...Motivation is one of the most important factors shaping organizational productivity. Designing a motivational plan that encourages job satisfaction, low turnover, high productivity, and a high quality of work takes time and takes the right methods of implementation by management. The key to motivation is understanding, evaluating, and analyzing the attributes of each team members contribute to the work design and team layout of an organization. As an owner of a small manufacturing company, consisting of 50 employees in the following departments: Sales, Assembly, Technology, and Administration; our motivational plan, will be designed to integrate and function within these departments. The sales department will undergo new efforts in teamwork configuration and team building, directed by the administration department. Team building is a collaborative way to gather and analyze data to improve teamwork. Through motivation and teamwork improvement; to be effective, as the owner of this company need understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, motivating employees is arguably the most complex. The Administration department is the key player to motivating employees within all departments of the company; in return they will be compensated and rewarded as their own motivational drive. Adequate job selection and...
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...competitive market, organizations are often faced with increased competition from both domestic and foreign markets. To be able to stay competitive in order to attract and retain quality employees, it is imperative that organizations have a compensation package that is valuable to its employees and stakeholders. Although between employer and employee there is an exchange of money for labor, intrinsic motivation is also a driving force which empowers and uplifts the employee to accomplish the required tasks more effectively. Extrinsic rewards such as bonus and commission are tangible rewards that companies bestow on employees who achieve set levels of performance (Resnick, 2009). According to (Deci, 2000), intrinsic motivations are intangible rewards such as inspiration and job satisfaction that employees get from doing meaningful work and performing it well. Hence, it is critical for organizations to examine and have an in depth understanding of these effects towards employee's motivation. 2. Effects contributing to extrinsic rewards Extrinsic rewards are appreciation through compensation which an organization pays to its employees for better performance, commitment and efficiency at work (Muhammad Ehsan Malik, 2010). Extrinsic reward is highly related to company policies and administration, supervision, interpersonal relationships, working conditions, salary status and security (Herzberg, 2003) (Gkorezis, 2008). Other example of extrinsic rewards are financial rewards, training, promotion...
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...INTRODUCTION Over time, organizations have been looking for ways and strategies for improving performance. This includes a thorough study and analysis of both human and material resources in the organization. In looking at the human resources, there is needed to look at the behavioral patterns of employees at work. This will help an organization to be able to manage its human resources effectively. One of the elements to look at in the analysis of employee behaviour is motivation. Motivation is a key element in organizational behavior because employee needs to be motivated in order to exhibit an attitude or behavior that will help achieve the goals and objectives of the organization and thereby improve performance over time. This paper will attempt to examine motivation, its definition, theories and how it improves employee performance as a determinant for achieving organizational performance. MOTIVATION DEFINED Motivation is a psychological feature that arouses an organism to act towards a desired goal and elicits, controls, and sustains certain goal-directed behaviors. It can be considered a driving force; a psychological one that compels or reinforces an action toward a desired goal. For example, hunger is a motivation that elicits a desire to eat. Motivation is the purpose or psychological cause of an action (Schater 2011 as cited in Wikipedia). This is the process by which a person wants and chooses to act in a particular way (Maund, 2001:440) as cited in (Opu...
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...Using Motivation to Improve Performance Instructor Name: Dr. Tony Muscia February 16, 2016 Understanding what motivate employees can shed light on what makes employees work harder and who is committed to what. Motivation is defined as something inside people that drives them to action. Motivation varies depending on individual’s needs, values, goals, expectations and intentions. The sharing of knowledge is essential to the success of the organization. Employees that are not motivated are likely disengaged, produce low a quality of work, and have absenteeism. However when employees are motivated, they are creative, productive, and produce quality work. Leaders must learn their staff wants and needs and used different methods to motivate them. Many leaders implement contest, pay incentives, and performance appraisals in hopes to keep staff motivated. Motivation can be characterized into two categories: intrinsic motivation, which comes from the desire to work for the individual to work on something because it’s interesting, exciting, satisfying, and challenging and extrinsic motivation, which comes from the desire to obtain some outcomes that are separate from the work itself. Employees can be motivated by one or both factors. Intrinsic motivation occurs when employees perform for personal satisfaction. Employees that are motivated intrinsically enjoy their jobs and view it as an opportunity to learn and grow. Extrinsic motivation occurs when employees are motivated...
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... | |How to best reward employees? | | | | | |Yuling Zhang(19041245) | |2010/4/17 | |Understanding and Managing Organisations | Contents Contents 2 Introduction: 3 Total Reward and theories: 4 Intrinsic rewards more important: 5 The impacts of extrinsic rewards on intrinsic motivation: 6 Cognitive evaluation theory (CET) in motivational approach: 6 Self-perception theory in attributional approach 7 Behavioural approach: 7 Performance management, high performance working and reward strategy: 8 Other noteworthy points when rewarding: 9 Case study: 10 Conclusion: 11 Reference: 12 How to best reward the employees? Introduction: Given that people is...
