...Introduction This essay aims to elucidate the concept of motivation in the shop assistant job at Hennes & Mauritz AB (H&M) in London. This will be described as the essay will start with looking at H&M. Then evaluating the motivating potential score (MPS) to propose potential recommendations as a manager, which are validated through these motivational theories: the Herzberg’s Two-Factor Theory and Vroom’s Expectancy Theory. Looking at the evaluation of the motivating potential score (MPS) and the recommendations together will provide better job satisfaction (Robbins & Judge, 2008) to enhance this job within this company. Hennes & Mauritz AB (H&M) Hennes & Mauritz AB (H&M) has an international reputation as they are one of the world’s largest retailers that encompasses several different brands, which include COS, Monki, Weekday and Cheap Monday which all specialises in the fashion industry. H&M has a potent diversity of employees and its company culture based on several core values such as simplicity, a down-to-earth approach, entrepreneurship, team spirit, common sense and a belief in individuals and their attributes to use their initiative (H&M, 2012). The Motivating Potential Score (MPS) An employee motivation in a job can be analysed using the motivating potential score (MPS). The MPS uses the five core characteristics from the Job Characteristics Model (JCM) which are: Skill variety; Task identity; Task significance; Autonomy; and Feedback. The MPS is very important as...
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...and tertiary. Prevention consists of not only preventing diseases and other ailments, but curing them and limiting their progression. Primary prevention consists of health promotion and specific protection. Secondary prevention consists of early diagnosis, timely treatment, and limiting disability. Tertiary prevention consists of restoration and rehabilitation (Edelman & Mandle, 2010, p. 14). These three levels of prevention don’t necessarily flow from one into the next but do have a tendency to overlap. In three recent journal articles in nursing practice, primary, secondary, and tertiary prevention in health promotion are discussed. The primary prevention article discusses how effective motivational interviewing can be in health promotion. It mentions that motivational interviewing can help people understand their lifestyle problems and help them make the necessary changes in their lifestyle to see a positive outcome, which is having a healthy life. It also mentions that it takes a bit of work from the nurse to be able to master this skill and become effective at it. The secondary prevention article discusses secondary prevention of diabetes among health promoters. It discusses how health promoters are concerned that secondary prevention programs might take away funding from primary prevention programs. It also discusses how the lower socio-economic population has a much higher incidence of type 2 diabetes, so the programs should be built into existing programs...
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...Motivation in Bangladesh Public Sector Introduction: Motivation is an individual characteristics or trait that make people accomplish a work in a higher degree of intensity and persistence toward a specific direction. Motivation in Organization is an important factor whether it is intrinsic or extrinsic (Deci, 2000). The word motivation has got its root from the word ‘motivate’ which means to move, push or influence someone to forward with fulfilment of a want (Kamalian, 2010). According to Bartol and Martin (1998) motivation is a power that strengthens behavior, paves route to behavior, and triggers the tendency to continue (Fard, 2010). As we know there are several theories and notion regarding motivation where some people argues that it is a completely intrinsic trait of the individual. Again some describe it as the empowerment from environment and the other group belief that different people need different types of motivational factors (Robbins, 2014). Among various motivational theories the following two case studies of Bangladesh interact with Maslow’s hierarchy need theory and Herzberg’s two factors theory of needs. Maslow’s Hierarchy Theory: Abraham Maslow’s Hierarchy of need theory is the best-known theory of motivation. Every human being has a hierarchy of five needs where right after the fulfilment of a need or demand, the next need becomes most influential, he argued. These are Physiological needs, safety needs, social needs, esteem needs, self-actualization...
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...Global Advanced Research Journal of Management and Business Studies Vol. 1(4) pp. 126-133, May, 2012 Available online http://garj.org/garjmbs/index.htm Copyright © 2012 Global Advanced Research Journals Full Length Research Paper Impact of Motivation on the working performance of employees- A case study of Pakistan. Akbar Ali1, Maira Abrar2 , Jahanzaib Haider 1 Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Tel: 92-331-7304678, 2 3 Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Tel: 92-331-3312626, Accepted 10 April, 2012 Motives are key to human behavior. It plays an important role in performance and other activities and as such the manager should know what motivation is and how subordinates can are motivated towards performance. This study investigates the role of motivation on employees’ performance as the history of explaining human or animal behavior is not new.” why did one do what one did “had been the subject of working even in the past, some human behavior was explained as an outcome of demos impedance and this explanation was unscientific. Efforts were also made to determine principles which could explain human behavior. McDougall emphasized that man’s social behavior can be explained in terms of instincts which was later on criticized. Freud used “unconscious metal process” to explain behavior especially...
