...STUDY 7 STUDY PERIOD (GANTT CHART) 8 STUDY RESOURCES 9 REFERENCES 9 BIBLIOGRAPHY 9 APPENDICES: 10 * The Impact of Motivation through Incentives for a better Performance - Adaaran Select Meedhupparu Ahmed Anwar Athifa Ibrahim (Academic Supervisor) Applied Research Project to the Faculty of Hospitality and Tourism Studies The Maldives National University * * Introduction As it is clear, staff motivation is important in all the sectors especially in the tourism sector where we require highly skilled employees to get the best of their output to reach the organizational goals. Therefore, organizations spend a lot on their staff motivation in terms of different incentive approaches, such as financial benefits, training and development, appreciations, rewards and promotions. As mentioned in the title, the outline of the findings will be focused on the motivation of the staffs on improving their performances by the different incentive packages that they get at the resort. This study will be executed at Adaaran Meedhupparu by giving questionnaire to the staff working in different departments to fill up and return to the scholar to examine the current situation of staff satisfaction on motivation to do their best to increase the efficiency and productivity. * Background of the Study It has been proven that the staffs are a vital part of an organization and it is the most important resources that need to be utilized fully to achieve the...
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...IMPACT OF NON-MONETARY MOTIVATORS ON STAFF PERFORMANCE Positive impact According to the Merriam-Webster dictionary, motivation is one of the external and internal factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject or to make an effort attain a goal. Armstrong (2014), classifies motivation as strength and direction of behaviour and the factors that influence people to behave in certain ways. This section will illustrate the impact of non-monetary motivators on staff performance. Watson, (1994) admits that motivation is the number one problem that is facing modern business today. Non-monetary motivation is one of the most essential ways to motivate staff within an organisation. In many countries owners and top managers are using systems of motivation for staff. In the U.S.A. seventy five percent of organisations motivate staff with non-monetary motivators. This percentage reflects the importance and positive impact of motivation of employees.There are many types of non-monetary motivators and all of them have positive impacts on organisations. Douglas, E (2012) believes non-monetary awards may include: • Restaurant coupons • Relocation costs • Movie tickets • Recognition of birthdays • Free lunches, snacks, or beverages • Covered parking spaces • Outstanding employee plaques • Employee discounts • Tuition Reimbursement • Preferred office/classroom/team selection • Flex time • Job "swapping" ...
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...own about liking their work, you are the most powerful factor in employee motivation and morale. As a manager or supervisor, your impact on employee motivation is immeasurable. By your words, your body language, and the expression on your face, as a manager, supervisor, or leader, you telegraph your opinion of their value to the people you employ. Feeling valued by their supervisor in the workplace is key to high employee motivation and morale. Feeling valued ranks right up there for most people with liking the work, competitive pay, opportunities for training and advancement, and feeling "in" on the latest news. Building high employee motivation and morale is both challenging and yet supremely simple. Building high employee motivation and morale requires that you pay attention every day to profoundly meaningful aspects of your impact on life at work. Your Arrival at Work Sets the Employee Motivation Tone for the Day Picture Mr. Stressed-Out and Grumpy. He arrives at work with a frown on his face. His body language telegraphs "over-worked" and unhappy. He moves slowly and treats the first person who approaches him abruptly. It takes only a few minutes for the entire workplace to get the word. Stay away from Mr. Stressed-Out and Grumpy if you know what's good for you this morning. Your arrival and the first moments you spend with staff each day have an immeasurable impact on positive employee motivation and morale. Start the day right. Smile. Walk tall and confidently. Walk...
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...structure Functional Structure Divisional structure Structure Matrix These structures form a way of functioning and behaviour of the company. These can be divided into following groups based on company culture. Circle organization Team Network Virtual This depends on the facilities, policies and aims of the organisation how they use structure and culture in their favour. (Brooks, 2010) Companies in past remain under bureaucratic structure but with passage of time and learning now they have adopted a liberal form of structure which created liberal and devolvement culture with in origination where team work is more important that control from top to bottom. Explain how relationship between an organisation's structure and culture can impact on the performance of the business We can help you to write your essay! Professional essay writers Our writers can help get your essay back on track, take a look at our services to learn more about how we can help. Essay Writing Service Essay Marking Service Place an Order The performance of business can be affected by the relationship of structure and culture if...
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...structures 1.1e Compare and contrast different organisational culture 13 1.1f Ford’s organisational culture 1.1g Google’s organisational culture 1.1h Comparing the organisational culture 14 1.2a Relationship between organisational structure and culture 14 1.2b Impact on the performance of a business 1.3 Factors that influence behaviour at work 15 2.1a Effectiveness of different leadership styles 15 to 16 2.1b Ford’s leadership style 2.1c Google’s leadership style 2.1d Comparing leadership styles 16 2.2 Organisational theory 16 2.3a Different approaches to management 17 to 18 2.3b Ford’s management approach 2.3c Implications of Ford’s management approach on Martin Air Con 2.3d Google’s management approach 2.3e Implications of Google’s management approach on Martin Air Con 18 3.1 Different leadership styles and effects on motivation 18 3.2a Motivational theories and implications on Martin Air Con 19 to 20 3.2b Maslow’s hierarchy of needs 3.2c Vroom’s expectancy theory 20 3.2d Comparing motivational theories 3.2e Maslow’s hierarchy of needs applied at Martin Air Con 3.2f Vroom’s expectancy...
