...Personal Motivation My main strength is my ability to excel in sports. Since I was a little kid I have played a variety of sports, ranging from soccer, baseball, swimming, and track. I was always one of the best players on my team and it gave me pride to do well for my team. Other strengths that I possess are being organized, being on time, and giving things that I love doing 100%. I’m good at completing a large amount of work in a small margin of time, I’m good at listening to people’s problems, I excel when working in groups, I’m a fast reader, I’m generous when it comes to people in need, and I can put myself in someone else’s shoes. A big weakness I have is procrastination. I often, if not always, will save my tasks for the last minute. This has become a bad habit that I would like to kick, but am just to accustom to it to start trying. Some other weaknesses that burden my life are my inability to publically speak well, not studying subjects that I need to, and my very bad memory. Some smaller, but still annoying weaknesses I have are not having great dribbling skills in soccer, not being able to focus on boring things for long periods of time, not eating healthy (at all), not scheduling appointments when I should, not having enough tolerance for people with radically different views than me, and not being content with the good things that I already have. When analyzing how my strengths and weaknesses compare, I am motivated to not let people down, but have...
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...INTERNATIONAL RESEARCH JOURNAL OF MANAGEMENT AND COMMERCE VOLUME-1, ISSUE-6 (September 2014) ISSN: (2348-9766) IMPACT OF FINANCIAL AND NONFINANCIAL REWARDS ON EMPLOYEE MOTIVATION Madhuri Kshirsagar, Dr. V. Y. Waghale, Research Scholar Dhanwate National College Congress Nagar, Nagpur-440012 (Maharashtra) India ABSTRACT Employees lacking motivation can present a problem for all types of organizations, and there can be far-reaching impacts when employee performance is down. The ability to foster a motivating work environment is essential, and strategies must focus on how employee satisfaction and performance levels are tied to motivation. There are several ways that organizations can engage their workforce, and this study allows for an examination of the impacts of financial and non-financial rewards with respect to overall levels of employee motivation. Reward management process covers both financial and non-financial rewards. The concept of the psychological contract is at least as important in understanding and managing motivation as the technical elements of the economics and transactions aspects of reward. Hence, in this paper, we find out the role of incentives in motivating employees and suggest the organizations to make suitable alterations in their rewards system. Key Words: Incentives / Rewards, Motivation, Satisfaction, Performance 1.0 Introduction: Motivation is the act of giving somebody a reason or incentive to do something....
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...Resource which is responsible 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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...Antwi, I.K. and Bello, M.A. (1993). Motivation and Productivity in Academic Libraries: A Case Study of Tre Abubaka University Library, Bauchi, Nigeria. Library Management, 14(5), 27-34. Benson. S. G and Dundis. S. P (2003) Understanding and motivating health care employees: integrating Maslow’s hierarchy of needs, training and technology. Journal of nursing management, 11(6), 315-320. Bolino, M.C. and Turnley, W.H. (2008). Old Faces, New Places: Equity Theory in Cross-Culture Contexts. Journal of Organisational Behaviours, 29(2), 29-50. Herzberg, F., Mausner, B., and Snyderman, B. (1959). The Motivation to Work, John Wiley and Sons. New York: Crowell. Lucas, R. and Lammont, N. (1998). Combining work and study: an empirical study of full-time students in school, college and university. Journal of Education and Work, 11(1), 41-56. Koontz, H. and Weihrich, H. (2008). Essential of Management. Delhi: McGraw-Hill. Maslow, A.H. (1945). Motivation and personality. 2nd edition. New York: Harper and Row. Maslow, A.H. (1970). Motivation and personality. New York: Harper and Row Mohsan, F., Nawaz, M.M., Khan, S.M., Shaukat, Z., and Aslam, N. (2004). Are Employee Motivation, Commitment and Job Involvement Inter-related: Evidence from Banking Sector of Pakistan. International Journal of Business and Social Science, 2(17), 226-233. Nawaz, S.A.S.M. (2011). Employee motivation: A study on some selected McDonalds in the UK. African Journal of Business Management, 5(14), 5541-5550...
