...Contents 2.1 Motivation 2 2.2 Maslow’s Hierarchy of Needs 2 2.3 Drives for Employee Motivation 3 2.4.1 Management Commitment 4 2.4.2 Training and Development 4 2.4.3 Respect and Recognition 4 2.4.4 Role of pay 5 2.4.5 Proposed Replica to Motivate Workers in McDonald 6 Introduction 7 3.1 Qualitative & Quantitative Research Methods 7 3.2 Final selection for the project 7 2.3 Primary data or secondary data 8 2.4 Research Tools 8 2.5 Population Sample 8 2.6 Sampling technique 8 2.7 Advantages of qualitative research methods 9 2.8 interviews 9 2.8.1 Advantages and disadvantages of face to face interviews. 9 Literature Review 2.1 Motivation By Anne (2010) motivation basically came from a Latin-word-mover whose basic meanings indicate movement, in simple way using efficient approach/way for reaching final targets. According to Edwards (2007) nowadays in organizations motivation is treated like catalyst for getting competitive edge over rivals. By Jaffery (2009) a strong relationship exists between motivation and job performance. In view of Halverson (2005) motivation acts like oxygen for organizations and it is of huge importance especially in such business (services) where workers have direct link with consumers as in food business. It is a million dollar advice for managers in fats food companies that they must focus on identifying indicators which definitely stimulate workers for performing their jobs in an efficient manner. Fast food business has become very...
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...our friends and family for their support and encouragement. Sincerely, Sabine Helou & Timo Viitala Umeå, May 25, 2007 i ~ Summary ~ SUMMARY Motivating employees is essential for any organization aspiring to succeed. However, the process of motivating is not a straightforward one due to the diversity of individual’s needs. The task has been made even more difficult by the fact that personalized needs have altered in recent years. For instance, in many circumstances financial compensation is not considered as the main motivational factor of employees. Due to its innovative and youthful nature, the Information Technology (IT) industry has been considered to be at the forefront of dealing with organizational issues, such as how to motivate employees. Organizations that lie within this industry have adopted various innovative motivational practices. Examples of those include opportunities to work from home, used in parallel with traditional motivational practices, such as pay-for-performance. In general, not all industries have adopted innovative practices in a broader scale, despite the fact that numerous studies have proven their success. This can be due to issues such as general...
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...cognitive forces that activate behaviour. In everyday usage, the term motivation is frequently used to describe why a person does something. Review of Literature allied to the proposed study: Objective of the proposed study: The general objective of the proposed study will be to find out the factors which motivate an employee apart from their salary & how absence of that factor puts an impact on their job behaviour. Aspects are as follows: 1. Extrinsic factors (apart from salary) 2. Intrinsic factors Hypothesis of the study: The following hypotheses will be investigated for the proposed study: 1. Higher the level of extrinsic motivational factors, better is the employee performance 2. Higher the level of intrinsic motivational factors better is the employee performance. 3. Intrinsic motivational factors are always better than extrinsic motivational factors. Methodology of the study: Sample: Sample: - The sample of the proposed study will be predominantly Indian employees from different industries across the world...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...his realm of responsibility and conduct time and motion,and systems-analysis studies in an effort to improve the efficiency and output of her staff. The consultants began by studying job descriptions, making observations, and recording each minute detail of the work of the data processors and file clerks. After two weeks ,they indicated to Reems and her employees that they were prepared to begin even more detailed studies, observations, and interviews on the following day. The nest morning, five employees participating in the study were absent. On the following day, ten employees were absent. Concerned, Reems investigated the cause of the absenteeism by telephoning several absentees. Each employee related approximately the same story. Each was nervous, tense, and tired after being viewed as a "guinea pig" for several days. One data processor told Reems that her physician suggested she could ask for a leave of absence based on her complaints of carpel tunnel syndrome if she needed to. Another told Reems, "We ain't no ‘Hawthorne' happy hoppers here in this shop! And, we ain't fixin' to please management just because this Taylor guy thinks we can do more with less." Shortly after the telephone calls, the chief of FTG's systems-analysis team explained to Reems that if there were as many absences on the next day, his team would have to drop the study and proceed to another department. He said that a valid analysis would be impossible to conduct with only ten employees...