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...Contents Terms of reference 2 Procedure of method 2 Identify ways of improving motivation 2 Identify ways of developing effective teamwork 4 Identify and discuss factors that may promote or inhibit effective teamwork 6 Links between culture, management style and organisational objectives and the impact of the organisations structure, culture and leadership style have on the performance at Tesco. 9 References 11 Identify ways of improving motivation Tesco recognises that employee motivation is important for the continued growth of the company. Tesco could get employees do a survey every yearly which would give them the chance to express their views and opinions on almost every aspect of their job. The results from the survey could help Tesco make sure it is offering the right things to its staff to keep them motivated. Employees at Tesco want to be recognised when they are doing some well. This will help motivate them and they will also feel appreciated. It could be something as little as employers saying ‘Thank you’. BPP Learning Media, (2010)” Motivation is the process by which the behaviour of an individual is influenced by others, through their power to offer or withhold satisfaction of the individual’s needs and goals.” George n, root I (2012) states “Workplace motivation can be broken down into two categories: Intrinsic and extrinsic. Intrinsic and extrinsic motivation is the desire to accomplish goals and develop professionally”. Extrinsic is usually...
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...between Siemens and Tesco 2 1.2 The impact of organizational culture on the business performance of Siemens 7 1.3Discuss the factors influencing individual behavior 7 2.1 Compare the leadership style of Siemens with Tesco 8 2.2 How organization theory underpins the practice of management within Siemens 9 2.3 Evaluation of the main approaches to management theory 9 3.1 The impact that different leadership may have on motivation in organizations in periods of change 10 3.2 Compare the application of different motivational theories 10 3.3The usefulness of motivation theories for managers in Siemens 11 4.1 Mechanisms for developing effective teamwork in Siemens 11 4.2 Factors that may promote or inhibit the development of effective teamwork in Siemens 12 4.3 Evaluate the technology on team functioning in Siemens 13 5.0 Conclusions and recommendations 13 6.0 Reference 13 1.0 Introduction Organizational behavior refers to the reaction of individual, group or organization itself to the stimulation of endogenous or exogenous from the perspective of organization. The purpose of report is to application the theory in the organization behavior including the organization structure, enterprise culture, the leadership style, management approach, motivation theory, team work mechanism and technology impacts by the compare Siemens and Tesco. The analysis process concludes the four aspects of definition, classification, impacts on the efficiency and evaluation on...
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...The topic of my thesis: "Study of theories of motivation and the factors motivating effect on staff of the organization." Highly motivated staff - is essential for a successful organization. No company can succeed without the attitude of workers to work with high-impact, without a high level of commitment of staff members with no interest in the final result, and without their commitment to contribute to the achievement of goals. The aim of this work is to study and evaluate the impact of motivational factors at work within the organization and evaluation of the effectiveness of incentives. The implementation of this goal required the solution of the following research objectives: * Define the concept of motivation. * What is motivation? In 1943, in the journal Psychological Review published a paper of Abraham Maslow, which was called "The Theory of human motivation."In this article, Abraham Maslow attempted to formulate human motivation based on their needs. He organized human needs on five general levels. In contrast to the well-known in his time specialists in the field of psychology as Freud and Skinner, the conclusions of which were largely theoretical or based on animal behavior, Maslow's theory of motivation was based on clinical trials with humans. * Study the effect of the motivating factors of the staff of the organization. * What methods of improving staff motivation are the most effective? Any organization, regardless of size and status wants to...
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...IMPACT ASSESSMENT OF EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 IMPACT ASSESSMENT OF EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE: (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK Supervisor: Dr. J. Mwita A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 ABSTRACT The study aims at assessing the impact of employee motivation on organization performance so as to help the organization know the contribution of motivation to them. This study will be carried out at Coca-Cola Kwanza Company limited at Dar es Salaam Tanzania. The study have the objectives of assessing various motivational packages for the staff of Coca cola Company Limited, to determine which of these motivational packages influence staff performance at Coca Cola Kwanza Company Limited, to assess the effect of motivational packages on corporate performance at Coca Cola kwanza Company limited, and to examine the motivation strategies of motivating employees The study is expected to help employers to determine...
