...Motivational Methods Paper HCS/325 June 11, 2012 Susan Greenwood Motivational Methods Paper In this paper I have decided to tell you about three motivational techniques that I will implement into my staff. The three techniques that I will be going over are: targets, rewards, and incentives; make the work place fun; and using the P.E.R.F.O.R.M model to help increase potential. I will go into detail about what each technique entails and explain how each change will affect my organization. By the end of this paper you should have three more motivational techniques that you could consider for your organization as well. The first technique that we will be talking about is targets, rewards, and incentives. To do this you first have to know your team. In order to set out rewards and incentives you have to first understand what motivates your team and gets them set in working towards their goals that you have set out. The CV Centre. (1998-2012) states that “Motivating a team is always easier if you fully understand that they may not necessarily be motivated by the same things as you. The most effective teams are those that feel valued and supported but also feel that they are progressing and developing through the completion of challenging tasks. If a team understands company objectives, they are much more likely to want to work harder towards their achievement. Also, most people tend to respond well to being given the opportunity to make decisions and take on additional responsibilities...
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...Motivational Methods Paper This paper will provide information about three motivational methods I as a manager will apply to my organizational department which must be downsized. This information will include motivational techniques used to implement the change within my department. It will also include theoretical concepts from the textbook, Health Care Management and outside resources to support the theories used. Last the paper will conclude with highlights of the information provided to introduce the change within the organization. I just got an e-mail from my supervisor explaining that my department must be downsized and my job as the manager is to prepare my team for the changes. One of the changes I must address is the motivational techniques which will be used. Human Resources are my department and my goal is to research multiple motivational methods to understand how to lead and implement the changes. After spending many hours searching motivational methods I finally narrowed it down to three. Motivational techniques are used to achieve many goals within the workplace. One of the goals it can achieve is providing opportunities. This technique will provide employee’s with the opportunity to learn and further his or her education while working. If the company decides to downsize the employee will have more qualifications and have an easier time finding future employment. This will help reduce an issue with low self-esteem which is a problem in most health care...
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...Motivational Method Paper HCS/325 September 29, 2014 Lisa Jones Motivational can be define as strength inside and outside individual, which explains the path, level and determination of attempts that are used in a workplace. It is extremely important that a manger knows how to motivate and encourage their employees to function well. Whatever the employee considers to value it will be one of employees most inspiration attempts. Talking openly about positive solutions to situations that arise within the workplace can help to turn a negative atmosphere into a positive one where all workers are encouraged to talk about what is important to them (Graham & Weiner, 1996). I will discuss a few motivational methods that can be used as a manager and how the organization will be affected by the change. The first method would be providing opportunities for employee’s learning and development. Striving to make ways for employees to continually enhance their knowledge and develop new abilities at all times is always a plus. Job relocations help with continuing education, and on the job preparation classes are learning environment to promote. It is important for an organization to promote internally within the company. When it is suitable and devotes the time and effort in helping educate employees so they can seize new advancement. With advancement many managers fear that by providing different levels of training the employee may leave them and take the experience to a different...
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...Motivational Methods Paper Lakisha Wells HCS 325 April 14, 2012 Cecelia Sawyer Motivational Methods Paper Motivation is used in a managing concept to define strengths inside individual that explain...
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...Motivation and Teams Case Study Case One: Two Men and a Lot of Trucks The first theory is I think plays in this study are the expectancy theory. I think this because her children believed in the hard work they performed would lead to rewards. This led them to buy a franchise of their own. Equity theory is also found in this case study due to the rewards that each child got due to their mother owning the business and rewarding them to work for her. Ms. Sheets also plays a role in the expectancy theory. She did believe that if she worked hard her business would succeed more than she would have expected. Ms. Sheets opened a Stick Men University that was used to train franchisees and movers how to properly move items and customer service. Case Two: Siemen’s New Boss The theory this case study shows is expectancy theory. I feel that Mr. Kleinfield displayed the characteristics of this theory. He came to the business young and with new ideas that would save the company money and the employees their jobs. It appears that the plant was costing the business more money than they expected or wanted to continue paying. Mr. Kleinfield came to the location and had to convince the employees to change their normal hours days and hours. He eventually convinced the employees to do as he asked which in time reduce production time and costs, which saved their jobs. He was open to questions by anyone in the plant, even the employee reps. He was there to show them that he was...
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...TOPIC: Attrition in organizations Group 7: Rahul Kumar Gupta: 12P157 Rajesh Choudhary: 12P158 Rajiv Gupta: 12P159 Rakshit Sharma: 12P160 Ravi Goel: 12P161 Ravi Kant Singla: 12P162 Attrition The reduction in staff and employees in a company through normal means, such as retirement and resignation is called attrition. Attrition leads to loss of key employees who have thorough knowledge of the company and its practices. Appointing new employees in place of old involves cost of recruiting and training them. Experience in a field is very important for better performance. New employees lack this and this might lead to some pitfalls during their work. If there is high attrition, it also results in a negative impact on new employees about the work...
