...Motivation Methods Paper Motivation by definition means to give an incentive for action. Motivation is a large factor in either the success or failure for a company. Unfortunately, motivating people is not an exact science. There is no one way, no worksheet to fill out, or no set formula or calculation. Money may motivate one employee of a company. Someone else may appreciate personal recognition for performing a job well done or may work harder if he or she has a type of equity in the business. Employee motivation comes down to one basic ideal: discovering out what the employees want and finding a way to give it to them or to enable them to earn it. There are many methods of motivating employees in today's global business environment. Still, some strategies are prevalent across organizations striving to improve employee motivation. What employees deem important will be the best place to focus motivation efforts. Employees within the same department of an organization will have different motivators. Many organizations that have flexibility in job design and reward systems have employees with better morale, improved productivity, and increased tenured with the company he or she works for. It is important that owners and managers communicate the company's purpose to their employees so that the employees know their contributions are important and that their contributions are valuable to the company. The communication between the two should take the form of words...
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...Operant conditioning are the consequences of behavior that influence the likelihood of that behavior to be repeated. A drug addiction is a form of dependency that dives into the reward systems behavioral change. With a drug addiction, the drug acts as a reward, or positive reinforcement, and with the repetition the association between response and reward becomes stronger and stronger. An important principle for understanding problematic drug use is the immediacy that comes from the reinforcement. It has been established that the immediate reinforcement follows a behavior. The more powerful the drugs effects will be on that behavior and the more likely the behavior will be repeated. The consequences from negative reinforcement can be demonstrated in the laboratory by training a rat to press a lever to avoid being punished by, for example, a small electric shock to the feet. Each time the animal receives a light predicting shock, it will perform an operant response to avoid the shock being delivered. Similarly, a dependent heroin user may take the drug (operant response) to avoid going through withdrawal symptoms and the associated physical and psychological discomfort. An important note to emphasize is that these learning mechanisms can operate outside of one’s conscious awareness and not include the decision-making process. West points out that in this model, “Addiction can be viewed as involving the "development of a habitual behavior pattern that is independent of any conscious...
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...MIT SCHOOL OF BUSINESS PGDM – Case 6 Semester - I Subject Name: Human Dynamics HOW GOOGLE CHOOSES EMPLOYEES Finding the best engineers, programmers, and sales representatives is a challenge for any company, but it's especially rough for a company growing as fast as Google. In recent years, the company has doubled its ranks every year and has no plans to slow its hiring. More than 100,000 job applications pour into Google every month, and staffers have to sort through them to fill as many as 200 positions a week. Early on, the company narrowed the pool of applicants by setting a very high bar on traditional measures such as academic success. For example, an engineer had to have made it through school with a 3.7 grade-point average. Such criteria helped the company find a manageable number to applicants to interview, but no one had really considered whether they were the most valid way to predict success at the company. More recently, the company has tried to apply its quantitative excellence to the problem of making better selection decisions. First, it set out to measure which selection criteria were important. It did this by conducting a survey of employees who had been with Google for at least five months. These questions addressed a wide variety of characteristics, such as areas of technical expertise, workplace behavior, personality, and even some nonworking habits that might uncover something important about...
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...Xonepro Xonepro PSY/300 PSY/300 Phobias & Addictions Week 2 Individual Assignment Phobias & Addictions Week 2 Individual Assignment Explore how phobias can be developed through classical conditioning. In doing some research on the topic of classical conditioning, I have come to learn that it is a way of training so to speak, where a conditioned response is learned through conditioning the individual, be it animal or human. Basically, one learns that if you do this one action, another will follow in response; a reaction to one’s action. This reaction can be either a reward or a punishment. For instance, you train a dog to do a trick such as, shake hands or roll over. You do this while holding a treat to entice the animal to do said trick. Once the trick is done, the pet then reaps the reward. After doing this many times, the pet then knows that if it does this trick, it will get a treat. Now in the case of classical conditioned phobias in humans, perhaps one of the most common is the fear of spiders, also known as arachnophobia. This is more of a natural happening as one perhaps is bitten or is woken at night with a spider crawling on them. We are told that spiders bite and they are poisonous which creates a natural fear of them and the way they look does not help either. I think even more interesting than people fearing them are the people that do not fear spiders. Another phobia would be that of glossophobia, which is the fear of public speaking or speech...
