...shutterstock_141144724You signed up for a fitness class at the gym so you could lose five pounds, took it diligently and dropped the weight. Your sister signed up for the same fitness class, took it sparingly, and then dropped the class without losing any weight. What motivated you to go to the class each time, participate in the class, follow through with your fitness plan and lose the weight? And why wasn’t your sister motivated to do the same? (If you find YOU can’t get motivated, learn how in our Motivation Booster class, which teaches students techniques for getting – and staying – motivated!) What Are Theories of Motivation? Theories of motivation try to explain why people do the things they do. What makes one person more motivated than the next to accomplish the same goal? Where does the motivation come from? Is your reward something you can touch, or is it something you feel inside? (If you can’t find the motivation at all and you find yourself constantly negating your abilities, it might be time to take Motivation to Dream Bigger, which will teach you how to monitor the negative self chatter. Oftentimes our motivation to do something – run a marathon, read a particular book, attend church, eat dinner – depends on a specific situation. For example, eating, many times, happens because we are hungry. In most instances we don’t get ‘rewarded’ for eating. We don’t win a medal when we finish our meal at the end of the day – unless, of course, our ‘medal’...
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...“rigid rankings hinder the teamwork and risk-taking necessary for innovation (Ivancevich, Konopaske, Matteson, 2011).” That being said many companies used the described ranking systems to evaluate their employees, putting them against each other and some even lead to firing of low performers. A performance review is supposed to be a time to reflect on how an employee has or has not fulfilled the expectations of the manager and the individual goals that were set. In this case analysis, the technique of rank of employees by General electrical (G.E.) and Yahoo! are looked at. Both companies have used ranking scales and are now looking for a more innovative style to rank employees but still foster a motivational atmosphere. In the past, G.E. has used a 20/70/10 split (top 20 percent, the middle 70 percent, and the low-performing 10 percent) which required managers to place employees into one of the three groups hence comparing employees against one another (Ivancevich, Konopaske, Matteson, 2011). The managers rank employees against each other and then use the ranking to determine who receives a raise, bonus, promotions, and sometimes who gets fired. Forced ranking allows the top-ranked employees to be rewarded for their hard work. Yahoo! used a similar ranking system but compared employees against a standard, not against each other (Ivancevich et al., 2011). The importance of rank is what determines any extra compensation that the employee receives. A study done by Steve Scullen, an associate...
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...Motivational Methods HCS/325 Health Care Management Hanna Matayaho August 22, 201 Motivation is a key element in the workplace and it is very important to know the basic theories methods and application because it is something that unavoidable all for us will come up within our working environment. It is necessary skill for a future. The main question facing managers in a 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...
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...a successful business or not. Producing good results is a direct result of good or bad management. If a manger has bad management style it will show in the negative results produced by his or her team. However, if a manager has good management techniques then it will produce positive results from the team. Having a good management style is not an easy thing to obtain and can be difficult for many managers. In an article called “Creating an Environment for Your Team to Strive” by Esteban Quiros, the reader is introduced to a new and innovative way of thinking and managing. In this article, Quiros the most important component of management is communication. There are many things surrounding communication, however, the main focus of any manager should be communication. As the author points out, every manager should be able and willing to communicate with every single person on their team. Managers need to be aware of the needs and capabilities of their team. “Success as a leader depends on your ability to enable your team to reach objectives and to motivate them to win”. In this quote from the text, Quiros is telling us that managers must be able to motivate the people they are managing. They must be able to want to do well at their job. In order to do so the author explains several different ways of doing this. f The other part of ways that a manger can motivate is through observing. A manager who simply sits in his office and does not observe the work or his team, is a...
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...harder when there are incentives at stake, but many scholars question this premise. Alfie Kohn has long suggested that workers are “punished by rewards” and urges that organizations avoid tying rewards to performance because of the negative consequences that can result. As an alternative to rewards, some experts recommend that managers foster a positive, upbeat work environment in hopes that enthusiasm will translate into motivation. Although rewards can be motivating, they can reduce employees’ intrinsic interest in the tasks they are doing. Along these lines, Mark Lepper of Stanford University found that children rewarded for drawing with felt-tip pens no longer wished to use the pens at all when rewards were removed, whereas children who were not rewarded for using the pens were eager to use them. And neuroimaging researchers at Cal Tech found that when incentives reached a certain threshold, the brain’s reward center began to shut down and people became distracted. According to Vikram Chib, the lead researcher on the project, people begin to worry about losing the carrot when the stakes get too high, which leads to failure. Rewards can also lead to misbehavior by workers. Psychologist Edward Deci notes, “Once you start making people’s rewards dependent on outcomes rather than behaviors, the evidence is people will take the shortest route to those outcomes.” Consider factory workers paid purely based on the number of units they produce. Because only quantity is rewarded...