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...Annotated Bibliography Ann, G., Jerry W, G., & Heather S, M. (2009). Organizational change: Motivation, communication, and leadership effectiveness. 21(4), 75-94. This article is discussed about a leader’s ability to influence and motivate an individual employee in the workplace. The article is based on the theory of (Vroom, 1964), (Maslow, 1954), (Skinner, 1971) and widely used goal theory (Karoly, 1993) which explain that motivation is come from a given work environment and how their leader motivate them. It is require skilled manager who can communicate effectively, attend to employee queries, be creative and innovative, plan and delegate task and always follow up with problems solving. This article would be a helpful resource for my research paper because it demonstrates the real and recent research from (Hebda, Vojak, Griffin, & Price, 2007- Motivating technical visionaries in large American Companies) which indicated that the most important motivator was time provided by the management to solve the complex issues. It shows that the leaders need to plan and make fast decision making and create a work environment that bring forth employee motivation. It is reliable as the authors use a lot of reference sources to support the conclusions. This journal article is written by three very experience authors. Ann Gilley is an associate professor of management at Ferris State University where she teaches strategy and management. Her areas of research include change, the organizational...
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..."I think I am/am not an entrepreneur. I am a ... entrepreneur because...” 15/9/201 Introduction In this assignment, I will explain as to why I think I am a lifestyle entrepreneur and the reasons as to why I think I am classified as this type of entrepreneur. I will discuss what a lifestyle entrepreneur is as well as the major motivations that form an integral part of the lifestyle entrepreneur’s choice to follow the specified path. The following motivations of autonomy, family and leisure time, passion and intrinsic reward and satisfaction as well as life quality will be discussed at different stages of my assignment. I will also show how some of these motivations integrate together to form a basis for the lifestyle entrepreneur. What is a lifestyle entrepreneur? As noted by Henderson (2002:49), to support a desired lifestyle or provide a family income is reasons as to why a lifestyle entrepreneur will start a new venture. These entrepreneurs also seek independence and control over their own schedule. Whilst Mottiar (2007:67) argues that a lifestyle entrepreneur is concerned with maintaining income at a level sufficient enough to provide them and their family with adequate funds to allow them to enjoy their chosen lifestyle. As can been seen in the above, lifestyle entrepreneurs aim to make as much money as they require to live and maintain the lifestyle of their choice (Janssen-Selvadurai, 2010:187). Important components to the lifestyle entrepreneur that act as motivating...
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...Group A5- Psycho Engineers a.)Topic of the project: Measuring whether perceived career stagnation in early career may have impact on factors such as employee motivation, job satisfaction and turnover intention. b.)Scope of the project: In this project we plan to analyse whether professionals in the early stages of the career (work-experience less than 5 years) feel early career stagnation and how it impacts factors like their job motivation, turnover intention, etc. The group also identified following parameters which were possibly affected due to career stagnation: a. Motivation b. Job satisfaction c. Turnover Intention Some mediator factors identified by us which can affect the relationship between career stagnation and identified parameters are: 1. Gender 2. Educational Background 3. Age In the common pyramid-shaped organisations majority of the individuals face a point where hierarchical advancements seem unlikely. In such a situation we say that the employee has hit a career plateau or that his career has stagnated. In some situations although the employee has hit a plateau he/she still continues to do his/her job efficiently with no decrease in output. However , for some employees the career plateau may adversely impact job satisfaction, motivation, willingness to stay in the organisation ,etc. It is the latter case also known as the “deadwoods” who need extra attention from the management and our study focuses on analysing the effects of career stagnation...
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...The current issue and full text archive of this journal is available at www.emeraldinsight.com/1355-5855.htm Hedonic shopping motivations, supermarket attributes, and shopper loyalty in transitional markets Evidence from Vietnam Trang T.M. Nguyen Hedonic shopping motivations 227 Received February 2006 Revised July 2006 Accepted August 2006 Vietnam National University, Ho Chi Minh City, Vietnam Tho D. Nguyen and Nigel J. Barrett School of Marketing, University of Technology, Sydney, Australia Abstract Purpose – This study aims to explore the impact of hedonic shopping motivations (HSM) and supermarket attributes (SMA) on shopper loyalty (SLO). Design/methodology/approach – A sample of 608 supermarket shoppers in Ho Chi Minh City, Vietnam was surveyed to test the model. Structural equation modeling was used to analyze the data. Findings – It was found that SMA and HSM had positive effects on SLO. It was also found that the impact of hedonic motivations on SLO was different between the younger and older, as well as lower and higher income groups of customers. However, no such difference was found between female and male shoppers. Research limitations/implications – A major limitation of this study was the use of a sample drawn from one transitional market. Cross-national samples will be a direction for further research. Also, the study focuses on attitudinal loyalty. Behavioral loyalty should be taken into account in future research. Practical...
