...will post a message to that effect. The best way to reach me is by posting a question in your Individual folder, since the classroom is checked frequently. Phone calls are not a good way to contact me because I travel a great deal. In the extremely rare event that phone contact must occur, the best way is to schedule an appointment in advance. The University discourages the use of email during class times, preferring us to use the Individual folders. For emergencies, when you are not able to gain access to messages on the Online Learning System (OLS), please send a message to my personal email address. General Course Description This course seeks to synthesize the many theories of human motivation with the practical application of motivating employees. To this end, the course will examine historical theories as well as recent developments in the field of motivation and their relationship to management practices. The primary concepts of goals, quality of work, and rewards will be examined and applied to the workplace. It is important to write well. We will be using APA format for all written...
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...Task 1 – The Scenario Last year I was able to join the marketing department in one of the leading enterprises in the world in the field of car manufacturing, which was in consistency with the professional background of mine and the career prospect designed by myself. At first, I was expecting to gain a direct and overall understanding of the daily work and responsibility of employees in the marketing department, which may contribute to the future development of my career prospect. However, things were different from my expectations to a large extent. Cathy took the main responsibility in charge of the marketing department, and she was a serious and strict leader in terms of all aspects of work and duty within the marketing department. Approximately one year ago, she was appointed as the leader of the marketing department from the manufacturing department as a result of the revolution and change in the marketing department. For Cathy who had benefited from the strict and rigid way of management, she tended to apply this way of management in the marketing department, which was in fact totally different from the working and management model in the manufacturing department. She abolished the original rewarding system in the marketing department. In fact, after the arrival of her, staffs in the marketing department were disappointed by the less stimulating rewarding system in the marketing department. Cathy tended to take the excellent working performance of staffs in the marketing...
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...Abstract The motivational force analysis is going to be examined in this paper and it is to be compared and contrasted with existing theoretical tools employed to understand motivation, since it’s redefining the way of using motivational tools in organizations. The Motivational force analysis is a tool used to find the appropriate measures taken to get the optimal output from employees. This is done by performing a theoretical, psychological and statistical analysis resulting in functions of cost, motivation and output of the business. These functions are used in an mathematical analysis that derive at the motivational-equilibrium i.e. value of optimal cost-output level of motivation. This paper will describe the process of performing a Motivational Force analysis in addition to consider its applicability to employees and organizations and examine it’s strengths and limitations by doing so. Table of Contents Introduction ………………………….......................…………......……………………………….. 1 Theoretical framework………………………….………………………………………………………….. 1 Why the motivational force analysis is needed …..…………………………………………………………2 Application of the analysis…………………………..……..………...………………………………………2 Data collection & experiment ………………..……………………………………………………………..3 Determine cost-output ……………………………………….........………………………………………….3 Determine cost-motivation…………………………………...……………………………………………….7 Mathematical analysis……………………………..............………………………………………………….7 Finding the motivational equilibrium…………………………...
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...and vision of the organization. Latham and Ernst (2006) suggest that motivation affects personal choices, effort provided in the workforce, and how persistent employees are to provide outstanding work efforts. Applying proper motivational theories to employee’s, results in great leadership. Retention and productivity in organizations prosper when employees are loyal and dedicated. Loyalty and dedication is formed through the proper application of motivational and leadership theories and improve customer service as well as employee relations. Leaders must be aware of employee strengths and weaknesses and must inspire their employees to achieve great things. Great leaders, while powerful and influential, should possess skills to gauge each employee and what motivates them. Leadership theories, like motivational theories, may differ per employee. Understanding a variety of wants and needs in the workforce will enable a great leader to motivate each person for the common goal; organizational success. Although leaders exert a certain level of power with the organization they must ensure their influences are for the greater good of the business and the employee. Through positive and productive communication the application of motivational and leadership theories will produce a healthy working environment that is successful. Organization Specifics One organization that prospers with motivation and leadership skill is the 53 Weather Reconnaissance Squadron (53 WRS)....
