...Job Redesign and Workplace Rewards Assessment Jasamine Stephens PHL/320 – Human Motivation May 5, 2012 Instructor: Richard Reinsch Job Redesign and Workplace Rewards Assessment Sandler Training (Sandler) is a global training organization that provides training and consulting services for small to medium size business as well as corporate training for future 1000 companies. Sandler’s global headquarters is located in Owings Mills, Maryland, and the company has 220 franchise training centers in North America, South America, Europe, Asia and Australia. Currently, the company provides training in 27 different languages (Sandler Training, 2011). In 1967, David Sandler created the Sandler Selling System methodology, creating sales training programs for companies. Sandler expanded its training into a franchising operation in 1983. The corporate office houses approximately 20 employees of various departments such as, global accounts, US operations, international operations, marketing, accounting and legal. It is the responsibility of the corporate office staff to make sure that the 220 global franchises have the items necessary to provide the Sandler brand of training. Managing and working with a global team can sometimes be a difficult task...
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...Human Motivation WLJ 1 Motivating an individual to improve performance has always been without disregards one of the most difficult philosophy to comprehend. There has been several research conducted to determine what best motivate employees, and how they can improve performance while decreasing turnovers. According to Dan Pink, a career analyst; he believes that intrinsic motivation can be more effective than incentive motivations. In his theory he believes providing incentives to workers will automatically decrease their level of motivation and with that their level of performance. In the video presented he made notorious emphasis on “financial incentives can result in a negative impact on overall performance” and commended autonomy as the direct urge to direct our own lives. Also stating that Mastery is the desire to get better and better in something that matters. Finally, he stated his last point with emphasis on Purpose, which he explained as the urge to do what we do in a service of something larger than ourselves. Pink stated that self-direction is better while paying people fairly and that management was invented and not naturally born. In my own perspective, you can hold intrinsic motivation accountable on his theory only when you have innovative products to create; however, this implies that not everyone is capable to falling into the autonomy Pink described. Not everyone is capable or have the time to be creative and generate ideas for success. In other words...
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...Human Motivation Concept Willa Matthews October 4 1012 PSY/320 Facilitator: Richard Reicnsch Goals in the workplace and personal experience Setting goals can serve mostly the main part and method to motivate a person to become successful. When a person owns their business, it’s the main reason to achieve a person golas. The goals when achieved can be wealth, climbing a mountain, achieving a scholarly degree, and the first to accomplish a specific goal. Setting goals include achieving to be a state senator and other achievements. Time goals are an example of work and business goals and school goals which are in the time element. For example, a person has a business and is in the planning stage, a person goal is to have your business up and going in a six month time. A person goal is when their business is running in six months, achieving weight loss in a time limit, being the biggest car dealer in a time limit, even having a taxi service within a five year time limit. Educational goals is a person professional goals that include development in your profession and to reach certain education goals. These goals help a person to achieve their business and personal goals. Another goal in a person income, which a person want to achieve a level of income in your business after each five years. Also achieving personal income in the workplace where you work or...
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...Using examples,(hypothetical or otherwise)illustrate the importance of employee motivation and appraisal as part of the planning for a major company involving and implementing change in their workforce, with reference to classical and scientific schools of management. Contents Table of Contents 1.0 Introdution……………………………………………………………………………………………………2 2.0 Recruitment………………………………………………………………………………………………….2 3.0 Selection……………………………………………………………………………………………………….4 4.0 Motivation……………………………………………………………………………………………………5 5.1 Taylor’s scientific motivation theory………………………………………………………………………………………………6 5.2 Maslow’s hierarchy of needs……………………………………………………………7 5.3 Change in workforce ……………………………………………………………………….9 5.4 Performance appraisal….………………………………………………………………..10 5.0 Conclusion……………………………………………………………………………………………………11 6.0 References……………………………………………………………………………………………………11 Summary The aim of the assignment has been to know the development of human resources in organization, the importance of people, use of human resources to achieve the objectives of organization, and recruitment and selection of employee. After this organization gives training to employee in forms of short courses, instruction at the workforce. The other factor has been the development of staff within organization while working. Employer accesses the work of employee through performance appraisal for the reason of to help the employee develop...
