...Harold D. Buckingham Graduate School Certificate of Authorship Date: June 29, 2011 Student: Anissa Douglas-WilliamsAssignment: LP 5 – Final Paper - MotivationCourse: MT6320 – Employee Evaluation and Compensation Number Section Instructor: Dr. Janet Smith By submitting the following written assignment: I certify that: (1) I am the sole author of the following written assignment; (2) I prepared the assignment specifically for this course; (3) I properly cited all sources of information; and (4) I conducted and referenced all research in accordance with the current APA Publication Manual. I acknowledge and agree that my assignment may be submitted to an external service to determine the originality of the work and that it shall be subject to the terms and conditions of such service. I further acknowledge that I am subject to the academic integrity policies and procedures set forth in the university catalogs.Signature: Anissa Douglas-Williams | LP 5 – Final Paper - Motivation | | | Anissa Douglas-Williams | MT6320 – Employee Evaluation and CompensationJune 29, 2011 | | Table of Contents I. Abstract II. Introduction III. Motivation IV. Maslow’s Needs Hierarchy Theory V. McClelland’s Needs Theory VI. Equity Theory VII. Expectancy Theory VIII. Emotional Needs and Appreciation IX. Communication and Input X. Department Retreat XII. Flexible or Alternative...
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...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 equitable, that it provides them with tangible rewards commensurate...
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...HUMAN RESOURCE MANAGEMENT RESEARCH PROJECT relationship between type of compensation and work motivation and comparison between men and women as to which type of compensation motivates which gender. BY APSARA ALI EYMEN TATHEER YUSRA TARIQUE JAMALL BS – VIII SUBMITTED TO: MR: MANSOOR ZAKIR INSTITUTE OF PROFESSIONAL PSYCHOLOGY BAHRIA UNIVERSITY, KARACHI CAMPUS ACKNOWLEDGEMENTS We, Apsara Ali, Eymen Tatheer and Yusra Tarique Jamall would like to thank Allah Almighty for his blessings and for giving us the persistence to carry out this research study. Secondly, we would like to thank our supervisor Mr. Mansoor Zakir for guiding us throughout and for all his support and gave us opportunity to do this research which also helped us in doing a lot of research and we came to know about so many new things. Finally we would also like to thank our parents and friends who helped us a lot in finishing this research project within the limited time. Table of Contents * Acknowledgements 3 * Abstract 6 Chapter 1: Background of Research Study 7 - 12 1.1 Introduction 7 - 10 1.2 Statement of the problem 10 - 11 1.3 Importance of the project ...
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...Abstract During the last 50 years, the ratio of company’s a Chief Executive Officer compensation compared to the average employee’s compensation has substantially grown. In America, these ratio have grown from a ratio of 24:1 in 1965 to 40:1 in 1980 (Mackey, 2009) to even over 300:1 ratio in 2018 (McGregor, 2018). In this paper will consider following four questions: Is it ethical for CEO to be paid so much more? Is this a valid reward distribution system? Should companies consider ways to reduce the gap? Are upper management salaries subject to ethical considerations? Ethicality of CEO Compensation The goal of having a high CEO compensation is to retain and motive the proven highly successful leader who is capable of commanding increase...
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...focus on directives given to employees, rather than change initiatives developed with employees, job satisfaction can plummet. Existing research suggests, though, that motivating employees after a change initiative has begun, rather than securing employee participation, complicity and motivation to support the period of transition, requires some understanding of the basic factors and common methods used for employee motivation. Evidence suggests that improvement in job satisfaction is directly correlated to improvements in employee performance. Employee satisfaction, though, is a complex issue. A number of different types of human resource management systems have been put into place in an effort to improve employee satisfaction, including shorter workdays, shorter workweeks, and improvements in compensation packages. Some theorists have argued, though, that of all of these efforts, compensation improvements have had the greatest impact on performance outcomes of all of the efforts put in place (Lawler and Worley, 2006). This review of literature assesses the impacts of motivational strategies, especially in the presence of workplace dissatisfaction, to provide support for compensation motivators in a transitioning workplace. Literature Summary Since the late 1960s, theorists like Gary Becker have attempted to determine the best ways to retain and motivate a workforce population. Becker (1967) defended the use of the concept of human capital, a concept easily...
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...[pic] Master of Business Administration (MBA) An analysis of the Effects of Rewards and Compensation on Employees’ Motivation and Performance Dissertation submitted in fulfillment of the requirements to the University of Wales for the award of the Degree Of Master of Business Administration (MBA) April 2012 DECLARATION This work has not previously been accepted in substance for any degree and is not being concurrently submitted in candidature for any degree. |Signed | |(Candidate) | |Date | | | STATEMENT 1 This thesis is the result of my own investigations, except where otherwise stated. The correction services have been used, the extent and nature of the correction is clearly marked in a footnote(s). Other sources are acknowledged by footnotes giving explicit references. A bibliography is appended. |Signed | |(Candidate) | |Date | | | STATEMENT 2 I hereby give consent for my thesis, if accepted, to be available for photocopying and for inter-library loan, and for the title and summary to be made available to outside organizations...
