...PSY 320 Entire Course For more course tutorials visit www.tutorialrank.com PSY 320 Week 1 DQs PSY 320 Week 1 Individual Assignment Motivation Concepts Table and Analysis PSY 320 Week 2 DQs PSY 320 Week 2 Individual Assignment Workplace Motivation Paper PSY 320 Week 3 DQs PSY 320 Week 3 Learning Team Assignment Company Motivational Profile Draft PSY 320 Week 4 DQs PSY 320 Week 4 Individual Assignment Job Redesign and Workplace Rewards Assessment PSY 320 Week 5 DQs PSY 320 Week 5 Learning Team Assignment Company Motivational Profile Paper and Presentation ------------------------------------------------------------------- PSY 320 Entire Course For more course tutorials visit www.tutorialrank.com PSY 320 Week 1 DQs PSY 320 Week 1 Individual Assignment Motivation Concepts Table and Analysis PSY 320 Week 2 DQs PSY 320 Week 2 Individual Assignment Workplace Motivation Paper PSY 320 Week 3 DQs PSY 320 Week 3 Learning Team Assignment Company Motivational Profile Draft PSY 320 Week 4 DQs PSY 320 Week 4 Individual Assignment Job Redesign and Workplace Rewards Assessment PSY 320 Week 5 DQs PSY 320 Week 5 Learning Team Assignment Company Motivational Profile Paper and Presentation ------------------------------------------------------------------- PSY 320 Week 1 DQs For more course tutorials visit www.tutorialrank.com How do the various theories of motivation predict behavior in organizations? What is the difference between motivation and manipulation...
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...event that phone contact must occur, the best way is to schedule an appointment in advance. The University discourages the use of email during class times, preferring us to use the Individual folders. For emergencies, when you are not able to gain access to messages on the Online Learning System (OLS), please send a message to my personal email address. General Course Description This course seeks to synthesize the many theories of human motivation with the practical application of motivating employees. To this end, the course will examine historical theories as well as recent developments in the field of motivation and their relationship to management practices. The primary concepts of goals, quality of work, and rewards will be examined and applied to the workplace. It is important to write well. We will be using APA format for all written...
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...Job Redesign and Workplace Rewards Assessment University of Phoenix Human Motivation PSY/320 Job Redesign and Workplace Rewards Assessment The position of a research coordinator at Mayo Clinic executes the primary components of a research study with the direction from a principal investigator or supervisor. This position is fundamental in complying with regulatory laws and institutional guidelines for the research studies that the group is involved. They prepare and edit study communications and have the responsibility to ensure that all requirements are achieved. They identify problems, enroll study participants and teach study protocol participants what their role is in completing the study. The research coordinator is responsible for accuracy and timeliness in completing study activities and helps with data collection, storage of information and must be able to organize, maintain and retrieve study materials and documentation when is needed or requested. They must be able to recognize defined adverse events and report these to the appropriate parties. (Mayoweb.mayo.edu, 2008). The qualifications for this position require an associate degree in the physical or social sciences or a health-related field or extensive experience in either a health care program, or significant experience in the research setting. Employees must be highly advanced in medical terminology and exhibit a medical background. They must be experience in patient-related activities...
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...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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...Company Motivational Profile Paper: SOUTHWEST AIRLINES PSY/320 Human Motivation March 05, 2014 Job Redesign and Workplace Rewards Assessment Paper Pacific Gas and Electric Company (PG&E), incorporated in California in 1905, is one of the largest combination natural gas and electric utilities in the United States. There are approximately 20,000 employees who carry out PG&E Company's primary business, the transmission and delivery of energy. The company provides natural gas and electric service to approximately 15 million people throughout a 70,000-square-mile service area in northern and central California. PG&E Company and other utilities in the state are regulated by the California Public Utilities Commission. The CPUC was created by the state Legislature in 1911. The CPUC regulates privately owned electric, natural gas, telecommunications, water, railroad, rail transit, and passenger transportation companies. The CPUC serves the public interest by protecting consumers and ensuring the provision of safe, reliable utility service and infrastructure at reasonable rates, with a commitment to environmental enhancement and a healthy California economy. (State of California, 2007) Here are some fast facts about PG&E: * Service area stretches from Eureka in the north to Bakersfield in the south, and from the Pacific Ocean in the west to the Sierra Nevada in the east. * More than 141,215 circuit miles of electric lines. * More than 42,141 miles of natural gas...
