...to apply extrinsic motivators to affect their intrinsic motivators. Third, leaders have to lead by example to reinforce and evaluate team performance. The following describes a motivation plan for cautious and dominate type personalities based on the DiSC Assessment and the position of territory managers for DermaTran Health Solutions for members of Learning Team C. Territory Manager Position Description “DermaTran Health Solutions is a group of compounding pharmacies that specialize in the compounding topical pain creams based on a prescription from a physician” (DermTran Health Solutions Compounding Pharmacies, 2015). Territory Managers are sales people hired to increase market penetration of compounded topical creams. Successful, Territory Managers must develop relationships with physicians and physician assistants to explain the compounding benefits of topical creams to influence them to write prescriptions tailored to the patient’s treatment. Determining Values Territory Managers have high-risk jobs and endure several challenges, constant rejection, fear of job loss, and face bruises to their ego every day. They are sales people expected to perform at high levels of expectation. Logically, matching large compensation incentives to meet the challenges makes sense to motivate a sales team to increase business. However, managers have to determine what the real motivator is in relation to compensation or bonuses. In other words, the real motivator is identifying what...
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...theory I agree with Mr. Frederick Herzberg’s two factor theory 100% and without any shadow of a doubt. There is no way any small business or large company can succeed, grow and continue prosperity in the future without the two factors Herzberg theorized. The first of two factors believed by Herzberg is Hygiene factors; Hygiene factors are based on the need for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include company policy and administration, wages, salaries, and other financial remuneration, quality of supervision, quality of inter-personal relations, working conditions, and feelings of job security. The second factor believed by Herzberg is Motivator factors. Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors are status, opportunity for advancement, gaining recognition, responsibility, challenging and or stimulating work, and a sense of personal achievement & personal growth in a job. The need for a business to run efficiently is most importantly due to the whole Hygiene factor and the whole Motivator factor. I have not yet read a better theory on workplace motivation. Each and every other theory I’ve read: ERG theory by Clayton P....
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...enumerating or discussing all of Dr. McClelland’s contributions to the scientific community; rather my intent is to present a critique of his conceptualization of leadership, outline his theoretical grounding, and discuss the key features of his theories. Contributions McClelland’s contributions to leadership are centered on human motivation and how these motivations affect people in the managerial context. In 1961, he published “The Achieving Society” in which he identified three motivators that were common to everyone in varying degrees: 1) Achievement 2) Power 3) Affiliation (McClelland, 1977) According to McClelland, each of these motivators exists to varying degrees in each of us, and are learned, or socially developed. Individual action is to a significant degree driven by the combination of these attributes. In “The Achieve Society”, McClelland point out that in most cases people aren’t normally aware of what drives them, despite the fact that the combination of these motivators significantly impacts how they work with others and the types of roles that best suites them (McClelland, 1961). Achievement Achievement oriented people are driven to master complex challenges, to overcome goals, find solutions, and they enjoy positive feedback on their success. They are also highly motivated by standards of excellence, well-defined objectives, and clear roles. High achievement oriented people tend to set challenging goals for themselves and are more apt to take...
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...Intrinsic and extrinsic motivation Regis University Joseph Billman May 27, 2016 Intrinsic and extrinsic motivation Three phrases come to mind when I think of motivation, “Monday blues”, “hump day”, and “Thank God it’s Friday”. These phrases have a lack of motivation associated with them. All three phrases basically refer to looking forward to the end of the work week. We spend most of our lifetime working at our career, job, or our personal business. Positive motivation is important in both our professional and personal time during the day; it brings in happiness and health into our lives. Because we spend most of our time at work, I’m going to talk about the benefits of intrinsic and extrinsic motivation at our jobs. In the appendix of this paper is an article called, “The Impact of Intrinsic and Extrinsic Motivators on Employee Engagement in Information Organizations” by Rajesh Singh. This paper will go over a summary of the article and how the article relates to motivation. Additional references will be made from the text book, “Management” by Schermerhorn, J., & Bachrach, D., for a comparison and contrast to the article. Lastly, all the information presented in this paper will show how a manager could become a more effective leader in the 21st century. Let’s begin with a summary of the article Research study This is a research article that was conducted from St. John’s University in New York, within the division of Library and Information Science (LIS). Ninety-eight...
