...Contemporary Management Prepared By: Dr. Riham Adel E-mail: rehamadel@gmail.com Leadership and Motivation Motivation Theories are about “why” and “how” of a Behavior What is Motivation? The psychological process that determines the direction and purpose of a person’s behavior in an organization, a person’s level of effort, and a person’s level of persistence in face of obstacles The Motivation Equation Managers strive to motivate members of an organization to contribute inputs through motivating them to achieve the organization’s goals. How do managers Motivate Workforce? Early Theories of Motivation Prepared by: Dr. Riham Adel Maslow Hierarchy of Needs Maslow’s message was simple people always have needs and when one need is fulfilled, others emerge in a predictable sequence (Progression) . Satisfied needs will no longer motivate (Deficit). Needs Examples Selfactualization Realize one’s full potential Feel good about oneself Use abilities to the fullest Promotions and recognition Social Social interaction, love Interpersonal relations, parties Safety Highest Level Needs Description Security, stability Job security, health insurance Physiological Food, water, sleep , shelter Basic pay level to buy items Esteem Lowest Level Needs Prepared by: Dr. Riham Adel McGregor’s Theory X and Theory Y Prepared by: Dr. Riham Adel Hygiene (Satisfiers) Factors extrinsic...
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...|None | Aims and Summary This module provides a thorough grounding in the theories of organisations, the processes of organisational designing, and the practice of human resource management. The first part of the module concentrates on the concepts of organisational structure and behaviour. The second part reviews the changing nature of the employment relationship and critically evaluates the contribution of HRM to organisational effectiveness and efficiency. Intended Module Learning Outcomes On successful completion of this module, the student will be able to: Demonstrate an understanding of theoretical concepts of organisation structure and behaviour, and the practice of organising. Critically discuss the relationship of HRM to the traditional practice of personnel management and industrial relations. Assess key areas of HR practice, such as strategic planning, resourcing, development, motivation and reward. Analyse and evaluate HR practice in contemporary work situations, coming to critically argued conclusions and recommendations. Indicative Content Nature of Organisational Behaviour Theories of organisations, alternative approaches to management including classical, scientific, human relations, contingency theory. Nature of organisations, organisational...
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...MacVicar, A. (2011). Contemporary Organisational Behaviour. New York: McGraw-Hill. Antwi, I.K. and Bello, M.A. (1993). Motivation and Productivity in Academic Libraries: A Case Study of Tre Abubaka University Library, Bauchi, Nigeria. Library Management, 14(5), 27-34. Benson. S. G and Dundis. S. P (2003) Understanding and motivating health care employees: integrating Maslow’s hierarchy of needs, training and technology. Journal of nursing management, 11(6), 315-320. Bolino, M.C. and Turnley, W.H. (2008). Old Faces, New Places: Equity Theory in Cross-Culture Contexts. Journal of Organisational Behaviours, 29(2), 29-50. Herzberg, F., Mausner, B., and Snyderman, B. (1959). The Motivation to Work, John Wiley and Sons. New York: Crowell. Lucas, R. and Lammont, N. (1998). Combining work and study: an empirical study of full-time students in school, college and university. Journal of Education and Work, 11(1), 41-56. Koontz, H. and Weihrich, H. (2008). Essential of Management. Delhi: McGraw-Hill. Maslow, A.H. (1945). Motivation and personality. 2nd edition. New York: Harper and Row. Maslow, A.H. (1970). Motivation and personality. New York: Harper and Row Mohsan, F., Nawaz, M.M., Khan, S.M., Shaukat, Z., and Aslam, N. (2004). Are Employee Motivation, Commitment and Job Involvement Inter-related: Evidence from Banking Sector of Pakistan. International Journal of Business and Social Science, 2(17), 226-233. Nawaz, S.A.S.M. (2011). Employee motivation: A study on some...
