...INTRODUCTION 3 BACKGROUND OF THE STUDY 3 AIM 4 OBJECTIVES 4 RESEARCH QUESTIONS 4 LITERATURE REVIEW 5 METHODOLOGY AND DATACOLLECTION 5 POPULATION AND SAMPLING 6 DATA ANALYSIS METHODS 6 PARTICIPANTS IN THE STUDY 7 STUDY PERIOD (GANTT CHART) 8 STUDY RESOURCES 9 REFERENCES 9 BIBLIOGRAPHY 9 APPENDICES: 10 * The Impact of Motivation through Incentives for a better Performance - Adaaran Select Meedhupparu Ahmed Anwar Athifa Ibrahim (Academic Supervisor) Applied Research Project to the Faculty of Hospitality and Tourism Studies The Maldives National University * * Introduction As it is clear, staff motivation is important in all the sectors especially in the tourism sector where we require highly skilled employees to get the best of their output to reach the organizational goals. Therefore, organizations spend a lot on their staff motivation in terms of different incentive approaches, such as financial benefits, training and development, appreciations, rewards and promotions. As mentioned in the title, the outline of the findings will be focused on the motivation of the staffs on improving their performances by the different incentive packages that they get at the resort. This study will be executed at Adaaran Meedhupparu by giving questionnaire to the staff working in different departments to fill up and return to the scholar to examine the current situation of staff satisfaction on motivation to do their best to increase the...
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...Motivation and Teams Case Study It is imperative for companies to motivate employees so they can achieve success for the company they work for and for themselves. According to Introduction to Business, work motivation is the “psychological force within people that arouses their interest, directs their attention, and causes them to persist and work intensely to find a way to achieve their work goals” (Jones, 2007, p. 210). Maslow’s needs hierarchy, expectancy, goal setting, equity, and job-enrichment are five theories that illustrate various sources of employee motivation. In the first case study, Two Men and a Lot of Trucks, the owner, Mary Ellen Sheets used Maslow’s needs hierarchy theory. This theory specifies why and how people try to satisfy their needs through their behaviors at work. Sheets was helping her two sons with the moving business, but when they left for college, she continued to receive moving inquires. Rather than turning down business, she kept the company going to fulfill her own psychological needs. She felt great pride in her ability to provide a service where her clients were being treated with respect and got what they paid for. She understood that moving had a negative reputation, which is why her company put a premium on customer service. For example, “Sheets put her movers in uniforms and gave them business cards, charged by the hour instead of weight, and paid for any damage to be fixed” (Jones, 2007, p. 234). The company’s mission statement...
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...BUSINESS ASSIGNMENT on Motivation Introduction The word motivation came from Latin word “movere” which means push to action, (Source). Motivation is giving people the desire and energy to make an effort to reach their goal such as a job. There are a numbers of motivational theories and this assignment will look at how intrinsic and extrinsic motivators can affect employee’s motivation. Business will motivate their staff to achieve objectives in order for the company to reach their aims. However workers are motivated by different things, therefore this assignment will start with explaining and discussing motivational basic psychological triggers and the main initial theorists: F.W. Taylor (1856-1917), Elton Mayo (1880-1949), Maslow (1908-1970), Herzberg (1923-2000). Motivation We learn not only because we want to learn for satisfaction of learning but also because we are rewarded for learning and it enables us to achieve other things that we want, starting with food, a home and to some extent safety as well as status and self-esteem. Psychologists have come to separate between two main categories of motivation, intrinsic and extrinsic: Intrinsic motivation takes place when someone gets satisfaction from an activity itself without threats or rewards from external factors or influences. Intrinsic motivation is only due to the person’s desire or will to participate in a task without any promise of a reward. A good example will be “A student's intrinsic interest in schooling...
