...Group A5- Psycho Engineers a.)Topic of the project: Measuring whether perceived career stagnation in early career may have impact on factors such as employee motivation, job satisfaction and turnover intention. b.)Scope of the project: In this project we plan to analyse whether professionals in the early stages of the career (work-experience less than 5 years) feel early career stagnation and how it impacts factors like their job motivation, turnover intention, etc. The group also identified following parameters which were possibly affected due to career stagnation: a. Motivation b. Job satisfaction c. Turnover Intention Some mediator factors identified by us which can affect the relationship between career stagnation and identified parameters are: 1. Gender 2. Educational Background 3. Age In the common pyramid-shaped organisations majority of the individuals face a point where hierarchical advancements seem unlikely. In such a situation we say that the employee has hit a career plateau or that his career has stagnated. In some situations although the employee has hit a plateau he/she still continues to do his/her job efficiently with no decrease in output. However , for some employees the career plateau may adversely impact job satisfaction, motivation, willingness to stay in the organisation ,etc. It is the latter case also known as the “deadwoods” who need extra attention from the management and our study focuses on analysing the effects of career stagnation...
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...Motivational Methods Motivation is the key element in a workplace and it is extremely important to know the theories, methods, and applications associated with motivation. Motivation is a necessary skill for future managers and leaders as it is used to motivate employees to work more efficiently. Researching the different motivation methods has brought the realization of just how important motivation is in the workplace. For most managers, motivating their employees is a key issue. In today’s work force, managers are inclined to pay special attention to their employees. They also pay attention to motivates them to perform at a higher level. Not every individual works in the same manner or needs the same motivation. This paper will look at the different characteristics of professional workers and lower-level contingent workers. Also addressed in this paper will be the different motivational approaches that are used by managers today towards these two groups. Finally, by applying a set of motivational theories, this paper will attempt to explain why managers should apply different methods to each of these groups. There are many questions facing managers about motivation; questions such as how does motivation work, when to apply motivation, and whom to apply motivation techniques to. Motivation reflects how innovative and productive jobs are achieved within work organizations. Because motivation influences productivity, supervisors need to understand what motivates employees...
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...Whatever that goal may be, there are motives as to why we choose to join a team. To stay in a team and also choose to leave the team. As Maslow’s Hierarchy of Needs suggest, there are motivating factors that move members to work together in groups, and they categorize into two groups. Satisfiers' and Motivators. The authors, Engelberg & Wynn, state that satisfiers' have the most basic needs like physiological and safety needs. Motivators are higher-level needs such as self- actualization, belongingness, and esteem needs (2011). For members with belongingness needs, a group provides a sense of belonging, by providing friendship opportunities and members find that they identify with others. Groups can also satisfy members with esteem needs, these needs are met through success and member satisfaction. Working in groups gives these members a sense of worthiness and that their contribution matters. Therefore, member motivation is necessary to fuel group performance and achieve successful collaboration. On the other hand, sometimes motives can also have a negative effect on collaboration. When individual motives such as esteem, belongingness, and self-actualization needs are not met they eventually create affective conflict. Within our group, it seems that these motives aren’t existent. Being that were so new to becoming a team together, there is not enough time spent with each other and were morally established, making us a great team. According to Engelberg and Wynn (2011), “Affective...
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...COURSE DESCRIPTION: This course focuses on the classical and modern aspects of organizations and the role of managers as leaders and facilitators of change. Organizational theory and design are introduced to understand the implementation of policy within the organization. This course emphasizes design concepts that impact employee motivation, interpersonal relationships, group dynamics, leadership, teams, and organizational culture of the context of both emerging theory and current/future practice. COURSE OBJECTIVES: 1. Demonstrate a systematic and critical understanding of organizational theory and factors involved in the functioning of complex organizations. 2. Demonstrate comprehensive knowledge of the images of organizations that we have in the United States and the role of individuals in those organizations. 3. Analyze an organization, using a common vocabulary, in light of the images and make recommendations for initiating organizational improvement. 4. Recognize the relationships between the organization and its internal and external environment. 5. Assess motivation, group dynamics, decision making, power/authority/responsibility, leadership and organizational culture in view of the critical role of the...
