...Motivation Plan Jonathan Grace LDR/531 September 23, 2014 Edythe McNickle Motivation Plan In today world every business organization has a diverse workforce and each employee has a specific motivation and emotion. Understanding the challengers involved in creating an environment that combines the employees’ motivation, satisfactions, and job performance in an organized and an effective workplace is what a good manager should understand. A manager must create a plan incorporating the employees’ job satisfaction, motivation, and performance. The perception of both managers and employees are ensuring that the viewpoints are incorporated into the plan for optimistic influence. According to Robbins and Judge (2013), “Motivation is the method that accounts for a direction, individual intensify, and persistence of an effort toward a specific goal. Satisfaction is defined as the “fulfillment of a need or want” and performance is defined as “the execution of an action or fulfillment of a clam, promise, or request.” Motivation, satisfaction, and performance are important aspects that a manger must utilize with people and each aspect can be define as a success or failure of the employees or as a team. The manager will be able to increase an employee motivation, satisfaction, and performance, if a manager has a positive influence within his or her span of control. Most manager can influence a variation of tools in increasing and gauging employee motivation, satisfaction...
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...administration work and some being sales, I had to devise a compensation plan that would fit everyone. This new compensation plan will take into account their evaluation score and their level of pay when compared to other employees with the same job title in the industry or compa ratio. The new plan will be set to a graph. The x axis will be the compa ratio and the y axis will be their yearly evaluation score. Where the two points meet will determine the percent of pay the employee will receive. If by chance an employee is at the top of their compa ratio, a one-time payment will be calculated. This calculated amount will be given as a onetime check instead of the hourly pay increase for the year. This system is designed to bring up the newer employees who have a low compa ratio and don’t have to work for the company twenty years to get a significant salary. Some employees may ask how this will work. The individual evaluations are based partially on department or company goals and then the remaining percent is based on direct goals for that employee. In order to get a higher percent pay raise, the employee will need to score high on their evaluation. This will give the employee motivation to succeed at their given goals. According to Cascio, 2006, “Pay-for-performance is the new mantra. Managers are asking “What have you done for me lately?” Employers want to see the results they are paying for in an employee. This system will change fixed salaries and help turn each...
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...The Role of Human Resource Management in Risk Management Bernard L. Erven Department of Agricultural, Environmental and Development Economics Ohio State University Human resources have two roles in risk management. First, people are a source of risk, e.g., shortage of employees, people doing sloppy work, an employee refusing to take on additional responsibility or a key employee leaving two months after completion of a one-year training program. Second, people are important in handling risk, e.g., people using their ingenuity to solve unexpected problems, employees going the extra mile for the good of the organization, a key employee redesigning her own job to avoid unnecessary delays in getting work done, or an employee persuading a talented friend to apply for a position in the business. Human resources include more than regular full-time employees. They include: all management and labor personnel, family and non family members, full-time and part-time people, and seasonal and year around employees. Human resources play important roles in farm businesses of all sizes. Orientation and training matter as much for one employee as for 20 employees. A business with just two people can have serious conflicts that jeopardize the business’ continuity and success. No team of people is so small as to avoid the need for leadership or so large as to make leadership impossible. Risk specialists have traditionally focused mostly on important causes of risk such as weather, disease and natural...
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...feedback to employees concerning their performance. This feedback allows them to evaluate the appropriateness of their behavior in the eyes of their coworkers and managers, correct weaknesses, and improve their contribution. HRM professionals must devise uniform appraisal standards, develop review techniques, train managers to administer the appraisals, and then evaluate and follow up on the effectiveness of performance reviews. They must also tie the appraisal process into compensation and incentive strategies, and work to ensure that federal regulations are observed. Training and development activities include the determination, design, execution, and analysis of educational programs. Orientation programs, for example, are usually necessary to acclimate new hires to the company. The HRM training and education role may encompass a wide variety of tasks, depending on the type and extent of different programs. In any case, the HRM professional ideally is aware of the fundamentals of learning and motivation, and must carefully design effective training and development programs that benefit the overall organization as well as the individual. Training initiatives may include apprenticeship, internship, job rotation, mentoring, and new skills programs. Human resource management (HRM), or human resource development, entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization....