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...What is motivation? Motivation Some people are found to be more efficient than others. The difference in their performance can be attributed either to their urge or willingness to perform as best as possible or difference in their abilities. Omitting the ability and skill, it is the motive of employees which determines whether they will be more or less efficient. Motivation, the bringing about an inner urge or desire in employees to work to the best of their ability is an important function of management. Concept of Motivation Motivation may be defined as the complex forces inspiring a person at work to intensify his willingness to use his maximum capabilities for the achievement of certain objectives. In other words, motivation is something that motivates a person into action and induces him to continue in the course of action enthusiastically. At the work, it determines the behavior of a person. Dwight D. Eisenhower defines motivation as: “motivation is getting people to do what you want them to do because they want to do it.” Dalton E. McFarland defines motivation as: Motivation refers to the way in which urges, desires, drives, striving, aspirations, or needs direct, control or explain the behavior of human being". The term 'motivation' is derived from the word 'motive'. Motive may be defined as wants, drives, needs or impulses within the individual. Motives are personal and internal because it is an expression of a person's needs. The term 'need' should not...
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...Albert Einstein, and Frederick Douglass somewhat than intellectually ill or anxious public, writing that "the study of crippled, stunted, immature, and unhealthy specimens can yield only a cripple psychology and a cripple philosophy." (Motivation and Personality, 1987) retrieved from www.psychologistany whereanytime.com/famous_psychologist_and_psychologists/psychologist_famous_abraham_maslow.htm The original and best general kind of Maslow's hierarchy of needs contains five motivational essentials, often described as categorized points inside a pyramid. Physiological needs, which includes: sleep, shelter, sex, food, air, drink and warmth. Safety needs, which includes: safety, command, and shelter from elements, law and strength. Love and belongingness needs, which includes: love, intimacy, amity, friends, romantic relationships, and affection. Esteem needs, which includes: mastery, achievement, self-confidence, respect, freedom, position, dominance, supervisory responsibility. Self-Actualization needs, which includes: crowning skills, self-fulfillment, pursuing personal development, and understanding individual potential. Maslow’s hypothesis state that managers, who understand, counsel, motivate and help their employees at work will achieve productivity and will accomplish their goals. He subjects how bosses can or leader can motivate volunteer who are not going to get paid. Maslow’s ideas point and teach managers...
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...Read the two case studies (Two Men and a Lot of Trucks and the case study Siemens’s New Boss) on pp. 233–236 of the text. Answer the following in a 200- to 300-word response: List the specific names of the motivation theories from Ch. 7 (i.e. Maslow’s, Expectancy Theory, Goal-Setting Theory, Equity Theory, Job Enrichment Theory) which are found in each case study Describe these theories you identified in the case studies and cite specific examples of how they were used. What was each business owner’s approach to creating high-performing teams within their company? The motivation theories used in Two Men and a Lot of Trucks are the Expectancy Theory and the Equity Theory. With having the motto “To treat others as you would want your Grandma treated.” the company is expecting the owners and employees to treat customers with respect as well as their belongings, therefore causing the customers to be satisfied and to refer other friends to use the services of Two Men and a Truck. With the Equity Theory the company has set up a computer lab where franchisees can compare data of other franchisees and communicate about what is working and what is not. Mary Ellen Sheets approach to creating high-performing teams was to be the best out there. She came up with a moving company to move clients within city limits or short distances, and by charging by the hour instead of by the pound. She also made sure everything was spotless and her employees were in clean...
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...you need? Can you distinguish the differences between wants and needs? When you are asked to classify an item under any of these categories, most of the people can distinguish it, but how many of these people would actually apply this when they are seeking for something? The human brain is a very complex organ, it allows us to think, feel, move, sense, hear, taste and smell. The vast amount of today’s information, we are always busy receiving, processing, analyzing and storing the information retrieved; gradually we started to forget our meaning of doing so; we started to lose the intention in doing something, the reason to work, to study and even the purpose of life. As Morrie addressed on the 8th Tuesday: “It’s all part of the same problem. We put our values in the wrong things.” It seems very straight forward what Morrie said, the problem is that human now a day mistakenly put the wrong value in something or undervalued things that should worth more. In general, every human being in a certain stage or maybe in our entire live valued a piece of smooth rectangular greenish paper the most, no matter what we are doing, this piece of paper somehow link with our purpose, reason or meaning that we gives to our actions. Money isn’t everything, but without money we are nothing. Is this true? We study hard to earn a diploma, which will lead us to find a good job that will then generate a good salary and then what? In “Tuesdays with Morrie” he mentioned that now people have been brainwashed...
