...conclusion in report * Use of figures, headings and summaries. | 0-7 | 8-9 | 10-11 | 12-15 | Quality and use of literature (15) * Information variety * Minimum 4 academic sources related to management topics (not Babcock & Morse) per question * Relevance of sources selected * Application of theory integrated with references | 0-7 | 8-9 | 10-11 | 12-15 | Question 1 (35) PROJECT MANAGEMENT * Argument shows comprehensive research and analysis. * Argument is well organised and progresses logically * Clearly indicates understanding of application of management principles to an engineering context * Demonstrates a good understanding of the project management function (technical and sociocultural dimensions of a project, project structure, strategic management, organisational politics, payback periods etc.) * Demonstrates an understanding of the importance of professional ethics and responsibilities in relation to organisational constraints on management decisions | 0-17 | 18-24 | 25-29 | 30-35 | Question 2 (35) PEOPLE MANAGEMENT * Argument shows comprehensive research and analysis. * Argument is well organised and progresses logically * Clearly indicates understanding of application of management principles to an engineering context *...
Words: 394 - Pages: 2
...HD333-C005-2835/2011 Introduction Definitions Motivation Motivation is a term that refers to a process that elicits, controls, and sustains certain behaviors. For instance: An individual has not eaten, he or she feels hungry, as a response he or she eats and diminishes feelings of hunger. Motivation- the concept According to Webster’s New Collegiate Dictionary, a motive is “something (a need or desire) that causes a person to act.” Motivate, in turn means “to provide with a motive,” and motivation is defined as “the act or process of motivating.” Thus motivation is the act or process of providing motive that causes a person to take some action. In most cases motivation comes from some need that leads to behavior that results in some type of reward when the need is fulfilled. Rewards Rewards can take two forms. They can either intrinsic/internal rewards or extrinsic/external rewards. Intrinsic rewards are derived from within the individual. For a healthcare employee this could mean taking pride and feeling good about a job well done (e.g. providing excellent patient care). Extrinsic rewards pertain to rewards that are given by another person, such as a healthcare organization giving bonuses to teams of workers when quality and patient satisfaction are demonstrated to be exceptional. Senior Managers Senior Manager is a title given in a large company with a perceived need for additional levels in its management structure. In a hierarchy, Senior Manager falls...
Words: 3717 - Pages: 15
...Running Head: Motivation and Performance Management Motivation and Performance Management Strayer University Organizational Behavior – BUS322 November 13, 2013, 2013 Motivation and Performance Management Employees in the public and private sectors experience different working conditions and employment relationships. Therefore, their attitudes toward their job and organization, and relationships between them, are different. Job satisfaction and organizational commitment is very important to businesses today, due to the role that employees’ play in providing services to their customer/clients. In this paper, I will provide the definition of job satisfaction and organizational commitment and the differences between the two. I will also provide the motivational theory and performance management principles to evaluate the company as a potential employer. Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance. Job satisfaction is defined as contentment (or lack of it) arising out of relationship of employee’s position and negative feelings toward his or her work (www.businessdictionary.com); job satisfaction relates to an attitude toward your job. Organizational commitment is defined as the strength of the feeling of responsibility that an employee has towards the mission of the organization (www.businessdictionary.com);...
Words: 742 - Pages: 3
...Motivation and Performance Management Tanya Cavaleri Kristian N. Morales, MBA BUS322 August 1, 2015 “We find on Glassdoor that a strong leader is often one who has the ability to clearly communicate the vision for the company and who helps employees see how their work connects to the big picture.” (Howard Schultz) Motivation and commitment in the organization play a fundamental part in any business. Establishing an organization based on these components allows the organization to grow and maintain strong employees. Starbucks has been successful at this since first opening their doors. The organization has superior leaders, being extraordinarily motivated and highly committed to their staff. Leadership and commitment to their staff, Starbucks have gone above and beyond to make sure job satisfaction is number one. In 2014, Starbucks gave its employees the opportunity of a more than generous tuition assistance program called “The College Achievement Plan” (InnovatedPR, 2014) This is just one of the many perks they offer employees for their happy employees = happy customers = happy company. Health insurance is available (after working 240hr in a 3 month period, which is at least 20 hrs a week), commuter programs, vacations and time and a half for working specific holiday. Howard Schultz (Starbucks CEO) says, “We built the Starbucks brand first with our people, not with consumers. Because we believe the...
Words: 656 - Pages: 3
...Classroom Management and Motivation 1a. Describe 5 class rules you would enforce. Give reasons for your choice of each rule. 1b. What are the consequences for breaking these rules? There are four categories of disciplinary behaviors identified by Stage and Quiroz, they are: (1) reinforcement, (2) punishment, (3) no immediate consequences, and (4) combined punishment and reinforcement. Rules have to be clear and preferably with no room for misinterpretation. The level of appropriateness for disciplinary action must be in conjunction with the behaviour. Therefore, it is significant to match the consequence to the seriousness of the infractions. Rule: Keep your hands to yourself; no hitting and fighting with your classmates. Reason: Students are not encouraged to be physical with their classmates as well as their inclination to use their hands to provoke or disturb their classmates as they move in or out of class. This is to reduce the possibility of incidences of fights breaking out from such silly actions. Most fights normally begin from innocent light pushes and slaps, which eventually turn into nasty and violent fights. Consequences: Negative approach (punishment): students found to infringe this rule would be required to make use of their hands to do more productive activities, such as, picking up litter in the school compound and cleaning up the classroom for a week. Rule: Respecting other people’s property; treat...
