...Caitlin Hildenbrand Motivational Program Proposal Week 4 Assignment Psy/201 When a person has heard all the points of view of different people around him and being able to determine which statements to believe and what statements not are not believe many times that people only focus on what they heard first without asking for other parties about what really happened. Motivational proposal is to plan to achieve a few different goals. By setting these goals, we are making milestones in our goal. We need to keep these milestones realistic but achievable. If we overwhelm ourselves. The motivation will not be there when we fail to meet our first milestones. There still incentive involved but the overall goal will not be achieved if not properly planned accordingly. Since the incentive is to make money the motivation is there and I am ready to work hard for these next few months to get my crops in the dirt. I have some farming experience. I can find motivation in what I will be trying to accomplish. I actually I have a friend that is going to be there helping me with the work so with our strategy planned out and goal set. As long as we stay determined and motivated we can accomplish for your set out to do an important thing to do is to get our seeds started early so that were harvesting in the right time of year depending on the appropriate crops that we plan. The details can be a little technical because of all the different plants and time frames but the general idea is to...
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...CASE STUDY : 7-3 QUAlLITY METAL SERVCE CENTER Q1. Is the capital investment proposal described in Exhibit 3 an attractive one for Quality Metal Service Center? Yes, the purpose of a company is to maximum the profit, and as Elizabeth Barret suggested,it can help company to make more profit. So the capital investment proposal described in Exhibit 3 is an attractive on for QMSC. Investment in machine $540,000 10 years cash inflow $286,000 PV of cash inflow $39,182 Payback period = 4.5 years NPV= 286000 IRR= 2.8% Reasons for selection: * Positive cash flow * IRR> COC * Payback period is less than the standard Q 2: Should Ken Richards send that proposal to home office for approval? Ken need send this proposal to home office for approval, because this proposal is good for the company and can make a lot of profit for the company. And another reason is, capitalexpenditures in excess of $10,000 and all capital leasing decisions require corporate approval. Q 3: Comment on the general usefulness of ROA as the basis of evaluating district managers performance. Could this performance measure be made more effective? The Return on Assets (ROA) percentage shows how profitable a company's assets are ingenerating revenue.An indicator of how profitable a company is relative to its total assets.ROA gives an idea as to how efficient management is at using its assets to generate earnings. ROA can be computed as Net Income/ Total Assets.To make it more effective QMSC can use:...
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...Motivation Program Proposal Week 4 Motivation is giving somebody a reason or incentive to do something. It can be intrinsic or extrinsic. Intrinsic motivation is focused by an awareness or satisfaction in the task itself and usually occurs within the person rather than relying on external force. Extrinsic motivation is from outside the individual. Some common extrinsic motivators are rewards or punishments like evaluations or money, pressure, and threat of reprimand. The key to a school’s success is the motivation of the staff. It is clear that schools need motivation plans that inspire, provide anticipated incentives, and keep the staff involved in the process and results of the school plan. A successful leader needs to understand and be able to use the tool that motivates each member of their staff. The following motivational theories will help in creating a motivation plan for my school. Motivational Theories Self-determination theory states that a person’s level of independence is determined by the fulfillment of three essential psychological needs: autonomy, competence, and relatedness (Bachman & Stewart, 2011, p. 183) Autonomy refers to being the foundation of one’s own actions and achieving equivalence between the activity and their own cohesive sense of self. Competence is the need to have an effect on the situation and to attain wanted results. Relatedness is the aspiration to feel associated to others. The more self-determination desires that are fulfilled the...
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...B.R Richardson Timber Products Corporation Case Study By Julie Woody 10/25/2014 Organizational Development HRM 460-1 In the B.R Richardson Timber Products Corporation case study, Richard Bowman, who was in charge of industrial relations at the company, contacted Jack Lawler, an Organizational Development Practitioner, as he was looking for someone to conduct a “motivation course” for the blue-collar employees of his lamination plant. He told Mr. Lawler that the morale among the employees were extremely low due to the fact that a fatal accident had occurred several months before, and because the plant manager was extremely authoritative. After being contacted, Mr. Lawler arranged a meeting between himself, the President of the company, and Mr. Richardson. After the meeting, Mr. Lawler then visited the plant for one day along with two of his graduate students to assess and analyze the situation to prepare his presentation and suggestions to the company. In his evaluation of the company, Mr. Lawler determined that there were several problems that were evident amongst the workers. The laminating plant was growing rapidly, and was an extremely profitable portion of the company. One of the problems that became evident was that despite its profitability, the company was reluctant to expand and do improvements to the laminating plant to upgrade its machinery, and to hire the additional staff needed to keep up with its growth. There was also a very evident communication problem...
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...Understanding Employee Motivation James R. Lindner Research and Extension Associate The Ohio State University Piketon Research and Extension Center Piketon, Ohio Internet address: lindner.16@osu.edu Introduction to Motivation At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was research, referred to as the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973). This study found employees are not motivated solely by money and employee behavior is linked to their attitudes (Dickson, 1973). The Hawthorne Studies began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedeian, 1993). Motivation Theories Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Five major approaches that have led to our understanding of motivation are Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory. According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzberg's work categorized...
