...Motivation at Work Motivation at work is an essential key to have a successful business. When I wake up in the morning, my main motivation to go to work is the responsibility that I have and also the trust that the staff and managers have on me. They are also other essential things that motivate me such as money and recognition. Is not possible to motivate everyone the same way, because everyone is different and also have different needs. According to Paul Rowson interview on “In Depth” with Francis Rose “Each one of us is wired differently, we have our unique skill sets, work style and talents. Depending on where we find ourselves in life, at work and at pay, we have our own set of needs for self-worth, balance, wellness, and well-being”. The sentences above made me realize how important is to take in consideration Maslow Hierarchy of needs when creating a plan of motivation at work. -The first stage of Maslow Hierarchy of needs is physiological needs. This stage covers the basic need such as food, shelter, clothing and other basis to survive. On this stage the main motivations money in order to survive and have food in the system. -The second stage is security; wish covers a safe and non-threatening work environment, job security, safe equipment and installation. -Social needs: contact and friendship with fellow-workers, social activities and opportunities. -Ego wish is recognition, acknowledgment, rewards. -Self-actualization...
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...pages) Rating: Red (FREE) - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - INCREASING EMPLOYEE PERFORMANCE THROUGH MOTIVATION Organizational Behaviour Master of Business Administration in HRM Background of Organization World University Service of Canada or WUSC as it is commonly known world wide is a leading Canadian Development Agency, which is a network of individuals and post secondary institutions. The mission of WUSC is to foster human development and global understanding through education and training. WUSC operates development projects in the Balkans. Botswana, Burkina, Faso, Ghana, Haiti, Malawi, Palestine, Peru, Sri Lanka and Vietnam in and deliver meaningful results in the following areas: 1. Education and Health – including basic and higher education, water and sanitation and HIV/AIDS. 2. Sustainable Livelihoods – including vocational training/ agriculture and rural development. 3. Governance – including strengthening civil society, promoting human rights and peace building. WUSC’s Project for Rehabilitation through Education and Training (PRET) has a large hand in tackling the effects of poverty, conflict and the tsunami in Sri Lanka. PRET identifies young people affected with poverty who has promise but no prospects and offer them vocational training that equips them to work in high-demand fields. The rationale is that when people secure a steady job in a high demand field they have better means to support themselves...
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...Motivation at Work Pennylane Wilks BUS520 Dr. Laura Jones Strayer University November 13, 2014 Motivation at Work Although WooWoo sales are high, our company’s maximum profit margin is taking a hit due to flaws and imperfection in our craft. We are losing capital from rework, increased man hours, and delays in shipping. This is causing a ripple effect in our consumer pool and we must get ahead of the problem before it damages our company’s name and reputation. Our company will now take a look at improving our widget manufacturing process by looking into how we can motivate our workers to be 100% dedicated in making our company successful? In today’s society only the strongest of organizations succeed in business. It is mostly attributed to company core values, adhering to goals set by the mission statement, and strong infrastructure. Sometimes what is overlooked is the quality of work produced by the normal minimum wage employee, for they are truly what make these companies thrive. How do you get someone to show up to work every day, on time, and expect them to put forth one hundred percent effort? The answer can easily be reduced to one key factor, motivation. Motivation can come in various forms. Not all people are motivated by the same things. For instance, a single employee who loves shopping and buying nice materialistic things may be highly motivated by getting more hours at work to make more money. However, a parent of 3 kids may be motivated by getting...
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...Motivation Crucial driver of a one’s work performance is that person’s inner work life. When there is facilitation to progress, every aspect of people’s inner work lives are enhanced, which leads to even greater progress. Because every employee’s inner work life system is constantly operating, its effects are inescapable. One’s performance is affected by constant interplay of perceptions, emotions and motivations triggered by everyday events (Kramer, 2007). In our MBA life we all are busy professionals and it’s very important to know that as individuals we bring within ourselves lots of things related to everyday events while performing a MBA related task. This is especially true in the case of group assignments where we set ourselves deadlines to complete different tasks and each other’s tasks are interrelated. There was this case of one of the member’s house getting burgled. Another member had assignments from other MBA programmes to be finished. We all had our profession and family related priorities. Team members understood what going on in other members mind during time of assignment and shared the responsibilities and motivated each other as to have enhanced inner work life which resulted in overall highly motivated performance. People are motivated, by thought-provoking work, challenge, increasing responsibility and more praise or recognition for good work. These intrinsic factors is the “generator” in people and drives their desire and urge for growth and achievement(Herzberg...