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...task in firm since the organization success is directly related to the motivation and happiness of the employees (Dessler, 2005). The HR department applies specific theories and philosophies to assist them in managing their employees. Some of these philosophies include the utilitarianism principle and the happiness principle as explained below. HR management is concerned with recruiting, training, and directing the human capital within the organization (Baker & Doran, 2007). The HR department deals with the compensation, hiring, communication, employee motivation, benefits, performance, safety, administration, and training of the employees of the organization. The HR management is a strategic approach used in managing the firm’s human capital and the workplace culture. HR management is a key unit in the organization that has a direct effect on the organization success. Effective management of the employees results to better and effective performance of the business (Sims, 2007). Effective management of the employees’ wins their loyalty thus leading to motivation of the employees. The HR management practices are evolving from the traditional practices, that is because presently, the human resource management practices are comprehensive and are aimed at adding value to the employees and ensuring that the employees programs are positively affecting the firm and can be quantified or qualified. Contemporary people management is the planning, leading, and controlling the firm’s...
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...|Frederick W. Taylor’s influence on modern understanding of contemporary management functions and the employer-employee relationship. | |Introduction | | | |Although being one of history’s most criticized management theorists, Frederick W. Taylor has justly earned himself the title as the | |‘father’ of scientific management | |Main techniques including time and motion study, monetary reward, standardization, goal setting and the managers responsibility for | |training are now incorporated into modern businesses and companies, building upon currently accepted understanding of contemporary | |management functions, influencing the preconceived belief that “labour-management conflict was virtually inevitable”, and improving | |employer-employee relationships. | |Although these techniques are still reflect in modern day companies such as Tesco and Toyota, Taylor is still criticized for having an | |over simplified view of human motivation, treating “men as machines” and antiunionism....
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...Management Theory and Practice PG Management Theory and practice applied in Apply [pic] Professor: Prepared by: Executive Summary Different management techniques are adopted by different managers in order to engage the employees and to make structure of the organization. For these purpose different theories has been proposed by different classical authors. Classical theories deal with the perception that only managers have authority to deal with the management and its structures. They have sole authority to implement all the planning in organization. This is a bureaucratic style of management. This theory was highly criticized by contemporary theory authors. These authors have led the management styles into new theories. Modern theory has dealt with the transformed management system. This system has not given authority only to managers, but employees are also allowed to give their recommendations and suggestions to the employees. While discussing about Apple, it is a huge successful organization in terms of its innovative product. But, there is a drawback in the management of Apple that it is only focusing upon the decisions of the managers. They are still adapting the old method of management of organization. That is the reason; its old method of management is highly being criticized. There is a need for Apple to bring change in its current organizational structure. The reason is that, if any organization does not accept...
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... | | | | | |Lecture Outline | | | |Introduction | | | |What Is Motivation? |The motivation of employees is a vital key to the success of | | |Early Theories of Motivation |managers and the business organizations they lead. Since the | | |Maslow’s Hierarchy of Needs Theory |motivation of employees is so important, your students will benefit| | |McGregor’s Theory X and Theory Y |from a careful study of Chapter Sixteen and will become better | | |Herzberg’s Motivation-Hygiene Theory |equipped to understand and manage human resources in the future and| |...
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...Four Models of Leadership Lisa S. Patrick University of Phoenix Four Leadership Models There are theories that suggest characteristics, behaviors and relationships that inspire and create effective leaders and followers within organizations. The Trait Leadership Model, Behavior Leadership Model, Situational Leadership Model, and Charismatic Leadership Model provide assumptions built on theories from approaches that incorporate characteristics, leader behaviors, outcomes affected by situations and how leader relationships inspire change in an organization. Differences and similarities exist among these approaches and may address some of the contemporary leadership and challenges in organizations. Trait Leadership Model The Trait Model examined specific traits researchers believed were associated with leadership and focused on the innate characteristics that make good leaders. This body of research included theories that “leaders were born and not made” (Clawson, 2006, p. 379) in the “Great Man” Theory of Leadership. Kouzes (2003) believes that to view a few men and woman as innate greatness is wrong and that heroes do exists in organizations. Other Theorists like Stogdill’s Leadership Traits, Maccobys Leader, and John Gardner’s Leaders noted characteristics believed to make great leaders. Stogdill believed leaders were strong, task-oriented, confident, handled stress, and accepted responsibility for actions were qualities of a good leader (Clawson, 2006; Clemers...