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...and Performance Campion, Mumford, Morgeson, and Nahrgang (2005), focuses on the practical significance of work design in the organization as a method of team motivation, satisfaction and performance. Work design is one method to boost the ubiquitous effectiveness of a team. However, the attitudes, emotions, personalities and values of the individual team members affect the operation and behavior of a team. Understanding, evaluating, and analyzing the attributes of each team members contribute to the work design and team layout of an organization. Team members who are not ecstatic about their job are usually not comfortable with the team concept. Using the emotions, attitudes, values and personalities of employees to motivate their team performance creates a cohesive and progressive team. An analysis of Team C Future Leaders personality tests created a progressive team assessment. The evaluations were used to combine personality traits to create a cohesive and productive team. Their interactive personalities are dreamers that create ideas and persuade others to believe in the dreams. Their outgoing personalities lead marketing, and advertising projects. The members of Team C are interactive which will perform well in those roles. Attitudes Attitudes are individual perceptions on people events or items. Attitudes are either negative or positive reactions. Attitudes contain components which develop their perception, which are cognitive, affective and behavioral. “In order...
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...Case: Unequal-Equal Supervisors Questions 1. How have the inaccurate performance ratings created more problems? The inaccurate performance rating created an ethical dilemma for Hubert Johnson. Rating both employees the same even though one is more capable can lead him to making the wrong decision when retaining one supervisor for the job. This in turn can cause adverse consequences for the company. For instance, it’s quite clear that Neil will be the appropriate choice to help lead the company reach its goals. But since the company requires the person with most seniority receives priority, Hubert should retain Harriet, not Neil. The company at this point needs efficient leader like Neil to help gain sales back, but due to Hubert’s inaccurate decision regarding performance rating he might have to keep Harriet which might affect the productivity levels of the organization. 2. What HR and legal issues could be raised in this case? The documentation raises questions about the fairness of the evaluation system. As noted in the text, if any part of the appraisal process fails, better-performing employees may not receive larger pay increases, and the result in perceived inequity in compensation. Accurate evaluations can provide justification for actions such as, termination or demotion should they be necessary. Either employee can file a lawsuit against the company. 3. What course of action would you recommend that Hubert take? Explain your rationale for taking this...
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...location: http://www.kusd.edu/departments/human_resources/appl_process/applicationprocess.html The following is an example of a detail of the Application Process in HR. 3) Identify performance measures that you would use to determine the baseline performance for the current process in order to assess any improvements. Covered very well. 4) Research the Web and other sources for benchmark information (best practices) on the selected process and/or similar processes. Summarize your research findings. Identify the sources and best practices found that could be transferred to your redesigned process in Item #5 Your process needs to be detailed in a flowchart and then according to research – define what you could change or redesign in your present process. 5) Identify and discuss opportunities for improving the present process and flowchart your new process. Identify the sources and best practices found in Item #4 that could be transferred to the redesigned process. Explain why your proposed...
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...consists of a sales person, product engineer, and customer service representative (Apollo Group, Inc., 2004). Riordan's managers have noticed that there is a decline in morale and work ethic. An annual employee survey indicated that employees are dissatisfied with the current reward system as well as benefits and overall satisfaction. The company is concerned that dissatisfied employees will find employment elsewhere. Riordan's President does not feel comfortable with changing the compensation system and the company has allocated $50,000 to hire an independent human resource (HR) consultant to analysis the issues in the employee survey. The HR consultant presented a proposal to redesign Riordan Manufacturing’s compensation and reward system which suggested a salary survey of the company's positions be conducted to determine current market positioning and adjust the salaries based on the results of the survey. The proposal also suggested developing an incentive system for sales and research and development based on the company's change to a CRM. Additionally, the proposal recommended a performance appraisal process be developed to ensure clearer alignment between business strategy and performance rewards (Apollo Group, Inc., 2004). Situation...
