...Fundamentals of Human Behavior | Motivation in Saint-Gobain | | ------------------------------------------------- L-2F.04 Léo ANIESA – Arnaud COSTARGENT – Thibaut GATELLIER – Gilles LAURET – Ludovic MANGA – Arthur MICHEL | Table of contents Introduction 1 I. Contextualization 1 A. General presentation of Saint-Gobain 1 B. What is motivation? 1 C. Problematic and hypothesis 2 II. Case study of Saint-Gobain: theories about motivation 3 A. Mc Gregor’s Theory 3 B. Maslow’s hierarchy of needs 4 C. Equity Theory 5 D. Expectancy Theory 5 * ------------------------------------------------- * ------------------------------------------------- * ------------------------------------------------- * ------------------------------------------------- * ------------------------------------------------- * ------------------------------------------------- * ------------------------------------------------- * Introduction “Motivation is everything. You can do the work of two people, but you can't be two people. Instead, you have to inspire the next guy down the line and get him to inspire his people.” This quote from Lee IACOCCA, the ex-President of Ford and the ex-CEO of Chrysler, shows the importance of motivation in a company. Motivation is the gasoline of the teamwork efficiency. It is what makes people follow your ideas and project. Thus, a company cannot work without motivated employees...
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...Motivational Methods HCS/325 July 28, 2011 Motivational Methods Motivation can be defined in several ways. Motivation is an internal energy which helps a person accomplishes a goal. It is the key factor of an organization. In order for an organization to achieve a higher level of productivity, managers play an essential role to his or her employee’s motivation. The three motivational methods that can be used within an organization are: equity theory, expectancy theory, and goal setting. Within any organization different employees need to have different motivational methods. Employee motivational methods can be either positive or negative. Most theories of employee motivation are rewarding employees that meet the standards to set new goals for achievement. In today’s society motivation starts with management and is the key job for management. If a manager of an organization is not motivated that attitude can spread to his or her employees. Managers of an organization have a challenge when it comes to motivating people. “Motivation encompasses the psychological forces within a person that determine the direction of the person’s behavior in an organization, the person’s level of effort, and the person’s level of persistence in the face of obstacles” (Consador, 1999). An organization must make use of all assets including, the members of its staff. Therefore, managers need to make sure his or her employees are motivated, and that he or she has a positive mind set so that he...
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...Is Intrinsic or Extrinsic Motivation Better? Motivation is a conceptual theory which used to explain and understand the reasons of individuals’ behaviors, actions and desires. Another explanation to motivation is that the psychological process that arouse and direct goal-directed behavior. From past to nowadays, motivation is a significant initiator in many incident. For instance, World War 1, World War 2, exploring new continent such as America, foundation of new companies, people’s life and etc. There need to be an initiator for incident to occur. Motivation is the first thing that comes to mind for the initiator role. There have been a lot of academic journals and researches about the effects and forms of motivation. Researches show that every human being has a different form and satisfaction level of motivation. In theory of Edward L. Deci and Richard M. Ryan which called the Self-determination theory focus to the choices that people make without any external influence and interference and the individual’s behavior whether is self-determined and self-motivated or happens with an external influence. This theory brings us to studies that happened in 1970’s which are the intrinsic and extrinsic motives. Intrinsic and Extrinsic motivations are the exactly the opposite of each other. “Intrinsic motivation occurs when we act without any obvious external rewards. We simply enjoy an activity or see it as an opportunity to explore, learn actualize our potentials.” (Coon, 2010)...
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...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, motivation and output of the business. These functions are used in an mathematical analysis that derive at the motivational-equilibrium i.e. value of optimal cost-output level of motivation. This paper will describe the process of performing a Motivational Force analysis in addition to consider its applicability to employees and organizations and examine it’s strengths and limitations by doing so. Table of Contents Introduction ………………………….......................…………......……………………………….. 1 Theoretical framework………………………….………………………………………………………….. 1 Why the motivational force analysis is needed …..…………………………………………………………2 Application of the analysis…………………………..……..………...………………………………………2 Data collection & experiment ………………..……………………………………………………………..3 Determine cost-output ……………………………………….........………………………………………….3 Determine cost-motivation…………………………………...……………………………………………….7 Mathematical analysis……………………………..............………………………………………………….7 Finding the motivational equilibrium…………………………..……………………………………………...
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...Motivation in today's workplace: the link to performance. ABSTRACT In today's hyper-competitive marketplace, understanding what fosters and forwards employee motivation--and, thus, organizational performance--is critical. Based on theories, studies, best practices, case studies and resources about motivation, this solutions-focused research article presents valuable information for the senior HR leader seeking competitive advantage. ********** Introduction In today's marketplace, where companies seek a competitive edge, motivation is key for talent retention and performance. No matter the economic environment, the goal is to create a workplace that is engaging and motivating, where employees want to stay, grow and contribute their knowledge, experience and expertise. Motivation is generally defined as the psychological forces that determine the direction of a person's level of effort, as well as a person's persistence in the face of obstacles. The direction of a person's behavior refers to the many possible actions that a person could engage in, while persistence refers to whether, when faced with roadblocks and obstacles, an individual keeps trying or gives up. (1) The responsibility for motivation is three-fold: it falls on the senior leadership, the direct manager and the employee. Numerous factors are involved, from trust, engagement and values (individual and organizational) to job satisfaction, achievement, acknowledgement and rewards. Motivation...