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...Project3 A Question of Motivation October 20, 2011 Darina Zvetanova Timothy Velasco Amaris Thurston Christine White Shawn White Renee Young A good leader has many tasks that he/she must meet. They include motivating employees, making ethical decisions, establishing organizational culture, and managing change. There are different theories that can be used to make sure that each task that a leader has can be met. It seems that Alex needs improvement in majority of the theories. The theories that we will discuss in relationship to the case presented are the Needs and Goals Theory, the OSU and Structure behavior, Michigan Studies Theory, and the Vroom Theory. Firstly, the Needs and Goals Theory would help Dan recognize that Alex’s needs and goals are not being met. Dan is the supervisor and leader it is up to him to motivate Alex and every other employee that follows his directions. Dan needs to determine what motives Alex and what personal goals Alex has for himself and ways to help Alex reach those goals. The next theory we will discuss is the OSU and Structure behavior. Based on a study at OSU leader’s behavior are structured behavior and consideration behavior. Dan’s leadership style seems to be more of a structured behavior. Dan’s leadership has delineated the relationship between himself and Alex. His actions, which at times seemed malicious, seemed to discourage Alex. Jonathan on the other hand, who is also a supervisor, possesses some leadership...
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...Employee’s Job Satisfaction Driven by His Motivation and Communication in Dubai Police Force University Of Wollongong In Dubai United Arab Emirates The objective of this report is to investigate the relationship between Job satisfaction and employees’ motivation along with communication within an organization. To achieve that objective, Dubai Police Force (DPF) was chosen as subject for this study. DPF where people from different cultural backgrounds, ages, years of experience, genders, educational level and many other characteristics interact. This interaction makes both of communication and motivation deviate from an employee to another. DPF has a sensitive and critical function in the society and country, thus its performance reflected by its employee’s has to be measured. Many believe that an employee’s performance or output depends greatly on his job satisfaction. To serve the objective mentioned above, feedbacks from employees working in DPF were obtained through a questionnaire then analyzed. The questionnaire targeted employees from different departments to measure the motivation and communication level in each department. Then relate those levels to the job satisfaction level in that department. Quantitative results were not enough to draw a conclusion about the findings, so some qualitative results were included in the analysis of the findings. Those qualitative results were obtained from the direct questions in the questionnaire that asked the...
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...Management Theories and Principles The Enthusiastic Employee: How Companies Profit by Giving Workers What They Want, by David Sirota, Louis A. Mischkind, and Michael I. Meltzer Worker motivation, morale, and performance are the main topic of the first two chapters of the text and the authors provide examples, quotations, and research data that explains what workers want from a job and what makes them enthusiastic about coming to work. The three primary sets of goals are; equity (the desire to be treated fairly and equally), achievement, and camaraderie. * Equity: or the desire to be treated fairly. Here, the authors discuss important concerns like job security, compensation, and respect. Everyone wants to be securing in his/her job, earn a decent wage, and be treated in a professional manner. This part of the literature investigates just how important compensation really is to job satisfaction and what level of trade-off employees are willing to accept in terms of income in order to gain more job security. * Achievement: The purpose and mission of a company, the annoyances caused by layers of management, the desire to have challenging work, and the importance of recognition for a job well done. The consensus among workers is clear: They not only want to be treated with respect and earn a decent living, they also want to work for a company they feel proud of and perform a task that is challenging and rewarding. * Camaraderie: Or employee relationships...
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...Motivation within Tesco Motivation is a very important concept for all businesses. Studies have revealed that employees, by their own admission, waste up to two hours a day. This is becoming a great issue for businesses, as without a fully motivated workforce productivity and profitability will be down. So what is motivation? It is defined as “the willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need.” (Robbins, 2001). There are two types of motivation, these are intrinsic and extrinsic. Intrinsic motivation is self-generated motivation that can still be activated by management, for example feeling of work importance and responsibility, autonomy, developing opportunities. Extrinsic motivation is externally generated motivation. This refers to the environmental response to individual behaviour. For example, increased pay, promotion, demotion, and constructive feedback. Our group has chosen to evaluate Tesco and current motivation levels within its workforce. Tesco is a huge organisation. It is the second largest retailer in the world measured by profits, only falling behind Wal-Mart. The company generated revenue levels of over £60 billion in 2010/2011, with £2.67 billion of that being net profit. With over 2200 stores and over 472000 employees Tesco’s managers have to manage a vast amount of staff, which demonstrates the major importance motivation levels have to the business. Tesco...
