...|Title: DUMP THE CASH, LOAD ON THE PRAISE , By: Nelson, Bob, Personnel Journal, 00315745, Jul96, Vol. 75, Issue 7 | |Database: Business Source Elite | | | |Rewards That Motivate | | | |DUMP THE CASH, LOAD ON THE PRAISE | | | | | | | |An employee does a top-notch job with a tricky project and you want to acknowledge her hard work. So what's it going to be? A cash | |bonus? Author of "1001 Ways to Reward Employees" explains why this actually may demotivate and reinforce the idea that no dollars...
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...Need: avenue for applying learned quantitative (statistical) skills in practical and real-life cases Opportunity: create the first statistical org in Ateneo Ateneo Statistics Circle or A-Stat Build a community of critical decision makers Outside School Orgs INPUT OUTPUT Members, Officers, Funds, Tools & Instruments Research Studies Outputs, Tutorials, Social Events, Charity Work Other AdMU Orgs Government L.S. Community The Ateneo Statistics Circle (A-Stat) was formed in the 10th of March 2005 by eleven B.S. Management Engineering students who saw the need to create an organization where students can apply quantitative methods and skills that they learned in class into solving and/or addressing real-life problems and issues present in their community. Furthermore, the founders saw the need for a Statistics-oriented student organization in the Ateneo which will cater mainly to statistics lovers as well as for those who want to learn about statistics but did not have enough opportunities because of the lack of any Statistics course in the university. Today, A-Stat, which exists vis-à-vis its external environment (e.g. other Ateneo organizations, the government, other outside school organizations, and the LS Community), delivers their outputs (e.g. research studies outputs, statistics tutorials and talks, social events, and charity works) through the work of their members and officers, through the funds that they collect from members and from fund-raising...
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...Abstract This study aims to advance our understanding of motivation at work and examines its effects on intrapraneurship and competitive performance in the high tech companies by reinterpreting the existing literature regarding motivation and conducting an empirical study to see the relationship. 1. Motivation in the Workplace 1.1. Work Motivation 1.2.1. Its Definition and Importance Motivation, in its broadest sense, is the force that drives behaviour. It is the act of stimulating someone or oneself to get desired course of action, push the right button to attain desired goals. Motivation is the reason for people to do a specific behaviour or make a decision. Each decision or choice has its own set of determinants, only employee motivation in the work context and its impacts will be elaborated in this paper. Motivation is always a goal-oriented process. It is a crucial factor in the accomplishment of company goals; by work motivation, employees are induced and energized towards company goals through a specific way. As Craig Pinder stated in his book “Work motivation in organizational behaviour” in 1998, work motivation is a set of energetic forces that originate both within as well as beyond an individual’s being, to initiate work-related behaviour and to determine its form, direction, intensity, and duration. Motivation at work is a crucial determinant of work performance. In general, productivity depends on 3 things: resources...
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...Job Enrichment Responsibilities Print Friendly Page Job Enrichment Responsibilities What Does Job Enrichment Really Mean Many people originally categorized job enrichment theory as a “management fad” but time has shown that helping your employees be all that they can be (to paraphrase a famous U.S. Army slogan) is a solid and rewarding objective. Frederick Herzberg, the noted psychologist and business management expert, is considered the originator of the conscious attempt to achieve job enrichment on the part of management toward their employees. He developed this theory of motivation after leaving his studies at the City College of New York to enlist in the Army during World War II. After experiencing the horrors of the Dachau Concentration Camp and interviewing many other German citizens and military personnel, he developed his theories of motivation triggers. In its most basic form, Herzberg believed that people were really motivated by only two factors: satisfaction and dissatisfaction. As a manager dedicated to success, a simple and effective plan is to emphasize the satisfaction and minimize (or eliminate, if possible) the dissatisfaction quotient of your employees. A wonderful and simple definition of job enrichment: Attempt to motivate your employees by giving them the opportunity to maximize their own abilities. How Can I Be More Effective? Just as you would like to be mentored and motivated to view your professional duties and responsibilities as being...