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...Increasing Employee Retention via Employee Motivation Case Study: - Sambian Partners In Partial Fulfillment of Requirement For MGT510 - Managerial Communication Skills Dr. Troy Rawlins Sullivan University September 6, 2014 By: Tanmoy Gangolli Executive Summary For a company to succeed, its key focus should be on its employees. Employees are the most important part of any company, and keeping them happy and motivated must be a priority for the senior management. I am reminded of a quote by John Maxwell, “Leaders must be close enough to relate to others, but far enough ahead to motivate them.” For Sambian Partners (SP), an established architecture and engineering firm started its journey around the late 1970s. The company was successful, but over the years they started to lose its top talent to its competition. The goal of this proposal is to provide insight into the primary cause behind the high turnover rate at SP and to offer recommendations based on available research. Increasing Employee Retention via Employee Motivation Introduction: ------------------------------------------------- Started in 1975, by Mr. Gasbarian, now run by his daughter Helen. ------------------------------------------------- Sambian Partners (SP) was a top notch architecture and engineering firm. In 1975, Peter Gasbarian founded Sambian, an architecture and engineering firm. To compete with its top competitor J&N, Mr. Gasbarian hired young talent by luring them in with...
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...leadership 2-Adaptives leadership 3-Creativity leadership DYNAMICS LEADERSHIP:- In dynamics leadership some bodies has attractive character, therefore leadership attraction force to do changing the encourage to the other peoples. this type of leadership have a capability to see the large view of a next time to come as well as hard and solid brain,(e.g,Margaret Thatcher,Bill Clinton,Nelson Mandela). ADAPTOR LEADERSHIP:- The adaptor leadership incontestability, adaptor leadership attractive like a value stock nor are they looking broad-mindedly to every conditions; that why their brain let down of a moral force. this is the main weakness of the adaptor leadership. CREATIVITY LEADERSHIP:- The creativity...
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...only outcomes * Maximizers vs. Satisficers * Maximizers – 20% higher salary * Maximizers less successful * less satisfied with outcomes * more negative emotions during search * Maximizers tend to do better but feel worse than satisficers * ex: Silver medal in Olympics * Maximizers at greater risk of escalating commitment * Irrationality * Often can not articulate why we make decisions * ex: Predicting double faults * when asked to justify, they do not really know but may give an answer * Irrationality is unconscious * people’s decisions are also shaped by factors outside of their conscious awareness * Role of priming * requests – providing a reason gives greater compliance * the word “because” has an automatic reaction * ex: copier * annoyance with apology has same results as no annoyance * phone call interruption example with $5 * we think we are aware of why we...
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...employee turnover can have a severe impact on your business, both financially and emotionally. If you suspect that turnover is an issue for your business, you should take steps to recognize possible causes of turnover, measure your turnover rate, determine turnover costs, and then address your turnover problems. Related ContentIs Your Employee Morale Suffering? Improving Employee Morale and Motivation Providing Employee Fringe Benefits Can Increase Job Satisfaction and Performance How to Determine How Much to Pay Your Employees Workplace Rules Protect Your Business and Maintain a Positive Employee Environment Read more about Managing the Workplace »A high employee turnover rate, the rate at which employees leave a business, can affect the bottom line of businesses of all sizes. However, the negative effect on small businesses can be particularly harsh due to limited resources and the investment in employees. Because employees who are satisfied with their jobs generally don't give them up, high turnover is usually indicative of a problem. That's not to say that every employee who leaves your company is unsatisfied — after all, some will retire, leave town, quit because of family circumstances, desire to change professions, or even start a business of their own. But if you have a lot of turnover and you're losing good employees, you may want to give some thought to the possibility that the cause of high employee turnover in your business is a morale problem. Causes of...
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...------------------------------------------------- Top of Form Case: Texas Roadhouse Won’t Scrimp on Making Employees Happy In: Business and Management Case: Texas Roadhouse Won’t Scrimp on Making Employees Happy “If we take care of our employees, they will take care of our customers” is a common phrase. In your experience, is it actually practiced or is it just a cliché on the wall? Discuss the implications of your answer. Solution: The above phrase holds true in today’s competitive world and is actually practiced, where the focus is on the customer. The phrase is very much applicable for the service-oriented companies, where employees play a huge role in the success of the company. It is believed that employee job satisfaction is directly related to customer satisfaction. The management should take decisions and develop measures to increase the motivation of its employees to serve their customers better. An employee can increase the service quality through five important dimensions, namely, discussed as below: Reliability: The ability of the employees to deliver the promised service to the customer, in promised time and error free transactions, would increase the customer base and boost sales. Assurance: The politeness, knowledge and courtesy of the employees towards customers, in dealing with the products sales and after-sales service, builds a huge amount of trust and confidence. Tangibles: The personality and well-dressed attire of employees, attractive and simple facilities, that are easy to understand, attracts...
