...Motivation Plan Jonathan Grace LDR/531 September 23, 2014 Edythe McNickle Motivation Plan In today world every business organization has a diverse workforce and each employee has a specific motivation and emotion. Understanding the challengers involved in creating an environment that combines the employees’ motivation, satisfactions, and job performance in an organized and an effective workplace is what a good manager should understand. A manager must create a plan incorporating the employees’ job satisfaction, motivation, and performance. The perception of both managers and employees are ensuring that the viewpoints are incorporated into the plan for optimistic influence. According to Robbins and Judge (2013), “Motivation is the method that accounts for a direction, individual intensify, and persistence of an effort toward a specific goal. Satisfaction is defined as the “fulfillment of a need or want” and performance is defined as “the execution of an action or fulfillment of a clam, promise, or request.” Motivation, satisfaction, and performance are important aspects that a manger must utilize with people and each aspect can be define as a success or failure of the employees or as a team. The manager will be able to increase an employee motivation, satisfaction, and performance, if a manager has a positive influence within his or her span of control. Most manager can influence a variation of tools in increasing and gauging employee motivation, satisfaction...
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...Motivation Plan In today’s business world, each business organization has a diverse workforce and each worker has specific motivations and emotions. An effective manager understands the challenges involved in creating a workplace that combines the employee’s motivations, satisfactions, and performance into a cohesive and effective workforce. A manager must develop a plan encompassing the employee’s motivation, satisfaction and performance. It is essential that the plan includes both the manager’s and employee’s insights to guarantee that all perspectives are merged into the plan for constructive impact. According to Robbins and Judge (2006), “Motivation is the process that accounts for an individual’s intensity, direction and persistence of effort toward attaining a goal” (p. 186). Satisfaction is defined by Merriam-Webster’s dictionary as the “fulfillment of a need or want” and performance is defined as “the execution of an action” or “the fulfillment of a claim, promise or request”. Motivation, satisfaction and performance are important aspects that a manager must employ with people and each aspect can define the success or failure the employee has as an individual or a team”. If a manager has a positive influence within their span of control, the manager will be able to increase an employee’s motivation, satisfaction and performance. A manager can leverage a variety of tools in developing and evaluating employee motivation, satisfaction and performance. Some of those tools...
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...Theory of Motivation Motivation is defined as “psychological processes that arouse and direct goal-directed behavior” (Kinicki and Kreitner, 2006). As a more business-related definition, motivation can be defined as “forces within an individual that account for the level, direction, and persistence of effort expended at work” (Young, 2000). Motivating employees can be extremely challenging and complex for an organization’s leaders and managers. For an organization to be successful and survive in the rapidly changing market, it is essential for managers to understand what motivates individuals within the context of the specific tasks being performed. Hiring employees that are self-motivated, who already have set their goals and expectations, can make a manager’s job less difficult. However, managers must continually motivate their employees to sustain satisfaction throughout the whole organization. Like personalities, individuals have different sets of goals and expectations for their jobs. They also have different choices on how they want to be rewarded for a “job well done,” whether it is a monetary bonus, a promotion, or organizational recognition. Knowing an individual’s profile, a manager can construct a motivation method for that person. For example, if the manager is considering giving an employee a raise and their profile shows that organizational recognition motivates this person, the manager should reward accordingly, otherwise the manager could be...
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...it possible for a manager to motivate an employee? Write a 350- to 700-word response explaining your answer in terms of intrinsic and extrinsic motivation. Is it possible for an employee to be motivated by a manager? I absolutely think so. The two types of motivation are very possible to pass onto another person in the workplace, whether it be from coworker to coworker, friend to friend, manager to employee or even employee to manager. The most common type of motivation that is passed down from manager to employee is obviously extrinsic motivation. I think the main reason most people perform at their jobs is because of extrinsic motivation. The desire to go to work often stems from the need or want of money. Financial motivation is a form of extrinsic motivation. A manager can motivate an employee with extrinsic motivation by offering positive and negative consequences to the employee’s actions. For example, often times a manager will sit down with an employee for a yearly performance review. In this review the manager sometimes will critique the employee’s job performance and offer incentives such as pay increases or promotions to motivate the employee to increase their performance level or to maintain an already satisfactory performance level. In the same way, a manager can use extrinsic motivation in the way of offering negative consequences to the employee for poor job performance. Extrinsic motivation really is the most common form of motivation that people experience...
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...Name: Professor Name: Course/code: Date: Performance Management: Linking Rewards to Performance The goal of this project is to provide Human Resource Professionals with useful guidelines for developing and implementing performance management through rewards. Performance Management are the strategies and techniques that emphasizes on performance of employees as a way of achieving managerial goals and objectives (Murlis p.78). Performance management also refers to perfecting, harmonizing and promoting quality of employee work to ensure customers satisfaction thus leading to high return to stockholders. Performance management foster clarification of task and expectations, improvement of individual and organizational productivity and provides a basis for making employee-related decisions (Shippmann p.605). In conclusion Performance Management uses Human Resource strategies such as reward systems and performance Appraisal to motivate employees towards performance. Performance management can be viewed as a tool to improve on employee motivation for high performance (Cokins, p.58) With the view of finding out the impact of rewards I conducted an interview with the Human Resource Manager, Mr Brandon Jefferson of Coca Cola Kenya branch. Mr. Jefferson said that Coca Cola performance largely depends on employee inputs and outputs. He said that their employees are rewarded annually through intrinsic and extrinsic rewards. He noted that at the beginning of the year the company records...