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...In Baumeister's article, "Human Nature and Aggressive Motivation," he states that, "Aggression is not a need, because a person could live a happy, healthy life without ever performing violent acts," suggesting that violence is not necessarily a trait that we are born with but rather an instinctive reaction to a certain criteria. For instance, "provided, perhaps, that the person always got what he or she wanted," they would never have to resort to violence. However, this is a far-fetched fantasy. For many, violence is not a first or second instinct. Violence is often seen as the last resort to a conflict which seems unresolvable through more diplomatic means. With this perspective, it might be acceptable to hypothetically conclude that people...
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...|Summary Motivation, Leadership and management and human resource management are important factors in the working of any organization. Each of them have certain theories or principles founded by various researchers and scholars. These theories have gained some criticisms over time. Under motivation there are two types of theories: content and process theories. Content theories include Maslow’s Hierarchy of Needs, Herzberg’s Motivation-Hygiene theory. Process theories include equity theory and expectancy theory. The organizational example is that of a robotics’ manufacturing firm. Leadership and management includes trait theory of leadership, leader behavior theories which focuses on the Michigan Studies and The Ohio state studies and contingency theories of leadership which includes Fiedler’s Contingency theory and the |Path – Goal theory of leadership. This is followed by the fourteen principles of management. The organizational example is that of Continental |Airlines. Lastly, there are three models mentioned under human resource management, the Harvard model, the Michigan model and the Fombrun, Tichy and Devanna model. The organizational example is that of a laundry company called Kwik & Kleen. Table of contents Introduction ………………………………………………………………..Page 1 1. Motivation ………………………………………………………....Page 1 • Maslow’s Hierachy of Needs ……………………………………...Page 1 • Herzberg’s Motivation-Hygiene...
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...Communication is one of the most essential parts of running a successful business. Unfortunately many people struggle with the fact that their own bosses/managers are almost inept at conveying constructive and meaningful feedback. The best bosses will make that investment and help you grow and develop, but it doesn't always work out that way, so you need to take your professional development into your own hands. It’s actually one of the most valuable skills you can learn, because unfortunately you’re likely to be in the same situation more than once in your career. On a personal level, I had an experience a few years ago. I just started a new job and try as I might, I could not get my manager to relay any real feedback on the work I was (trying) to do. Here are a few simple steps that I would suggest to follow based on my own past experiences. State the issue. Tell your manager that you see how hard he/she works, and that you would like to make their lives easier by doing well at your work. Tell her you have an idea that might work for both of you. A little investment each week can be a big investment in the future. Once you have told your manager the issue, set up a plan that works for both of you. Set up weekly meetings. Ask your manager if you can set up a regular time each week to meet to go over progress on your work, talk about new issues that might have come up, and get input on questions you’ve encountered. Thirty minutes is ideal, but if all you can get is 15...
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...Abstract Motivation has long been one of management’s most difficult and important duties. Success in this subject is becoming more challenging in organizational trends because business environment changes quickly and becomes more competitive. Researches on employee motivation especially highlight two types of factors: intrinsic and extrinsic. The purpose of this study it is to find out the effectiveness of intrinsic and extrinsic factors on employee motivation, which one is more effective and compare them according to demographic characteristics of employees. Using descriptive survey design, the sample of the study was 41 employees of an electricity delivery company located in the province of Ağrı, Eastern Anatolia, Turkey. As a result of the study it is found out that both intrinsic and extrinsic factors affect employees while they achieve their tasks. Another result is that intrinsic factors are more motivating than extrinsic factors. Introduction In order to be successful or even more successful, today’s both private and public work organizations need to maximize the use of their employees’ skills. Human resource is the most critical resource for any organization in today’s highly competitive business environment. The primary task of any manager is to have an organization that functions effectively. To do so, subordinates must work efficiently and produce results that are beneficial to the organization. It is obvious that motivation is one of the main factors that...