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...Tamika Downs HCS 325 April 2, 2012 Joan Ralph Webber I believe motivational is a great tool for building an organization. It is one for one of the most important uplifting aspect of an organization. People are motivated by a wide variety of actions and behaviors. The basis for motivational methods all have the objective of meeting the needs of the individual (employees) in such a way as to influence and promote positive or improved performance to meet the organization’s goals. Managers must use a variety of techniques and tools to motivate others. Managers must provide an environment that fosters trust, respect, and empowerment of the individual (Lombardi & Schermerhorn, 2007). The most influential motivating theories to me are Abraham Maslow, Frederick Herzberg, and David Mc Clelland. The theories could help anyone building an organization. Abraham Maslow theory human needs provide an important foundation for management thinking. Maslow’s theory advises managers to recognize that blocked or deprived needs may negatively influence work attitudes and behaviors. (Lombardi & Schermerhorn, 2007) Fredrick Herzberg theory has a two-way factor. Herzberg advisee’s managers to give proper attention to the satisfier factors. David McClelland theory is based on individual needs. He stresses that managers are encouraged to recognize the strength of each need in them and in other people (Lombardi & Schermerhorn, 2007). As a manager in my organization if...
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...Whenever the term motivational speaker is introduced to a conversation, I instantaneously imagine an overly enthusiastic man, preparing to deliver the same watered-down, cookie cutter speech that has roamed the halls of every high school. Therefore, it was only natural for me to shrink back in fatigued anguish at the thought of having to endure the same torturous event in which I would be expected to appreciate with mock enticement. Mr. Christopher Taylor is a man of too many words and very little tolerance for ignorance. Walking into the room, the weight of his presence was awakening. Something about the way my older peers glanced at him with the up most respect sent a trigger alerting me to the significance of him. Although he sat patiently through his detailed introduction, his eyes focused around the room, seemingly categorizing each student into a database, well organized through years of practice. Light applause trailed him as he took a firm stance in the front of the ballroom. Deceptively, he began with generalized questions about how people perceive each other, trivial knowledge that determined little, other than the common sense of his audience. After a series of varyingly mediocre topics, Mr. Taylor quieted down and pondered to himself for a second, gaining his thoughts and deciding how best to approach the next topic, “How many of you are pre-med students?” he asked inquisitively. I was one of many of the proud students who raised their hands. Nodding in acceptance...
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...Sarah Rose Management Skills Development: MGT 585-02W Fall 2013 Case Analysis Does this milkshake taste funny? George Steins’ Ethical Dilemma * Discuss all of the reasons why you believe George might act unethically and remove the filters, allowing the maggots to remain in the mix. The first reason George might act unethically is due to Social Learning Theory. “Analysis revealed that perceived learning opportunities were shaped, enabled, and constrained by a variety of social, cultural, structural, and process-related imperatives. This was manifested through two learning systems: (1) a formal learning system directly managed by the organization and (2) an informal system that was fostered through strong social networks and driven by the organizational culture. From this investigation, we posit a social theory of learning, which encompasses sharing knowledge and experience through social interaction” (O’Toole, 2011). This is an article for developing learned systems by the Australian Army in their ‘fighting for knowledge’ campaign to understand learned systems in a military setting. Using a focus group of over 150 armed personnel to understand some of the cultural and social systems enforced. Social theory is a theory that states that we learn through observation and our direct experiences with others (Robbins. 2013). The social learning theory is enacted by both formal learning systems, decreed through management, and informal social networks. In the case George is...
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...Business Plan Part 1: Preparation Describe an original idea for a product or service you think you can develop and sell. A service that I think I can sell would be motivational speaking. I can also develop and sell books. The most inspiring and successful motivation speakers are those with a personal story of success that can be passed on to audiences (Marsden, ehow.com). I know this because I am currently doing speeches now and will eventually author books. I choose this path because I have always been a talker. Every since a child, I have loved to speak in front of crowds. I would love to read the Sunday school minutes. I was then introduced to Toastmasters International Speaking Club and was advised of how well of a speaker I am. I did not believe it at first. I then begin to see it because people demanded me to speak so they could hear me. I decided I could make this a career, so I started speaking. Now I am four speeches away from having my Advanced Communicator Silver with Toastmasters. Once it is obtained, I will only have one more level to reach out of five, which is the Advanced Communicator Gold. I am also working on becoming an accredited speaker through Toastmaster. Once I become an accredited speaker, I will be able to charge for my speeches versus accepting whatever donations are provided. Once my speaking career takes off, I will venture off into authoring books. I think I can sell books because I am an excellent speaker and people will...
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...each point of motivational interviewing, why it was used, and whether or not it was successful. What was done well in this interview, and why? What would you have done differently, and why? Of the theories we have learned in this unit, which theory stands out in this interview? Where and how? “A client-centered and empathetic counseling style is one fundamental and defining characteristic of motivational interviewing. We regard the therapeutic skill of reflective listening or accurate empathy ... to be the foundation on which skillfulness in motivational interviewing is built ... Through skillful reflective listening, the counselor seeks to understand the client’s feelings and perspectives without judging, criticizing, or blaming ... The crucial attitude is a respectful listening to the person with a desire to understand his or her perspective” (Miller & Rollnick, 2002, p. 37) In this case, the Motivational interviewing refers to an interpersonal counseling or communication style rather than a specific therapy or set of techniques (Rollnick & Miller, 1995). This style is evident in the process of MET (Motivational Enhancement Therapy). The focus of this particular interview was on helping the client to overcome reluctance or ambivalence on his own, while allowing him to make positive changes in his approach to anger management. The therapy did not assume that the client wanted to change, but lead the client to own their need for change. The motivational interviewing assumed...