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...Motivation Plan In today’s business world, each business organization has a diverse workforce and each worker has specific motivations and emotions. An effective manager understands the challenges involved in creating a workplace that combines the employee’s motivations, satisfactions, and performance into a cohesive and effective workforce. A manager must develop a plan encompassing the employee’s motivation, satisfaction and performance. It is essential that the plan includes both the manager’s and employee’s insights to guarantee that all perspectives are merged into the plan for constructive impact. According to Robbins and Judge (2006), “Motivation is the process that accounts for an individual’s intensity, direction and persistence of effort toward attaining a goal” (p. 186). Satisfaction is defined by Merriam-Webster’s dictionary as the “fulfillment of a need or want” and performance is defined as “the execution of an action” or “the fulfillment of a claim, promise or request”. Motivation, satisfaction and performance are important aspects that a manager must employ with people and each aspect can define the success or failure the employee has as an individual or a team”. If a manager has a positive influence within their span of control, the manager will be able to increase an employee’s motivation, satisfaction and performance. A manager can leverage a variety of tools in developing and evaluating employee motivation, satisfaction and performance. Some of those tools...
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...Kudler Foods has implemented a sales plan aimed toward achieving the new goal of delighting new and existing customers. The plan consists of three parts; however, this proposal will present a plan for the new customer focused programs. The Kudler sales team will successfully implement new programs designed to increase revenue and decrease costs. To attain this goal, an evaluation of the current sales team members will need to take place. Based on this evaluation of skills management will select several members of the current staff as well as hire some new employees to create a well-rounded, highly skilled team. The team’s responsibilities and functions will change and there will be an increase in responsibility. As a part of the restructure, a training plan, regular performance feedback, and annual performance appraisals are to be part of a performance management plan. This proposal will describe the new team members, revised responsibilities, training, and performance appraisal process proposed to ensure the team’s success. The first step will be to reorganize and restructure the team. The new team will have strong sales skills, be effective team players, be creative, innovative, and have an enthusiastic attitude. The team will consist of six members including a sales manager and five sales associates. The sales manager position is responsible for the team’s success in effectively implementing new customer programs, achieving sales goals, and motivating, mentoring...
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...implemented reward system for both the employee and manager performing the appraisal. The performance appraisal allows the manager to relate employee expectations and results to the intended employee with the ability to have a conducive conversation about results and improvement mechanisms. The employee is also able to share his or her intended career path plans with the employer and both are able to align goals in order for the intended results to be accomplished. The purpose and process of the appraisal should be explained to the employee before the appraisal procedures begin. Also, the manager should ensure that the employee understands his or her job description, qualifications and responsibilities before the appraisal meeting takes place. Previous job skills and qualifications should be discussed to better assist the employee to understand how far they have grown professionally and within the organization from the previous year(s). Quantifiable established goals should be examined and together, the manager and employee should determine whether those goals have been met. The appraisal score should be calculated after the appraisal meeting to give the manager enough time to take in consideration any statements the employee has stated. An effective performance appraisal will determine if the employee will receive a pay increase or bonus. A scale that calculates the percentage increase for the performance appraisal is commonly used to ensure the employee is receiving the correct merit...
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... | |Compensation and Benefits | |Human Resource Management Coures | | Employee compensation and benefits are critical factors in the new hire acceptance process and in employee retention. Firms must develop and offer exceptional compensation and benefit programs to attract and retain the best and most talented employees while making them feel proud, valued, and as appreciated members of the organization. An organization’s fundamental purpose and objective of compensation is to provide appropriate and equitable rewards to employees at a level that matches their skills, abilities, and contributions to the organization (DeNisi, Angelo S., Griffin, Ricky W. 2008, p. 284, para.1). Compensation is the human resource management function that deals with every type of reward that individuals receive in return for performing work – including financial and nonfinancial rewards. Financial rewards include direct payments (e.g. salary) plus indirect payments in the form of employee benefits. Nonfinancial rewards include everything in a work environment that enhances a worker’s sense of self-respect and esteem by others (Cascio, 2006, p.418, para. 1). Direct compensation is an employee’s base...
