...REPORT Analysis of issues of Harbor Inn Hotel Human resources in the hotel industry play a vital role for the success of the business. There are several issues in the hotel Harbor Inn in Sydney, which are directly responsible for job dissatisfaction and excessive staff turnover occurred in last few years A- Issues related with motivation 1. Lack of motivation Susan and David experienced that the management has never motivated them to maximize their efforts in achieving the goals of organization. 2. Lack of adequate training: Susan’s training was very slow and inadequate, upsetting the prospects of Susan’s career. Training is usually uncommon in hotel industry due to high employee turnover; even then the success of the hotel industry relies on training the workforce. Training is an essential ingredient to enhance the quality experience to employees and travelers alike (Janes). 3. Loss of trust in management Managers did not fulfill the promises of increasing the work hours of Susan and providing car-parking slot. Managers never cared how Susan is making both ends meet with her limited salary. Many employees have lost trust in their managers. Nohria et al. (2008, pp. 2-4) argued that when the managers betray an employee, the employ feels loneliness and frustration. Attachment with organization improves employees’ commitment to the organization. 4. Issues of security of job and safety Employees need security of job and safe environment...
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...hydrocarbon exploration in land, transition zone, ocean-bottom cable, marine and downhole environments. Like most seismic acquisition GOSTCH whose headquarters in Houston Texas sell its product to oil and gas drilling companies like Shell, Chevron, Exxon-Mobile, and BP. The department I am focusing in this company is Human Resource which is responsible for recruiting, hiring, and training new employees as well as daily scheduling and employee benefits. The department consists of 15 employees. About ¾ of them have been with the company for less than 5 years. I am Change Management Consultant focusing on people side of change. My position gives me opportunity to interact with low level employees and senior leaders of the organization. My primary responsibility is to analyze and document the process changes ensuring that human and organizational risks to the implementation of the identified process changes are identified, and that actions are put in place to mitigate these risks. II. Problem Statement The main problem for the company is lack of employee motivation which cause higher absenteeism, tardiness, and low work morale. My final...
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...departments work closely together to accomplish a sale. This new sales system asks for a different reward systems as the sales person is no longer individually responsible for the sale. Situation Analysis Issue and Opportunity Identification Recently the sales of Riordan manufacturing are declining which might be one of the reasons for the dissatisfaction amongst the stakeholder groups. The shareholders wants the highest return of their investment, managers want increased sales to earn more bonuses, and the employees want increased pay, more rewards, and higher job satisfaction. There are issues on the, employees are not satisfied with their job and the compensation that can be earned. This decline in satisfaction is shown in the employees’ behavior and leads to low morale, lower motivation, lower production activity and increased turnover. There are three key factors that explain this behavior: ability, motivation, and opportunity. (Dougherty & Dreher, 2001) Managers are worried that they will lose their key-employees and management needs to motivate the key engineers to prevent them leaving the organization. Organizational environments and individual characteristics must be simultaneously taken into account in attempts to predict, explain, or modify employee behavior. (Dougherty & Dreher, 2001) the task demands and reward systems are a tool to influence employees’ behavior, the employees are demanding for increased rewards...
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...environment that offers equal opportunity to staff members, excellent wages, good benefits, and a chance to advance within the company. The management in JC’s casino contracted an independent consultant will help with retention and issues the employees have with the company. The problems that will be addressed by the consultant are the issues and occupational stressors. One will make recommendations and implement new working motivation that will help with the retention and recruitment process. The consultant will also help management with encouraging the employees who is doing his or her job by giving him or her something to look forward to, and reducing the entire counterproductive and increasing productive employee’s behavior. The main problems that the report has presented from the human resources and housekeeping stated that JC’s problems with the employees related. The retention rate from both of the departments has decreased the workforce, and has made large gaps with management and employee. The consultant has started his analysis from the hiring process, which he will figure out what the problem is with hiring. The consultant decided to do interviews of housekeepers and dealers. The interviews were an effort to help the consultant highlight issues that was causing employees to leave the casino. The consultant realizes the owner’s stepson (Joe) was the floor pit boss who is toxic, overbearing, evil, and incompetent. Joe’s behavior caused the dealers...