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...significantly. In fact, the sales of luxury goods have increased in many cases. The aim of this paper is to identify the causes to this phenomenon, and go more in-depth into the consumer psychology of buying luxury goods. Recent statistics concerning the modern economy were examined, particularly the sales of luxury goods and their consistency in sales. After, the sales of luxury goods were studied from the perspective of consumer psychology. Luxury goods are not bought for the same reasons that normal or inferior goods are, as they do not adhere to the conventional wisdom of economical decision making. Instead, consumer decision making plays a huge role in the sales of luxury goods, particularly status consumption, and the motivations for status consumption were identified according to different types of motivations. By analyzing this data, the economic effects of luxury goods were identified. Because their primary consumer base is not affected severely by economic hardships, the sales of luxury goods are able to maintain a consistency not found in other goods. This trickled down into growth for the suppliers of these luxury brands as well, because the increase in demand for supply by luxury goods makers was able to offset the decrease in demand by normal goods makers. In addition, luxury goods have spawned the counterfeit “industry”, which also plays a huge economic role. The findings in this paper...
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...The paper presents the analysis of an article related to the organizational motivational creativity. Therefore, in this paper, a brief summary of the article is given along with the research methods used by different critics and researchers in order to provide their opinion regarding particular issue. All discussion in analysis is discussed critically including with personal opinion. At the rest of the paper, a brief conclusion is included, which covers the key finding of the whole analysis. Summary The article, ‘Motivating Creativity in Organizations: On Doing What You Love and Loving What You Do.’ was written by Teresa M. Amabile in (1997). The article summarized that the creativity in all business and is an essential motivating factor since it is interesting, relating, exciting, rewarding, or personally challenging (Amabile T. M., Motivating Creativity in Organizations: ON DOING WHAT YOU LOVE AND LOVING WHAT YOU DO., 1997). Moreover, the theory ‘Componential Theory of Organizational Creativity and Innovation’ is present in the article that reflects the factors of intrinsic motivation, which determines the creativity of a person. Furthermore, in this article, influence of environment on individual creativity is determined in the light of various researchers, their researches and critical views (Amabile T. M., Motivating Creativity in Organizations: ON DOING WHAT YOU LOVE AND LOVING WHAT YOU DO., 1997). Analysis of the Article Creativity and Motivation There...
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...Motivational Method Motivation is the key element in a workplace and it is extremely important to know the theories, methods, and applications associated with motivation. Motivation is a necessary skill for future managers and leaders as it is used to motivate employees to work more efficiently. Researching the different motivation methods has brought the realization of just how important motivation is in the workplace. For most managers, motivating their employees is a key issue. In today’s work force, managers are inclined to pay special attention to their employees. They also pay attention to motivates them to perform at a higher level. Not every individual works in the same manner or needs the same motivation. This paper will look at the different characteristics of professional workers and lower-level contingent workers. Also addressed in this paper will be the different motivational approaches that are used by managers today towards these two groups. Finally, by applying a set of motivational theories, this paper will attempt to explain why managers should apply different methods to each of these groups. There are many questions facing managers about motivation; questions such as how does motivation work, when to apply motivation, and whom to apply motivation techniques to. Motivation reflects how innovative and productive jobs are achieved within work organizations. Because motivation influences productivity, supervisors need to understand what motivates employees...
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...Bachelor Thesis Organization & Strategy Job motivation and stress factors What is the relationship between job motivation and stress factors and how do they contribute to overall job satisfaction? 6751 words Stefan Geurts ANR: 476831 Bachelor Thesis Organization & Strategy Preface After finishing my bachelor degree in the summer of 2008, I started a pre-master program at Tilburg University. Writing this thesis is the final assignment that has to be completed, in order to proceed to the master Strategic Management in the next academic year. I would like to thank Mr. D.P. Kroon and my group members for giving feedback and guiding me during this assignment. 2 Bachelor Thesis Organization & Strategy Executive summary This paper examines the relationships between job motivation, stress and satisfaction based on former literature. In general motivation is positively related to satisfaction and stress is negatively related to satisfaction. According to Herzberg (1987) job motivation is determined by motivators and hygiene factors. Motivators lead to satisfaction, absence of hygiene factors leads to dissatisfaction. Important motivators are achievement, recognition, work itself, responsibility and growth or advancement. The main hygiene factors are company policy and administration, supervision, interpersonal relationships, working conditions, salary, status and security. When trying to increase motivational potential of jobs, managers have to increase the motivators on the...
