...development lags, and business plans are not achieved within their capable timeframe. Using characteristics that produce motivation are the key to having a completely successful and enthusiastic organization. There are several approaches management can use to try to instill motivation into an organization. Management attempts to instill motivation in employees by kicking them in the rear do not work (Herzberg 6). This method gets employees in an organization to work only for the moment and therefore is not successful. A successful organization utilizes a set of traits that work together to produce motivation. These traits are encouragement, communication, and teamwork. Encouragement A successful organization is filled with managers who impart encouragement. Whereas the use of fear is a poor motivator. The use of encouragement is a good motivator. Companies that are run on the basis of fear are known not to have motivated personnel. Companies that are run using encouragement have motivated personnel. Exhilarated and motivated personnel will surround a manager who generates a sense of encouragement toward his employees. As...
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...as making business decisions that, upon the interests of the shareholders and also other stakeholders, for example employees, customers, suppliers, the context as well as the future generations (Definition of responsible leadership, n.d). From the text showed that the leader have the responsibility on his staff, he is caring his staff. The way to prove my point is three days after 9/11, James Parker announced that the company would be keeping all of its employees when the ramifications of the shutdown forced other airlines to cut staff. When he promised to keep all of its employees, the employees do not worry whether when their last day to work is, so the task which he delegated to employees can be doing well. And the employees created the loyalty to the company due to this action. Even when the company wanted to help reduce the company’s workforce and cuts cost, it also without laying off its employees but it was offering voluntary buyout packages to all employees who were willing to retire early. Besides that, encouragement also is another leadership characteristic of the leader of Southwest Airline. The encouragement in leadership is defined as the action of motivating other people with the whole new courage, spirit, hope, support or confidence (Jeremiah, 2005). The power of encouragement in leadership is very unique and powerful. By implementing encouragement in leadership, an encouraged environment is created that will inspired the followers to do better. According to the...
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...Business 101 Final The One Minute Manager book ties directly into chapter 15, human resources, of the textbook BUSN. The key concepts in The One Minute Manager reiterate why it helps if the a lot if the human resource branch of a company is positively involved with the employees and maintain a good relationship rather than doing the typical corporate style. Some of the key concepts from The One Minute Manager are One Minute Goals, One Minute Praisings, and One Minute Reprimands. They all repeat themselves as one-minute tasks since The One Minute Manager does these specific tasks in a minute or less in a very effective way and getting the respect of his employees. The one minute way may not be the corporate way since many large companies tend to prolong the meetings with the employees, thus in many instances causing the employees to dread the day of the meetings. I can personally say that when I worked for large companies, Wal-Mart and K-Mart, all the meetings would be take up to half hour or sometimes more. After the first few minutes I’d just get exhausted and in many cases annoyed to the point where the managers would ask if they had my attention or if I even wanted to be there. By the time they’d ask those questions I’d be blunt and say no, they didn’t have my attention and that I found that their “coaching” methods reflected how an elementary school was ran and that they didn’t have a drop of my respect. The One Minute Goal Setting is simple in the methods that it includes...
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...on the person you work for. A noble boss is one who provides training and leadership to their personnel; however, some bosses are less efficient in their supervisory methods and procedures. To define boss - one who guides or oversees employees and exercises authority and control. Their responsibilities may include insuring the work is completed; policies and protocols are followed, and offer the crucial training to achieve these duties (Wikipedia, 2015). They have the ability to employ new workers and fire those that do not measure up. How responsibilities are conducted can be the distinction between a virtuous boss and an immoral boss. The personality of whether a boss is measured bad or good is contingent on the perception of the employee. A respectable boss directs his employees by assigning work based on an individual’s strengths. They take time to acquire what skills the employees have and in what way they can best be used and places that employee where they will be most successful. They aid employees to set individual goals and assist them in achieving those goals. Offering encouragement to their employees to perform better and keeping an open door policy, they are not frightened to approach them for a decision. The end result employees are happier; they feel at ease and productivity has sky rocketed. Be...
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...you can draw the conclusion that the major key factors to Pixar's success of creating a innovative environment are the leadership style and teamwork spirit. For people to be able to involve in processes that leads to innovation the following criteria are essential: problem understanding, seeing opportunities and the desire to do something. Connected to the desire to do something is the performance. There is much talk about skills and knowledge in society. But skilled employees is not the same as high-performing employees. To have high-performing employees the culture is of big importance, which Pixar has understood. The book discusses how the Pixar culture has been formed and how the employees, called the pixarians, work in the organization. As the title indicates, ”the world's most creative corporate playground”, the main topic in the book is ”dream like a child”. In this book review I will discuss Pixar as a playground, the team dynamics and the impact of leadership style on the culture and the employees. A corporate playground Throughout the book Pixar is defined as a corporate playground, where the most important thing is to dare to dream like a child. At Pixar...