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...Scientific Management Theory Frederick Taylor and Scientific Management Student Name Institutional Affiliation Scientific Management Theory Frederick Taylor and Scientific Management Frederick Winslow Taylor (1856-1915) was an inventor as well as an engineer who applied his knowledge on engineering and scientific knowhow to management and came up with a theory referred to as the scientific management theory. His books, oh the Scientific Management Theory include Shop Management (1903) and The Principles of Scientific Management (1911). The scientific management theory can be seen mostly in firms that deal with manufacturing, as well as many other types of businesses. Taylor's imprint can be found on production planning, control of production, design processes, quality control, cost accounting or ergonomics. Through Taylor's theories, one can see and understand the principles of scientific management as well as how managers produce their products and manage their staff. One is also able to comprehend the relevance of quantitative data analysis to improve the effectiveness of production and efficacy (Mullins, 2005) Principles of Scientific Management Theory In simpler terms, the, scientific management theory implies the application of principles that relate to industrial engineering to generate a system whereby the avoidance of waste is actualized, there is fair distribution of goods, improved methods of production (Mumford, 1994). . These enhancements effectively serve the interests...
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...leading to high return to stockholders. Performance management foster clarification of task and expectations, improvement of individual and organizational productivity and provides a basis for making employee-related decisions (Shippmann p.605). In conclusion Performance Management uses Human Resource strategies such as reward systems and performance Appraisal to motivate employees towards performance. Performance management can be viewed as a tool to improve on employee motivation for high performance (Cokins, p.58) With the view of finding out the impact of rewards I conducted an interview with the Human Resource Manager, Mr Brandon Jefferson of Coca Cola Kenya branch. Mr. Jefferson said that Coca Cola performance largely depends on employee inputs and outputs. He said that their employees are rewarded annually through intrinsic and extrinsic rewards. He noted that at the beginning of the year the company records its highest profit margin of more than 12%. This is because this period follows the annual motivation at end of the year. He also says that, as per the records, when employees were poorly motivated in 2004, the company recorded a profit decline of 5%. Generally, he concludes that Coco Cola’s fame, high profit gains, quality products cannot be achieved with a low motivated employee, therefore...
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...Knowledge Management. Contemporary Trends and Issues ORGANIZATIONAL LEARNING Povilas Brilius Baifoteka Ltd, Lithuania, povilas@baifoteka.com Abstract: Organizational Learning (OL) is recognized to have established itself as a discipline. However, it remains unclear what it is primarily focused onto – practical problem solving or theoretical descriptive analysis. Due to largely fragmented literature, sometimes interweaving concepts and a variety of attitudes, practitioners find it difficult to easily apply this field, meantime theorists call for more comprehensive understanding of OL. This article focuses on contemporary trends in OL research. It argues and unveils that current OL investigation has made a shift towards holistic and integrative approach in which individual has more powers to make a decision. Article illustrates such contemporary shift of mind by (a) summarizing most important literature in the field (b) providing examples of latest research in OL area. For a smoother analysis, author builds and applies working framework of dichotomies between concepts (dialectical approach). Keywords: organizational learning, contemporary trends, holism. JEL Classification: D800, D830 1. Introduction During the last 50-60 years Organizational Learning (OL) has undoubtedly established itself as a discipline – a number of concepts have been constructed and applied theoretically, numerous schools with distinct models have emerged. However, a question may be posed – to what...
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...self-awareness, understanding, and the perceived imbalance between intellect and emotion in the life of the collective Western mind (Zeidner& Matthews& Roberts 2004, p.372). Popularized by Daniel Goleman through his bestselling book, ‘Emotional Intelligence in 1995’, which claimed that EI was a predictor of success at home, work, and in school (Ashkanasy& Daus 2002, p.77), it is highly regarded in the business world and among the workforce as an essential quality in which a successful manager entails. The five components of emotional intelligence at work include self-awareness – being aware of how our behavior is affecting others in a social environment, self-regulation – the ability to regulate moods to conform to adverse situations, motivation – an inner desire to achieve a higher level of performance, empathy – the general willingness to feel compassion, and social skills – which is the ability to interact with various individuals without causing an emotional disruption in others. These five skills that encompass the concept of emotional intelligence can be learned and transferred to the workplace (Zeidner& Matthews& Roberts 2004, p.373). Under the ability model’s focus as a fairly well defined set of emotion-processing skills that aim to assess EI through objective and performance tests, the mixed model conversely conceptualizes EI as a...
