...lack of motivation in the work-place can cause serious problems for an organization. Many problems such as poor performance and undesirable behavior from employees can be linked to a lack of motivation. One problem common in many organizations is absenteeism which is often a result of a lack of motivation. There are numerous theories that can be used to explain the cause of such motivational problems. People are all motivated by different things, which can make it almost impossible for one-size fits all motivational programs to succeed. However, an understanding of motivational theories can assist organizations in developing and implementing a motivational plan to elicit change in the undesirable behaviors. My organization is plagued with excessive absenteeism which can be contributed to a lack of motivation. The organization offers a generous amount of vacation or personal time each year to all employees, as well as ample sick days that can be taken as needed. A problem has arisen within the organization because numerous employees take advantage of these benefits. The organization is structured with a team environment where each employee is designated a particular work load each day. When an employee is absent for the day the other members of their team divide the employee’s work load and add it to their own. This type of structure can be rewarding and build a strong sense of teamwork and group effort. Problems occur when employees schedule days off or call in sick...
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...the long-term relevance of motivational techniques used by Baheti in the light of prevailing environment in the organization. AnswerSome of the most successful managers and executives have achieved their objectives byaligning the aims of their employees with those of their organization. Once an employee is ableto understand, and empathize with the overall aims of the organization, they are generallymore motivated towards achieving them. Having ensured that the organization and theemployees are working towards the same objectives, managers can then focus on exactly whichmotivational techniques can be implemented to facilitate the achievement of these goals.It is clear that there are both positive and negative motivational factors which can lead to theachievement of objectives. These can be summarized as either fear or reward factors. This fearfactor can indeed lead to good results in the short-term but, in the long-term; the employeesare likely to be more focused upon whether or not they will be keeping their jobs, rather thanupon fulfilling overall business objectives. Positive motivational factors are also many andvaried and, although these may lead to long-term gains, they too can have negative aspects tothem. Offering rewards and incentives is indeed motivational, but it is important to make surethat these are deserved and that recognition is given to the right person at the right time. 1. Discuss the long-term relevance of motivational techniques used by Baheti in...
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...techniques make it even a worse scenario for the organizations in order to 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)...
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...motivation of each employee of the organization or business. The discussion is a brief description of both situations and why he or she would be motivated or unmotivated. The next part of the paper defines how the situation aligns with the various motivational theories. Then the next part defines the specific motivational technique (if any) was at play in the motivational situation. In the case of an unmotivated situation and what technique should be implemented to correct the issue. Personal Motivation A personal motivation starts out with the employer or the organization, which that he or she works for. The personal motivation various theories are about people who have good or bad attitudes about the organization or workplace. Personal motivation is “fundamental to his or hers personal success both in sales and in general life. Given its obvious importance he or she think that people would be experts on motivating themselves wouldn’t people” (Ingram, 2007, p. 1). Motivated and Unmotivated The first topic to explain is a brief description of both situations and motivated and unmotivated. The word motivated means to set goals for the workplace so the employees can look forward to something at the end of the year or quarter. In any business trying to motivate employees could be a difficult task because some employees in general work hard for the organization and some do not because the employees...
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...Can merit pay and promotion be a more motivational factor for employees than just the occasional extrinsic reward of employee-of-the month recognition? Week 7-Applied Research Paper Holly GM591 Leadership and Organizational Behavior Abstract I. Overview of Organization The Cleveland Clinic Foundation often referred to as CCF, is a well-known “non-profit academic medical center that integrates clinical and hospital with research and education” (CCF, 2011, p. 1). CCF is also considered as the leading world class care hospital that is located right here in Cleveland, Ohio. It comes as no surprise that they are consistently voted in as the best hospital, always ranking at the top of the charts with the number one spot in patient care and service in the world. They are also continuously recognized for their excellent service by their patients and organizations that recognize excellence in comparison with other hospitals. My familiarization and experience with the Clinic has enabled me to view and compare its reward systems from both as a volunteer, an employee’s perspective; and now as an observer. My first association with the Clinic began in 1999 as a student volunteer from the John Hay High School Thematics program; who currently still partners with CCF having almost been ten years later. I have not only put in time with volunteering throughout my high school years from 1999 through 2002 in various...
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...Chapter 1 Management and Control Management control is a critical function in organisations. Management control failures can lead to large financial losses, reputation damage and possibly even to organizational failure. Reality shows us (in some examples illustrated on page 3-4) the importance of having good management control systems (MCS). However, adding to much control does not always lead to better control. Some MCS’s in common use often stifle initiative, creativity, and innovation. I.e. in organisations with a lot of bureaucracy a culture with a lack of responsibility can occur and due to the slow, bureaucratic processes people can find ‘creative’ ways to speed up this process. That good MCS’s are important is widely accepted, but within the field of MCS’s there are different views. An old, narrow view of a MCS is that of a ‘cybernetic’ system involving a single feedback loop. You can compare measuring performance with a thermostat; They measure the temperature, compare those measurements with the desired standard, and, if necessary, take a corrective action (turn on or off). This book, however, takes a broader view. It recognizes that may management controls in common use, such as direct supervision, employee-hiring standards and codes of conduct do not focus on measured performance. The focus instead on encouraging, enabling or, sometimes, forcing employees to act in the organization’s best interest. MCS can rather be proactive (to prevent) than reactive. The primary...