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...PRACTICES AND THEIR IMPACT ON EMPLOYEE MOTIVATION Course: Methods in Business Research Instructor: Fatima Saman Qaisar Semester: Spring 2016 Group Number: 1 Section: 2013 BBA-B Group Members: Ahsan Bashir Gill L13-4761 Tayyab Javaid L13-4713 Humza Humayun L13-4879 Mishall Masood L13-4886 Word Count: 3540 Table of Contents: Abstract: 2 Introduction: 3 Research Questions: 3 Research Objectives: 3 Background: 4 Literature Review: 5 INFLUENCE OF INDEPENDENT VARIABLE ON DEPENDENT VARIABLE: 5 SCHEMATIC DIAGRAM: 6 HYPOTHESIS: 6 Methodology and Data: 7 NATURE OF RESEARCH: 7 POPULATION: 7 SAMPLE SIZE: 7 INSTRUMENT OF DATA DESIGN: 7 MEASURING SCALE: 7 DATA COLLECTION METHODS: 8 LIST OF BANKS 8 Project Management: 9 COST: 9 LIMITATIONS: 9 Interpretation: 10 Frequency 10 Correlation 13 Demographic variables 15 Data Analysis 20 Results: 20 Conclusion: 21 Recommendations: 21 Appendix: 24 QUESTIONNAIRE: 24 Abstract: Employee motivation is a factor of importance these days for all organizations. Every organization is busy in finding a way to enhance employee motivation using HR practices. So we have conducted a study referring to variables effecting employee motivation. We adopted a hypothesis testing approach through survey methodology to find the relationship between different variables. The research is based on hypothesis that is if the employees are satisfied with the HR practices of banks, their motivation will increase. A problem identified...
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...MOTIVATE AND COMPENSATE YOUR SALESPEOPLE? How do you motivate your sales people? The academic and classically accurate answer is you can’t motivate people. Motivation is internal to the particular person and the only factors that can truly motivate a person lie within the person themselves. So why do we spend so much time talking about it? Why do we devote so much time and effort trying to make motivation happen? The answer is that although you can’t control motivation, good leaders and coaches certainly can affect and inspire motivation. They create conditions in which people want to be motivated and therefore motivate themselves. When this occurs, we say the leader “motivates” because he or she has helped to shape an environment in which individuals are energized and motivated to achieve successful results. The strongest motivators for most people are achievement and its opposite – the avoidance of failure. People are never motivated by failure itself, but for some competitive people, achievement for the purpose of avoiding failure can be a stronger motivator than achievement for its own sake. The other strong motivator is recognition. This occurs when someone achieves something and someone else recognizes the accomplishment in some way. Some of the best examples of motivation driven by achievement, avoidance of failure and recognition can be found in sports. The coach or leader of a successful team never executes a play, the players do. However...
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...Motivation and Reward Systems Reward system is an organization’s most essential instrument for building and sustaining motivation in the workplace. A reward system is defined as the informal and formal processes by which performance of the members of the organization is identified, assessed, and rewarded. Obviously, rewards that are connected particularly to performance have the strongest effect on improving employee performance and motivation. Performance-based rewards fulfill numerous functions and objectives in organizations. The main principles comprise the correlation between motivation and rewards (Griffin & Moorhead, 2011). In particular, organizations would like their members to perform well and, consequently, have to motivate them to do so. When the reward system is related to greater performance, employees will most likely be driven to exert greater effort to get those rewards. When that happens, employee motivation becomes strongly tied to the organization’s goals. Proponents of behavioral sciences have long promoted the value of reward systems, the methods by which managers distribute rewards based on performance, tenure, or other aspects (Yukl, 2009). Obviously, reward systems are essential because employees accomplish the tasks they are rewarded for and poorly perform those which do not have any reward. However, before initiating organizational change, the reward system must be examined to identify whether it will positively or negatively contribute...
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...Motivation Plan Jonathan Grace LDR/531 September 23, 2014 Edythe McNickle Motivation Plan In today world every business organization has a diverse workforce and each employee has a specific motivation and emotion. Understanding the challengers involved in creating an environment that combines the employees’ motivation, satisfactions, and job performance in an organized and an effective workplace is what a good manager should understand. A manager must create a plan incorporating the employees’ job satisfaction, motivation, and performance. The perception of both managers and employees are ensuring that the viewpoints are incorporated into the plan for optimistic influence. According to Robbins and Judge (2013), “Motivation is the method that accounts for a direction, individual intensify, and persistence of an effort toward a specific goal. Satisfaction is defined as the “fulfillment of a need or want” and performance is defined as “the execution of an action or fulfillment of a clam, promise, or request.” Motivation, satisfaction, and performance are important aspects that a manger must utilize with people and each aspect can be define as a success or failure of the employees or as a team. The manager will be able to increase an employee motivation, satisfaction, and performance, if a manager has a positive influence within his or her span of control. Most manager can influence a variation of tools in increasing and gauging employee motivation, satisfaction...