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...Motivation and Conflict Management Organizations apply motivational and conflict management theories to keep employees aligned with the organization’s goals and to remain competitive in their market. Organizations employ individuals with different backgrounds and a management objective is to capture each difference and move forward with a common goal. Management is responsible for motivating employees and keeping them aligned with the organization’s goals. This paper will encompass organizational plans detailing motivational theories and conflict management plans as they relay to the differences in employee learning styles. Motivation Theories and Organizational Behavior Motivation states the “forces within an individual that account for the level, direction, and persistence of effort expended at work” (Schermerhorn, Hunt, & Osborn, 2008). Level is the effort that the individual gives, direction is the individual’s personal choice when making decisions, and persistence is how long the individual works toward a goal. “Organizational behavior is the study of individuals and groups in organizations” (Schermerhorn, Hunt, & Osborn, 2008). Organizations and managers use the theories of motivation to discover how employees will react to certain situations. Two categories define theories of motivation, content theories and process theories. The goal of...
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...Needs 4 Expectancy theory 5 Reinforcement theory 6 In relation to employee performance which theory should a Manager adopt 8 Conclusion 10 References 11 Introduction Motivation is a broad topic and is at times not clearly understood and often poorly practiced. There are many major factors that mangers conveniently use to escape majority or all the blame of their organisational problems. One would be that whenever things go wrong some managers tend to point out that the problem(s) have occurred due to lack of motivation from employees (“Employee-motivation strategies,” 1999). Theodore Roosevelt once said, "the best …[manger] is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it" (“Employee-motivation strategies,” 1999). Essentially the manager's obligation is to develop employee’s skill and harness their capabilities as much as possible for the development of the organisations they belong to (“Employee-motivation strategies,” 1999). The paper aims to provide an understanding in regards to the importance of human motivation. It will outline and discuss three motivational theories and how mangers may apply these theories to improve employee performance (Halepota, 2005). Having knowledge about motivation theories can help to create a motivational atmosphere, and application of these theories can result in achieving higher productivity (Halepota, 2005). Each theory focuses on one...
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...Division of Business | Course: HND Level 5 Business (management) | Year: 2015/16 | Student Name: | UNIT 03: Organisations and Behavior | Lecturers Name: Dr O. Shittu | Date Issued: 25th of April 2016 | Completion Date: 20th of July 2016 | Fail Pass Merit Distinction P11.1 | P21.2 | P31.3 | P41.4 | P52.1 | P62.2 | P72.3 | P82.4 | P93.1 | P103.2 | P113.3 | P123.4 | P134.1 | P144.2 | P154.3 | P164.4 | M1 | M2 | M3 | D1 | D2 | D3 | | Learning Outcomes: 1 Understand the relationship between organisational structure and culture 2 Understand different approaches to management and leadership 3 Understand ways of using motivational theories in organisations 4 Understand mechanisms for developing effective teamwork in organisations. Comments:Assessor’s Signature:______________ Referred Date:______________ | Late: Yes No | Internal Verification: Yes No | I declare that the work I am submitting for assessment contains no sections in copied in whole or part from any other source, unless it is explicitly identified by means of quotation mark or by means of wholly indented paragraphs. I declare that I have also acknowledged such quotations by providing detailed references in an approved format. I understand that unidentified and un-referenced copying both constitutes plagiarism which is an offence. I give my consent for my work...
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...Batch No: Date Issued : Date Due : Date of Submission: Date Issued : Date Due : Date of Submission: Unit Assessment Information Qualification : Higher National Diploma in Business Management Unit Code & Title : QCF/ H/601/0551 Unit 03/ Organizations and Behaviour Assessment Title & No’s : Learning outcomes and grading opportunities: LO 01: Understand the relationship between organizational structure and culture | Learning Outcomes | LO1.1 | LO1.2 | LO1.3 | | | | | LO 02: Understand different approaches to management and leadership | Learning Outcomes | LO2.1 | LO2.2 | LO2.3 | | | | | LO 03: Understand ways of using motivational theories in organizations | Learning Outcomes | LO3.1 | LO3.2 | LO3.3 | | | | | LO 04: Understand mechanisms for developing effective teamwork in organizations | Learning Outcomes | LO4.1 | LO4.2 | LO4.3 | | | | | Merit and Distinction Descriptor | M1 | M2 | M3 | D1 | D2 | D3 | | | | | Unit Assessment Information Qualification : Higher National Diploma in Business Management Unit Code & Title : QCF/ H/601/0551 Unit 03/ Organizations and Behaviour Assessment Title & No’s : Learning outcomes and grading opportunities: LO 01:...
