...and motivation. The essay will study the fundamentals of employee motivation, to accomplish consequential productivity in a workplace. This essay is based on one aspect which is motivation in this case of organisational behaviour. The essay will demonstrate the relevance and significance of motivational aspect of organisational behaviour within the workplace. Lastly, the essay will provide recommendations for organisational effectiveness with concerns to motivation by applying the understanding of hypothetical theory. There are various theories about motivation that will be debated below. Though, it is not possible to identify a precise theory that delivers a single universal realism. Motivation is a compound perception influenced by many individual and situational variables. The basic procedure of motivational procedure is what takes to inspire people to work. According to Hellriegel & Slocum (2007) When deal with there are four different approaches they are as follows meeting the basic need of the employee, designing jobs that motivate people, rewards available when meet the expectation of the organisation and lastly treating people equitably. So, before we analyse the process of motivation it necessary to understand the definition of motivation. Motivation “is a process which starts or improves organisational behaviours, encourages an outgoing activity and directs activities towards specific targets” (Masden, K.B, 1968). According to Mullins, L. (2007) Motivation can...
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...the positive effects of effective communication on employee motivation and performance. Specifically, in intends to compare the results between service employees and manufacturing employees in terms of communication as a motivating factor. The theories used in this study to create a conceptual framework are Herzberg Two factor theory, Goal Theory, and the circular theory of communication. The concept is that when hygiene and motivator factors are high, goals can be developed, but can only be effective only if the message was disseminated effectively. The study uses quantitative research on service and manufacturing employees. They were surveyed using a semi-structured questionnaire with ranking questions and some open-ended questions. The study found that there were only slight differences in the motivator factors for both set of respondents but there service employees are higher in hygiene. Both industries, however, see communication as an important factor in motivation. However, they only experience high hygiene, but less motivator, which means that they are not fully motivated. It has been suggested that the companies of the employees surveyed should invest on improving the motivator factors within the working environment and improve communication flows. CHAPTER 1 THE PROBLEM AND ITS BACKGROUND This study examines the importance of communication on the performance and motivation of employees. The target samples of the study are employees...
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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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...EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 IMPACT ASSESSMENT OF EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE: (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK Supervisor: Dr. J. Mwita A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 ABSTRACT The study aims at assessing the impact of employee motivation on organization performance so as to help the organization know the contribution of motivation to them. This study will be carried out at Coca-Cola Kwanza Company limited at Dar es Salaam Tanzania. The study have the objectives of assessing various motivational packages for the staff of Coca cola Company Limited, to determine which of these motivational packages influence staff performance at Coca Cola Kwanza Company Limited, to assess the effect of motivational packages on corporate performance at Coca Cola kwanza Company limited, and to examine the motivation strategies of motivating employees The study is expected to help employers to determine whether motivation packages...
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...Motivation Plan A motivation plan is the first part to gaining a successful team. These plan cans provide employee involvement, increase job performance and meet company goals. As a leader, there are many challenges to keep a person motivated; my mentor has to find creative ways to overcome these challenges. This plan will help develop and address motivational skills, satisfaction and overall performances. AT&T My mentor is a team manager for AT&T. In this call center environment, there are many different attitudes and personalities that she is faced with daily. At AT&T part of their vision statement is to maintain our leadership in this arena, we focus on the future and aggressively pursue innovations (AT&T 2015). In order to keep this vision alive, there needs to be strong minded people that are willing to evolve and grow within their careers and that want to push AT&T to the top. That is part of my mentor’s responsibility in achieving that goal. At AT&T We know that diverse, talented and dedicated individuals are critical to our success, so we look for people from various backgrounds and give them opportunities to grow (AT&T Workforce Inclusion 2015). Providing Motivation When it comes to motivation, there’s a lot of out of the box thinking, finding ways to get a person to get involved in their goals and to strive for those achievements. A proactive manager is always looking for ways to challenge employees and motivate the staff by emphasizing accomplishments...
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...choice he must make between a Deputy Principal position at his current school, or leaving to take up the prestigious position of principal at the International School of Melbourne. Through application of these theories, focusing primarily on motivation and job satisfaction variables, it will be clear that Sandra, Michael’s wife, opinion that the ISM position is a better fit for Michael is a reasonable statement. Although the role of Deputy Principal Head of IT is a closer match for Michaels expertise and passion, it will be proposed that this role will have to overcome greater factors of potential dissatisfaction and that the Principal postion contains motivators that will sustain for a longer period. This analysis will provide an insight into the internal thought processes and relationship to the discussed theories which will be summarized into a conclusive judgement. ‘Motivation can broadly be divided into two types namely internal or intrinsic motivation and external or extrinsic motivation’ (Indian Streams Research Journal, 2013, p1.). Motivation is a critical driver of any organisations intellectual capital and underlies what employees choose to do, the quality and quantity of such tasks and how long for. In other words, motivation is strongly linked to job satisfaction. Job...