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...Compare and contrast TWO theories of motivation. Suggest how a team leader might use these theories to motivate their team. Motivation and its connection to job satisfaction is a widely discussed topic in today’s world. According to Fincham and Rhodes (2005) there is a large database of research on those concepts. As motivation can be described as the feeling of fulfilment, satisfaction and desire for self-development of an individual (Rosenfeld & Wilson, 1999), it is undeniably an important issue to any manager or team leader. This essay will try to find the similarities and the differences between two of the main content motivation theories, namely Maslow’s Hierarchy of Needs and Alderfer’s ERG theory, and the extent to which they can be applied in organizations. It will also suggest ways in which leaders can apply them. One of the most influencing content theories of motivation is Maslow’s hierarchy of needs (Fincham and Rhodes, 2005). He believed that human needs can be organized in the so called ‘hierarchy of relative prepotency’ (Maslow, 1970, p. 17). He outlined five levels of human satisfaction – physiological needs, safety needs, social needs, esteem needs and self-actualization needs. Each of those needs is consequently arising once the previous is sufficiently gratified. Hence if one is insecure and endangered, their only motivator will be the need of safety and higher-level needs like need for belongingness and love won’t appear. This would mean that until...
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...Personal Motivation: Motivators & De-motivators University of Phoenix CMGT/530 December 01, 2011 Personal Motivation There have been numerous motivational theories developed over the years and used in the workplace to establish and maintain a healthy and strong work environment for all employees. Researchers have proved that motivation is a psychological process that helps you play in the competitive environment and hence makes you work more toward your goals (Mine, Ebrahimi, and Wachtel, 1995). The employees are the most valued asset of any company and for the company to be truly successful; the employees must be positively motivated to be as successful as possible while attaining their goals. This paper will examine two professional situations; one where I was motivated and another where I was not motivated. De-Motivational Situation: Researchers have found that the process of motivation and the job satisfaction among the employees comes across the nature of the employees and their temperament toward the work. (House, Shane, & Herold, 1996). Within the information and technology field the talent, skillsets, and experience that one possess is recognized and counted towards qualifications for positions, promotion, and even salary...
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...follows: presentation of ideas and organization of the answer, adherence to specified word count, proper referencing and use of the E-library. In this TMA, you are expected to demonstrate your knowledge and understanding of some of the major issues in human resource management and marketing. The first case study focuses on motivation whereas the second one is concerned with the marketing mix of marketing. Prior to answering the questions, read each case study thoroughly and carefully. In your answer, you are expected to show your analytical skills of the subject matter. Your answer should be within the specified range of words, and you must follow the Harvard Style of Referencing. You are expected to present a well structured and organized piece of work that is of your own. Plagiarism will be penalized by deduction of marks. The right use of outside sources and personal examples is highly appreciated and will be rewarded. PART A Building a better workplace through motivation Introduction People spend a considerable part of their lives at work, so it is not surprising that they expect to be rewarded and satisfied with the job that they do. Motivation is concerned with why people do things as well as what drives them to behave in a particular way. Understanding what motivates individuals is important in the workplace. Research suggests...
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...revenues for many of them. As a result, several arts organizations have made the decision to merge. To gain a better understanding of positions for or against the merger of the Utah Symphony and Utah Opera, I have explored motivations of various constituents. Below is a summary for use by Anne Ewers to think through potential issues that may arise during the merger process. Although the Utah Opera Organization’s Chairman of the Board, Bill Bailey supports the merger with the Utah Symphony, there is some hesitation on his part. Currently the Utah Opera Organization is financially stable, however its’ continued viability could be in jeopardy due to a decline in support of the arts (both private and public) possibly due to a negative overall world economic climate. To encourage the support of the Utah Opera Organization’s principals and constituents, Mr. Bailey could utilize Victor Vroom’s Expectancy Theory of Motivation. This theory is meant to bring together many of the elements of previous theories. It combines the perceptual aspects of equity theory with the behavioral aspects of the other theories (Kreitner et al., 2010). It comes down to the following equation: M = E*I*V (motivation = expectancy * instrumentality * valence) M (motivation) is...
