...Knowledge sharing in organisational contexts: a motivation-based perspective Alice Lam and Jean-Paul Lambermont-Ford Abstract Purpose – Facilitating knowledge sharing within organisations is a difficult task: the willingness of individuals to share and integrate their knowledge is one of the central barriers. This paper aims to develop a motivation-based perspective to explore how organisations resolve the social dilemma of knowledge sharing. Design/methodology/approach – The analysis builds on a three-category taxonomy of motivation, adding ‘‘hedonic’’ motivation to the traditional dichotomy of ‘‘extrinsic’’ and ‘‘intrinsic’’ motivation. It uses case studies gleaned from the literature to explore the interactive effects between the different motivators in two different types of knowledge-intensive organisations: professional bureaucracy and operating adhocracy. Findings – Within a professional bureaucracy, the social dilemma of knowledge sharing may be overcome through normative motivation, with provision of hedonic motivation through extrinsic incentives such as training and career progression. In an operating adhocracy where interdependent teamwork is vital, it may be overcome through normative alignment reinforced by intensive socialisation. Extrinsic motivators that align with hedonic motivation may also reinforce the propensity for knowledge sharing. In both organisational types, financial extrinsic incentives do not appear to be relevant on their own, and may ‘‘crowd...
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...Sleep Deprivation Abstract Sleep is one of our basic needs to survive, however in the modern days sleep deprivation in increasing more and more each day, causing accidents and medical problems for the people and the community. This essay will look at the meaning of sleep and sleep deprivation and the basic perspectives on what motivates sleep and sleep deprivation with the five perspectives; evolutionary, psychodynamic, behaviourist, cognitive and the hierarchy of needs. This essay will also evaluate the best perspective to eliminate sleep deprivation with the cases studies discussing the general hypothesis of sleep and sleep deprivation. Basic Perspectives on Motivation: Evaluating Five Accounts for Sleep and Sleep Deprivation Sleep is one of our basic needs to survive and to function in day to day operations, but not everyone needs the same amount of sleep. Some people can survive on very little sleep, i.e. five hours a night, and some people need a lot of sleep, to the extend that they are sleeping up to 10 to sometimes 15 hours a night (Nature, 2005). According to Wilson (2005) the general rule states that most people need from seven to eight hours of sleep. The deprivation of sleep in our society in continually increasing with the demands in society increasing work loads, the myth that a few hours of sleep is only necessary to function properly and that sleep is sometimes considered as killing time (Nature, 2005). Sometimes sleep deprivation is also caused by other...
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...New York: McGraw-Hill. Antwi, I.K. and Bello, M.A. (1993). Motivation and Productivity in Academic Libraries: A Case Study of Tre Abubaka University Library, Bauchi, Nigeria. Library Management, 14(5), 27-34. Benson. S. G and Dundis. S. P (2003) Understanding and motivating health care employees: integrating Maslow’s hierarchy of needs, training and technology. Journal of nursing management, 11(6), 315-320. Bolino, M.C. and Turnley, W.H. (2008). Old Faces, New Places: Equity Theory in Cross-Culture Contexts. Journal of Organisational Behaviours, 29(2), 29-50. Herzberg, F., Mausner, B., and Snyderman, B. (1959). The Motivation to Work, John Wiley and Sons. New York: Crowell. Lucas, R. and Lammont, N. (1998). Combining work and study: an empirical study of full-time students in school, college and university. Journal of Education and Work, 11(1), 41-56. Koontz, H. and Weihrich, H. (2008). Essential of Management. Delhi: McGraw-Hill. Maslow, A.H. (1945). Motivation and personality. 2nd edition. New York: Harper and Row. Maslow, A.H. (1970). Motivation and personality. New York: Harper and Row Mohsan, F., Nawaz, M.M., Khan, S.M., Shaukat, Z., and Aslam, N. (2004). Are Employee Motivation, Commitment and Job Involvement Inter-related: Evidence from Banking Sector of Pakistan. International Journal of Business and Social Science, 2(17), 226-233. Nawaz, S.A.S.M. (2011). Employee motivation: A study on some selected McDonalds in the UK. African Journal of Business...
