...Bonuses Can Backfire: Maintaining a Happy and Motivated Workforce For so many years, firms focused on motivating employees by handing out rewards which are extrinsic in the form of compensation systems, while ignoring the other significant reward which is intrinsic in the form of employee recognition programs. Various studies seem to submit that monetary incentives may be more motivating in the short term, but what motivate in the long run are nonfinancial incentives (Robbins & Judge 2013, p. 259). Many firms are becoming more aware of the fact that essential work rewards can be both intrinsic and extrinsic. This paper will attempt to shed some light on how bonuses can backfire by providing answers to the four questions described in the headings below. 1. Do you think that, as a manager, you would use bonuses regularly? Why or why not? From what I have learned in these chapters, I don’t think I will use bonuses regularly as a manager because they can actually backfire as a reward when used regularly. While bonuses can increase motivation and influence employee loyalty, there could be some very real and unintended results. Once you start giving out bonuses monthly, quarterly or annually, it ceases to be a reward; it becomes a benefit and employees will feel entitled to it even if the bonus is based on performance measures. The workers may then feel demoted or penalized if there is a change in reward policies or when objectives are not met (Avey, 2000, p. 14). I personally...
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...• Basis of coordination Motivation is the basis of coordination among all members of the organization. Motivated employees develop a better understanding between them. They appreciate their mutual problems and resolve differences through mutual consent. The main reason for differences in approach among workers is lack of coordination. However, motivation helps maintain coordination among workers. Maintaining coordination helps to develop team spirit and group effort to achieve common goals. • Stability of workforce It is well known that a stable and motivated workforce is the potential of the organization. Motivation directly or indirectly facilitates the stability of the workforce. Generally, frustrated and disgruntled employees may think...
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...knowledge of motivation tells us that it is a result of interaction between the individual and the situation. However, individuals differ in many ways with the motivational drive, but motivation varies from situation to situation. Motivation is the willingness to exert high levels of effort to reach organizational goals, conditioned by the effort’s ability to satisfy some individual need. A need however can mean some internal state that makes certain outcomes appear attractive. (Coulter 1996). A motivated workforce does not immediately happen. Companies with a motivated workforce are managed by people who comprehend how to motivate others and work hard at doing that. Respect for employees fill the culture of many victorious companies. Companies with a motivated workforce offer employees professional advancement. They partake in the employees’ careers and provide benefits that enhance the employees’ personal lives (Silverstein, 2007). Just as importantly, great companies with a motivated workforce encourage managers to work cooperatively as part of a team with their employees. Rather than distancing themselves from the rank and file, these managers are approachable, compassionate leaders. They may expect a great deal of the people who work for them, but they give as much as they get (Silverstein, 2007). Goal setting theory increases performance and difficult goals, when accepted, it results in higher performance than easy goals. Intention to work toward a goal is a major source of job...
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... The intention of this paper is to analyze the effects of organizational culture on organizational development and change. To allow one to grasp the concept of organizational culture Team A will give the description of Southwest Airlines, including the organization’s philosophy, mission, vision, values, and structure, an analysis of the relationship between the design and Southwest Airlines and its organizational culture, and the effects of organizational culture on Southwest Airlines workforce will be reviewed. An evaluation of the effects of change within Southwest Airlines will also be discussed. Description of Southwest Airlines Southwest Airlines is an airline that provides many services in different destinations around the United States. Southwest Airlines believes in being devoted to each of the communities that they serve by having their employees, customers, neighbors being a part of a loving family. Southwest philosophy is that happy employee’s equal happy customers and happy customers keep Southwest flying. They believe in providing a one of kind culture within their organization that means...