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...When I searched the definition of motivation, I found one from the Business Dictionary.com website. They define motivation as internal and external factors that stimulate desire and energy in people. It allows people to be continually be committed to a job, a role, or a subject in order to be able to achieve a goal. Motivation can result from a desire or need, rewards from achieved goals, and expectations on oneself or others (Business Dictionary.com). Different things motivate me in the workplace. Three of the biggest motivations that drive me include the need to help support my family financially, the challenges it gives me to better myself, and the rewards and benefits that result from doing a great job. Some days, only one of the factors motivates me, while on other days, it is a mixture of the factors. With the current economy and cost of living here in Hawaii, I feel the need more than ever to contribute to my family’s income. By being able to hold job that offers good benefits and security, I am able to appreciate my job, which in turn motivates me to work hard and produce quality work. Bainbridge’s definition of extrinsic motivation shows that this can be considered as an extrinsic type of motivation since the motivation comes from the outside and the rewards include good benefits and a paycheck (Bainbridge, Extrinsic Motivation). It can also be considered an intrinsic motivation because certain aspects of the job I do are very enjoyable. For example, when...
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...Motivation in the Workplace According to Stephen P. Robins and Timothy A. Judge (2009), motivation may be defined as "the processes that account for an individual's intensity, direction and persistence of effort toward attaining a goal". Hence, motivation is an important factor in every individual's life because no matter the source, motivation leads to positive lifestyle and it will increase employee's efficiency and effectiveness within the workplace. Moreover, it should be clearly understood that the task of every manger in the workplace should be mainly to motivate their internal customers who are the staff, as managers need to get things done through them in order to deliver high quality to external customers. However, although it seems like a very easy term which may be applied by just increasing employee's benefits, it has been clearly noted that not every employee is motivated by the same factors. Hence, in spite of enormous research, the concept of motivation is yet not well comprehended and is sadly practiced as managers fail or simple do not bother to understand the "human nature itself". An understanding of the human nature should be a prerequisite that should be followed by every manager. Researchers have shown that well motivated employees are more likely to be productive and creative. Hence, it contributes to the reduction of turnover in the workplace which may be defined as "the voluntary and involuntary permanent...
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...factors that can cause job satisfaction and dissatisfaction. These are categorized into: 1. Extrinsic (also called hygiene factors or Dissatisfiers). These do not cause motivation by themselves, but if they are absent they cause dissatisfaction. They include things like company policies, relationship with boss and peers, quality of supervision, salary, work conditions etc; and 2. Intrinsic factors (also known as motivators or satisfiers). These are needed to motivate employees to higher performance. They include things like recognition, responsibility, job satisfaction and other things related to the job itself. b) People quit their jobs if the company they work for does not provide the intrinsic factors needed on the job. Extrinsic: If their relationship with the boss is not encouraging at all, that will be a problem too. Absence of recognition given their efforts or achievements, will also be a cause for concern. c) How an organization or manager can put this theory into practice: An organization or manager can effectively motivate their employees by first making such that the necessary hygiene factors are in place. Starting with salary, organizations should ensure that their employees are adequately compensated monetarily. Also providing the basics of getting their work done, like clean work environment, computers where needed, great policies etc will be a great plus. Equally important, an organization should focus more on their people, know what intrinsic...
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...Workplace Motivation Paper Teressa Y. Wright PSY/320 July 7, 2012 Angel J. Perkins Workplace Motivation Paper There are various sources of motivation; to clearly comprehend the force of motivation in the workforce we should scrutinize the feasible sources of motivation. Employees are commonly motivated with both inside and outside factors. Inside factors involve a persons own private thinking processes and experiences. The outside factors involve such things as organizational outlook, which motivates employees to become more fruitful through the exploit of rewards or by imbedding logic of fear into their employees. It is vital to comprehend that a member of staff who is naturally motivated can be significantly impacted by a peripheral setting that discourages employees to demonstrate elevated levels of enthusiasm. Department managers must be leaders and generate an encouraging managerial environment to persuade employees to be fruitful. While managers can implement output levels merely through means of the influence of their title, leaders search for affirmative motivators to persuade most favorable levels of output. Employees are usually more creative while working in an environment of admiration wherever leaders maintain the lines of communication open and keep employees knowledgeable of long-term goals relatively than merely controlling and managing employees on their daily actions. The key to managing output in the office is to administer behaviors relatively...
