...Happy, satisfied employees are more productive and have higher morale versus Money is the only motivator that increases employee success on the job. Introduction The two conflicting points of view in relation to the motivation and productivity of employees are very essential in selecting the most appropriate view about performance and effectiveness of business operations. Most business organizations struggle a lot in motivation and reward of employees towards improvement in the performance of the organization. Some organizations put emphasis and focus on the happiness and satisfaction of employees at the job in order to boost their morale as well as improving the performance of the business operations and activities. Such organizations focus on the morale and the happiness of the employees as the main determinant of the operations and performance at the job or tasks of the organization. On the other hand, some organizations focus on money as the main motivator towards the performance and operations within an organization. They consider the remuneration and salaries as the main matter of consideration that influence profitability and efficiency of operations of the business in an organization. The point of view relating to money as the main motivator, focus on money as the main source of energy and motivation towards improving the energy and performance of the employees at the operations of the organization (http://reaser.eu/RePec/rse/wpaper/R5_5_DobreOvidiuIliuta_p53_60...
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...Class “A” Centers of Louisiana FROM: Dala S. Stansbury, Director of Kid’s Corner Christian Academy DATE: May 16, 2012 SUBJECT: Improving employee morale and productivity in childcare facilities Attached is my proposal to provide director based training on improving morale among teachers and staff. The success of our centers is based on our parent-staff relations. According to 2012 Home daycare overview, daycare centers are now rated below average among in- home centers (Baby Center Medical Advisory Board, 2012). From my experience, parents are complaining that they are not having a good experience when speaking with teachers about behavior matters or in receiving reports of their child’s day. I have investigated further by listening to parents’ constant complaints of how upon entering the center they feel unwelcomed by the tone teachers are using and the lack of concern among directors. Centers in Louisiana are having a problem keeping their staff motivated, which leads to problems that impact the center as a whole. This project will educate directors and staff about the significance of high morale in daycare facilities. When the morale is high, teachers are happy and it is reflected in the lesson plans and interaction with the children. I will discuss the benefits of having a great director, how it correlates to improving the environment of your center eliminating high turnovers in staff and students. In an article written by Sherry Storm Eiselen, she discusses...
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...Motivation Methods Paper Motivation by definition means to give an incentive for action. Motivation is a large factor in either the success or failure for a company. Unfortunately, motivating people is not an exact science. There is no one way, no worksheet to fill out, or no set formula or calculation. Money may motivate one employee of a company. Someone else may appreciate personal recognition for performing a job well done or may work harder if he or she has a type of equity in the business. Employee motivation comes down to one basic ideal: discovering out what the employees want and finding a way to give it to them or to enable them to earn it. There are many methods of motivating employees in today's global business environment. Still, some strategies are prevalent across organizations striving to improve employee motivation. What employees deem important will be the best place to focus motivation efforts. Employees within the same department of an organization will have different motivators. Many organizations that have flexibility in job design and reward systems have employees with better morale, improved productivity, and increased tenured with the company he or she works for. It is important that owners and managers communicate the company's purpose to their employees so that the employees know their contributions are important and that their contributions are valuable to the company. The communication between the two should take the form of words...
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...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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...Kayla Gunby November 29th, 2015 Southern New Hampshire University Final Project Submission Engstrom Auto Mirror Plant and Work Analysis Case Study Abstract During May 2007, the Engstrom Auto Mirror Plant faces a low employee morale issue. The newly appointed manager, Ron Bent, sees a decline in work place productivity and culture throughout his recent years of working at the plant. When Bent joined the company, it was facing a similar issue of low morale. He then decided to introduce the Scalon Plan, an incentive program for the employees, to raise morale. The program was successful when it was first introduced but ran into problems time after. Bent was faced with many challenges with the Scalon Plan that caused him to ask many questions. 1. Should he remove the Scalon Plan and try another? 2. What is the root cause of employee morale declining? 3. Should there be revisions to the Scalon Plan and who oversees it? In order to answer these questions, it is suggested that Ron Bent and the other management team work together with employees to identify the root cause to their issue of low morale and work productivity and come with a possible solution to fix the issue. Introduction Engstrom Auto Mirror Plant is a privately owned business that manufactures mirrors for trucks and automobiles in Richmond, Indiana. The mirror manufacturing plant employed over 209 people. Engstrom Auto Mirror has operated since 1948 and has seen many years of success. In the...