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...Introduction to Motivation At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was research, referred to as the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973). This study found employees are not motivated solely by money and employee behavior is linked to their attitudes (Dickson, 1973). The Hawthorne Studies began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedeian, 1993). Motivation Theories Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Five major approaches that have led to our understanding of motivation are Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory. According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzberg's work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, & Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or...
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...UNDERSTANDING EMPLOYEE MOTIVATION ABSTRACT The study examined the ranked importance of motivational factors of employees at The Ohio State University's Piketon Research and Extension Center and Enterprise Center. The hand-delivered descriptive survey addressed ten motivating factors in the context of employee motivation theory. Findings suggest interesting work and good pay are key to higher employee motivation. Carefully designed reward systems that include job enlargement, job enrichment, promotions, internal and external stipends, monetary, and non-monetary compensation should be considered. AUTHOR James R. Lindner Research and Extension Associate The Ohio State University Piketon Research and Extension Center Piketon, Ohio Internet address: lindner.16@osu.edu JOURNAL Journal of Extension www.joe.org June 1998 // Volume 36 // Number 3 // Research in Brief // 3RIB3 Introduction to Motivation At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was research, referred to as the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973). This study found employees are not motivated solely by money and employee behavior is linked to their attitudes (Dickson, 1973). The Hawthorne Studies began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedeian, 1993)...
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...COMM/112 July 25, 2013 Non-Monetary Rewards in the Workplace Incentives are utilizable tools that are used as motivational mechanisms. Incentives are also used for and applied to any aspect of the everyday life as a form to keep the individual who is striving for it the will and the motivation to keep on reaching for the goal. Individuals can even make use of incentives on themselves, for example if an individual wants to stick to a workout regimen that he or she has formulates for him or herself but is finding it hard to keep with the specified routine. That individual can devise an incentive plan that states if he or she sticks with the workout plan, he or she may go purchase for themselves a new outfit. This same proposal can be applied to incentives or rewards in the workplace. Monetary rewards and incentives works wonders in the workplace, for instance programs that employers offer in order to boost the performance levels of their employees while at the same time in return offering employees bonuses, paid vacations, cash rewards and etc. At the same time while employers offer monetary based rewards non-monetary rewards can be just as effective, while delivering more a powerful and consistent outcome with less of a financial impact. The idea of rewarding employees on a regular basis is very becoming in the business world today, the empowerment that it brings to each individual employee is priceless, which is why simple acts can go a long way at the workplace...
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...Subject: Redskins CSR proposal Draft 2 The Redskins can play a major role in helping with a major epidemic in our youth day; Obesity. Children today are revolved around video games, mindless hours watching television and endless hours on the computer. Gone are the days where you had to look out for kids playing on the streets while driving and even avoiding cyclists. A dangerously low inactive lifestyle is sweeping the nation's children, and the Redskins can help. A new proposed plan will allow children to not only engage in a more physically active lifestyle, but they will enjoy it. Each summer, the Redskins will hold a junior training camp which will allow children in schools from Washington DC, Maryland, and Virginia to train with the actual team. They will have to perform real NFL style drills and plays led by the same coaches and players on the Redskins team staff. It will be divided by age class, with the older kids receiving more rigorous activities and vice versa. Since the Redskins are such a cherished organization, and athletes are treated as celebrities, the children would be more than willing to participate in this event. The junior training camp will of couse have a limit to the amount of kids allowed, in order to keep it low cost. It will be part of an incentive program in correlation to the childrens physical education class at school. The top scorers from schools around the community will be allowed to participate in the program. This will provide a massive...
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...3mer Guidance Leaflet Chartered Institute of Personnel and Development 3MER Supporting Good Practice in Managing Employment Relations Assignment and Content Activity Investigate resources and write a guidance leaflet which covers key points of the areas detailed below. The impact of employment law at the start of the employment relationship including: * 2 Internal and 2 external factors which can impact on the employment relationship * 3 different types of employment status and 3 reasons why it is important to clarify/determine an individual’s employment status Employee rights during the employee relationship including: * The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working * Family/parent related legal support, including maternity leave, paternity leave, adoption leave and dependents leave * 2 reasons why employees should be treated fairly in relation to pay * The main points of equalities legislation including the concepts of direct and indirect discrimination, harassment and victimisation * The concept of the ‘psychological contract’ and examples of policies and procedures which can underpin this Issues to be addressed at the termination of the employment relationship including: * The difference between fair and unfair dismissal * The importance of exit interviews to both parties * The key stages to be followed in managing redundancies and the impact of redundancy...
