying “I like the atmosphere in here better...
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...will be highly productive * To be effective motivators managers must know what behaviors they want to motivate people to exhibit * Managers must motivate people to * Join the organization * Remain in the organization * Come to work regularly * Perform * Exhibit good citizenship * Good citizens of org are committed, satisfied employees who perform above and beyond the call of duty by doing extra things, the company needs. * Importance of citizenship behavior may be less obvious that productivity. * Process: goal-setting, reinforcement and expectancy theories – basic and powerful actions to take. * Content: what people want and need SETTING GOALS Overview * Goal setting is perhaps the most important, valid, and useful single approach to motivating performance * Goal setting works for any job in which people have control over their performance * Goal setting theory * people have conscious goals that energize them and direct their thoughts and behaviors toward a particular end Goals that motivate * goals should be acceptable to employees * goals should be challenging but attainable * goals should be specific, quantifiable, and measurable Stretch Goals * Stretch goals are targets that are particularly demanding, sometimes even though to be impossible * There are two types of stretch goals * Vertical stretch goals are aligned with current activities including productivity...
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...case study gives a character sketch of three employees Tom, dick and Harry and how they behave in their work environment. Tom is the type of employee who is difficult to figure out with a high absenteeism record. He has a laid back attitude like that of hippie culture so he derives very less inspiration from what the company has to offer him. He is a completely family oriented man and feels that the job is simply a means of financing his family's basic needs. Overall he works in a fair manner but all attempts to derive more output from him have failed. He has an amiable attitude but is not a gem for the company. He is allowed to do his own thing as long as he meets the minimal standards of performance. Dick in many respects is the opposite of tom. He is likable and responds well to the needs of the company and is very loyal. Although the problem with him is that he would not do much independently, he will do well with what is assigned to him but would not take more personal effort and is neither too dependable nor creative. He also lacks the quality of assertion which hurts his performance within and outside the company as he's unable to sell himself properly. Harry on the other hand is a very strong personality and assertive to extremes. His agenda is money and wouldn't mind changing jobs for it. He does an excellent job and has no qualms for being overworked only of he is paid well. He was too pushy if not more money than other fringe benefits. Outside concepts ...
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...Motivation. (People in organisation). There is no doubt that everyone has a different set of motives, which relate with personal needs and it manages the human behaviour. Moreover, as Daniel Pink (2009) stressed people also need acceptance, recognition, and self-esteem. In other words, he mentioned three basic human needs: acceptance, mastery, and purpose, which have a powerful influence on individual attitude and performance. What is motivation? Reece (2014) defines motivation as the influences that account for the initiation, direction, intensity, and persistence of behaviour. In addition, psychologists notice four main categories, which include the number of possible motives. Among them are physiological factors/motives (need for food, water, and etc.), emotional factors (love, hate, fear, panic, and etc.), cognitive factors (personal beliefs, perceptions of the world), and finally, social factors (family, friends, media and other social forces). The motivation is two-dimensional; as a result, it could be internal/intrinsic or external/extrinsic. Through motivation I have achieved many different goals in my life, and still continue the developing of this the vital skill. That is to say, motives have been driven constantly my behaviour and a discussing of basic five characteristics of those motives with different theories, and at the same time using my life experience as an example, may be useful for the comprehending the sophisticated nature of motivation. Of these, the...
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...Introduction Frito Lay Incorporated is the world leader in the snack food industry controlling over 35 percent of the world market and over 60 percent of the market in the United States. Frito Lay Incorporated started in 1961 merging the Frito Company with the H. W. Lay Company creating the largest snack food company in the world. Many of the company’s well known brands include Doritos, Lays, Ruffles, Cheetos Tostitos, Fritos, Smartfood, and Santitas, five of which create a billion dollars in sales or more annually. Frito Lay Inc., the snack food division of PepsiCo makes up about half of the parent company’s revenue and about two thirds of the company’s profits. Last year Frito Lay Inc. generated 48 billion dollars in revenue and employed over 48,000 people. The current role that I hold in the company is Route Sales Representative (RSR). This role consists of what they coin the “heart of the company,” and generates a major share of the company’s revenue. An RSR’s position consists of selling merchandise to the customer, delivering the product, stocking of the product as well as customer service. During the last 10 years the company has changed the pay structure that determines the compensation that each RSR receives. In doing this they have also increased the workload and amount of expectations that have been placed on the shoulders of the employees. During all of the events that were involved with the pay changes, the morale and drive of the employees continued...
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...2.0 A GOOD PERFORMER “Why is employee’s motivation important?” it is because in today’s economy recession, it is more important than ever to have better motivated employees. A motivated employee is a productive employee. A productive employee is a more profitable employee. When people are not motivated, they become less productive, less creative and which could make the company loss their assets. When an employee works hard and believes there will be some kind of reward and does not receive one, the employee can easily stop the motivation of wanting to perform their duty. In order to enhance the connection between performance and outcomes, managers should use systems that tie rewards very closely to performance. Employees who are working hard every day want to feel needed and appreciated. Leaders or managers need to make sure the employees get what they deserve so that they would not feel useless and might make them less motivated to work. Motivating employees requires creativity and an understanding of the areas where employee performance exceeds organization's expectations. Motivation also may come for bringing improvement before become major problems. In order to improve the connection between effort and performance, managers should get a training to improve employee capabilities and help employees believe that added effort will in fact lead to better performance. 2.1THE EXPECTANCY THEORY Figure 2.0 Victor H. Vroom proposed the Expectancy Theory in 1964. Victor...