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...LEARNING OBJECTIVES After studying this chapter, you should be able to: 1 2 3 Describe the three key elements of motivation. Identify early theories of motivation and evaluate their applicability today. Apply the predictions of selfdetermination theory to intrinsic and extrinsic rewards. 4 5 6 Compare and contrast goalsetting theory and management by objectives. Contrast reinforcement theory and goal-setting theory. Demonstrate how organizational justice is a refinement of equity theory. 7 8 9 Apply the key tenets of expectancy theory to motivating employees. Compare contemporary theories of motivation. Show how motivation theories are culture bound. ISBN 0-558-97987-4 202 Organizational Behavior, Fourteenth Edition, by Stephen P. Robbins and Timothy A. Judge. Published by Prentice Hall. Copyright © 2011 by Pearson Education, Inc. Motivation Concepts Luke: “I don’t believe it.” Yoda: “That is why you fail.” —The Empire Strikes Back 7 THE BIG BROKER EXODUS T ISBN 0-558-97987-4 he global recession has upended the status quo in many areas of business, and nowhere is that more evident than in the financial sector. Former Wall Street icons—Lehman Brothers, Merrill Lynch, Bear Stearns—have been absorbed by other companies or vanished altogether. Other stalwart companies, such as Citigroup, JPMorgan Chase, American International Group (AIG), and Morgan Stanley, were forced to become wards of the state. Said one business writer, “It’s been...
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...business ethics: responsible halal business Muatasim Ismaeel UniKL Business School, University of Kuala Lumpur (UniKL), Kuala Lumpur, Malaysia, and 1090 Katharina Blaim Faculty of Business and Economics, University of Eichstaett/Ingolstadt, Ingolstadt, Germany Abstract Purpose – The purpose of this paper is to explore the opportunities of using halal regulation and certification as a mechanism for applying Islamic business ethics in contemporary world. Design/methodology/approach – The current practices of halal regulation and certification and literature on Islamic ethics were reviewed, to identify a practical approach for Islamic business ethics. Findings – Islam allows and accepts different levels of ethical commitment. A multi-level Islamic ethics framework and a multi-level halal certification approach are proposed to facilitate the implementation of Islamic business ethics in a relative context. Two major developments can enrich halal business practices: harmonization of global standards and governance structure, and integrating responsibility and ethical issues in halal standards. Practical implications – The proposed framework and developments can enrich halal regulation and certification practice. Originality/value – The paper emphasizes the importance of flexibility and adaptability in Islamic business ethics implementation, and proposes a new framework and approach to apply Islamic business ethics. Keywords Islam, Business ethics, Social responsibility, Corporate...
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...Behavior Therapy B.F. SKINNER • (1904–1990) Reported that he was brought up in a warm, stable family environment. • As he was growing up, Skinner was greatly interested in building all sorts of things, an interest that followed him throughout his professional life. • He received his PhD in psychology from Harvard University in 1931 and eventually returned to Harvard after teaching in several universities. • He had two daughters, one of whom is an educational psychologist and the other an artist. • Skinner was a prominent spokesperson for behaviorism and can be considered the FATHER OF THE BEHAVIORAL APPROACH TO PSYCHOLOGY. • Skinner championed radical behaviorism, which places primary emphasis on the effects of environment on behavior. • Skinner was also a determinist; he did not believe that humans had free choice. He acknowledged that feelings and thoughts exist, but he denied that they caused our actions. Instead, he stressed the cause-and-effect links between objective, observable environmental conditions and behavior. • Most of Skinner’s work was of an experimental nature in the laboratory, but others have applied his ideas to teaching, managing human problems, and social planning. Science and Human Behavior best illustrates how Skinner thought behavioral concepts could be applied to every domain of human behavior. • In Walden II (1948) Skinner describes a utopian community in which his ideas, derived from the laboratory, are applied to social issues. • His 1971...
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