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...Skip to main content. Subscribe to the Houston Chronicle | Shopping | Classifieds | Obits | Place an Ad | La Voz Register | Sign In ------------------------------------------------- Top of Form Chron.com Local Directory Bottom of Form * Home * Local * US & World * Sports * Business * Entertainment * Lifestyle * Jobs * Cars * Real Estate Small Businessby Demand Media * Accounting & Bookkeeping| * Advertising & Marketing| * Business Communications & Etiquette| * Business Models & Organizational Structure| * Business Planning & Strategy| * Business Technology & Customer Support| * Business & Workplace Regulations| * Finances & Taxes * |More » 1. Small Business > 2. Managing Employees > 3. Jobs Dimensions of Job Satisfaction by Catherine Lovering, Demand Media Employees do not derive job satisfaction from high pay alone. In the 1950s, motivation theorist Frederick Herzberg divided the elements required for job satisfaction into two dimensions: hygiene and motivators. In short, the environment has to be positive and the job has to be a good fit. In the decades since Herzberg's study, employee surveys have confirmed employees' ownership of their jobs and tangible company benefits are as important to satisfaction as a big paycheck. Ads by Google Training Materials Soft skills training materials to teach soft...
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...Two Factors Theory | 7 | * Steps of motivating people (Herzberg) * McClelland’s Theory of needs | 8 | * Characteristics and Dominant Motivators table | 9 | * Steps for applying McClelland’s theory * Conclusion | 11 | * References | Definition Motivation, as Stephen Robbins and Timothy Judge defined it “the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.” It's the crucial element in setting and attaining goals, and research shows you can influence your own levels of motivation and self-control. Numerous researchers, psychologists, and professors in the early days developed theories concerning motivation and how it influences human-beings, including Abraham Maslow, Douglas McGregor, Frederick Herzberg, and David McClelland. Abraham Maslow’s Hierarchy of Needs One of the many interesting things Maslow noticed while he worked with monkeys early in his career was that some needs take precedence over others. For example, if you are hungry and thirsty, you will tend to try to take care of the thirst first. After all, you can do without food for weeks, but you can only do without water for a couple of days. Thirst is a stronger need than hunger. Maslow’s motivation theory which suggests five interdependent levels of basic human needs (motivators) that must be satisfied in a strict sequence starting with the lowest level. Physiological needs for survival (to stay alive and reproduce) and...
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...Unanswered Questions New Answers Q&A Categories Coupons Guides Sign In | Sign Up Home Search Settings Top Contributors Help Center English▼ Home Answers Answers.com > Wiki Answers > Categories > Business & Finance > What is motivation explain maslows theory of motivation? What is motivation explain maslows theory of motivation? In: Business & Finance, Human Behavior, Psychological Disciplines [Edit categories] Distance Learning MBAwww.regenesys.co.zaAchieve an exclusive MBA, or BBA through E-Learning 011 669 5000 Zimbabwe Classifiedswww.classifieds.co.zwproperty, cars, jobs, computers, dating, travel, hardware, furniture Ads Answer: Maslow's Theory of Motivation - Hierarchy of Needs In 1943, Dr. Abraham Maslow 's article "A Theory of Human Motivation " appeared in Psychological Review, which were further expanded upon in his book: Toward a Psychology of Being In this article, Abraham H. Maslow attempted to formulate a needs-based framework of human motivation and based upon his clinical experiences with people, rather than as did the prior psychology theories of his day from authors such as Freud and B.F. Skinner, which were largely theoretical or based upon animal behavior. From this theory of motivation, modern leaders and executive managers find means of motivation for the purposes of employee and workforce management. Abraham Maslow's book Motivation and Personality (1954), formally...