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...plastic parts, and plastic fan parts. The following review will analyze various issues impacting the organizations operations. Identified issues will be used to determine business opportunities while connecting improvements to key human resource management concepts. Key stakeholders in the organization will be identified along with the establishment of strategic end-state goals that will help guide improvements at Riordan Manufacturing. Major gaps in Riordan Manufacturing’s process will be analyzed using a standard gap analysis approach with accompanied alternative solutions that have a long-term focus. An optimal solution will be identified along with an implementation plan with meaningful end-state goals that support the vision of the organization. Situation Analysis Issue and Opportunity Identification Riordan Manufacturing has developed various processes and procedures to manage the business. The organization maintains a heavy focus on research and development with a strong sales force to help distribute the various products. Manufacturing plants are situated in Pontiac, Michigan; Albany, Georgia; and Hangzhou, China with the corporate headquarters in San Jose, California. With rapid growth and expansion Riordan Manufacturing has begun to experience issues that will impact organizational goals and strategic plans. The key issues affecting the organization center on employee motivation, employee...
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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 business. To deliver this concept it delves into different motivational theories and shows the importance of these theories from managerial aspect. The paper begins with the history of motivation and its importance from organisational point of view, and then it explains various types of motivational theories which include Maslow’s Theory, Herzberg’s Dual Structure Theory etc. Finally it concludes by highlighting the importance of these theories in strengthening management skills. Importance of Motivational Theories Psychologists writing in 19th and early 20th centuries explained that human beings are basically automated to behave in certain ways, which depends upon behavioural cues to which they were exposed. As per motivation and leadership at Work (Steers, Porte, and Bigley, 1996), in earlier 20th century researchers started to look for other possibilities to account for difference in individual motivation. Some other researchers were trying to explain...
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...Motivation, Performance, & Satisfaction Alisha Joseph LDR/531 October 31, 2011 David Grier Motivation, Performance, & Satisfaction Introduction Performance, motivation, and satisfaction on the job are factors that are determined by employees and their employers. The employees bring in personal beliefs, morals, education, experience, and values. The employers regulate the information supplied to employees and the employees bring values, education, experience, morals, and personal beliefs. Boosting subordinates’ motivation can enhance performance and satisfaction on the job. “Motivation refers to forces within an individual that account for the level, direction, and persistence of effort expended at work (Columbia Electronic Encyclopedia, 2007).” Developing Employees Developing employees in a manner that upholds and enhances performance, motivation, and satisfaction on the job is the responsibility of the organization. The selection process is a good way to start this by administering candidates for employment personality test to make sure the company, the team and the candidate are compatible. The company shall be held accountable to give new employees a clear expectation of what is required of she or he to perform her or his duty, supply an opportunity for employees to communicate openly with peers, managers, and leaders and explain the benefits and pay that comes with the job. Managers will confer with its subordinates on a regular basis to redefine...
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...understanding employee motivation at work: a Ghanaian Perspective Kwasi Dartey-Baah (Corresponding Author) Department of Organisation & Human Resource Management, University of Ghana Business School P.O. Box LG78, Legon, Accra-Ghana, West Africa Telephone: 00233209621292 Email: kdartey-baah@ug.edu.gh George Kofi Amoako Department of Marketing, Central Business School P.O. Box 2305, Tema, Ghana, West Africa Telephone: 00233202620174 Email: gkamoako@central.edu.gh Abstract This paper critically examines Frederick Herzberg’s two-factor theory and assesses its application and relevance in understanding the essential factors that motivate the Ghanaian worker. The two-factor theory of motivation explains the factors that employees find satisfying and dissatisfying about their jobs. These factors are the hygiene factors and motivators. The hygiene factors when absent can lead to dissatisfaction in the work place but when fully catered for in the work environment on their own are not sufficient to satisfy workers whereas the motivators referring to the nature of the job, provide satisfaction and lead to higher motivation. This paper adds to the understanding of what motivates the Ghanaian worker most and creates the platform for a re-evaluation of the thinking and viewpoint that workers rate motivator factors higher than the hygiene factors in the work setting. Keywords: Frederick Herzberg, hygiene factors, motivators, employee, Ghana 1. Introduction There are numerous motivation theories...