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...Effects of Motivational Factors on Job Satisfaction: An Empirical Study on Malaysian Gen-Y Administrative and Diplomatic Officers Nargess Mottaghi Golshan1, Aznur Hafeez Kaswuri2, Betsabeh Aghashahi3, Muslim Amin4, Wan Khairuzzaman Wan Ismail5 1 International Business School, University Technology Malaysia Abstract. Purpose - This study examines the relationship between motivator and hygiene factors of the two-factor theory and job satisfaction of Gen-Y. Design/ Methodology/ Approach - Totally 128 full time Gen-Y employees of the Malaysian Administrative and Diplomatic officers completed a questionnaire measuring their motivator and hygiene factors and job satisfaction. The motivators were measured by work values questionnaire (WVQ) with 25 items, and job satisfaction was measured with a 15-item questionnaire adapted from Warr et al., (1979). The scales for all questions were seven point Likert scales. Factor analysis, T-Test, regression, and One-way ANOVA were applied in the data analysis. Findings - The results revealed that employees’ motivators are related significantly to their intrinsic job satisfaction. However, employees’ hygiene factors are not significantly related to extrinsic job satisfaction. This result is inconsistent with the previous study of Furnham A. and Eracleous A. (2009) and supports Locke’s (1976) criticism of Herzberg’s theory. Research limitations - The limitation of this study was that it used self-report measure in investigating motivational factors...
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...Motivational Plan Essay Motivational Plan Essay Petrina Murfitt Grand Canyon University: EDA 575 July 6, 2011 Motivation is giving somebody a reason or incentive to do something. It can be intrinsic or extrinsic. Intrinsic motivation is focused by an awareness or satisfaction in the task itself and usually occurs within the person rather than relying on external force. Extrinsic motivation is from outside the individual. Some common extrinsic motivators are rewards or punishments like evaluations or money, pressure, and threat of reprimand. The key to a school’s success is the motivation of the staff. It is clear that schools need motivation plans that inspire, provide anticipated incentives, and keep the staff involved in the process and results of the school plan. A successful leader needs to understand and be able to use the tool that motivates each member of their staff. The following motivational theories will help in creating a motivation plan for my school. Motivational Theories Self-determination theory states that a person’s level of independence is determined by the fulfillment of three essential psychological needs: autonomy, competence, and relatedness (Bachman & Stewart, 2011, p. 183) Autonomy refers to being the foundation of one’s own actions and achieving equivalence between the activity and their own cohesive sense of self. Competence is the need to have an effect on the situation and to attain wanted results. Relatedness is the aspiration...
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...Individual Differences 47 (2009) 675–684 Contents lists available at ScienceDirect Personality and Individual Differences journal homepage: www.elsevier.com/locate/paid Review Personality, values, and motivation Laura Parks a,*, Russell P. Guay b,1 a b James Madison University, Harrisonburg, VA 22807, United States University of Iowa, Iowa City, IA 52242, United States a r t i c l e i n f o a b s t r a c t In this manuscript we review the constructs of personality and values, clarifying how they are related and how they are distinct. We then relate that understanding to motivation, and propose that personality and values have different influences on different motivational processes. We present a model in which personality and values influence motivation via the motivational processes of goal content and goal striving. Ó 2009 Elsevier Ltd. All rights reserved. Article history: Received 12 November 2008 Received in revised form 19 May 2009 Accepted 1 June 2009 Available online 26 June 2009 Keywords: Personality Values Motivation Goals 1. Personality, values, and motivation Since 1937, when Allport recommended the exclusion of evaluative traits when investigating personality, the constructs of personality and values have rarely been studied together. However, both are expected to influence a variety of behavioral outcomes, and so it seems evident that we should consider both in examining the impact of individual differences on behavior. Yet this practice...
