...the concepts of organizing and motivating to reach the organizational objective of resolving the ethical issues regarding wages and employee welfare by June 2012. 1.2 Background Vesilind (1988) defined ethics as the study of systematic methodologies which can assist one in making value-laden decisions when one is guided by his or her individual moral values. Hence, one is said to be practicing ethics when he or she is implementing ethical values in decision-making. When managers and employees do not practice ethical values, an organization will face ethical issues. In this report, the organization that is being discussed is Wal-Mart Stores, Inc. In the United States, Wal-Mart Stores, Inc. run large discount department stores and also warehouse stores. Even though Wal-Mart is the largest groceries retailer, the management of it has caused many ethical issues regarding wages and employee welfare as they did not practice ethical values. Wal-Mart Stores, Inc. paid their workers low wages that are even lower than the federal poverty line. Bianco and Zellner (2003) stated that in 2001, documents filed in a lawsuit that is against the corporation showed Wal-Mart sales clerks earned $8.23 an hour, or $13,861 a year on average. The wages is definitely low and insufficient, especially for a family of three, as the federal poverty line at that time was $14,630 (Bianco & Zellner, 2003). Besides that, Wal-Mart Stores, Inc. also forced their workers to work off the clock without...
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...August 10, 2014 Teamwork and Motivation Within a business, the employees or the team are a vital component. They are responsible for doing most of the work that keeps the company going. When employees are not motivated, production can decline which adversely affects the organization. Motivated employees are key in keeping an organization moving on a forward, profitable path. One of the best ways to motivate employees is through teamwork. When employees feel 'included' as part of a team and part of a work family, they can be more productive and more efficient. The information below will examine how a motivational plan works positively, what motivational theory is the basis for the motivational plan, how managers can motivate minimum wage employees, team performance, and my individual experiences working with a team. Job Flexibility as a Motivational Plan Workplace flexibility programs such as telecommuting, flexible hours and flexible start and end times have a positive effect on employees’ motivation, engagement and satisfaction. According to a recent study conducted by WorldatWork, 85% of employers who have a flexible culture in their office reported that the flexibility has had a positive effect on engagement, 84% reported a positive impact on motivation, and 92% reported a positive impact on employee satisfaction. Additionally, the survey showed that a flexible work environment can reduce employee turnover (WorldatWork, 2013). Workplace flexibility programs such...
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...stimulate desire and energy in a person to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal (Business Dictionary, 2013). The main priority of an organization should be its people. They are the ones who help maintain the mission and the vision of the organization as well as keeping the business flowing. This paper will provide a design of an organization motivation plan, identify two methods that motivate employees and propose three ways to motivate the minimum wage worker. Additionally, this paper will analyze the relevance of the individual work and finally provide design a individual work to team chart. Design an organization motivation plan that encourages: a. high job satisfaction b. low turnover c. high productivity d. high-quality work As the manager of Small Manufacturing Company, high job satisfaction, low turnover, high productivity and high quality work are synonymous with motivating employees and the business as a whole. A motivation plan should include the basic of job design, job enrichment, rewards and alternative work schedules. Implementing and identifying a job design is a process through which managers plan specified job task and work arrangements that needs to be accomplished (Schermerhorn, 2012). Job enrichment is the building of high-content jobs that involve planning and evaluating duties. Through job enrichment creates a valued feeling that empowers employees. It builds factors of...
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...Teamwork and Motivation 8/11/2014 BUS 520 Leadership and Organizational Behavior Teamwork and Motivation Identify significant elements of an organization motivation plan that encourage high job satisfaction, high productivity, high quality work, and low turnover. There are as many different methods of motivating employees today as there are companies operating in the global business environment. The best employee motivation efforts will focus on what the employees deem to be important. Many organizations today find that flexibility in job design and reward systems has resulted in employees' increased longevity with the company, improved productivity, and better morale. The elements I will discuss are Empowerment, Creativity and Innovation, Learning, Quality of Life, Monetary Incentive, and Other Incentives. Empowerment means giving employees more responsibility and decision-making authority increases their realm of control over the tasks for which they are held responsible and better equips them to carry out those tasks. Creativity and innovation at many companies, employees with creative ideas do not express them to management for fear that their input will be ignored or ridiculed. Company approval and toeing the company line have become so ingrained in some working environments that both the employee and the organization suffer. When the power to create in the organization is pushed down from the top to line personnel, employees who know a job, product, or service...