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...Blackwell Publishing Ltd.Oxford, UK and Malden, USAIJTDInternational Journal of Training and Development1360-3736Blackwell Publishing Ltd. 20062006 4252268Original ArticlesTransfer of learning from 10 management development programmesInternational Journal of Training and Development International Journal of Training and Development 10:4 ISSN 1360-3736 Transfer of learning from management development programmes: testing the Holton model Cyril Kirwan and David Birchall Transfer of learning from management development programmes has been described as the effective and continuing application back at work of the knowledge and skills gained on those programmes. It is a very important issue for organizations today, given the large amounts of investment in these programmes and the small amounts of that investment that actually translates into an improved individual and organizational performance. This paper describes the testing of the Holton model of learning transfer and suggests amendments to the model where appropriate. A sample of participants on a management development programme within the Irish health service completed the Learning Transfer System Inventory based on the Holton model. The data obtained were analysed using multiple regression and partial correlation techniques. Results indicate that the model does adequately represent the effects of its factors, although a slightly revised model is presented. Important relationships between factors are identified, and the...
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...A Critical Review of ‘Park Resort’ Case Study Relating To Motivations of Employees Performance Introduction Motivation in work place is important since it is one of the key roles play in productivity growth, achieving goals and business objectivity (Stanton 1983; Vempati 2013) as well as a sign of successful organization (Huczynski and Buchanan 2013). When employees are highly motivated, they will put more effort on the job and enhance their productivity and the quality of their performance (Chiang and Jang 2008). This work is aimed to critically review the ‘Park Resorts’ case relating to motivation aspect of employee and the management’s insight. Both hotel employees and the management acknowledge the importance of employee motivation (Chiang and Jang 2008). This case presents critical learning points on what motivates and drives employee of Park Resort from various motivation theory, namely McGregor’s Theory X and Theory Y, Maslow’s Pyramids of Needs and Amabile & Kramer’s inner work theory, and how does the company sees the importance of such motivation for its benefit. ‘Park Resort’ Case In order to know what is happening in his business, Andy Edge – Marketing Director of Park Resorts – going undercover for a 10-day period in 2 resorts of the group. During his stay, he was joining cleaning departments. He found that there was different performance of the cleaning staffs at the two resorts. The staffs in the first resort were not enthusiast, complaining their...
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...Relationship between Work Motivation and Job Satisfaction Research THE RELATIONSHIP BETWEEN WORK MOTIVATION AND JOB SATISFACTION Nadia Ayub Department of Business Psychology Shagufta Rafif Department of Management College of Business Management, Karachi Abstract Numerous researchers investigated the relationship between job satisfaction and work motivation in diversified professions but none investigated bank managers in Pakistan. Therefore, the current study attempts to explore the relationship between work motivation and job satisfaction. Based on the literature review two hypotheses were formulated 1) There will be positive relationship between work motivation and job satisfaction, and 2) There would be a gender difference on the variable of work motivation and job satisfaction. To asses job satisfaction, “Job Satisfaction Survey (JSS; Spector, 1997)”, and for motivation, “Motivation at Work Scale (MAWS, Gagné, M., et.al, 2010)”, were used. The sample of the study consists of 80 middle managers (46 males; 34 females) from different banks of Karachi, Pakistan. A Pearson Product Moment Correlation Coefficient was calculated for the correlation between the work motivation and job satisfaction. In order to find out gender differences t test was computed. In conclusion, the findings of the study suggest that there was a positive correlation between work motivation and job satisfaction. Furthermore, there was a significant gender difference on the variable of work motivation and job satisfaction...
