...crucial to the success of a company. Happy employees are more willing to give 110% versus employees who hate their jobs. I have personally experienced this. I worked for a company that had a fantastic culture and was a great place to work. I enjoyed working there for many reasons. The office was nice and my coworkers and I worked very well together. I looked forward to going to work every day, because it didn’t truly seem like work. I was able to do something I enjoyed with people I liked. I have also worked in a place that I hated. With this job, I was habitually late and often called out sick. I was not productive and spent a lot of time on the internet and on the phone. I finally couldn’t take it anymore and quit. I have developed the following ideas to prevent my employees from mimicking that behavior: Ergonomic Workspaces According to the Bureau of Labor Statistics, Musculoskeletal Disorder cases accounted for 33% of all worker injury and illness cases in 2011. OSHA indicates that there is a way to prevent these injuries from occurring, and that is to create ergonomic workspaces. “But work-related MSDs can be prevented. Ergonomics --- fitting a job to a person --- helps lessen muscle fatigue, increases productivity and reduces the number and severity of work-related MSDs.” I would create Ergonomic workspaces for all employees that would include plenty of natural sunlight. Healthy Snack Choices I would offer my employees healthy food choices for snacks. Items would...
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...Herzberger’s Centraal Beheer insurance company project — built in Apeldoorn, Holland in 1974 — is a type of ‘worker’s village’ designed so that the employees ‘would have the feeling of being part of a working community without being lost in the crowd’. The building is a deep spatial matrix of concrete and blockwork organized on a tartan grid. Platforms separated by light wells enable light to filter down into the centre of the plan. The fragmentary quality of the materials and the repetitive nature of these small stands allowed them to be appropriated by small groups of 8-10 people who were encouraged to personalise and decorate the space. The company actively encouraged a sense of the family to enter the office and many employees actually brought quantities of furniture and members of their family from home into...
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...purpose of this outline is to analyze the strategies that Google uses to motivate employees to work at the expected level of performance. Larry Page and Sergey Brin, two Stanford University graduate students, formed Google in 1998. They came up with Google to organize the world’s information and make it universally accessible and useful (“Company”). Through innovation and creativity Google has continued its success. As Google continues to grow it tries to retain a small company feel and creative workspace, which helps the company continue to succeed. 2. Company Background and Stats: a. Major Products and Services: Google is one of the largest internet search engines which provides maps, images, news, shopping, social networking, translations, advertising space, and Droid products. b. Number of Employees: 32,467 (Total full time)(“Mergent”). c. Annual Revenue: 37,905,000,000 (“Mergent”) 3. Observable Components of Company Motivation Strategy: d. Component 1: Google’s Compensation Motivation. Google employees receive individually tailored compensation packages. With the custom pay packages, employees receive competitive salaries, and get to choose from a wide variety of benefits to create compensation packages that are tailored to each employee’s personal needs and wants (“Benefits”). This idea behind compensation is good motivation because it makes employees feel that their inputs are worth the outputs they receive. When equity exists...
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...designed workstations, unsuitable furniture, lack of ventilation, inappropriate lighting, excessive noise, insufficient safety measures in fire emergencies and lack of personal protective equipment. People working in such environment are prone to occupational disease and it impacts on employee’s performance. Thus productivity is decreased due to the workplace environment. It is the quality of the employee’s workplace environment that most impacts on their level of motivation and subsequent performance. How well they engage with the organization, especially with their immediate environment, influences to a great extent their error rate, level of innovation and collaboration with other employees, absenteeism and ultimately, how long they stay in the job. Creating a work environment in which employees are productive is essential to increased profits for your organization, corporation or small business. The relationship between work, the workplace and the tools of work, workplace becomes an integral part of work itself. The management that dictate how, exactly, to maximize employee productivity center around two major areas of focus: personal motivation and the infrastructure of the work environment. International International Journal of...
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...internal conflicts, The Fremont Plant of General Motors (GM) had encountered bankruptcy. It was reopened and under the collaborative management of Toyota and GM with more effective management practices that were successfully at boosting employee motivation, which was formed as a legal entity, namely NUMMI. Motivation is defined as psychological process that induces employees to contribute to their work and perform “voluntary actions” that directly related organizational goals (Mitchell 1982, cited in Ramlall 2004). According to McShane et.al 2010, employee motivation can be categorized into different foundation of theories regarding how employees can be motivated. The composition will now explain how the alteration in management style reflects these theories. Afterwards, some recommendations will be provided in order to resolve the facing challenges as well as to give more suggestions on how NUMMI management can even further improve. Equity Theory (Adams’s Theory) Firstly, The UAW Labor Contract has diminished the payment and performance evaluation between highly professional employees and newly hired employees. According to Levine (1991), wage division in the workplace ‘leads to lower group cohesiveness’, which...
