...Running head: MOTIVATION Motivation August 31, 2013 Achieving goals, dealing with underperforming employees, hiring the right people, responding to emergencies, and continuing to improve an organization, are all challenges a manager faces in the workforce.(Harwell) Another significant challenge that managers face is motivating their employees. Motivating employees is a key element to a positive work environment and a successful business. Over the past 50 years many things have changed in the workforce, including the types of challenges managers face in motivating their workers. Generational differences, technology, and cultural differences are three challenges that managers face in motivating employees today. Veterans, Baby Boomers, and Generations X and Y, are all working side-by-side in the workplace as opposed to 50 years ago. With four different generations in today’s workplace there are individuals with different ways of communicating, different ways of getting things accomplished, and different morals and values. In an online article its said that each generation had distinct attitudes, behaviors, expectations, habits and motivational buttons.(Hammill) These generational differences play a significant role in managers motivating their employees. The following is a workplace scenario in which a manager tries to use the motivational approach of monetary incentives and encounters a generational difference. At annual appraisal time, a manager from the Veteran generation...
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...week’s paper, we will briefly discuss the motivation and how it impacts our work environments. In addition, we will discuss the different motivational strategies that affect productivity in our workplace. This brief synopsis will incorporate examples of the motivational theory in the workplace. According to Langton and Robbins, each theory can be divided into two categories; needs theories and process theories (Langton & Robbins, 2007). Each theory shows the differences that people have and how they can be applied to motivate the individual. Process theories include a broader portrayal which describes the procedures involved in motivating others. Lastly, we will discuss implied or forced motivation tactics within the workplace and how it affects the employee and management. What is motivation? According to Merriam Webster, the act or process of giving someone a reason for doing something: the act or process of motivating someone : The condition of being eager to act or work: the condition of being motivated : A force or influence that causes someone to do something. Motivation is a set of processes that inspire people to achieve their goal. Motivation, over all, is a drive that makes people pursue their aims and ambitions, and makes it possible for people to achieve them. In this report, we study the effects motivational theories have on the workforce. Byrne & Walsh, 2001, research on employee motivation theories implied that observing...
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...Employee Moreover, we also want to look at another side of analyzation. We have categorized our survey with the position in the hierarchy in workplace. The employers are people in higher position in their organization; for instance CEO and entrepreneur. After we grouped the motivating factors we found that employer tends to be motivated by self-satisfaction, self-development and career success. Many people mentioned that their first motivation in workplace is happiness and enjoyment when they do their job, which is the fifth level in Maslow hierarchy or the self-actualization need and the second major factor that motivated them is skill and self-development, the fourth level of the Maslow chart. For the employee, you can see that the major motivating factors for this group is self and skill improvement and career prospect which is also 4th lvl in hierarchy. However, the second most selected factor is physical needs such as money and perks. In sum, the result of our survey shows that people who satisfied by the lower level of needs likes physical and safety needs will be motivated by the next level of the hierarchy. For example, people in higher position are more likely to motivate by esteem and self-actualization needs. As one of surveyor of the employer mentioned that having challenging mission will help motivate him in the workplace. And employee tends to motivated by lower to middle level of need in the Maslow chart. The overall information is support the Maslow hierarchy...
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...with more creativity and innovation within the company. The culture itself explains a lot about how the motivation in Google really works. Many of the motivational concepts and theories can be applied to the company. The reason as to why Google is doing so well is that it is using it’s money right, by motivating people to do better (financialexpress.com). Motivation is the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. How does one motivate people? , Google tries it’s best on making it’s workers enjoy what they are doing in order for them to release the hidden creative they have beneath. It has shown to be one of the worlds most successful Internet companies due to its highly motivating work environment. Google tends to avoid having their employees working in a typical work environment where they are stuck in between a cubicle and florescent lights. Instead they try to create a positive work environment to motivate their employees with extrinsic and intrinsic rewards. The also focus on hiring problem solvers with proactive, do it yourself spirit this is what makes Google the nicest and most pleasant workplace. To develop their extrinsic motivation, Google has provided its employees with personal health facilities, multiple free cafés, chefs and organic menu options. Free haircuts, Laundry facilities, childcare services, doctors office, and vacation days. One of the reasons for Google’s success is that...