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...analytics software company based in Cary, North Carolina, was named "the world's best multinational workplace" (Crowley, 2013). How does a company achieve such a high level of success in such a competitive and high-stress marketplace like information technology? Keeping employees satisfied and motivated is something that SAS has apparently mastered. Of paramount importance to organizational success and effectiveness is maintaining a high level of employee satisfaction and motivation. This focus on employees ensures that the organization will attain its preset goals and objectives. SAS uses both intrinsic and extrinsic motivators to achieve the highest level of results from their employees. SAS's productivity and profitability can be directly correlated to its successful motivation of its workers. Happy v. Unhappy According to Crowley (2013), there has been a lengthy discussion of whether “happy” workers are more productive and engaged that their “unhappy” compatriots. Furthermore, the question of whether or not a company reaps benefits from programs and practices that enhance or increase employee motivation and satisfaction as well as organizational effectiveness and profitability between these happy and unhappy companies is also part of this debate. SAS has proven that there should not be a debate. They have “irrefutable proof” that successful companies must invest in their employee’s motivation. SAS has had 37 consecutive years of record earnings, $2.8 billion in 2012 (Crowley...
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...Generation Change: Is Managing Role Ambiguity The Number One Challenge Facing Employers in the Silicon Age? Generation Change: Is Managing Role Ambiguity The Number One Challenge Facing Employers in the Silicon Age? Are you struggling to keep your workforce motivated and harmonious in the face of constant change? Is your team struggling to deal with the ambiguity created by a fast-evolving market place? You aren’t alone, and a solution may be closer to home for your workforce than perhaps they first thought. A recent study conducted by Dr. Ben Searle of Macquarie University in Sydney has found significant links between workplace role ambiguity and an employees’ reported level of anger, anxiety and threat perception. Dr. Searle’s study involved 602 participants across a range of companies and industries fulfilling duties all the way up to managing director. The participant group was asked to self-report on perceptions of role ambiguity, experienced levels of anger, anxiety and workplace threat appraisal. In this study, participants were asked questions as to whether they fully understood what was expected of them at work on a day-to-day basis regarding particular tasks, or a range of tasks. This data was then compared with responses to questions which probed whether they had felt anxious or angry at work. Threat appraisal was determined by whether the respondent felt it was more or less likely that their work day was going to be a negative experience for them...
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...Employee performance -vs- reward system GM591 Leadership and Organizational Behavior Professor Vicki Boone Chartis Insurance is a world leader in insurance who can trace their roots back 90 years when an American entrepreneur named C.V. Starr founded Chartis. What began as a small insurance business grew to become one of the world’s largest companies. Their fundamental strength lies in the 40,000 employees who service more than 70 million clients around the world. Chartis delivers commercial and personal insurance though hundreds of innovative products and services. Commercial Insurance’s products and services are provided to the full spectrum of enterprises from all around the world, from large, multinational, and mid-sized companies to small business, entrepreneurs, and non-profit organizations. Chartis Insurance serves commercial, institutional and individual customers through extensive property-casualty and life insurance networks. Chartis Insurance operates through five (four core and one non-core) divisions: life insurance and retirement services, general insurance, financial services, asset management, and other operations. By the end of 2007 Chartis Insurance had assets of approximately $1 trillion, $110 billion in annual revenues, 74 million customers and 116,000 employees in 130 countries and jurisdictions. (About Us) Within Chartis Insurance I am currently a Foreign Casualty Insurance Underwriter. I protect individuals and/or organizations from...
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...organisational behaviours can be attributed towards how successful a company will be. Motivation is a crucial aspect in many organisations and is also a key determinant in the triumph of a business. Motivation is defined as the process of initiating and directing behaviour, and willingness to exert high levels of effort to drive toward organisational goals, conditioned by the effort's ability to satisfy individual needs (Gabriel 1989: 224; Mathis & Jackson 2006: 79). Therefore, motivation is considered to be detrimental to the facets of management within the workforce, where the quality of work that people express is often a result of the motivation they possess. This essay will discuss the concept of motivation by focusing on content theories of motivation and its related theories through exploration of the variable nature of needs and expectations. Also, this essay will discuss the importance of having a motivated workforce and how the application of these theories is pivotal in achieving staff motivation. Lastly, this essay will include an evaluation of Southwest Airlines, with particular emphasis on the links between motivation and value creation for the company, as well as staff satisfaction. Motivation The motivational process in management can be treated as a need satisfying process. Content theories of motivation are primarily concerned with the dynamics of employee needs, in which the Maslow hierarchy of needs and McGregor’s X and Y theory illustrate the vast scope...
