...INCREASING PERFORMANCE IN FEDERAL POLYTECHNIC, MUBI-ADAMAWA STATE By Stephen Pembi E-mail: vandisha@yahoo.com Phone No: +2348035884660 Assistant Lecturer Department of Business Administration Faculty of Arts, Social and Management Sciences Adamawa State University, Mubi-Nigeria EMPLOYEES’ MOTIVATION AS A STRATEGIC OPTION FOR INCREASING PERFORMANCE IN FEDERAL POLYTECHNIC, MUBI-ADAMAWA STATE ABSTRACT This study focused on the motivational factors as tools for improving performance and spur from the fact that non chalet attitude of workers resulted into laxity of work by the employees. Motivation is seen as a drive on employees to become what he/she perceived to be. Thus, employees strive strongly to meet target in order to be adequately rewarded for what they achieved, the data for the study was obtained using questionnaire administered on a sample of 180 academics and non academic staff of the Federal Polytechnic, Mubi, out of which 150 were returned. The data was subjected to percentage analysis (%) using pie chart and the result signifies that adequate motivation enhance efficiency which in turn leads to high performance/productivity. It is thus, recommended that employees should be encouraged to participate via management by objective(MBO) and Polytechnic should provide high-quality operational atmosphere via provision of first-class office accommodation, furniture, and many more for increasing competence and productivity. Keywords: Motivation, Performance, Employees...
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...Riordan Industries, a Fortune 1000 enterprise with revenues in excess of $1 billion. Production is divided among three plants: plastic beverage containers in Albany, Georgia; custom plastic parts in Pontiac, Michigan; and plastic fan parts in Hangzhou, China. Research and Development is conducted at corporate headquarters in San Jose, California. Riordan's major customers are automotive parts manufacturers, aircraft manufacturers, the Department of Defense, beverage makers and bottlers, and appliance manufacturers. This research paper will discuss the issues being faced by Riordan Manufacturing and provides solution based on various motivation, rewards and performance concepts Situation Analysis Issue and Opportunity Identification – Total reward system The current reward system is barely based on performance, instead recognizing cost-of-living increases, seniority and position. Faced with declining morale and work ethic, Riordan managers have been pressuring the CEO to "do something" about the rewards system. Riordan’s employees comprise three major demographic groups. Baby boomers make up the bulk of the managerial and about half of the manufacturing staff; GenXers make up the majority of the professional staff, as well as some of the manufacturing staff; and the GenY contingent are the newest hires, found primarily in manufacturing, engineering and IT. These three groups have radically different perspectives on rewards and motivation, valuing everything...
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...Casino Evaluation and Recommendations Angela Retchko PSY/435 11 June, 2012 Christopher Reid Casino Evaluation and Recommendations In the scenario provided there are two main issues that need to be rectified immediately; that of retention of dealers who are dissatisfied with the pit boss, and the recruitment of quality housekeeping staff to alleviate the excessive burden on current housekeepers. Although these issues impact guests as well as the casino, the focus must remain on these two factors in order for other areas to reap positive affects. There are a number of viable options that may be utilized to rectify the current situation, however extensive research and data gathering takes time and clearly the situation has gone beyond the expiration date for lengthier I/O methods. With this in mind, the proposed recommendations based on general analysis and a few assumptions have been provided for the short-term, with more extensive action to be employed for future harmony and balance within the organization. Analysis and Recommendation The casino is having extreme difficulty retaining their dealers as, “on several exit interviews, many of the dealers have cited the pit boss, Joe, as being “toxic, overbearing, evil, and incompetent.” (syllabus, 2012, p. 5). To add to the issue, Tom, the organizations HR director fears explaining the situation to the casino owner because Joe is the owner's step-son. Due to the precariousness of the situation, Tom's fear may be warranted...
