...How to Motivate a Part Time Employee Motivating an organizations employees is not amongst the easiest of tasks for a manager to accomplish. Even more challenging is motivating part-time employees whom are usually forgotten and ignored by the organization (Inman & Enz, 1995, p. 1). According to Statistics Canada, nearly 19% of the workforce constitutes of contingency workers who are not being utilized to their full potential (Statistics Canada, 2008). It is noticed that the number of contingency workers is almost one fifth of the workforce and the number is continuously growing year by year; thus it is important that companies start emphasizing on strategies to improve their part-time team. Ignoring these workers can cost many businesses to have an increase in employee turnovers, higher rate of absenteeism and higher retraining costs. The following section will analyze why part-time employees receive less attention and recognition than full-time employees and will suggest possible strategies to improve and motivate the part-time workforce. Part-time employees should without a doubt be considered as part of an organization’s valued assets. These types of employees contribute to the businesses overall objectives, help decrease wage outlays and fill in or replace work hours that full-time employees do not want to work. However, managers have created myths about part-time employees in which they view them as inferior, less hardworking, less competent, indifferent about product...
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...HR should focus more on "life stages", says EHRC deputy chair Jenny Roper , 15 Apr 2015 HR professionals must focus much more on “life stages”, as well as characteristics such as age and religion, deputy chair of the Equality and Human Rights Commission (EHRC) Caroline Waters has said. Waters told HR magazine companies could greatly boost employee engagement and retention by gearing recruitment, benefits and training strategies around such a mindset. “People need to realise that actually a Jewish male in his early twenties who has just become a father might have more in common with a 40-something Muslim employee who has also just become a father, than with other employees his age and religion,” she said. “Rather than make assumptions that because you’re born at this point you’re going to be like this and you’re going to want to be treated in this way, if you look more holistically at the world that person is in then you’re much more likely to be able to retain them.” The ex-director of people and policy at BT and regular on the HR Most Influential ranking, warned, however, that very few UK organisations currently fully appreciate this, estimating that around 5% to 10% take this approach. “There’s a tendency to look at ‘what’s the thing that is going to get us into trouble'. People think: ‘the fact they’re a Muslim is more likely to be a problem to us'. But why would you start from that basis?” “We still look at this negatively, rather than looking at what flexibility...
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...know how easily mistakes are made. Errors happen on a daily bases and can vary from small mistakes to harmful incidents. Problem-solving is a science itself with plenty of stakeholders considerations: It may not cost too much money, but bad word-to-mouth is also not wanted. Either way, guests should be motivated to complain because in the end, it is only feedback on which can be improved (Willott, n.d.). It is generally know customers do not show their complaints, mostly driven by politeness. This can cause unsatisfaction which remains unsolved after the customers left the restaurant. It is better to ask the guests for feedback rather than let them tell their friends and family about the bad experience. There are different tricks to motivate customers to complain. Van Looy, van Gemmel and Dierdonck (2003) researched that if guests know how to complain, they are more likely to do it. Companies can create a anonymous complaint page on their website, or a sign at the door how to give complaints. Another motivator for complaints is to radiate a low complaint threshold. It should be clear for guests complaints are received open and friendly by the employees and it would be even better to invite them to complain. When the silent majority is complaining with help of these strategies, it is significant to provide a positive complain-experience to the customer. After motivating customers to complain the resolve-process takes place. Research of Kim J. and Boo S. (Kim & Boo,...
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...AC 2.2 Review own ability to motivate, delegate and empower others For any business to be successful it needs motivated employees. They are the single most important factor in the long-term success of an organisation. Empowerment refers to the employee's feeling of being effective, in control and influential. Furthermore, empowerment positively impacts motivation, and motivation leads to better performance. Maslow's hierarchy of needs provides a foundational theory. It states that all employees have some basic needs that must first be satisfied in order to provide the framework for further motivation and empowerment. There are five levels in the hierarchy: * Physiological needs * Safety and security needs * Love or belonging needs * Esteem needs * Self actualisation needs Maslow suggested that employees cannot move to the next level of the hierarchy until the lower-level needs have been satisfied Once basic needs have been met, employee motivation becomes more complex and is highly dependent on individual needs and desires. What motivates one employee may not necessarily motivate another. To be successful in motivating employees to feel empowered and to achieve effectiveness in their jobs, managers need to be attuned to these individual preferences. Taking the time to understand individual employee needs can be an important first step in creating a motivated and empowered workforce. (http://smallbusiness.chron.com, 6th Feb 2015) In 1959...
