Abstract This paper addresses issues within a company which could improve motivation and increase productivity. After conducting a SWOT analysis, the paper shows how key staff have identified that much of the managerial effort has been applied to controlling activities of the work force, which has led to decreased productivity. It explains that the motivational plan has been developed to adjust the company culture to one which is more of leading the work force, which includes motivating them form within to do their best work. Leadership also involves encouraging creativity from within the staff to resolve conflicts, and overcome daily work site obstacles through their own resourcefulness.
From the Paper "The mindset of this company has been that the top priority was to perform construction projects, to the highest level of quality, satisfying the customers? desires in every aspect, and do so in the shortest time possible. Recognizing that these goals often create opposing views between the site manager, and tradesman, and customer, a fourth balancing priority has been added to the company mission statement. The company will seek to create meaningful employment for the worker on the site, which will allow for personal growth, and empower the worker to reach significant personal goals. The first way the company can foster this change is to offer reimbursement for successfully completed college level, or trade school training courses. More specific elements of these changes affect work site staff, and are detailed in Job Foreman and Incentive Program sections below."
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 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 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 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 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 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 The goal of any organization is to increase motivation within the company, with the operational plan being developed to meet this objective. This paper briefly discusses the role of the manager, the role of the organization and the incentives required.
From the Paper "Firstly, it is critical that employee actions are aligned with organizational goals. This has been described, "employees can be all fired up about their work and be working very hard. However, if the results of their work don't contribute to the goals of the organization, then the organization is not any better off than if the employees were sitting on their hands" (McNamara et al.) The first step then, is for the organization to determine what it requires its employees to be motivated towards, with this directly linked to organizational goals."
Abstract Motivation is the driving force behind all actions and must therefore be understood comprehensively to exploit its benefits. This paper examines how the phenomena of motivation has been explained by a large number of theorists as per their perceptions. In particular, it looks at how in the business world, workforce motivation means making the employees to exert a high degree of effort and to keep doing that consistently. It also demonstrates how motivation in any workplace can not be generated by one factor alone. It is a combined effect of workplace culture, organizational strategy and management style.
Outline:
Important Theories of Motivation Importance of Motivation in Business
Reasons for Low Levels of Motivations in a Business Environment
How to Raise Levels of Motivation Conclusion
From the Paper "Motivation is basically the reason for doing anything. It is the driving force behind all actions of human beings, animals, and even lower organisms ("Motivation-2," par. 1). Various theories have evolved over the period of time that adequately explain the process of motivation. There is in fact a jungle of theories of motivation. What ever the approach being adopted to give meanings to the word motivation, it in any case is the art of helping people to focus their minds and energies on doing their work as effectively as possible (Gellerman 3). A critical appraisal of the motivational theories that focuses on the labels people use to identify thoughts, emotions, dispositions, and behaviors, traces its roots to the information processing approach to learning. The cognitive dissonance theory developed by Leon Festinger states that when there is a discrepancy between two beliefs, two actions, or between a belief and an action, we will act to resolve conflict and discrepancies. "
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 paper examines the organizational behavior issues involving employee motivation and productivity while undergoing rapid change. The issues examined are the building blocks for an operational motivational plan. The plan aims to define the role of the manager, the role of the organization and the specific incentive elements of the plan. The paper also attempts to identify the measures that will provide value-added results to the organization.
From the Paper "Motivation is the key to employee productivity and commitment to business goals. Morale and keeping employees engaged and motivated are "important as it has a direct impact on productivity" (Blair 6). A survey of Federal employee job satisfaction released in June by the Washington think task, Bookings Institution "reported that the quality of work life and job satisfaction declined after the terrorist attacks" (Blair 6). The survey, "The Troubled State of the Public Service" showed job satisfaction dropped from 49 percent in 2001 to 43 percent in 2002. These figures are the lowest in over 21 years. The Federal government and its employees have been subjected to outsourcing, downsizing, long hours, new demands, and decreased pay raises. It is these issues that prompt a need to develop an organizational motivation plan. The plan will provide the vision, direction and goals to energize the workforce toward achieving goals and mission."
Abstract This paper discusses the fictional company, the XYZ corporation. It examines historic efforts to motivate employees in general and then provides specific suggestions that are tailored for the employees of XYZ to motivate their performance. The paper examines methods currently being used in other companies as well as interviews with XYZ employees on what they believe will motivate them.
Table of Contents:
Abstract
Introduction
Report of Findings
Conclusion
From the Paper "Studies have been conducted for years about how to retain employees. The general consensus is that employees are not as loyal as the used to be and they need personal goals and tangible rewards of they are going to work harder and be more productive. In interviewing the employees of XYZ Corporation it was found that the removal of the previously enjoyed attendance and performance rewards program created the feeling of not being appreciated. Employees also reported a lack of desire to work hard when they would now receive the same pay regardless of their production performance."
"In addition the recent hiring of many immigrants created language and cultural barriers between employees which had a negative impact on the company performance."
Abstract This paper forms part of a project to devise an incentive plan for hiring new electrical engineers by offering more attractive offers than competitors, in order to attract the best people. This paper will then analyze the costs of the project, both the obvious costs as well as the hidden costs.
From the Paper "Costs: The project to be analyzed is to streamline the process for reimbursing employees. The project will entail a number of costs. The project applies specifically to the hiring of Electrical Engineers at this time and will first cost a certain amount in terms of the incentives offered to candidates along with their base salary. The costs for each engineer is as follows: Annual salary: $65,000 Relocation allowance: $15,000 These are direct costs for the hiring of each electrical engineer, which means an outlay of $80,000 the first year, at least $65,000 each year thereafter, with a higher cost factored in as the individual achieves a higher pay level as a reward for work done. Numerous indirect and often one-time or intermittent costs have to be considered as well, and these include pay for Annual Leave, Medical Leave, Hospitalization Leave, Maternity Leave, Marriage Leave."
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."