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...As the world of business is constantly evolving, it is becoming more and more evident how business departments today are also evolving in the way they function in order to stay influential to the business. According to this article from Business Vancouver, it is about a new study that was found by the Richard Ivey School of Business, on how home established and mobile workers of Telus are just as productive as office-established workers. Two thousand home based and mobile Telus workers were studied for a year, where studies showed that there was no distinction found between the performances of the office based workers or the home based and mobile workers. After reading this article it is undoubtedly conspicuous how technology has become so convenient not only for our personal lives, but also for our professional lives. This article was quite interesting, because it offered an insight on how many organizations are changing the way they do things. Many companies like Telus are discovering new approaches to make work not only efficient but also fun for their employees. As according to the article, why make someone crawl out of bed in the morning to go to work with little to none motivation, rather than have them work in an environment where they will find a source of motivation to get things done. The article really highlighted the fact that, going to an office orientated environment for work will soon become a thing of the past, as the reaps of this new approach...
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... 1.1 Assume that you have been recently appointed as an Assistant HR manager and have been asked by the MD to prepare a report on the good HRM practices in order to increase employee’s morale and commitment. Your report should address the following issues. a. Different approaches to HRM and the need of Guest’s model of HRM to Excel Accounting There are a variety of ways to approach the management of HR in a business. The business textbooks like to describe two broad approaches to HRM which are explained further below: * “Hard” HR * “Soft” HR * The key features of the hard and soft approach to HR can be summarised as follows: Hard HR Management | Soft HR Management | Treats employees simply as a resource of the business (like machinery & buildings) Strong link with corporate business planning – what resources do we need, how do we get them and how much will they cost | Treats employees as the most important resource in the business and a source of competitive advantage Employees are treated as individuals and their needs are planned accordingly | Focus of HRM: identify workforce needs of the business and recruit & manage accordingly (hiring, moving and firing) | Focus of HRM: concentrate on the needs of employees – their roles, rewards, motivation etc | Key features | Key features | Short-term changes in employee numbers (recruitment, redundancy) | Strategic focus on longer-term workforce planning | Minimal communication, from the top down | Strong...
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...makes others want to follow his direction. In business, leadership is welded to performance. Those who are viewed as effective leaders are those who increase their company's bottom lines "Leadership is influencing people to get things done to a standard and quality above their norm and doing it willingly." As an element in social interaction, leadership is a complex activity involving: 1. a process of influence 2. actors who are both leaders and followers 3. a range of possible outcomes – the achievement of goals, but also the commitment of individuals to such goals, the enhancement of group cohesion and the reinforcement of change of organizational culture | Good leaders are made not born. If you have the desire and willpower, you can become an effective leader. Good leaders develop through a never ending process of self-study, education, training, and experience . This guide will help you through that process. To inspire your workers into higher levels of teamwork, there are certain things you must be, know, and, do. These do not come naturally, but are acquired through continual work and study. Good leaders are continually working and studying to improve their leadership skills; they are NOT resting on their laurels. Before we get started, lets define...
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...Group assignment MGT CENTRE FOR POSTGRADUATE STUDIES THE IMPACT OF REWARD SYSTEM ON EMPLOYEE MOTIVATION A QUANTITAVE STUDY OF GLOBAL COMPANIES Programme Code & Name: Session: Subject Code & Name: Assignment Title: Student’s Names & ID: o Nguyen Vu Minh An o Li Jia o Dai Hairong o Hue Shin Yen o Zhangshan o Daiwei Class Section: Lecturer: Submission Date: I13003385 I12002184 I12002129 I13003254 I12002130 I12002099 5A1 Ms. Yalini Easvaralingam 12th Aug, 2013 MBADI–Master of Business Administration May 2013 MGT6208 – Statistic and Decision Analysis Group Assignment 1 Group assignment MGT Table of Contents ABSTRACT ......................................................................................................................... 3 CHAPTER 1: INDTRODUCTION ....................................................................................... 3 1.1 Problem statement ........................................................................................................... 3 1.2 Research Objectives ........................................................................................................ 5 CHAPTER 2: LITERATURE REVIEW ............................................................................... 5 2.1 Employee motivation ...................................................................................................... 5 2.2 Reward management system ..................................................................................
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