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...However, the entire issue of the implication of adequate motivation on workers productivity is embedded in the various theories of motivation. People are motivated by various factors at different times, according to Wilkinson et al, the first factor is the combination of the individual perceptions of the expectations other people have of them, and their own expectations of themselves. This happens because people come into work situations with various expectations. When they arrive at the work place, they meet other people who also have expectations of them; positive individual and group expectations serve as positive motivational factors for the worker. This is why a balance must be struck as much as possible between organizational objectives and individual aspirations. The essence of this is to ensure a situation where the individual is motivated while the organization is achieving established objectives. The second factor deals with the issue of self-images and concepts as well as life experiences and personality. These factors have to be positively motivated in the worker to yield proactive behaviour. This can be achieved through a carefully planned reward system, which is a type of reinforcement directed at modifying people behaviour. Those who occupy management positions in organisations encourage behaviour basically through the means of positive reinforcement. Positive reinforcement boosts favourable consequences that go a long way to encourage the repetition of particular...
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...employees to perform to exceptional standards. This paper describes just a small portion of how these programs attempt to motivate the employees based on different motivational theories. Workplace Motivation I work for St. Anthony Hospital in Oklahoma City, Ok. St. Anthony is one hospital in a network called Sisters of Saint Mary Healthcare (SSMHC) based in St. Louis, Mo. and has 20 hospitals in the system. (Sisters of Saint Mary's Health Care [SSMHC], 2007)St. Anthony is the largest entity in the organization and therefore, motivation is a factor in everything that all levels of management perform. St. Anthony employees over 5000 staff and has within the past year introduced several motivational techniques and ideas to motivate employees. If the techniques that have been implemented at St. Anthony work they will become a system wide initiative. In this paper I will attempt to exam and explain how the various motivational strategies affect productivity, how the organizational efforts to improve performance have been received and the steps taken to change employees’ resistance. In 1990 SSMHC began a journey into Continuous Quality Improvement (CQI). The overall theory in CQI is to empower employees to take an active leadership role in their workplace. CQI gives each employee the tools needed to look at a problem, analyze the potential solutions, and implement a proposed solution then to monitor the results. This active leadership role now known as Shared...
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...Problem:The Critical Step to Realizing Opportunities “The significant problems we face cannot be solved at the same level of thinking we were at when we created them.” —Albert Einstein Defining the Right Problem the Right Way Defining the right problem the right way is both the most difficult and the most critical step in problem solving. One can go through a comprehensive problem-solving process, including generating a complete set of goals to use for evaluation, generating a broad set of alternatives, identifying and assessing risks, and carefully evaluating alternatives against the goals, and yet not effectively solve the problem or realize potential opportunities. If the right problem or opportunity has not been identified, the best solutions cannot be identified. And if the problem has not been stated in a way that enables one to identify a solution, it may not get solved at all. Guideline for Developing a Problem or Opportunity Statement Developing a problem statement that will enable a leader to create value requires patience, energy, and focus. And it will take time. There are five simple guidelines that can help you define the right problem the right way. These guidelines are described below, and the use of these guidelines is illustrated in a simple scenario that follows. 1. Scan the Environment Thoroughly with the Intent to Move Forward and Create Value: Before you write the problem statement for any business or personal scenario or situation, scan the...
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...MOTIVATIONAL STRATEGIES Operative employee motivation strategies go a long way in workers’ productivity and loyalty. Each and every individual at work place has an inner motivational force and that’s what makes the individual wake up every morning to look forward for a brighter day at work place. Different levels of motivation may exist among workers. Some have higher drive to carry out what they are willing and able to do, on the other hand others have the motivation is to do as much as the minimum prerequisite. Employee motivation strategies tries to create principles to fathom what motivates individuals at workplace and drive their performance at work. Knowledgeable and successful managers worldwide have for decades applied range of motivational strategies to increase productivity at work place. Employing various mixes of motivational strategies depends on the kind of employees to be supervised and the situation the managers find themselves in. Managers should have it as a priority to understand when to they should praise, trust, and delegate and above all they should know and understand the benefits and disadvantages of the reward system and motivation theories. Examining motivational strategies and their affect in Productivity and performance improvement At Gift of life clinic back street is a private clinic owned by a renowned doctor who adds up as the overall manager and their work philosophy includes improving productivity together with better management skills. This is...
