...and Workplace Rewards Assessment Aubrey Snyder Human Motivation PSY/320 July 25, 2011 Laurel Taron Job Redesign and Workplace Rewards Assessment Motivating employees demands a clear understanding of motivational theories and human behavior, alike. Only then will the employer be in a position to reach the true self of his or her employees. Understanding human behavior and motivation and in turn knowing how to apply this information to the workplace potential is essential to good management, which allows employers to successfully motivate employees as well as ensure employee satisfaction (Reeve, 2009). Employee motivation and satisfaction are positively related to performance and productivity. So, motivational strategies can purposefully be used as a catalyst that is very beneficial for the employer and the employee alike (Reeve, 2009). An organization’s success is built on its employees’ performance. Companies offer innovative ways to engage employee’s motivation, essentially enhancing the employee’s drive and determination. In addition to increasing motivation, companies create effective ways for employees to manage conflict. Without patience and care, an organization can be faced with damaging results. Each company has its own way of analyzing and resolving unwanted conflict, usually with the help of its ethics program. Employees play a major role in the company’s success. Therefore, conflict and motivation management should be created with employee’s needs and...
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...theoretical and research articles, ethics in organizations refer to ways of official and non-official standards of behaviors that people apply at the work place. Some significant values determine the ethics as well as learning from others. Among the values that may influence organizational ethics or conflicts include trust, honesty and respect. For instance, the manner in which managers, colleagues and leaders at the work place behave may determine the views at a certain organization to be either accepted or unaccepted (Ross, 1988). According to Davis, (1975), there are key factors that may influence conflicts in various organizations. For example, motivation by a leader at a given organization plays a major role in sustaining ethics at the place. Motivation can be referred to as the ability within the person that determines his or her behavior towards scoring a certain target. In order to succeed in motivation, a firm provides benefits or incentives to motivate employees to work according to the company's aims or objectives. For effective managing of employees, it is important to have a good understanding of motivation as it also guides in describing their ethical behaviors. For instance, there could be unethical behavior from an employee who could wish to acquire a higher level in a company where he could sabotage a colleague’s project to spoil his reputation. Such unethical act can be directly linked to the first employee's motivation to be at the higher-level in the...
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...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...
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...The Key to Wal-Mart's Success The Key to Wal-Mart's Success The Key to Wal-Mart's Success In 1962, San Walton founded Wal-Mart in Roger, Arkansas. "As in all things, in our people practices, we take to heart our core belief to strive for excellence. That means constantly looking for ways to improve, whether it's connecting executive compensation to diversity goals or improving the supplier application process. Improving these vital relationships is key to a better Wal-Mart and a better world" (People, n.d., ¶2). The key to Wal-Marts success can be attributed by the way management evaluates performance through motivation, ethics, and conflict management. Applying Motivational Principles Sam Walton had a vision for building a business and four decades later Sam's vision became a successful reality. Wal-Mart's associates have enabled the organization to become the largest retailer in the world consisting of "2,700 Wal-Mart stores, 495 SAM's Clubs and 1,150 international stores currently in operation" (Divisions, n.d., ¶1). Sam's dream of a global retailer also became a reality by meeting the needs of customer's worldwide. The secret to the Sam Walton's success is attributed to the rules and principles that are used to run the organization. Sam Walton used 10 motivational principles or otherwise known as Sam's Rules for Building a Business. The rules have helped the organization focus on the principles used for four decades and are factors of the company's success...
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...resistance to change. BUS610: Organizational Behavior January 8, 2014 The components of conflict the relationship between an individual’s resistance to change and motivation along with job satisfaction, and work performance all have significant values which can be attributed to the basic knowledge of understanding the ethical and social responsibility through which moral ethics is a priority. This takes a higher standard than the basic ordinary social standards in society. In this discussion it will be discuss the self-interest in terms of incorporating the following theories lack of understanding, lack of trust in management, differing assessments of the need for change and Low tolerance for change. “Self-actualization consists of feeling that one's life work is helpful or meaningful to other people, and that the work fulfills personal needs for growth, achieving one's potential, and being true to oneself.” Baack, D. (2012). To identify and describe whether this actions is ethical or unethical would be to look at a situation that is “a workplace free of physical and emotional danger fulfills this need. Esteem results from being held in high regard by peers, through respect, prestige, and recognition. Company awards, favorable performance reviews, and promotions generate esteem by others.” Baack, D. (2012). The components of conflict between the relationship of motivation and job satisfaction, and work performance all have significant values which can be attributed...
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...ETHICAL DECISION MAKING AND MORAL BEHAVIOR | | Related Links WebNote Index Leadership Overview Decision Making Values Contact information: Dr. Richard W. Scholl 36 Upper College Road Kingston, RI 02881 p. 401.874.4347 f. 401.874.2954 rscholl@uri.edu Much of the recent interest in ethics and moral behavior in business comes from Enron and Worldcom, as scholars, educators, practitioners, and the public seek to understand the behavior of executives in these firms. Many have chosen to view these cases from the perspective of ethics, that is, the behavior of these executives is seen as unethical and the explanation is that they are unethical or immoral people. Furthermore, the solution is improved moral education in business programs. “Somehow, we need to make future executives more moral or more ethical” and we can do this in the context of an undergraduate business program or MBA degree program. Some have even suggested that today’s business programs not only do not facilitate the “moral development” of students, but students leave these programs “less moral” than they were when they entered the programs. Here a couple of points to consider: What is Ethical or Moral? What do we mean by ethical decision making? Are there decisions that are not ethical in that there is not ethical component to a choice? In their review of ethical decision making, Tenbruensel and Smith-Crowe (2008) present a distinction between moral decision making and amoral decision making. Within...