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...what rewards you give them. In this paper, I will discuss the concept of total rewards using the five elements total reward system. I will also discuss the impact of rewards systems on the organizational performance of companies in the Information Technology (IT) industry. Then I will look at the importance of direct financial rewards in comparison to other elements of the total rewards system for the IT industry. Lastly, I will look at the compensation and motivation practices, which are of particular importance in the IT industry. Total Rewards Concept The total rewards system concept is simply about the financial and non-financial benefits given to employees in trade for their services to the company. The employees will give the company their time, their abilities and efforts to support the company in return for the benefits the company provides. Total rewards involve the combination of five essential elements needed to motivate, attract and retain employees needed to accomplish the organizations goals. They are: • Employee Compensation • Employee Benefits • Employee Work-life Balance • Employee Performance and Recognition • Employee Development and Career Opportunities A total reward is the approach of using the five items to develop an employee benefit package...
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...Chapter 6 Selecting and Hiring Salespeople In this chapter, we found that employers have no choice about hiring people. What they can do is they can choose the method they use to selecting the employees. In previous chapter which is chapter 15, we already discussed on the process by which we determine the number and type of sales people needed, and also how to recruit applicants. In this chapter we are in the third phase which is selection. This phase involved of developing a system of tools and procedures for matching the applicants with the predetermined requirements and actually using this system to select the salespeople. There are some major tools in the selection, they are application blanks, personal interviews, psychological tests, references and credit reports and the last tool is assessment centers. This chapter also discuss about the fourth phase of staffing process which is hiring and also the final phase, which is assimilating new hires into the company. The figure below shows the tools on selecting salespeople. In this chapter, the processing applicants are a key activity in implementing a company’s strategy planning. When using the any of the selecting tools, manager has to make certain that it is complying with all pertinent laws and regulatory guidelines. The application blank and the personal interview are the two most widely used selection tools. A short application blank may be used as an initial screening device. A longer application blank is a primary...
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...Career Development Plan Part VI—Compensation HRM/531 Human Capital Management December 20, 2010 University of Phoenix 1 Career Development IV: Compensation Compensation Plan In the challenging and unpredictable economic market, companies are trying to redefine sales strategies, incentives, and pay compensation. Labor commands a high level of overhead for a company; therefore, pay policies, benefits, and compensations are critically important to be evaluated closely because it impacts the way of life for all employees. Developing a workable compensation plan enables both workers and employers to achieve mutual goals. When employers reach set goals, rewards and incentives set forth within the compensation plan are based upon the level of achievement. To succeed in uncertain times, companies must adapt to the needs of current and potential employees. To do this, a comprehensive compensation plan, which motivates its employees, keeps costs at a minimum, and provides equality for all will provide employers with an advantage. To achieve a successful sales compensation plan, the sales goals are defined clearly, realistically, and challenging to the employee. Tracking and measuring goals help to determine performance levels that impact an creating an employee’s pay structure. To do accomplish this, InterClean incorporated a scoring system that includes experiences, education, and other qualifications. The compensation plan for new sales team will consist of the...
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...Motivation Plan In today’s business world, each business organization has a diverse workforce and each worker has specific motivations and emotions. An effective manager understands the challenges involved in creating a workplace that combines the employee’s motivations, satisfactions, and performance into a cohesive and effective workforce. A manager must develop a plan encompassing the employee’s motivation, satisfaction and performance. It is essential that the plan includes both the manager’s and employee’s insights to guarantee that all perspectives are merged into the plan for constructive impact. According to Robbins and Judge (2006), “Motivation is the process that accounts for an individual’s intensity, direction and persistence of effort toward attaining a goal” (p. 186). Satisfaction is defined by Merriam-Webster’s dictionary as the “fulfillment of a need or want” and performance is defined as “the execution of an action” or “the fulfillment of a claim, promise or request”. Motivation, satisfaction and performance are important aspects that a manager must employ with people and each aspect can define the success or failure the employee has as an individual or a team”. If a manager has a positive influence within their span of control, the manager will be able to increase an employee’s motivation, satisfaction and performance. A manager can leverage a variety of tools in developing and evaluating employee motivation, satisfaction and performance. Some of those tools...
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...Compensation – The sum total of all forms of payments or rewards provided to employees for performing tasks to achieve organizational objectives Rs Compensation- Nature and scope • The complex process includes decisions regarding variable pay and benefits • It suggests an exchange relationship between the employee and the organization • It involves design, development, implementation, communication and the evaluation of reward strategy and process of the organization Compensation Objectives 1. 2. 3. 4. To reward employees’ past performance fairly, in line with efforts, skills and competencies To attract and retain competitive high performing employees To motivate the high performing employees and reinforce desirable employee behaviour To remain competitive in the labor market 5. 6. 7. To align employees’ future performance with organizational goals To communicate the employees their worth to the organization To provide employee social status • Strategic compensation – Using the compensation plan to support the company’s strategic aims. – Focuses employees’ attention on the values of winning, execution, and speed, and on being better, faster, and more competitive.. • IBM Strategic Compensation Planning • Strategic Compensation Planning – Links the compensation of employees to the mission, objectives, philosophies, and culture of the organization. – Serves to identify the net monetary payments made to employees with specific functions of...
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