...styles of three leaders: Andrea Jung, Indra Nooyi, and Brenda Barnes. It will include an introduction to the concept of influence processes, a summary of the various types of influence processes and the factors that can affect them, and an analysis of the processes used by the three leaders. It will also identify the processes that the leaders and top management team (TMT) are using to impact the organization. Influence Processes Influence processes are the processes a leader will use to influence their employees. There are four types of influence processes which are high-control innovator, status quo guardian, participative innovator, and process manager. There are six factors that could affect these influence processes, which are environment, structure, leadership, technology, strategy, and culture (Nahavandi, 2006). Andrea Jung, Indra Nooyi, and Brenda Barnes are three leaders with different leadership skills. A high challenge seeking leader with a desire for high control is a high-control innovator or HCI. This leader will maintain tight control of the organization while seeking a challenge. A high challenge seeking leader with a desire for low control is a participative innovator or PI. This leader will delegate control of the organization while seeking a challenge. A low challenge seeking leader with a desire for high control is a status quo guardian or SQG. This leader will maintain tight control of the organization while averting a challenge. A low challenge seeking...
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...As a manager its important to be able to motivate their subordinates. Motivation is one of the three key factors included in the equation to increase employee performance. What exactly is motivation? Motivation is the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal. Motivating employees is a lot easier said than done. The three core challenges managers face when trying to motivate employees are satisfying their needs, providing extrinsic and intrinsic rewards, and effort and performance. In order to motivate people one must satisfy their needs first. Needs are the physical or psychological requirements that must be met to ensure survival and wellbeing. An unmet need creates an uncomfortable, internal state of tension that must be resolved. For example, if one loves to play a sport but they’re not very good, their motivation is going to be practicing to become better. Many theories indicate that people are motivated by unsatisfied needs. What needs motivate people? Well it depends on which theory is used. The four theories that we focused on in class were Maslow’s Hierarchy of needs, Aldefer’s ERG theory, McCelland’s Learned needs theory, and Herzberg Two-Factor theory. Maslow’s Hierarchy of needs theory says people are motivated by these five factors; physiological: food and water, Safety: physical and economic, belongingness: friendship, love, and social interaction, esteem: achievement and recognition, and self-actualization:...
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...Marketing Anthony Petitte Anthony Petitte Introduction The following case concerns Hilton’s reward program for its guests, the Hilton HHonors, and the possible implications after the introduction of a different reward program introduced by Starwood Hotels and Resorts Worldwide Inc. Many companies in different industries use the loyalty reward program as a form of marketing tool to reward their loyal customers. By doing this, they are able to retain their customers and attract other potential customers. The more attractive the loyalty programs are, the more customers the companies get and retain. Customers are attracted based on how they earn points, and the benefits they get when they redeem the points. Many of the industries offering the loyalty programs have a standardized way of doing so because they are more independent and they have definite control. This is unlike the hotel industry, which has no defined control because of franchises and different management. There may be different people controlling the hotel chain despite the chain using the same brand. This makes it hard for the hotels to standardize their loyalty program. The Hilton reward program was effective in retaining and attracting customers, but the hotel chain faced different challenges, which increased its threat of losing its customers. Challenges facing the Hilton Brand The Hilton brand faced some challenges. This came from its competitors, and the small market it served. Although many Americans traveled...
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...Organization and Leadership Teamwork and Motivation November 17, 2014 Abstract Demonstrate organization motivation program using training and development, job design, compensation, benefits, recognition and rewards. Discuss the Herzberg theory to support my motivational plan. Three ways to motivate minimum wage service workers through training, rewards and promotion using Adam’s Equity Theory. Outline a guide to lead a cross-functional work team. Explained my work experience as a team leader at Duke University. Group motivation program that encourages high job satisfaction, productivity, quality of work and low turnover. It is important for managers to find significant elements to motivate and retain employees. Training and development, job design, compensation, benefits and recognition and reward programs are crucial for high job performance. Training and development increase the opportunity for staff to learn new things and upgrade skills. It helps individuals to expand their skills and reinforces the behavior that supports the company’s goal. Job design such as job enrichment, job enlargement and job rotation not only satisfy staff needs but also encourage high motivation, enhance morale, endorse low absenteeism and promote increase productivity. Job design can increase employee’s involvement, satisfaction and productivity. Organizations can provide innovative benefits curriculum...