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...A Study of Motivation: How to Get Your Employees Moving SPEA Honors Thesis Spring 2012 Indiana University Kelli Burton Management May 2012 Faculty Advisor: Cheryl Hughes May 2012 Page | 1 Table of Contents Abstract 3 Personal Introduction 4 Topic Introduction 4 Research Methods 5 Definition of Motivation 6 Theories of Motivation 7 Maslow’s Hierarchy of Needs 7 Herzberg’s Two-Factor Theory 9 The Four Motivations 11 PERMA Model 14 Example of Motivation 15 Financial 16 Non-Financial 19 Implications for Managers 25 Conclusion 30 Resources 32 Abstract Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees. The most important theories include: Maslow’s hierarchy of needs, Herzberg’s two-factor theory, Aristotle’s seven causes, and the different types of motivation. Each theory is related in the fact that there are needs for all people to meet. Every employee is at a different stage in their lives, which requires different management techniques...
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...ILM Course Level 3 Understand How To Motivate To Improve Performance AC1.1, AC1.2, AC1.3, AC1.4, AC2.1, AC2.2, AC2.3 Table of Contents Define the term motivation 3 Define the factors that may affect motivation levels in the workplace 3 Explain how individual differences affect levels of motivation in the workplace 3 Explain the potential impact on organisational performance if employee motivation levels are low 4 Describe a recognised theory of motivation 5 Describe ways in which knowledge of a theory of motivation can be used to improve performance in the workplace 5 Explain how to use employee engagement to increase motivation levels 6 References 7 Bibliography 7 Understand How To Motivate To Improve Performance Define the term motivation The term motivation in my opinion is a strong desire to achieve something. The drive to be motivated I believe comes from aspirations or enthusiasm to achieve a goal or target (whatever that might be). More often than not though I think motivation or the desire to do great things can also be inspired by support from other individuals. Motivated people work with enthusiasm. Define the factors that may affect motivation levels in the workplace Salary Bonuses and incentives play an important role in keeping employees motivated, but usually work best as part of a comprehensive program that provides opportunities to grow. A carefully designed rewards program in my opinion will reinforce behaviours...
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...A Study of Motivation: How to Get Your Employees Moving SPEA Honors Thesis Spring 2012 Indiana University Kelli Burton Management May 2012 Faculty Advisor: Cheryl Hughes May 2012 Page | 1 Table of Contents Abstract ........................................................................................................................................... 3 Personal Introduction ...................................................................................................................... 4 Topic Introduction .......................................................................................................................... 4 Research Methods ........................................................................................................................... 5 Definition of Motivation ................................................................................................................. 6 Theories of Motivation ................................................................................................................... 7 Maslow’s Hierarchy of Needs .................................................................................................... 7 Herzberg’s Two-Factor Theory .................................................................................................. 9 The Four Motivations ............................................................................................................... 11 PERMA Model .............
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...paper, we will briefly discuss the motivation and how it impacts our work environments. In addition, we will discuss the different motivational strategies that affect productivity in our workplace. This brief synopsis will incorporate examples of the motivational theory in the workplace. According to Langton and Robbins, each theory can be divided into two categories; needs theories and process theories (Langton & Robbins, 2007). Each theory shows the differences that people have and how they can be applied to motivate the individual. Process theories include a broader portrayal which describes the procedures involved in motivating others. Lastly, we will discuss implied or forced motivation tactics within the workplace and how it affects the employee and management. What is motivation? According to Merriam Webster, the act or process of giving someone a reason for doing something: the act or process of motivating someone : The condition of being eager to act or work: the condition of being motivated : A force or influence that causes someone to do something. Motivation is a set of processes that inspire people to achieve their goal. Motivation, over all, is a drive that makes people pursue their aims and ambitions, and makes it possible for people to achieve them. In this report, we study the effects motivational theories have on the workforce. Byrne & Walsh, 2001, research on employee motivation theories implied that observing employers...
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...2014 -HFT2220-Human Resources Management -Sections RXD -Fall 2014 Employees Motivation in Hospitality Industry 李春峥 5468744 童品涵 5469018 潘 超 5486745 2014-12-11 Content 1. Background ....................................................................................................... 3 1.1 Case 1 ........................................................................................................ 3 1.2 Case 2 ........................................................................................................ 4 2. Theory and System about employee motivation ............................................ 5 2.1 Two-factor theory： ................................................................................. 5 2.2 Expectation theory： ............................................................................... 6 2.3 Equity theory： ........................................................................................ 7 2.4 Reinforcement theory： .......................................................................... 7 2.5 Incentive principle and system ............................................................... 8 2.6 Full Spectrum Organization Employee Motivation Strategy .............. 9 3. Workplace C .A.R.E........................................................................................ 10 4. Conclusion ....................................................................................................... 12 Reference ..................................