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...MOTIVATION The Student’s Name The Name of the Class Professor The Name of the University The city and State where it is Located The Date MOTIVATION Motivation is the force that directs people to behave in a certain way. Motivation explains people’s desires, actions, and needs. A motive develops an inclination for a particular behavior. In an organization context motivation is defined as the use of rewards and compensation to boost employee’s morale and satisfaction (Long, 2005). This action in the end increases performance and productivity of workers. Motivation can either be intrinsic or extrinsic. Extrinsic motivation or external motivation involves the use of tangible rewards to boost employee’s performance. Tangible rewards include pay and other salary benefits. Intrinsic motivation or internal motivation involves the use of intangible rewards to increase employee’s performance. Intangible rewards include safe working conditions, promotion, job titles, incentives and good working policies (Hiam, 2003). In this paper, therefore, my objective is to discuss how culture affects Herzberg’s theory of motivation the two-factor theory. In his 1959 motivation book, Fredrick Herzberg discusses the factors that lead to satisfaction and dissatisfaction in the workplaces. Herzberg was interested in knowing what pleases employees and what displeases them in their work environment. To conclude his study, Herzberg found that opposite of satisfaction is not dissatisfaction...
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...Understand and Use Different Techniques to Motivate Employees By Student Managers Motivating Employees, September 8, 2014 I. Introduction Managers keeping employees motivated is a problem in most organizations, because not all individuals are motivated in the same way. When individuals lose interest in the workplace this can cause problems for the organization as a whole, then the overall production and morale suffers. There are different techniques that can be used to help managers motivate their employees. Some of the techniques to understand are positive and negative reinforcement, nonmonetary incentive programs, award programs, recognition awards and showing appreciation. Managers can motivate employees by understanding what motivation is and by discovering what drives each individual by using different techniques to motivate each employee. II. Motivation A. Definition of Motivation Motivation is “defined as the psychological processes that arouse and direct goal-directed behavior” (Kinicki, Williams 376). Motivation “is not a one size fits all”, each employee is their own person and what drives them to effectivley perform while on the job is an important factor for managers to be knowledgeable about (Broder). B. Why Motivating Employees is Important Employees within an organization play a key role in how the company runs. Knowing about the different techniques that are used can help managers succeed in keeping their employees motivated...
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...or division Wells Fargo Bank Introduction Wells Fargo is a public organization having expertise in financial products. The company has expanded across different regions thereby trying to attain globalization. It has been offering advices on investments, loans, insurance and several other business products. The company believes that their strong commitment towards work along with commitment by every employee had enabled them to reach great heights. Wells Fargo bank has large number of customers getting served financially on a daily basis. However, they have experienced financial issues recently which forced them to poor management of employees. Ultimately, the customer reactions were worst and they have suffered as much. The low employee morale in turn revealed the poor economic status prevailing in the organization and this indeed reflected their efficiency in operations management. Wells Fargo’s expansion indicates a large size of the company and they have been operating in various market segments satisfying the demographical changes. It is the consultant of Wells Fargo bank being used here to gather relevant points for the research paper. Customer satisfaction is believed to be their strength but this was once their issue. Still, this has not been fulfilled completely. The impact of recession on Wells Fargo bank was relatively high such that they had faced worst situations where they lost clients and customers. The employee turnover was also less. It has recently been noticed...
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...HUMAN RESOURCE ACCOUNTING Definition Assigning, budgeting, and reporting the cost of human resources incurred in an organization, including wages and salaries and training expenses. Measurement in HRA The biggest challenge in HRA is that of assigning monetary values to different dimensions of HR costs, investments and the worth of employees. The two main approaches usually employed for this are: 1. The cost approach which involves methods based on the costs incurred by the company, with regard to an employee. 2. The economic value approach which includes methods based on the economic value of the human resources and their contribution to the company’s gains. This approach looks at human resources as assets and tries to identify the stream of benefits flowing from the asset. The methods for calculating the economic value of individuals may be classified into monetary and non-monetary methods. Monetary Measures for assessing Individual Value a) Flamholtz’s model of determinants of Individual Value to Formal Organizations According to Flamholtz, the value of an individual is the present worth of the services that he is likely to render to the organization in future. As an individual moves from one position to another, at the same level or at different levels, the profile of the services provided by him is likely to change. The present cumulative...
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...Resource Management as a denote to contribute to profitability, quality, maximum utilization of resources and other organization goals (Noe, Hollenbeck, Grehart, & Wright, 1994). There are many ways by which employee can be low morale or disengaged with their work like no job security, downsizing in the organization, not satisfied with their work etc. HR Manager should take major steps to increase morale and should always try to motivate employee. Disengaged and demotivated worked directly affect to the goals and success of an organization. This essay aims on motivating performance and engaging worker in his work through job design, recruitment, selection, diversity, etc and the ways by which HR manager can reduces disincentives of an employee from their work. This essay focuses on the morale, motivation and enthusiasm of workers in organisations will be a much bigger challenge in the future so what human resource strategies a company can adopt to meet these challenges. Firstly the essay will identify the reason of low morale and disengagement of worker. Then how they will affect the goals of an organization and reduces the quality of the product. Finally the essay will aim on the different steps that an HR Manager can take to reduce low morale and disengagement of worker. Jobs and goal setting can improve performance of organization by well design jobs. It is proposed by Garg & Rastogi (2006) that well designed...