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...Teamwork and Motivation In just a few years WooWoo manufacture has gained much success by becoming one of the world’s top producer of widgets. Recently sales have been high, but a new report was just released that exposed some defects with our product. This defect issue can quickly turn into a serious problem that will increased our costs and delay deliveries to our customers. During these critical times we must find a way to motivate the 50 employees in our sales, assembly, technology, and administration departments. Shafeka Carter, India Lowry, and myself are all part owners in this small manufacturing company. At one of our meetings last week we came up with a plan that will help motivate employees to work hard. We decided that providing all employees with adequate training, pay incentives and recognition will help promote a positive work environment in which employee are more motivated to accomplish work goals. We all had different ideas on how to best motivate our employees. So we each will do research on a different motivational theory, and come to a group conclusion on which theory will work best for our company. Our goal will be to find a motivation theory that will best fit our motivational plan that will help encourage high jobs satisfaction, high productivity, high quality work, and low turnover, which are significant elements to an organizational management plan. In this paper I choose to show how the expectancy theory can implement those elements. I will also...
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...Porter Lawler Expectancy Theory of Work Motivation The job Description in question is a very senior person in the organisation. Hence, apart from monetary gains, he looks for other prominent sources of motivation as well. This Theory start with a premise that Motivation does not equal satisfaction or performance. Motivation, Satisfaction, and performance are all separate variables and relate in different ways. The Model states that the factors performance and satisfaction correspond to each other in a cyclic way such that one drives the other. The Porter-Lawler model explains what happens after the performance. Thus, in our case,On Performing as per the expectation of the organisation, two types of rewards are possible : * Instrinsic Rewards : 1. Sense of achievement : since, the person concerned is already at a very high post, the sense of achieving something significant is the biggest driver post performance for him. 2. Acknowledgment of authority : the person concerned is considered 2nd in line for CXO position. 3. Self-Actualization : more than anything else, its the self actualization and contentment of completing the task which drives him to perform better. * Extrinsic Rewards : 1. Awards and recognition : act as a huge motivator as compared to other monetary gains. 2. Variable pay commensurate to performance 3. Special benefits : lead to enhancing of confidence in the person. 4. New challenging responsibilities : the responsibilities...
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...Social Context of Work Analyze the Case Study in Work Motivation and Attitude Defining Work Motivation Fundamental to the study of Industrial-Organizational (I-O) Psychology is the understanding of what motivates employees within an organization. According to Nevid (2013), motivation is defined as factors that activate, direct, and sustain goal-directed behavior. Motives are the "whys" of behavior - the needs or wants that drive behavior and explain what we do. We don't actually observe a motive; rather, we infer that one exists based on the behavior we observe (Nevid, 2013).” Theories of work motivation explain why people work hard (Spector, 2012). On the other hand, organizations concerned with employee retention strive to promote and provide an environment that actually influences positive work behavior and performance. Additionally, the organization would ensure that their employees are compensated to ensure repeatability of positive performance. According to Spector (2012), “Work motivation theories are most typically concerned with the reasons, other than ability, that some people perform their jobs better than others” (p. 194). In other words, such theories are mainly concerned with types of incentives that drive people to attain a need fulfillment. The Maslow hierarchy theory, Fredrick Herzberg’s two factor theory and Alderfer’s Existence, Relatedness and Growth (ERG) needs theory fall in this category. There is a myriad of motivation theories that have...