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...workforce. Generation Y’s have a drastically different outlook on what they expect from their employment experience. Generation Y’s are well educated, skilled in technology, very self-confident, able to multi-task, and have plenty of energy. They have high expectations for themselves, and prefer to work in teams, rather than as individuals. Generation Y’s seek challenges, yet work life balance is of utmost importance to them. They do, however, realize that their need for social interaction, immediate results in their work, and desire for speedy advancement may be seen as weaknesses by older colleagues. In order to establish whether or not Generation Y is motivated by the same elements as the generations before them, we will compare what motivates Generation Y to classical motivational theories by Maslow and Herzberg. Maslow’s (1943) needs hierarchy on motivation is commonly used to classify human behavior that involves five categories, basic needs, safety needs, belongingness needs, ego-status needs, and self-actualization needs. Maslow was concerned with the sources of motivated behavior. Whereas, Herzberg’s two-factor theory of...
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...In attempting to examine the positions of whether money motivates or money does not motivate employees I will be examining both viewpoints and then providing my own personal observation and opinion of the topic at hand. When I think of the subject and the importance of “Money” in a working environment I am reminded of the scene in the movie Jerry McGuire where actor Cuba Gooding Jr. who plays “Rod Tidwell” a professional football player is on the phone with his sports agent Jerry McGuire played by Tom Cruise and Rod is looking for a new professional contract. McGuire asks Rod “What can I do for you Rod, what can I do for you?” and Rod tell him it’s “a personal and very important thing, are you ready?” McGuire says “I’m ready”. Rod says “Here it is” and tells McGuire to “Show Me The Money”, “Show Me The Money Jerry” and starts dancing in his kitchen. He then spells out the word M O N E Y and has Jerry screaming the phrase “Show Me the Money” back to him with passion like he really means it over the phone. (http://www.youtube.com/watch?v=OaiSHcHM0PA). Now this may be a simplistic way of illustrating how money can be important to some individuals but it nonetheless shows that for some individuals it can be the only thing. Let us briefly examine that point of view first. Money Motivates There is no question that money motivates people. We are all looking to be paid a fair wage in whatever working profession that we are earning a living and...
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...“How to motivate employees” Abstract Positive motivation within an organization today is more important than ever to achieving success. Organizations need to understand the concept of motivation, which comes in a variety of forms such as total rewards, perks or recognition within the corporation. Motivation also leads to higher productivity, greater profits and longevity. It is very for managers to understand how to motivate employees to perform at high level. “How to Motivate Employees” Most organizations have begun to realize the importance of keeping employees motivated. When an employee enjoys their working environment, they are more prone to success within the organization. One of the main goals of a leader is to motivate his/her associates. Many organizational executives as well as scholars of organizational behavior have noticed the positive impacts of motivating and coaching. As Stone states, “As a coach, you can motivate, inspire, and encourage” (Stone, 1999, p. 31). Maslow’s Theory of Human Needs, which “recognizes that people have a range of needs, and the extent to which they will perform effectively in the workplace will be affected by the extent to which these needs are satisfied” (Nelson & Quick, 2013, p. 165). Maslow proposed five basic human needs, which consist of “Physiological needs Safety needs, Social needs, Esteem needs, and Self-actualization needs” (Nelson & Quick, 2013, p. 165). Maslow...
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...What motivates employees? Different people are motivated differently. The thing that makes one person “tick” may have no effect whatsoever on another. However, generally speaking, these motivators below are commonly used and have proven effective in majority of work places. It’s up to the management to create an environment that fosters motivation and ultimately achieve best performance of all employees. The basics, monetary rewards. Employees work for obtain better pay and better benefits. Motivation without tangible rewards are empty and unsustainable. However, employees unhappy about their jobs may seek higher compensation to justify for it. In such instances, money may prove ineffective if not counterproductive. There are also examples of people staying in their jobs for “the benefits” as opposed to the salaries. Job security. Fear of loss can be a motivator, although motivation achieved through fear is often less effective. Lacking other motivators, employee may just do bare minimum to keep the job and nothing more. Effective leadership. Good leaders earn the employees’ trust and inspire underlings to meet or exceed expectations. Trust is a very powerful tool. Employees are motivated to achieve to the best of their abilities when they are being “included” and that their interests are being looked after. Competition. Competition at work place motivate people to perform so as to stand out among peers. Some competition inspired motivation may be short-term...
