Abstract This paper discusses the history of management as well as management theories and the elements that function as the background to organizational change. Organizations undergo various forms of change, planned, unplanned, and dictated by the economy. The writer categorizes the short and long-term effects of three major forms of organizational development and describes some popular models used by companies to develop change systems. The writer then provides two examples of change systems based on the two major marketing strategies, pull and push strategy. The paper concludes that companies need to be aware of changes occurring at both micro and macroeconomic levels and possess adaptable employees committed to their organization's development in order for the change systems to be properly implemented and produce the desired results. This paper includes a table and a figure.
Outline:
The Evolution of Management Practices
Background to Change of Current Organizations
Background to Change of Current Economy
Bureaucratic Organizations
Forms of Organizational Development
Change Systems
From the Paper "In order for a change system to function, it has to be properly designed and modelled. "System modelling is a technique to express, visualise, analyse and transform the architecture of a system." It generally includes drawings, diagrams or any other visual features that might ease the understanding of the system. Change systems are complex models which cannot be universally valid. As such, they have to be independently created to fit the unique features of the company or the sector on which they will be implemented. Subsystems are branches of the entire model which also must be designed to fit the particular features. Potential subsystems for a change system could include the changes upon employees, upon consumers, their behaviour or upon the company's divisional and functional structures."
Tags: technologies productivity stockholder, multiple cause diagram, coordinationmotivationincentivesbureaucracyhierarchy
Abstract This paper applies Abraham Maslow's hierarchy of needs --from basic physical needs to internal needs for self-actualization-- to employee motivation and suggests that doing so will enable companies to motivate their employees successfully.
From the Paper "Motivating employees is seen as one of management's significant functions along with planning organizing and directing the work of employees. Some managers subscribe to so-called Theory X ..."
Tags: employee motivation, operational motivation, maslow's hierarchy of needs
Abstract This paper examines motivational theories in the workplace. Maslow's Hierarchy of Needs and McClelland's Acquired Needs Theory are applied to a fictitious manufacturing firm. It argues that both theories are applicable, but that an assumption that worker goals correspond directly to functional divisions of the firm is simplistic.
From the Paper "A manufacturer of customized heavy vehicles and equipment Excelsior Specialty Equipment Corporation has undertaken an effort to improve productivity by evaluating the workplace ..."
Abstract This paper outlines the theory of motivation that is based on Abraham Maslow's hierarchy of needs. The paper looks at the factors of job satisfaction, job performance and the achievement of organizational goals and how they are affected by motivation. The paper then explores the use of rewards, incentives, benefits and feedback and describes examples of employee motivation in the AVIDIA and Southwest airlines organizations.
Outline:
Introduction
Motivation Motivation and Organizational Behavior
Rewards, Incentives and Benefits
Feedback
Examples of Employee motivation Conclusion
From the Paper "Maslow's assertion was that physiological needs such as food and water must be fulfilled before a human being could be concerned with any other need in the hierarchy. With these things being understood Maslow asserted that human beings had the capacity to be motivated and that motivation is actually a primitive function of humanity. Although the theory motivation began in the realm of psychological study, it soon became a theory associated with organizational behavior, and this is the context in which it will be discussed for the purposes of this investigation."
Abstract In this article, the writer notes that the issue of employee motivation is one that has become a central concern of management and leadership in modern business. The writer points out that there has been an increased realization in theory that employees are motivated by much more than salary and that in order to get the most from an employee there are many theories and practical motivational aspects that need to be considered. The writer concludes that the various theories and concepts of employee motivation have led management to reassess styles of leadership. These changes in leadership styles can be seen to be directly and indirectly linked to the cognizance of theories and concepts of employee motivation in the contemporary business world.
Outline:
Introduction
The importance of motivational theories and concepts
Theories of employee motivation Overview
Theories of human and employee motivators Maslow and the Hierarchy of Needs
Expectancy Theory
Frederick Herzberg
Career Anchors
Various other theories and concepts
Conclusion: the Practical implication of theory
From the Paper "There are numerous theoretical perspectives relating to the subject of employee motivation. As mentioned, the issue of motivation in the workplace is at the center of modern leadership and managerial strategies. The different theories of motivation are based on psychological and sociological research and rely heavily on contemporary behavioral psychology. Each theory and theorist attempts to discern and isolate those aspects that are seen to be of critical importance in understanding the facets and factors that create a structure that is conducive to personal motivation."
"Motivation theory in general refers to the ubiquitous motivational aspects that are discerned in human nature. However, it must be noted at the outset that the subject of employee motivation refers mainly to the motivation factors that can be inculcated within a certain environment or, more specifically, within the work place."
