Motivation is the willing to exert higher level of effort towards organizational goals conditioned by the ability to satisfy some individual needs (Robbins, p168, 1998).
Understanding individual motivation requires continual updating in order to reflect the most current mix of goals. As people become better educated and economically blessed, the traditional carrot and stick policies only scratch the surface.
The ever increasing constraints, internal as well as external, imposed on organizations further erode the power of managers to motivate employees ( Rao & Narayana, p429, ).
Motivators are associated with positive feelings of employees about the job. They are related to the content of the job. They make people satisfied with their job. If managers wish to increase motivation and performance above the average level, they must enrich the work and increase a person’s freedom on the job. Motivators are necessary to keep job satisfaction and job performance high (Rao & Narayana, p450, ).
The Disaster Prevention and Preparedness Agency (DPPA), formerly known, as the Relief and Rehabilitation Commission (RRC), was first established in June 1974 following the outbreak of famine in the two northern provinces of Ethiopia, namely, Wollo and Tigray. From 1991 on wards Ethiopia is undergoing drastic political and economic and constitutional reforms to cope up with the deep rooted poverty of the country. In this regard the government of Ethiopia promulgated various workable policies as a general guiding principle.
The Essay on Job Motivation Jobs Redesign
Motivation business Important points to note are that not all of these factors are logical and the grouping is rarely made with the motivation of workers in mind. It follows that some jobs are therefore unnecessarily demotivating. As a consequence, the quality of working life is degraded and production is diminished. It should be possible to regroup and rearrange the tasks to make jobs better. ...
One of the important measures taken by the government is the adoption of new public sector reform to improve the implementing capacity and effectiveness of the public institutions. In this endeavor, to tackle long time taking service delivery, incompetence, irresponsiveness and stagnation The FDRE is implementing BPR in almost all public institutions of which Ministry of Agriculture is no exertion. To this effect, the former Ministry of Agriculture and rural Development restructured and different institutions are created and transformed.
The Disaster Risk Management and Food Security Sector (DRMFSS) is one of the newly established institutions with in the frame work of the adopted BPR The DRMFSS, which is consisted of the Early Warning and Response Directorate (EWRD) and the Food Security Programme Directorate, is responsible for the overall coordination and leadership towards the implementation of the Disaster Risk Management (DRM) approach taken on by the Government of the Federal Democratic Republic of Ethiopia in collaboration with its humanitarian partners.
The new multi-sectoral and multi-hazard DRM approaches disaster management based on vulnerability profiles, thus enabling it to target potential and impeding disasters through a comprehensive response. Its aim is to articulate the underlying and associated causes and implications of disaster vulnerability in and attempt to help policy makers, planners, practitioners, and communities to design appropriate, targeted risk reduction and awareness, disaster management, and development of program.
It is widely accepted by the organizational theorists that human resource is one of the most important assets of an organization because things are getting done through employees. In other words, the success of an organization in realizing its objectives heavily depends on the performance of its employees. Therefore, it is important to focus on the factors affecting the performance of the employees. One of the key factors that have an impact on the performance of an individual in the organization is their motivation. 1. 2Statement of the problem
The Research paper on Case Study In Organizational Behavior Employee Motivation part 1
... no doubt that adequate salary is the most important factor of employees motivation. Therefore, it is managers primary duty to make sure ... and attitudes can all be influenced and even good performances improved. Motivation is a key management task; it can assuredly ... is why, job applicants need to be explained, before they become hired, that their unwillingness to respect organizations discipline will ...
Many people incorrectly view motivation as a personal trait that is some have it and other do not. In practice, inexperienced managers often label employees who seem to lack motivation as lazy. (Robbins, p170, 2005).
For several years managers had been wondering why their fancy personnel policies and fringe benefits were not increasing employee motivation on the job. To ensure this Frederick Herzberg of Case-Western Reserve University provided an interesting extension of Maslow’s need hierarchy theory and developed a specific content theory of work motivation.
It is also called the Dual Factor Theory and the Motivation-Hygiene Theory of Motivation. Hygiene factors represent the need to avoid pain in the environment. They are not an intrinsic part of a job, but they are related to the conditions under which a job is performed. They are associated with negative feelings. They are environment related factors, hygienes. These factors produce no growth in worker output but they prevent loss in performance caused by work restriction. (Rao & Narayana, p449 ).
In addition to this, as I have mentioned earlier motivators are associated with positive feelings of employees about the job.
They are related to the content of the job. Motivators are necessary to keep job satisfaction and job performance high (Rao & Narayana, p450, ).
In general terms only financial incentives cannot be the only motivating factors to improve performance in any organization. In addition to financial incentives, non financial motivating factors such as recognition, opportunity for promotion, appreciation for work done, job enlargement, job rotation, job enrichment and team working and empowerment are important motivating factors which in turn improve performance of employees of the organization.
The Essay on The Effects of Job Rotation on Employees on Organizations in the UAE
... variables? The dependent variable is the job performance of the employees which is affected by the following ... on the productivity of the organization. Thus, the other organizations that are not yet employing ... be anchored but he did include a motivation theory in the review of related literature ... Broaden job knowledge and skill, increased job opportunity. This is one of the factors, which makes job ...
It is obvious that motivation is needed because it is a question of survival of any organization. Because of lack of non financial motivating factors there are so many problems shown in this organization. To mention some of the problems, there is increasing the resignation of highly experienced and trained employees, employees don’t consider the property of the company as their own property and not willing to take responsibility. Moreover, it is obvious that in the absence of willingness to perform; capacity and opportunity will not generate the desired results.