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...the issue of employee retention? Explain why they could be problems. When an organization loses employees, they also lose skills, experience and corporate memory. The magnitude and nature of these losses can be critical problems for and organization. It is no doubt that over the years, the employment relationship has undergone a number of changes that impact attraction, motivation and retention of talented employees. This has brought to the forefront the need to understand the individual/organizational relationship, namely the psychological contract. This is the employee’s interpretations and evaluation of their deal with the organization (Dietz, 2009). Past research has shown that in order for retention management to be effective, the employee’s and the organization’s expectation must be in line. Also job satisfaction, loyalty, and commitment can cause problems in relation to employee retention. Employees are no longer looking to work for one place for the rest of their life and make an average wage. They are always looking for ways to advance in their careers. If these needs are not met by the organizations, this will lead to turnover. Individual employee performance can also lead to problems in retention. Motivation is the key. When employees have insufficient support to get tasks accomplished, their level of motivation declines. This problem can be due to lack of resources and adequate training. All and all employees simply want to be empowered to do a good...
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...sociology, psychology, communication, and management. Organization Behavior Practice is designed to help manager better understand work out come (job satisfaction, learning, and commitment). Organizational Behavior Practice helps a manager better understand work behavior, perceptions, personalities, motivation, and attuide. When Organization behavior Practice is used it will give the manager a better understanding on a lot of different area when it comes to work behavior, and why an employee might be acting a certain way. Where I have seen Organizational Behavior Practice used (Question 1) I have seen Organizational Behavior Practice used before when I worked for Production Line. There was a problem going on with the employee performance and everyone was starting to get very negative, which was affecting the work they were doing. Our totals were going down along with the speed of quality of boards coming out. The management wanted to know what was going on with the changes in motivation, and the attuide of the employee, so they went over the things that had changed started asking question to employee. Changed their management styles to where they showed more empathy towards the employees. They started to be more understanding to what the employee were feeling. When the...
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...Management Theories and Principles The Enthusiastic Employee: How Companies Profit by Giving Workers What They Want, by David Sirota, Louis A. Mischkind, and Michael I. Meltzer Worker motivation, morale, and performance are the main topic of the first two chapters of the text and the authors provide examples, quotations, and research data that explains what workers want from a job and what makes them enthusiastic about coming to work. The three primary sets of goals are; equity (the desire to be treated fairly and equally), achievement, and camaraderie. * Equity: or the desire to be treated fairly. Here, the authors discuss important concerns like job security, compensation, and respect. Everyone wants to be securing in his/her job, earn a decent wage, and be treated in a professional manner. This part of the literature investigates just how important compensation really is to job satisfaction and what level of trade-off employees are willing to accept in terms of income in order to gain more job security. * Achievement: The purpose and mission of a company, the annoyances caused by layers of management, the desire to have challenging work, and the importance of recognition for a job well done. The consensus among workers is clear: They not only want to be treated with respect and earn a decent living, they also want to work for a company they feel proud of and perform a task that is challenging and rewarding. * Camaraderie: Or employee relationships...
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...employee has steps they need to fulfill in order to advance. The first step, basic needs, include air conditioning, salary and any other basic necessities that would motivate a person to go to work every day. The second step, safety, would include ones job being position and wage. Belonging includes compatible work-group, personal and professional friends, office parties and social gatherings. Self-esteem includes job title and merit salary increase. The last and final step, self-actualization, includes advancement, challenging assignments, development opportunities, and opportunities to use skills. (Clark, n.d.). With that being said, employees need opportunities to advance, they need to be challenged, and motivated. If the needs of employees are not met, how can a company succeed? Improving job performance is the job of both the employer and employees. First, the major and minor problems must be identified. The next step is to figure out the necessary actions needed to take place in order for the improvement to begin. The last step is to then find preventing procedures so things will continue to run smoothly in the establishment. What are the major and minor problems? Time management may be one of the most major problems. Most people waste time doing other un-work related activities. Un-work related activities include: general procrastination like talking on the phone, and logging onto the social media websites. First, let’s talk about general procrastination. People tend to...
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...give orders and expect them to be obeyed, it is always accompanied by an equal responsibility for one's actions or a failure to act. Financial rewards is to motivate employees by giving them money either from a bonus or high wage or salary. 2) The benefits of having motivated employees in your business is that the employees will work harder because of what motivational thing you give them. One would be a money reward which makes the employee feel like they are needed in the company because you are giving them a bonus which leads to them working harder. Another benefit of having motivated staff is that they believe that the job is theirs and no one else’s because it makes them feel like the company is doing it for them which makes them feel better and they are more likely to work harder. Another benefit of having motivated staff is that they are more likely to produce more products because motivating them makes them want to do well and do it quickly which produces more money for the company. 3) Motivation is when you engorge or make them feel wanted by giving them things to do that. Amil might have used the wrong motivational technique for his staff because he gave money to them when they are doing a bad job. For example you wouldn’t give money to a plumber if he didn’t fix your burst water pipe so why would Amil give extra money to his staff for doing a bad job. This would lead to him running out of money in his company when he’s still paying for the same job that...
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