...support necessary for high performance.” (Mehra, 2001) Studies have shown by connecting employees socially work performance goes up. Additionally, I would fund programs on self-awareness especially the concept of self-monitoring. High and low self-monitoring behavior has a direct correlation to workplace success. Educating my staff to recognize and practice high self-monitoring behavior and workplace performance would be a high priority in my training in the first couple months of the new hires training. I’d also implement a performance measurement program. Use quote to support using it. “As part of their overall management strategy, public managers can use control, budget, and performance measures to evaluate, motivate, promote, celebrate, learn and improve. (Behn, Why Measure Performance? Differant purposes require differant measures, 2003) Working closely with my staff, motivation would come from me directly, although outcome data would serve as a significant measure although delayed. “Organizations don’t produce outcomes, organizations produce outputs. And to motivate an organization to improve its performance, managers have to motivate it to improve what it actually does. Consequently, although managers want to use outcome data to evaluate their agency is performance; they need to motivate it to improve what it actually does.” (Behn, Why Measure Performance? Differant purposes require differant measures, 2003) Motivation Satisfaction and Performance plan LDR 531 February...
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...Increasing Team Motivation, Satisfaction, and Performance Campion, Mumford, Morgeson, and Nahrgang (2005), focuses on the practical significance of work design in the organization as a method of team motivation, satisfaction and performance. Work design is one method to boost the ubiquitous effectiveness of a team. However, the attitudes, emotions, personalities and values of the individual team members affect the operation and behavior of a team. Understanding, evaluating, and analyzing the attributes of each team members contribute to the work design and team layout of an organization. Team members who are not ecstatic about their job are usually not comfortable with the team concept. Using the emotions, attitudes, values and personalities of employees to motivate their team performance creates a cohesive and progressive team. An analysis of Team C Future Leaders personality tests created a progressive team assessment. The evaluations were used to combine personality traits to create a cohesive and productive team. Their interactive personalities are dreamers that create ideas and persuade others to believe in the dreams. Their outgoing personalities lead marketing, and advertising projects. The members of Team C are interactive which will perform well in those roles. Attitudes Attitudes are individual perceptions on people events or items. Attitudes are either negative or positive reactions. Attitudes contain components which develop their perception, which are cognitive...
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...effects of life-satisfaction on productivity but there is a lot of research on the link between job satisfaction and work performance. This research shows modestly positive correlations with productivity, absenteeism and labour turnover. These correlations tend to be stronger among white collar workers. It is still largely unclear to what extent satisfaction effects productivity or vice versa. See Scheme 1. There are different claims about the effect of happiness on productivity. Some think that the enjoyment of life will produce involvement and smooth interaction, thus boosting productivity. Others rather expect that happiness will reduce the motivation to seek improvement and make them passive and dull. There is no research on the effects of overall happiness or life-satisfaction on productivity. However, there is a lot of research on the relationship between job satisfaction and work performance. Job satisfaction is quite highly correlated with overall happiness, and can be looked at as one of its main components. Hence the results of the available research data are at least suggestive in this discussion. The Human Relations movement, of Elton Mayo and others, believed that job satisfaction had beneficial effects, including increased work performance (Argyle, 1988). Let us consider whether this is in fact the case. Do satisfied workers really work harder? If they do, is it because they are satisfied or vice versa? Measuring job satisfaction How can job satisfaction be measured...
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...Workplace Performance & Commitment: Job Satisfaction, Stress, and Motivation AMBA 620 Professor Shandler Abstract In recent years, experts from psychological sciences and business have noticed changes in the employee-employer relationship over the last decades specifically in regards to workplace performance and organizational commitment. While most agree that the issue deserves attention, consensus dissolves around how to respond to the problem. This paper examines how job satisfaction, stress, and motivation can impact workplace performance and commitment in the workplace. The focus of this paper will revolve around the Medical Billing industry and how one organization has chosen to address the changes surrounding workplace performance and organizational commitment. Workplace Performance & Commitment: Job Satisfaction, Stress, and Motivation Introduction This paper is an examination of how job satisfaction, stress, and motivation are directly related to workplace performance and commitment. The main points to be discussed revolve around the importance of an employee’s job satisfaction, the stresses surrounding the employee, and the employee’s motivations or lack thereof and its impact on the organization’s overall success. Context/Situation While in college I was employed, part-time, as a medical biller during summer and winter breaks for three years and for one full year after graduation. Throughout my time with the organization I was the lone male...
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...Chapter 1 – Introduction Rewards, Motivation and Job Satisfaction are important and significant variables to the organization success as it is an employee’s attitude towards their job. The higher the job satisfaction, the more the employees will hold a positive attitude towards their jobs. Similarly, the organization will have low turnover rate and better in talent retention. (Sarwar & Abugre, 2013) Therefore, an organization’s strategy is linked to job satisfaction of the employees as it has direct impact on productivity and profitability. (Khalid, et al., 2011) In many organizations, employee turnover is a major issue because of the cost involved with new hiring and training. The purpose of this study is to find out the relationship between job satisfaction and employees performance in Gas Pte Ltd. (Sarwar & Abugre, 2013) Chapter 2 – Literature Review In the past, the organizations provide a permanent guarantee for the job and employees will in return give the organizations their loyalty and their best performance. However, this is a dream now which show that the job satisfaction in the organization has changed over the years. Employees are more educated and highly trained in skill. They are able to perform their duties based on their capabilities to achieve the goals of the organization. As a result now, organizations should recognize what are the needs to motivate their employees to deliver their best to the organizations. (Zaidi & Abbas, 2011) ...