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...Abstract The current study while applying the theoretical framework based on expectancy theory examined the relationship between satisfaction with compensation and work motivation. The dimensions i.e. fixed pay, flexible pay, and benefits were examined with regard to satisfaction with compensation. The work motivation on the other hand was studied using the effort and performance dimensions. Literature research as well as practical survey consisting of self-administered questionnaire was used to study the population in question, which were managerial cadre employees of the sales departments of the cellular service providers in Lahore. The relationships between satisfaction with compensation and work motivation were analyzed by using Chi Square and correlations. The main findings of the study were: 1) satisfaction with compensation can be factor of work motivation. 2) flexible pay is not a motivating factor in the jobs which the employees were holding. 3) benefits do not have a significant impact on work motivation. Key words: Compensation, Satisfaction, work motivation, expectancy theory 1. Introduction In the 21st century organizations, by and large, people pay much more attention to their life style and the money they earn from the work than their predecessors. However, it still remains unclear whether many of them would continue working if it were not for the money they earn. Employee expectations of a compensation plan are that it is fair and...
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...Annu. Rev. Psychol. 2005. 56:485–516 doi: 10.1146/annurev.psych.55.090902.142105 Copyright c 2005 by Annual Reviews. All rights reserved First published online as a Review in Advance on June 21, 2004 WORK MOTIVATION THEORY AND RESEARCH AT THE DAWN OF THE TWENTY-FIRST CENTURY Gary P. Latham Rotman School of Management, University of Toronto, Ontario M5S 3E6; email: latham@rotman.utoronto.ca Craig C. Pinder Faculty of Business, University of Victoria, British Columbia V8W 2Y2; email: cpinder@uvic.ca Key Words needs, values, goals, affect, behavior ■ Abstract In the first Annual Review of Psychology chapter since 1977 devoted exclusively to work motivation, we examine progress made in theory and research on needs, traits, values, cognition, and affect as well as three bodies of literature dealing with the context of motivation: national culture, job design, and models of person-environment fit. We focus primarily on work reported between 1993 and 2003, concluding that goal-setting, social cognitive, and organizational justice theories are the three most important approaches to work motivation to appear in the last 30 years. We reach 10 generally positive conclusions regarding predicting, understanding, and influencing work motivation in the new millennium. CONTENTS INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . MOTIVATIONAL FRAMEWORK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ...
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...Essay Question: ‘’The one best way to increase work motivation for an organization is through employee reward schemes’’. Discuss. The main purpose for us to wake up every morning is because of certain responsibilities. This could be anything from cleaning your room to working in a bank or even dropping the kids off at school. We all have them regardless of age, ethnicity, gender, race, religion and other factors. However, the one obligation that is compulsory for each and every individual after a certain age is to earn a living, by the means of working. We all get to a certain stage in our lives when we have to be independent and start supporting ourselves financially and that can only be achieved if we go to work and complete the tasks assigned efficiently. Whether we are doing something that we are passionate about or if it is a nine to five job that people have just to make ends meet or even if it is something in the primary and secondary sector, they all need motivation. Employee motivation plays a key role in management both practically and theoretically. The basic concept of rewarding people is through reward schemes. Even if the work is something an individual is obsessive about, without rewards, pay and other factors the person would lose their commitment towards that particular job. Though there are various different types of ways to motivate employees besides these, they have got their own advantages and disadvantages. Rewarding systems...
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...An Exploratory Study to understand Motivation factors of Care Givers who work in Orphanages/Old Age Homes on low salaries By Swati Maheshwari Under the Guidance of Prof. Tithi Bhatnagar SCHOOL of INSPIRED LEADERSHIP GURGAON Table of Contents Acknowledgement………………………………………………………………………………………3 Abstract………………………………………………………………………………………………....4 Introduction……………………………………………………………………………………………..5 Literature Review………………………………………………………………………………….……8 Methodology…………………………………………………………………………………………….11 Sample Particulars……………………………………………………………………………….11 Research Tool……………………………………………………………………………………11 Procedure……………………………………………………………………………………….12 Analysis…………………………………………………………………………………………12 Discussion……………………………………………………………………………………………….15 Future Scope………………………………………………………………………………………….....17 Appendices…………………………………………………………………………………………….....18 References………………………………………………………………………………………………..19 Acknowledgement I would like to express my humble gratitude to all those who gave me the opportunity to complete this research paper. I am deeply thankful to my guide/mentor Prof. Tithi Bhatnagar of School Of Inspired Leadership for her constant help, stimulating suggestions and continuous encouragement which kept me motivated throughout in my research during the post graduate program. I would like to extend my heartfelt obligation towards all the people who have helped me in this endeavor. Without their active support, guidance and encouragement, I would...
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