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...3. Motivational Theory (3) ways to motivate Motivating low-wage employees can be a difficult challenge. Studies have shown employees who earn high end salary over $100K per year are readily involved with the company’s goals and objectives while the minimal wage employees are preoccupied with personal financial concerns and are not engaged in the overall goals or even the day to day operation of the organization. Therefore, it is thought-provoking to devise ways to keep the minimum waged employees focused and motivated to maintain a high-level performance, increase production and maintain high-quality products when things are not always going well. The business must first identify the motivational objectives of the workers, in other words, you have to understand your employees in order to adequately address the needs and keep them motivated. Motivation falls into two categories called content or process theories. In category theory, the need drives employees to act in a particular way and adopt specific work behaviors. For process approach, a worker's behavior determines their work decision process. I will discuss the two types of motivation theories for the minimum wage worker and show 3 different ways how they work to the worker motivated In Maslow’s hierarchy of needs theory addresses motivation through the five primary unmet fundamental personal needs from the most basic to the most advanced, are physiological, safety, love/belonging, esteem and self-actualization. Maslow...
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...Leadership and Organizational Behavior May 26, 2013 Motivation is a key to keeping employees engaged and satisfied at their place of employment. Money is not the end all with keeping employees happy and motivated at work. Looking at my manufacturing company their all levels of pay and many different ways to keep the employees motivated at work. First will be how to keep each different department with the feeling of job satisfaction, then we will look at how to keep turnover down, then how to keep productivity high and last Job satisfaction Job satisfaction is the key to keeping turnover low, productivity high, and quality of work high. Job satisfaction is "an individual's reaction to the job experience" (Berry, 1997). There are several components to having high job satisfaction and they are: 1. How fulfilling the work is. 2. How good is the supervision. 3. The type of workers and their relationships. 4. What the opportunities are for promotion and recognition. 5. How the employee is paid. When looking at these five components of job satisfaction it is important to look at each department individually, for each has their own needs. Sales Sales can be a grind and it takes a special person to be able to handle the rejection that comes along with the job. So in knowing how hard a sales job can be it takes special rules to make a sales force happy. The work itself isn’t always fulfilling so the job satisfaction comes from the other areas. The supervision...
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...Identify Significant Elements of an Organization’s Motivation Plan to Encourage Workers In order for an organization’s motivation plan to be effective, it is important for the organization to clearly define their intended outcomes. Some ways to define their intended outcomes are to look at their mission statement and values, measure their productivity levels, look at their turnover rate and the reasons given for the turnover, determine what employee relations issue are at hand, and what kind of leadership style the organization has. It is also important to get employees involved. An organization’s employees are the best source of information regarding what will motivate them. By just asking an employee for some input is a good motivation tool in itself. The employee then feels part of the company and they feel of some value and respected (How to Implement: Motivation & Retention Strategies , 1999). A correctly designed job will satisfy many employee’s needs. By satisfying employee needs will lead to high productivity, high job satisfaction, high motivation, and less turnover. Some ways to create a well-designed job are to include job enrichment, which adds responsibility and authority duties usually performed by supervisors; job rotation, which increases job tasks by shifting workers from one job to another; and job enlargement, which is the increasing of task variety by combining two or more tasks into one (Schermerhorn, 2012). By including job enrichment makes employees...
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...will not only feel like they are taking the steps of career development, but it also provides a sense of value that the company is investing in the employee. Minimum wage service worker are limited to a set income. Due to the fix rate of income the employer has to motivate employees pertaining to the needs of the employees. Maslow's hierarchy of needs speaks of the five (5) major needs of people as physiological, safety, social, esteem and self-actualization. Of the five (5) specified, the esteem need most applied to the issue of minimum wages. Esteem needs in terms of independence, achievement, mastery, status, dominance, prestige, self-respect and respect for others (McLeod, 2007-2014). Use positive reinforcement Always tell you employees what exactly they need to do. Be very explicit and polite in specifying to them what they need to do to the job done right. Do not focus on the negatives but rather, the positives. Managers should enforce goal-setting guidelines by encouraging their workers to do their best so as to achieve higher level of job performance (Schermerhorn, Osborn, Uhl-Bien, & Hunt, 2012). Rewards Rewards can be monthly or yearly bonuses which can serve as motivation for not just minimum wage workers but workers as a whole. It could even be just recognizing the good jobs the workers do, such as employee of the month, service, or production rewards. Being flexible and creative in ways of motivation can go a long...