Abstract This essay analyzes the difference between incentive and motivation and shows how they are related. Several motivational theories are also compared and shown how they relate to the various incentive programs, such as profit sharing and gain sharing, that can be used by companies.
From the Paper "In today's hectic work environment, it is sometimes difficult for management to keep employee satisfaction in mind. Many managers are often heard saying "I have so many things to do that I don"t really have time to pat employees on the back for everything they do.? At the company where I am employed, one of my bosses has said on numerous occasions "We don"t say things like good job around here because that's just the way it's always been. You can just assume if you don"t hear anything that you"re doing fine.? It is for reasons like this that many Americans feel little or no satisfaction with their jobs. Perhaps supervisors embracing this type of management philosophy are not lazy, but just not used to recognizing people, and are in essence creating an unsatisfied group of employees. Whatever the reason, it is imperative that companies teach managers how to create satisfied employees as well as implement programs that give employees an incentive to want to do well at work. Companies need to learn how to create a healthy balance between those things that affect job satisfaction or dissatisfaction. Hygiene factors, such as pay and policies affect job dissatisfaction, while motivator factors, such as recognition and responsibility affect job satisfaction. Without balance between these two factors, employees will either be dissatisfied or get no satisfaction from their jobs. There are many ways companies can use incentives to motivate employees, and several will be examined and compared to one another."
Abstract In this article, the writer studies ways of motivating Circuit City sales employees. The goal of the proposed study is to attempt to motivate employees to increase sales in each of the city's five Circuit City stores through offering sales personnel in each of those stores, gift card incentives for reaching certain sales goals. The writer notes that the hypothesis for the study is that, during the month that the gift card bonus incentive program is in place, within the five target Circuit City stores city-wide, sales per employee, and overall sales per store, will increase as a result of these incentives.
Outline:
Introduction
Background of the Problem
Study Subjects
Independent Variables
Dependent Variables
Research Methods
References
From the Paper "No magic formula exists, anywhere, for motivating employees, but when employees feel unmotivated, not only morale, but business itself suffers. Industrial psychologists might argue that secret(s) to motivating employees lie, in knowing and understanding what makes individual employees tick: what their interests, values, hobbies, and goals are; what they like to do outside work, what they enjoy most (or least) about their jobs, etc., as well as how employees work well together."
Abstract This paper recommends a change to an employee incentive system in order to inspire greater motivation among employees. According to the paper, the current incentive system includes use of an annual performance appraisal to reward employees financially for performing above expected levels of performance. The change this paper suggests, is the implementation of an employee suggestion system.
Contents:
Purpose
Background
Analysis of Current System
Alternatives To Current System
Recommendations
From the Paper "Drillings & O'Neil (1994) confirm that many motivational variables including "effort, anxiety and curiosity" contribute to performance at all levels within the organization. These variables can influence the "rate and ease with which individuals acquire new competencies" and can also discern the likelihood that effective learning will occur within the organization (Drillings & O'Neil, 2). Most individuals working within the organizational context have a predisposition toward different motivational cues. Thus not everyone will respond the same to a compensatory rewards program vs. a rewards program whose intent is to create more intrinsic motivation. "
Abstract The success of a company derives from a synergy of inputs, including the work of employees who are dedicated, skilled and knowledgeable, and a management team that understands how to inspire competent and motivated performance through sensitive and responsive management of a continually changing workplace. This paper discusses the importance of the workplace environment which directly impacts the motivation and productivity of the workforce. It suggests several plans to stimulate and promote worker's incentive by making them happy and secure and therefore productive workers.
From the Paper "While the profitability of corporations is typically measured in dollars, overall success can be measured in terms of profitability plus the attainment of organizational goals. This success derives from a synergy of inputs, including the work of employees who are dedicated, skilled and knowledgeable, and a management team that understands how to inspire competent and motivated performance through sensitive and responsive management of a continually changing workplace. The cost of socially-responsible management is an investment: the workplace environment directly impacts the motivation and productivity of the workforce. Simply put: happy, secure workers are productive workers."