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...incentives to encourage good performance. National Institute for sports a re-known government organisation is not an exception and the notion of workers motivation and good performance outcomes is not new. As the organisation seeks to improve its workers performance severe challenges exist to achieve the overall objective of the organisation to extend adequate motivational incentives to its entire population. Motivation theory can help us to consider the different investments which can be made in people. Investment in workers through motivational measures are made today with the hope of future benefits for an organisation. “In a world characterised by competition, customer focus and the need for speed and flexibility, in order to get the results you want, you still have to depend on your people to carry the day” (Storey, 2001:9). This therefore makes it a necessity to employ “talented individuals, who need to be developed, motivated, rewarded and provided with the organisational cultures and work processes that will make them to be successful” (Hay group, 2000 in Storey, 2001: 9). The study makes a critical analysis of motivation and workers performance in National Institute for sports and identifies several motivation incentives that can help boost better performance. Its central question is: Why are workers not performing as...
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...Table of Contents CROWDFUNDING IN PAKISTAN: WHAT MOTIVATES THE CROWD TO INVEST IN START-UPS? 2 Introduction: 2 Literature Review: 3 Research Methodology: 7 Findings: 8 Conclusion: 10 Works Cited 11 Appendix (interview guide) 12 CROWDFUNDING IN PAKISTAN: WHAT MOTIVATES THE CROWD TO INVEST IN START-UPS? Abdul Munim Khan, SZABIST Karachi, munim-khan777@yahoo.com Rana Muhammad Shoaib Hassan, SZABIST Karachi, shoaib.hassan99@yahoo.com Jawad Amjad, SZABIST Karachi, jawadbukhari51@yahoo.com Abstract Crowdfunding is an increasingly popular source to fund start-up, worldwide. In crowdfunding, a form of crowdsourcing, many crowdfundees collectively fund a start-up by providing parts of the requested funding in prospect of financial returns or social return. While extant research has provided insights into the crowd’s motives for participating in various forms of crowdfunding initiatives, we know little about the motivations that drive the crowd to invest in start-ups via crowdfunding. In literature, there are ongoing calls to investigate this phenomenon since it is expected that motives for investing in start-ups via crowdfunding differ from motives for engaging in other forms of crowdsourcing initiatives. Against this background, this research aims at investigating why crowdfundees fund start-ups. In this research paper we build on related literature to theoretically develop a research model and plan to validate this model with an empirical survey on an equity-based...
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...Question 1 Drawing on the theories and concepts of family influences on athletic development presented in Study topic 2, discuss how the Romeao parents can promote an effective environment for their children’s athletic development. Introduction In answering the question above I will first reflect upon the family unit and then go on to discuss the support currently offered by the parents of the Romeao children and how this support may affect the children’s athletic psychological development. I will draw upon the concepts of achievement theory (Dweck, 1999 and Nicholls, 1984, 1989) and Eccles (Eccles et al 1983, Eccles 1993) expectancy-value theory discussing the family influences on the Romeao children’s goal orientations. The Romeao family are introduced through a video with transcripts from the mother, father and some of the children. Romeo, a boy, is the first born, Venus a girl the second born, the video concentrates mostly on their athletic development in their chosen sports. The Romeao family have a further 4 children, two girls, Angel and Isis and two boys, Achilles and a baby, Caesar. Good intro. Nice signposting Discussion I feel the Father, Tony, has determined that some of his children will be given what he feels is a strong supportive and motivating climate to influence them to compete at an elite level in a chosen sport. His reasons for this seem, on the surface, quite selfish. He desires to be the father of an Olympic champion and he thinks if his son becomes...