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...idealibrary.com on Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions Richard M. Ryan and Edward L. Deci University of Rochester Intrinsic and extrinsic types of motivation have been widely studied, and the distinction between them has shed important light on both developmental and educational practices. In this review we revisit the classic definitions of intrinsic and extrinsic motivation in light of contemporary research and theory. Intrinsic motivation remains an important construct, reflecting the natural human propensity to learn and assimilate. However, extrinsic motivation is argued to vary considerably in its relative autonomy and thus can either reflect external control or true self-regulation. The relations of both classes of motives to basic human needs for autonomy, competence and relatedness are discussed. © 2000 Academic Press To be motivated means to be moved to do something. A person who feels no impetus or inspiration to act is thus characterized as unmotivated, whereas someone who is energized or activated toward an end is considered motivated. Most everyone who works or plays with others is, accordingly, concerned with motivation, facing the question of how much motivation those others, or oneself, has for a task, and practitioners of all types face the perennial task of fostering more versus less motivation in those around them. Most theories of motivation reflect these concerns by viewing motivation as a unitary phenomenon, one that varies...
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...Academy of Management Journal 2011, Vol. 54, No. 1, 73–96. THE NECESSITY OF OTHERS IS THE MOTHER OF INVENTION: INTRINSIC AND PROSOCIAL MOTIVATIONS, PERSPECTIVE TAKING, AND CREATIVITY ADAM M. GRANT University of Pennsylvania JAMES W. BERRY University of North Carolina at Chapel Hill Although many scholars believe that intrinsic motivation fuels creativity, research has returned equivocal results. Drawing on motivated information processing theory, we propose that the relationship between intrinsic motivation and creativity is enhanced by other-focused psychological processes. Perspective taking, as generated by prosocial motivation, encourages employees to develop ideas that are useful as well as novel. In three studies, using both field and lab data, we found that prosocial motivation strengthened the association between intrinsic motivation and independent creativity ratings. In our second and third studies, perspective taking mediated this moderating effect. We discuss theoretical implications for creativity and motivation. As work becomes increasingly dynamic, uncertain, and knowledge-based, organizations depend on creative ideas from employees (George, 2007). Scholars and practitioners share a strong interest in understanding the psychological forces that motivate creativity—the production of ideas that are both novel and useful (Amabile, 1996). For several decades, researchers have believed that intrinsic motivation is an important driver of creativity (Elsbach &...
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... ACADEMIC PAPER Perceptions of hospitality and tourism students towards study motivations and preferences: a study of Hong Kong students Myong Jae Lee (mjlee@csupomona.edu) The Collins College of Hospitality Management, California State Polytechnic University 3801 West Temple Avenue, Pomona, CA91768, USA Samuel Seongseop Kim (sskim@sejong.ac.kr) Department of Hospitality and Tourism Management, Sejong 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...
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...Knowledge sharing in organisational contexts: a motivation-based perspective Alice Lam and Jean-Paul Lambermont-Ford Abstract Purpose – Facilitating knowledge sharing within organisations is a difficult task: the willingness of individuals to share and integrate their knowledge is one of the central barriers. This paper aims to develop a motivation-based perspective to explore how organisations resolve the social dilemma of knowledge sharing. Design/methodology/approach – The analysis builds on a three-category taxonomy of motivation, adding ‘‘hedonic’’ motivation to the traditional dichotomy of ‘‘extrinsic’’ and ‘‘intrinsic’’ motivation. It uses case studies gleaned from the literature to explore the interactive effects between the different motivators in two different types of knowledge-intensive organisations: professional bureaucracy and operating adhocracy. Findings – Within a professional bureaucracy, the social dilemma of knowledge sharing may be overcome through normative motivation, with provision of hedonic motivation through extrinsic incentives such as training and career progression. In an operating adhocracy where interdependent teamwork is vital, it may be overcome through normative alignment reinforced by intensive socialisation. Extrinsic motivators that align with hedonic motivation may also reinforce the propensity for knowledge sharing. In both organisational types, financial extrinsic incentives do not appear to be relevant on their own, and may ‘‘crowd...
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