...Joan Didion: What is Home? In Joan Didion’s essay “On Going Home” she writes about leading a double life. She feels like one person when she’s with her husband and daughter in Los Angeles, and a completely different person when back “home” surrounded by her childhood family in the Central Valley of California. During this particular trip, she begins to reflect on her life in Los Angeles. Didion contemplates the fact that she often feels uneasy around her husband, just like he feels uneasy being around her family. At a crossroad, she must decide not only who she is, and the life she wants, but also the kind of life she wants for her daughter. Her life in Los Angeles has cleansed her from her youth—one that was dusty and full of useless trinkets. She ponders the time her husband wrote the word “D-U-S-T” on those useless trinkets and she remembers her feelings of sadness and indignation. She says, “We live in dusty houses…filled with mementos quite without value to him” (139-40). The dust-covered trinkets signify what is important to her, or what needs to be addressed in her marriage. Yet, these objects just lay there waiting for someone to see them—for someone to dust them off and care for them—not unlike how Didion wishes her husband would see her and nurture her in their marriage. Didion wonders which of her two homes is normal or if they are both flawed. When she and her husband are with her family, he becomes apprehensive about her behavior, “…because once there I fall...
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...GOALS Defining "Goal" A goal is a statement of a desired future an organization wishes to achieve. It describes what the organization is trying accomplish. Goals may be strategic (making broad statements of where the organization wishes to be at some future point) or tactical (defining specific short-term results for units within the organization). Goals serve as an internal source of motivation and commitment and provide a guide to action as well as a means of measuring performance. An observable & measurable end result having one or more objectives the achieved with in a more or less fixed time frame. GOAL SETTING Goal setting is one of the most prominent and basic tools used by both individuals and organizations to assist in setting their direction and in accomplishing it. Goal setting is the process of identifying something that you want to accomplish and establishing measurable goals and timeframes. For example:- when you decide on a financial change to save more money and then set a certain amount to save of each month. Goal setting is a motivational technique based on the concept that the practices of setting specific goals, enhances performance, and that setting difficult goals results in higher performance than setting easier goals. Successful companies and the other organizations (public sector and non-profit entities) often set both long- and short term goals, not only for sales, products, and service development but also for improving quality, reducing errors...
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...Sources of Motivation Paper Kellie Dahl PSY/355 March 30, 2015 Tracy Christian-Cruz Sources of Motivation Paper “I think I can, I think I can” this common phrase is usually heard when trying to get motivation flowing. This is just one small part of motivation and where it comes from. By defining motivation, learning where it comes from, how it relates to behavior, and how behavior can affect motivation, one can learn to be at the “I think I can” step of being motivated. Motivation is, by definition; the act or instance of motivating, the desire to do; interest or drive (Collins English Dictionary, 10th ed.). This definition is very broad and can be interpreted in many ways. To break it down lets look at the act of being motivated, which is said to be moving into action or deciding on a change in action according to the philosopher Arthur Schopenhauer (1841-1960). He believed that actions were not spontaneous in nature but were induced by motives or incentives (Deckers, 2010). A motive is a person’s internal disposition to be concerned with and approach positive incentives and avoid negative incentives, while an incentive is the anticipated reward or adverse event available within the environment. These two are linked because receiving an incentive is the goal of a motive (Deckers, 2010). One good example commonly used to describe this is being hungry; hunger is the motive for getting something to eat. Since our motivation comes from events that move us from...
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...Mehmet Tolga Konya 9501144216 Motivation in Workplace Motivation is defined as the duration that invoke, pathfinder and sustain target-based behaviors. It contains biological, emotional, social and cognitive strength that effects behavior. Motivation, constituent in three major terms. Such as direction, persistence and intensity. Terms defined as below; Intensity: How hard a person is trying? Persistence: How long a person keeps on trying? Direction: Invokes the decision to initiate a behavior. Employee and staff motivation is absolutely key structure for organizations, companies and corporations. The staff which cannot be motivated, doesn’t spend much effort to improve the job, avoid the workplace as much as possible, if they find another opportunity they can change their jobs easily. Another side, staff who feels motivated to work are keen on persistence, creative, effective and productive; the rate of turnover is high and the solution will be high quality. Especially after 1980’s; companies and HR staff has become intense to increase the motivation and try to apply new approaches. In 2000’s; even smallest companies has been started to apply this kind of methods to increase the productivity; because they have observed the solutions of this kind of methods in reputable companies and qualified workers are keen on reputable companies. They need to this kind of workers to improve the businesses and if and only if they provide good conditions to work. According to surveys...