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...BS/FO/76 BS/FO/76 Institute Of Personnel Management Sri Lanka NAME OF THE PROGRAMME : - PQHRM - Stage I TOPIC OF THE CASE STUDY : - Employee Services : Health, Safety Welfare MODULE NUMBER :- 07 Name of the Student | | Index Number | | Contact Number | | E-mail | | Date of the Examination | | Date of Submission | | NAME OF THE LECTURE :- LATE SUBMISSION NO OF DAYS LATE SUBMISSION NO OF DAYS For Office Use Only: 1. Final Marks : ……………………….. 2. Remarks : ………………………… (To be filled by the Examiner) Contents 1. Executive Summary 3 2. Briefing the Situation of Smiley Cookies 4 3. Importance of health and safety for a company 5 4. Manage the situation by concerning health and safety matters of employees 6 New Approach 6 Manage the situation 7 5. Increase the productivity without affecting workers health and safety conditions 9 Executive Summary One of the leading manufacturers in the biscuits industry who have undertaken the business over 30 years has faced to the serious situation in the peek time of their manufacturing process of the year. Small incident has become a serious matter to the organization due to lack of communication and attention to their employees. The situation is regarding the health & Safety of the employees who working near to the Ovens. They are suffering from high level of heat of the ovens and there workstation cannot be shifted directly to another place due to nature...
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...SUBJECT: HUMAN RESOURCE MANAGEMENT Background Information or synopsis * Customer Service agents represent a large percentage of the call center staff * Schedules are based on seniority, which means that priority is given to most senior employees. * High turnover rate among CSA’s. * Due to high turnover, recruitment is ongoing and takes up most of the Human resource Advisors time. * Most of the CSA are students or young people in their twenties. * During exit interviews, two main reasons for leaving the company is the work don’t meet their expectations or they don’t feel there is any opportunity for promotion within the organization. Primary /Root Problems Absence of Core workforce or Full time workers. Since most of the CSA’s employed are part time because maximum hours given to each employee is 35 hours or minimum of 15 hours so it clearly shows that most of them are working part time. Part time workers won’t be given the benefits or the perks that would motivate them to work or remain in the organization so I think drawback of hiring part-time workers is their lack of commitment relative to full-time workers. Full-time workers rely on the consistent income and benefits typically buy in to the organization more strongly and feel a deeper attachment. Part-time workers usually have less commitment because they spend less time at the company and find it easier to leave because of the lack of full-time income and benefits. So since employees have...
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...Institution Report from Interview Work at an airline calls for undivided attention, focus and stamina. Top executives find themselves torn between balancing work and family. While work is important in ensuring employees meet their family needs, it has become increasing important for senior executives to try to strike a balance between the two (Masuda & Chinchilla, 2010). Ability to ensure both sides are well catered for requires careful examination of ones conduct and building a clear time frame. Success may be achieved at workplace through putting more efforts and time. This means less time and personal touch with family members, which may be harmful to the wellbeing of all parties. In the long run, it does more harm than good. Maintaining a balance between work and family is crucial as it will ensure support from family members as one pursues their goals at the working place. Undergoing a thorough self transformation to achieve a win-win situation will entail time adjustment, more efforts to complete task within given time frame so that time to see ones family is available and is not disrupted (Masuda & Chinchilla, 2010). Not only will the top executive ensure strict adherence to the schedule but will also need to ensure the entire labor force is moving in the same direction, since failure to do so will mean their family time will be consumed solving institutional problems. An interview with the Chief executive officer of Alaska airline revealed that the...
