...MOTIVATING EMPLOYEES IN THE ORGANIZATION Prepared for Professor Dan Riding Florida Institute of Technology Prepared by Student Elzbieta Kociolek Florida Institute of Technology February 19, 2012 TABLE OF CONTENTS 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...
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...Purposes of the report The purposes of this report are to (1) explain why employees become unmotivated, (2) identify the consequences a company endures with unmotivated employees, (3) discuss strategies or techniques organizations can use to motivate their employees, and (4) show the positive consequences a company enjoys with motivated employees. Nine professional and scholarly journals were used for the report. Primary research consisted of personal interviews with Lonny Cooper, Jon Wenzel, and Reza Rich. Motivation in today’s workforce Findings from professional and scholarly journals and personal interviews revealed that employees become unmotivated when communication breaks down between management and subordinates. Lack of motivation in employees tends to increase carelessness, absenteeism, resource waste, and turnover rates in an organization. Because employees possess different values, they are motivated by different things. Communicating information, praising employees, and recognizing effective performance are key strategies a manager or supervisor can use to motivate employees. Production, sales rates, and morale all increase when employees become motivated. The results of this research revealed a surprising concept: money alone is not enough to motivate employees today. Recommendations for motivating employees Recommendations for motivating employees at First Bank of Kamloops include • offering bank tellers valued rewards for balancing...
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...staff in order to work more efficiently. It is true that motivating employees is a key issue for all managers (Motivating Employees) to achieve a higher level of performance and productivity. Different employees need different types of motivation (Good & Bad Employee Motivational Techniques). The main question managers face within an organization is motivation, how it works, when to apply and to whom they should apply it to (The Top 10 Motivational Techniques in Business). Motivation reflects how productive things get done within the organization. Motivation influences productivity and supervisors need to understand who motivates employees to reach their peak performance (The Top 10 Motivational Techniques in Business). After all, motivation is a conscious decision to perform one or more activities with great effort (Motivating Employees). It includes the set of attitudes and values that helps a person to act in a specific goal which is directed in such a manner that affects his or her direction, intensity and persistence of voluntary behavior (Motivating Employees). Motivated behaviors are voluntary choices that are controlled by an individual employee. A manager who is known as the motivator wants to influence the factors that motivate employees to higher levels of productivity and employee satisfaction. Subsequently the success of the company can be directly linked and traced back to the motivation of the employees, from productivity as well as profitability to...
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...Case Analysis of Hallington Utility Services Company The role of human resource development and management Traditional human resource management is seen as a simple department to recruit people and to deal with salary and insurance issues. Some organizations even let it manage administrative issues. Today, human resource development and management functions more than those. There are several critical functions of it. First, it should serve employees. HRDM needs to establish and maintain harmonious relations between employees. It needs to design mechanism to protect employees’ benefits and maintain their legal rights. Also, it needs to help employees manage their career plan by providing guidance. Second, HRDM needs to be responsible for knowledge management for the organization. HRDM needs to educate the organization and bring up share culture. It needs to push organizations’ establishment, optimization and maintenance of management information system. Third, HRDM should be the motivation for organizations’ reform. It needs to build and promote innovative cultures and innovative thoughts. Also, it needs to participate in building reform processes and methodologies. Some indicators are found to impact HRDM’s effectiveness. Virile leadership and overall planning are important. Good leadership and overall planning is the priority of HRDM. Conducting scientific development strategy is another critical factor. Also, to recruit professional and excellent talents for HRDM is critical...
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...name Course title Date DQ 1 Respond to Management Principles for Health Professionals Chapter. 10 Managers must motivate their employees in order to achieve the goals set and to adapt to the demands of the organization. The workers must be able to fit into the framework of the organization (Liebler & McConnell, 2012). There is a strong relationship between adaptation activities, motivation and the control of a manager. People work better if they feel that they have a place within the organization and are more motivated. An organization must set ground rules for integration and ethical behavior within the workplace. These rules will ensure that workers work effectively. Managers must stay in touch with the needs of the workers and address these needs as effectively as possible. Workers who feel that their needs are not addressed will be less productive, lead to high turnover and increased absenteeism (Liebler & McConnell, 2012). Managers must be aware of motivators in the workplace and address them to increase the motivation of their subordinates. These motivators may include improving working conditions, promotions and salaries. Motivational strategies increase the motivation of the workers who feel that they are appreciated for the work that they perform within the organization. Motivated employees feel that they are satisfied with their jobs and work harder to ensure that organizational objectives are met. Reference Liebler J.G. & McConnell C...