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...1.explain a content theory of motivation and a process theory of motivation and illustrate how they can explain actions of individuals in the case study Motivation refers to the factors either with in or to a person that stimulate enthusiasm and determination to chase a certain course of action. Often people confuse the idea of happy employees with motivated employees.these may be related but motivation actually describes the level of desire employyees feel to perfrom regardness of the level of happiness in management,motivavtion is the process though which mangers encourage employees to be productive and effective.these are the some of motivation theories 1. hierachy of needs theory 2. ERG Theory 3. Two –factor theory People are motivated by 5 steps of motivating which exist in a hierarchical order 1. Physiological 2. Safety 3. Love 4. Esteem 5. Self-actualization Vroom’s expectancy theory “Vroom was the first person to propose an expectancy theory aimed specifically at work motivation. His model is based on three key variables: valence, instrumentality and expectancy The theory is founded on the idea that people prefer certain outcomes from their behavior over others. They anticipate feelings of satisfaction should the preferred outcome be achieved” (Mullins, 2010) According to this case study person who reads can identify what are content theory of motivation...
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...Employee’s Job Satisfaction Driven by His Motivation and Communication in Dubai Police Force University Of Wollongong In Dubai United Arab Emirates The objective of this report is to investigate the relationship between Job satisfaction and employees’ motivation along with communication within an organization. To achieve that objective, Dubai Police Force (DPF) was chosen as subject for this study. DPF where people from different cultural backgrounds, ages, years of experience, genders, educational level and many other characteristics interact. This interaction makes both of communication and motivation deviate from an employee to another. DPF has a sensitive and critical function in the society and country, thus its performance reflected by its employee’s has to be measured. Many believe that an employee’s performance or output depends greatly on his job satisfaction. To serve the objective mentioned above, feedbacks from employees working in DPF were obtained through a questionnaire then analyzed. The questionnaire targeted employees from different departments to measure the motivation and communication level in each department. Then relate those levels to the job satisfaction level in that department. Quantitative results were not enough to draw a conclusion about the findings, so some qualitative results were included in the analysis of the findings. Those qualitative results were obtained from the direct questions in the questionnaire that asked the...
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...Developing a Log-based Motivation Measuring Tool Arnon Hershkovitz and Rafi Nachmias1 {arnonher, nachmias}@post.tau.ac.il 1 Knowledge Technology Lab, School of Education, Tel Aviv University, Israel Abstract. The purpose of this study is to develop a conceptual framework and a tool for measuring motivation of online learners. The study was carried out in three phases, the first of which was the construction of a framework, based on an extensive literature review. Phase two consisted of identifying variables computable from log file data, associate with the framework and compatible with previous empirical research. For this purpose, an empirical study was designed and a specific learning environment focusing on vocabulary for adults was chosen. Log files of a large population (N=2,162) were collected and variables were identified using Learnograms, a visual representation of learning variables over time. This phase resulted in seven explicitly defined variables, along with a mechanism to calculate them from the raw log files. The third phase included preprocessing of the dataset (reducing it to 674 cases) and application of hierarchical clustering of the variables. This phase resulted in three clusters interpreted to fit the three dimensions of motivation defined in the framework. A discussion of this study and further research is provided. 1 Introduction Assessment of learners' motivation in online environments has been a challenge for both researchers...
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...Table of Contents Introduction: 1 Research Aim: 2 Research Objectives: 3 Research Questions: 3 Literature Review: 4 The Methodology: 6 Design of Research 6 Research Philosophy: 7 Research Approach: 7 Data Collection: 7 Sampling 8 Data analysis 8 Ethical concerns: 8 Limitation of the Study: 9 Timetable through Gantt chart: 9 Accessibility issues: 10 Strength of anticipated findings and how they relate to aims and objectives of study: 10 Part-B Title: Employee motivation and its impact on employee performance, a case of Tesco, UK Introduction: Employee motivation is demarcated as the inclination or exertion applied by the worker in demand to accomplish objectives of the association and this occurrence of motivation is widespread and outcomes because of some disappointed requirements of the worker. (Armstrong, 2009) The elementary motivation procedure has four phases; a single has assured fondness and fascinations and hatreds that he/she desires to accomplish. When these requirements and yearnings are not pleased, a determination or motivation is shaped in that individual to attain that aim. Motivating the employees is thoroughly connected to the customer’s contentment and retention. If the worker is not motivated in workplace and is not pleased to the job that he/she is executing then he will not be capable to aid the consumer with packed commitment and decency. Consumer’s satisfaction is heavily reliant on consumer...