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...motive develops an inclination for a particular behavior. In an organization context motivation is defined as the use of rewards and compensation to boost employee’s morale and satisfaction (Long, 2005). This action in the end increases performance and productivity of workers. Motivation can either be intrinsic or extrinsic. Extrinsic motivation or external motivation involves the use of tangible rewards to boost employee’s performance. Tangible rewards include pay and other salary benefits. Intrinsic motivation or internal motivation involves the use of intangible rewards to increase employee’s performance. Intangible rewards include safe working conditions, promotion, job titles, incentives and good working policies (Hiam, 2003). In this paper, therefore, my objective is to discuss how culture affects Herzberg’s theory of motivation the two-factor theory. In his 1959 motivation book, Fredrick Herzberg discusses the factors that lead to satisfaction and dissatisfaction in the workplaces. Herzberg was interested in knowing what pleases employees and what displeases them in their work environment. To conclude his study, Herzberg found that opposite of satisfaction is not dissatisfaction but demotivation (Sansone, 2000). He came up with a theory that he labeled two-factor theory that is the motivation- hygiene theory. He differentiated elements as either motivators or satisfiers. Motivating factors improve job satisfaction and employee’s morale. Satisfying factors act to prevent...
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...CHAPTER TWO REVIEW OF LITERATURE Introduction This chapter contains discussions on the theories of motivation in relation reward systems and motivation in organizations, rewards and productivity, empirical literature on rewards and performance, and the techniques available to managers to ensure desired organizational behavior. The crux of the literature will be on effective reward systems which end in motivation which then leads to job satisfaction. In addition, a conceptual framework for the study of motivation and job satisfaction in organizations is also discussed. Theories of motivation There are two theories of motivation. These are content theories of motivation and process theories of motivation. Content theories of motivation explain why people have different needs at different times. They are concerned with identifying what it is within individuals and the work environments that energize and sustain behavior. For the purpose of this research the content theories that would be covered are Maslow’s hierarchy of needs theory and Herzberg’s motivator-hygiene theory. Process theories, on the other hand, try to explain and describe the how behavior is energized, directed, sustained, and finally stopped. Process theories to be discussed in relation to this research would include Vroom’s expectancy theory and Adams’ equity theory. Content theories At one time, employees were considered just another input into the production of goods and services. What perhaps...
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...Study The performance of individuals, singly and collectively, in work situations is a primary concern for managers in organizations. The effective application of human resources to accomplish organizational objectives typically requires predictable performances of a given level (quantity and quality) from every organizational member. Theorists of both cognitive and a cognitive orientations agree that managers should give considerable emphasis to tying organizational rewards to performance on the job Hamner, 1974; Porter & Lawler, 1968). The assumption (often implicit) in these attempts to encourage increased performance is that there is an additive relationship between externally mediated rewards and rewards which arise out of task performance itself. Therefore, if either one or both types of reward outcomes can be increased, total motivation or performance behaviors can be increased. In the late 1940’s a psychology professor called Harry F. Harlow (Harlow, Harlow & Meyer 1950) conducted one of the first true intrinsic motivational experiments ever performed, using a simple puzzle where a rhesus monkey needed to perform 3 simple tasks in a specific row to complete it. A simple task for a human, but a much more complex task for a little monkey. The experiment was performed on 12 primates over a 3-week period. Almost immediately the monkeys were able to solve the puzzle and they continued to solve it every time they were near it, without receiving any kind of rewards or recognition...
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...increase the profits of the firm. Additional employees need to be hired and the morale of the current employees needs to be lifted. The following strategies will be employed to help motivate our workforce and keep our strategic advantage. Performance Management System To implement an effective performance management system training and performance are two key aspects of any business, company, or organization. Proper training provides individuals with the knowledge, skills, and abilities to successfully perform their job duties collectively. Performance management is the achievement of performance through the effective management of people and the environment in which they operate. Performance management is the core of the organization; it is both strategic and tactical. Performance management structures and sets achievable goals for the organizations and develops competence and capability to achieve the goals set forth. To implement an effective and concise performance plan within the organization requires tactical measures of creating an environment in which individuals are motivated and excited to excel. This process would involve managing working relationships, setting clear objectives and goals, improving communicable methods, accountability, retention and creativity within...
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...response he or she eats and diminishes feelings of hunger. Motivation- the concept According to Webster’s New Collegiate Dictionary, a motive is “something (a need or desire) that causes a person to act.” Motivate, in turn means “to provide with a motive,” and motivation is defined as “the act or process of motivating.” Thus motivation is the act or process of providing motive that causes a person to take some action. In most cases motivation comes from some need that leads to behavior that results in some type of reward when the need is fulfilled. Rewards Rewards can take two forms. They can either intrinsic/internal rewards or extrinsic/external rewards. Intrinsic rewards are derived from within the individual. For a healthcare employee this could mean taking pride and feeling good about a job well done (e.g. providing excellent patient care). Extrinsic rewards pertain to rewards that are given by another person, such as a healthcare organization giving bonuses to teams of workers when quality and patient satisfaction are demonstrated to be exceptional. Senior Managers Senior Manager is a title given in a large company with a perceived need for additional levels in its management structure. In a hierarchy, Senior Manager falls between Manager and General Manger. The Senior Manager, like all managers, is responsible for planning and directing the work of a group of individuals,...