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...Group Motivation Inventory Paper your name PSY/430 November 25, 2013 Robin Goins, Instructor Motivation This paper is a response describing what I have learned about myself pertaining to motivation. I'll describe how this new knowledge affects the way I interact in a group setting. There have been things that I have noticed that I may want to change in the future. Based on my results on my motivation inventory I can make a few changes which we will talk about. While doing this project I have thought about what can or would make me more inclined on doing a better job, or even motivate me to do better in a group. Making changes have been a consideration that I had no thought about until now. Learning About Myself The group that I worked with has been a great group. I thought that this was the best team ever! Until I read their post in our resent paper. This information took me completely by surprise. Why I say this is because I thought that we were all in the right page, and I seen that some thought they were doing the majority of the work. I learned that I tend to not want to take the lead or be in control. I thought about this and came to the conclusion that the reason I have come to being this way. In my line of work you don't get promoted because of what you know, usually its by how many points you have, and who you know. So I have gotten discouraged because of former leaders being in a position that they have little experience with. So basically I chose not to jump...
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...Group Motivation Inventory Paper Sinead Groarke PSY/430 Group Motivation Inventory Paper Robin Goins Group Motivation Inventory Paper Goals I have learnt ways to make the business groups feel responsible for its performances is to get all off the entire team involved in the creation of the business objectives. Have planned meetings prior to the next year, and let the team know what the organization is expecting as far as productivities are concerned, then motivation of the team for development of ways for exceeding expectations. One may increase the motivational factors of exceeded expectations by having a paid bonus plan in place for the group if it exceeds the organizations objectives. Clarification An excellent manager knows the abilities and strengths of every business group member. But in order for the group to be motivated and effective, the group members must understand what to expect from every member. The manager must hold meetings every week to review the responsibilities of all group members, to highlight the group’s successes and get input on how to meet the challenges the team is experiences. Individuals Management must always remind the group about the organization’s mission statements and the objectives of the business group in order to keep the group’s focuses on the objectives. But one also should continue to work with all members of the groups to assist them reach their objectives as well. This knowledge affects the way I interact in groups...
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...Communication The Walt Disney Company did not get its proclaimed status as one of the most successful organizations on values alone. It took a strong sense of organizational commitment and communication. This paper displays the focus points of Disney’s organizational commitment through several contributing factors. First, this paper displays the different leadership styles used by Disney and how the styles affect group communication. Second, the reader will review an analysis of the different sources of power within the Walt Disney Company and how these sources affect group and organizational communication. Third, this paper displays Disney’s organizational culture and identifies motivational theories affected by its culture, including an evaluation of the role of communication as an element of the theories. Last, this paper displays the commitment of Disney’s workforce and its relationship to communication within the Disney Company. Leadership Styles The Walt Disney Company is an organization committed to creativity and innovation. How they maintain such a commitment is no secret: strong leadership. At Disney, an individual in leadership position should have qualities that display leadership excellence, ultimately creating functional groups with good communication in a successful organization. Each leader has a different style with goals that provide direction, implement plans, and motivate people (Businessholic, 2012). Disney’s management practices in...