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...ASSIGNMENT FOR HUMAN RESOURCES MANAGERMENT Topic: Motivation – Orientation to work Writer: Tran Tung Lam Supervised by: Professor Julia Pointon In recent market economies, to maintain and develop steadily each business must have sufficient resources including capital, technology, management, people, strategy, etc. Human resource is the most important factor which is decisive and rules over the other resources during businesses’ operation. It involves both managers and employees. Most of Vietnamese businesses face difficulties with human resources management. They have been trying to find solutions for this issue. Many policies are taken to improve the quality of human resources as well as the sourcing of high quality resources to meet the requirements of the development. General model of human resource management Internal environment Management of Human resources - Culture - The strategic objectives - Leadership - Resources Request results: - Objectives are achieved. - Employees are satisfy and enthusiastic to work. - Leaders get appropriate style. - Strategy - Operational activities - Skills - Economic environment - Technology environment - Social Environment - Legal Environment External environment 1 To clarify this issue, people need pay attention to motivation of organizations and individuals. Motivation is the power source comes from individuals and organizations. That motivates workers to work harder to meet individual needs and organizations to achieve goals...
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...Managing Change in Organizations Assignment MANAGING CHANGE IN ORGANIZATIONS Case Study of Procter and Gamble (P&G) Introduction The world of business is facing different changes in the environment which create opportunities and threats. As a result, businesses make changes in different processes that are related to work place more abruptly and often compare before. This is because these changes can influence the speed and quality of the performance of companies including:acquisitions, merging, innovation, restructuring and downsizing which can result to the growth of climate of uncertainty (FEAP n.d.). Currently, the business world is facing different changes that are related to technology, regulation and competition and economic condition which affect theperceptions and behavior of the customers and other stakeholders of the company. Due to this, change is considered as inevitable in the world of business, because change constitute growth and development. According to Peter Drucker, any change in any organizational culture and management is considered as normal and healthy (cited in Dulebohn 2006, p. 37). It will be impossible for any business to grow and improve without improving any changes in order to cope with the changes happenings in the environment it’s operating. Any change to be done inside and outside the organization can help the entire organization to adjust to the current situation of the market and industry, by improving...
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...According to the annual list of 500 major leading companies has ranked by Fortune 500 Apple lies 5th in its list. Apple is amongst the most valuable and highly money-making companies in the world with its revolutionary iPhone. It is able to gain remarkable success by the ability to create innovative products. Certainly, it is able to gain such huge success due to its products but not only that it there are other factors that play role such as distinct leading faces such as Steve Job and currently Tim Cook along with different strategies applied to motivate its employees and make the company what it is today. Motivation of workers has direct impact on the productivity and efficiency. “Motivation is the internal and external factors that inspire...
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...Google as no boring and drab workspace. The assessment of the environment is based on creativity to push their employees. They promote employee freedom. Google is a multi-billion dollar company the proof is in the data that this kind of environment works. By not placing their workers in “boundaries”, cubicles, it enables the ability to design. The office at Google has established a wacky and innovative kind of furniture. The working space was designed for work and play. As shown in the exhibit, the office at Google, the gentlemen is riding his scooter. Also, the seating area is designed for the employees to interact, and produce new ideas. As seen in Googles’ label, it has bold and bright colours incorporated into its design. The company has designed the work place to be bold and creative, and fun. Of course, the company is not all play; the employees are encouraged to come to work every day. From the article, “Thinking Big”, Larry Page speaks highly of the company he and Sergey started years ago. He states, “Our company’s culture encourages experimentation and the free flow of ideas. “ 2. Google is doing a lot for its employees, but obviously not enough to retain several of its talented employees. Using what you’ve learned from studying the various motivation theories, what does this situation tell you about employee motivation? Google over the years has done an excellent job meeting the necessary needs of their employees. They have been placed in the...
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...MANAGING CHANGE IN ORGANIZATIONS Case Study of Procter and Gamble (P&G) Introduction The world of business is facing different changes in the environment which create opportunities and threats. As a result, businesses make changes in different processes that are related to work place more abruptly and often compare before. This is because these changes can influence thespeed and quality of the performance of companies including: acquisitions, merging, innovation, restructuring and downsizing which can result to the growth of climate of uncertainty (FEAP n.d.). Currently, the business world is facing different changes that are related to technology, regulation and competition and economic condition which affect the perceptions and behavior of the customers and other stakeholders of the company. Due to this, change is considered as inevitable in the world of business, because change constitute growth and development. According to Peter Drucker, any change in any organizational culture and management is considered as normal and healthy (cited in Dulebohn 2006, p. 37). It will be impossible for any business to grow and improve without improving any changes in order to cope with the changes happenings in the environment it’s operating. Any change to be done inside and outside the organization can help the entire organization to adjust to the current situation of the market and industry, by improving and adjusting the culture and other important internal...
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...The function of human assets has been evolving for a while. The shift from “employees” to “human resources,” for instance, became a part of the movement to acknowledge the value of personnel as an organizational aid, and eliminates some of the stigma that became is associated with slow, bureaucratic employees departments. This shift in label was observed by using a call for HR to end up a strategic associate with the leaders of the enterprise-to contribute to significant enterprise selections, endorse on critical transitions, and increase the value of the employees-in quick, to have a seat on the table. RECENT TRENDS IN HRM: Mr. P.Subba Rao,[1] in his book “Essentials of HRM and Industrial relations” identified the following trends in HRM...
