...Technology February 19, 2012 TABLE OF CONTENTS Introduction………………………………………………………………………………….3 Understanding the concept of motivation………………………………………………4 Assessing your approach to employee motivation 5 Identifying manager's role in motivation process6 Applying motivational techniques7 Use appropriate methods of reinforcement.7 Provide people with flexibility and choice…………………………………………….8 Encourage employees to set their own goals and objectives………………………8 Have a flexible management style…………………………………………………….8 Provide immediate and relevant feedback that will help employees improve their performance in the future……………………………………………………………....8 Establish a climate of trust and open communication……………………………….9 Demonstrate your own motivation through behavior and attitude…………………9 Conclusions and Recommendations………………………………………………………10 References……………………………………………………………………………………11 INTRODUCTION Motivation is defined as the willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual needs. Motivation is necessary element and the most crucial aspect in achieving goals in the organization. When people get motivated, they will put more effort and try harder on what they doing to achieve better goals. Today, most companies and organizations want to know how to motivate employees in the workplace, so they can work with the zest and increase efficiency and productivity. Moreover...
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...All business managers with employees at some point in the business life cycle select, retain, and motivate employees. Where many managers go wrong is that they don’t look at the unique personalities and behaviours of certain employees, they must understand that different employees will be best suited into different positions and that these employees will all be best retained and motivated in different ways. The dictionary defines management as “the act or art of managing: the conducting or supervising of something (as a business)” (dictionary.com). Although this helps define a manager it is far from helping to define a good manager. Good managers have strong qualities in different aspects of the management system and they do great jobs selecting, retaining, and motivating different employees of different personalities. An organization consists of one or more employees who perform various different tasks within the organization. The relationships between the employees working and the tasks performed must be structured so that the organization can achieve its strategic goals in an efficient and effective manner with a motivated and engaged workforce. There are many different ways for a manager to ensure and promote a motivated and engaged workforce, this starts with the selection process and ensuring that the proper employees are selected for the positions in which they best belong. There are many ways to distribute work among employees and ensuring that work is distributed effectively...
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...jobs that motivate," nd). There are five important job dimensions, skill variety, task identity, task significance, autonomy, and feedback ("Designing jobs that motivate," nd). A learning organization is one where employees continually expand their abilities to create desired results (Smith, 2001). Designing jobs must start with the review of information views. Systems thinking are the theoretical framework which provides information to help understand factors that are involved in change allowing for clearer understanding of how to facilitate the process (Smith, 2001). With organizations facing falling reimbursements and climbing costs for services, they face the hard decision of doing more for less. Process of Job Design The redesign of an organization has several steps. The first step in the organization design process is designing principles that would be applied to certain situations ("Application of principles," nd). The ideas surrounding the first step are skills, abilities, needs, and motivation. The design team will help to formulate an acceptable model of the employee behavior ("Application of principles," nd). Job enlargement is when the number of tasks that an employee performs is increased. However, the tasks are kept at the same level of difficulty and responsibility ("Designing jobs that motivate," nd). They theory with job enlargement is you can reduce boredom by giving employees a larger variety of jobs to be done ("Designing jobs that motivate," nd)...
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...motivated in order to motivate others: A person cannot expect to motivate others if he/she is not individually motivated. To successfully evaluate what is needed to motivate others, it is pertinent to consider the type of person that might motivate you. Is this the type of person that might arrive before anyone else, who is enthusiastic, positive, always has some sort of good news to pass on, is loyal to the group, and leads by example? As a member of a group, each person cannot expect to move the other members of the group to be motivated if he/she not motivated him/herself. If in a group dynamic, there is not a single individual that has motivation to perform or to complete the purpose of the group, that group is destined to fail. Richard Denney states in his book, Motivate to Win, that “if you want to motivate another person, you have to be motivated yourself.” 2. Motivation requires a goal: Without a specific goal in mind, it is impossible for a group or team to be motivated. Although they might feel motivated, without a specific reason for working or something they are working towards, their motivation serves little purpose. Richard Denney points out that although this may seem like common sense, it is common sense that is not commonly recognized. He also points out that motivation is about striving towards the future and without a goal, there is no purpose. As an example, consider a team sport where there is no competition or league that they can be a part of. What motivation...
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...Sport Staff Motivation Is Staff Motivation part of the Organisational Culture at Queen’s Sport? Do management of Queen’s Sport understand the factors which motivate their employees? By Frank McCusker January 2012 Table of Contents 1. Introduction and Literature Review 1. Introduction 2. Literature Review 2. Research into Staff Motivation at Queen’s Sport 1. Is there a culture of staff motivation within Queen’s Sport management? 2. Do employees recognise the importance staff motivation and do they believe there is a culture of staff motivation at Queen’s Sport? 3. What motivates Queen’s Sport employees to work? 4. Do management recognise the key motivating factors affecting their staff? 3. Results and Linked Theory 4. Conclusions 5. Bibliography 6. Appendices 1. Introduction and Literature Review 1.1 Introduction Ensuring staff are motivated is a fundamental objective of any organisation, and should be firmly cemented within the management culture of that organisation. Wiley (1997) points out that in order to improve productivity employers must understand what it is that motivates their employees. In today’s challenging economic climate organisations more than ever are being asked to perform to a high level whilst shackled by budgetary...