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...A Report On Case Study: Keeping Suzanne Chalmers Tanvir Mohammad Azim (1301315) M Sc Project Management 11/20/2013 * A Report On * Case Study: Keeping Suzanne Chalmers A Report On Case Study: Keeping Suzanne Chalmers Unit Name: Human Side of Management Unit Code: SHR034-6 Tanvir Mohammad Azim Student ID: 1301315 M Sc Project Management University of Bedfordshire Date: 21.11.2013 List of Figure Figure No | Title | Page No | 01 | Maslow's hierarchy of needs and related aspects a t work | 11 | 02 | Four Drive Model | 12 | Contents Term of Reference 4 1. Introduction 5 1.1 Purpose of the Report 5 1.2 Methodology of the Report 5 1.3 Scope of the Report 6 1.4 Limitations of the Report 6 2. Background: Case Study in a Brief 6 3. Existing Motivational Theories 7 4. Situation Analysis-Findings and Explanation 9 5. Conclusion 11 List of References 12 Bibliography 13 Term of Reference The report is based on analyzing ‘Suzanne Chalmers Case Study’ to find the reason behind to quit herself from Advanced Photonics Ltd. It also tried to suggest what types of job design must take by the APL for future action to reduce such situation like Suzanne. 1. Introduction Modern business world becomes more competitive over last few decades. Business concepts runs so fast and peoples engaged with that type business as an employ also make them more outward looking and sensible. According to a recent data for...
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...Introduction This paper entails the critical analysis on the Global Mining (GM) case study whereby the human resource (HR) related issues are identified through GM’s problems and a provision of 3 HR strategies targeting at 3 key HR issues. This paper also address the possible implementation challenges that GM may face so as to mitigate them. However, detailed implementation approaches of these strategies are beyond the scope of this paper. HR Strategies There are growing evidence of positive impact HR strategies have on organisational effectiveness and performance (Boselie, Dietz and Boon 2005; Combs et al. 2006; Guest et al. 2003; Huang 2000). Lee, Lee and Wu (2010) quoted Mondy et al. (2002) on the boundary of HR strategies to include five key functions: staffing, human resource development, compensation and benefits, safety and health, and employee and labour relations. Based on Lee, Lee and Wu (2010)’s own study, which extended Mondy et al. (2002)’s HR strategies to include teamwork, HR planning, performance appraisal and employment security, they concluded that HR strategies do attribute to a company’s performances. The espousals of HR strategies are critical in motivating employees’ commitment towards corporate’s strategic objectives (Buller and McEvoy 2012). GM’s HR Director, Susan Maffat, commented on unclear HR strategy offers an indication of GM’s poor or ineffective/inefficient HR strategies. The following problems currently faced by GM are the manifestation of...
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...Case Study 1 1. Which supervisory attributes has Fred failed to display or perform? Give examples from the case to support your choices. Answers: The Supervisory attributes that Fred has failed to display or perform are assigning employee’s work that fits their abilities, example is gaving the electronics technicians supervisory paperwork, providing them with adequate instructions and training, for example, letting Carlos to figure out on his own to complete the forms and providing examples of proper conduct at work, example is getting home at 5:00 pm and went for a long weekend while there is too much work. 2. Do you think Fred’s employees need to change to adapt to his supervisory style? Why or why not? Answers: Fred’s employees need not to change to adapt to his supervisory style. Because Fred’s supervisory style is a bit strange, he failed to display supervisory attributes. 3. How will Fred need to change if he is going to be a successful superior? Do you thing he will be able to make these changes? Why or why not? Answers: If he is going to be a successful superior, he needs to change his behavior towards his subordinates. I think he will be able will be able to make these changes. Because the only constant in this thing is change, it’s not too late to change, he just need to open up his mind for suggestion. Case Study 2 1. What mistake do you see in Sally Santos’ approach? Answers: The mistakes I see in Sally Santos’ approach...
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...EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 IMPACT ASSESSMENT OF EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE: (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK Supervisor: Dr. J. Mwita A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 ABSTRACT The study aims at assessing the impact of employee motivation on organization performance so as to help the organization know the contribution of motivation to them. This study will be carried out at Coca-Cola Kwanza Company limited at Dar es Salaam Tanzania. The study have the objectives of assessing various motivational packages for the staff of Coca cola Company Limited, to determine which of these motivational packages influence staff performance at Coca Cola Kwanza Company Limited, to assess the effect of motivational packages on corporate performance at Coca Cola kwanza Company limited, and to examine the motivation strategies of motivating employees The study is expected to help employers to determine whether motivation packages...