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...SAN MARCOS POLICE DEPARTMENT The San Marcos Police Department is the primary general service law enforcement agency of San Marcos, Texas. The department is currently comprised of 95 sworn officers and 35 full time administrative staff members. On the law enforcement front, it is here at the local level that the major advances against the problems of crime and order maintenance goes on. This paper will serve to explain several key administrative concepts related to the operations of the San Marcos Police Department. In particular, this paper will examine the organizational structure within the department, in addition to, motivation and leadership components. STRUCTURE The accepted patterns of police organizations follow closely those to be found in military service (Leonard, 1969). This appears to be a very logical development since a police organization is semi-military in character. Police departments tend to be organized with rank structures, utilize the usage of uniforms and incorporate many of the various artillery of the armed forces, designed in large measure to set cops apart from civilians and signal obvious membership in an organization that exerts the immediate force of the government (Crowper, 2000). Furthermore, within an organizational dimension, police departments fall under the classification of mechanistic organizations (Stojkovic, Kalinch & Klofas, 2008). This type of organization is commonly regarded by its traditional bureaucratic foundation, characterized...
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...Assessment in the Affective Domain The affective domain already describes the learning objectives that emphasize a feeling tone, an emotion or a degree of acceptance or rejection. The Taxonomy in the Affective Domain * Receiving Being aware of or sensitive to the existence of certain ideas, material or phenomena and being willing to tolerate them. Examples include; to differentiate, to accept, to listen, to respond to * Responding Committed in some small measure to the ideas, materials or phenomena involved by actively responding to them. Examples are; to comply with, to follow, to commend, to volunteer, to spend leisure time in, to acclaim * Valuing Willing to be perceived by others as valuing certain ideas, materials or phenomena. Examples include; to relinquish, to subsidize, to support * Organization To relate the value to those already held and bring it into harmonious and internally consistent philosophy. Examples are; to discuss, to theorize, to formulate, to balance, to examine * Characterization To act consistently in accordance with the values he/she has internalized. Examples include; to require, to manage, to resolve Affective Learning Competencies Affective desired learning competencies are often stated in the form of instructional objectives. What then are instructional objectives? * Instructional objectives are specific, measurable, short-term, observable student behaviors. * Objectives are the foundation upon which you can build...
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...Part III/ The usefulness of motivational theory for managers. 2 1. Distinction between Maslow’s Theory and Hertzberg’s Theory of motivation 2 2. Application for Manager 3 3. Apply to LG Electronics 4 Part IV. Understand mechanisms for developing effective teamwork in organizations 4 4.1. Explain the nature of groups and group behaviour within organisations. 4 A. Definition 4 1. Group and group behavior 4 2. Group norms 7 3. Group decision-making 8 4. Group contribution 10 5. Formal and Informal group 11 6. Advantages and disadvantages of informal organisation 12 B. Apply in LG Electronics: 13 4.2: The factors that may promote or inhibit the development of effective teamwork in organizations 13 A: Definition 13 4.1.1: Inhibit the Group 14 4.1.2: Successful teamwork 16 B: Application for LGE 20 4.3 Evaluate the impact of technology on team functioning within a given organization 22 A: Definition 22 4.3.1 The importance of technology in business 23 4.3.2 The important of technology in team 23 4.3.3. Virtual teams of technology 24 4.3.4 Critical Success Factors of Virtual Teams 26 B: Application 27 CONCLUSION 30 Part III/ The usefulness of motivational theory for managers. 1. Distinction between Maslow’s Theory and Hertzberg’s Theory of motivation | Maslow’s Theory of Motivation | Hertzberg’s Theory of Motivation | Meaning | Maslow’s theory is based on the concept of human needs and their satisfaction. | Hertzberg’s theory is based on the use...
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...Company Motivational Profile – Walmart Company Motivational Profile – Walmart To achieve success, organizations must have a clearly defined plan. Sam Walton, founder of Walmart, began his retail career as a management trainee at JC Penny. Walton opened a five and dime store in 1951 and his first Walmart opened in 1962. Walton’s concept of discounting prices included a large variety of low priced items, buying large quantity goods at the lowest price, and passing the savings on to his customers. Today’s retail organizations must have a plan to achieve success. Walton’s vision allowed Walmart to grow into a multi-billion dollar international retail giant. This paper discusses Walmart’s motivational profile including the background and history of Walmart, their corporate culture and management, the strengths and weaknesses of their motivational strategies, and finally, an analysis of Walmart’s motivational strengths and recommendations for future improvements. Background Information Before opening Walmart, Sam Walton traveled around the world studying everything he could about discount retailing. Walton became eager to bring the United States a different type of store. He had an idea that Americans wanted something out of the box. Walton put in most of his own personal money to open his first store in Rogers, AR. Walmart extended with more stores in later years. He always believed that if a business gave their customers what they wanted, they will continue to...
