An Exploratory Study to understand Motivation factors of Care Givers who work in Orphanages/Old Age Homes on low salaries By Swati Maheshwari Under the Guidance of Prof. Tithi Bhatnagar SCHOOL of INSPIRED LEADERSHIP GURGAON Table of Contents Acknowledgement………………………………………………………………………………………3 Abstract………………………………………………………………………………………………....4 Introduction……………………………………………………………………………………………..5 Literature Review………………………………………………………………………………….……8 Methodology……………………………………………………………………………………………
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expansion plans were halted and staff were being laid off. To avert these crises, new systems were introduced to motivate staff amidst the challenges. This report details the results of implementing the various motivation programmes with valuable recommendations. 2. Introduction Throughout the assessment, some key dependent and independent variables were worth noting. These are: • The individual management styles • The demographics (age, mobility, employee status) • Employee
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CHAPTER TWO REVIEW OF RELATED LITERATURE 2.1 INTRODUCTION Frontline workers are those that actually use the safety devices and could be staff nurses or charge nurses, for example, not management staff that do not use these devices. Everyone starts out with a job at or near the “bottom rung” of the career ladder; initial positions are often low paying, low level of decision-making required, repetitive and/or part-time positions. These first jobs are often “front line” jobs and require the following
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I. Table of Contents 1. Introduction 3 2. Self-efficacy 4 3. Academic studying 7 4. Applicability of self-efficacy on academic learning
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Solar Panel Production At Better Power Introduction Better Power is a company recently established in Australia with the aim of distributing power to Australian households from greener energy sources such as solar farms and wind mills. Better Power has reported a 30% decrease in output that has negatively affected sales and backorders. This has resulted in low staff morale and increased job insecurity. In this case study, I will discuss important motivation tools such as empowerment, self-improvement
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Motivation at workplace. Introduction The job of a manager in the workplace is to guide and help employees to get things done. Managers cannot do anything if their employees are not motivated to do so. So they always have to look for new ways of increasing motivation among employees. Money is not always the best motivator, people also need to be recognized and appreciated. According to Pritchard and Ashwood (2008) motivation can be described as someone’s willing to perform well to accomplish
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Introduction Manager role is to help his people to get the best out of themselves. Motivation is a key area which is of utmost attention to most manager and human resource department of organisations. Retention of prime talent is a major challenge organisations are facing in current scenario. Therefore it’s imperative for manager’s to be well aware of all the motivation theories and their applications in real life scenarios. Motivation is generally considered a basic principal in running a successful
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Introduction to Entrepreneurship Session 1 Olivier Witmeur September 2011 2 Desired outcomes of the session • • • • Introduce the course Tour de table What is entrepreneurship, what are the key constructs Who is the entrepreneur • AGENDA 1. Introduction 2. Course design and organisation 3. About entrepreneurs 4. What entrepreneurship is GEST-S547 - 2011-2012 © Olivier Witmeur 3 1. INTRODUCTION 4 What have these companies in common? • • • • • • •
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journals I had: “Motivation of Students to study Tourism Hospitality programs.” By Bashar Aref Alhaj Mohammad and Hamam Talal Alsaleh and “Students Motivation and Preference of Studying Hospitality and Tourism Management Programmes in Polytechnics: A Case Study Ho Polytechnic” By Appaw-Agbola Esther Theresa. It explains the different motivational factors that the students may get if they took Hospitality as their preferred journey. These factors can provide students some motivations that will help
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Contents 2.1 Motivation 2 2.2 Maslow’s Hierarchy of Needs 2 2.3 Drives for Employee Motivation 3 2.4.1 Management Commitment 4 2.4.2 Training and Development 4 2.4.3 Respect and Recognition 4 2.4.4 Role of pay 5 2.4.5 Proposed Replica to Motivate Workers in McDonald 6 Introduction 7 3.1 Qualitative & Quantitative Research Methods 7 3.2 Final selection for the project 7 2.3 Primary data or secondary data 8 2.4 Research Tools 8 2.5 Population Sample 8 2.6 Sampling technique 8 2
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