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...behind each leader you'll find something equally powerful: a company culture that motivates people to work hard and stay with the business. As long as you have a business, you have a company culture. Instead of leaving it to grow on its own, you can nurture it and make it into something that will breed loyalty and motivation. Creating a strong culture — one of fun, sharing, collaboration, and connection — can be done in five simple steps, according to Carol Skube, a Minneapolis-based human resources consultant. Step 1: Understand A strong culture is founded on more than just paid lunches or personalized parking spaces. Great leaders understand what is important to their employees. As a business leader, developing a strong company culture starts when you take steps to find out what motivates the people who work for you. The process of understanding starts with communication. Talk to your employees to find out what you both expect from the job, Skube says. This will help you clarify your expectations of your staff and, in turn, help you learn what motivates them. It will also send a message to your staff that collaboration and communication are important to your company. As you talk to your employees, you also will learn what's important to them. This understanding will help you build a culture of fun and sharing that is appropriate for your company, rather than one based on your idea of what people might enjoy. Step 2: Take action Once you've taken the time to understand...
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...common goal. Using incentives to motivate team participation will increase team effort. Good leadership skills is having the ability to motivate, bring people together, have an open mind and put your personal biases aside. A true leader must have a vision of the future for the organization and its members. In the article Motivating Interdependent Teams: Individual Rewards, Shared Rewards, or Something in Between? talks about how the motivation process in teams does not receive much attention. To motivate team members, managers need to find ways to motivate both the individual effort and the skillfulness of the individuals various expertise. This article suggests that when managers increase effort in one area that other areas the attention may be reduced. The use of incentives is the most commonly used tool to motivate team participation. When team members are rewarded you will see more effort put into the attainable goals. This article conducted a study and focused on hybrid rewards as a secondary bonus. “In teams with high levels of task interdependence, hybrid reward structures should act simultaneously as both discretionary and ambient stimuli. Such structures allow organizations to direct the focus of attentional and motivational resources of team members toward both their own effort and their team responsibilities. The cooperative aspect of hybrid rewards serves as an ambient stimulus that motivates effective team action...
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...Characteristics of Successful Online Learners Todd Manley Learning online offers the student flexibility and convenience of leaning at their own pace as well as on their own schedule. Meeting deadlines may depend on the learning style of the online student. There are several different learning styles to understand, including what may motivate the student to learn. By understanding the characteristics of the student and understanding what motivates the learner will help the student achieve great success as a online learner. Online learning is most suitable for the learner who communicates well through writing and has good self discipline (Illinois Online Network, 2007). Learning styles are defined a a set of characteristics which make learning effective for a individual (Honisfeld & Dunn, 2006). By understanding the different learning styles this will help you excel as a online learner. Some of the different characteristics a online learner will display during their studies may vary from student to student. Visual learners will use images, pictures, or graphs in order to visualize the content they are learning. They are more likely to learn by making graphs or pictures or by reading and re-reading the content that is given to them. Visual learners also will excel when given constant updates on their progress. Tactual learners are more of the emotional learner. This learner may rely on friends or classmates to see how they feel about the task at hand....
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...just think of the performance and results you could deliver! Teams only perform like this if their managers are motivating them effectively. This is why you need to be able to motivate your team if you want to create a productive work environment. By combining good motivational practices with meaningful work, the setting of performance goals, and use of an effective reward system, you can establish the kind of atmosphere and culture that you need to excel. The better you are able to link these factors together, the higher the motivation levels of your team are likely to be. That's a win-win for you, them, and the organization. The interactive motivational skills quiz in this article helps you identify the aspects of team motivation that you can improve. From there you will be directed to specific tools that will help you improve your motivation skills. Providing Productive and Challenging Work The first step in building a highly motivated team is providing interesting work, which is well organized to meet the needs and desires of team members. No matter how self-motivated a person is, how challenging the goals he or she sets, or how wonderful the rewards, if the work is badly designed, it will be hard to motivate people and work will be less than ideal. Effective motivators understand that work design has a strong impact on performance. When a person finds a job inherently unsatisfying, there's not much you can do to motivate him or her. Job design and enrichment combine...
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...continues to evolve in today’s society and manager’s today are facing many new challenges that did not exist before when they are looking to motivate their employees. Historically, monetary incentives and gains were the best ways at making employees loyal. If you offered a person a good salary at their position with a promise of job security and the potential for progression through the company, you could get the work quality and efficiency that was necessary. However, today’s employees are a bit more complicated than that. When looking to motivate an employee in today’s workforce, taking into effect their personal morals and values may be just as important as any monetary gain you can offer them. Before you can motivate an employee, you must take time to find out what it is they are looking for while working for your company. Motivating employees to work to the best of their abilities is a key element to a successful company, and taking the time to ensure every employee is motivated is essential. Employee motivation will always be a difficult task, however the process of employee motivation has definitely evolved over time. The challenge now is to drop the mindset that money will always be the answer to employee frustration, managers must become more creative in their approaches to motivation. Before focusing on what needs to be done to motivate employees today, a manager needs to understand the concept of motivation and how it is applied in the workplace. Motivation is the driving...