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...Maslow's hierarchy of needs is a theory in psychology, proposed by Abraham Maslow in his 1943 paper A Theory of Human Motivation. Maslow subsequently extended the idea to include his observations of humans' innate curiosity. His theories parallel many other theories of human developmental psychology, all of which focus on describing the stages of growth in humans. Maslow studied what he called exemplary people such as Albert Einstein, Jane Addams, Eleanor Roosevelt, and Frederick Douglass rather than mentally ill or neurotic people, writing that "the study of crippled, stunted, immature, and unhealthy specimens can yield only a cripple psychology and a cripple philosophy." Maslow studied the healthiest 1% of the college student population. Maslow's theory was fully expressed in his 1954 book Motivation and Personality. Maslow is a humanistic psychologist. Humanists do not believe that human beings are pushed and pulled by mechanical forces, either of stimuli and reinforcements or of unconscious instinctual impulses. Humanists focus upon potentials. They believe that humans strive for an upper level of capabilities. Humans seek the frontiers of creativity, the highest reaches of consciousness and wisdom. This has been labeled "fully functioning person", "healthy personality", or as Maslow calls this level, "self-actualizing person." Maslow has set up a hierarchic theory of needs. All of his basic needs are instinctual, equivalent of instincts in animals. Humans start with...
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...Running head: EXAMINATION PERFOMANCE Personality, Cognition, and University Students’ Examination Performance Reaction to Personality, Cognition, and University Students’ Examination Performance The empirical article that has been reviewed was that of the study that explored the relationship between personality traits, type or motivation, and goal specific cognitions as antecedents of degree performance amongst undergraduate students. The studies used several methods in order to produce the results that were discovered. In the area of personality traits the five factor model was utilized. In the breakdown of types of motivation the researchers determined their findings by using the self-determination theory. Lastly when it came to goal specific cognitions the results were formulated by that of the theory of planned behavior, also referred to as the TBS. Throughout the article that was presented there seemed to pose more then just one hypothesis. Phillips, Abraham, and Bond first hypothesized that the theory of planned behavior measures would predict final degree results. The next thing that Phillips, Abraham, and Bond hypothesized was that intention would be the most important predictor of final marks. The three gentlemen also expected that perceived behavioral control, attitude, and subjective norm would be strong correlates of intention to get a good degree. The last but certainly not least thoughts they hypothesized was that good-student identity and anticipated...
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...1. Using Herzberg and Maslow theories I will show that motivation for staff to work well depends on more than a high salary and good working conditions. Herzberg’s theory (1966) concluded that factors such as (but not limited to) Achievement, Recognition and Advancement motivate staff. This is shown in the Barbour Brown Engineering Ltd case study as everyone is fairly well paid however James is often treated as David’s senior whereby he would have James give out the new projects to staff and was also allowed to authorise site visits when David was out of the office. This has lead too many of the engineers being de-motivated and to a certain point disgruntled as they all have their chartered status and James doesn’t and therefore less qualified. In other words the Intrinsic factors are non-existent; the engineers come to work, told from someone that is less qualified what to do and get paid. The extrinsic factors are met as the engineers are paid good salaries. So if some of the other engineers were given the same responsibilities as James on occasion perhaps they would be far more motivated at work. Maslow’s Hierarchy of Needs theory (1954) said that there are several aspects that motivated people to work and once all aspects are satisfied then one can reach a stated of “Self Actualisation” To extend this the money and working conditions help motivation but they need to be stacked with satisfied Physiological, Safety (Security), Social and Esteem needs. This is also shown...