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...University, Seoul, Korea Ada Lo (hmada@polyu.edu.hk) School of Hotel and Tourism Management, The Hong Kong Polytechnic University, Hung Hom, Kowloon, Hong Kong DOI:10.3794/johlste.72.178 ©Journal of Hospitality, Leisure, Sport and Tourism Education Abstract This study identifies reasons why college students in Hong Kong want to study hospitality and tourism management (HTM) and why they want to pursue HTM degrees abroad. It also aims to identify students’ preferred HTM study areas. An empirical study of a cohort of 384 HTM students was conducted to determine their motives for their choice of HTM. The results indicate that there were five motivational factors among HTM students: self-actualisation, job opportunity, field attractiveness, ease of study, and scholastic achievement. Detailed information on the motivational factors along with preferred overseas study destinations and HTM study areas are discussed. Keywords: Hospitality and tourism management (HTM); Study motivations; Study preferences Myong Jae (MJ) Lee is an assistant professor in the Collins College of Hospitality Management at Cal Poly Pomona. Prior to joining the Collins College faculty, he served as a visiting assistant professor in the School of Hotel and Tourism Management at the Hong Kong Polytechnic University. His hands-on experience in the hospitality industry, including Hilton and Aramark, has fostered his...
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...homepage: www.elsevier.com/locate/paid Review Personality, values, and motivation Laura Parks a,*, Russell P. Guay b,1 a b James Madison University, Harrisonburg, VA 22807, United States University of Iowa, Iowa City, IA 52242, United States a r t i c l e i n f o Article history: Received 12 November 2008 Received in revised form 19 May 2009 Accepted 1 June 2009 Available online 26 June 2009 a b s t r a c t In this manuscript we review the constructs of personality and values, clarifying how they are related and how they are distinct. We then relate that understanding to motivation, and propose that personality and values have different influences on different motivational processes. We present a model in which personality and values influence motivation via the motivational processes of goal content and goal striving. Ó 2009 Elsevier Ltd. All rights reserved. Keywords: Personality Values Motivation Goals 1. Personality, values, and motivation 2. Personality Since 1937, when Allport recommended the exclusion of evaluative traits when investigating personality, the constructs of personality and values have rarely been studied together. However, both are expected to influence a variety of behavioral outcomes, and so it seems evident that we should consider both in examining the impact of individual differences on behavior. Yet this practice is so infrequent, there is little understanding of how personality and values are related to one...
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...Leadership & Management Table of Contents Question 1 2 Question 2 6 SWOT 6 Motivational option 8 Recruitment decision 8 Leadership style 9 References 9 Rent A Car Question 1 In 1957 Jack Taylor founded this rent a car enterprise and now Rent a car enterprise is one of the foremost car hire companies and is the largest purchaser of cars in the world. In order to deliver their service company has 75000 employees and follow the concept which believe by the founder of the rent a car called” Take care of your customers and employees first and profits will follow” from that perspective management of the company set four interrelated objectives there are (Farndale E , 2011) * customer satisfaction In here management mainly concern about their customers and the quality of the service they deliver to their customers. In order to measure the quality of their service company use enterprise service quality index. (Bardwell J, 2004) * Fleet growth Through the fleet growth management consider about the convenience of the employees as well as customers. This may lead to grow the customer loyalty of the rent a car enterprise. * Employee development. In here management consider about the carrier development of the rent a car employees because company believe that customers expect to be treated in a particular way by a service oriented business. Therefore to deliver great service enterprise needs well- trained and well- motivated staff. (Hallowell...
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...intrinsic or extrinsic. Intrinsic motivation is focused by an awareness or satisfaction in the task itself and usually occurs within the person rather than relying on external force. Extrinsic motivation is from outside the individual. Some common extrinsic motivators are rewards or punishments like evaluations or money, pressure, and threat of reprimand. The key to a school’s success is the motivation of the staff. It is clear that schools need motivation plans that inspire, provide anticipated incentives, and keep the staff involved in the process and results of the school plan. A successful leader needs to understand and be able to use the tool that motivates each member of their staff. The following motivational theories will help in creating a motivation plan for my school. Motivational Theories Self-determination theory states that a person’s level of independence is determined by the fulfillment of three essential psychological needs: autonomy, competence, and relatedness (Bachman & Stewart, 2011, p. 183) Autonomy refers to being the foundation of one’s own actions and achieving equivalence between the activity and their own cohesive sense of self. Competence is the need to have an effect on the situation and to attain wanted results. Relatedness is the aspiration to feel associated to others. The more self-determination desires that are fulfilled the better the level of one’s own self-determination and motivation. If staff members feel a need for their input and see the outcome...