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...Accra-Ghana, West Africa Telephone: 00233209621292 Email: kdartey-baah@ug.edu.gh George Kofi Amoako Department of Marketing, Central Business School P.O. Box 2305, Tema, Ghana, West Africa Telephone: 00233202620174 Email: gkamoako@central.edu.gh Abstract This paper critically examines Frederick Herzberg’s two-factor theory and assesses its application and relevance in understanding the essential factors that motivate the Ghanaian worker. The two-factor theory of motivation explains the factors that employees find satisfying and dissatisfying about their jobs. These factors are the hygiene factors and motivators. The hygiene factors when absent can lead to dissatisfaction in the work place but when fully catered for in the work environment on their own are not sufficient to satisfy workers whereas the motivators referring to the nature of the job, provide satisfaction and lead to higher motivation. This paper adds to the understanding of what motivates the Ghanaian worker most and creates the platform for a re-evaluation of the thinking and viewpoint that workers rate motivator factors higher than the hygiene factors in the work setting. Keywords: Frederick Herzberg, hygiene factors, motivators, employee, Ghana 1. Introduction There are numerous motivation theories that have influenced the way organisations manage employees to achieve a motivated work force. These theories attempt to explain why people behave the way they do and advice on factors and...
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...work life Disadvantage and Challenges Because Wal-Mart doesn’t pay so well, keeping quality associates is a problem that HR has to handle .Wal-Mart competitors are paying much more and associates are noticing that. Individuals want to work for a company where they will get better pay and benefits, so better workers go to the places they can get more One of the most important aspects is Wal-Mart’s employee advancement program. Currently, 65% of the company’s managers began working hourly jobs, such as cashier, (Mark).Wal-mart does a good job at keeping the employees motivated by giving them opportunities to rise up in the company. Posting all management jobs eternally is also good for the company because associates have a feeling that if they worked hard, they can possibly advance in the company. Although Wal-Mart offers low wages, they do offer health care benefits and other incentives. All of the associates and their family can get health care at a low price and they can also own shares of Wal-Mart by buying stock at a discounted price .Depending on how well the company performs, there are also cash incentives for the associates. I believe these incentives keep the workers motivated and a motivated associate produces good results. I believe the ability to motivate...
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...Teamwork & Motivation BUS 520 Date: August 5, 2014 Imagine that you are the owner of a small manufacturing company. Your company manufactures a commodity, widgets. Your widget is a clone of a nationally known widget. Your company’s widget, WooWoo, is less expensive and more readily available than the nationally known brand. Presently, the sales are high; however, there are many defects, which increase your costs and delays delivery. Your company has fifty (50) employees in the following departments: sales, assembly, technology, and administration. The motivation of the team lays heavily on the leadership of the company. Managers must learn how to motivate the team in an effective manner to reach a common goal. In this case, making sure that the widgets are being produced with little to no defects, and being sent out in a timely manner while keeping costs down. The objective is to design an organization motivation plan that will encourage the team to work and achieve this goal. Highly motivated individuals can make a huge difference to the overall attitude of a team and the production. The first step in developing a motivated team is being able to understand what a team really is. According to Organizational Behavior, “A team is a group of people holding themselves collectively accountable for using complementary skills to achieve a common purpose.” (Schermerhorn, Jr., Osborn, Uhl-Bien, & Hunt, 2012) Team work...