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...9/16/11 Part I: Group Development Five stages of team development are as follows: (1) Forming, getting to know each other. (2)Storming, dealing with tensions and defining group tasks. (3) Norming, building relationships and working together. (4) Performing, maturing relationships and task performance. (5) Adjourning, disbanding and celebrating accomplishments. With Mike, the team never could get past the storming stage. Without Mike the group is at the performing stage. By understanding the stages of team development, Christine could have seen and solved the primary problem during the storming stage. The cafeteria incident where Mike walked away upset, was part of the storming stage and that was in week three. The group is now in week five. As the team leader, Christine should have addressed the problem so that the entire team could approach and move to the Norming Stage smoothly and harmoniously together as a team. Instead, they left Mike behind and moved on without his presence. The team at week five is now ready to present their case and is now in the Performing Stage. Mike only has some rough handwritten notes. Knowledge of the Team Development Stages should have helped Christine fix problems during the Storming Stage before moving on to the next stage clean and fresh. Part II: Problem Identification The primary problem is Mike, the secondary problem is Christine. During the first group meeting, Mike showed resistance to get together...
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...and vice versa. The decisions are made quickly as the quickest as possible manner is important. Low uncertainty avoidance= high risk taker Masculinity (equality in the workplace) Managers needs to understand when they are working in the Masculine culture, they need to accept it not to change it. For example: no female managers to middle east. Long term short term Planning, setting goals, target, and objectives. Short term wants to achieve everything in the shortest period as possible. QUESTIONS 3 1st part: current theories give reason to motivate people. 2nd part: whether the framework will work motivating * Maslow’s needs * McLalend Goal setting theories and rules setting theories are content and process theory. Why motivation always connected to satisfaction of needs? needs = univerasal which is true – need friends,...
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...Herzberg's Theory of Motivation The motivation of employees is important to organizations since it is one of several factors that significantly affect the productivity of employees. Raising the level of motivation increases profitability through greater creativity and commitment in employees. Herzberg's Two Factor Theory, also known as the Motivation-Hygiene Theory, was derived from a study designed to test the concept that people have two sets of needs: 1. Their needs as animals to avoid pain 2. Their needs as humans to grow psychologically Herzberg's Study There are two hundred engineers and accountants in Pittsburgh were interviewed. To test the hypothesis, engineers and accountants were interviewed to assess events that led to significant changes in their job attitudes and to determine the factors that caused those changes. Herzberg's study consisted of a series of interviews that sought to elicit responses to the questions: (1) Recall a time when you felt exceptionally good about your job. Why did you feel that way about the job? Did this feeling affect your job performance in any way? Did this feeling have an impact on your personal relationships or your well- being? (2) Recall a time on the job that resulted in negative feelings? Describe the sequence of events that resulted in these negative feelings. RESEARCH RESULTS It appeared, from the research, that the things making people happy on the job and those making them unhappy had two separate...
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...Women and their route to success: could the barriers be completely broken down? Ginna Munoz Molloy College Abstract Undoubtedly women have made extraordinary strides from the standpoint of their careers. It is now possible to see a woman running companies and occupying the most prestigious positions worldwide. However, the representation of women in business is still low in comparison with men. On one hand, many researches provide evidences of the existence of different types of discrimination against women, and on the other hand, some studies show a positive and promising panorama for women. Nowadays, women are seen as the core of the economy and it is possible that within a generation a majority of working wives will outearn their husbands. These researches provide solid foundations to think that the barriers affecting women negatively could be broken. Nevertheless, the most value stride women can achieve is to change the vision about themselves so that new female generations grow without the stereotypes that currently prevent them from succeeding. Women and their route to success: could the barriers be completely broken down? Over recent decades women have made clear strides professionally. Today it is possible to see women performing in fields and taking on positions previously blocked for them. Nevertheless, the representation of women in the business world is still very small in comparison with that of men. There is evidence that women continue to face barriers...
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