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...structure and culture of ASDA PLC to that of British Airlines. 1.2 Describe the relationship between ASDA’s structure and culture impacts on its performance. 1.3 Explain the factors which influence the behavior of ASDA’s employees at work. Task 2 2.1 Distinguish the effectiveness of the leadership styles used by the CEO in ASDA to that used British airways CEO. 2.2 Evaluate organizational theory practiced at ASDA and describes how organizational theory underpins the practice of management. 2.3 Identify the different approaches to management used by ASDA to that used by British Airlines. Task 3 3.1 How many changes could ASDA have engaged in? Explain the impact that different leadership styles may have on motivation of ASDA’s staff in periods of changes. 3.2 distinguish the application of different motivational theories with special reference to ASDA’s employees as Maslow’s hierarchy of needs, Vroom expectancy theories and McGregor’s theory X and Y. which theory is most applicable and why? 3.3 identify the usefulness of a motivational theory for managers. How could a theory like Hertzberg’s motivational theory be useful and relevant to the managers of ASDA? Task 4 4.1 describe the nature of the various groups that may exist among ASDA’s staff and how they may influence the behavior of ASDA PLC. 4.2 explain the factors that may promote or inhibit the development of effective teamwork among the employees of ASDA PLC. 4.3 identify the impact of technology on team functioning within ASDA PLC...
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...have a responsibility to understand, support, and encourage motivational procedures and habits for their employees. Individual characteristics determine which motivational strategies would be most appropriate for each employee at Riordan Manufacturing. Employee assessment results will be utilized to motivate each of the three employees. Different theories exist in how to motivate people to accomplish tasks. Robbins & Judge, 2010, stated that individuals stick with tasks and achieve their goals because of motivation. Determining which motivational strategies would be most effective for employees was based on individual assessment results. First, Felicia Baillargeon would benefit from an employee development program to encourage social interaction between employees. This also enables individuals to move into leadership positions (Ingram, D. 2012). Job rotation may benefit Felicia and offer more social skills minimizing distorted perceptions of reality in others. Job enrichment including open feedback channels to encourage employee to monitor personal growth and performance skills. My second employee, Stephanie would benefit from an employee recognition program. This would boost self-esteem and sense of accomplishment. Introducing an open company culture where employees develop long-term strong friendships supporting a positive work environment (Ingram, D, 2012). Last, for Stephanie concerning motivational strategies is employee involvement program would increase motivation...
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...which discusses the different theories of motivation and how to demonstrate their application to successfully guide employees toward accomplishing organizational objectives. The different motivational theories that I will be discussing and applying throughout the paper are categorized under the Needs Theories of Motivation which include the Hierarchy of Needs Theory, the ERG theory, the Acquired Needs Theory, the Two-factor Theory, and the Equity theory of Motivation. I will thoroughly explain each one and try to provide examples of how to apply these theories in work settings. In my paper I would also like to research the most sought after companies that are rated for employee satisfaction or in other words the best companies to work for. Two of the top companies that are listed under CNN Money are SAS and GOOGLE. SAS which originally stands for Statistical Analysis System is, "the leader in business analytics software and services, and the largest independent vendor in the business intelligence market (SAS.com)." GOOGLE of course is one of the most widely known and used search engines all over the country if not the world. I will briefly give a description of each company and then discuss the reasons behind them being some of the best companies to work at. I would like to research and see what are some of the innovative ways in which these companies motivate or rather create a motivational environment for their employees. By using the above theories of motivation and the tactics...