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...Using Motivation to Improve Performance Mourad Ahmed Dr. Hammad Elbedour BUS 520 2/14/2016 Outline 1. Introduction A. Attention getter: Motivation is one of the most complex issues in management of organizations given that employees respond differently to motivational factors. Therefore, it is important to ensure that the leader utilizes sound motivational tools that meet the needs of their employees. B. Thesis statement: Motivation helps managers improve the performance of their organizations through recognition of employees, involving them in decision-making, and ensuring they grow both professionally and personally. C. Preview of main points: I. Using recognition II. Providing opportunity for growth III. Involving employees in decision-making 2. Body A. Main point: Using recognition as an intrinsic motivator helps improve performance in an organization. I. Sub-point: Employees respond more effectively to intrinsic motivators such as recognizing their efforts unlike awarding them tangible incentives such as monetary rewards. a. Sub-sub-point: Recognizing the effort of an employee would show that the organization values them and that their efforts are crucial for the success of the company. B. Main point: Providing opportunity for both personal and professional growth of employees can help improve performance. I. Sub-point: Employees can be motivated to improve their overall performance if they are given equal opportunities...
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...1. Introduction The key concepts underlying this research are job motivation strategies and job retention management. Motivation can be defined as: the force which gives the direction to perform a task; the will to achieve (Bedeian, 1993). Motivation is the force which drives the employees to achieve their personal and organizational goals. Higgins (1994) perceived job motivation as the internal drive to satisfy an unsatisfied need. Understanding the importance of the relationship between job motivation and employee retention makes it easier to manage the workforce in an organization. Each employee is a valuable asset in which the success of an organization is depended; therefore it is crucial to retain the employees by motivating them in their work environment. Nowadays people decide on staying with the organizations not only considering the monetary compensation and benefits, but also on how much they are inspired by their job. Therefore, at instances where the motivation level of an employee change there will be an impact on job retention. Since this research will be conducted in the field of human resources management relating to investigating and understand the relationship between job motivation and employee retention, job satisfaction can be considered as a key concept. In today’s highly competitive labor market employees are considered as the key factor which determines the organization's success despite of its financial and other resources....
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...interpersonal counseling or communication style rather than a specific therapy or set of techniques (Rollnick & Miller, 1995). This style is evident in the process of MET (Motivational Enhancement Therapy). The focus of this particular interview was on helping the client to overcome reluctance or ambivalence on his own, while allowing him to make positive changes in his approach to anger management. The therapy did not assume that the client wanted to change, but lead the client to own their need for change. The motivational interviewing assumed that ambivalence is a normal part of the client’s nature. The therapist used empathy and other supportive responses to reinforce self-motivational statements throughout the interview. Using questioning and statements, the therapist attempted to enhance motivation for change by encouraging a consideration of the discrepancy between the...
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...doc - 1 Chapter 7 Motivation and Classroom Learning This chapter will help you answer the following questions about your learners: • How can I help my learners interpret their classroom setbacks in ways that elicit renewed effort? • What are some things teachers say to learners that can lower their motivation to succeed? • How can learning strategies improve my students’ motivation to learn? • How can I convey to my students the motivation to say “Yes, I can do what my teacher expects”? • How can I enhance my learners’ determination to learn what I teach? • How can I use project-based learning to motivate my learners? In this chapter you will also learn the meanings of these terms: antecedents attribution theory causal schemata deficiency/growth needs theory BORICP07.doc - 2 drive theory instinct theory intrinsic motivation locus of causality project-based learning self-determination theory self-efficacy theory situational cues Behavioral and cognitive psychologists agree that motivation is essential for learning. Yet how to motivate learners in the classroom continues to be one of the most puzzling problems confronting the teacher. Let’s look in on Professor Thomas’s learning seminar as his students discuss the topic of motivation. Betty: Well, it seems to me that motivation is becoming the scapegoat for all learning failures. That’s all I hear at school ... “These kids just aren’t motivated” or “This kid just hasn’t any motivation.” And all the other teachers...
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...Group Motivation Inventory Paper Sinead Groarke PSY/430 Group Motivation Inventory Paper Robin Goins Group Motivation Inventory Paper Goals I have learnt ways to make the business groups feel responsible for its performances is to get all off the entire team involved in the creation of the business objectives. Have planned meetings prior to the next year, and let the team know what the organization is expecting as far as productivities are concerned, then motivation of the team for development of ways for exceeding expectations. One may increase the motivational factors of exceeded expectations by having a paid bonus plan in place for the group if it exceeds the organizations objectives. Clarification An excellent manager knows the abilities and strengths of every business group member. But in order for the group to be motivated and effective, the group members must understand what to expect from every member. The manager must hold meetings every week to review the responsibilities of all group members, to highlight the group’s successes and get input on how to meet the challenges the team is experiences. Individuals Management must always remind the group about the organization’s mission statements and the objectives of the business group in order to keep the group’s focuses on the objectives. But one also should continue to work with all members of the groups to assist them reach their objectives as well. This knowledge affects the way I interact in groups...
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