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...Making Employees Happy Human Resource Management Foundation Strayed University HRM 500 Cliché on the Wall I believe the phrase “if we take care of our employees, they will take care of our customers” is just a cliché on the wall because most employers don’t take care of their employees in a way that employees would like them to show appreciation. Most employers don’t follow the phrase. Although most employers are aware of it, but may not believe it applies to the organizations. It is a rare situation for some people to have an opportunity to work for a company that treats employees exceptionally well. It would be helpful if employers would remain loyal to employees but it doesn’t always seem to work that way. Employee recognition is a vital part of any business or organization. If a customer is not seeing it done right in customer service, then chances are this may be he his or her last interaction with that particular company and they will have lost a customer without knowing why. I believe the phrase ““if we take care of our employees, they will take care of our customers” is just a cliché on the wall because most employers don’t take care of their employees in a way that employees would like them to show appreciation. Most employers don’t follow the phrase. Although most employers are aware of it, but may not believe it applies to the organizations. It is a rare situation for some people to have an opportunity to work for a company that treats employees exceptionally...
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...Running head: MOTIVATION Motivation August 31, 2013 Achieving goals, dealing with underperforming employees, hiring the right people, responding to emergencies, and continuing to improve an organization, are all challenges a manager faces in the workforce.(Harwell) Another significant challenge that managers face is motivating their employees. Motivating employees is a key element to a positive work environment and a successful business. Over the past 50 years many things have changed in the workforce, including the types of challenges managers face in motivating their workers. Generational differences, technology, and cultural differences are three challenges that managers face in motivating employees today. Veterans, Baby Boomers, and Generations X and Y, are all working side-by-side in the workplace as opposed to 50 years ago. With four different generations in today’s workplace there are individuals with different ways of communicating, different ways of getting things accomplished, and different morals and values. In an online article its said that each generation had distinct attitudes, behaviors, expectations, habits and motivational buttons.(Hammill) These generational differences play a significant role in managers motivating their employees. The following is a workplace scenario in which a manager tries to use the motivational approach of monetary incentives and encounters a generational difference. At annual appraisal time, a manager from the Veteran generation...
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...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. |Signed | ...
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...“How to motivate employees” Abstract Positive motivation within an organization today is more important than ever to achieving success. Organizations need to understand the concept of motivation, which comes in a variety of forms such as total rewards, perks or recognition within the corporation. Motivation also leads to higher productivity, greater profits and longevity. It is very for managers to understand how to motivate employees to perform at high level. “How to Motivate Employees” Most organizations have begun to realize the importance of keeping employees motivated. When an employee enjoys their working environment, they are more prone to success within the organization. One of the main goals of a leader is to motivate his/her associates. Many organizational executives as well as scholars of organizational behavior have noticed the positive impacts of motivating and coaching. As Stone states, “As a coach, you can motivate, inspire, and encourage” (Stone, 1999, p. 31). Maslow’s Theory of Human Needs, which “recognizes that people have a range of needs, and the extent to which they will perform effectively in the workplace will be affected by the extent to which these needs are satisfied” (Nelson & Quick, 2013, p. 165). Maslow proposed five basic human needs, which consist of “Physiological needs Safety needs, Social needs, Esteem needs, and Self-actualization needs” (Nelson & Quick, 2013, p. 165). Maslow...
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...Managing People for Organizational Success By Slemo D. Warigon Organizations, whether they be educational, business, industrial, government, military, service, health care, or entertainment focused, are made up of people – women and men. It is people who provide leadership, stewardship, and follower-ship in every organization. People formulate strategies to help organizations achieve their specific objectives. People constantly learn new and innovative ideas to help transform their organizations from mediocrity to greatness. It is people who make things happen in all organizations, even those operated by robots which, after all, were designed by people. To understand the causes of organizational behaviors without an understanding of people is like trying to understand the cause of a moving vehicle without knowing about the engine and driver. In fact, organizations can be defined as the major social units that people have devised for getting things done. People who work spend more of their time at work than at any other single activity. They can't eat for eight hours a day. They can't drink for eight hours a day. They can't make love for eight hours a day. What people can do for eight hours a day is work. And, in the course of those eight working hours, people are going to: • • • • • • • • • • • • • • • • • • • • • • Produce work and sabotage it. Learn something new and forget. Make decisions and procrastinate. Create and conform to rules. Exult in accomplishments, and despair...