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...through a never ending process of selfstudy, education, training, and experience. This guide will help you through that process. To inspire your workers into higher levels of teamwork, there are certain things you must be, know and, do. These do not come naturally, but are acquired through continual work and study. Good leaders are continually working and studying to improve their leadership skills; they are NOT resting on their laurels. Before we get started, let’s define leadership. Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent. Leaders carry out this process by applying their leadership attributes, such as beliefs, values, ethics, character, knowledge, and skills. Although your position as a manager, supervisor, lead, etc. gives you the authority to accomplish certain tasks and objectives in the organization, this power does not make you a leader, it simply makes you the boss. Leadership differs in that it makes the followers want to achieve high goals, rather than simply bossing people around. Some personality traits may lead people naturally into leadership roles. This is the Trait Theory. o A crisis or important event may cause a person to rise to the occasion, which brings out extraordinary leadership qualities in an ordinary person. This is the Great Events Theory. o People can choose to become leaders. People can learn leadership skills. This is the...
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...Creating a Plan for Positive Influence By Roderick Wissar LDR 531 October 9, 2011 Dustin Phillips As a member of an organization that seeks continuous improvement and pursuit of excellence within and outside the organization, it is a privilege to present a plan that seeks to increase the three most important factors in any company: Motivation, satisfaction, and performance of each member. Discussed in previous opportunities, human capital in any organization is the most important asset in achieving company objectives. The role as managers and leaders is to understand that we are working with people who have their own way of thinking and behaving. For this reason this time we are given (one year) we must use our energy, creativity, knowledge, and experience to enhance the three factors mentioned above. Our plan must be clear to understand, transparent in their actions and to establish clearly the role of each team member. The way we approach each of the different attitudes, emotions, values and personalities allow us to improve and identify the mechanisms that we use to create a productive work environment. Team Performance and Effectiveness Teamwork is essential to the performance of a team and is necessary for most development programs as it needs multiple skills to manage any development project (Biswas, 2008). When a team is formed several factors must be considered in order to determine if a team is able to succeed. They are personality, values...
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...Final Reflection Paper – EDAD 637 Holly Berger Texas A&M – Commerce Introduction The study of organizational behavior in education can be quite complex considering that it relates to individuals in a workplace. When people are factors in any equation, topics such as emotions, communication, management, and much more should be considered. Throughout this course, I have learned a great deal about theories, history, change, and influential people. For my final reflection, I have chosen professional learning communities, conflict, and motivation as the three topics that I will address. I chose these topics for many reasons, but the main reason for choosing was simply that I wanted to follow my heart. It was important to me to choose topics that I could relate to or that I had a vested interest in. These topics are also very relevant in my current working situation. Through this reflection, I hope to gain further insight to these topics and to build my capacity as an instructional leader. Overview of Topics Professional Learning Communities A Professional Learning Community (PLC) is a group of educational professionals who come together to work collaboratively with the ultimate goal of improving student achievement. According to DuFour (2004), in a PLC, educators engage in on-going dialogue and questioning about teaching and learning. Engaging in meaningful collaborative conversations encourages deep professional learning, and this teacher learning may result...
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...Abstract Increasingly, managers are faced with the challenge to maintain ethical leadership while striving to remain competitive. More often than not, a business culture in many countries may contribute to the decay of ethics in organizations. This paper analyzes a workplace ethical dilemma using Kelly’s model of attribution theory, Adams equity theory of motivation and notes that the dilemma is a result of dysfunctional conflict. An informed ethical decision making that incorporates ethical theories is most effective. Management must avoid participating in any activities that compromise the ability to maintain a culture of ethics. Management must lead by example in order to promote ethics in the organization. Ethical leadership and decision making Introduction: Ethical leadership that embraces moral standards is crucial for every organization’s success. Ethical leadership enables an organization to overcome a storm of ethical dilemmas with sound decisions (Toor & Ofori, 2009). Almost each and every organization has been faced with an ethical dilemma to a certain degree. It is therefore management’s duty to lessen the occurrence of ethical dilemmas in the workplace to the extent possible in order to promote employee morale and job performance (Bruhn, 2009). The aim of this paper is to analyze a familiar workplace situation that presented an ethical dilemma and identify possible solutions to the situation followed by recommendations. This paper advocates that management...