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...Challenges and Rewards of Teaching Ever since I was a child I have known in my heart and soul that I want nothing more than to be a teacher someday. Being a teacher is one of the most rewarding careers one can have, however, there are also challenges to be faced in this field. Three rewards of being a teacher include student improvement and growth, improving as a teacher, and appreciation, and three challenges include student behavior management, effective communication, and differentiation among students. The most rewarding aspect of being a teacher, in my own opinion, is seeing your students learn and grow each and everyday. Being able to take them from a starting point in the beginning of the year and watch them expand their minds and knowledge as the year progresses is one of the most remarkable things. In my own personal experience working at my local daycare I have learned that it is incredible to see a child light up when they have learned something new as a direct result from your teaching. It provides a sense of accomplishment not only for the student, but for the teacher as well. Another reward of teaching is self-improvement. When most people think of school they probably think of it as a place for just students to learn. The way I see it, however, it is a place for both the student and the teacher to learn. I believe that everyday in the classroom provides an opportunity for the students and teacher to learn something from one another. One way of improving...
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...employees. Though currently profitable, Classic has not gone unscathed by the challenges faced by the airline industry. Financially, increased uncertainty about flying has resulted in a 10% decrease in Classic’s stock prices. Operationally, the airline is suffering from waning consumer confidence. The airline’s rewards program has lost 19% of its members and the flights booked by the remaining members have decreased 21%. Rising costs, particularly in the area of fuel and labor, have limited the airlines ability to compete for the high value frequent flier. Classic’s board of directors has mandated a 15% cost reduction in all departments over the next 18 months to protect the profitability of the company (University of Phoenix, 2012, Classic Airlines Scenario). Financial success is dependent upon marketing. Without marketing to generate the demand for a product, the company cannot make a profit (Koller & Keller, 2006). Classic’s Chief Executive Officer (CEO), Amanda Miller, has tasked the new Chief Marketing Officer (CMO), Kevin Boyle and his team comprised of the Senior Vice President of Customer Service, Renee Epson and the Senior Vice President of Human Resources, John Hartman, with the challenge of reviving the rewards program, which she believes is the key to Classic’s success. The simplex problem-solving approach will be applied to identify and develop a solution to Classic Airlines challenge. Step One: Problem Finding Step one of the simplex problem-solving approach...
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...Challenges and Rewards of Teaching/Final Exam Sheila Wright Liberty University INTRODUCTION I know that my first year of teaching will be filled with many challenges and many rewards; after all you cannot have roses without thorns. Just being new to the profession is going to be challenging. I am sure I will be anxious, nervous and extremely excited to finally have my own class. I am confident that the excellent education that I will receive will help me meet the challenges head on and appreciate the rewards as they come. In this essay I will discuss my top three challenges and rewards as it relates to the text and information presented in this course. CHALLENGES The multidimensional aspect of the classroom will be challenging. Having a large number of events occurring at the same time will make it difficult to decide what to deal with first. I will have to be prioritize the events as they unfold, therefore making snap decisions will become an everyday practice. This leads me to another challenge; classroom management. According our textbook from 1960 to 2004, polls identified classroom management as one of teachers’ most challenging problems and from 2004 to present, it ranked second behind only behind school funding. (D.Kauchak, P. Eggen 2011) Lastly, I think that language diversity is a challenge that I may be faced with. As we read in chapter 4 of our text- “immigration has brought increasing numbers of students with limited backgrounds...