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...The key function of managers is 'getting things done' through employees. The following assignment looks at the role of motivation and why it is essential for managers to be aware of the various motivational theories and how the motivational theories could be implemented in a professional context to achieve organisation's goals and objectives. Motivation has been defined as: the psychological process that gives behaviour purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993). Organisations exist to achieve corporate objectives and employees working in those organisations aide in achieving those objectives by working towards their individual goals and targets. In an ideal world, if every individual was providing his best performance then organisational goals would be met sooner too; however in the real world it is often not the case. Organisations lag behind and more often than not the reason is a demotivated staff. An understanding of the basic human nature is important for effective employee motivation in the workplace and also for effective management and leadership. Struggling with your essay? We can help! We can help get your coursework back on track, take a look at our services to learn more about how we can help. Custom Written Work Guaranteed on Time ...
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...Motivation Case Study Local clinic managers at Western Health System had become de-motivated and sought management positions with the competition. The director of human resources recognized that the organization lacked some motivation factors that would help retain their managers. In response, Western Health System implemented a leadership development program, “Exploration,” that would increase responsibility, achievement, and professional and personal growth. Within the leadership development program “A-Club” was developed. This club was available only to identified high-potential managers and membership was by invitation only. Program Critique Leadership Development Program Western Health System saw a need to retain their local managers so they developed a program that would motivate their managers to continue employment with them. The A-Club met two or three times a year to partake in a clinic visit or to make important clinic decisions. A-Club members were also encouraged to present personal development ideas to leadership for funding decisions. Western Health System failed to provide critical information on the development of their leadership program. Exploration was developed for all managers; however the A-Club was only for managers that were identified as high-potential managers. They failed to provide any information on how someone was identified as a high-potential manager. They also failed to provide any information on what the Exploration program offered...
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...Motivating People in the Workplace Name: Paul Bolton Company: Baxter Healthcare Date: 18th May 2014 TASK The purpose of this unit is to be able to examine how levels of motivation can be improved to increase performance in the workplace. The nominal word count for this assignment is 2000 words: The suggested range is between 1500 and 2500 words, however individuals have different writing styles, and there is no penalty if the word-count range is exceeded. Check your assignment carefully prior to submission using the assessment criteria and marking sheet. Understand the factors that may affect performance and motivation in the work place “Evaluate two or more theories of motivation that are clearly relevant to your workplace to provide a conclusion or recommendations, and evaluate the principal factors that may affect performance and motivation in the workplace to provide a conclusion or recommendations.” • 1. Evaluate theories of motivation relevant to your workplace (28 marks) Motivation is vital for Baxter Healthcare as it’s the people in the organization than drive productivity and create success. If employees lose interest, the business does not perform because efficiency suffers particularly in a sales company. The following two motivation theories particularly resonate within the Sales and Marketing environment of Baxter. Maslow’s Model says employees have a hierarchy of needs and seek fulfillment from meaningful work. Herzberg...
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... Justin Har Date: 7 November 2014 Question: a. Describe two theories that relate to motivation at work. 20% b. Outline the implications of your selected theories for managers. 30% c. Examine the limitations of using theories of motivation when managing organizations. 50% Motivation can be defined as the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal (Pinder, 1998). Motivation is one of the most frequently researched topics in organizational behavior (Latham and Pinder, 2005) and over the years, several theories have been coined and widely used by managers in their organisations. In 1950, 4 theories of employee motivation were formulated and one of them is Herzberg’s Two-‐Factor Theory of Motivation. The Two-‐Factor Theory of Motivation, or motivation-‐hygiene theory, was proposed by Frederick Herzberg in 1959. The theory states that there exist...
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...Hotel Human resources in the hotel industry play a vital role for the success of the business. There are several issues in the hotel Harbor Inn in Sydney, which are directly responsible for job dissatisfaction and excessive staff turnover occurred in last few years A- Issues related with motivation 1. Lack of motivation Susan and David experienced that the management has never motivated them to maximize their efforts in achieving the goals of organization. 2. Lack of adequate training: Susan’s training was very slow and inadequate, upsetting the prospects of Susan’s career. Training is usually uncommon in hotel industry due to high employee turnover; even then the success of the hotel industry relies on training the workforce. Training is an essential ingredient to enhance the quality experience to employees and travelers alike (Janes). 3. Loss of trust in management Managers did not fulfill the promises of increasing the work hours of Susan and providing car-parking slot. Managers never cared how Susan is making both ends meet with her limited salary. Many employees have lost trust in their managers. Nohria et al. (2008, pp. 2-4) argued that when the managers betray an employee, the employ feels loneliness and frustration. Attachment with organization improves employees’ commitment to the organization. 4. Issues of security of job and safety Employees need security of job and safe environment at home and workplace. Susan was not provided...