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...Experience Co-workers with diverse cultural backgrounds bring unique experiences and perceptions to the table in groups and work teams. Pooling the diverse knowledge and skills of culturally distinct workers together can benefit companies by strengthening teams' productivity and responsiveness to changing conditions. Each employee in a diverse workplace possesses unique strengths and weaknesses derived from their culture in addition to their individuality. When managed properly, diversity in the workplace can leverage the strengths and complement the weaknesses of each worker to make the impact of the workforce greater than the sum of its parts. Recommended diversity in the workplace solutions include: Ward off change resistance with inclusion. - Involve every employee possible in formulating and executing diversity initiatives in your workplace. Foster an attitude of openness in your organization. - Encourage employees to express their ideas and opinions and attribute a sense of equal value to all. Promote diversity in leadership positions. - This practice provides visibility and realizes the benefits of diversity in the workplace. Utilize diversity training. - Use it as a tool to shape your diversity policy. Launch a customizable employee...
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...Managing People for Organizational Success By Slemo D. Warigon Organizations, whether they be educational, business, industrial, government, military, service, health care, or entertainment focused, are made up of people – women and men. It is people who provide leadership, stewardship, and follower-ship in every organization. People formulate strategies to help organizations achieve their specific objectives. People constantly learn new and innovative ideas to help transform their organizations from mediocrity to greatness. It is people who make things happen in all organizations, even those operated by robots which, after all, were designed by people. To understand the causes of organizational behaviors without an understanding of people is like trying to understand the cause of a moving vehicle without knowing about the engine and driver. In fact, organizations can be defined as the major social units that people have devised for getting things done. People who work spend more of their time at work than at any other single activity. They can't eat for eight hours a day. They can't drink for eight hours a day. They can't make love for eight hours a day. What people can do for eight hours a day is work. And, in the course of those eight working hours, people are going to: • • • • • • • • • • • • • • • • • • • • • • Produce work and sabotage it. Learn something new and forget. Make decisions and procrastinate. Create and conform to rules. Exult in accomplishments, and despair...
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...Motivation in today's workplace: the link to performance. ABSTRACT In today's hyper-competitive marketplace, understanding what fosters and forwards employee motivation--and, thus, organizational performance--is critical. Based on theories, studies, best practices, case studies and resources about motivation, this solutions-focused research article presents valuable information for the senior HR leader seeking competitive advantage. ********** Introduction In today's marketplace, where companies seek a competitive edge, motivation is key for talent retention and performance. No matter the economic environment, the goal is to create a workplace that is engaging and motivating, where employees want to stay, grow and contribute their knowledge, experience and expertise. Motivation is generally defined as the psychological forces that determine the direction of a person's level of effort, as well as a person's persistence in the face of obstacles. The direction of a person's behavior refers to the many possible actions that a person could engage in, while persistence refers to whether, when faced with roadblocks and obstacles, an individual keeps trying or gives up. (1) The responsibility for motivation is three-fold: it falls on the senior leadership, the direct manager and the employee. Numerous factors are involved, from trust, engagement and values (individual and organizational) to job satisfaction, achievement, acknowledgement and rewards. Motivation...
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...Resolving workplace conflict “Working through a conflict can also help all those involved to get to the next stage of development in self-awareness, team building, and productivity” ( Cottringer ,2006). When working together on a team people need to know that they are being understood and they are taking the other person feelings into consideration. Managers must learn to distinguish certain situation that causes difficult behavior among their employees. Once these situations are distinguished, they can put a stop to them, and to the unlikable behavior that is causing the conflict. 2. Strategies for identified issues- confrontation and problem solving, a method of identifying the true source of conflict and resolving systematically” (DuBrin, 2004, p.) Reducing stress “Reducing stress and conflict in the workplace allows for greater productivity. Employees' morale, job satisfaction, and performance become limited, and more often than not result in employee turnover. Continued levels of stress and conflict at work eventually result in absenteeism clue to stress-related medical problems” (Deems, 2005). Motivating employees When it comes to motivating employees it takes dedication and consistency to help convey positive outcomes. “Action plans help to clarify expectations and accountability, align and coordinate individuals and teams, ensure adequate resource allocation and help leaders take action on problems before they derail an initiative” (Finkelstein, 2010). “Leaders...