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...One of the things that a manager has to do before approaching the employees regarding the news that the upper management has decided to downsize his or her department; he or she have to find out the reason for the downsize and why? Once the manager has the answers, then he or she will figure a way to communicate with his or her employees about the change. It is not easy to mold the employees into accepting the changes that the upper management has issued, and there lies the challenge that a manager has to deal with. Before going into explaining ways that a manager will implement change, to include figuring out a way to motivate the employees through the change, it is best to explain first hand just what an organizational change is and the necessity of it. Many have sought to explain the fundamentals of change, how to manage change, and why change is so difficult to achieve. In spite of numerous theories, models, and multistep approaches, organizational leaders lack a clear understanding of, or ability to engage, the steps necessary to implement change successfully (Armenakis & Harris, 2002). Research suggests that the problem is limited understanding of change implementation techniques and inability to modify one’s management style. Organizational change simply means a form of transformation or alteration of major sections within an organization. The necessity of change within any organization is to improve its performance. Understanding organizational change involves examining...
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...justification, way of improving motivation in an organisation “Employee motivation is a key to productivity in the workplace. Disgruntled or otherwise unhappy staff members can poison the work environment and cost the company money. Knowing what contributes to staff member satisfaction is the first step in correcting the problem. Effective managers should be in control of employee morale at all times, and an objective team effort should be made to prioritize motivation.” As already seen, Lloyds has introduced many different measures in order to improve and maintain the motivation of its employees. However, there is also room for improvement and areas to work on in order to sustain the same level of motivation over a long period of time. One of the ways in which this can be achieved is through setting clear goals for the company, and making sure all employees are aware of them. Besides setting overall company goals, which Lloyds has already done, goals for individual employees, or departmental goals, should also be set. The goals that you set for your staff should be: • In-line with the needs of your business as a whole. • Goals that your employees are directly able to influence with their work and actions. • Measurable so you can determine whether they’ve been achieved. • Linked to rewards that the individual employee values –bear in mind that not everyone is motivated by the same type of reward. It is important that the targets are relevant to the employee as well as the employer...
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...Content A. Preface 2 B. Motivation i. Introduction 2 ii. Understanding Motivation - Herzberg Theory 3 iii. Applying Motivation - Personal Life and Work Condition 4 - Participative Management 4 - 5 - Rewarding Employee 5 C. Communication i. Introduction 6 ii. Function of Communication 6 - 7 iii. Organization Communication 7 - 8 - Physical Group Networking 8 - 9 - Perception 9 - Language 9 - 10 - Filtering 10 - Modern Technologies Communication 10 - 11 D. Organization Change i. Introduction 11 - 12 ii. Process of change - Unfreezing 12 - Minimizing resistance in unfreezing 12 - 13 - Change 13 - Minimizing resistance in change 13 - 14 - Refreezing 14 - Minimizing resistance in refreezing 15 E. Conclusion 15 F. References 16 - 17 A. Preface In the following study, we were asked to choose three topics from which that is being applied to our own workplace. I have picked “Motivation”, “Communication” and “Organization Change”. In reading and understanding more about management during the past few modules, I have learnt how can organization uses several key points to drive employees to work harder...
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...Workplace Motivation Paper Marco Polo PSY/320: Human Motivation Workplace Motivation Paper Scientists have defined motivations as the process of arousing, directing and maintaining behavior towards a goal. In fact, motivation is still the one thing that makes people productive in their place of employment, but motivation is very difficult to explain and practice. Management is waking up to the fact that their successes are directly related to their ability to work productivity in with employee emotions. This is because emotions directly influence the five major sources of competitive advantage in today’s marketplace, which are capital, customer service, organizational dynamics, productivity, and employee attraction and retention. All corporations have realized that maintaining elicit and sustain positive emotional states in their employees is important because it plays a major role in their organization’s success or failure. It provides an individual with an identity (Herzberg, 2006). Motivators are those things that allow for psychological growth and development for employees on the job (Place, 2006). In fact, they are closely related to the concept of self-actualization, involving a challenge, an opportunity to extend oneself to the fullest, to taste the pleasure of accomplishment, and to be recognized as having done something worthwhile. Again, while empowering your staff ensure that you follow the basic principals. For example, inform your staff of what their...