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...INTERNATIONAL JOURNAL of ACADEMIC RESEARCH Vol. 6. No. 5. September, 2014 N. Akhtar, Syed M. Azeem, Ghullam M. Mir. Impact of HRM practices on perceived organizational performance. International Journal of Academic Research Part B; 2014; 6(5), 23-30. DOI: 10.7813/2075-4124.2014/6-5/B.3 Library of Congress Classification: L7-991 IMPACT OF HRM PRACTICES ON PERCEIVED ORGANIZATIONAL PERFORMANCE 1 2 Nadeem Akhtar , Syed Muhammad Azeem , Ghullam Mustafa Mir 3 1,2 Yanbu University College (SAUDI ARABIA) 3 University of Gujrat (PAKISTAN) Emails: muhammadn@rcyci.edu.sa, azeems@rcyci.edu.sa, mustafa.mir@uog.edu.pk DOI: 10.7813/2075-4124.2014/6-5/B.3 Received: 16 Feb, 2014 Accepted: 05 Jul, 2014 ABSTRACT Present study examines the role of HRM practices in perceived organizational performance. A questionnaire consisting 50 items is used to collect the data from higher education institutions in Pakistan. The results revealed that HRM practices have significant relationship with perceived organizational performance. Promotion is not found significant as a predictor of commitment as HR outcome. Regression analyses show that promotion and empowerment are significant predictors of commitment. Empowerment was found to be a significant predictor of perceived organizational performance. Key words: Empowerment, Commitment, Perceived organization performance, Promotion 1. INTRODUCTION Earlier studies on human resource management focused on individual impact...
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...the paper will discuss the influences that the stakeholders have during this process. After assessing the challenges, there will be a reflective analysis of primary and secondary alternative solutions that will facilitate the course to reaching the end state goals of the company. Finally, after creating mitigating factors and techniques that will help battle any conflicts, the paper will itemize a strategic implementation plan that will allow the successful implementation of changes and solutions to the conflicts. Situation Analysis Issue and Opportunity Identification Riordan is facing numerous issues within this scenario. The diversity with the employee pool is a challenge because of the span of ages and experiences. Each of the groups has extremely different opinions and desires in regard to rewards and motivation. A challenge exists for the leaders to come up with motivational techniques that will be well received by all the employees. The next issue that Riordan has to recognize is the fact that the leadership is not cohesive and collaboration is not present. There are concerns that the programmers are grossly underpaid, that job design should be the focus, that the audit reveals less than competitive wages and the restructuring has left an unclear vision. Third, Riordan’s past problem solving techniques are not working and revamping the approach will allow clarification and proper focus....
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...Create a plan to increase employee motivation, satisfaction, and performance The following will examine the plan to increase motivation, satisfaction, and performance of the employees within the workplace. Motivation is “the process that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal,” (Robbins & Judge, 2011, p. 204). Employees should be adequately motivated because through motivation an employee is not only beneficial to the organization but also to him or herself. Experience throughout the world has shown that organizations operating are interested in their employee’s professional growth, help nurture their careers, and offer a range of programs for planning their further development. Motivation through different incentives would be an option that a manager should implement. Different incentives are an important aspect because of the diverse attitudes, emotions, personalities, and values of the employees. Different rewards that will not only satisfy the employees need or want it can also push him or her to pursue the next level of opportunity to excel within the organization as well as gain job satisfaction. Job satisfaction is “a positive feeling about your job resulting from an evaluation of its characteristics,” (Robbins & Judge, 2011, p. 27). Employees should always be committed to the given project while maintaining a positive attitude. This is because a positive attitude will shine through the workmanship...