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...Delta’s Struggle To Keep Up Staff Morale July 19, 2010 MG 729 By: Group 4 Misty Savage Melanie Scanlin Sheldon Shuman Chamyne Thompson Janet White Sakura Yuasa Delta Airline’s long history and wide spread reach influences the daily lives of people all over the world including 160 million customers each year and 70,000 employees. Delta was founded in the 1920’s as the first commercial agricultural fleet; present day the company services commercial flights in over 350 destinations on 6 continents. The company’s merger with Northwest in 2008 created an international airline with locations in every region of the world. In 2009, Delta celebrated 80 years of passenger service and became the only airline to offer nonstop flights between Los Angeles and Sydney, Australia. Since 2001, Delta has had many financial difficulties. The negative effects of the September 11th terrorist attacks and recent recession are among the most notable. Despite their financial woes, which ultimately resulted in bankruptcy in 2007, Delta has continued to stay innovative by introducing new technologies, internal restructuring, and expanded service (www.delta.org). Due to the monumental presence of Delta in the global market, the moral of its employees in response to the organization’s behavior is constantly under scrutiny. Delta employee’s behavior, attitude, and work ethic have the ability to positively or negatively impact the customer and ultimately the success of the...
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...when you're identifying the tasks that you need to complete to deliver your project” (Mind Tools LTD, 2011). In this assignment, Tables one, two, and three are provided as tools to identify issues/opportunities, stakeholders, and the end-state goals. Issues and Opportunities One of the issues facing Intersect Investments is employee retention. The company needs a stable work force to help the company better serve the customer. The company is struggling with low employee morale. The company must develop a culture that helps promote positive motivation amongst their employees. The company will need to strengthen their culture with “the idea is that strong cultures create goal alignment, employee motivation, and needed structure and controls to improve organizational performance” (Kreitner & Kinicki, 2003). Sales have been anything but steady for Intersect Investments. Sales have been steadily declining. Much like employee satisfaction, customer satisfaction is also below a healthy level. Improving employee satisfaction will also improve customer satisfaction. Intersect Investments needs to improve the overall commitment of their workforce. “Organizational commitment also improves customer satisfaction because long-tenure employees have better knowledge...
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...ideas and solutions reduces the risk for error and makes good ideas even better (Ruggiero, 2009). In this paper criticism will be applied to a solution selected to improve morale at Wheeling Hospital. Arguments will be evaluated and revised resulting in a refined and final solution to the problem. Original Issue Wheeling Hospital is adding a fifth tower and the time for departments to move into the new, advanced tower is approaching quickly. Chief executive officer Ron Violi thinks the transition is an exciting time for him and his staff members. It was a major shock to Violi when he learned more than three quarters of his staff was unhappy and not excited for the move into the new tower. Through close observation of my fellow coworkers, I discovered the discontent and feelings of frustration. These feelings originated because of the lack of communication from administration relating to tower five. Staff members are unaware their expectations, their workload, or how they are supposed to function without knowledge of where equipment, departments, and items necessary to perform their duties are located. Staff members have concerns about shortages and are not notified of any changes or updates relating to the new tower. The morale at the hospital is low and staff members need motivation to have success in tower five. Initial Solutions With the importance of the success of tower five to the community, coworkers, and my career on my mind, I dove...
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...Riordan Manufacturing Employee motivation is an issue that does not discriminate (UoP, 2008). “Motivation is the willingness to exert effort in a particular way” (Dreher & Dougherty, 2001, p.28). Two theories can be reviewed when examining motivation. The first is expectancy theory. Expectancy theory holds that people are motivated to behave in ways that produce desired combinations of expected outcomes (Kreitner & Kinicki, 2004). Vroom’s expectancy theory is a mathematical model that looks at motivation. Employee motivation is influenced by expectation. If I get a raise at the end of the year for all my hard work I will work harder next year. If I work hard and don’t get a raise then my effort level will decrease. Porter & Lawler’s extension expectancy model identified people’s valences and expectancies and how effort connected to performance. “Valence refers to the positive or negative value people place on outcomes’ (Kreitner & Kinicki, 2004, p. 300). This theory showed that job satisfaction was directly linked with how employees perceived their reward. Employees will alter their mind-sets only if they see the point of the change and agree with it – at least enough to give it a try (Lawson & Price, 2003). The second theory is equity theory. “Equity theory is a model that explains how people strive for fairness and justice in social exchanges or give-and-take relationships” (Kreitner & Kinicki, 2004, p. 290). Adam’s equity theory of motivation looks at inputs and outcomes of...
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...Backround of study Motivation is the answer to the development in work performance among employees. Many research and observations have shown that employees who are well motivated perform efficiently and are more productive in their work place. Employees’ motivation has been a major interest among organizations. Many organizations search for the best ways to improve job performance and productivity. The term ‘motivation’ was initially derived from a latin word ‘movere’ meaning to ‘move’. The achievement and the survival of any organization are normally defined by the workers amount of commitment the individuals put into it and the productivity of the workers. The compensation given to the employees and...
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