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...OL 125: Personal Development Plan – SWOT Analysis (Milestone Two) Student Name: Sheril Cunamay Date: May 20, 2014 Strengths (What do I do well?) | Weaknesses (Where can I make improvements?) | List at least 4 strengths here. Use complete sentences. * 1. I play piano real well. * 2. I am a great motivational speaker. * 3. I’m always very passionate about what I do. * 4. I am very self-motivated. | List at least 4 weaknesses here. Use complete sentences. * 1. I’m very shy. * 2. I’m sometimes over confident about things. * 3. I’m too emotional at times * 4. I am a workaholic. If I could work and not take a break, I would. Sometimes I lose sight of the more important things in life. | Opportunities (What kinds of things could I be doing based on my strengths?) | Threats (Where could I be using my strengths and talents more productively?) | List at least 4 opportunities here. Use complete sentences. * 1. I could be playing for my churches ministry when they go to sing at other churches. * 2. I could speak to those around me to be led to God through my motivational speaking. * 3. I could use my passion for others and music and teach those around me to turn to God through music. * 4. I could pursue to open up a new ministry that would show those people in the town that I’m in about God’s love. | List at least 4 threats here. Use complete sentences. * 1. I could be using my talents in churches. * 2. I could be using them at the children’s hospital...
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...Green—Implementing our recycling program [pic] Introductory Summary [pic] The following report is the findings of the recycling committee. In efforts to jump-start the program, we consulted with coworkers to gain insight about recycling. Yorel Demouchet, an IT tech, implemented a program and she shared how she did it. We also interviewed Freddie Lyons, a former Waste Management Recycling Specialist. Basically, both of them said the same thing with the exception that Mr. Lyons gave more in-depth details about recycling as oppose to Yorel’s hands on experience. The planning stage is fundamental they both said. The planning and motivating stages enhances succeed. With their advice and research, we decided that paper, computer/computer parts, and ink/toner cartridge are the items we will start collecting. Mr. John James, our new CEO, wants to quickly implement a recycling program to show corporate responsibility like other corporations. After we inform you of what is and is not recyclable, consideration before choosing items, items chosen to recycle, how items are sorted, collected, and transported we will explain the final stage, motivating. Accepting our recommendation is warranted by the merits that this plan offers. Implementing this plan will be quick, simple, and easy. Planning Stage First, research to find what items...
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...Intro Many people face substance abuse problems. The world health administration reported that “90 million people worldwide have substance abuse problems” (Meyers, pg. 108). A person admitting they have a problem is the first step. Many times people with substance abuse problems, “deny they have a problem” (Nugent & Jones, pg. 219). Once a person admits they have a problem the next is finding a treatment program that will work for them. MET One treatment program that is designed to treat substance abuse is call MET or “motivational enhancement therapy” (Nugent & Jones, pg. 222). MET’s intent is to “get the client to be motived to change” (Nugent & Jones, pg. 222). They want the client to “develop a personal plan for change” (Nugent & Jones, pg. 222). While clients “set their own goals, therapists try to encourage them to go in a positive direction for permanent life goals” (Nugent & Jones, pg. 222). This type of therapy is considered “cognitive therapy and counselors help clients see the discrepancies between current behavior and personal goals” (Nugent & Jones, pg. 222). This type of therapy “emphasizes the client’s self-motivation and commitment to change” (Nugent & Jones, pg. 222). Minnesota Model of Treatment...
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...ORGANIZATIONAL DEVELOPMENT AND BEHAVIORAL FACTORS Mgmt 605-M02 Mondays 6:00-8:10 p.m. DESCRIPTION This course links the classical management process to the analysis of human behavior. How do people think, analyze a situation, and how they behave. The practicing manager should gain theoretical knowledge on which to base experience and/or intuition when making decisions or solving problems involving the human dimension in the organization. In this course you are going to learn a series of models: 1) The individual—to help you understand, predict, and modify an individual’s behavior. 2) Perception of people—how such perception differs from other perceptions aspects and its importance 3) Functions of the managerial brain—how it works, makes decisions, solves problems, creates ideas 3) Dimensions of communications—to enable you to understand the basics of transmittal of knowledge 2) Two person interactions—so that you can understand conflict, leadership behavior, negotiations. 3) Small group functions,--so that you can understand when and why they are strong and get results and when they are weak and become failures 4) The large organization—so that you can utilize their strengths in marshalling human resources to get the work out and how they can adapt to changing times. If you have any problems with this course, doing the work or meeting standards, speak to your instructor before you receive failing grades or other unpleasant consequences. When you discuss...
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