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...The minimum wage rate is introduced in this essay, with the perspectives of weighing the benefits with that of the costs of the national minimum wage. The essay goes about discovering what exactly is minimum wage and how it impacts the economy. Moreover, the advantages are compared against the disadvantages of the minimum wage rate. Furthermore, it also covers the detailed consequences of increased minimum wage after a research on what economists have surveyed about the recent increase in the minimum wage. Thus, this essay has thoroughly evaluated the pros and cons of implying with the law to allow for national minimum wage in the labor market. The minimum wage act was created in the 1938T as Fair Labor Standards Act, which makes it legally compulsory for the employers to pay their employees for the period of time worked. The minimum wage could be defined as the “minimum rate of remuneration that is must to be paid to a wage employees for the work they have done over a period of time, which cannot be neglected or reduced by individual contract and collective agreement”. The eligibility of minimum wage is that it is allotted to workers who are below 20 years old, for long as the probationary period lasts that is for almost 3 months. The minimum wage rate...
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...motivation grants tangible benefits to the employee as an individual and consequently to organizational growth. One of the challenges facing management in the face of global competition is the designing of appropriate motivation plan that can ensure employee satisfaction and growth of the business. This paper therefore attempts to design an appropriate motivation plan for Danquah and Sons, a small manufacturing company based in Baltimore, Maryland that produces WooWoo, a widget. The motivation plan will encourage high employee job satisfaction, reduce turnover rate, increase productivity and improve quality of work. The paper proposes two methods for all employees at Danquah & Sons and looks at ways to motivate the ordinary factory low rate worker, his relevance and the need for teamwork. Theories of Motivation and Motivation Plans (Schermerhorn et. al 2012) defines motivation as “forces within an individual that accounts for the direction, level, and persistence of a person’s efforts expended at work” (p. 102). Social Scientists have developed many motivation theories, notable among which are Maslow’s hierarchy of needs theory that views human needs as activated in five-step hierarchy ranging from physiological(lowest) to safety, to social, to esteem, to self-actualization (highest). Aldelfer reduces Maslow’s five needs theory into three which he termed Existence, Relatedness, and Growth hence ERG theory and maintains that more than one of existence, relatedness, and growth...
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...FINANCIAL AND NONFINANCIAL REWARDS ON EMPLOYEE MOTIVATION Madhuri Kshirsagar, Dr. V. Y. Waghale, Research Scholar Dhanwate National College Congress Nagar, Nagpur-440012 (Maharashtra) India ABSTRACT Employees lacking motivation can present a problem for all types of organizations, and there can be far-reaching impacts when employee performance is down. The ability to foster a motivating work environment is essential, and strategies must focus on how employee satisfaction and performance levels are tied to motivation. There are several ways that organizations can engage their workforce, and this study allows for an examination of the impacts of financial and non-financial rewards with respect to overall levels of employee motivation. Reward management process covers both financial and non-financial rewards. The concept of the psychological contract is at least as important in understanding and managing motivation as the technical elements of the economics and transactions aspects of reward. Hence, in this paper, we find out the role of incentives in motivating employees and suggest the organizations to make suitable alterations in their rewards system. Key Words: Incentives / Rewards, Motivation, Satisfaction, Performance 1.0 Introduction: Motivation is the act of giving somebody a reason or incentive to do something. It also means giving somebody hope or support to perform particular tasks. Motivation factor plays a vital role in business Management...
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...Business; 520 Dr. Green Strayer University June 11, 2014 WIDGETS R US is a small manufacturing company that manufactures a commodity of widgets. This product is a clone of a nationally known widget. Our product is called a “WooWoo” and it cost less than our competition. It is easily available than the nationally known brand. Our current sales are soaring but there are many defects, which are increasing our cost and delaying our delivery shipments. Our company has fifty employees in the following departments: Administration, Sales, Assembly and Technology. At Widgets R US, great customer service and quality is our motto. In combining the elements of organizational behavior, motivational theory, strategies to motivate minimum wage worker, the use effective communication, and providing guidelines for leading our team toward job satisfaction, our mission is the overcome and dominate our competitors. Elements Of Organizational Plan The leadership team holds the key to the company’s success. We must motivate the teams and come up with a motivational plan that will work for the company. “Motivation is defined as forces within an individual that account for the direction, level and persistence of a person’s efforts expended at work. Direction refers to an individuals’ choice when presented with a number of alternatives. Level refers to the amount of effort a person puts forth. Persistence refers to the length of time a person sticks with a given action.” (Schermerhorn...
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