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...Innovation is a combination of creativity, to come up with ideas, and implementation, putting those ideas into practice. Implementation is a three step process: idea selection, development, and commercialization (Von Stamm, 2003). Innovation is required in order for an organization to grow and remain ahead of the competition. Organizations use motivational tools to promote innovation in the workplace. This paper will evaluate the roles these motivational tools play in promoting innovation and the leadership required to maintain innovation in an organization. Roles of Motivational Tools To promote innovation, organizations use incentives, training, and education to motivate employees. Incentives come in the form of monetary rewards such as a bonus and non-monetary rewards such as a reserved parking space. Incentives attract employee’s attention and motivate them to work harder. Employees in the sales department tend to work harder knowing that at the end of the quarter there will a bonus based on the amount of revenue they generated. Training and education have the same overall result. They both provide knowledge to employees in their area of work thus helping them be better at their job. Training however is more specialized than education. Some organizations will pay for continued education for their employees. This is a great motivational tool and promotes innovation. Employees who are now more equipped with advanced education will bring back into the workplace that knowledge with them...
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...once he is placed on his own he lacks the motivation to do anything besides play. The reason that I think that Doug has problems with his self-image is when he is forced to show his abilities he does not attempt. The child shows characteristics of not having confidence in himself by with draw in situations where his is alone and thriving in large groups. Positive reinforcement will give him the platform to see that he is smart and makes him want to repeat the good behavior that prompted the reward or praise. According to Purdue University “Rewards and positive reinforcement are ways to discipline a child. They are ways that can help everyone feel good. Some experts say you should use five times more rewards than punishments” (Purdue University) The first thing that I will do is implement a reward system. This system is something that Doug can earn when he shows initiation on his own. Doug also needs encouragement because if I use the reward system without encouragement then the reward system will turn in to a bribe. Giving him a lot of smiles and reassurance can be a form of encouragement. Telling him that he is doing a great job and guiding him in the right direction during assignments. Doug has to learn how to make choices and...
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...Mgmt 7135: SEMINAR IN ORGANIZATIONAL BEHAVIOR ------------------------------------------------- Dr. Robert Taylor Kristina R. Wilhelm, 2012 Table of Contents MBTI model: 3 Problem-solving model 4 Motivation: Performance-model 5 Value of reward 5 Perceived Effort- Reward Probability 5 Skills ability and traits 6 (1) Drive 6 (2) Leadership motivation 7 (3) Honesty and integrity 7 (4) Self-confidence 8 (5) Cognitive abilities 8 (6) Knowledge of business 9 Role Perceptions 9 More traits to be considered: 10 Any other relevant motivation models 11 Expectancy Theory 11 Equity Theory 12 Herzberg-Theory 12 Job Characteristics Model 13 Reinforcements and Rewards 13 Price System 14 Equity Theory and Justice 14 Communication 15 Leadership 16 Smartfic 16 MBO sessions 17 Vroom model 18 Conflict 19 Conflict process model 19 Reward System 20 Additional considerations 20 My role 20 This paper will analyze the possible causes of the performance deficiencies in Tony and his sales staff, and propose potential solutions suggested by each particular potential cause using several leadership models discussed in class. The paper will finish by analyzing possible improvements of my own behavior as the regional director of Happy Face Frozen Foods (HFFF) with respect to my part in this district’s weakness. One of the obvious weaknesses in the communication between Tony and me seems to be that we have different personalities...