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...product. After working with a small group of people and running our own “mock” company, we evaluated together the best way to successfully motivate employees in a work environment. This paper will seek to evaluate these methods and the possible outcomes of each. A Plan to Motivate Employees What is exactly that motivates employees? Is it money, benefits packages, prestige, or power? To effectively answer what would motivate a human employee, it is important to understand human behavior. Effective motivational plans first understand the human before implementing methods to incorporate change. Research has shown that programs that appeal to human emotions promote the highest performance. Nobel Prize winner, Robert Spivey proved that rewards that evoked strong mental images and emotions in people are more likely to motivate (Petrini & Thomas, 1995). Human behavior tells us that people have to have certain fundamental needs met. One of...
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...Evaluation methods differ from an organization to another depending on the size, industry, power of influence, and complexity of that one. Three of the main evaluation methods that have been widely adopted by business and HR managers, and professionals to evaluate and scale their organizational state of concern. Hay Is ultimately one of the earliest methods of evaluation since it was adopted in The early 1950s. It aids in forming an organizational map that aids in the valuation of jobs and salaries. Its no longer sufficient one because of it generating very low points. Three factors that Hay evaluates the jobs on are presented in: Know how (technical knowledge, breadth, human relations, etc..) Problem solving ( environmental thinking, challenge thinking, etc...) Accountability (freedom, and impact of type and magnitude) Working conditions (human relations, work load, environment, etc..) Mercer Other evaluation approach that was widely used in the 1970s that came up with enhanced factors, one of these was the risk factor that is no longer applied because that nowadays firms are obeying international standards for risk and safety. Three factors that Mercer evaluates the jobs on are presented in: Expertise (knowledge, experience, breadth, interpersonal traits, etc..) Judgement (job environment, reasoning, etc..) Accountability (impact, independence and influence, involvement, etc..) Towers and Watson Another iterative approach of evaluation of...
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...Doyscher University of Minnesota Crookston Introduction As an alternative to my initially desired job search in Real Estate/Portfolio Management, I have always been curious about Human Resource Management as a possible alternative career path. Given the task of researching employment prospects for the next three, five, and ten years- I felt that I could do more than that in this paper. My finished product is a cursory overview of some of the roles and functions of Human Resource Management. I cover challenges in the industry/role, trends in the Human Resource segment of the employer market, and finally give a review of job prospects per the initial assignment. I believe that by producing a finished product with this scope and depth, I have learned much more than I would have by simply drilling down to the job prospects data. The first areas I provide commentary on are challenges that Human Resource Managers face on a daily basis in their job duties, specifically: * Challenge #1- Leadership Development * Challenge #2- Retaining and Rewarding the Best Employees * Challenge #3- Development of a Positive Corporate Culture Next, I transition to covering three interesting trends/innovations that Human Resource Management needs to understand to be successful in the workplace today: * Trend & Innovation #1- Employee Loyalty and Methods to Establish * Trend & Innovation #2- Work/Life Balance and Strategies * Trend & Innovation #3- Growing Diversity...
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...240 cities worldwide commanding 2,300 flights daily and has over 375 jets. Classic Airlines has increased the number of its employees to 32,000 over the past 25 years. Classic Airlines earned $10 million on $8.7 billion in sales last year. Competition and the need to gain customer satisfaction necessitated the creation of innovative products and marketing techniques such as frequent flyers and reward programs. Classis Airlines faces increasing challenges similar to all other airlines. Like all other airlines, the challenges range from rising fuel costs, economic turndown, customers’ increased ambiguity about flying, and scrutiny from all sectors including Wall Street, the public, and media. Despite the company’s efforts to reduce cost by employing price cuts, these challenges continue to affect the corporation’s profitability (University of Phoenix, 2011). Furthermore, Classic Airlines’ corporate culture has become dysfunctional. The company stood stagnant while looking for ways to implement new strategies particularly when faced with challenges. To be successful and to meet the challenges, Classic Airlines will need to use the problem solving approach, which will entail employing the nine-step model. The company will need to use its internal resources and survey external marketing options to locate profitable solutions. This paper will utilize the nine-step approach to address Classic Airlines’ issues and defined the best ways to reach to desirable end state. Step One: Describe...