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...Motivation is a theoretical construct, used to explain behavior. It is the scientific word used to represent the reasons for our actions, our desires, our needs, etc. Motives are hypothetical constructs, used to explain why people do what they do. A motive is what prompts a person to act in a certain way or at least develop an inclination for specific behavior.[1] For example, when someone eats food to satisfy the need of hunger, or when a student does his/her work in school because they want a good grade. Both show a similar connection between what we do and why we do it. According to Maehr and Meyer, "Motivation is a word that is part of the popular culture as few other psychological concepts are".[2] Wikipedia readers will have a motive (or motives) for reading an article, even if such motives are complex and difficult to pinpoint. At the other end of the range of complexity, hunger is frequently the motive for seeking out and consuming food.Types of theories and models[edit] Motivation theories can be classified on a number of basis. Natural vs. Rational based on whether the underlying theory of human Cognition is based on natural forces (drives, needs, desires) or some kind of rationality (instrumentality, meaningfulness, self-identity). Content vs. Process based on whether the focus is on the content ("what") motivates vs process ("how") motivation takes place. Monist and pluralistic motivational theories[edit] A class of theories about why people do things seeks...
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...quality handloom and power loom fabrics. And their office is situated in Warakamura Matale. Also they have factories in Kaludawela (Matale) and Palamuna (Baticalo). 100 workers are working in Warakamura factory and Matale factory. And Bank of Ceylon (BOC) government service sector serving nationally and internationally. Both organizations are trying to achieve their organizational objectives by different management and leadership styles. 02. DIFFERENT APPROACHES TO MANAGEMENT Managers are the people who guide on towards achieve organizational objectives effectively and efficiently. It can be describe as the process of planning, organizing, leading and controlling the efforts of organization members and of using all resources to achieve goals. Figure I: Functions of management In order to help identify main trends in the development of organizational behavior and management theory, it is usual to categories the work of writers into various ‘approaches’, based on their views of organizations, their structure and management. Human relation Contingency Classical Systems Scientific management Administrative management Bureaucracy management Figure...
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...Rachel Carson’s Silent Spring gives a strong argument against the use of pesticides such as parathion. Silent Spring was aimed at people with similar ideas to her own, and her goal in writing this book was to inspire those people to rally together and take action against what she believed was unjust and cruel. Her book proved to be a successful motivator and transformed America’s views on the environment. One of the things that made Carson’s book so powerful was its almost apocalyptic tone. Her word choice was extreme at times, but not so much that it was ineffective. Her very first sentence from the passage talks about the “habit of killing” and how humans choose to “eradicate” creatures that annoy them. Already she establishes an extremely negative view on the use of pesticides...
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...likely fail in time. 2. Commitment and Consistency A motive that lies deep within people, quite simply, the desire to be (and appear) consistent with what we already have done. Once a person make a choice or take a stand, however small initially, social and internal pressures prompt us to behave consistently with that commitment. 3. Scarcity This can be said as ‘The Rule of the Few’. Opportunities seem more valuable when they are less available. Hard-to-get things are perceived as better than easy-to-get things. The Scarcity Principle in work field is referred to limited resources and time limits to increase the perceived value of the benefits of helping or working with you. The possibility of losing something is a more powerful motivator than of gaining something. 4. Authority People are willing to follow the suggestions of legitimate authorities, because most of us are raised with a respect for authority, both real and implied. 5. Social Proof Sometimes, people decide what is correct by noticing what other people think is correct, especially the way we determine what constitutes correct behavior. If everyone else is behaving a certain way, most assume that is the right thing to do. This...
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...and the leadership techniques I believe are important are expressed. Included in this paper is my personal mission statement. My personal mission statement gives me guidelines in which to lead my life both at work and at home. My methods of leadership and employee training, for my Subway franchise, are used to express my techniques in leadership. Employee motivation, empowerment, and communication are discussed because I believe these are important aspects to being a good leader. Personal Mission in Leadership Leadership is one’s ability to influence others. “Leadership is the use of noncoercive influence to direct and coordinate the activities of a group toward accomplishing a goal” (Riley, 1994). Leadership is used both in the workplace and in everyday life. The power of leadership can be formal or informal. Leadership can be a formal position that gives one the power to make leadership decisions. The power of leadership also can arise from trust and a relationship built between two people. Power that comes from a relationship is a key factor in effective leadership (Feldman, 1999). Leadership and leaders can be put into four categories: structural leaders, human resource, political leaders, and symbolic leaders. Structural leaders focus on structure, strategy, environment; focus on implementation, experimentation, adaptation. Human resource leaders believe in people and communicate that...
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