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...Employee performance -vs- reward system GM591 Leadership and Organizational Behavior Professor Vicki Boone Chartis Insurance is a world leader in insurance who can trace their roots back 90 years when an American entrepreneur named C.V. Starr founded Chartis. What began as a small insurance business grew to become one of the world’s largest companies. Their fundamental strength lies in the 40,000 employees who service more than 70 million clients around the world. Chartis delivers commercial and personal insurance though hundreds of innovative products and services. Commercial Insurance’s products and services are provided to the full spectrum of enterprises from all around the world, from large, multinational, and mid-sized companies to small business, entrepreneurs, and non-profit organizations. Chartis Insurance serves commercial, institutional and individual customers through extensive property-casualty and life insurance networks. Chartis Insurance operates through five (four core and one non-core) divisions: life insurance and retirement services, general insurance, financial services, asset management, and other operations. By the end of 2007 Chartis Insurance had assets of approximately $1 trillion, $110 billion in annual revenues, 74 million customers and 116,000 employees in 130 countries and jurisdictions. (About Us) Within Chartis Insurance I am currently a Foreign Casualty Insurance Underwriter. I protect individuals and/or organizations from...
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...is run by a team of efficient professionals. They create and generate an environment of trust and discipline that encourages and motivates everyone in the Bank to work together for achieving the objectives of the Bank. The culture of maintaining congenial work - environment in the Bank has further enabled the staff to benchmark themselves better against management expectations. A commitment to quality and excellence in service is the hallmark of their identity. Southeast Bank takes pride for bringing women into the banking profession in a significant number for gender equality. At present, 32% of SEBL's employees are women that will rise to 45% over the next five years. 2. Organizational Overview As a service industry in the banking sector of Bangladesh, Southeast bank have a glorious organizational history in this country. Their motive is clear and that is to understand the need of the customer and give the best support they can. Infect this bank is mostly known for their gender equality and woman empowerment activities. Even at their workplace their emphasize on this particular matter. They have their own mission, vision, aim and clearly clarified customer commitments. i. Aim: The aim of...
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...Factors of Motivation & Impact of Job Satisfaction on Organizational Commitment [pic] ACKNOWLEDGEMENTS “If you take care of your employees, your employees will take care of the organization & its customers over a period of time”. These are the words that have inspired us to conduct the research on the effect of employee motivation on organizational commitment. We shall be failing in our duty, if we do not record our gratitude to all those who have helped us & co-operated with us to pursuit this project. We would like to thank Prof. Kavita Lagate for her excellent sessions on Research Methodology which helped us to understand the various aspects of the subject & the project. Further by giving us an opportunity to carry out this research & present this research report under her guidance has enabled us to understand the concept of making a research report. CONTENTS Abstract………………………………………………………………………………………4 Introduction………………………………………………………………………………….5 Objectives of the Study …………………………………………………………………….6 Previous Research…………………………………………………………………………...7 Literature Review…..……………………………………………………………………….9 Research Methodology…………………………………………………………………….22 Data Collection & Analysis…………………………………………………......................25 Conclusion…………………………………………………………………………………..28 Direction for Future Research……………………………………………………………...
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...solution for the employee’s motivation in the crashing economy. This statement considering with the Morgan Moe’s chemist; they had been faced a distress due to negligence of motivational factor with their employees and due to this thing their revenue were declined and that’s the reason they have been facing the serious economic bind. The significance shows that the employees of Morgan-Moe’s were not persuaded with their Protagonists and Accountabilities; due to this thing their employer were leave the organisation on daily basis. In this statement I majorly focus on how management can motivate their employees to generate more and more revenue? I have point out the five principles which you provide me and provide which one is best for the Morgan Moe employees. With the help of this statement student can easily understand how they can motivate the people; because motivation plays a significant role for every type of matter. Keywords: Protagonists; Morgan-Moe’s; Significance; Motivational factor Introduction The technique that metaphors for an individual strong point, course and determination of attempt in the way to achieve a impartial. Motivation may be derivative in an easy term with the help of this people majorly focused on positive things. Effectual and brilliance are completely based on the motivational level of workers working in the organisation. Contemplation the needs of employees and inspiring them are not a uncomplicated job to find out the diversification method...