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...------------------------------------------------- ARABOPENUNIVERSITY ------------------------------------------------- FACULTY OF BUSINESS STUDIES T205B – SYSTEMS’ THINKING THEORY & PRACTICE ------------------------------------------------- 2012-2013 - Spring 2013 - SEMESTER II ------------------------------------------------- T205 B - TMA – Spring 2013 Please read these instructions carefully, and contact your tutor if you require any further clarifications. You should submit your completed assignment to your tutor to arrive no later than the cut-off Date (April 20 to 27, 2013) Please use standard A4 size paper for submitting the hard copy of your TMA. Your name, personal identifier, course and assignment numbers must appear at the top of each sheet. A soft copy of your TMA must be uploaded to the university moodle within the indicated cut-off date. The hard & soft copies must be identical. Please leave wide margins and space at the end of each sheet for tutor comments. It is better to use double spacing so that you can easily handwrite corrections to your drafts and tutors have space to include their feedback on the script. Start each question in the assignment on a new page. Any extended text should ideally be word-processed, but, diagrams and accompanying notes may be hand drawn and hand written and on an A4 paper. Completing and sending your assignments When you have completed your TMA...
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...|Title: DUMP THE CASH, LOAD ON THE PRAISE , By: Nelson, Bob, Personnel Journal, 00315745, Jul96, Vol. 75, Issue 7 | |Database: Business Source Elite | | | |Rewards That Motivate | | | |DUMP THE CASH, LOAD ON THE PRAISE | | | | | | | |An employee does a top-notch job with a tricky project and you want to acknowledge her hard work. So what's it going to be? A cash | |bonus? Author of "1001 Ways to Reward Employees" explains why this actually may demotivate and reinforce the idea that no dollars...
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...footprint as well. This forces organizations to tailor their method of doing business to a certain degree to the area in which they are doing business. Culture plays a large role in the motivational scheme, weather you look at America as a salad bowl or a melting pot the country has applied its own influences upon different ethnic groups as to what works for motivation and what will not. Knowing this now tells us that we must examine what works for the cultures in the purest sense on their original soil. This will not only help us in the sense of a global expansion, it will allow us a basis of comparison back at home as well. In recent years when someone mentions manufacturing, invariably China comes to mind. This manufacturing powerhouse boasts a labor base of almost 1.3 billion people. With a limited infrastructure they have been able to undercut most developed countries bids when it comes to manufactured goods. When it comes to motivation the strict structure of the government and more importantly Chinese culture come into play. It has been noted that while China focuses on moral motivators for the average worker, “that extreme reliance upon nonmaterial incentives causes morale and production to suffer” (Riskin, 1973). As the Chinese continue to advance their methods and infrastructure something else has happened. Riskin notes that the tenants of communism do not mix well with large scale business or as Edwin Reischauer stated “I think Mao or else people close to him...
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...Southwest Airlines’ Motivational Profile PSY/320 Southwest Airlines’ Motivational Profile According to Merriam-Webster (2011), the definition of motivation is “a motivating force, stimulus, or influence” (p. 1). Based on Johmarshall Reeve’s Understanding Motivation and Emotion, this definition is widely customary by many psychologists, but what psychologists cannot agree on is what causes motivation. In fact, this topic has been on a rollercoaster ride over many decades by gaining and losing popularity of psychologists. Keeping of this in mind, some of today’s top companies keep motivation near and dear to everything that they do. The chosen organization for this research is Southwest Airlines, and the following paragraphs will take a close look at the history of the organization, corporate culture, management, and the motivational strategies used. The History of Southwest Airlines When many people today think of flying in aircrafts, they do not realize that this mode of transportation started only 107 years ago with Wilbur and Orville Wright. Only 64 years later in 1967 Southwest Airlines, known as Air Southwest incorporated, and applied for license to fly (Southwest Airlines, 2011, p.1). 1971 Through 1981 Numerous legal battles with Continental Airlines and two other airlines at the time occurred in the Texas State Court and Texas Supreme Court from February 21, 1968 to June 17, 1971. The next day, June 18, 1971, marked the first day...