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... |Motivational Strategy and Action Plan |Relevant Theory | | | |A progressive training program that will develop the skills | | | | |necessary to complete the required functions of the job may | | |Vicki D. |Has low job satisfaction and low engagement due to a|assist with the lack of job satisfactions and disengagement, | | | |lack of skills and knowledge. Appears to be more |This will also lead to higher productivity and improve the | | | |concerned about recognition/monetary rewards and |quality of work. Recognizing these achievements and providing |Cognitive Evaluation | | |incentives than personal goal achievement |appropriate feedback will motivate the employee. | | | | | |Reinforcement Theory ...
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...1. MOTIVATIONAL PLAN Motivational Plan Katrina Le`Vere University of Phoenix LDR 531 March20, 2012 2. MOTIVATIONAL PLAN 2 When leaders show a positive attitude about a mission or project, workers show anincreased desire to perform and reach the goal. The challenge comes when a project has a longduration of time to complete. For example, a team leader has a year to complete a project and sheneeds ensure each member of the team contributes to help complete it. She has given the teamtimelines and performance guidelines that need to be met, but the fact this project will last anentire year has the team discouraged. Removing the team’s discouragement is the first task forthe team leader. Next is to increase the team’s motivation, job satisfaction, and performancenecessary to complete the long-term project. To accomplish this, the team leader must evaluatemotivational theories and strategies and develop an effective motivational plan. Long-term projects require organization and dedication, which is a challenge especiallywhen a leader has to motivate a discouraged team. Team members along with the team leaderfeel the pressure of working a project that seems to have no end because a year is a long time.The team leader realizes that the team’s success depends on the team’s commitment to thisproject and the organization. She realizes establishing a positive relationship with the team willimprove their motivation but strong leadership will ensure the job gets done. She must empowerher teamby...
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...Motivation Theories and Motivational Plan Essay Cristie M. Roach Grand Canyon University: EDA575 March 29, 2014 Motivation Theories and Plans within an Organization In his book Raising Positive Kids in a Negative World, motivation guru Zig Ziglar said, “Of course motivation is not permanent. But then, neither is bathing; but it is something you should do on a regular basis” (Goodreads, 2014). Motivation is the ability to get a person to commit to and actively participate in reaching the agreed upon goals. Motivation is a never-ending, daily process that takes time and careful thought. Motivation requires different strategies to produce different result at different times. There is “no single strategy that can produce guaranteed favorable results all the time” (Halepota, 2005). One of the difficulties in motivating a group of people is that they are individuals that often react differently to the same kind of change or action. Managers can work hard at creating a positive motivational atmosphere with the goal to achieve greater productivity, but they will probably not motivate everyone, because everyone is motivated by different things (Halepota, 2005). Motivational Theories Maslow's hierarchy of needs is a psychological theory that helps to understand human behavior and to select motivational strategies appropriate to each individual within the group. Understanding this theory helps to differentiate workers and their needs. Recognizing that several people within...
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...Motivational Theory Analysis 320 December 15, 2014 Sandra Branton Motivational Theory Analysis Motivational Theories and Their Application in Construction The democratic leadership style is a weakness of most construction managers and supervisors. A higher performance and better results are achievable through research for democratic supervisors. Managers have to possess an understanding of the concepts and theories of motivation to create a motivational environment for construction workers. A significant role in workforce motivation is the leadership style of the building manager. Construction workers possess frustration and gain lower productivity with a lack of organization at the job sites. Management must provide direct support and provide feedback on performance for the construction workers by recognizing them for their achievements. The management staff must understand the needs and expectations of construction workers. Negative consequences may result in the misuse of some theories and techniques. Use of Management and Ethical Case Studies to Improve Decision- Making Skills in Senior Nursing Students The effective mode in achieving a desirable goal for the project was group work. The most desirable outcome involves active interaction with appropriate social actions in groups. The graduates of baccalaureate nursing programs possess little opportunity for socialization into their nursing roles of their education process. Role confusion and role conflict is present...
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