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...Sources of Motivation Motivational Process in Human Psychology Sources of Motivation Motivation also known as drive or incentive is a primary parameter that initiates human behavior. Humans are social animals; their need to be accepted and find groups to identify with is inescapable. The three main motives for behaviors are motives, biological needs, and the need for stimuli. In addition, there are both internal and intrinsic motivations and external or extrinsic motivations. Intrinsic motivation comes from within a person’s schema of self-image, biological need or emotional needs. Extrinsic motivation comes from a need to seek approval from outside oneself, such as in a course grade at college, or approval from one’s employer. The reasons a person maintains or initiates a behavior or action can be instrumental to identifying individual potential within a person. Motivation can be either positive or negative; positive motivation is inspirational such as that found in a church sermon, a truly effective leader or keynote speaker, pep rally or something similar. Negative motivation is fear based, such as the motivation to go to work to make the rent payment or to keep a car from getting repossessed (fear of poverty motivation). This is in contrast to motivation to improve a condition; behaviors that are negatively motivated are inspired to keep a situation from getting worse rather than improving the situation. Whether a behavior stems from positive...
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...Running Head: Motivation and Performance Management Motivation and Performance Management Strayer University Organizational Behavior – BUS322 November 13, 2013, 2013 Motivation and Performance Management Employees in the public and private sectors experience different working conditions and employment relationships. Therefore, their attitudes toward their job and organization, and relationships between them, are different. Job satisfaction and organizational commitment is very important to businesses today, due to the role that employees’ play in providing services to their customer/clients. In this paper, I will provide the definition of job satisfaction and organizational commitment and the differences between the two. I will also provide the motivational theory and performance management principles to evaluate the company as a potential employer. Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance. Job satisfaction is defined as contentment (or lack of it) arising out of relationship of employee’s position and negative feelings toward his or her work (www.businessdictionary.com); job satisfaction relates to an attitude toward your job. Organizational commitment is defined as the strength of the feeling of responsibility that an employee has towards the mission of the organization (www.businessdictionary.com);...
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...Holding a position of the Nurse Diabetes Educator and encountering on daily basis patients who require ongoing clear goal setting along with the motivation to achieve these aims I came to a realization that my professional patient approach derives from the business oriented theory " Goal-setting theory" established by Locke. In 1968 Locke discovered through research that working toward a goal in view promotes motivation and consequently improving performance to achieve it. Furthermore, the more accurate and challenging goals the harder people tend to work towards that goal (1). Although this borrowed theory from business world affects employees' motivation, I can attest to the fact the healthcare world would benefit from this approach while motivating patients in diabetes management. As I go forward to unpack the framework of Locke and Latham's theory, it is worth to point out the five goals setting principles summarizing this approach: clarity, challenge, commitment, feedback, task complexity....
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...Motivation Introduction This essay is about defining Motivation and how it affects employees. Also an explanation of the main the types are to be given. A research on popular Theorist was done to support the definition and types. The researcher recognized what impact motivation has on the workplace and seek to discuss the importance. Theory Motivation is a psychological feature that arouses an individual to act towards a desired goal and elicits controls and sustains certain goal directed behaviors. It can be considered a driving force, a psychological one that compels or reinforces an action towards a desired goal. In other words, a person may have certain needs or wants, and this causes them to do certain things (behavior), which satisfy those needs (satisfaction). Motivation theories can be classified broadly into two different perspectives: Content and Process theories. Content Theories deal with “what” motivates people and it is concerned with individual needs and goals. Process Theories deal with the “process” of motivation and is concerned with “how” motivation occurs.(Ozgurzan, 2013). For this paper the researcher would focus Content Theories. Developing out from the Cognitive Evaluation Theory (CET- Deci 1975) it was stated motivation can be divided into two types: extrinsic (external) motivation and intrinsic (internal) motivation . Extrinsic and intrinsic motivations are two opposing ways to motivate people. Extrinsic motivation deals with motivations...