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...Sources of Motivation Motivational Process in Human Psychology Sources of Motivation Motivation also known as drive or incentive is a primary parameter that initiates human behavior. Humans are social animals; their need to be accepted and find groups to identify with is inescapable. The three main motives for behaviors are motives, biological needs, and the need for stimuli. In addition, there are both internal and intrinsic motivations and external or extrinsic motivations. Intrinsic motivation comes from within a person’s schema of self-image, biological need or emotional needs. Extrinsic motivation comes from a need to seek approval from outside oneself, such as in a course grade at college, or approval from one’s employer. The reasons a person maintains or initiates a behavior or action can be instrumental to identifying individual potential within a person. Motivation can be either positive or negative; positive motivation is inspirational such as that found in a church sermon, a truly effective leader or keynote speaker, pep rally or something similar. Negative motivation is fear based, such as the motivation to go to work to make the rent payment or to keep a car from getting repossessed (fear of poverty motivation). This is in contrast to motivation to improve a condition; behaviors that are negatively motivated are inspired to keep a situation from getting worse rather than improving the situation. Whether a behavior stems from positive...
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...Sample Research Proposal on Motivation Executive Summary With such a rapid moving economy, a shortage of qualified workers, and plentiful business opportunities, the topic of motivating employees has become extremely important to the employer, as motivation has a great impact on the way employees perform in an organisation. If employees do not enjoy their work, it will affect the success of the organization’s goals. As an internal drive to satisfy unsatisfied needs, motivation can direct individuals’ behavior to satisfy those needs. Hence, the employer must understand what employees need and how to achieve those needs. To be effective, the employer needs to understand what motivates employees within the context of the roles they perform. Different people are motivated by different factors because individuals differ in the level of their needs. Some employees may want more income but others may require a more interesting and challenging job. In today’s world, it seems that money has become less of a motivator. The employee’s request is more than just good wages. They now do require some benefit and flexibility to bring their work and personal life together. A good working relationship with colleagues, as well as the opportunity for growth is a must. It becomes the employer’s responsibility to involve employees in the business and let them know that the employer appreciates their ideas and suggestions. Knowing what it takes to do what is right for employees can help a...
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...The human relations movement and motivation theories deal with how people are persuaded to do things they might not otherwise do. The application is generally in the field of occupational studies or human resources, in dealing with how to motivate workers. Motivation theory deals in-depth with processes that explain how human behavior is activated, and why. Motivation theory is considered a crucial area of focus in the field of organizational behavioral. Read more: Human Relations Movement & Motivation Theories | eHow.com http://www.ehow.com/about_6398185_human-relations-movement-motivation-theories.html#ixzz2AmD7JUxi History * The human relations movement is considered to have had its start with Elton Mayo, whose 20-year study of workers at a Western Electric Plant in Cicero, Illinois beginning in 1927 yielded a significant theory called the Hawthorne Effect. This theory is used today in nearly every field of study. Motivation theory history includes many theories, but none more influential than Abraham Maslow's Hierarchy of Needs, which he began working on in 1951. Mayo Mayo's Hawthorne Effect was discovered through a series of three experiments and can be summarized as worker productivity increased by 112 percent when workers believed they were being watched and studied. The three experiments were the illumination experiments was originally intended to determine what level of lighting was optimal, however it was discovered that productivity remained the...
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...The field of HRD or Human Resource Development encompasses several aspects of enabling and empowering human resources in organization. Whereas earlier HRD was denoted as managing people in organizations with emphasis on payroll, training and other functions that were designed to keep employees happy, the current line of management thought focuses on empowering and enabling them to become employees capable of fulfilling their aspirations and actualizing their potential. This shift in the way human resources are treated has come about due to the prevailing notion that human resources are sources of competitive advantage and not merely employees fulfilling their job responsibilities. The point here is that the current paradigm in HRD treats employees as value creators and assets based on the RBV or the Resource Based View of the firm that has emerged in the SHRM (Strategic Human Resource Management) field.The field of HRD spans several functions across the organization starting with employee recruitment and training, appraisals and payroll and extending to the recreational and motivational aspects of employee development. | Indeed, one reason for the emergence of the RBV or the SHRM paradigm is that with the advent of the service sector and the greater proportion of companies in the service sector, employees are not merely a factor of production like land, labor and capital but in fact, they are sources of competitive advantage. This is characterized by many CEO’s calling employees...