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...VATSAL POPAT - 25 MCOM PART 1 VATSAL POPAT - 25 MCOM PART 1 WORK LIFE BALANCE WORK LIFE BALANCE Abstract THE NEED TO MAINTAIN BALANCE IN WORK AS WELL AS LIFE FOR A HAPPY AND A SUCCESFUL LIVING Abstract THE NEED TO MAINTAIN BALANCE IN WORK AS WELL AS LIFE FOR A HAPPY AND A SUCCESFUL LIVING CONTENTS 1.0 – INTRODUCTION 2 2.0 - WORK LIFE BALANCE 4 2.1 - WHAT’S IN IT FOR EMPLOYERS? 6 2.2 - BOTTOM-LINE BENEFITS 7 3.0 - HOW SHOULD THE ORGANIZATION WORK TOWARDS IT ? 8 3.1 - FLEXIBLE TIMINGS. 8 3.2 - FLEX THE PLACE 12 3.3 - FLEX THE JOB 14 3.4 - FLEX THE BENEFITS 17 3.5 - OTHER IDEAS BASED ON PUBLIC SURVEYS 24 4.0 - EMPOYER AGENDAS TO IMPROVE WORK LIFE BALANCE 27 4.1 - STEP 1 CHECK IT OUT 27 4.2 - STEP 2 FIGURE IT OUT: PLAN THE RIGHT MIX 28 4.3 - STEP 3 TRY IT OUT: IMPLEMENTATION 30 4.4 - STEP 4 SPELL IT OUT: COMMUNICATION 31 4.5 - STEP 5 WORK IT OUT: LEAD BY EXAMPLE 32 5.0 - 10 TIPS TO THE HR MANAGER 33 6.0 - ARGUMENT AGAINST THE HYPE FOR WORK LIFE BALANCE 35 CHAPTER 1 - INTRODUCTION HUMAN RESOURCE MANAGEMENT - HRM is the process of managing people in a company as well as managing the existing inter-personal relationships. These two processes are key in the success and growth of a business. When viewing HRM from the point of ensuring that structures and processes are...
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...doctoral students are charged with reflecting and developing their reflective leadership plans. This plan will explain my leadership style, strengths, and weaknesses and ways that I will work to capitalize on my strengths and modify my weaknesses. I will address gaps between the leader I am now and the leader I would like to become. I will include a plan that I can realistically implement to close gaps between the two. Finally, I will share a realistic implementation timeline for each action item on my plan and discuss how I will use the plan to impact my current leadership, my staff, and the entire organization. In an effort to stay on track, I will submit ways to evaluate and modify this plan if needed. Leadership Style Based on the assessment titled, “What is My Leadership Style”, the scores indicate that my leadership...
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...Midterm Study Guide All definitions Chapter 1 A. Defining Organizational Behaviour Page 4 • A field of study that investigate the impact of individuals, groups, and structure on behaviour within organizations; its purpose is to apply such knowledge toward improving an organization’s effectiveness. B. Challenges in the Canadian Workplace Page 6 Challenges at the Individual Level 1. Individual Differences 2. Job Satisfaction 3. Motivation 4. Empowerment 5. Behaving Ethically Challenges at the Group Level 1. Working With Others 2. Workforce Diversity Challenges at the Organizational Level o Improving Customer Service o Stimulating Innovation and Change o The Use of Temporary (Contingent) Employees o Improving Quality and Productivity o Developing Effective Employees o Helping Employees with Work-Life Balance o Creating a Positive Work Environment o Responding to Globalization Chapter 2 A. Perception Page 38 What is Perception? • The process by which individuals organize and interpret their impressions to give meaning to their environment. Why is it important? • Because behaviour is based on perception of what reality is, not on reality itself. • The world as it is perceived is the world that is behaviourally important. Why we study perceptions? • To better understand how people make attributions about events. We don’t see reality. We interpret what we see and call it reality. The attribution...