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...not have to prolong its expansion any longer. I will then take the time to go through the approaches of job analysis to see which may or may not help me with gaining new Customer Service Representatives. The approaches to job analysis are observation, interviewing, and questionnaire. The positive side to observation is being able to take the time to gain familiarity with the position and know specifically what the job requires. Observing allows the HR Manager an opportunity to look at the position and see which components they value the most based on the needs of the company. Although this is a good process, the fact that it is limited because many positions are incomplete and needing to be filled in the first place, therefore being able to determine the actual job duties and job cycles could become a challenge. Interviewing would be the second approach to take into consideration, it includes meeting with people who are currently in the position and those who supervise over the position. While interviewing each of these people, it is good to know exactly what it is that they are looking for out of the position as well as what they feel the position includes for them. Having knowledge from the Supervisor about what they expect and how they feel their employees should handle their job duties is important, as well as reviewing information from the exit interview from...
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...CHAPTER ONE INTRODUCTION 1.1 BACKGROUND INTO THE STUDY In light of today’s business conditions, motivating people to give their best has become more crucial than ever, because of stiff competition and economic uncertainties. The factor that can set apart an organization in this turbulent environment be it in the public or private sectors is its people, therefore establishing and maintaining a stable workforce is a major concern of management. Motivation in the work context is defined as„‟an individual’s degree of willingness to exert high level of effort to reach organizational goals” (Robin and Decenzo, 1995). Any successful business knows much of its success is due to diligent workers with excellent productivity. Employees who put forth extra effort often make a big difference in company profits. The employees who do only what the job duties require, and no more, can stymie the progress of a company. Increasing productivity is one of the most critical goals in business and this can only be if the workforce of the organization is maintained. Naturally, organizations seek out individuals who are motivated to perform well in the workplace. In addition, they hope to employ people who have the ability to motivate others with whom they work; subordinates, peers, and superiors to work harder towards the accomplishment of goals assigned to them. “If organizations can motivate employees to become effective problem solvers and to meet or exceed customer expectations, then the...
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...who are dissatisfied with the pit boss, and the recruitment of quality housekeeping staff to alleviate the excessive burden on current housekeepers. Although these issues impact guests as well as the casino, the focus must remain on these two factors in order for other areas to reap positive affects. There are a number of viable options that may be utilized to rectify the current situation, however extensive research and data gathering takes time and clearly the situation has gone beyond the expiration date for lengthier I/O methods. With this in mind, the proposed recommendations based on general analysis and a few assumptions have been provided for the short-term, with more extensive action to be employed for future harmony and balance within the organization. Analysis and Recommendation The casino is having extreme difficulty retaining their dealers as, “on several exit interviews, many of the dealers have cited the pit boss, Joe, as being “toxic, overbearing, evil, and incompetent.” (syllabus, 2012, p. 5). To add to the issue, Tom, the organizations HR director fears explaining the situation to the casino owner because Joe is the owner's step-son. Due to the precariousness of the situation, Tom's fear may be warranted, however as the HR director he owes it to the owner as well as Joe the pit boss to provide honest feedback regarding the situation. There are a couple of different ways in which to view the information provided, as a true evaluation of the individuals involved...
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...Human Resource Department Makro is an equal opportunity employer. They extend equal opportunity to all individuals without regard for race, religion, color, gender, creed, national origin, age, disability or handicapped status. Their success is guaranteed by creative job opportunities, designed to fulfill Makro’s mission. The success of Makro is determined by the success of unified team operating in their organization. Human Resource Department of Makro basically functions in the following manner: Job analysis Job specifications Job descriptions Sources of recruitment Hiring policies General hiring Procedures Interviews and tests Selection policy Selection process Performance appraisals Factors of appraisals Makro values initiative, collectivity, cooperation, team work, integrity and curiosity. These are the main points that the HR officials keep in mind while hiring a person or evaluating an employee’s performance. Moreover, both hiring and firing at Makro is based on perfaormance evaluation of a particular employee.Any change in the company of any sort from the change in name, home address, and telephone number is immediately noted by the HR representatives of the company. At Mako, everyday is a workday. People there have to work every day of the year except for 2 to 3 days. All Line managers keep record of employee attendance. If an employee is frequently late without any acceptable reasons, the Line Managers inform HR, and corrective disciplinary actions are...