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...The Nature of Motivation Motivation Is the set of forces that cause people to choose certain behaviors from among the many alternatives open to them. Is a psychological feature that arouses an organism to act towards a desired goal and elicits, controls, and sustains certain goal-directed behaviors. It can be considered a driving force; a psychological one that compels or reinforces an action toward a desired goal. The reasons may include basic needs (e. g, food, water, shelter) or an object, goal, state of being, or ideal that is desirable, which may or may not be viewed as “positive” such as seeking a state of being in which pain is absent. The motivation for a behavior may also be attributed to less-apparent reasons such as altruism or morality. The Importance of Motivation – Managers strive to motivate the organization’s people to perform at high levels. – Job performance depends on ability, motivation, and environment. – P = M + A + E when: P = performance M= motivation A = ability E = environment – Motivation is important because of its significance as a determinant of performance and its intangible nature. Historical Approaches on Motivation • The Traditional Approach – Assumption: Employees are economically motivated to work to earn as much money as they can. Conclusion: Incentive pay systems are a good motivation – Assumption: Work is inherently unpleasant and the money earned is more important to employees than the nature of the job they...
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...Name: Tutor: Course: Institution: Date: Managing into the future Oxford dictionary defines motivation as the desire or willingness to do something or having an enthusiasm to do it. It comes from the word motivate which Webster dictionary defines as to provide something with a motive. Motivation is therefore the act of inspiring or stimulating someone to do something. In his book “Great Motivation Secrets of Great Leaders”, John Baldoni says that motivation is that art of getting somebody do what you want them to do because they want to do it (Baldoni 7). Managers have a duty of motivating their employees so that they can achieve not only the goals of the organization, but also to meet their own personal goals. This is the trend with the modern organizations where the policies implementation boards in these organizations, seek ways to support this aspect (McClelland 467). There are various factors that influence why employees may be motivated. It is these factors that researchers have used to develop what is referred as the motivation theories. For example, in incentive theory, rewards may act as an incentive to motivate an employee. However, the real motivation comes from within and this factor has been used to develop what is commonly referred as the intrinsic theory of motivation. This paper examines differences between content and process theory. In examining these theories, it is important to look first at how they are developed. Process theory focuses sequence of events...
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...that has negatively affected sales and backorders. This has resulted in low staff morale and increased job insecurity. In this case study, I will discuss important motivation tools such as empowerment, self-improvement and life enhancement, and also how to apply them at Better Power based on Maslow’s hierarchy of needs theory. Motivation Motivation is an internal and external process that stimulates the needs and energy in individuals to be more interested and committed to a job in order to achieve an objective. There are two types of motivation namely, Intrinsic and extrinsic motivation. Intrinsic motivation is internally driven by an enjoyment or having by having an interest in a task. Extrinsic motivation is when an individual performs a task in order to gain a reward such as money, promotion or fame (academia 2014). There are several theories that attempt to explain motivation; these include Maslow’s hierarchy of needs, McGregor theory X and theory Y, Herzberg’s two-factor theory, Alderfer’s ERG theory, Self-determination theory, Temporal motivation theory and Achievement motivation theory. Maslow’s hierarchy of needs theory Maslow’s hierarchy of needs theory was proposed by Abraham Maslow, a psychologist who developed the theory of human motivation in his 1943 paper "A Theory of Human Motivation" (McLeod 2007). Maslow suggested that every individual has a hierarchy of needs that includes:- Physiological needs which include a person’s physical requirements such...
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