...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);...
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...Chapter 9 -Motivation- anything that provides direction, intensity, and persistence to behavior. -Performance- concerns those behaviors directed toward the organization’s mission or goals or the products and services resulting from those behaviors -Effectiveness- making judgments about the adequacy of behavior with respect to certain criteria such as work group or organizational goals. Examples) Getting the movies made would be performance and the revenue from awards won from The movies would be effectiveness. -Job Satisfaction- how much one likes a specific kind of job or work activity. One’s attitudes or feelings about the job itself, pay, promotion, or educational opportunities, supervision, and co-workers. -Organizational Citizenship Behaviors- people who are more satisfied with their jobs are more likely to engaged in these behaviors that are not directly related to one’s job that are helpful to others at work. (Volunteering to help someone else with a task, or filling in for another employee) -Needs- internal states of tension or arousal or uncomfortable states of deficiency people are motivated to change (hunger, being secure, belong to a group) -Maslow’s Hierarchy of Needs- triangle with 5 levels of needs. Any person’s behavior can be understood primarily as the effort directed to satisfy one particular level of the need in the hierarchy. Lower level needs must be satisfied before the next higher level becomes salient in motivating behavior. ...
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...for improving performance. This includes a thorough study and analysis of both human and material resources in the organization. In looking at the human resources, there is needed to look at the behavioral patterns of employees at work. This will help an organization to be able to manage its human resources effectively. One of the elements to look at in the analysis of employee behaviour is motivation. Motivation is a key element in organizational behavior because employee needs to be motivated in order to exhibit an attitude or behavior that will help achieve the goals and objectives of the organization and thereby improve performance over time. This paper will attempt to examine motivation, its definition, theories and how it improves employee performance as a determinant for achieving organizational performance. MOTIVATION DEFINED Motivation is a psychological feature that arouses an organism to act towards a desired goal and elicits, controls, and sustains certain goal-directed behaviors. It can be considered a driving force; a psychological one that compels or reinforces an action toward a desired goal. For example, hunger is a motivation that elicits a desire to eat. Motivation is the purpose or psychological cause of an action (Schater 2011 as cited in Wikipedia). This is the process by which a person wants and chooses to act in a particular way (Maund, 2001:440) as cited in (Opu, 2008 pp. 32). According to (Slocum and Hellriegel 2007), motivation represents the...
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...[pic] Master of Business Administration (MBA) An analysis of the Effects of Rewards and Compensation on Employees’ Motivation and Performance Dissertation submitted in fulfillment of the requirements to the University of Wales for the award of the Degree Of Master of Business Administration (MBA) April 2012 DECLARATION This work has not previously been accepted in substance for any degree and is not being concurrently submitted in candidature for any degree. |Signed | |(Candidate) | |Date | | | STATEMENT 1 This thesis is the result of my own investigations, except where otherwise stated. The correction services have been used, the extent and nature of the correction is clearly marked in a footnote(s). Other sources are acknowledged by footnotes giving explicit references. A bibliography is appended. |Signed | |(Candidate) | |Date | | | STATEMENT 2 I hereby give consent for my thesis, if accepted, to be available for photocopying and for inter-library loan, and for the title and summary to be made available to outside organizations...
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...employee’s based on performance or through promotion. Organizational commitment is not based on rewards it is based on how committed the individual is towards the organization. The author defines job satisfaction “is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences” (Nelson I Quick , 2013). Most employees who receive rewards that are contingent on performance tend to perform well. When it comes to Organizational commitment the author defines it as “The strength of an individual’s identification with an organization” (Nelson I Quick , 2013). There are three kinds of organizational commitment: affective, continuance, and normative. Affective commitment can be defined as an “individual’s strong desire to remain in an organization” (Nelson I Quick , 2013). Continuance commitment can be defined “as an employee’s tendency to remain in an organization because he or she cannot afford to leave” (Nelson I Quick , 2013). Normative commitment can be defined” as an individual’s perceived obligation to remain with an organization because they feel they should” (Nelson I Quick , 2013). Job satisfaction is more strongly related to performance for McDonald’s corporation. McDonald’s offers their employees opportunities to grow with in the company by promotion or mentoring programs. Which will cause their employee’s to be happy and be more productive at work. McDonalds applies three components of the motivation system: financial encouragement...
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...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...