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...WHAT IS MOTIVATION? 1. It has two component A. Direction - making choices, where you direct your energies B. Intensity - how much energy you have toward that motive Definition - Motivation is a process of arousing, sustaining and regulating a pattern of activity. 2. Achievement Motivation Theory A. Motivation is conceptualised differently by cognitive vrs. Behavioural psychologists S-R (Behaviourist) No intervening construct S-C-R (Cognitive Psychologist) Cognitions (thoughts) determine action ATKINSONIAN THEORY 1. Interaction Theme AM = the person interacting with the environment The person has 2 motives MS = motive to succeed MAF = motive to avoid failure How they interact with the environment also depends on 2 factors P = probability of attaining a goal I = incentive value of that goal 2. The components make up equations which form the theory. Ts = Ms x Ps x Is (The tendency to approach an achievement situation = the motive to succeed x the probability of success x the incentive value of success) Taf = Maf x Pf x If (The tendency to avoid an achievement situation = the motive to avoid failure x the probability of failure x the incentive value of failure) 3. Competition is an achievement situation involving both approach and avoidance conflicts. 3. Each individual possesses both personality dispositions (Ms & Maf) 3. Resultant tendency to approach an achievement (TR = Ts-Taf) 4....
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...FL promotion systems in terms of process, design And its impact on employee’s motivation Islam Farghaly (Islam.Farghaly@pepsico.com), ESLSCA Intake 44H, December 2015 Abstract This study identifies and explores organizational impact of many important promotion systems commonly practiced in multinational companies. The effectiveness of any promotion system depends on a range of factors including the nature of the tasks, the design of the organizational structure, the frequency of evaluating and testing, the criteria of performance, and the transfer of knowledge. In addition its relation with employee’s motivation that is major targeted outcome for any promotion system designed. Herzberg developed “Two Factors theory” to focus on working conditions necessary for employees to be motivated. The below article reviews recent studies on motivation factors for front line workers and suggests some hypothesis for further researches. Keywords: Front line, Employee, Herzberg’s Two Factors theory, Motivation, promotion systems. 1 Introduction Promotion systems affect almost all aspects of organizational lives. This is particular evidence from studies of human resource management. Given the importance of promotion systems in organizations, it is not surprising that many studies tried to examine the role of various environmental, organizational and job factors on the effectiveness of promotion systems. The use of internal promotion is positively correlated with variables...
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...Nordstrom Case Analysis The main issue identified by the case study is the harsh treatment of the employees by the management at Nordstrom. This included the usage of unfair SPH (sells per hour) metric and “off the clock” work encouragement to keep that metric high. The case provides polar view points among the employees - Pati, Lori & Cindy (-ve) vs. Bob, Doris and Tim (+ve). This polar view points to the difference in deriving motivation from the same situation. Lets take a look at the view points and see how different theories of motivation could have been applied to solve the dissension that employees felt. In analyzing the root of the problem we need to acknowledge that the concept of evaluating performance of sales personnel on the basis of SPH isn’t inherently evil. As a matter of fact, SPH metric implementation at Nordstrom had proven effective since its introduction, its high profit margins and customer satisfaction ratings speaks to that. As stated by Tim Snow in the study, it was a matter of pride to be working for a company where people loved to shop. But the SPH metric shouldn’t have been the only metric. Other KPI’s such as punctuality and customer satisfaction (CSAT’s) should also be weighted into the equation as performance standards. The lack of distinction between “sell” and “non-sell” hours also proved to be an issue. The employees “off the clock” hours were routinely treated as “sales” hours, thus effectively reducing their SPH ratio. This practice...