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...Business and Economic Research ISSN 2162-4860 2012, Vol. 2, No. 1 An Exploratory Study of Motivational Factors on Women Entrepreneurship Venturing in Malaysia Hasni Che Ismail College of Law, Government & International Studies Universiti Utara Malaysia, 06010 Sintok, Kedah, Malaysia E-mail: has1121@uum.edu.my Faridahwati Mohd. Shamsudin Othman Yeop Abdullah Graduate School of Business Universiti Utara Malaysia, 06010 Sintok, Kedah, Malaysia E-mail: faridah@uum.edu.my Mohammed S. Chowdhury (Corresponding author) Othman yeop Abdullah Graduate School of Business College of Business Universiti Utara Malaysia, 06010 Sintok, Kedah, Malaysia E-mail: mchowdr@yahoo.com or m.chowdhury@uum.edu.my Received: December 20, 2011 Accepted: January 9, 2012 doi:10.5296/ber.v2i1.1434 URL: http://dx.doi.org/10.5296/ber.v2i1.1434 Abstract This study explored the effects of motivational factors on women entrepreneurship venturing in Malaysia. The research was conducted on 80 entrepreneurs through random sampling technique. All hypotheses were tested using regression analysis and Pearson correlations, controlling for demographic variables of gender, age, and education, years of experience, and start-up funding. While the results of this study found significant effect of pull motivational factors, there is a marginal effect of push motivational factors on women entrepreneurship venturing in Malaysia. Implications and a number of recommendations are discussed. Keywords: Women entrepreneurship,...
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...Ingenieros Industriales Universidad Politécnica de Madrid vlopezr@etsii.upm.es; ahidalgo@etsii.upm.es Abstract Taking into consideration that work motivation can be enhanced not only by increasing the levels of responsibility, meaningfulness and feedback that are built into job (intrinsic motivation), but also by improving the workers relationships, the working conditions, and the incentives (extrinsic motivation), four groups of concrete motivators have been introduced in our motivational model. For these groups of concrete motivators, a number of core dimensions have been derived, measured and evaluated given us the opportunity to establish the relationship, in terms of indicators, between the installed technology and the motivation it inspires. There have been carried out two applications of the proposed model: one in the conditions of a university in Cuba and the other in several Mexican institutions. The results obtained show the validity of the model for determining the motivational quality of working environments. Resumen Tomando en consideración que la motivación en el trabajo puede mejorarse no solamente por el incremento de los niveles de responsabilidad, significado y retroalimentación que están incorporados en el trabajo (motivación intrínseca) sino también por el mejoramiento de las relaciones entre los trabajadores, las condiciones de trabajo y los incentivos (motivación extrínseca), se han desarrollado cuatro grupos de motivadores concretos los cuales...
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...relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedeian, 1993). Motivation Theories Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Five major approaches that have led to our understanding of motivation are Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory. According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzberg's work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, & Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. Vroom's theory is based on the belief that employee effort will lead to performance and performance will lead to...
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...Journal of Abnormal Psychology 1978, Vol. 87, No. 1, 49-74 Learned Helplessness in Humans: Critique and Reformulation Lyn Y. Abramson and Martin E. P. Seligman University of Pennsylvania John D. Teasdale Oxford University, England The learned helplessness hypothesis is criticized and reformulated. The old hypothesis, when applied to learned helplessness in humans, has two major problems: (a) It does not distinguish between cases in which outcomes are uncontrollable for all people and cases in which they are uncontrollable only for some people (univervsal vs. personal helplessness), and (b) it does not explain when helplessness is general and when specific, or when chronic and when acute. A reformulation based on a revision of attribution theory is proposed to resolve these inadequacies. According to the reformulation, once people perceive noncontingency, they attribute their helplessness to a cause. This cause can be stable or unstable, global or specific, and internal or external. The attribution chosen influences whether expectation of future helplessness will be chronic or acute, broad or narrow, and whether helplessness will lower self-esteem or not. The implications of this reformulation of human helplessness for the learned helplessness model of depression are outlined. Over the past 10 years a large number of experiments have shown that a variety of organisms exposed to uncontrollable events often exhibit subsequent disruption of behavior (see Maier & Seligman...
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