Motivation is the internal and external factors that stimulate desire and energy in a person to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal (Business Dictionary, 2013).
The main priority of an organization should be its people. They are the ones who help maintain the mission and the vision of the organization as well as keeping the business flowing. This paper will provide a design of an organization motivation plan, identify two methods that motivate employees and propose three ways to motivate the minimum wage worker. Additionally, this paper will analyze the relevance of the individual work and finally provide design a individual work to team chart.
Design an organization motivation plan that encourages:
a. high job satisfaction
b. low turnover
c. high productivity
d. high-quality work
As the manager of Small Manufacturing Company, high job satisfaction, low turnover, high productivity and high quality work are synonymous with motivating employees and the business as a whole. A motivation plan should include the basic of job design, job enrichment, rewards and alternative work schedules. Implementing and identifying a job design is a process through which managers plan specified job task and work arrangements that needs to be accomplished (Schermerhorn, 2012).
The Term Paper on Hrm Job Analysis And Design
I. Introduction. The University of Melbourne is a large and developing corporation consisting of a diverse workforce of approximately 5000. The University realises that in order to achieve competitive advantage the firm must seek to harness their human resources in innovatory ways.Facilitation of such has been sought through the analysis and subsequent redesign of jobs. The current design of Human ...
Job enrichment is the building of high-content jobs that involve planning and evaluating duties.
Through job enrichment creates a valued feeling that empowers employees. It builds factors of responsibility, achievement, recognition and personal growth. By acknowledging employee’s efforts and achievements, rewards should be given to show appreciation and it’s also a way to reinvest into employees.
Having quarterly or semi-yearly offsite meetings, retreats and company outings can also boost motivation and morale because the organization has taken the time to learn and fellowship with its employees outside of the workplace. Lastly, offering alternative work schedules such as compressed workweek (allows a full-time job to be completed in fewer than the standard five days) and flexible working hours (gives individuals some amount of choice in scheduling their daily work hours) helps in motivating employees because it reduces absenteeism, tardiness and turnover for the organization.
Propose two (2) methods to motivate all of the employees in the organization. Rate these methods in order of importance.
Employees are the driving force of any organization or company. They help the company succeed at fulfilling their mission. Two methods to motivate employees are through intrinsic and extrinsic rewards. Intrinsic motivation refers to motivation or valued outcomes that’s received from inside an individual rather than from any external or outside rewards, such as money or grades (Gifted Kids, 2013).
It is easy to motivate employees in this manner because they love what they do and as a manager, identifying an employee’s passion early on and encouraging it makes it rewarding for the individual as well as the company. Another way to motivate employees is through extrinsic rewards. Extrinsic rewards are positively valued work outcomes that are given to an individual or a group by some other person or source in the work setting (Schermerhorn, 2012).
Extrinsic rewards motivate employees because management acknowledges the work and the effort of the employee. When management notices their employee, it boosts self-esteem and the employee feels valued. Examples of extrinsic rewards include: employee of the month awards, bonuses, tickets to events as well as good pay and benefits. Nevertheless, employees are usually motivated by extrinsic rewards such as pay and benefits because they have to maintain their basic needs of food, shelter and clothes.
The Term Paper on Based Reward Employees Job Work
I. The Meaning of Money in the Workplace A. Money and Employee Needs 1. Money is an important factor in satisfying individual needs. 2. Money is a symbol of status, which relates to the innate drive to acquire. 3. Financial gain symbolizes personal accomplishments and relates to growth needs. 4. People value money as a source of feedback and a representation of goal achievement. 5. Compensation is ...
Propose three (3) ways to motivate the minimum wage service worker. Support your suggestions with a motivation theory.
One of the biggest demands of a manager or supervisor is that s (he) faces is that of motivating employees. While it is difficult enough to motivate the experienced worker, many in management find themselves especially perplexed when it comes to encouraging production from minimum wage employees.
Managers and supervisors expect and plan for high turn-over and tolerate whatever performance level they get, as long as the employee shows up for work and does not cause trouble. When employees dislike their jobs or are indifferent, the result can be poor customer service and low productivity (Train2GainUs, 2006).
As manager, minimum wage employees would be motivated by allowing them to participate in decision-making. The people who actually do the work are often the best qualified to judge how it should be done. They will provide good suggestions, and at the same time, feel a part of the business. Another way to motivate is through positive reinforcement.
When managers want employees to perform in a certain way, communicating to them explicitly, specifically, politely and firmly what it is you want them to do. It sounds simple, but there are many managers who spend all of their time trying to manage people by telling them what not to do: “Don’t do that!”… “Stop doing this!”… “Don’t ever do that!” (Train2GainUs, 2006).
Lastly, using participative leadership. Managers should be effective motivators that demonstrate how to complete a task. They must also be willing to “roll up their sleeves” and join in as part of a team effort.
Analyze the relevance of the individual worker in today’s organizational context.
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Introduction 3 1. 1 Definitions of Commercial Sex 3 1. 2 History of Commercial Sex 3 1. 3 Types of Commercial Sex 3 1. 3. 1 Unorganized Prostitution 3 1. 3. 2 Organized Prostitution 4 1. 3 Features of Commercial Sex 4 1. 4 Hazards of Commercial Sex 4 1. 5 Reasons for engaging in commercial sex 4 1. 5. 1 Biological Phase 4 1. 5. 2 Psychological 4 1. 5. 3 Psychiatric Explanation 4 1. 5. 4 Economic ...
According to Business Dictionary (2013) an individual is a distinct, indivisible entity, often one among many others of a similar kind. In today’s organization, the individual worker or a person who works alone is few. Though some people who prefer to work by themselves tend to do so because of their personality as well as not wanting to be responsible for somebody else.
However, in an organizational setting, management puts the individual worker in a team so that he or she can offer ideas or skillset to a particular issue or project. A team is a group of people brought together to use their complementary skills to achieve a common purpose for which they are collectively accountable (Schermerhorn, 2012).
The relevance of the individual is important because that person has a set of knowledge and skills that contribute to the goals of the organization. When the individual is apart of a team, this creates a new dynamic.