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...Phobias and Addiction Eugene McDaniel PSY/300 May 22, 2012 Deandriea Bass Abstract * This paper explore how phobias can be developed through classical conditioning this can be thought of as a reaction that is learned through the pairing of stimuli. How addictions can be developed through operant conditioning. Operant conditioning, also called instrumental conditioning, is a method for modifying behavior an operant which utilizes contingencies between a discriminative stimulus, an operant response, a reinforce to change the probability of a response occurring again in that situation. This paper also Distinguishes between classical and operant conditioning. One of the major differences involves the types of behaviors that are conditioned. While classical conditioning is centered on involuntary, automatic behaviors, operant conditioning is focused on voluntary behaviors. * While these two conditioning techniques share some similarities, it is important to understand the differences between them. What extinction means and how it is achieved in both classical and operant conditioning. * * Phobias and Addictions Phobias are an irrational and excessive fear of an object or situation. In most cases, the phobia involves a sense of endangerment or a fear of harm. For example, those suffering from agoraphobia fear being trapped in an inescapable place. Addiction has long been understood to mean an uncontrollable habit of using alcohol or other drugs. Because of the physical...
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...communicate to their children that good behavior is rewarding enough (Irvine, 2007). According to the Lovaas Institute Blog, internal motivation is more beneficial than external rewards. If parents and teachers continuously advocate that the behavior the children do is good, then the need of external rewards will be eliminated because the praise and the attention that children will get out of it is rewarding enough. Most applied behavior analysts would agree that bribing a child institutes good behavior, but also communicates to the child that they will receive something in return for that behavior. According to Direnfeld, bribery is a “promise” of delivery. This means that before any behavior is performed, the parent or teacher has already told the child that they will get a reward. Direnfeld distinguishes that reinforcement is rewarding the child after the delivery of good behavior. The difference between the two is bribery is being rewarded before the behavior and reinforcement is being rewarded after the behavior. Nonetheless, bribery and reinforcement are not synonymous. In my opinion, positive reinforcement is a way more effective method of disciplining a child than bribery; bribery is not an effective way to raise children and should not be used. Both are different concepts of how to reward young children for their good behavior. Works Cited: Direnfeld, G. (n.d.). Bribery vs. Reinforcement...
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...Vershire also has some issues on the performance measurement report and evaluation system. Besides the inefficient way to measure manufacturing efficiency, performances of plant managers are measured based on the metric that they cannot directly control, i.e. sales. Therefore the related compensation packages and promotions mislead and lack sufficient incentives to motivate plant managers. As illustrated before, it is inappropriate to treat a plant as a profit center, rather than an expense center. Due to the manufacturing nature, plants have fully control on costs and should be motivated to lower the cost to make contributions to the revenue. Monthly performance evaluation report and supporting report for a plant showing both sales and costs in Exhibit 2 and 3 are submitted by each plant and reviewed by corporate management. Items that failed to meet the budgeted targets require explanations from plant managers, no matter it is cost-related or sales-related. Moreover, sales report on plant basis is confusing by itself since products are sold on district basis. The sales department had sole responsibility for the price and delivery schedules, which are not identical in each order because of contingencies such as traffic, weather, and sick staff. Plant managers have no way to explain the detailed decision making process of sales department to provide a sufficient explanation to sales failures without asking sales department. Furthermore, second-hand information tends to be less...
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...The Four Job Application problem of Drainflow Plumbers Because of the wrong information from Order processors, the company is sending them to do the simple job, as a result of that the customer have to pay a licensed plumber rate for the easy service, in which customers has seen it not fair, and the plumbers have nothing to do about it. This miss-sending problem also makes DrainFlow lost their potential customers, because the company has limited plumbers. When they send a plumbers assistant for the job but rather it’s a work of a licensed plumber, customers will usually wait for another day or 24 hrs for their plumbing to be repaired and the customer will be forced to go to another plumbing agency. Plumbing problem is usually kind of urgent; nobody wants their house full of water because of the leaks and everybody uses water as the primary needs of human beings. Plumber’s assistants When a plumber assistant is sent to a job that he cannot handle a reschedule will be made for it to be repaired by a licensed plumber, then the customer will suspect if the company has enough plumbers to answer the all its customer services. For being rescheduled the customers will have to wait and dissatisfied with Drainflow’s services which would come up that the customers will change its plumbing services to another company. None of these is the management willing to see. Billing representatives They have to collect the money from their customers, although they are not the person...
