...motivational force analysis is going to be examined in this paper and it is to be compared and contrasted with existing theoretical tools employed to understand motivation, since it’s redefining the way of using motivational tools in organizations. The Motivational force analysis is a tool used to find the appropriate measures taken to get the optimal output from employees. This is done by performing a theoretical, psychological and statistical analysis resulting in functions of cost, motivation and output of the business. These functions are used in an mathematical analysis that derive at the motivational-equilibrium i.e. value of optimal cost-output level of motivation. This paper will describe the process of performing a Motivational Force analysis in addition to consider its applicability to employees and organizations and examine it’s strengths and limitations by doing so. Table of Contents Introduction ………………………….......................…………......……………………………….. 1 Theoretical framework………………………….………………………………………………………….. 1 Why the motivational force analysis is needed …..…………………………………………………………2 Application of the analysis…………………………..……..………...………………………………………2 Data collection & experiment ………………..……………………………………………………………..3 Determine cost-output ……………………………………….........………………………………………….3 Determine cost-motivation…………………………………...……………………………………………….7 Mathematical analysis……………………………..............………………………………………………….7 Finding the motivational equilibrium…………………………..……………………………………………...
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...contexts. Specifically, MT assists persons in maintaining performance levels during moments of adversity, perceiving pressure as a challenge, and as a spring board for prospering. Jones et al. (2002) The purpose of the current questionnaire was to explore the role, relevance, and correlation of selected psychological constructs: reboundability, resilience, concentration, confidence and factors that affect confidence; and motivation. Constructs were examined using the Mental Toughness Questionnaire (MTQ),...
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...Employee Portfolio Motivation: Riordan Manufacturing Deanice Delamar MGT/311 April 8, 2013 Instr. Scott Employee Portfolio Motivation: Riordan Manufacturing As a manager of Riordan Manufacturing it is essential to motivate my employees and ensure that they are having a happy workplace. Fair compensation is a strong motivator as well as offering inexpensive gift cards or certificate of appreciation. At Riordan, the staff encourages open and honest communication as another essential motivational strategy. These three employees are among the ones chosen for this motivation action plan. When using the assessments to evaluate the three employees to maximize their potential. There are definitely reasons to put constructive feedback in any evaluation, just make sure you spend as much time and energy on the things the employee did really well. Try to focus on the things that they are best at and coach them to apply those skills and talents to other tasks. This will empower your teammate and hopefully give them ideas on how to leverage their strengths better. Employees should receive at least two positive feedbacks and one in ways that they can improve in areas that need improvement. With Donterio Arnold his, strengths are a deliberate decisions maker and a great motivator. His weakness is that likes to work alone. In this area he can become more open-minded about working with others, by learning to inter acting with others in the workplace. This is the Goal-Setting theory...
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...BEHAVIOR & LEADERSHIP Competency 317.1.1: Behavioral Influences The high level definition of expectancy is what managers expect from their employees. But as we look around in the world we live in today, expectancy goes even deeper than that. One definition of the expectancy theory that is used is, “That the strength of our tendency to act a certain way depends on the strength of our expectation of a given outcome and its attractiveness. (Victor Vroom)” (Robbins & Judge, 2013) When I read that at first, I really didn’t grasp what the definition really meant. But, as we consider how employees are motivated, we can define the expectancy theory as not only what managers expect from the employees, it is also why employees are not motivated to do the jobs that they are assigned. When we take a deep look at the workplace today we can see some employees just do what it takes to get by in their given job. As we explore how the expectancy theory pertains to relationships on the job, we can learn some techniques to improve employee performance by using different types of motivation. There are three ideas that pertain to relationships in the expectancy theory of motivation. They are effort-performance relationship (Expectancy), performance-reward relationship (Instrumentality), and reward-personal goal relationship (Valence). The effort-performance relationship asks the question that if the employee puts forth the effort, will the employee believe that he or she will be able to complete...
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...Francesca S: The child had a big smile on her face and gave the therapists hugs. O: The following activities were performed to enhanced therapeutic activities. --Sensory processing activities: Jumping on the trampoline 10X3, static wheelbarrow activity, sit-down activity, swinging on the hammock swing in linear motion with medium to fast swing for 6 minutes followed by 2 minutes of slow swinging. Wilbarger's brushing protocol (providing deep pressure, tactile input, joint compression and oral swipe and massage using MORE protocol) and obstacle course to increase concentration, attention span, body awareness, fine and gross motor skills, UE strength and activity tolerance. --Weight-bearing activity: Child was placed in a static wheelbarrow...