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...Introduction………………………………………………………………………………….3 Understanding the concept of motivation………………………………………………4 Assessing your approach to employee motivation 5 Identifying manager's role in motivation process6 Applying motivational techniques7 Use appropriate methods of reinforcement.7 Provide people with flexibility and choice…………………………………………….8 Encourage employees to set their own goals and objectives………………………8 Have a flexible management style…………………………………………………….8 Provide immediate and relevant feedback that will help employees improve their performance in the future……………………………………………………………....8 Establish a climate of trust and open communication……………………………….9 Demonstrate your own motivation through behavior and attitude…………………9 Conclusions and Recommendations………………………………………………………10 References……………………………………………………………………………………11 INTRODUCTION Motivation is defined as the willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual needs. Motivation is necessary element and the most crucial aspect in achieving goals in the organization. When people get motivated, they will put more effort and try harder on what they doing to achieve better goals. Today, most companies and organizations want to know how to motivate employees in the workplace, so they can work with the zest and increase efficiency and productivity. Moreover, when there is a lack of motivation in the workplace it can result in lower productivity...
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...Topic 3: Motivation Motivation plays a significant role in today’s work environment, as motivated employees are more productive employees. However, the ways in which we motivate the employees have to be improved over time, as employees are more demanding about their concerns and their needs than in previous times. ‘Motivational strategies are probably affected the most employee concerns and values’ (Greiner 1986, p. 82). Motivation is able to affect outputs of your business concerns in both quality and quantity. For example, if your business is in manufacturing, it is heavily reliant on the production staff to make sure the good is being produced with quality and in quantity and on the right time. However, if the employees lack the motivation needed to do this task, they will not produce the amounts of goods demanded, therefore being costly towards the business. In the essay below, we will be discussing whether the needs theories of motivation compare to the contemporary management practice. McClelland anticipated that a person's needs are attained over time as a result of life situations (Wood et al. p. 146). Majority of the experiences three different sectors of needs, which can be classified as the need for achievement, the need for affiliation or the need for power. The strengths about McClelland’s acquired needs theory is that it gives us a clear and easy to understand picture for an organization and managers to know how to classify their employees therefore putting...
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...New Venteru Management 1B Motivation Motivation employees is an important skills for supervisors manaagaers and business owners to supervisors, managers, and business owners to have when developing motivation plan, it is important to reorganise the individual different among employees and realize that not all motivation techniques will work for everyone. Each employee must be evaluated to determine what motivates them the most, employees are motivated in different methods. Jp nismos cars cc. Jp , is a company sell new and old vehicles. It situated in th Main Road, Oshikango. Jp is a Company owned by Mohammed Ali from India. J.p employed 50 workers in different department including managers and supervisors. As we know that each work to be perfomed well they have to be motivated. J.p nismos cars, also use different methods of motivation. These methods are: employee motivation through flextime, through job rotation, through job enlargement,through job enlichment, through team- working and empowerment, employee motivation through job sharing, employeemotivation through involvement and employee motivation through valuable – pay. Employees in J.p perform different tasks such as office admistration, mechanisim, car washers and cleaners and sales advisors. Jp nismos normally open its do at 8 oclock in the moning and closs its at 5 oclock including one hour four lunch time. All employee must be at work berofe eight oclock. Employee who want to go out must sign premision ti go out...
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...Home Improvement Warehouse, have employees on a corporate level who concentrate on several stores in an entire region. In each store, there are upper managers, which are typically salary based employees. Also, there are department managers, customer service associates, and cashiers, which are all usually the hourly employees. Often in retail organizations, the upper managers are considered the leaders in the company. They tend to make sure that all of the employees are punctual and that the employees are finishing their tasks in a timely manner. Sometimes employees are late for work or absent. This usually is the point where management may have to warn or possibly write-up employees who are continuously late or absent. Typically, if an employee is late or absent consistently, they will be terminated by management. I am going to examine and discuss how motivational theories could be applied to absenteeism, while analyzing the role of organizational leadership in absenteeism as well as evaluating the role of power and influence in absenteeism. Motivational Theories There are four general areas of motivational theory: need-based theories, job-based...
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...communication, and management. Organization Behavior Practice is designed to help manager better understand work out come (job satisfaction, learning, and commitment). Organizational Behavior Practice helps a manager better understand work behavior, perceptions, personalities, motivation, and attuide. When Organization behavior Practice is used it will give the manager a better understanding on a lot of different area when it comes to work behavior, and why an employee might be acting a certain way. Where I have seen Organizational Behavior Practice used (Question 1) I have seen Organizational Behavior Practice used before when I worked for Production Line. There was a problem going on with the employee performance and everyone was starting to get very negative, which was affecting the work they were doing. Our totals were going down along with the speed of quality of boards coming out. The management wanted to know what was going on with the changes in motivation, and the attuide of the employee, so they went over the things that had changed started asking question to employee. Changed their management styles to where they showed more empathy towards the employees. They started to be more understanding to what the employee were feeling. When the...
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