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...FCT4 Task 4 (Section B, C & D) Section B: I) Direct Instruction: A) Goals: Students are quiet and paying attention. B) Rule: Listen carefully when the teacher and others are speaking. C) Reinforcement: Praise and acknowledge the students who are listening. D) Consequence: Students will get a one-time warning and redirection but if they continue to be an interruption to the class and not paying attention, they will get 2 minutes taken out from their recess time each time they need to be redirected. After the first warning, each time their name is called out, the student will get 2 minutes subtracted off of their recess time. Example, if a student has to be redirected 4 times, that student will have 6 minutes subtracted from their recess time. A) Goals: Students are prepared and ready for instructions. B) Rule: Have all materials and books out and ready on the student’s desk. C) Reinforcement: All the students who have all their material and books ready for class will receive the classroom “buck” which can be redeemed at the end of the week for a prize. D) Consequence: Those students who do not have all their material and books ready for class will not be receiving the classroom “buck”. II) Cooperative Learning: A) Goals: Students will actively listen, share, and support each other’s idea. B) Rule: Students will take turns talking and allow everyone in the group the opportunity to share their ideas. C) Reinforcement: The group that is the best...
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...The learning theory argues that attachments are based on the principles of operant and classical conditioning. First attachments are quite often formed to the person who looks after the child, who feeds them, changes their nappies and comforts them. First attachment figures are a powerful source of pleasure for the baby, as well as removing physical and emotional discomforts including pain, cold and hunger. An early version of the learning theory based on both operant and classical conditioning was proposed by Dollard and Miller (1950) According to the learning theory, the baby has to learn to form an attachment with his/her caregiver. In the process of operant conditioning, the caregiver rewards the baby by feeding it, so the baby then associates the caregiver with the reward and repeats any action that brings her close. This happens because food brings a feeling of pleasure to the baby. Food is the primary reinforcer. By removing discomfort, it reinforces the behaviour that led to its arrival. But food doesn't come without the caregiver bringing it, so the caregiver becomes the secondary reinforcer - even without bringing food, the presence or the mother reduces discomfort and brings a feeling of pleasure. The baby will therefore repeat any action, for example, crying which brings the caregiver close. On the other hand, classical conditioning argues that attachment is learnt by association. According to classical conditioning, food is an unconditioned stimulus that produces...
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...idea is that the motivation comes from a worker believing that if he performs well, then he will be rewarded with a pay increase, benefits, or a promotion. This concept provides leaders with the basis of an idea on how to motivate employees. Expectancy theory is classified as a process theory because it emphasizes the person’s perception of the environment around him and the consequences and rewards based on his actions. This theory focuses on three relationships. 1. Effort - Performance Relationship. The Effort – Performance Relationship is the theory that if a person puts in a certain amount of effort, their performance will increase. The harder they work, the better their performance. 2. Performance - Reward Relationship. This relationship is based on the theory that if a person’s performance increases, they will receive a reward for it. The better a person’s performance, the more reward they will get. 3. Rewards - Personal Goals Relationship. This is the relationship between a person’s rewards for their performance and how it relates to their personal goals. Higher rewards bring higher satisfaction. (Lawler, 2009) B. Explain how the company in the given scenario could apply the expectancy theory of motivation to enhance...
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...accomplish a goal. It is what drives people to do things that they normally would not do. Motivation can extend to any aspect of ones life and drives virtually every decision and action a person takes. People use motivation to overcome an obstacle or for self-improvement and fulfillment. It is very useful in the workplace to make the organization be successful by keeping the workforce motivated, happy and engaged. Motivation can come in many different forms. Typically, motivation involves incentives—rewarding people after they have accomplished something. Since this reward is desirable, the employee with do whatever it takes to get that reward. Rewards can come in either positive or negative reinforcement. Positive reinforcement is rewarding a good behavior in order to encourage that behavior to continue. This could be giving an employee a raise, a bonus, promotion, recognition, extra vacation time and so forth. Just as rewards can be given for a job well done, punishment can be used as a motivator to change a particular behavior and discourage it from continuing. Negative reinforcement is a negative reaction to a behavior—implementing a punishment when that behavior is done and removing it when the behavior stops. Negative reinforcement would be extending working hours, requiring early or late meetings past the usual “go home time,” the removal of something pleasurable in the work environment and such. Decision-making and motivation are closely related because people will decide a behavior...
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