Words: 1292 - Pages: 6
...Hierarchy of needs theory, which is a theory in psychology, is written by Abraham Maslow in his paper “A Theory of Human Motivation” in 1943 (Maslow's hierarchy of needs, 2012). This hierarchy of needs theory is described in the shape of a pyramid. This pyramid is divided into five categories. This five needs are physiological, safety, social, esteem, and self-actualization needs. In generally, lower level needs are satisfied externally such as physiological needs and safety needs. In contrast, social, esteem, and self-actualization needs are satisfied internally. In this theory, the lower level of needs must be met or achieve before one will desire the higher level needs. For example, people are not going to desire the safety needs if they did not meet the physiological needs. First, physiological needs are required for human survival. People who fail to meet this requirement mean that they are not able to survive anymore. This is the most fundamental needs in the pyramid. One will not desire for higher needs if these needs are not fulfilled. For example, individual who is lack of foods, safety, and friendship will definitely consider food as the most important needs at that time because one will not able to survive without foods. According to Maslow, sexual reproduction is also included in this level due to it is essential to the survival of the species. Safety needs are the next level in the pyramid. It includes personal security, financial security, health and well being...
Words: 1063 - Pages: 5
...Motivation and Stress: A Discussion of Management Recommendations for a Local Hospital The following report was written by a private consultant hired to examine the issues being experienced by Delmar General Hospital with their nursing staff. The report begins with a discussion of nursing, moves on to an overview of motivational theories, as well as stress and its effects on motivation. The issues occurring within this hospital with their nursing staff will be reviewed and interpreted by the private consultant. The private consultant will then conclude with a discussion of her final recommendations in terms of what can be done by Delmar General and their management staff to increase motivation and decrease stress levels, with examples from supporting research. No matter what ones goal may be, motivation always plays a big role in achievement. In the workplace, individuals must be motivated to perform their best however, frequent conflicts can often hinder ones motivation levels by causing stress. Managers within the workplace can attempt to achieve maximum productivity while maintaining a positive employee affect through the use of various kinds of motivational plans. The nursing profession is one of many within healthcare that deal with a lot of stress and motivational issues. Currently nursing is facing a series of issues that makes understanding stress and motivation very important for healthcare managers. It was estimated by the US Department...
Words: 5506 - Pages: 23
...Through the years, there are prominent workplace and behavioral psychologists who delved into motivation theory and how it affects the organization. Here are some of the theories. Moreover, here’s how they can be instruments for increasing employee motivation and improve workplace relationships and productivity. Thorndike’s Reinforcement Theory Simply put, the reinforcement theory of Edward Thorndike explores the cognitive process involved in shaping employee behavior by controlling the consequence of such behavior. In addition, the theory uses rewards and punishments to reinforce desired behavior or extinguish undesirable ones. The focus of Thorndike’s theory is the relationship of the behavior and the consequences associated with it. Moreover, a key component of in this theory is the timing of the consequences Fixed interval, fixed ratio, variable interval, and variable ratio. Reinforcement Theory in Action 1. Fixed interval – Reinforcement is given after a fixed period of time. A good example is the regular pay checks given to employees. 2. Fixed ratio – Reinforcement is given after a certain number of behavior occurrence. Sales target bonus is a good example. Once a certain sales target is reached, a specific bonus is given. 3. Variable interval – Reinforcement is given at special period without specific timings. Employee citations and promotions are good examples. 4. Variable ratio – Reinforcement is given at varying instances of behavior. Special awards and incentives for specific performances are samples...
Words: 798 - Pages: 4
...Introduction: In the recent years, employers have recognised that the success of business is closely influenced by the motivation and professional capacity of their workforces. Accordingly, companies are faced with the challenge of increasing the level of employee commitment, job satisfaction and motivation (Greene, 2001). In this regard, it is important for companies to take into consideration the impact of employee needs, morale and expectations and to negotiate appropriate work arrangements for motivating employees as part of performance recognition. The following paper presents a discussion on the importance of employee motivation in the workplace. The discussion is mainly based on literature review and points that employee motivation is necessary for improved work performance. The paper has explored the important contributing played by work-life balance and financial incentives in improving employee motivation. The research indicates that the two factors foster loyalty by employees, increased performance and commitment, which are essential indications of motivation. The concept of Employee Motivation and Rewards Most discussions of motivation begin with the concept of individual needs – the unfulfilled physiological or psychological desires of an individual. Content theories of motivation use individual needs to explain the behaviours and attitudes of people at work. The basic logic is straightforward. People have needs. They engage in behaviours to obtain extrinsic...