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...doubles in order to do so. Organizations depend on their existing and new employees’ production and longevity to enhance their mission statement, character and capitol, in order to be successful. “Every organization wants to attract, motivate, and retain the most qualified employees and match them to jobs for which they are best suited” (BLS, 2010-2011). Organizations go through all of these steps to fill positions, but still fail to place the new hire in the right fit that will benefit them as well as the company. To prevent the issue, the hiring department has to understand new hires strengths and where to place them in the organization. It is not an easy task making hiring decisions, but good training (various seminars, coaching and educational literature) can improve organization’s potential skills to hire the right employees and place them in a position that suits their strengths, and in turn will make a very profitable experience for the corporation. Organization’s investments has an impact by staff training, skill development and learning capacities; and the American Society for Training and Development (ASTD) estimates that U. S. organizations spend at least $109.25 billion on staff in-services yearly, with three quarters ($79.75 billion) spent on education within the...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...MGT302 Organizational behavior Assignment 1: Motivation Theory and Practice Analyze, compare, and contrast the two contemporary theories of motivation (a) equity theory and, (b) expectancy theory. Include in your discussion, an evaluation of each theory and the implications to managers in a global work environment. Your analysis should include identification of the strengths and weaknesses of each theory using scholarly references to defend your arguments. by Tassos Pericleous Student’s Number: 20153386 American College Semester 1 November 2015 Abstract The purpose of this paper was to analyze, compare, and contrast the two contemporary theories of motivation equity theory and, expectancy theory. Evaluate each theory and the implications of the theories to managers in a global work environment. Analysis should include identification of the strengths and weaknesses of each theory using scholarly references to defend your arguments. Motivation is the answer to the question “Why we do what we do?”. The motivation theories try to figure out what the “M” is in the equation: “M motivates P” (Motivator motivates the Person). It is one of most important duty of an entrepreneur to motivate people. Motivation theories can be classified broadly into two different perspectives: Content and Process theories. This paper explores the two contemporary theories of motivation process theories, equity (Adam’s) theory and expectancy (Vroom’s) theory. Analysis of equity theory...
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...Introduction What is PsyCap? PsyCap is having positive psychological capital which is briefly noted as four specific key components: hope, efficacy, resilience and optimism. All of these components may give you the opportunity to increase your happiness at work as well as your personal life. Knowing and understanding what your strengths and weaknesses are in your own PsyCap assessment can give you the tools to help you reduce stress and eliminate any counterproductive tendencies that alternatively can lead to personal unhappiness within work. This selective essay will discuss my results of my personal PsyCap evaluation as well as briefly touch base on a few other key points related to motivational theories and how the theories relate to job performance. Personal Results of the PsyCap Self-Assessment I agree with the results of the PsyCap assessment that showed a high score in all four categories of efficiency, resilience, hope and optimism. I am a person who is confident in my ability to perform any task given to me by using my critical thinking skills and applying myself in whatever I do. Over the course of my career, I have encountered a number of difficult tasks that many would have given up on, however that is simply not my personality or how I was taught to get through challenges. Efficacy refers to how much are you willing to work to get the results you want. Employees that apply themselves and are willing to work to achieve their goals and the goals of the business...
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...[pic] Reading Program Action Plan John Rhine Northcentral University Language Arts and Reading ED 7005 Dr. Little January 09, 2015 Abstract Reading comprehension among students in today’s society is of high importance. The ability to be college ready in reading and writing categories is a need that many students struggle with at the college level. This paper will focus on an action plan to alleviate those needs and allow for students to be better prepared for future challenges in reading and writing that await them. This paper will address deficiencies, challenges, and strategies to improve the literacy program at Anywhere ISD in Anywhere, Texas. Reading Program Action Plan A reading program plan should be determined by meeting the needs of the students it plans to serve (Ediger, 2010). In determining an action plan for meeting the students of my school there are several key factors I have to evaluate. School funding issues are prevalent in every state in America and in order for this to be effective funding issues need to be established. For the sake of argument this reading program action plan is built on the assumption that funding is not an issue but student success is of more importance. This action plan will focus on 8th grade students at Anywhere ISD in Anywhere, Texas. Based upon data, two thirds of 8th graders read below grade level (Martello, Martello, Modder man, Peterson, & Pan, 2013). Gunning (2013) suggests ten principles in implementing a successful...
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...Group Motivation Inventory Xxxxxxx Xxxxx PSY/430 Dr. Denise Land January 7, 2010 Group Motivation Inventory During week four of Team Dynamics for Managers, the completion of a group motivation inventory identified each group member’s motivation toward working with others, goal completion, and dedication. While completing the Group Motivation Inventory, the discovery that a weakness within a group does not necessarily have to be self-induced, but could possibly be induced by factors or effects from many things within my surrounding. The assessment included questions that reviewed a group member’s work ethic, quality and quantity of contribution, attitude toward members in the group and the assignment at hand, the quality and dedication found within other group members, and the understanding and acceptance of the group’s diversity. Successful completion of this assessment will improve the group’s productivity and cohesion, setting the group up for success. Knowing a Group’s Motivational Base Identifying and Discovery Upon completion of the Group Motivation Inventory, areas of weakness and strengths became evident allowing myself and group members to address possible causes of such a mediocre score of 98. According to Engleberg & Wynn (2007) a scores between 76 and 99 represent a moderate level of motivation (p. 320). This moderate level of motivation is primarily environmentally induced with a few personal negative motivators. The environmental factors that...