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... - 1945-1979 HR focus was on Personnel Management - making sure employees comply with law…conditions - 1980-1990s HR focus was on management of human capital Strategic Human Resource Management (SHRM) - Plans activities for organisations to achieve its goals - To receive ultimate employee performance, they need to be linked to organisational goals and strategy - Achieved by consistently influencing employee attitudes and behaviours - HRM policies are linked towards organisational goals, HRM contribute to them in a meaningful way. Theoretical bases for HRM Behavioural view - HRM controls employee attitudes and behaviours to suit the situation - Suggesting HR focuses on behaviour rather than skills / knowledge of the job Resource Based view - HR are seen as a resource which give an upper hand for the reason they keep employees in right mind of frame for the goals set Political – influence view HR act as a Political leader through - Social communication through one and another - there to prevent negative social influences and maintain positive environment Harvard framework for HRM -HR take raw influences in business - Tune them providing an organisation that has positive, individual wellbeing, effectiveness and social wellbeing. Roles for HR professionals - Strategic focus on systems (Strategic partner) - Strategic focus on people(Change agent) - Operational focus on systems(Administrative expert) - Operational focus on people(Employee...
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...Transformational Leadership 5 5.0 Transformational Leadership, Work Engagement and Emotional Intelligence 6 5.1 Work Engagement………………………………………………………………………...….6 5.1.1 Application to Case 6 5.2 Emotional Intelligence……………………………………………………………………….7 5.2.1 Application to Case 7 6.0 Ineffective Design of Reward System 8 6.1 Reward System in Today’s Context 8 6.2 Ineffective Reward system 8 6.2.1 Application to Case 9 7.0 Recommendations 9 8.0 Conclusions 10 9.0 References 12 10.0 Appendices 17 10.1 Appendix 1: SWOT Analysis 17 10.2 Appendix 2: Add-on Effect of Transformational Leadership 18 10.3 Appendix 3: Organisation’s Life Cycle and its Leadership Requirements………………….19 1.0 Executive Summary InsureCo has met with several consequences that have adversely affected the company’s overall productivity, turnover rate, compensations costs and workplace engagement. It is imperative for the executives to understand the underlying causes behind these detriments to better the prospects of this company. If these problems persist, with impending global competition, InsureCo may not be able to adapt to the evolving demands of the workplace; this can result in its practices becoming obsolete and the perpetual costs to the company may bring about a financial deficit. Therefore, it is in the company’s best interest to identify the core problems behind these consequences; subsequently, devising long-term...
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...Performance and Quality of Working Life: A Model for Organizational Health Assessment in Emerging Enterprises Christin Shoaf Industrial & Manufacturing Engineering Program, University of Cincinnati, Cincinnati, OH 45221, U.S.A. Ash Genaidy Industrial & Manufacturing Engineering Program, University of Cincinnati, Cincinnati, OH 45221, U.S.A. Waldemar Karwowski* Center for Industrial Ergonomics, Department of Industrial Engineering, University of Louisville, Louisville, KY 40292, U.S.A. Samuel H. Huang Industrial & Manufacturing Engineering Program, University of Cincinnati, Cincinnati, OH 45221, U.S.A. ABSTRACT The organization of work has been addressed through numerous perspectives by a diverse set of disciplines. While job stress research has focused on the promotion of worker well-being, contemporary business-improvement initiatives (e.g., lean manufacturing, six sigma) have sought to optimize effectiveness through work processes. However, these two aims, although traditionally viewed as contradictory, are actually interdependent variables in the determination of long-term profitability. The concept of organizational health blends the pursuit of individual wellness with organizational effectiveness to yield a strategy for economic resilience. This article introduces a novel model for organizational health assessment using a systemic approach that addresses work factors at the individual, job, process, and organizational levels. © 2004 Wiley Periodicals, Inc. ...
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