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...The next step understands a cycle of change, and compare and contract of the two change agents. Finally is to select, which change agent is best suitable for the change that organization plan to complete. Frist define a change, it is something that presses people out of their comfort zone, it is inevitable, and it is better or for the worst, depending on where, and how people may view it. Change does have a necessary aspect of life and work. The world is changing more rapidly than ever. It is probable that people will have to cope with a variety of changes in the near future. The cycle of change begins when someone sees the challenge, and this challenge can be a threat to people within the organization, but it can also be an opportunity for growth and expansion. Either way, seeing the challenge awakens the need to change. There are three steps to the cycle of change and these steps are Unfreeze, Transition, and Refreezes (Akin, Dunford &, Palmer, 2006), and this will going to describe how the cycle of change works and the specific change that needs to occur within the cycle of change. Lewin’s change model is a good example as a cycle of change model for understanding the concepts of straightforward change...
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...visit us at www.mercer.com/humancapital. Contents Creating a talent strategy to drive engagement in China 1 Developing a talent strategy to engage and up-skill staff 3 Developing a highly skilled workforce during rapid growth 5 Implementing lean manufacturing processes for a services-based organization 7 Designing a talent strategy through a three-day summit 9 Creating a "best fit" talent strategy to close skills gap 12 About us 15 About Mercer About Mercer’s talent management services and solutions Creating a talent strategy to drive engagement in China A global pharmaceutical company had committed to a growth and expansion strategy for emerging markets – China being central to this strategy. While business plans had been rigorously developed and agreed by the board, the organization believed its talent management practices were less robust. To ensure the organization would be successful in China, it knew its talent strategy had to be better aligned to ensure it had a pipeline to meet its goals both now and in the future. Challenge An additional challenge was that this organization operated five unique operating companies (OpCos) each with its own HR programs and practices, creating more complexity around agreeing a way forward. Given this operating model, the organization determined that a talent strategy...
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...Northrup Grumman as a partner was another important strategy. Organizing: The second managerial function is organizing--the process of designing job, grouping jobs into manageable units, and establishing patterns of authority among jobs and groups of job. organizational function of The managers and Burbage of Lockheed martin was made the unheard of decision to grant Northrup and BAE a 30 parcent financial and strategic share in the program and by this decision they divide the job as well as establish a patter of authority among themselves. LLeading: Leading , the third managerial function, is the process of motivation members of the organization to work together toward achieving the organization’s goal. Burbage used extravagant rewards to motivate his employee, such as flying top-performing sailors into Napals for a weak-end as a result, his crew had the best performance record ever attained. He explained , “You can build a high performance team in some pretty austere environments. But first, you’ve...
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...staff motivation, loyalty, retention, reward and recognition. E Engagement is a hot topic, but the signs are that few organisations are doing it well. Only 13 per cent of employees worldwide are engaged at work, according to GaUup's 142-country study The State of the Global Workplace carried out last October. The study suggests that only about one in eight workers are psychologically committed to their job and likely to be making a positive contribution to their organisations. It is vital to recognise that engagement is not the same as motivation. L8dD professionals need to ensure that employees are broadly engaged with the aims of their organisations before they can even think about implementing reward and recognition schemes aimed at boosting motivation. Such initiatives hope to achieve specific sales goals or service levels but, without engagement, there is a real danger that they will be met with indifference or cynicism. Employees will be more engaged if they feel they are learning and growing in their role and adding real value to the goals of the business. L8dD professionals have a critical role to play here: if they can foster employee engagement, the organisation will see concrete improvements to the bottom line arising from improved sales figures or enhanced customer service. ENGAGEMENT Reference http://bit.iy /leBemOU Rewards for engagement Research shows there are tangible rewards for organisations that get to grips with...
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