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...Running head: Workplace Motivation Paper University of Phoenix PSY 320 January 29, 2012 Workplace Motivation Paper In this paper, I will examine many motivational strategies that affect productivity in a workplace. Another will include an explanation of organizational efforts to improve performance, employees’ resistance to increasing productivity and satisfaction, and management’s philosophy of motivation and its practices in the workplace. Motivation is one of the single driving factors in one’s work performance. Organizations take this very seriously and to waste time, and energy and the expense into training someone who is not motivated. Needs Theories, Goal-Setting Theory, Equity Theory and Expectancy Theory are the four specific theories that are used in motivational practice. In addition, I will identify and analyze the implications of applying any two motivational theories not currently used in my selected workplace and how they will influence both management and employees. Organizations are always looking for ways to increase productivity, especially in the growing competitive environment. It is a known fact that when employees are unsatisfied with their current job, productivity decreases, tension builds up in the work environment, and morale is low. Most organizations have motivational programs that provide useful tools to increase motivation, and reduce employee turnover. There are many strategies that are used to influence employee loyalty and these...
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...Technique I definitely consider technique a key component of football, the importance of the technique of tackling and passing is identified through achieving and retention of possession for sustained periods of time. The best passing teams dictate play, conserve energy, make the best of their resources and therefore score goals (Clarke) Hook and Hughes (2001) found that successful teams utilised longer possessions than unsuccessful teams in Euro 2000 Jones et al. (2004) showed that successful teams in the English Premier league typically had longer possessions than unsuccessful teams. Incorrect passing technique creates turnovers in possession allows the other team to attack and creates pressure on the team. Decision making The importance of decision making is highlighted by (McGreskin) the thing that separates the best from the rest, is that the best players consistently make better decisions while under pressure. Decision making is quite simply, the process to find the optimum pass, whether that be a 40 yard switch of play to attack from the other side (where the space is) or passing the ball into the strikers feet to play a one-two or allow him to turn and run at the oppositions defence, decision making is a complex process (the best players know what they are going to do before) the process involved highlighting the number of players where the pass is intended for, both the opposition and your own team, as well as the obstacles in the way of the pass, the amount of...
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...at the beginning of the school year and implementing them in the classroom can be very effective. The author has created a chart that will show different strategies for implementing rules and procedures. Behavior Reduction Strategies Table Research topic | Findings | Reference citation | Strategies used to prevent inappropriate behavior | Be assertive, be aware of how you speak to students, use rewards, create activities, and maintain a positive classroom environment. Assertiveness is the ability to stand up for one’s legitimate rights in ways that help ensure that others cannot ignore or circumvent them (Evertson & Emmer, 2013, p. 165). The way we speak to students can have a significant effect on how they respond to us and by using positive and supportive language the students will have more respect for the teacher (Unknown, 2003). | Evertson, C. M., & Emmer, E. T. (2013). Monitoring Student Behavior. In Classroom management for elementary teachers. Boston: Pearson. Unknown. (2003). Preventing Inappropriate Behavior in the Classroom (Master's thesis, CQ University Rockhampton, Rockhampton QLD, Australia). Retrieved from http://positivebehaviourmanagementplan.weebly.com/focus-on-preventing-inappropriate-behavior.html | Strategies used to respond to inappropriate behavior | Identify the cause of the behavior, understand the effects of those inappropriate behaviors and create an effective plan to move the behaviors from inappropriate to appropriate (Hemminger, 2005)...
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...ALEXANDRIA UNIVERSITY FACULTY OF COMMERCE [pic] Organizational Behavior and Management Instructor: Dr. Aly A. Messallam Term Paper Impact of Motivation On Employee’s Performance & Turnover Prepared By: Amr A. Lotfy Table of content 1- Abstract ……………………………………………….3 2- Introduction………………………………………….4 3- Literature review………………………………….4 4- Motivation theories…………………………...…5 5- Turnover…………………………………..………….11 6- Performance Improvement and Appraisal for Employees……………..15 7- Existing situation………………………………..17 8- Conclusion and suggestions………………..18 9- References…………………………………………..19 1- Abstract In any organization employee motivation is the key factor for organizational performance. Since motivation influences productivity, managers need to understand what motivates employees to reach peak performance. It is not an easy task to increase employee motivation because employees respond in different ways to their jobs and their organization's practices. Managers pay a heavy price when employees have motivation problems. When high-performing employees have unresolved motivation issues, their performance either declines or they leave for another job. When poor-performing employees are not motivated to improve, they drag down results, reduce productivity among their team members and, worse, seldom leave because they have no place to go. Alexandria Mineral Oils Company (AMOC) is an industrial company working in the field of petroleum...
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