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...Motivation Plan Jonathan Grace LDR/531 September 23, 2014 Edythe McNickle Motivation Plan In today world every business organization has a diverse workforce and each employee has a specific motivation and emotion. Understanding the challengers involved in creating an environment that combines the employees’ motivation, satisfactions, and job performance in an organized and an effective workplace is what a good manager should understand. A manager must create a plan incorporating the employees’ job satisfaction, motivation, and performance. The perception of both managers and employees are ensuring that the viewpoints are incorporated into the plan for optimistic influence. According to Robbins and Judge (2013), “Motivation is the method that accounts for a direction, individual intensify, and persistence of an effort toward a specific goal. Satisfaction is defined as the “fulfillment of a need or want” and performance is defined as “the execution of an action or fulfillment of a clam, promise, or request.” Motivation, satisfaction, and performance are important aspects that a manger must utilize with people and each aspect can be define as a success or failure of the employees or as a team. The manager will be able to increase an employee motivation, satisfaction, and performance, if a manager has a positive influence within his or her span of control. Most manager can influence a variation of tools in increasing and gauging employee motivation, satisfaction...
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...Motivation Plan In today’s business world, each business organization has a diverse workforce and each worker has specific motivations and emotions. An effective manager understands the challenges involved in creating a workplace that combines the employee’s motivations, satisfactions, and performance into a cohesive and effective workforce. A manager must develop a plan encompassing the employee’s motivation, satisfaction and performance. It is essential that the plan includes both the manager’s and employee’s insights to guarantee that all perspectives are merged into the plan for constructive impact. According to Robbins and Judge (2006), “Motivation is the process that accounts for an individual’s intensity, direction and persistence of effort toward attaining a goal” (p. 186). Satisfaction is defined by Merriam-Webster’s dictionary as the “fulfillment of a need or want” and performance is defined as “the execution of an action” or “the fulfillment of a claim, promise or request”. Motivation, satisfaction and performance are important aspects that a manager must employ with people and each aspect can define the success or failure the employee has as an individual or a team”. If a manager has a positive influence within their span of control, the manager will be able to increase an employee’s motivation, satisfaction and performance. A manager can leverage a variety of tools in developing and evaluating employee motivation, satisfaction and performance. Some of those tools...
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...Chapter 1 – Introduction Rewards, Motivation and Job Satisfaction are important and significant variables to the organization success as it is an employee’s attitude towards their job. The higher the job satisfaction, the more the employees will hold a positive attitude towards their jobs. Similarly, the organization will have low turnover rate and better in talent retention. (Sarwar & Abugre, 2013) Therefore, an organization’s strategy is linked to job satisfaction of the employees as it has direct impact on productivity and profitability. (Khalid, et al., 2011) In many organizations, employee turnover is a major issue because of the cost involved with new hiring and training. The purpose of this study is to find out the relationship between job satisfaction and employees performance in Gas Pte Ltd. (Sarwar & Abugre, 2013) Chapter 2 – Literature Review In the past, the organizations provide a permanent guarantee for the job and employees will in return give the organizations their loyalty and their best performance. However, this is a dream now which show that the job satisfaction in the organization has changed over the years. Employees are more educated and highly trained in skill. They are able to perform their duties based on their capabilities to achieve the goals of the organization. As a result now, organizations should recognize what are the needs to motivate their employees to deliver their best to the organizations. (Zaidi & Abbas, 2011) ...
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...Motivation in the Workplace Introduction Organizational behavior has long been a subject of discussion for both private and public organizations. In addition, the concept of motivation in the workplace has also been the topic of a great deal of debate. The purpose of this discourse is to examine motivation as it applies to organizational behavior. Let us begin our discussion by describing the theory of motivation. Motivation The theory of motivation was first made popular by Maslow, who asserted that human beings have a hierarchy of needs. According to Maslow, this hierarchy of needs is composed of five needs: “physiological needs, safety needs, belonging and love, esteem needs and self-actualization needs. These needs are further categorized as deficit needs and being needs (Kermally, 2005, pg 26).” Maslow’s assertion was that physiological needs such as food and water must be fulfilled before a human being could be concerned with any other need in the hierarchy. With these things being understood Maslow asserted that human beings had the capacity to be motivated and that motivation is actually a primitive function of humanity. Although the theory motivation began in the realm of psychological study, it soon became a theory associated with organizational behavior, and this is the context in which it will be discussed for the purposes of this investigation. Motivation and Organizational Behavior Within the context of organizational behavior, motivation...