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...field. The group of managers represented management, not leadership since the last human resources director didn’t understand the gaming industry and wasn’t interested in addressing the needs of the field and his only concern was designing senior executive packages. Additionally the upper managers opposed to change because they were used to the way things had always been done, they resisted a greater centralization or oversight, didn’t want to share information across properties and wanted to promote people as a reward for a job well done, instead of using the assessment test to determine if the people had the skills necessary to be promoted. The second issue Winn dealt with was a high turnover rate; Harrah’s needed to have a stable workforce in order to deliver a great customer service. The main cause of terminations was absenteeism because the employees were working very long hours, weekends, holidays and all-nighters. In some properties turnover was estimated to be higher than 70%. The average turnover rate of all the company was 45%, she achieved her goal and brought down turnover to below 34%. The third issue Winn encountered was improving customer loyalty and achieving a larger market share of gaming customers by improving customer service metrics. The last challenge Winn experienced was designing a new incentive program to improve service levels that at the same time motivates employees to compete against other casinos and against their past performance. The...
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...the absence of my manager, I am particularly interested in ways to motivate employees. The purpose of this article is to gain knowledge, so that I might assist others in performing their job duties to the best of their ability while maintaining their quality of work life. The work of Abraham Maslow helps explain why the process of motivation is not a simple process that can be administered externally. Rather, according to Maslow, it is the result of needs within everyone that make people act the way they do. Under his hierarchy theory, people are first motivated by the desire to secure first-level needs of food and shelter for survival. After that, security and safety become major motivators, followed by assimilation into social groups where ego needs can be satisfied to the final step of self-actualization (Personnel, 3411-3412). Examination of how this hierarchy fits into present-day society will explain why the tools of motivation have been forced to change from early industrial times. Employees today have basically satisfied their first- and second-level needs as assured levels of income and purchasing power have basically risen above survival requirements. For this reason, pay alone is no longer the universal motivator. Now the workforce is more educated and able to handle creative, mental work. In fact, the employees demand it in order to satisfy e upper-level needs they find themselves at (Personnel, 3411-3412). So what motivates employees? The "rewards" an employee...
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...ABRAHAM MASLOW’S HIERARCHY OF NEEDS According to this theory, individual strives to seek a higher need when lower needs are fulfilled. Once a lower-level need is satisfied, it no longer serves as a source of motivation. Needs are motivators only when they are unsatisfied. In the first level, physiological needs exist which include the most basic needs for humans to survive, such as air, water and food. In the second level, safety needs exist which include personal security, health, well-being and safety against accidents remain. In the third level, belonging needs exist. This is where people need to feel a sense of belonging and acceptance. It is about relationships, families and friendship. Organizations fulfill this need for people. In the fourth level, self-esteem needs exist. People need to sense that they are valued by others and feel that they are making a contribution to the world. Achievement needs, respect of others are in this level. Participation in professional activities, academic accomplishments can all play a role in fulfilling the esteem needs. In the top-level, self-actualization needs exist. This level of need refers to what a person's full potential is and the realization of that potential. Maslow separated the 05 needs into 2 categories called higher order needs and lower order needs. Physiological and safety needs were described as lower order needs and social esteem and self-actualization needs were described as higher order needs. The differentiation...
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...Write Up On Behavioral Perspective In The Modern Management Has Started Assuming Importance At Times More Than Technical Skills To Ensure Managerial Success Submitted to Prof. Subhash C. Kapor Jagan Institute Of Management Studies Rohini, Delhi By Dipika Negi (FA140) Harsh Bansal (FA140) Karan Talwar (FA140) Priyanka Chodhary (FA140) Shivam Nath (FA140) Vithika Misra (FA14058) Index 1. Acknowledgement 2. Introduction 3. Management 4. Classical and modern management 5. Organizational behavior 6. Importance of organization behavior 7. Challenges and opportunity for organizational behavior 8. Cases and examples 9. Conclusion Acknowledgement It gives us a great pleasure to present the write up on the organizational behavior completed during the first trimester of PGDM. We owe a special debt of gratitude to Prof. Subhash C. Kapor for his constant support and guidance. His sincerity, thoroughness and preservance have been a constant source of inspiration for us. It is only his cognizant that our endeavors have seen light of the day. We also take the opportunity to acknowledge Dr. J.K. Goyal, Director JIMS and Dr. Somesh Raizada, Dean JIMS for their constant support. Last but not the least we would also like to acknowledge the contribution of all the team members of Lakshya for their kind assistance and cooperation during the development of our write up. Introduction Have you ever got up in the morning and thought, "I really don't want to go...
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