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...of Motivation explains the factors or the levels of which employees are motivated. There is a direct correlation of an employee’s trend to act in a scenario is dependent on the expectation the act will render. There are three key components and relationships in the expectancy theory. Effort-performance, Performance-reward, and Rewards-personal goals relationship are the three factors that define this correlation. These three will be discussed in detail accompanied by a proposed application for the given scenario. First of all in the Effort-performance relationship deals with “sweat equity” or how much effort must the employee invest in the position. The amount of effort is directly related to the amount of the reward in return. The employee takes the amount of time and calculates the required effort to ensure delivery of the expected level of performance. If the response to this calculation is negative there will be a decline in performance or meeting the goals outlined by the performance assessment. Secondly, the Performance-reward relationship means that the employee is performing at a particular level that will to obtain the reward. Meaning that the action required is no longer calculated based on effort, the employee now has decided to take on more tasks to render the reward. It deals with the question of how long must the employee work at a higher level to be rewarded accordingly. This relationship, has been consider a weak point in a lot of work/performance environments...
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...Backround of study Motivation is the answer to the development in work performance among employees. Many research and observations have shown that employees who are well motivated perform efficiently and are more productive in their work place. Employees’ motivation has been a major interest among organizations. Many organizations search for the best ways to improve job performance and productivity. The term ‘motivation’ was initially derived from a latin word ‘movere’ meaning to ‘move’. The achievement and the survival of any organization are normally defined by the workers amount of commitment the individuals put into it and the productivity of the workers. The compensation given to the employees and...
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...support necessary for high performance.” (Mehra, 2001) Studies have shown by connecting employees socially work performance goes up. Additionally, I would fund programs on self-awareness especially the concept of self-monitoring. High and low self-monitoring behavior has a direct correlation to workplace success. Educating my staff to recognize and practice high self-monitoring behavior and workplace performance would be a high priority in my training in the first couple months of the new hires training. I’d also implement a performance measurement program. Use quote to support using it. “As part of their overall management strategy, public managers can use control, budget, and performance measures to evaluate, motivate, promote, celebrate, learn and improve. (Behn, Why Measure Performance? Differant purposes require differant measures, 2003) Working closely with my staff, motivation would come from me directly, although outcome data would serve as a significant measure although delayed. “Organizations don’t produce outcomes, organizations produce outputs. And to motivate an organization to improve its performance, managers have to motivate it to improve what it actually does. Consequently, although managers want to use outcome data to evaluate their agency is performance; they need to motivate it to improve what it actually does.” (Behn, Why Measure Performance? Differant purposes require differant measures, 2003) Motivation Satisfaction and Performance plan LDR 531 February...
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...CHAPTER ONE 1.1 Introduction/Background of the Study The performance of individuals, singly and collectively, in work situations is a primary concern for managers in organizations. The effective application of human resources to accomplish organizational objectives typically requires predictable performances of a given level (quantity and quality) from every organizational member. Theorists of both cognitive and a cognitive orientations agree that managers should give considerable emphasis to tying organizational rewards to performance on the job Hamner, 1974; Porter & Lawler, 1968). The assumption (often implicit) in these attempts to encourage increased performance is that there is an additive relationship between externally mediated rewards and rewards which arise out of task performance itself. Therefore, if either one or both types of reward outcomes can be increased, total motivation or performance behaviors can be increased. In the late 1940’s a psychology professor called Harry F. Harlow (Harlow, Harlow & Meyer 1950) conducted one of the first true intrinsic motivational experiments ever performed, using a simple puzzle where a rhesus monkey needed to perform 3 simple tasks in a specific row to complete it. A simple task for a human, but a much more complex task for a little monkey. The experiment was performed on 12 primates over a 3-week period. Almost immediately the monkeys were able to solve the puzzle and they continued to solve it every time they were...
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...THE EFFECT OF MOTIVATION ON THE PERFORMANCE OF EMPLOYEES AT GT BANK GHANA by Nduro, Millicent (PG, 4128310) A Thesis submitted to the Institute Of Distance Learning, Kwame Nkrumah University of Science and Technology, in Partial fulfillment of the requirements for the degree of COMMONWEALTH EXECUTIVE MASTERS OF BUSINESS ADMINISTRATION SEPTEMBER 2012 DECLARATION I, hereby declare that this submission is my own work towards the Executive Masters of Business Administration, and to the best of my knowledge, it contains no material previously published by another person nor material which has been accepted for the award of any other degree of this and any other University, except where due acknowledgement has been made in the text. Millicent Nduro (PG 4128310) Student Name & ID ...................................... ................................ Date Signature Certified by: Mr. Samuel Kwesi Enninful Supervisor …………………………… Signature …………………………. Date Professor I. K. Dontwi Dean, IDL ……………………………… Signature ………………………… Date ABSTRACT The success or failure of any business as a matter of fact depends largely on its employees; thus human resources are very essential to the organisation as they are the key to prosperity, productivity and performance. How employees are perceived, treated and how they feel about themselves and ultimately their output directly or indirectly has an impact on their performance and development of the organisation. De motivated employees under...