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...& Ragheb, M. G. (1983). Measuring leisure motivation. Journal of Leisure Research, 75(3), 219-228. Beerli, A., & Martin, J. D. (2004). Tourists' characteristics and the perceived image of tourist destinations: A quantitative analysis-A case study of Lanzarote, Spain Tourism Management, 25(5), 623-636. doi: 10.1016/j.tourman.2003.06.004 Cain, S. (2005). Disney effect. Orange County Business Journal, 25(13), 1, 61-62. Hsu, Che Wei (2011). Motivation of people who visit disneyland, Master’s Thesis of behavioral sciences, recreation and tourism, California State University, Long beach Crandall, R. (1980). Motivations for leisure. Journal of Leisure Research, 12(1), 45-54. Crompton, J. L. (1979). Motivations for pleasure vacation. Annals of Tourism Research,6(4), 408-424. doi: 10.1016/0160-7383(79)90004-5 Crompton, J. L., & Mac Kay, S. L. (1997). Motives of visitors attending festival events. Annals of Tourism Research, 24(2), 425-439. doi:10.1016/S0160- 7383(97) 80010-2. Dann, G. M. S. (1977). Anomie, ego-enhancement and tourism. Annals of Tourism Research, 4(4), 184-194. doi: 10.1016/0160-7383(77)90037-8 Dann, G M. S. (1981). Tourism motivation: an appraisal. Annals of Tourism Research, 8(2), 187-219. doi:10.1016/0160-7383(81)90082-7. Fodness, D. (1994). Measuring tourist motivation. Annals of Tourism Research, 21(3), 555-581...
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...Motivation, pay satisfaction, and job satisfaction of front-line employees Carolyn Stringer University of Otago, Dunedin, New Zealand Motivation of front-line employees 161 Jeni Didham Westpac, Sydney, Australia, and Paul Theivananthampillai University of Otago, Dunedin, New Zealand Abstract Purpose – This paper aims to explore the complex relationships between intrinsic and extrinsic motivation, pay satisfaction and job satisfaction at the retailer that uses a pay-for-performance plan for front-line employees. Design/methodology/approach – This paper draws on a single organization case study across seven stores, and uses a survey, archival documents, open-ended questions and researcher interaction with employees and managers. Findings – The results provide some support for the complementary nature of intrinsic and extrinsic motivation. Intrinsic motivation was positively associated with pay and job satisfactions, whereas extrinsic motivation was negatively associated with job satisfaction, and not associated with pay satisfaction. The qualitative insights indicate that pay fairness is important, and those who perceived pay was not fair generally made comparisons with others or felt that pay did not reflect their effort. It is also found that the majority of employees perceived that goals were clear. Research limitations/implications – The dominance of extrinsic motivation without including behavioural, social, and psychological factors in agency theory research...
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...THE TIMES 100 Motivation lesson suggestions & activities (Tesco) Learning outcomes Students should be able to · Define motivation and know some of the theories of motivation (AO1) · Give examples of the different monetary and non-monetary methods of motivation (AO2) and analyse and discuss their use for different businesses (AO3/4) · Analyse the benefits of motivation for business (AO3) Starter activities · Tesco word search of the key terms · Ranking exercise students rank a range of motivational techniques according to what they think would be most important to them. This can prompt a discussion about motivation, motivational techniques and how individuals may be motivated by different things (resource attached). Delivery ideas · Use the motivation slide show to introduce the topic and apply theory in the context of a well known organisation Tesco. · GCSE After reading the introduction section of the Tesco case study, pairs or small groups of students take one of the remaining sections each. They should create a presentation of the key facts about motivation within that section and how it applies to Tesco. Their findings should then be presented to the rest of the group. · A Level After reading the Tesco case study, students are given the following scenario... A small chain of local supermarkets has recently suffered from poor reviews about its service in the local newspaper. A number of staff have left recently...
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...EXECUTIVE SUMMARY. A case study seeks to associate with reward and employee motivation and identify association between employee motivation and employee motivation variables for instance gender, age, education, and income level and job experience in banking in Pakistan. The study should be based on primary data and sample size, by use of questionnaires. The partners are, therefore, in case of a business opportunity should apply relevant entrepreneurial skills in order to succeed especially by following the following path. Two hypotheses were developed for the present study and were tested by using Chi-square Test and binary Regression Test. The result of Chi-square shows that P- value is 0.048 of Chi-square its mean there is an association between salary and gender. The correlation between rewards and Employee Motivation is 0.546, which shows the positive relationship between compensation and employee motivation Payment structure is a crucial element in a business plan and should be carefully be looked into for instance the partners should make sure that they recruit a reasonable number of workers that they are able to manage. Objectives of this study (i).To determine if there is an association between rewards and employee motivation, biographical factors (Gender, age, education, qualification, and Income level). (ii).To identify the types of reward system in Pakistani Banks. (iii).To determine the impacts of rewards system on Banks employees’ biographical variables. (iv)...
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