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...CHAPTER I: INTRODUCTION 1. 1 Background Achieving organizational goal through the performance management is usually the primary concern for many organizations, and many managers would gladly profess to be striving to manage the performance of their employees. In the survey of Nepal Bank Limited, it has been realized that satisfied employees just aren’t good enough. There is obviously a strong link between managed performance, motivation and increased productivity, and that’s why it is necessary to measure and track changes in performance of the employees in regular basis. With better understanding of performance management related to the services, one can determine the actions required to meet overall organizational goal. Measuring performance of the employees also help to establish a high performance culture in which individuals and teams take responsibility for the continuous improvement of business processes and for their own skills and contributions within a framework provided by effective leadership. Its key purpose is to focus people on doing the right things by achieving goal clarity. Specifically, performance management is about aligning individual objectives to organizational objectives and ensuring that individuals uphold corporate core values. It provides for expectations to be defined and agreed in terms of role responsibilities and accountabilities (expected to do), skills (expected to have) and behaviors (expected to be). The aim is to develop the...
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...motivation literature. The driven to work motive is based on the feeling that a person should work (they feel compelled to), while the enjoyment of work motive emphasizes intrinsic motivation and personal enjoyment of the work itself. Training and Career Development System 3 Training & Career Development System I. Introduction ……………………………………………..pg 4-6 II. Purpose for training ……………………………………..pg 6-7 A. Ability to attract employees …………………………pg 7-9 B. Recognize, Reinforce & Reward C. Skills Development D. Enhancing performance motivation E. Assessment phase ……………………………………pg 10-11 1. Readiness for training 2. Skill orientation 3. Planning III. Model of Motivation ……………………………………pg 11-13 1. Expectancy Theory 2. Organizational Justice V. Conclusion Training and Career Development System 4 People and the organizations where ever they work are continually defining and redefining their relationship in much the same way as the relationship between people evolves and changes over time. In order to do...
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...financial incentives. The HR manager is responsible for recruitment, the fundamental role, ensuring each department within the organization is adequately staffed, compensation, and benefit packages, and keeping employees motivated. While monetary rewards have been linked to motivation so have non-monetary rewards. Some non-monetary rewards include; recognition, communication, flexible working hours, wellness programs, and education and development programs. Introduction A Forbes article investigating the significance of positive work environments mentions, a fundamental benefit creating a favorable environment is the effect it has on motivating employees. The article continues by stating, ‘Employees that are happy tend to be more productive, which is better for a business’ (Forbes, 2013). Showing that there is a correlation employee satisfaction/perception and a company’s success. Rahimli in an article refers to the changing environment, and how critical it is to keep abreast with changes in innovation, to be effective and efficient. Rahimli further remarks, if organizations aid in enhancing the skills of their employees with training, the author alleges the employee’s performance will improve. Training is indeed one way non-monetary way to motivate employees, the skills they learn can be used where ever they may go. Key words Human Resources, Human resources in Health Care, 'the function or role', (non-financial) and (non-monetary), 'motivation or incentive', motivation...
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...Compensation Incentives Theory and Practice Compensation is the direct financial consideration offered by employer to employee in return for work done or service offered by employee during the period of employment. Incentives are ‘extra’ benefits given to employee in recognition of high quality performance. Incentives also ensure employee-loyalty to organization. In a way, incentives inspire employees to put in ‘extra’ effort in ‘work performance’. This management practice reduces ‘employee turnover and provides continous ‘harmonious’ workplace environment. This strategy is also implemented for new recruitment. Sometimes, organizations may not offer high ‘remuneration’ to attract best talent in business; but the ‘extras’ like additional accommodations, facilitations and flexibility offered attract talented employees. The practice is based on human psychology that forms individual preferences and choices; and makes employees feel ‘important’ and with sense of dignity. The employer organization can offer “direct financial, indirect financial and non financial compensation” to the extent that will prove beneficial to all concerned. (Compensation Systems: Design and Goals). This paper discusses forms or manner in which incentives are offered by employers and how incentives affect, impress and prompt employee response. Challenge, struggle and chaotic times are upon society, affecting not only the indivuals but the organizations as well. During these times, the need to achieve...