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...Motivation, pay satisfaction, and job satisfaction of front-line employees Carolyn Stringer University of Otago, Dunedin, New Zealand Motivation of front-line employees 161 Jeni Didham Westpac, Sydney, Australia, and Paul Theivananthampillai University of Otago, Dunedin, New Zealand Abstract Purpose – This paper aims to explore the complex relationships between intrinsic and extrinsic motivation, pay satisfaction and job satisfaction at the retailer that uses a pay-for-performance plan for front-line employees. Design/methodology/approach – This paper draws on a single organization case study across seven stores, and uses a survey, archival documents, open-ended questions and researcher interaction with employees and managers. Findings – The results provide some support for the complementary nature of intrinsic and extrinsic motivation. Intrinsic motivation was positively associated with pay and job satisfactions, whereas extrinsic motivation was negatively associated with job satisfaction, and not associated with pay satisfaction. The qualitative insights indicate that pay fairness is important, and those who perceived pay was not fair generally made comparisons with others or felt that pay did not reflect their effort. It is also found that the majority of employees perceived that goals were clear. Research limitations/implications – The dominance of extrinsic motivation without including behavioural, social, and psychological factors in agency theory research...
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...Leadership Paper University of Phoenix LDR/531 Organizational Leadership Motivation Plan Motivation, satisfaction and performance are main contributions required in the business environment so that all targets are achievable. The aim of this work is to develop a plan that would be applied in an environment that promotes performance increase, satisfaction and motivation of all work teams. We will be interviewing a business professional to gather information about her organization, how her department works, and her job description. We will include the differences in motivations and personalities, that these were discovered in teamwork and how each difference influences behavior. Examples of objective measures of performance include sales, net profits, profit margin, market share, return on investment, return on assets, productivity, cost per unit of output, costs in relation to budgeted expenditures, and change in the value of corporate stock. Subjective measures of effectiveness include ratings obtained from the leader’s superiors, peers, or subordinates (Yulk, 2013). Among effective managers (defined in terms of quantity and quality of their performance and the satisfaction and commitment of employees), communication made the largest relative contribution and networking the least. (Robbins and Judge, 2013). The selected personel are my team member base in the DISC resuts. The role played by the team members integrates communication...
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...helps maintain a team’s motivation, satisfaction, and performance. Leaders in the workplace must ensure employees are properly inspired to complete the task at hand. This paper will show the importance and capacity motivation, satisfaction, and performance has on a team. Motivation Employee motivation increases employee satisfaction. Various ways managers and leaders can motivate employees are job security benefits, recognition of hard work, compensation, paid time off, and a safe work environment (Heathfield, para. 8). Different forms of motivation work for different people because everyone has separate interests so managers must keep this in mind when motivating teams to achieve the tasks or goal. Any team thrives on motivation and only good communication can foster motivation. According to (Robbins & Judge, 2011), “Communication fosters motivation by clarifying to employees what they must do, how well they are doing, and how to improve performance if it is subpar.” Motivation creates satisfaction and enhanced performance for employees and the team. Satisfaction A satisfied employee tends to perform better and brings more productivity to the team because a satisfied employee creates a good work environment. Employee satisfaction is defined as the individual employee’s general attitude toward the job (HumanResources, para. 2). Improving employee satisfaction is beneficial to the organization and managers can improve employee satisfaction by making an acquaintance...
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...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.pdf). The conflicting views on the performance and motivation of employees are a very important matter of consideration because the employees play a key role in the performance and daily operations...
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...www.ccsenet.org/ijbm International Journal of Business and Management Vol. 5, No. 11; November 2010 Effect of Work Motivation on Job Satisfaction in Mobile Telecommunication Service Organizations of Pakistan Rizwan Saleem (Corresponding author) MS, Mohammad Ali Jinnah University, Islamabad, Pakistan Tel: 92-321-501-6378 E-mail: Rizwanprofessional@gmail.com Azeem Mahmood MS, Mohammad Ali Jinnah University, Islamabad, Pakistan Tel: 92-345-587-6377 E-mail: Azeem.Mahmood@hotmail.com Asif Mahmood Phd-Scholar, Mohammad Ali Jinnah University, Islamabad, Pakistan Tel: 92-332-537-1941 Abstract Study Objectives: The purpose of this investigation was to determine the impact of work motivation on job satisfaction in mobile telecommunication service organizations in Pakistan. In addition, the study aimed at exploring to what extent the employees are satisfied with different dimensions of their job. Research Design/Methodology: A survey-based descriptive research design was used. The study was carried on employees working in two service provider organizations of Pakistan. About 60 survey questionnaires were distributed in October, 2009 by using in person and email modes of communication. Stepwise regression analysis, correlation and p-value were used to confirming the research hypotheses. Results: As p-value is less then .05 so it can be said that the variables chosen for the study are not highly significant. The value of R square is too low that can be used for the relationship analysis...
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...Employee motivation Importance of employee motivation How Employee motivation contributes to productivity How employee motivation contributes to Job 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...
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