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...goal (Bell, 2015). Organizations are continuously seeking new ways to motivate. Continuous employee train is crucial to organizations to adapt to the changing demands, and reaching their common goal. Each employee is unique thus they are motivated differently. Nuclear generating stations face the challenge of motivating their employees toward being receptive and open to change. It is important all organizations communicate clearly what is expected, recognize the needs of its employees, and develop mechanisms to address those needs (Madsen, 2006). Some organizations began again to look at Maslow’s views on individual needs, providing an encouraging learning environment, and assisting individuals in reaching their potential by learning and changing to improve their performance (Madsen, 2006). This paper will examine motivational strategies effects on productivity, organizational efforts, improved performance, resistance of employees to increasing productivity and the managements philosophy of motivation, and close with analyzing the implications of applying new motivational theories in nuclear power stations. Organizational Efforts and Improved Performance There are two main types of motivation intrinsic and extrinsic. Intrinsic motivation involves engaging in behavior because it is personally rewarding; essentially, performing an activity because it is pleasurable, or develops a certain skill rather than the desire for an external reward (Cherry, 2015). Extrinsic motivation occurs...
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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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...Title | Findings | Sabbaticals and Employee Motivation: Benefits, Concerns and Implication | There are some suggestions about the business researchers and practitioners should be study the literature on “360-degree feedback”and evaluation research or may can develop somecomprehensive survey instruments and objective measures regarding the use of sabbaticals. Besides that, there are also needs to establish reliability, validity, and measurement invariance. Finding shows that may have to develop a comprehensive theoretical model which involved question of what, how, why, who, where, and when and also test the model empiricallyin the literature. | An examination of a Factor Structure and Scale Reliability of the Work Motivation Scale, the Motivation Sources Inventory | Some weaknesses of the MSI are lack of research and development on the meta-theory of Leonard et al.’s (1999). To promote further research in this area, may can be re-examination and possible refinement of the MSI or development of an alternative instrument.. | Motivation Levels of Mis Managers Versus Those of their employees | The degree of MIS personnel are found that different from their management peers in other parts of the company. MIS managers may can consider some action to reduces the negative effects among differences. MIS management had existed a very healthy motivational environment. Try to pay some attention with a reasonable expectation of rapid resolutions on the problems. | HDM Modeling as a...
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...Employee performance -vs- reward system GM591 Leadership and Organizational Behavior Professor Vicki Boone Chartis Insurance is a world leader in insurance who can trace their roots back 90 years when an American entrepreneur named C.V. Starr founded Chartis. What began as a small insurance business grew to become one of the world’s largest companies. Their fundamental strength lies in the 40,000 employees who service more than 70 million clients around the world. Chartis delivers commercial and personal insurance though hundreds of innovative products and services. Commercial Insurance’s products and services are provided to the full spectrum of enterprises from all around the world, from large, multinational, and mid-sized companies to small business, entrepreneurs, and non-profit organizations. Chartis Insurance serves commercial, institutional and individual customers through extensive property-casualty and life insurance networks. Chartis Insurance operates through five (four core and one non-core) divisions: life insurance and retirement services, general insurance, financial services, asset management, and other operations. By the end of 2007 Chartis Insurance had assets of approximately $1 trillion, $110 billion in annual revenues, 74 million customers and 116,000 employees in 130 countries and jurisdictions. (About Us) Within Chartis Insurance I am currently a Foreign Casualty Insurance Underwriter. I protect individuals and/or organizations from financial...
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...Technology and Motivation: are we able to measure its interaction? Tecnología y Motivación: ¿somos capaces de medir su interacción? Vicente Antonio López Rodríguez & Antonio Hidalgo Nuchera Departamento de Ingeniería de Organización, Administración de Empresas y Estadística Escuela Técnica Superior de Ingenieros Industriales Universidad Politécnica de Madrid vlopezr@etsii.upm.es; ahidalgo@etsii.upm.es Abstract Taking into consideration that work motivation can be enhanced not only by increasing the levels of responsibility, meaningfulness and feedback that are built into job (intrinsic motivation), but also by improving the workers relationships, the working conditions, and the incentives (extrinsic motivation), four groups of concrete motivators have been introduced in our motivational model. For these groups of concrete motivators, a number of core dimensions have been derived, measured and evaluated given us the opportunity to establish the relationship, in terms of indicators, between the installed technology and the motivation it inspires. There have been carried out two applications of the proposed model: one in the conditions of a university in Cuba and the other in several Mexican institutions. The results obtained show the validity of the model for determining the motivational quality of working environments. Resumen Tomando en consideración que la motivación en el trabajo puede mejorarse no solamente por el incremento de los niveles de responsabilidad...
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