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...from within a public sector organization (PSO) and the part they play in motivating individuals to achieve PSO’s goals. Whilst examining the role of the team leader the report will provide evidence, for and against, the leadership style or styles of PSO and the effect that has on individual behaviours. The report will also pick apart and examine some of the components that influence the styles of leadership adopted within PSO. Furthermore, the report will identify some advantages and disadvantages by reviewing how WMP develops and identifies leaders and how it ensures a suitable supply of leaders for the future. It makes sense to start by defining leadership, Stogdill (1974) stated in his research into leadership that there are more or less as many contrasting definitions of leadership as there are people who have attempted to define the term of leadership. Suggesting there are many meanings for leadership and many interpretations of it. Crainer (1995) makes mention of over 400 different meanings of leadership. If you take, it’s meaning from the Oxford Dictionary (2015) it means “the action of leading a group of people or an organisation, or the ability to do this.” This would suggest that, to have leadership you also need a team or a group of people to which one would need to lead. Mullins (2007) also suggested that there are...
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...job satisfaction and achievement for employees. An example of this, working in teams improves employees’ performance and also makes the work enjoyable to them. The biggest advantage of working in teams is the workload is shared among the team members. Team members will create a plan for positive influence. This plan will discuss the differences in attitudes, emotions, personalities, and values as well as how these differences influence behavior positively in a business setting. The plan will also adopt a plan for increasing motivation, satisfaction, and performance in a team. Attitudes, emotions, personalities, and values are different with each team member. Recognizing the strengths, weaknesses, values, and personalities can help in determining what each team member can provide and how each team member can motivate each other to complete the task. Motivation, satisfaction, and performance are necessary in a business setting. Motivation is the process that account for an individual’s intensity, direction, and persistence (Robbins & Judge, 2011). The way employees feel about their job determines how motivated they are. When employees are satisfied on their job, productivity increases. To keep employees motivated, managers must be fair at work, and promote equality, and diversity. Manager must communicate with...
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...Motivation Case Study Local clinic managers at Western Health System had become de-motivated and sought management positions with the competition. The director of human resources recognized that the organization lacked some motivation factors that would help retain their managers. In response, Western Health System implemented a leadership development program, “Exploration,” that would increase responsibility, achievement, and professional and personal growth. Within the leadership development program “A-Club” was developed. This club was available only to identified high-potential managers and membership was by invitation only. Program Critique Leadership Development Program Western Health System saw a need to retain their local managers so they developed a program that would motivate their managers to continue employment with them. The A-Club met two or three times a year to partake in a clinic visit or to make important clinic decisions. A-Club members were also encouraged to present personal development ideas to leadership for funding decisions. Western Health System failed to provide critical information on the development of their leadership program. Exploration was developed for all managers; however the A-Club was only for managers that were identified as high-potential managers. They failed to provide any information on how someone was identified as a high-potential manager. They also failed to provide any information on what the Exploration program offered...
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...linking rewards to performance has positive outcomes. Based on our text and other accompanying materials I believe that intrinsic motivation is an integral component when considering employee attitudes. A study by Cho and Perry tests the influence of intrinsic motivation on employee attitudes while exploring three factors that they believe condition the effects of intrinsic motivation. These factors are managerial trustworthiness, goal directness, and extrinsic reward expectancy. According to the research study, “The analysis demonstrates that intrinsic motivation is substantively associated with both employee satisfaction and turnover intention. Managerial trustworthiness and goal directness increase the leverage of intrinsic motivation on employee satisfaction, whereas extrinsic rewards expectancy decreases the leverage (Cho and Perry, 2012, p.19).” I can agree with their findings with regards to manager trustworthiness. In my experience this has been one of the most defining factors when it comes to workplace motivation. If I liked the manager and found him trustworthy, I was more likely to have a better attitude at work that day and would try to accomplish more than what was asked of me. The company did not offer much when it came to pay or bonus incentives, so the managerial trustworthiness was all I had to motivate me. Discussing motivation is difficult without bringing up reinforcement. Reinforcement theory is an instrument that can be used by managers to increase or...
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