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...Importance of Achieving Pay Equity Table Of Contents What is Equity in Organizations? 4 The Equity Theory 4 Inputs 5 Outcomes 6 Importance of Equity in Pay Structure 7 Internal Equity 9 Steps to Achieving Internal Equity 9 Methods Commonly Used 9 Job analysis 9 Job Evaluation 11 Ranking Method 12 Classification Method 13 Factor Comparison Method 13 Point Method of Job Evaluation 14 Strategic Considerations 15 External Equity 16 Steps to Achieving External Equity 16 Compensation Surveys 16 Benefits of Pay Surveys to the Organization 17 Published Compensation Survey 18 Custom Developed Compensation Surveys 19 Compensation Surveys: Strategic Considerations 19 Individual Equity 21 Importance of achieving Individual Equity 21 Methods Commonly Used 22 Merit Pay System Structures 22 Sales Incentive Pay Structures 23 Pay For Knowledge Structures 24 Pay Structure Variations 24 Strategic Considerations 26 Analysis 27 References 28 What is Equity[1] in Organizations? Equity Theory attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. Equity theory is considered as one of the justice theories, It was first developed in 1962 by John Stacey Adams, a workplace and behavioral psychologist, who asserted that employees seek to maintain equity between the inputs that they bring to...
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...Final Project Date: 03/06/2011 Subject: Research Methodology Course: MBA Project Title: Role of Incentives in Performance Management Submitted By: Azim Ul Shan 053 Faran Iqbal 005 Farooq Javed 061 Arslan Dogar 063 Section/Batch: A/B6 Submitted To: Rana Nadir Idrees COMSATS Institute of Information Technology Sahiwal Campus Abstract: The unstructured interview is done by the NASIR HAMMID DOGAR of the branch manager of the HBL. Questions: 1. Whether this is people oriented or solely profit oriented organization? That is the people oriented organization and their objective of profit is fulfilled through the objective of people. They take care of their staff very well and when their work is very cooperative with one an other. 2. Whether this institute wants plays safe or is a risk taking venture? It depends upon the market conditions and the situations to involve in the risk taking activities basically their all activities involving giving credit contains risk factors. 3. What are number of employees at each job level? There are 73 employees working at different job levels. 4. What is vision and mission of the organization? ...
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...organizations in achieving their goals by hiring and maintaining effective employees. The human resource manager is in charge of the staffing, defining and designing work, and employee compensation and benefits. The goal for HRM is to make the most of the production of an organization by improving the success of the employees. Human Resource Management According to DeCenzo & Robbins (2007), human resource management will deal with the changing world and how it relates to the work field. HRM must “understand globalization, technology changes, workforce diversity, labor shortages, changing skill requirements, continuous improvement initiatives, the contingent workforce, decentralized work sites, and employee involvement” (DeCenzo & Robbins, 2007). Primary Function The primary functions of human resource management are overseeing department functions and managing employees. This includes strategic and functional responsibilities, compensation and benefits, training and development, recruitment and selection, and employee relations. Strategic Plan The strategic planning is when a company defines objectives and addresses any internal and external factors. The strategic planning process includes the mission and objectives, situation analysis, strategy formulation, strategy implementation, and evaluation and control. The company starts with the mission and objectives because the mission statement is the company’s reason for existing. Then the company does the situation analysis...
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...KenolKobil’s Human resource department that was relied upon during the company’s downfall that led its senior management to reduce their wage bill by laying-off unproductive staff whilst employer-employee relationships turned hostile. Therefore, this particular proposal intends to further elaborate on the activities of the HR department. The organization faces an uphill battle to motivate the remaining productive staff and to ensure maximum output at the lowest cost. This proposal then sheds light on the general schemes of making staff redundant and of motivating the remaining employees at the organization. JOB EVALUATION The proposal proceeds by firstly, introducing the concept of the process of job evaluation. This is the assessment of the relative worth of various jobs within the organization on the basis of a consistent set of job and personal factors, such as qualifications and skills required (BusinessDictionary.com, 2014). Basically, job evaluation is a process of determining the relative worth of a job. It should be seen as an integral part of organization’s procedures for evaluating jobs and establishing a fair pay structure. The basic procedure is to compare the jobs in relation to one another for example, in terms of required effort, responsibility, and skills. Job evaluation is a step-by-step process that is fulfilled after the successful completion of the following stages (Accountlearning.blogspot.com, 2014): Job Analysis This is a process through which required...
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