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...FACULTY OF SOCIAL SCIENCES, NORWEGIAN SCHOOL OF HOTEL MANAGEMENT MASTER’S THESIS STUDY PROGRAM: THESIS IS WRITTEN IN THE FOLLOWING SPECIALIZATION/SUBJECT: Festival and Event Management IS THE ASSIGNMENT CONFIDENTIAL? MSc in International Hotel and Tourism Leadership No TITLE: Benefits of multi-stakeholder groups for participating in Gladmat festival AUTHOR ADVISOR: Prof. Reidar Johan Mykletun Student number: 215519 ………………… 214504 ………………… Name: Ambassador Rezene Meretse ……………………………………. Muhammad Yahya ……………………………………. ACKNOWLEDGE RECEIPT OF 2 BOUND COPIES OF THESIS Stavanger, ……/…… 2013 Signature administration:…………………………… 2 Abstract This paper investigates the benefits of multi-stakeholders from participating in the Gladmat festival in Stavanger. The findings of this study can help festival and event managers to understand which major factors can attract group of stakeholders to the festival. It could help them to formulate policies, to offer suitable segment focusing on the marketing field. Stakeholder theory, the benefit segmentation theory, push and pull motivation theory, and Maslow’s hierarchy theory were applied to find the benefits of stakeholders for participating in the festival. Mixed method research have been used to collect the data, three qualitative studies and one quantitative study is carried out to explore and describe the benefits from the festival. The outcome from the qualitative shows owners benefits by positioning and...
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...Leadership and Motivation: a Practical Analysis Leadership Project Paper within: LEADERSHIP Authors: ALAURENT, Hervé HARRINGTON, Jaclyn KUPKE, Nils VACHEVA, Desislava WALACH, Joey Tutor: BRUNDIN, Ethel Jönköping December 2008 Table of Contents 1 Abstract 1 2 Introduction 1 2.1 Purposes 1 2.2 Mica’s perspective on Motivation 2 3 Transformational Leadership 2 3.1 Leadership and Temperament Congruence 3 4 Need Theory 4 5 Expectancy Theory 7 6 Conclusion 8 7 References 9 Abstract Motivation is an abstract concept that has been studied extensively over the years. The main issue with this concept is that it can not be measured, and at the same time is very hard to observe. Bryan Schaffer (2008) identified two principles in link with motivation: it is a function of the individual and the situation, and performance is a function of ability and motivation (which he also links to effort). Donna J. Plonczynski (2000) defined motivation as an “intrinsic determination toward goal attainment”, which is also composed of “components of personality and personal habits that indicate performance”. Humphreys and Einstein (2004) state that most motivation definitions focus on “the notion of enhancing and sustaining effort toward some desired goal-directed behaviour”. According to these findings, we could identify two important dimensions of motivation: individuality and goal. Individuality refers to the diversity of factors affecting...
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...article, the author analyzes the nature of motivational research and the approach adopted by motivational researchers in order to figure out what motivates the employees of a given organization to perform their best. He calls marketers as instrumentalists who in fact only research about motivating others so as to attain their own means. The second article reemphasizes and analyzes some necessary components of employee motivation, so that managers, like those who are inexperienced can increase their knowledge and understanding of employee motivation. (Hersey, 1996) First Article Analysis and Evaluation In this article the author analyzes the nature of motivational research and the approach adopted by motivational researchers in order to figure out what motivates the employees of a given organization to perform their best or even what motivates customers to buy the products that marketers intend to sell. (Blanchard, 1996) The author, through this article analyzes motivational research and says that the approach towards motivational research can be considered unscientific if the traditional definition of science is taken into consideration, which is to describe and record details of things as it is without any intention of changing them. Theoretically, motivation can be defined as a process that starts with a physiological deficiency that activates a push that is aimed at a goal incentive. But the author mentions that in practice, motivational structures are formal written policies...
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