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...“Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. Motivation is what causes us to act, whether it is getting a glass of water to reduce thirst or reading a book to gain knowledge.”( Kendra Cherry) This report has thought me how I think and where I stand in life. This report also thought me which categories I need improvements on. Motivation is needed for everyone to achieve goals little by little. I personally need compensation in order for me to be motivated. I think that a reward will motivate individuals to achieve a goal in a short run or a long run step by step. For example, I have been motivating myself to lose weight for one year now. It is a long term achievement. My goal is to lose 30lbs. I have lost 13lbs now since I started. I think I have done went half way. My reward that I said to myself was that if I lose the 30lbs then I will pierce my belly. I am still waiting for that day. I think this is my motivation when I am on that treadmill. I think that the Maslow's Hierarchy of Needs Theory is the best explanation to my motivation. I have all my needs at this point. I can move up this pyramid to Esteem. I do need a lot of motivation when it comes to Esteem. I have built a recognition, and status but attention is one thing that I need to work on life. I think I am happy for what I have achieved in life. I still have a long way to...
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...Understanding What Motivates You When people understand each other and follow well-defined processes, enormous energy is generated and productivity increases. When people are in conflict or forced to fit into processes, tremendous opportunity is lost. In this week’s lesson presentation, I met Jane. She has recently graduated with a Masters in Business Administration (MBA) and has accepted the position of International Customer Service Coordinator in a medium-sized company. As her first assignment, Jane is to lead a project team that includes two members from her own department and four members from various other departments in the company. Jane wants to tap the human potential and motivate the team members; however, she faces challenges such as dual reporting and varying expectations of the team members. Putting myself in Jane’s position, she should focus on Abraham Maslow’s hierarchy of human needs. This hierarchy suggests that people are motivated to fulfill basic needs before moving on to other, more advanced needs (Wong, 2007, pp. 20-25). In view of that, the four (out of five) theories that can be used by Jane to lead and motivate her team are: (1) basic physiological needs; (2) security; (3) esteem; and (4) self-actualization. Motivating a team requires dedication and patience while understanding the basic physiological needs for the team. Teamwork is critical to project success and Jane, as the project lead, must give each...
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...RELEVANCE TO THIS COURSE: “Know What Really Motivates You” is an article about motivation in the workplace. Overall, the article promotes how leaders can create motivational fit for employees. It describes how to promote a way for workers to advance in their current work and shows them whether they are excellent at what they do or not. MAIN IDEAS IN THIS ARTICLE 1. “Know What Really Motivates You” focuses on how to get employee going and how to find what motivates them. From this article, at least three areas of experience should be developed. The first area engages how to manage your professional goal. The second area consists of how to create a motivational fit. And the third area demonstrates how to choose a role model. 2. Managing your professional growth is through first identifying your personality type. This could be done with a tool named the “Myers-Briggs Type Indicator.” However, this tool is not accurate to the fact because it doesn’t predict your performance and even if it does, it wouldn’t tell you how to improve your performance. Promotion focus or prevention focus in the other hand can be accurate at predicting performance and how to improve it. 3. Creating a motivational fit is a way to help employees achieve their professional growth which in turn increases performance and job satisfaction. It also helps creating challenges for employees and help to attain specific goals. However, when this motivational fit is not in line with the employees’ goals...