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...Introduction Work motivation is a fundamental part of the organisation to increase its performance. Modern organizations are increasingly becoming project-oriented to cope with the challenges of global competition. Place together work motivation in traditional and matrix project-based organizations is of primary interest, Bredillet (2010) Alstom.Ltd with around 5,000 employees belongs to Alstom Group. The company is the leader in integrated power plants for energy production. Alstom.Ltd has solutions for a wide range of energy sources, divided into four main sectors; Thermal Service, Steam, Gas Generation, and Automation. Due to the size of the company, market stability and history, it is mainly a hierarchical structure Huczynski A, (2010). Main services are Power Generation Projects. Due to the nature of these kinds of projects, different disciplines like Engineering, Finance, Quality and Sales are involved on each Project. Therefore the company has global hierarchical structure but at Project level they work within a Matrix Organisation. PMI.Institute (2012) defined matrix organizations as a blend of functional and project organisation, where employees report on day-to-day performance to the Project Manager and on their overall performance to the head of their department, Functional Manager . By the mid–1990s Alstom.Ltd, originally ABB, developed a matrix structure crisscrossing around a hundred countries and sixty five business sectors, Lee G.(2008). The own nature...
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...Finances Board of Directors, outlining the HR related problems and a proposed HR strategy to overcome these issues. Tom O’Brien 19/03/2010 Introduction MPC Finance needs to address a number of HR related issues, which are affecting its performance. Issues are concerned with reward management, performance, training and development, employee motivation, recruitment and selection, and industrial relations. A HR strategy will be proposed to rectify these issues. Findings The graded salary structure used is creating problems as salary progression is slow, thus effecting employee motivation. It is discussed by Green and Heywood (2008: p710 - 728) that ‘performance-related pay is associated with increased overall satisfaction, satisfaction with pay, satisfaction with job security and satisfaction with hours.’ Introducing PRP would be appropriate as job roles are concerned with targets and regional staff are working long hours, which seem to go unrecognised. The performance management system requires change, it allows little information exchange between managers and subordinates. The views of Fox (2009: p52 - 56) ‘Increased oversight from upper managers and HR professionals improves review processes’; showing that further communication enhances reviews and appraisals. ‘Performance appraisal is a systematic process that assesses the performance of an employee and measures his contribution to the organizational objectives’ Redd and Manasa KVL (2009: p72 - 80). The journal...
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...ISSN: 2247-6172; ISSN-L: 2247-6172 Review of Applied Socio- Economic Research (Volume 5, Issue 1/ 2013 ), pp. 53 URL: http://www.reaser.eu e-mail: editors@reaser.eu Employee motivation and organizational performance Ovidiu-Iliuta Dobre 1+ 1 The Bucharest University of Economic Studies Abstract. The majority of organizations are competing to survive in this volatile and fierce market environment. Motivation and performance of the employees are essential tools for the success of any organization in the long run. On the one hand, measuring performance is critical to organization’s management, as it highlights the evolution and achievement of the organization. On the other hand, there is a positive relationship between employee motivation and organizational effectiveness, reflected in numerous studies. This paper aims to analyze the drivers of employee motivation to high levels of organizational performance. The literature shows that factors such as empowerment and recognition increase employee motivation. If the empowerment and recognition of employees is increased, their motivation to work will also improve, as well as their accomplishments and the organizational performance. Nevertheless, employee dissatisfactions caused by monotonous jobs and pressure from clients, might weaken the organizational performance. Therefore, jobs absenteeism rates may increase and employees might leave the organization to joint competitors that offer better work conditions...
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