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...in Business | Principles on the Theories of Motivation | Human Resource Management | Engr. Mary Jane A. Badillo | PRINCIPLES ON THE THEORIES OF MOTIVATION WHAT IS MOTIVATION? Many people incorrectly view motivation as a personal trait. Some people have it, and others don’t. But motivation is defined as a set of forces that causes an individual to behave in a particular way. It is generally what energizes, maintains and controls behavior, it acts as a stimulus for desirable actions. Motivational concerns would be addressed if we were to ask, for example, What motivates employees to go to work each morning? Many people get great satisfaction from their work and take great pride in it; others may view it as a burden, and simply work to survive. This question of motivation has been studied by management theorists and social psychologists for decades, in attempts to identify successful approaches to management. From a manager’s viewpoint, the objective is to motivate people to behave in ways that are in the organization’s best interest. THE IMPORTANCE OF MOTIVATION What people want from an organization and how they think they can achieve it plays an important role in determining their motivation to work. Some people want money, some want challenge and some want power. The difference between highly effective organizations and less effective ones often lies in the motivations of their members. Managers strive to motivate people in the organization to...
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...Motivation Definition of Motivation It is the process that account for an individual’s intensity, direction and persistence of effort to ward attaining a goal. Key elements for motivation Direction: is the orientation that benefits the organization i.e. the direction of the behavior is functional to the organization and helps to achieve its goals. Intensity: concerned with how hard a person tries Persistence: is a measure of how long a person can maintain his/her effort. Motivated individuals stay with a task long enough to achieve their goal Relation between Motivation and Performance Performance is an evaluation of the results of a person’s behavior: It involves determining how well or poorly a person has accomplished a task or done a job. Motivation is only one factor among many that contributes to an employee’s job performance *** A high level of motivation does not always result in a high level of performance. Conversely, high performance does not necessarily imply that motivation is high. Performance depends on other factors rather than motivation which are capacity and opportunity. ***Employees with low motivation may perform at a high level if they have a great deal of ability. Employees with high motivation may have low performance due to lack of skills and abilities or absence of a good opportunity. ***Managers have to be careful not to automatically attribute the cause of low performance to a lack of motivation or the cause of high performance...
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...Workplace Motivation Paper Marco Polo PSY/320: Human Motivation Workplace Motivation Paper Scientists have defined motivations as the process of arousing, directing and maintaining behavior towards a goal. In fact, motivation is still the one thing that makes people productive in their place of employment, but motivation is very difficult to explain and practice. Management is waking up to the fact that their successes are directly related to their ability to work productivity in with employee emotions. This is because emotions directly influence the five major sources of competitive advantage in today’s marketplace, which are capital, customer service, organizational dynamics, productivity, and employee attraction and retention. All corporations have realized that maintaining elicit and sustain positive emotional states in their employees is important because it plays a major role in their organization’s success or failure. It provides an individual with an identity (Herzberg, 2006). Motivators are those things that allow for psychological growth and development for employees on the job (Place, 2006). In fact, they are closely related to the concept of self-actualization, involving a challenge, an opportunity to extend oneself to the fullest, to taste the pleasure of accomplishment, and to be recognized as having done something worthwhile. Again, while empowering your staff ensure that you follow the basic principals. For example, inform your staff of what their...
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...¬¬Energy and enthusiasm usually comes with a new job, but employees can lose their drive if managers fail in their role as a motivator. It can be a problem for even the most successful of organizations and the most admired of managers when experienced, valuable employees lose motivation and commitment they once felt, causing decline in their performance. One secret for success in an organization is motivated and engaged employees. Managers and Human Resource professionals can maintain their current workforce that has been recruited and developed by compensation, wage and salary systems, benefits, and occasional terminations. Employee Relations provide direction and oversight for a variety of non-union staff employment matters including staff...
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...without assesing what they need and want from their work. The motivation can effect the job satisfaction and relate to the performance. Next, to see the principles and theories of motivation, the drivers of motivation, ways to foster motivation and how managers motivated their team. • 2.2 What is the focus (Independent & dependent variables) • The dimensions of human development for business excellence is recently being followed in many organizations to improve business and employee performance. So, the researches have observed how job satisfaction can make their teams should be rewarded for their work. Whereas, motivation is the most useful to managers to understand his team members as well. • 2.3 What are the findings/samples/methodology • Managers has take the challenge to motivating his team or employees. Unmotivated employees may put a little effort in their jobs. They also exit the organization at the slightest competition and even demotivate other employees at work if given the opportunity and produce low quality work. • The researches used a sample of 20 companies in Bangalore, 20 managers from different functions and different industries (Automotive, IT, Telecom, Retail, Education, Manufacturing, Pharmaceutical, Financial services, Foods and beverages and Defense. Next, the primary data collection tool used was Depth Interviews where open-ended questions were asked to the managers by face-to-face interviews and...
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