Words: 2388 - Pages: 10
...Trader Joe’s (MMLD): Motivation, Management, Leadership & Development Trader Joe’s is a major food retailer who has developed quite the name for themselves. It has well over 350 stores in over 32 states and is expected to continually grow over the next few years (Bond, 2012). For over 50 years, Trader Joe’s has been providing quality customer services, products and a unique shopping experience for its customers. They have come a very long way from when they first officially opened their doors. Trader Joe’s started when its founder Joe Coulombe wanted to find a way to differentiate his 7-Eleven stores (Schermerhorn, Osborn, Uhl-Bien & Hunt, 2012). In the food retailer industry, Trader Joe’s has developed a process that works well and allows them to be a big competitor. To be successful a company has to have employees that can effectively and efficiently operate the business. Trader Joe’s knows all about surrounding their company with quality employees. Making sure they hire the right employees has been one of their main reasons for success (Kowitt, 2010). However, to retain loyal employees it’s very important to have a system in place that motivates employees. Thru motivation companies are able to motivate its which ultimately leads to an increase in job satisfaction and performance. Many companies utilize the Reinforcement Theory to motivate employees. The theory mainly observes the influences that consequences have on individual behavior (Schermerhorn et al., 2012)...
Words: 1673 - Pages: 7
...Evaluating Performance through Motivation and Conflict Management MGT/307 February 08, 2010 The size of a workplace or organization is irrelevant went it comes to the need to survive. High-performance workplaces and organizations have abandoned the traditional organizational structure, and have adopted innovative techniques to improve operational effectiveness, workplace stress, and organizational dynamics. These high-performance workplaces and organizations encompass characteristics that keep them profitable and ahead of the competition. The emerging trends in organizational behavior introduced into the business world strongly relate to high-performance workplaces and the stress management techniques that have been implemented. Differences exist in the methods used by high-performance workplaces and organizations and the traditional organizational structure when it concerns how they manage and improve their operational effectiveness, stress, and organizational dynamics. A high-performance workplace or organization has a stronger approach to maintaining an effective workforce. The workforce remains effective by sustaining an appropriate balance between new technology and the workload for individual employees. The traditional organizational structure is content accomplishing tasks from a recognized and established method. The use of technology is an effective method of performance for employees, but accommodating this effective method is more stress. The methods...
Words: 1280 - Pages: 6
...|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...
Words: 4065 - Pages: 17
...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...
Words: 3111 - Pages: 13
...Evaluating Performance Through Motivation and Conflict Management Decisions Motivation defined as the process which accounts for an individuals intensity, (how hard a person tries) direction, (leading to a specific point) and persistence (how long a person can maintain effort) toward obtaining a specific goal (Robbins & Judge). Managers daily deal with human behavior and understanding different types of human behavior is an added plus. Organized behavior defined as the study of human behavior within an organization. Earlier theories of motivation are based upon the hierarchy of needs. This theory comes from Abraham Maslow who suggests that within every human there is a hierarchy of five needs; physiological, safety, social, esteem and self-actualization. A closer theory to Maslows is the ERG theory; this theory is a remake of Maslows. The ERG theory was created by Clayton Alderfer, which argued Maslows theory due to Alderfer belief of humans being motivated by three core needs. The core needs fall under the category of existence, relatedness, and growth. Douglas McGregor, an economist and management professor, explained two distant views of human beings: one basically negative labeled Theory X (inherited dislikes) and one positive Theory Y (inherited likes). This theory is along the lines of managers who base the nature of humans on certain group types. The final theory from earlier theories of motivation comes from Frederick Hertzberg. Mr. Hertzberg’s...
Words: 319 - Pages: 2
...Use the theory of Maslow or Herzberg to explain the decrease in employee motivation following the takeover. What steps might management take to re-establish high employee motivation? Motivation is a "needs-led" process determined through a basic process of an unsatisfied need or urge which leads to tension, further leading to search behaviour and finally leads to either need satisfaction or further search. However in practice the process is more complex than presented as sometimes multiple needs are needed at the same time as well as conflicting needs. Frederick Herzberg developed a theory on motivation during the midst of the 20th century which is most commonly known as the "dual factor theory". This is generally used when investigating motivation in organisations. His study was based on a survey of a study of 203 people across the 2 professional groups of engineers and accountants at Pittsburgh University, where they were asked to recall times over the previous year when they felt "exceptionally good" and "exceptionally bad" and their explanation for each case. From this study he identified two distinct list of factors that altered their motivation. These lists were a set of factors which cause satisfaction and dissatisfaction with both lists being mutually exclusive. The factors of satisfiers or Motivators, which are understood to yield a real sense of motivation in employees, are ordered in a list increasing in frequency beginning with a sense of personal achievement...
Words: 1364 - Pages: 6