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...1. Introduction The key concepts underlying this research are job motivation strategies and job retention management. Motivation can be defined as: the force which gives the direction to perform a task; the will to achieve (Bedeian, 1993). Motivation is the force which drives the employees to achieve their personal and organizational goals. Higgins (1994) perceived job motivation as the internal drive to satisfy an unsatisfied need. Understanding the importance of the relationship between job motivation and employee retention makes it easier to manage the workforce in an organization. Each employee is a valuable asset in which the success of an organization is depended; therefore it is crucial to retain the employees by motivating them in their work environment. Nowadays people decide on staying with the organizations not only considering the monetary compensation and benefits, but also on how much they are inspired by their job. Therefore, at instances where the motivation level of an employee change there will be an impact on job retention. Since this research will be conducted in the field of human resources management relating to investigating and understand the relationship between job motivation and employee retention, job satisfaction can be considered as a key concept. In today’s highly competitive labor market employees are considered as the key factor which determines the organization's success despite of its financial and other resources....
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..."Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function." (Bernadin, H.J.2007). Furthermore Armstrong (2006, p.4) defined it as a strategic and coherent approach of an organisation's most valued assets. - the people working there, who individually and collectively contribute to the achievements of the objectives of the business. The term Human resource management is therefore also widely known as "Personnel Management" as a description of the process of managing people in organisations. In a constantly changing world, which requires flexible responses, with strong competition from nearly every continent, due to increased globalisation, it is important for organisations to have some kind of competitive edge. Especially in the service industry, but more generally spoken throughout every industry, the human leverage is the most contributing factor to being competitive and making a difference to customer satisfaction and general organisational performance. Other elements effecting HRM and increasing its importance are technological changes, increasing litigations due to changes in legislations worldwide (e.g. EU) and the changing characteristics of the workforce (e.g. diversity). That is why HRM is important for an organisation to improve the competitive advantage. Professor Pfeffer (cited by Bernadin...
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...on the level of job satisfaction and work commitment of staff that depend on several factor. This research will offer some theory messages for the academic institution about importance of job satisfaction for employees. In addition, this research would provide valuable information to management of institution by understanding the factor that affect job satisfaction. This study will give benefit to academic staff which their management can identify this to distinguish...
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...Motivational Methods Motivation is the impact or drive that causes us to behave in a specific manner and has been described as consisting of energy, direction, and sustainability (Gilley & McMillian, 2008). In an organization, a manager needs to have the ability to persuade and influence others to work in a common direction that reflects their talent to motivate (Gilley & McMillian, 2008). As manager of the Emergency department, upper management at Sutter Health has informed me that our Emergency unit will need to downsize, and in order to prepare for this downsize, I will address the three motivational methods that managers use to motivate their employee and how this change can affect Sutter Health In any organization, making changes within the workplace can be challenging. Finding ways to motivate employees can be hard and some motivation methods can work for some people and others, it might not work at all. Mangers need to find different methods that would work will for their staff in assisting them in adapting to different changes. It is important for managers to really understand what type of motivational technique they should use for each staff members (Kamery, 2004). As the manager for the emergency department, the three motivational methods that should be used for the emergency department are to provide advancement opportunities, recognition, and a sense of achievement (Lombardi & Schermerhorn, 2007). Because of the downsizing of the department, providing...
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...Servant Leadership: A Philosophy and Set of Practices Lori Kleeberg BSN, RN CMSRN Pfeiffer University Abstract Servant leadership is a distinct leadership concept and needs further studying. It is a unique leadership philosophy that places the followers as the top priority. The attitudes, dimensions, characteristics, and virtues of a servant leader in the discussed publications all have shared themes. Self-interest of the servant leader is not important and does not motivate this type of leader. The motivation of the servant leader focuses on the needs of others. Honesty and integrity are held in high regard with this leadership style. Communication and listening are key components in engaging those they serve. Teaching, delegation, and guiding are the method in which the servant leader develops and empowers their followers. Servant leadership is a concept that must be adopted by the organization as a whole to have the intended impact. Servant Leadership: A Philosophy and Set of Leadership Practices Servant leadership is both a modern leadership philosophy and a set of leadership practices. The term servant leadership was created by Greenleaf in "The Servant as Leader” in 1970. In Greenleaf’s publication, he defined servant leadership as “The servant-leader is servant first” (Greenleaf, 2002, p. 29). This type of leader has a natural desire to serve and aspire their followers to lead. (Greenleaf, 2002). This philosophy has gained much attention over...
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...Answer1. Motivation 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. For example, hunger is a motivation that elicits a desire to eat. Motivation is the purpose or psychological cause of an action.[1] Motivation has been shown to have roots in physiological, behavioral, cognitive, and social areas. Motivation may be rooted in a basic impulse to optimize well-being, minimize physical pain and maximize pleasure. It can also originate from specific physical needs such as eating, sleeping or resting, and sex. Motivation is an inner drive to behave or act in a certain manner. "It's the difference between waking up before dawn to pound the pavement and lazing around the house all day."[2] These inner conditions such as wishes, desires, goals, activate to move in a particular direction in behavior Non-financial Motivation Non-financial motivation of employees is less tangible, it is very important. Non-financial motivation is defined by corporate culture and corporate values. It begins with direct and open communication and atmosphere across the company and continues with providing constructive feed back to employees and adopting a personalised approach where possible. Non-financial motivation includes basic company values such as ethical approach, loyalty, empathy...
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