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... There are as many different methods of motivating employees today as there are companies operating in the global business environment. The best employee motivation efforts will focus on what the employees deem to be important. Many organizations today find that flexibility in job design and reward systems has resulted in employees' increased longevity with the company, improved productivity, and better morale. The elements I will discuss are Empowerment, Creativity and Innovation, Learning, Quality of Life, Monetary Incentive, and Other Incentives. Empowerment means giving employees more responsibility and decision-making authority increases their realm of control over the tasks for which they are held responsible and better equips them to carry out those tasks. Creativity and innovation at many companies, employees with creative ideas do not express them to management for fear that their input will be ignored or ridiculed. Company approval and toeing the company line have become so ingrained in some working environments that both the employee and the organization suffer. When the power to create in the organization is pushed down from the top to line personnel, employees who know a job, product, or service best are given the opportunity to use their ideas to improve it. Learning if employees are given the tools and the opportunities to accomplish more, most will take on the challenge. Companies can motivate employees to achieve more by committing to perpetual enhancement...
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...relationship and a productive team is to produce a productive behavior versus a non-productive behavior. A team can become productive, when its members have effective relationships with another. Some of the components of have an effective relationship is to trust, open and honest communications, and encouragement and to re-direct non-productive behaviors. Perseverance and determination is the formula to building an effective team/organization. Acquiring the high level of commitment throughout the organization to put the long term goal ahead of the everyday mischief also helps in building an effective team/organization. Overcoming the obstacles and preventing and effective communication is one way to build a positive relationship. To prevent a non-productive behavior is to avoid or challenge the rest of the organization. This makes employees believe powerless and out of control. Ensure that everyone counts and everyone have a voice and each member should contribute at 100%. When an organization’s employees receive together and begin to identify some of the non-productive behavior, they have taken the first step toward building a better workplace. Job performance of employees forces the productive and counterproductive behaviors. This benefits...
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...responsibilities allows for efficient management and may also promote teamwork. The disadvantage associated with functional departmentalization is that departments may become self-centered and lose focus of organizational goals in all entirety. Employees of the particular department may only seethe issues and work associated within their own department. Product departmentalization, on the other hand, places one manager in charge of all the jobs associated with a particular product (Gibson et al, 2012). This is an effective organizational structure that is practice in many large companies with product variation. Advantages of product departmentalization include high product visibly, well suited for rapid change, allows parallel processing of multiple tasks, and its even fosters the training of general mangers (Burton &Thakur, 1998). Product departmentalization allows for each product to receive the required attention, expertise, and focus in order to be successfully managed. Integrating different products and brands under the same management may eventually lead to confusion of roles and objectives that each product needs. Unfreezing old learning allows for new information and skills to be acquired effectively (Gibson et al., 2012). Some employees, regardless of position, welcome learning will open arms and embrace it as an opportunity to expand on ones knowledge. This willingness to learn allows for growth and is required to unfreeze...
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...extraversion, agreeableness, conscientiousness, emotional stability/neuroticism, and openness to experience. * these traits indicate to management how an individual will behave in various situations Detail the feedback control loop, and suggest one (1) way that the organization can use the feedback control loop to determine whether management’s actions are motivating or demotivating. * Feedback control loop allows for clear communication between workers and management and it enhances performance * To check effectiveness of communication * Bi-weekly surveys of employee * Assess the manner in which leaders can influence employee motivation through goal setting, impression management, and encouragement. * Leaders influence employees by * Taking the initiative, be...
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...HOW ABOUT MEASURING INTRAPRENEURSHIP? Heinonen, Jarna D.Sc. (Econ.&Bus.Adm.), Director Small Business Institute Turku School of Economics and Business Administration P.O.Box 110, FIN-20521 Turku, Finland Tel. +358 2 4814 577 Fax +358 2 4814 393 jarna.heinonen@tukkk.fi www.tukkk.fi/pki Korvela, Kaisu M. Soc. Sc., Researcher Small Business Institute Turku School of Economics and Business Administration P.O.Box 110, FIN-20521 Turku, Finland Tel. +358 2 4814 511 Fax +358 2 4814 393 kaisu.korvela@tukkk.fi www.tukkk.fi/pki ABSTRACT This study discusses the concept and phenomenon of intrapreneurship as well as its prerequisites and outcomes. This study is a part of a larger research programme aiming at building a model of intrapreneurship and testing the model in different kinds of organisations and contexts. In this paper we present results of the survey of 8 companies and 184 employee responses. Based on these preliminary results we discuss the findings and implications for further research. The study points out that the prerequisites and outcomes of intrapreneurship have a positive dependency relation. Higher levels of the prerequisites of intrapreneurship both in quantity and quality, the more outcomes of intrapreneurship are observed. Measuring intrapreneurship sheds light on some aspects of the phenomenon studied, but it also leaves several questions unanswered. Therefore, in order to better understand it and to benefit from phenomenon, it is suggested...