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...Executive Summary This report discusses and examines employee motivation in an IT organisation. The report examines the benefits of employee motivation followed by the various theories concerning motivation. The initial portion of the report focuses on the benefits of employee motivation which is followed by a discussion of motivation theories – content theories and process theories. The report further tries to outline the various options or methods followed by organisations to drive higher levels of motivation among the workforce. The methods included in the report addresses the various rewards and recognition options, use of scorecards, fun and recreational activities, communication channels, learning and growth opportunities and corporate social responsibility as methods to effectively drive employee motivation levels. The report recommends the establishment of a basic framework with respect to hygiene factors of a workplace in order to successfully drive initiatives to motivate workforce. Further, the report concludes on the note that various other factors including cultural, political, social and spiritual needs should be considered while arriving at a combination of methods to drive higher levels of motivation. Success of the initiative would depend upon the appropriateness of technique and timeliness beyond other factors. Table of Contents Executive Summary ..........................................................................................
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...Global Advanced Research Journal of Management and Business Studies Vol. 1(4) pp. 126-133, May, 2012 Available online http://garj.org/garjmbs/index.htm Copyright © 2012 Global Advanced Research Journals Full Length Research Paper Impact of Motivation on the working performance of employees- A case study of Pakistan. Akbar Ali1, Maira Abrar2 , Jahanzaib Haider 1 Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Tel: 92-331-7304678, 2 3 Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Tel: 92-331-3312626, Accepted 10 April, 2012 Motives are key to human behavior. It plays an important role in performance and other activities and as such the manager should know what motivation is and how subordinates can are motivated towards performance. This study investigates the role of motivation on employees’ performance as the history of explaining human or animal behavior is not new.” why did one do what one did “had been the subject of working even in the past, some human behavior was explained as an outcome of demos impedance and this explanation was unscientific. Efforts were also made to determine principles which could explain human behavior. McDougall emphasized that man’s social behavior can be explained in terms of instincts which was later on criticized. Freud used “unconscious metal process” to explain behavior especially...
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...survive. These challenges compel organizations to have more motivated workforce in order to stay in the competition and to face the challenges successfully. Organization needs the employees more than ever to produce outstanding result and maximize their effectiveness and efficiency. Organizations have realized that to motivate their employees they have to introduce reward system. A system where these organizations appreciate the performance of their employees and encourage them toward more quality work. Organizations have relies that it is not the punitive actions for bad performance which will bring the motivated employees but this reward system will do. This new thinking is driving away the organizations from “command and control” approach towards the “advice and consent” to motivate their employees. Analyzing the factors that affect job satisfaction, motivation and employee performance Agency theory could be helpful. Agency theory indicates the limits to which the organizations can hold their employees responsible for the organization performance. Agency theory can be use to solve the problems arise under conditions of incomplete and asymmetric information when a principal hires an agent. According to the agency theory the principal (owner or owners) must give delegate full authority to the agents (employees or managers) to work on their behalf and run the organization. Harrison R and Kessels J. (2004, Pp 25-26) The base behind this theory is that during the work for the...
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...infrastructure through project activities (Davies & Hobday, 2005; Shenhar & Dvir, 2007). Standardizing these project activities by means of formalized, generic PMMs (Gunnarson, Linde, & Loid, 2000). It improves project performance by means of ensuring successful management, development, and delivery of information technology. Project remains the top priority of most organization (Yardley, 2002; Wysocki, 2007; Standish Group, 2010). Project management methodologies (PPMs) are frequently adopted with the aim of increasing project efficiency and effectiveness, embracing methods of planning, organising, controlling, directing and reporting. It creates structures for responsibility and accountability of project resources. The structure created involves appointing a project manager who carries vital responsibility on the initializing, implementing and management of the project in Cassdav Resources Limited which is in the Information Technology sector to attain its goals. The PMM is a requirement for project planning, including risk assessment, cost estimation, forecasting and economic evaluation. It can fit in any project type, designed and implemented to regulate project management processes in order to keep a focus on other critical performance matters. Therefore, PMMs are significant (Hany, 2012). This report examines the effectiveness, limitations of Project Management Methodology (PMM), taking considerations key roles played by the Project Manager in the effective implementation...
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