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...Professor’s name Course title Date DQ 1 Respond to Management Principles for Health Professionals Chapter. 10 Managers must motivate their employees in order to achieve the goals set and to adapt to the demands of the organization. The workers must be able to fit into the framework of the organization (Liebler & McConnell, 2012). There is a strong relationship between adaptation activities, motivation and the control of a manager. People work better if they feel that they have a place within the organization and are more motivated. An organization must set ground rules for integration and ethical behavior within the workplace. These rules will ensure that workers work effectively. Managers must stay in touch with the needs of the workers and address these needs as effectively as possible. Workers who feel that their needs are not addressed will be less productive, lead to high turnover and increased absenteeism (Liebler & McConnell, 2012). Managers must be aware of motivators in the workplace and address them to increase the motivation of their subordinates. These motivators may include improving working conditions, promotions and salaries. Motivational strategies increase the motivation of the workers who feel that they are appreciated for the work that they perform within the organization. Motivated employees feel that they are satisfied with their jobs and work harder to ensure that organizational objectives are met. Reference Liebler J.G...
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...ironclad system of punishing them for the offenses they committed. The juvenile justice system provides an environment that is conducive to uplifting the adolescent. This helps to persuade him or her that delinquency is not the best methodology for achieving their lifetime goals. It inherently seeks to reward any good behavior exhibited by the juvenile in lieu of strictly punishing them for past failures and antisocial behavior. In addition, the juvenile correctional facilities are designed to resemble dormitories more so than prison cellblocks. This benefits the juvenile system since it does not promote an intimidating, archaic atmosphere. Hertzberg's theory of motivation is a theory that encompasses both motivating factors and hygiene factors as the basis for motivating individual actions. This theory is based on the premise that individuals are usually not satisfied with bad environments, yet they cannot be necessarily satisfied by environments that are good. Another principle of this theory is that individuals can be motivated by preventing dissatisfaction just as well as they can be motivated by the provision of satisfactory circumstances. The following article will introduce how these motivation processes are used in the juvenile...
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...(physiological, security, belongingness) to Growth needs (esteem, self-actualization). * ARM provides employees with opportunities to fulfill higher order needs such as those esteem and self- actualization through challenging and interesting work. Recently it is more than 120 employees of ARM were involved in developing ideas to improve in managing the company. Ideas are led to wide varieties of initiatives and an increased use of social networking, such as ARM TV (an internal YouTube). The responsibilities associated with the employees helps individuals to fulfill their potential in a creative way, providing them with the opportunity for developing self esteem. * ARM takes a ‘self betterment’ approach to talent management. The people can take up opportunities for on-demand e-learning as and when it suits or going on international assignments to tests and develop new skills. Employees therefore take responsibility...
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...the current economic we live in today. Motivation is what energizes, maintains, and controls behavior. As such, it is clear why it plays an imperative role in the workplace. With over 11,000 employees, SAS Institute has been named Fortune Magazine Best Company in America to work for (“Closing Case Motivating Employees at the SAS Institute”).. Bringing in approximately $2.3 Billion in revenue, SAS Institute is the biggest privately owned software company in the world (“Closing Case Motivating Employees at the SAS Institute”). In this case study, we will take a look at, how does SAS Institute motivate its employees? What factors are likely to contribute to intrinsic and extrinsic motivation? And lastly, how might SAS long term focus affect employee motivation. How Does SAS Motivate its Employees? SAS Institute plays a big part in motivating its employees. It has always been their top priority to make sure that, their employees enjoy coming to their workplace each and every day. Even more so, motivated to do a good job on their work, that they are given. At SAS Institute managers want employees to feel that the contribution, which they are making is important to the company, and that the company appreciates the work they are providing to them. SAS believes in keeping business inside the company (“Closing Case Motivating Employees at the SAS Institute”).. For this reason, they would rather have employees develop new ideas and software’s, instead of going outside the company and using...