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...satisfaction Best Practices Importance of Employee Motivation For a long time, employees where considered in companies as just an input in the production; but in order for a human being to perform in effective levels it is important for the employee to be motivated. Motivating employees was an important topic as far back as 1789. Samuel Slater, a pioneer who introduced textile manufacturing to America, was concerned about creating a work setting where it was comfortable for workers to do their jobs. (Gibson, 2012, P.125). Motivation is the way business and personal goals are achieved. Motivation is important for any organization, doesn’t matter if the organization is team based or if the employees work independently. The mission and vision of the organization must be aligned with the individuals that work within, this is of high significance for creating a high level of motivation that can lead to higher productivity, financial gain and work quality. The final outcome of any activity within the organization will be outlined by the level of motivation of the employees, without motivation, all capabilities and experiences ere futile. Motivation is what moves productivity, similar to gasoline to an engine, if the engine does not have any fuel, it will not run. It is very common to see how the human resources department is expected to apply the process motivation in the organization, but in reality, high motivation should involve every department, this will ultimately...
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...Motivational Methods Sahar Rizvi HCS-325 April 09, 2012 Joan Ralph Webber Motivational Methods Every organization strives for the best outcomes from the resources available. Human power can be a substantial resource for any organization in form of its employees. A wise manager always tries to acquire the best outcomes from all the resources available to the organization. In order to accomplish best results from the employees, it is very important to keep them motivated. On the website of Reference for Business – Encyclopedia of Business, 2nd ed. in the article Employee Motivation it is stated that, “Employee motivation is the level of energy, commitment, and creativity that a company's workers apply to their jobs”. It explains that the motivation level represents the employees’ energy level and the strength of their commitment to the work and the organization. If the motivation levels are high, employees are more determined to work hard and more enthusiastic to take part in the success of the organization. In other words, the motivation works as a fuel for the employees of an organization to keep them engrossed to work with enthusiasm. As a manager this would be my one of the foremost duties to keep the employees motivated to accept and adapt the upcoming changes in the company. There are several techniques to keep the employees motivated and engaged in the company’s complacency. Every individual has specific qualities and specific preferences. Some individuals enjoy...
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...SALES DEPARTMENT) for their kind co-operation and persuasion. I am appreciative for our faculty Ms. SHAGUFTA RAFIF for their guidance and constant supervision as well as for providing necessary information regarding the project & also for their support in completing the project. I am truly thankful to them for offering their truthful and lighting up perspectives on various issues identified with the project. I express my warm thanks and appreciations also go to our colleagues in developing the project and people who have willingly helped us out with their abilities. ABOUT JUBILEE LIFE Jubilee life insurance was consolidated in Pakistan on June 29, 1995 as an Open Restricted Organization under the Organizations Law, 1984. Its shares are cited on the Karachi Stock Trade. The Organization began its business on June 20, 1996. At Jubilee Life Insurance they bring...
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...1. Introduction 1.1 Purpose The purpose of this report is to determine, discuss and demonstrate how the management of Wal-Mart Stores, Inc. can apply the concepts of organizing and motivating to reach the organizational objective of resolving the ethical issues regarding wages and employee welfare by June 2012. 1.2 Background Vesilind (1988) defined ethics as the study of systematic methodologies which can assist one in making value-laden decisions when one is guided by his or her individual moral values. Hence, one is said to be practicing ethics when he or she is implementing ethical values in decision-making. When managers and employees do not practice ethical values, an organization will face ethical issues. In this report, the organization that is being discussed is Wal-Mart Stores, Inc. In the United States, Wal-Mart Stores, Inc. run large discount department stores and also warehouse stores. Even though Wal-Mart is the largest groceries retailer, the management of it has caused many ethical issues regarding wages and employee welfare as they did not practice ethical values. Wal-Mart Stores, Inc. paid their workers low wages that are even lower than the federal poverty line. Bianco and Zellner (2003) stated that in 2001, documents filed in a lawsuit that is against the corporation showed Wal-Mart sales clerks earned $8.23 an hour, or $13,861 a year on average. The wages is definitely low and insufficient, especially for a family of three, as the federal poverty line...
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...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 is essential for working autonomously, as well as for collaboration and effective teamwork. The ultimate focus of the organization is to successfully retain talent, meet goals and go beyond expectations. It is the role of HR and organizational leaders to foster an environment for excellence. Through a foundation of research, theory, studies and practical examples, this article addresses...
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