Abstract The paper examines the theories of motivation and how they are applied in "real life" situations. A hotel in Ireland was chosen as the basis of the research project. The paper examines four motivation theories: Maslow's hierarchy of needs, McGregor's theory X and theory Y, goal setting theory and expectancy theory. The paper then explores current issues of motivation in relation to the hotel and examines how managers design motivating jobs. Finally, the paper attempts to discover other methods of motivation that do not subscribe to classic theories. The paper includes two illustrations and a number of charts and tables
Outline
Introduction
Interview at the Clarion Hotel
The hotel
The manager: Mario Casinhas
Theories of motivation put in practice
Early theories of motivation Contemporary theories of motivation Current Issues in Motivation Motivating unique groups
Designing motivating job
Conclusion
Bibliography
Appendices
From the Paper "As a manager Mario places great emphasis being honest with his staff, he feels that if you are honest with your staff then they will be honest with you and that is the best way to build a team. His personal belief is controversial but effective and somehow he manages to get everyone on his side, stating that his only worry as a manager is having his coffee and reading the paper in the morning. He says a manager who does everything in the workplace is not effective because his team is not proficient. He believes a manager gets paid to ensure his team can do his job. Mario does not place great emphasis on Human Resource Management as he feels that this type of approach has too many rules and procedures. Rather he says talking to each other, giving praise or criticism when its due in non-formal conversations is more effective."
Abstract This paper examines the advantages of the institution of safety incentive programs to a business. It looks at how to raise the incentive of employees to follow safety regulations, such as offering motivational rewards and uses some examples of businesses to illustrate its points.
From the Paper "Every year, 3.0 million workers in the United States are injured in job-related accidents. The Social Security Administration reported that employers and their insurers paid more than $39.0 billion in workers' compensation benefits in 1991, i.e., approximately $438 per covered employee. Statistics reveal 5.9 million work-related illnesses and injuries in the private sector, with a rate per 100 workers of 6.7%; it is estimated that injuries alone cost US businesses over $110 billion annually (1998 statistics)."
Tags: institute, workforce, employer, employee, advantage, safety, regulations, motivation, rewards
Abstract This paper defines this theory by Maslow and examines its importance to American businesses today. Maslow's theory of hierarchy of needs discusses the hierarchy and satisfaction of various human needs and how people pursue these needs. This theory is used by human resource managers to motivate their employees.
From the Paper "These theories are fully applicable in today's work setting. As far as the matter of the applicability of these theories to hospital employees is concerned, one should first identify as to whether a hospital employee fits the profile of an average business employee? Does he respond to the same motivator patterns as identified by Maslow? Does he possess the same hierarchy of needs as possessed by an average business employee?"
Abstract This paper discusses how organizations largely depend on their employees to increase their profitability and how the structured driving force for employees depends on the kinds of goals and objectives of the organization that collaborate with those of the employees. It looks at how the incentives that employees derive from objectivity often lead to goal accomplishments and how, for effective motivation plans, management, therefore, must partake in analyzing objectivity, aspiration, personal goals, and the elements that drive their employees before an effective operational motivation plan can be developed. It presents an example of an operational motivational plan that would ensure that employees are encouraged to demonstrate their abilities, incorporate their perspectives, and enable the organization to achieve its objectives.
From the Paper "At the core of the motivation plan is the incentives. Some employees are motivated by benefits, long term plans for their personal lives as well as job security. On the other hand some employees are more concerned about career development in the form of scope and opportunities that exist in their being with the company. An organization is therefore responsible for developing the kind of incentive program that would allow for its employees to strive achieving their goals."
Abstract This paper addresses Abraham Maslow's hierarchy of needs as a model for determining what motivates people. The paper discusses Maslow's concept of peak moments and self-actualization. The paper then relates these concepts to employee motivation and function in the corporate workplace.
From the Paper "Abraham Maslow was mentored by Alfred Adler-an early follower of Freud-as well as Ruth Benedict and Gestalt psychologist Max Wertheimer among other great psychological thinkers. He enjoyed their company so much..."
Tags:hierarchy of needs, peak moments, self-actualization
Abstract The paper discusses how the day-to-day efficiency of an organization ultimately lies in the hands of the individual worker, thus the importance of employee motivation. The paper discusses Abraham Maslow's hierarchy of needs theory, the acquired-needs theory, the motivation-hygiene theory and the process theory. The paper examines these theories and shows how an organization's management must answer certain needs of its employees to ensure adequate motivation.
From the Paper "The tendency of an individual which accounts for the energy and persistence exerted at work is directly affected by the leadership meeting the needs of its employees. While management is not responsible for creating motivation within the individual, effective leadership is one of the primary methods of setting the stage for motivation. Every individual within an organization possesses various needs which must be achieved in order to become motivated. Management's function is to produce opportunities for the employees so that they may obtain these needs. There are two main streams of thinking, each with multiple differing theories, that explain the necessity and function of individual needs."