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...and identify the problems, analyze its challenges and recommendations for success. Problem Identification The company mGames has the potential to become a very successful, but unless it puts its house in order and tackle the numerous problems facing it, mGAMES will continue to experience the ups and downs of improperly managed success. One of the underlying problems facing mGames is the lack of effective leadership. The tension and the dialectical internal dynamics are manifestation of the lacking leadership that should guide and steer the organization towards a common goal. The success of any organization is very dependent on its leadership, but apparently Noal Fisher, former president and CEO, failed to resolve the impending conflicts within the organization. Successful leaders should effectively manage opposing tensions, especially those of individual, goals-vs- group goals (Engleberg& Wynn, pg. 129). Another problem is lack of cash flow, not having adequate funds to invest in more development and production of new quality games, mGames doesn’t have a true competitive edge and appreciation for trends of the gaming community. Typically engineers that produce games tend to develop for the future because the gaming industry is constantly changing. It had been known in 2009 when Microsoft released Madden’ 09, that they have already started developments for Madden 2013. Production, performance, and logistics, are a...
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...Professional Values and Ethics GEN/200 June 28, 2011 Professional Values and Ethics It is important to understand why professional values and ethics are vital to a successful career. To fully appreciate what professional values and ethics are, we must describe the meaning of each. Values pertaining to a professional environment are defined as “A professional’s obligation to comply with rules of one’s conduct, ethics, etiquette, professional values and attitudes.” (Ethics and Professional Responsibility, 2004). Ethics is concerned with “What is right and wrong, good and bad, and harmful and beneficial regarding decisions and actions in organizational transactions.” (Business Ethics, the Changing Environment, and Stakeholder Management, 2006). Maintaining positive ethics and values in a personal, economic, and social environment will promote a successful career. Personal values continuously change, are developed over time, and help with making appropriate decisions in a professional career. For example, an automobile salesperson is often expected to falsify costumer’s incomes to increase loan approvals to sell the customer a vehicle that is beyond his or her means. The type of salesperson who goes along with, this shows a lack of personal values and often makes one time sales to customers. It is the salesperson with values that will make repeat sales and garner the greatest number of referrals. “Fostering a customer-oriented selling approach amongst salespeople...
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...Morrison, J.M., Brown, C.J. & Smit, E.M. (2008). The impact of organizational culture on project management in matrix organizations. South African Journal of Business Management, 39(4), 27-36. Retrieved from EBSCOhost. http://ezproxy.bethel.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=42637803&site=ehost-live&scope=site The researchers from the University of Stellenbosch Business School in South Africa, conducted an empirical study on the relationship between organizational culture and project management effectiveness. The study consisted of 29 organizations operating in South Africa, who filled out surveys for various functions in project management as well as a survey on culture. The surveys were analyzed upon responses to the 7 point Likert scale to understand the relationship between culture and the effectiveness of project management, using two studies previously published. There were 12 dimensions of the organizational culture analyzed and 11 dimensions of project management. This research found that there was a statistically significant relationship between the culture and project management effectiveness in a matrix organization. The limitations the researchers encountered we a limited sample size, sample was not random, geographical selectiveness, construct validity. They suggested a follow-up study to address the limitations. Overall, if the culture is too bureaucratic, hierarchical and internally-focused, it would be hard for the project...
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...individual to another. Organizations face challenges to match the task, manager and subordinate in an efficient and effective way. Manager or Management in the organization should analyze the tasks, required skills and assemble a team that match each other skills; therefore the management can create an enrich and conflict free team which need to perform the job well. This report is based on XYZ Company’s challenges such as declining of Sales, low level of employee morale and low level of motivation. Also other behavioral issues observations such as conflicts in the work place, absenteeism, lack of trust and integrity between the superior and the subordinates, occasional sabotage, high temper people with severe stress. This report is primarily based on the study of the MARS model, type of individual behavior in organizations and ethics and values in the workplace. Also this report contains the solution for the above problem. Literature Review a. MARS Model MARS model is a model explain individual behavior as a result of internal and external factors or influences acting together. The name of the model is an acronym for individual Motivation, Abilities, Role Perception and Situational Factors. These are seen as the four major factors in determining individual behavior and results. individual values, personality, perceptions, emotions, attitudes, and stress form a basis on which the factors interact. The MARS model shows combined effect on individual...
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...are important to the success of a group. Goals are a major factor in motivation. Goals must provide task direction and help to achieve desired results. Goals should give a team something to reach for and align with the team’s mission and strategy. Goals must be specific and challenging and not general or unrealistic to accomplish. Our team realized the importance of goals in the beginning and that is why we were able to achieve every goal that was set in the initial meeting. The following were our goals that we set for the group: 1. Be prompt for all calls-each team member usually arrived 10-15 minutes early for every call that was scheduled. 2. Respect for each other’s time by communicating to the team leader if unable to participate in the calls-each member of the team made every call that was scheduled. 3. Everyone was expected to participate in the calls-every member of the team actively participated in the calls providing feedback when needed. E2. Motivation Strategies Motivating a team can be more challenging than motivating one person because each person within the team has different personalities, values, beliefs and goals. If a team can capitalize on each team member’s positive traits that they bring to the group, it will enable the team to be motivated and achieve more. Every team needs some form of motivation to accomplish its goals. Our team effectively established motivation strategies right from the start in the first meeting and we utilized...
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