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...frequency with which adults actually go to the opera and underestimate the frequency with which they watch TV cartoons on Saturday mornings, based on their self-reports. (Nunnally & Bernstein, 1994, p. 383) Rynes, Colbert, and Brown (2002) presented the following statement to 959 members of the Society for Human Resource Management (SHRM): “Surveys that directly ask employees how important pay is to them are likely to overestimate pay’s true importance in actual decisions” (p. 158). If our interpretation (and that of Rynes et al.) of the research literature is accurate, then the correct true-false answer to the above statement is “false.” In other words, people are more likely to underreport than to overreport the importance of pay as a motivational factor in most situations. Put another way, research suggests that pay is much more important in people’s actual choices and behaviors...
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...ARIHANT INSTITUTE OF MANAGEMENT STUDIES [pic] “A STUDY ON EMPLOYEE MOTIVATION WITH SPECIAL REFERENCE TO TATA MOTORS LTD, PUNE” Submitted as a Major Research Project for MBA (2010-2012) GUIDED BY SUBMITTED BY MS.Neha Bhopatkar Harshit Kumar Sharma MBA 4th SEM Roll No:1000713 DECLARATION I, Harshit Kumar Sharma declare that the project entitled “A Study on employee motivation of Tata Motors Ltd” submitted to DAVV University in partial fulfilment of the requirement for the award of the degree of Master of Business Administration is a record of original project work done by me during my period of study in Arihant Institute of Management Studies under the able guidance of Mrs Neha Bhopatkar. HARSHIT KUMAR SHARMA MBA 4th SEM CERTIFICATE This is to certify that the project report entitled “A STUDY ON EMPLOYEE MOTIVATION”–with special to reference TATA MOTORS limited, Pune, submitted in partial fulfillment of the requirement for the award of degree of Master of Business Administration of...
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...[pic] Master of Business Administration (MBA) An analysis of the Effects of Rewards and Compensation on Employees’ Motivation and Performance Dissertation submitted in fulfillment of the requirements to the University of Wales for the award of the Degree Of Master of Business Administration (MBA) April 2012 DECLARATION This work has not previously been accepted in substance for any degree and is not being concurrently submitted in candidature for any degree. |Signed | |(Candidate) | |Date | | | STATEMENT 1 This thesis is the result of my own investigations, except where otherwise stated. The correction services have been used, the extent and nature of the correction is clearly marked in a footnote(s). Other sources are acknowledged by footnotes giving explicit references. A bibliography is appended. |Signed | |(Candidate) | |Date | | | STATEMENT 2 I hereby give consent for my thesis, if accepted, to be available for photocopying and for inter-library loan, and for the title and summary to be made available to outside organizations...
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...routine activities. The local government system, within the so-called three tiers of governmental structure in Nigeria, is the neglected step-child in the entire governmental arrangement. The nexus between motivation and employees in the local government has beena neglected theme of study in Nigeria. In most cases, the condition of employment in the local governments has always been taken as given within the prevailing orthodoxy of governance. This papertherefore,attempts to explore the kinds of motivations whichthe employees of local government should be provided with:This is done within the context of institutional claims by these employers and how the validity of such claims, or the lack of it impact upon employees spirit and performance against set down goals, mission and vision of the organization. Keywords: Local government, Employees, Nigeria Introduction In order to achieve a maximum output or productivity, employers in any organization should, as a matter of policy and necessity, motivate their staff. Motivation of staff is a highly relative matter since it varies in degrees, dimensions and places of employment. Thus, the policies formulated in any organization cannot be enthusiastically and successfully implemented when the employees are very apathetic with the...
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