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...at Nickelodean connected all aspects of the company and every employee. It is a culture that empowers employees as mentioned by one secretary who commented on leading one of the bi-monthly meetings. She stated "the experiece was empowering." (pg 14). Upon entering Nickelodeon's offices, one could clearly identify observable artifacts. Employees of the "kid focused environment dressed casually and felt comfortable bringing their kids into work; toys lined many cubicles; and they passed out candt at some meetings." (pg 13). Building Nickelodean Latin America's Culture Taran utilized three antecedents of culture to build and shape the culture at Nickelodean Latin America. Swan and Friedman used the industry and business environment by throwing a brand experience party at Journadas "the largest cable trade show in Latin America." (pg 4). This not only served to build brand awareness but also demonstrated to the executive team and employees how risky ventures can be beneficial. Evidence that this rubbed off on Swan team was displayed when her "big bets" strategy was adapted and "initiatives that really broke Nickelodean out from the competive pack" (pg 12 ) were developed. Taran's vision and behavior also helped build the culute at Nickelodean Latin America. "Swans strategic thinking rubbed off on (pg )" her executive team and trickled down to lower level employees. Her work ethic and participative management style allowed her and her swat team to create a sister agreement...
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...It is very common for people to accept jobs that meet immediate needs, but what does it take for an individual to be truly satisfied with their job? Also what can employers do to assist employees to have a more satisfying work experience? Because of my interest in this topic and past work experiences that have often lead to dissatisfaction with jobs, I wanted to take a deeper look into this subject. The motivation in IPT class is part of my core curriculum and has been very enlightening as I seek to understand why the problem of job dissatisfaction continues to be an ongoing part of my experience in the workplace. What further piqued my interest in the topic of motivation was due to a recent job layoff that came as a relief, considering I had been long dissatisfied with the job for some time. Most adults spend about half of their waking lives at work. It is well known that most people spend more time at work than they do with their own families. Therefore, I believe that it is imperative that an individuals time spent working is both productive and enjoyable, both beneficial to the employee as well as the employer. Many successful companies recognize the importance of employee job satisfaction as relative to their bottom line. So how can employers determine what their employees are motivated by? Motivation and Job Satisfaction 3 According to Webster (2008), motivation can be defined in many different ways, one definition explains that motivation can be defined...
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...FUN IN THE WORKPLACE: TOWARD AN ENVIRONMENT-BEHAVIOR FRAMEWORK RELATING OFFICE DESIGN, EMPLOYEE CREATIVITY, AND JOB SATISFACTION By ALEXANDRA M. MILLER A THESIS PRESENTED TO THE GRADUATE SCHOOL OF THE UNIVERSITY OF FLORIDA IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF INTERIOR DESIGN UNIVERSITY OF FLORIDA 2005 Copyright 2005 by Alexandra M. Miller ACKNOWLEDGMENTS First, I would like to thank my committee chair, Dr. Margaret Portillo, for her direction and guidance throughout the entire research process. I would also like to thank Dr. M. Joyce Hasell for her support and valuable expertise. Additional thanks go to Dr. Larry Winner for his indispensable assistance as a statistical consultant. I would also like to thank PUSH for providing an excellent example of a fun workplace. In particular, I would like to thank partners John Ludwig, Chris Robb, and Rich Wahl for allowing me to conduct a case study of their business. Additional thanks go to Ron Boucher, Jourdan Crumpler, and Gordon Weller for taking the time to participate in interviews. I would also like to express my gratitude to Kathryn Voorhees for her help, humor, and friendship as she accompanied me throughout the research process. Finally, I would like to thank all of my friends and family for their support. In particular, I would like to thank to my parents for their constant support and for helping me to achieve my dreams. iii TABLE OF CONTENTS page ACKNOWLEDGMENTS ..........
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... ORGANISATIONAL BEHAVIOUR Table of Contents 1. Introduction – Organisation Background 2 2. Employees Motivation Level Using Job Characteristic Model (JCM) 3 2.1 Skill Variety 3 2.2 Task Identity 3 2.3 Task Significance 4 2.4 Autonomy 4 2.5 Feedback 4 3. Workplace Environment 5 3.1 Physical Environment 5 3.2 Workplace Design 7 4.0 Recommendations 8 5.0 Conclusion 10 1.0 Introduction – organisation background Established in December 1989, Maruwa (Malaysia) Sdn Bhd is located at Lot 27, 28, 30 & 31, Batu Berendam FTZ, Phase 3, Industrial Estate, 75350 Melaka. The company’s roots are in the heart of Japan’s fast growing industrial valley, whereby its headquarters, Maruwa Ceramic Co. Ltd. is located in Aichi, Japan, where accuracy, reliability and precise engineering is a way of life. Maruwa Malaysia currently has a total of nine factories, all located within each other’s vicinity. The factory built-up area encompasses 98,745 square meter, housing more than 1000 employees, made up of various nationalities i.e. Malaysians, Japanese, Indonesians, Bangladeshis and Myanmars, in which over 60% are female employees and the majority of whom are production operators. Apart from Japan and the plants in Malacca, as a group, Maruwa has factories located mainly in Asia, i.e. in...
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