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...achieving a high level of hospitality comes from the employees because they are the ones who deliver services to the guests. There are many different level of enthusiasm from every employees and guests alike but hospitality should never suffer. Front office managers must learn what motivates the employees and implement training programs to achieve the level of hospitality services the property demands. Each employee are individuals with different needs, wants and desires personal or at work. What motivates one employee may not motivate the others. Because of this, there are different motivational theories available. Front office manager should take time to get to know each employee to figure out what motivational theory is necessary to apply for that specific employee. Motivation is described as understanding employee needs and desires and developing a framework for meeting them (Bardi, 2007). Having both motivated, enthusiastic employees and unenthusiastic, obstinate employees, one theory will not work for everyone. A successful manager takes into account each and every employee’s individual needs to create a training strategy based on their needs. This is the Mayo theory of motivation recognizing the individuality of each employee (Bardi, 2007). Employees that is already motivated and enthusiastic obviously will not need as much attention as those that are not. But these employees will need continued encouragement and support from the manager’s to keep up the level of...
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... | |A type of manager that wants to be included in a project when she|The type of manager that wants to be in command and makes the | |is putting together a team. Not trying to come off as the one in |rules. He gives the orders and they are followed out by the | |charge, but a team player. Involved in all aspects of the |employees to complete assignments. May tell employees what is | |assignments. |needed, but not participating. | Leadership |Women |Men | |The type of manager that doesn’t offer an incentive, but offer |The type of manager that would off some type of incentive in | |encouragement to want to get the job done and to love more of |order to make the employee want to work harder. More incentives | |what they are doing in order to get the particular task done. |and less encouragement. Willing to give in order to get goal | |...
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...Motivational Analysis in the Workplace Anonomous University of Phoenix Motivational Analysis in the Workplace Motivation in the workplace has many advantages. Motivation enables managers to encourage workers and employees to attain goals required for organizational missions. Motivation theories have evolved in the past 100 years. Motivation theorist such as Descartes, Darwin, and Hull had many ideas regarding what drives motivation. “When stumped trying to explain why people do what they do, we can turn to theories of motivation…” (Reeves, p. 5, 2001). The goal-setting theory shaped by Edwin Locke explains how organizational goals are used in the workplace to inspire motivation. Two workplace scenarios will be described. The goal-setting theory will be applied to both scenarios. Managers and leaders need to encourage the attainment of workplace goals. “Motive is a general term that identifies the common ground shared by needs, cognitions, and emotions…” (Reeves, p. 7, 2001). When managers cannot motivate employees effectively the environment and the employee suffer. Job satisfaction drops and the employee will no longer value his or her job. When this happens productivity will suffer. Setting goals does not always produce goal attainment. Locke’s theory does have drawbacks. The employee may not value the goal or may not be given enough positive reinforcement to retain his or her goals. Locke’s goal-setting theory states goals...
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...management and the overall leadership can have a huge impact on a workers job performance. A good team leader should know all the best ways to get positive and productive work from each team member, he should know how to best direct all efforts in a motivational way to produce the overall best satisfaction and to help employees achieve the best satisfactory work that they know how. The same thing does not motivate the same people, what might motivate me my not motivate the next person, each person is unique, it might take a lot of effort to get one person activated, when dealing with an individual whereas when dealing with a group it may take little effort. The whole underlining of motivation is for one to give out to get the most or best behavior back or simply to help one achieve at the highest level possible. Motivation is valuable when used inside of an organization, little do some employers no it is just what some employees need to kick in and do better. Motivation should be incorporated into all management training, and not just a simple pat on the back, or the good old keep up the good work. These sayings and things are so common and cliché, some employees do not take this as a motivation, they take it as a routine talk, and that the manager or person in higher authority really do mean what they are saying, and that it is something the manager is just use to saying. Work motivation produce job satisfaction. “Gender differences in job satisfaction...
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...information to all employees. Finally, conflict resolution and conflict management are the solution to these problems. Ultimately all employees need to come to an understanding of one another within the workplace. According to Robbins conflict is defined as a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about (Robbins 665) Communication Challenges Communication challenges cause conflict for everyone in the workplace, if not taken serious. When reacting to a team member that is being vague and making it difficult for other employees to approach, a manager can resolve the issue by talking to the individual. Talking to the employee individually would clear up any misinformation and gather the facts from the employee. Therefore, a team meeting would be necessary to clarify the information and express the companies concerns in front of the entire team, so no miscommunication can be relayed to employees. It is imperative to be honest with an employee honesty garners trust between the manager and employee. Encouraging employees to continue to voice their opinions, as needed, will give the individual faith in themselves. It will further demonstrate that they are worthy, appreciated, and respected in the work place. These are not just words, but are words of encouragement. Managers should always acknowledge others abilities and efforts. If employees feel inadequate in...
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