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...OF CONTENTS 1. Introduction 2. Types of motivation 3. Major theories of motivation 4. Importance of motivation 5. Benefits and effects of motivation 6. Conclusion 7. References 1. INTRODUCTION Competition between organizations is becoming more and more fierce. It requires organizations to operate efficiently while innovates effectively for the future. ‘Managers and leaders within those organizations cannot only be focused on the market success and profitability of each project, but they also need to motivate their employees in order to be profitable and successful.’[1] ‘Motivation is one of the most critical drivers in personal and business success. Without motivation, nothing gets done.’[2] ‘Motivation plays crucial role in achieving goals and business targets and is equally as important for companies that work in team-based environment and in a workplace comprised of people who work independently. It is very important to make sure that each employee's goals and values are aligned with the organization's mission and vision. That is major issue for creating and maintaining a high level of motivation, which often leads to higher productivity, improved quality of work and financial gain.’[3] ‘Motivation is the creation of stimuli, incentives, and working environments which enable people to perform to the best of their ability in pursuit of organizational success. Motivation is commonly viewed as the magic driver that enables managers...
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...Technology Vol.6, No.6 (2013), pp.187-194 http://dx.doi.org/10.14257/ijunesst.2013.6.6.17 E-Commerce or Internet Marketing: A Business Review from Indian Context D. K. Gangeshwer Department of Mathematics, Bhilai Institute of Technology (BIT), Durg, (C.G), INDIA dgangeshwar@yahoo.co.in Abstract This paper deals the conceptual knowledge of search engine marketing (SEM) or ecommerce, literature review, current and future aspects of e-commerce in Indian context. This paper discussed about the top motivator factors of shopping online. The present development would be a valuable addition to researcher and academicians; and useful theory for practitioners, advertisers, and entrepreneurs. Keywords: SEM, Online Marketing or E-commerce, Pay-per-click (PPC) 1. Introduction Khan and Mahapatra (2009) remarked that technology plays a vital role in improving the quality of services provided by the business units. One of the technologies which really brought information revolution in the society is Internet Technology and is rightly regarded as the third wave of revolution after agricultural and industrial revolution. The cutting edge for business today is e-Commerce. The effects of e-commerce are already appearing in all areas of business, from customer service to new product design. It facilitates new types of information based business processes for reaching and interacting with customers like online advertising and marketing, online order taking and online customer...
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...organization’s goals and objectives. A thorough and complete understanding of the employees motivational need has became important for the management in order to accomplish what employees expect from the organization in order to return what organization expect from them. Therefore it becomes clear from the researches that a motivated work-force is an instrument of success for full filling the needs of a rapidly changing work environment for both, the employees and the organization. It also becomes clear that a well- motivated workforce will eventually lead to the organization achieving its goals and objectives in a better an efficient manner. To serve this purpose of building a strong bond between the management and workforce, the role of the top management is very crucial in this respect. According to Carnige (1985), human capital is capable of playing a pivotal role compared to financial capital, in the effectiveness of the organization. In modern times people are believed to me a source of competitive advantage and carry more importance in...
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...IMPACT OF NON-MONETARY MOTIVATORS ON STAFF PERFORMANCE Positive impact According to the Merriam-Webster dictionary, motivation is one of the external and internal factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject or to make an effort attain a goal. Armstrong (2014), classifies motivation as strength and direction of behaviour and the factors that influence people to behave in certain ways. This section will illustrate the impact of non-monetary motivators on staff performance. Watson, (1994) admits that motivation is the number one problem that is facing modern business today. Non-monetary motivation is one of the most essential ways to motivate staff within an organisation. In many countries owners and top managers are using systems of motivation for staff. In the U.S.A. seventy five percent of organisations motivate staff with non-monetary motivators. This percentage reflects the importance and positive impact of motivation of employees.There are many types of non-monetary motivators and all of them have positive impacts on organisations. Douglas, E (2012) believes non-monetary awards may include: • Restaurant coupons • Relocation costs • Movie tickets • Recognition of birthdays • Free lunches, snacks, or beverages • Covered parking spaces • Outstanding employee plaques • Employee discounts • Tuition Reimbursement • Preferred office/classroom/team selection • Flex time • Job "swapping" ...
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