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...PRACTICAL IMPLICATIONS IN ORGANIZATIONS 8 5. CONCLUSION 9 6. REFERENCES 10 PERFECT PIZZERIA 1. INTRODUCTION Perfect Pizzeria of South Ville, Illinois, is a franchise of a large chain which is headquartered in Phoenix, Arizona. Although the business is successful, it is experiencing employee and managerial problems. 2. THE BACKGROUND AND THE SITUATION OF THE CASE The case describes a situation of a manager of the Perfect Pizzeria in South Ville, Illinois. The chain pizzeria restaurant manager is forced to make certain decisions in order to receive his bonus. The manager is paid this bonus only if the damaged or unsold food percentage is low at the end of the month and must devise methods to ensure that the employees don’t abuse their six hour benefits and give away extra food at no cost to their friends. If the manager does not achieve this bonus he is paid his normal wages. In the case scenario, the manager found that the more restrictions he put on the employees food allowance or punitive action he took, the higher the damaged or unsold goods margin at the end of the month will be. This would indicate that the less they were allowed to eat, the more they ate and gave away to their friends when the manager was not present. 3. CASE 6A-PERFECT PIZZERIA 1) Consider the situation where the manager changed the time period required to receive free food and drink from 6 to 12 hours of work. Try to apply each of the motivational approaches to explain what...
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...A Comparative Analysis of Positive and Negative Motivational Methods Motivation is generally defined as the desire and ability to work hard. It is one of the key driving forces within organizations. In order for organizations to be competitive, employees need to be motivated to produce high performance and productivity. But what are the methods managers use to motivate employees? What affect do these methods have on subordinates and the overall performance of the organization? To answer these questions, I present a comparative analysis of two managing newspaper editors for whom I worked as a photojournalist. Comparing these editors reveals the sharply contrasting motivational methods they used and how these methods had a negative or positive impact upon subordinates as well as the company overall. At the time I was hired in March 1991, The London Sentinel-Echo, located in London, Kentucky. The newspaper, owned by Community Newspaper, Inc., was published three times a week covering news in Laurel County. It competed with two other local newspapers, one a daily publication and the other a weekly publication. My position within the company was photojournalist covering police and emergency services. My supervisor was Managing Editor John Butwell, who began to reveal his motivational methods the moment we were introduced. I was expecting at least a basic tour of the building and introduction to my fellow employees from Mr. Butwell which would enable me to begin orienting...
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...Problem Solution: Riordan Manufacturing Riordan Manufacturing is a successful organization looking to improve overall performance and position the company for future growth. The organization was initially founded in 1991 and has seen significant growth since its inception. Today Riordan Manufacturing is a global competitor in the plastics market with over 550 employees. Projected earnings exceed $46 million with a heavy focus in plastic beverage bottles, custom plastic parts, and plastic fan parts. The following review will analyze various issues impacting the organizations operations. Identified issues will be used to determine business opportunities while connecting improvements to key human resource management concepts. Key stakeholders in the organization will be identified along with the establishment of strategic end-state goals that will help guide improvements at Riordan Manufacturing. Major gaps in Riordan Manufacturing’s process will be analyzed using a standard gap analysis approach with accompanied alternative solutions that have a long-term focus. An optimal solution will be identified along with an implementation plan with meaningful end-state goals that support the vision of the organization. Situation Analysis Issue and Opportunity Identification Riordan Manufacturing has developed various processes and procedures to manage the business. The organization maintains a heavy focus on research and development with a strong sales force to help distribute the...
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...Introduction to subject area 1 Background of the study 1 Literature Review 3 Critical evaluation of leadership theories 3 Compare and contrast of leadership style across different cultures 6 Critical evaluation of motivational theories 7 Compare and contrast motivational techniques across different cultures 8 Critical evaluation of theories for managing cultural diversity 9 Secondary research method 10 Primary research method 10 Interview 10 Findings and Discussion 11 Findings from secondary research 11 Managing diversified customers 11 Recommendations and Conclusion 13 Conclusion 13 Recommendations 13 References (Harvard Style) 17 Introduction Introduction to subject area It is a well known fact that success of the hospitality industry depends on the high quality services provided to the customer. It is the responsibility of the leaders to motivate and inspire employees to deliver a higher quality services for the success of the organization. With the increasing globalization, the leaders in the hospitality industry also come across through different challenges. Employees from diverse background, culture, and beliefs work in a hospitality industry. In this regard, it is necessary for leaders in the organization to understand and respect the values and beliefs of the subordinates. It will help leaders to inspire the subordinates for a better performance. In a highly globalized hospitality industry, both employees and customers...
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...Employee Motivation Motivation can be defined as: the psychological forces that push an individual’s behavior, effort, and level of persistence towards a certain direction. Motivation is, therefore, an important element an organization must consider when it wants to reach high levels of production and efficiency. In order to achieve the mentioned high production and efficiency levels, an organization must first understand what motivation is, how does it work, what are the classic motivational theories and techniques, and to use utilize those various techniques for optimum results. As explained above, motivation involves psychological forces that push employees into a desired direction accompanied with the appropriate level of behavior, effort, and persistence. From the definition, one would understand that motivation can work as an integral tool for goal and objective achievement. Motivation has several theories and techniques a firm must know to apply them on its employees: Motivational Theories: 1) Maslow’s hierarchy of needs: this comes as a no surprise since Maslow explained that motivation is based on a sequenced hierarchy of needs. The hierarchy starts with the lowest physiological needs (Food, sleep, sex), followed by safety needs (Job security and environment safety), social needs (feelings of belonging and love), self-esteem needs (feelings of importance, value, and meaningfulness), and ended by the highest need of self-actualization, which is described...
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