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...focused, and committed to organizational goals. With a team like this, just think of the performance and results you could deliver! Teams only perform like this if their managers are motivating them effectively. This is why you need to be able to motivate your team if you want to create a productive work environment. By combining good motivational practices with meaningful work, the setting of performance goals, and use of an effective reward system, you can establish the kind of atmosphere and culture that you need to excel. The better you are able to link these factors together, the higher the motivation levels of your team are likely to be. That's a win-win for you, them, and the organization. The interactive motivational skills quiz in this article helps you identify the aspects of team motivation that you can improve. From there you will be directed to specific tools that will help you improve your motivation skills. Providing Productive and Challenging Work The first step in building a highly motivated team is providing interesting work, which is well organized to meet the needs and desires of team members. No matter how self-motivated a person is, how challenging the goals he or she sets, or how wonderful the rewards, if the work is badly designed, it will be hard to motivate people and work will be less than ideal. Effective motivators understand that work design has a strong impact on performance. When a person finds a job inherently unsatisfying, there's not...
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...Course Project Motivating Workplace Employees By Warren Davis For Leadership and Organizational Behavior Instructor Dr. Howard Noor (MGMT 592) DeVry University, Keller Graduate School of Management June 5, 2013 Scholarly Resources: 1. Job design: A social network perspective. By: Kilduff, Martin; Brass, Daniel J. Journal of Organizational Behavior. Feb2010, Vol. 31 Issue 2/3, p309-318. 10p 2. Positive Job Response and Ethical Job Performance. By: Valentine, Sean; Varca, Philip; Godkin, Lynn; Barnett, Tim. Journal of Business Ethics. Jan2010, Vol. 91 Issue 2, p195-206. 12p. 2 Diagrams, 2 Charts. DOI: 10.1007/s10551-009-0077-1. 3. Emotional competence and work performance: The mediating effect of proactivity and the moderating effect of job autonomy. By: Kim, Tae-Yeol; Cable, Daniel M.; Kim, Sang-Pyo; Wang, Jie. Journal of Organizational Behavior. Oct2009, Vol. 30 Issue 7, p983-1000. 18p. 1 Diagram, 3 Charts, 3 Graphs. 4. High-quality relationships, psychological safety, and learning from failures in work organizations. By: Carmeli, Abraham; Gittell, Jody Hoffer. Journal of Organizational Behavior. Aug2009, Vol. 30 Issue 6, p709-729. 21p. 3 Diagrams, 4 Charts. 5. Does Reputation Contribute to Reducing Organizational Errors? A Learning Approach. By: Rhee, Mooweon. Journal of Management Studies. Jun2009, Vol. 46 Issue 4, p676-703. 28p. 3 Charts, 2 Graphs. DOI: 10.1111/j.1467-6486.2009.00830.x. 6. An integrative model of managerial perceptions of...
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...interviews revealed that employees become unmotivated when communication breaks down between management and subordinates. Lack of motivation in employees tends to increase carelessness, absenteeism, resource waste, and turnover rates in an organization. Because employees possess different values, they are motivated by different things. Communicating information, praising employees, and recognizing effective performance are key strategies a manager or supervisor can use to motivate employees. Production, sales rates, and morale all increase when employees become motivated. The results of this research revealed a surprising concept: money alone is not enough to motivate employees today. Recommendations for motivating employees Recommendations for motivating employees at First Bank of Kamloops include • offering bank tellers valued rewards for balancing their cash drawers perfectly every day for one month and for each consecutive month, • meeting with each branch monthly to recognize, praise, and congratulate employees for successful performance, • sending memos to each employee showing how much profit each branch has made on a monthly basis and showing how that branch earned the profit, and • giving employees a choice as to...
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