Analyse and critically discuss the nature and purpose of the employment relationship for organizations and the relationship between work design, planning, pay and the employment relationship. Explain how expectancy theory; reinforcement theory and equity theory help managers to build an effective pay strategy as part of managing employment relationships Words: 2,695 . Introduction The term ‘employment-relationship’ is interchangeable with others when describing aspects of the
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address analysing the concept of needs and drives and why they are key tools to addressing workplace motivation and how they can be used to enhance employee well-being. The layman’s definition of motivation is, “Anything that affects behaviour in pursuing a positive outcome.” Academically much research has been done on motivation and theories can be divided into content based, process based and reinforcement based. All schools of thought seek to address how humans enable themselves to reach challenging
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take a leadership role in embracing diversity in the workplace. The company can get membership in various groups that would allow key personnel to attend conferences, workshops and other educational events. T Shipping Company could address specific diversity issues within the company on a day-to-day basis. Events should be as pleasant as possible to encourage participation. Likewise, offer bonuses and incentives to encourage diversity in the workplace. Both management and staff know the diversity initiative
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a message that is labeled communication. From the verbal style using pitch and tone to nonverbal cues of body language and touch. The nurse-client communicative relationship should reflect the caring nature embedded in our profession, to achieve positive outcomes of our work. Boggs (2011) states, effective communication has been shown to produce better health outcomes, greater client satisfaction, and increased client understanding. This paper will show communication styles from a personal perspective
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Organization citizenship behavior is the second form of productive behavior and it refers to the behaviors that are not part of employees’ formal job descriptions. There are three explanations why employees engage in OCB. The first is primary determinant is positive affect in the form of job satisfaction. The second deals with the cognitive evaluations of the fairness of employees’ treatment by an organization. The third and final explanation is due to disposition meaning that certain personality traits predispose
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Abstract The motivational force analysis is going to be examined in this paper and it is to be compared and contrasted with existing theoretical tools employed to understand motivation, since it’s redefining the way of using motivational tools in organizations. The Motivational force analysis is a tool used to find the appropriate measures taken to get the optimal output from employees. This is done by performing a theoretical, psychological and statistical analysis resulting in functions of cost
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The best leaders: -challenge the process - inspire a shared vision. -enable others to act. -model the way. -Encourage the heart Vision- a mental image of a possible and desirable future state of the organization. Leaders have five important potential sources of power in organizations: -Legitimate Power: leader has the right, or the authority, to tell others what to do. -Reward Power: leader influences others because she controls valued rewards. -Coercive Power: leader has
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try and develop a system which would have broad appeal for both staff and employers. Many theorists contributed to the discussions, asserting that individual motivations for pay were based on the theory of agency, goal, control, expectancy, or reinforcement. Performance management systems are necessary to enable companies to enable them to attract, retain and motivate the best calibre of employees, thereby assisting companies to achieve their organisational goals. However, different people are motivated
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Bad Bosses Make You Sick How poor management damages your employees' health and costs you big bucks. How often have you heard someone say, "He makes me sick!" You may even have said it yourself. And it may not be an exaggeration. Strangely enough, the people we work with or for can actually make us ill. If you are on the receiving end, there's probably not a lot you can do about it. If you are a manager or supervisor, however, you should be fully aware of just how your actions can affect your subordinates
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I will discuss how this diversity training can modify employee morale, improve workforce inclusion, and lead to more managerial success. Inclusion Methods Inclusion training plays an important role in creating the climate for a diverse workplace. It is important to ensure that everyone embraces inclusion. As an HR manager, if I was informed that an employee felt excluded I would seek improvement, accept feedback and listen to the concerns of all employees, there is always room for growth
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