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...organization is motivation, how does it work, when to apply and to whom they should apply on. Motivation reflects how innovative and productive things get done within work organizations. Since motivation influences productivity supervisors need to understand what motivates employees to reach peak performance. Managers need know how to motivate other people in order to work more efficient. There are numerous ways to motivate a team of employees and there are certain parameters that are needed to implement these techniques. In this paper I will be describing three techniques used in today’s growing economy and how they are used: the two-factor theory, the equity theory and the goal setting theory. There are several ways to motivate employees but these are my top three choices. The two-factor theory is widely used in today’s business’. This theory is based on the likes and dislikes of the employees. The first being satisfier factors, which what the employee like about his job. Tthe second being hygiene factor, which the employee doesn’t like about their job. With both of these theories an employer can focus in on what policies are needed and/or revamped. According to Frederick Herzberg these theories focus in on what the employee takes from his job and then gives back. It focuses in on positive reinforcement by likes and dislikes of the employee. Many have critized this theory because of it ways in on method bound and sometimes difficulty to replicate. It gives the employee...
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...Nicole Nielsen Article 2 Seminar 1 Language and cultural differences interact with the manager's ability to motivate the employee (i.e., motivate through reinforcement). For example, managers need to reinforce the desired behavior to motivate the employees. Most of the time, positively reinforcing behavior is a simple matter: Just notice that the worker is doing what you want and praise him or her for it. When it comes to motivating across cultural boundaries, however, this step becomes a bit trickier. For one thing, behaviors such as expressing problems or admitting lack of understanding can be difficult to reinforce because there is the temptation to "shoot the messenger." It is, for example, understandably difficult for managers to bring themselves to praise the worker who arrives bearing news of a missed deadline or a broken piece of equipment. Even though it isn't easy, try to distance yourself from the problems long enough to praise the worker for keeping you informed and to encourage him or her to continue to do so. Another problem with reinforcement is the danger of taking certain behaviors for granted. American managers, for example, may not realize how difficult it is for a non-native speaker to sustain the speaking of English in the workplace and, therefore, fail to compliment them on that effort. Try to be aware of behaviors that are easy for you, but difficult for others. People are different, but they all respond -- each and every one of them -- to a kind word...
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...1.0 Background of Company British American Tobacco (BAT) is the world’s second largest quoted tobacco group by global market share, with brands sold in around 180 markets. With more than 200 brands in their portfolio, they make the cigarette chosen by one in eight of the world’s one billion adult smokers. They hold robust market positions in each of their regions and have leadership in more than 50 markets. In 2011, their subsidiary companies sold 705 billion cigarettes. In the same year, their subsidiaries enabled governments worldwide to gather more than £30 billion in taxes, including excise duty on their products, almost nine times the Group’s profit after tax. BAT has sustained a significant global presence for over 100 years. BAT was founded in 1902 and by 1912 had become one of the world’s top dozen companies by market capitalisation. They have 46 cigarette factories in 39 countries and employ more than 55 000 people worldwide. Their workforce is strongly multi-cultural and they have a devolved structure, where each local company has a wide freedom of action and responsibility for its operations. Decisions are made as close as possible to the local stakeholders of each business, within a framework of principles, standards, policies, strategies and delegated authorities. BAT believes that because their products pose risks to health, it is all the more important to manage their business responsibly. Responsibility is an integral part of their strategy and through...
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... 2013). From the question Steward asked; “did you see how well this was done?” you can tell that Steward had a goal setting state of mind (Kreitner & Kinter, 2013, p. 262). By inquiring she might have been empowering workers to learn the correct way...
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...Leadership and Motivation I work for a company called Roche Constructors Inc. It is a General contracting firm that is based in Greeley, CO. Founded in 1971 by Patrick T. Roche, the company has grown to add regional offices in Las Vegas, Nevada (established in 1986) and Westminster, Colorado (established in 2001). My current title is a Project Engineer. I have held that position for approximately 1yr. During that time I have built a 280,000 square ft. grocery store and worked on business development and customer follow up in the Dallas and Houston markets. Roche is consistently ranked in the top 25 of retail General Contractors in the US and has begun branching out into other sectors of construction including education, public works and industrial projects. The main markets for this organization include Colorado, Las Vegas area and recently Texas with large grocery store chains. The company focuses most of its efforts on retail education; industrial, manufacturing, and warehousing. I started with the company 1 year ago with the title of Project Engineer which can also stand for Assistant Superintendent. The first project I worked on was the construction of a Tom Thumb grocery store in Flower Mound, TX which had its grand opening on October 31 2012. Since then I have had the chance to help with project development and to oversee small projects in the Dallas and Houston markets. In commercial construction there is a different organizational structure than most other...
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