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...EMPLOYEE MOTIVATION IN PROJECT MANAGEMENT Approved: Paper Advisor Date: 7 May 2009 Motivation in Project Management ii EMPLOYEE MOTIVATION IN PROJECT MANAGEMENT __________________ A Seminar Research Paper Presented to the Graduate Faculty University of Wisconsin-Platteville __________________ In Partial Fulfillment of the Requirement for the Degree Master of Science in Project Management __________________ by FangMin Yang 2009 ABSTRACT The purpose of this paper was to discuss motivation theory and explore the application of motivation theory in project management. There are numerous differences between project management and traditional management, but, when it comes to motivating employees, the same motivation theories that are used in traditional management can be used to motivate employees working on projects. Nowadays, motivation theory has become a central tenet of management theory, such that the effective use of motivation theory has a significant impact on the dedication and performance of employees and, as a result, the overall success of a company. This seminar paper presents a summary of some of the most popular motivation theories, and a review of their application to management of employees, in general, and to project management teams, specifically. Each motivation theory has advantages and disadvantages. The motivation theories discussed in this paper are Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory of Motivation, and McGregor’s...
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...observe the way people work we will find that there is some factor which motivates them. This paper first defines what motivation is and also the definition of a workgroup. It then aims to highlight some of the motivational strategies which can be used in my workgroup to assist the group in attaining their goals and also, how those strategies can be maintained from the start to the end. The paper will continue to show how effective the motivational strategies work within my workgroup by making reference to the achievement motivation theory and the self-efficacy theory models and conclude to show that by using the right model, managers can get the most out of their employees, reduce employee turnover and limit employee dishonesty. 1. Introduction Motivating a work group to achieve a common goal can present a unique challenge, even for the most experienced leaders. That is due specifically to the fact that every individual respond to different motivation factors and hence, leaders will be faced with a group of people who all have varying needs and will need to be motivated in different ways. To get the work group to work on achieving their goals, special care should be taken when deciding on the motivational techniques used and the individual needs of the people who need to be motivated. This paper aims to discuss some strategies which can be used to motivate the employees in a work group and how these strategies can be used to maintain a consistent quality of effort in achieving...
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...9 modules 1- Organization structure 2- Organization culture 3- Leadership 4- Motivation 5- perception 6- Communication 7- Groups and teams 8- Managing change 9- Decision making 1-Organization structure topics to you use * basic elements of organization structure : span of control , centralization , formalization , departmentalization , authority * Organization decision model : Mechanistic model and organic model * Types of organization : boundary less organization and virtual organization 2-organization culture topics to use * Three layers of organizational culture model : Artifacts, values and assumptions * Hofsted’s four value dimensions : power distance , uncertainty avoidance , individualism and masculinity * Culture’s function * Organizational culture 3- Leadership: * Characteristics of effective leadership * Types of leadership : autocratic, bureaucratic , democratic , transactional and transformational leaderships * Leadership theories : Blanchard’s situation theory and path goal theory * Leadership model : fielder’s contingency model 4- motivation: * Motivation process * Theories of motivation: Maslow’s Hierarchy of needs, Herzberg’s motivator hygiene theory , Vroom’s expected theory and Adams’s equity theory 5-perception: * The perceptual process: observation , selection and translation * Causes of perception : stereotyping , halo effects,...
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...‘Knowledge’ and ‘Culture’: Organisational Intangibles and their Tangible Value Proceedings from the Management Conference 2004 International Journal of Knowledge, Culture and Change Management Volume 4 www.ManagementConference.com www.CommonGroundGroup.com This journal and individual papers published at www.Management-Journal.com a series imprint of theUniversityPress.com First published in Australia in 2004/2005 by Common Ground Publishing Pty Ltd at www.Management-Journal.com/ Selection and editorial matter copyright © Common Ground 2004/2005 Individual papers copyright © individual contributors 2004/2005 All rights reserved. Apart from fair dealing for the purposes of study, research, criticism or review as permitted under the Copyright Act, no part of this book may be reproduced by any process without written permission from the publisher. ISSN: 1447-9524 (Print) ISSN: 1447-9575 (Online) Cover design by Common Ground The International Journal of Knowledge, Culture and Change Management is a peer-refereed journal published annually. Full papers submitted for publication are refereed by the Associate Editors through an anonymous referee process. Papers presented at the Fourth International Conference on Knowledge, Culture and Change in Organisations, University of Greenwich in London, United Kingdom, 3-6 August 2004. Editors Mary Kalantzis, Innovation Professor, RMIT University, Melbourne, Australia. Bill Cope, Common Ground and Visiting Fellow...
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