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...Fred Maiorino had been a successful sales manager for Schering-Plough Corporation for thirty-one years before Jim Reed was named general sales manager over the South Jersey sales district that included Fred’s sales territory. Afterwards, Reed implemented several changes to try to boost sales including a new performance appraisal system and a hands-on coaching style to motivate his sales staff. The problem arose with Reed’s inability to motivate Fred (Buller & Schuler, 2003). In this case study, we will compare and contrast both the ineffectiveness of Jim Reed’s methods, as well as more favorable methods he could have used to influence a more positive outcome. The major issue is this case is Reed’s inability to motivate Fred, which inevitably led to the dismal of a long-time loyal employee. The major issues associated with this motivation problem include Reed’s unsuccessful leadership attempt, the de-motivating factors of the appraisal system, and the violation of the psychological contract. One major issue is Reed’s unsuccessful attempt at leading Fred. One could describes Reed’s leadership style as a directive leadership behavior of the path-goal theory that one typically uses with a new employee or a transactional leadership style that is used by many sales persons. Sales managers generally employ transactional leadership behavior which can “induce adequate attitudinal and behavioral responses in employees, transformational leadership has found to engender even...
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...What motivate suicide bombers? Outline I. Introduction:- The driving force behind suicide attackers is not solely based on religion; in fact, it has just as much to do with revenge, humiliation, and indoctrination. II. Suicide bombers decide to take such actions as an act of vengeance III. Humiliation can play a determining factor in suicide bombings. IV. There are general misunderstandings on the motives and root causes of suicide bombings. V. The second phase of the indoctrination process is the recruitment stage. Conclusion:- The reasoning behind suicide bombings is various and wide-ranging. Many factors come in to play such as retribution, degradation, and propaganda. Terror groups justify this action as the only way to respond due to the fact they may not have sophisticated weaponry or military. The fact remains there are constantly gaining new candidates to replace every suicidal mission, which compels terrorist groups to believe it is the right action to take. Furthermore, fear, terror and death caused by suicide bomb explosions can devastate people psychologically and alter societal life Essay The idea of killing oneself for a cause is unimaginable for most people; however, for some individuals, it is a heroic act. Young men, women, and even children have taken their own lives enacting this fatalistic practice. Suicide bombers truly define the meaning of the word terror. This phenomenon is far from new to the world, in World War 2; Japanese...
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...Make sure employee satisfaction Through the end of the year, Tesco will invited all their staff to take part in a staff satisfaction survey which gives them chance to say out their opinion on almost every aspect of their job. After that, the management will make sure they are offering the good things to their staff to keep them motivated. Some of the benefit from the result are available to their employee such as : * Tesco offer their employee a lifestyle break from 4 to 12 weeks off work and make sure the job is still maintain at the end. * Tesco also offer their employee career break between 6 months and 5 years away from work right of return. * Tesco offer their pension employee award-winning scheme which provided clearly defined and long term benefits Motivation through trainning and development Tesco encourage their employee through some trainning and development chances. We believe that everyone in the world need to success not just to the trainning but they need to hardworking to do their job well and also to become a leadership to train to gow within the company. Tesco also offers some strategic career planning to help their employee to reach their goals. In the year 2009, Tesco had appointed about 3000 managers and 80 % of them come from internally. Tesco management had an annual career discussion with all of the employees, Tesco also mention about the development of the whole person and had carried out a system of 360 degree feedback. Personal development...
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...What Motivates You As An Employee? Johanne MacLeod Indiana Wesleyan University Plagiarism Statement I have read and understand the plagiarism policy as outlined in the syllabus and the sections in the IWU Catalog relating to the IWU Honesty/Cheating Policy. By affixing this statement to the title page of my paper, I certify that I have not cheated or plagiarized in the process of completing this assignment. I also certify that the work submitted is original work and specific for this course and to my program. If it is found that cheating and/or plagiarism did take place in the writing of this paper, I understand the possible consequences of the act/s, which could include expulsion from Indiana Wesleyan University. What Motivates You As An Employee? Let me ask you a question. What motivates you as an employee? Could it be the external reward such as pay, employee benefits, and compensation packages? Or is it the internal reward such as a feeling of accomplishment, learning new things, or helping others? I am pretty sure that at one point or another, everyone dreams of having the ideal job. Whether you are in college pursuing a career or just settling at a lackluster job until you find your ideal job, something about an employer has to draw you in and keep you. Even if you eventually find what it is you are looking for, there is no guarantee you will always stay inspired and stimulated. Whether an employee has a positive or negative attitude at work is based on what motivates...
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