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...INTRODUCTION OF EMPLOYEE RETENTION PROGRAMS WINSLOW GEORGIA Prepared for: ABC Company Prepared by: xxx Date 12 Peachtree Street Atlanta GA 30565 (505) 555-5842 Blah Blah Project 110-12 August 11, 2013 Human Resources Department Atlanta Georgia 30000 Attention: Joe Smith VP of ABC Company INTRODUCTION OF EMPLOYEE RETENTION PROGRAMS WINSLOW GEORGIA High employee turnover rate decreases the company’s efficiency and carries a high price tag. All of the company funds spent on employee’s training are lost when the employee resigns. Moreover, further spending is generated in order to advertise the vacancy and training for new employees. The purpose of this document is to present new methods on retaining employees to help the company alleviate the cost attributed to high turnover rates. This report introduces new programs that present opportunities to lower high employee turnover rate and therefore helps the company cut down overspending from job advertisements and employee training. The document will present how positive orientation programs, competitive compensation packages, job specific training including leadership training will contribute to lowering the employee turnover rate. Thank you for the opportunity for allowing me to be part of this program and I look forward to our company succeeding from these programs. Sincerely, Jose Baca VP Human Resources Contents List of Illustrations …………………………………………………………… 4 Executive Summary …………………………………………………………...
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...“Human Resource Management Training Proposal” Week 8 Assignment By: Beira Romero HSA 320 Professor: Teresa Cole 08/25/2013 Overview of the Process and Steps Human resources planning assess the manpower requirement for future period of time. It attempts to provide sufficient manpower required to perform organizational activities. HR planning is a continuous process which starts with identification of HR objectives, move through analysis of manpower resources and ends at appraisal of HR planning. Recruitment’s provide opportunities to departments such as aligning staff skill sets to initiatives and goals and planning for departmental and individual growth. Although there is work involved in the hiring process, proper planning and evaluation of the need will lead to hiring the right person for the role and team. A position description also referred to as a job description is the core of a successful recruitment process. From the job description, interview questions, interview evaluations and reference checks questions are developed. Basic position and pay information will need to be determined to assist with the development of the job description and job classification. This information will be different for each position being recruited Describes the department’s functions, the unit’s functions, and/or the organizational unit’s functions. The statement should summarize the position’s essential functions and its role in relation to supporting, administering, or managing...
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...team’s behaviour, effort or business result that supports the organization’s goals and values (Schermerhorn; Davidson; Poole; Simon; Woods; Chau;, 2010). But are these assumingly non-monetary rewards and motivations enough to keep an employee performing at their full potential? The purpose of this report is to discuss and explore the idea that if the base monetary compensation of an employee is not on-par with what the employee believes they are worth, are non-salary based motivational techniques and rewards both intrinsic and extrinsic, enough to keep that employee from feeling underappreciated and dissatisfied with their working environment (Rodgers, et al., 1992). This report also proposes recommendations, and critically evaluates these proposals, in order to clarify the need of having an effective employee compensation review process in place as well as worthwhile non-monetary based motivational techniques and rewards plans. This report will argue that by incorporating a well-structured salary review program monitored by the use of Key Performance Indicators and goal setting, overseen by a Management by Objectives approach, as well as non-monetary based motivation and reward plans such as Google’s, would provide the best platform for managers and the business as a whole to take full advantage of its human capital and increase the productivity and levels of motivation among its staff (Rodgers, et al., 1992). Research would indicate...
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...The expectant theory is a systematic explanation of individual motivation in the workplace. This was brought forth by Victor H Vroom in 1964. There are three key components of expectant theory; expectancy, performance and valance. The base component of the theory, expectancy behavior, is built by process that an individual undergoes to make choices. This theory is used by leadership and managers to understand how individuals are motivated and how they will respond to rewards closely tied to the task given. This is proposal is understood to be an individual’s understanding of how their efforts lead to a given performance level. Identified in the theory is the belief that more effort put into a task or objective leads to better performance. Therefore, effort leads to performance or (EP). This is closely tied to the individual’s belief that they can perform a given task (self-efficacy), whether they believe the task is obtainable, and the individual can control the goal or performance. The theory highlights the need for the organization to relate rewards directly to performance and ensure the rewards provided are deserved and wanted by the individuals. If the result of a strong effort is a good or exceptional performance the result of a good performance should be the given outcome, (P O). The outcome should be a reward tied closely to the task and performance. A reward that is tied significantly to the performance will motivate the effort to accomplish that task and individuals efforts...
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...NOVA SOUTHEASTERN UNIVERSITY H. Wayne Huizenga School of Business and Entrepreneurship Research Paper Proposal Course Name: Total Compensation Course Number: HRM 5375 Student Name: Christina Burton Please answer the following questions: 1. What is the research topic you are interested in writing about? I am interested in writing about the relationship between compensation and employee engagement. 2. Why are you interested in this particular topic? Is there a connection to your field of work or are you looking to broaden your knowledge base on the subject? I am interested in this topic because I would like to broaden my knowledge base on the subject. I have always been interested in employee engagement, but since I have enrolled in this course I would like to know compensation’s role in the matter. 3. Have you done a preliminary literature search on the topic? If so, how many recent journal articles (5 years or less) did you find? Would you be able to source at least 10 to 15 journal articles? Would you be able to write a 10 to 15 page, double-spaced paper on this topic? I have done a preliminary literature search on the topic and I have found 11 recent journal articles that I would be able to source. I would be able to write a 10-15 page, double-spaced paper on this topic. 4. What title would you give your paper? I would title my paper “Unlocking Employee Potential: The Link between Compensation...
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