• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12

Work Motivation.

Extracts from this document...

Introduction

Work Motivation MBA All Stars University of Phoenix ORG 502 Human Relations and Organizational Behavior Dr. Sara E. Stevenson, PhD. and Dr. Moore September 30, 2003 Table of Contents Abstract 3 Work Motivation 4 Method 4 Survey 4 Results 5 Table 5 What's the Best Motivator? 5 Integrating Company Culture 5 Determining Integration Team Hierarchy 7 Fear of Loosing Job 8 Decrease in Power 9 Perception 10 Summary 11 References 12 Abstract In many mergers, a business completes the deal and acquires a company before fully thinking through what they need to do next. Because of the impact of human resource issues, mergers will be unsuccessful if firms do not devote enough time to planning their people strategy. The team analyzed the work motivation traits of individuals from different companies. Then a hypothesis was determined on how these individuals would react to working on a team together that was in the process of a merger. The results and interpretations for further research are discussed. Work Motivation Mergers to create a larger, successful company are usually driven by a thoughtful business plan and require due diligence, financing and negotiations between the parties. However, contrary to popular opinion, making a merger happen is the easy part. The hard work begins after the deal is done. It is upper management's responsibility to put as much diligence into developing a people plan that unifies the new company as when doing the merger. ...read more.

Middle

As a manager roles and responsibilities need to be established up front. When faced with individuals on the team that are use to functioning in a management capacity and now due to the merger have to take a individual contributor role on a team it is a managers responsibility to understand how to keep this employee motivated. First, make sure the employee personality traits are well defined and then understand what his /her motivational strategy is. Because if approached the wrong way, the employee's morale may diminish causing problems with in the team. If approached using Manslow's Hierarchy of Needs theory, which states that every human has five hierarchy of needs and as each need, is achieved the next need has to be addressed. Therefore, a manager needs to approach the employee making sure that each level is addressed. The best approach would to make sure that the employee knows that he or she knows that their job is secure and their role as an individual contributor is really needed. Then benchmarks need to be set to make sure the employee is meeting the desired goals and when they are met the employee needs to be rewarded with recognition. There is no need for compensation rewards for this employee. As stated in the article "How to Motivate Problem Employees," the most overlooked source of compensation for an employee is a simple "Thank you." On the other hand, if the employee were approached using McClelland's Theory of Needs as a motivating tools the process to boost morale would be a little different. ...read more.

Conclusion

During a merger the new parent company has its own perceptions of the acquiring company too. Sometimes the parent company makes abrupt rules, and believes they have acquired a company that obviously could not operate efficiently on its own. They put rules in place and make them enforceable immediately. Maslow's Hierarchy of Needs must be met to keep employees of the acquiring company. Managers need to motivate the employees to grow, and achieve one's potential and show them self-respect for their previous achievements with their company. Employees need to believe they are still included in the company's future. Communication needs to be clear and concise, so those employees are not unintentionally harmed by the rumors. Summary After careful analysis of the data, the team found there to be a strong correlation with the number years of work experience with the company to what motivates individual employees. The team found that 100% of the sample group was task and goal oriented, enjoy challenge, like difficult tasks, and want to improve past performance. This analysis can be correlated with the fact that 90% of the sample has been with their company for 3-5 years and 10% less than two- years. Another observation, that was found that 80% of the sample population likes to be in charge and have control over their situation. Subsequently, of that 80% female workers make up 20%. One could correlate this with that for so long women were in a role that would not allow them to be in charge. With the turn of the workforce, this percentage will increase. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Content and process theories of motivation

    They start from the most basic off needs these are physiological needs e.g. water food oxygen these were described by Maslow as functions that enable homeostasis. To the next level that is safety needs e.g. safety and security, freedom from pain and attack.

  2. Managing Human Resources in Marks & Spencer.

    It can be on the organisation as a whole or just one function - say - the accounts department. This is general survey feedback. 360� appraisal tends to focus on feedback 7.0 Comprehensive 360-degree Feedback Process These 9 steps used in Marks and Spencer forms a representative yet comprehensive 360 process.

  1. Business at Work - ASDA

    received * Chief accountant - checking the preparation of the final accounts of Asda * Accounts clerk - assist in the day-to-day checking of invoices/finances * Payroll administrator - responsible for checking the company's payroll and salary etc. Customer Service As Asda regards the customer as a top consideration in

  2. SOCIAL NETWORKING

    cle?r underst?nding to the influences th?t could ?ffect to their resolution. It ?n?lyses ?nd investig?tes the flow of ?ctivity ?t work, popul?rly known ?s "process m?pping" or in business, "? business ?ctivity model." It m?kes investig?tion ?nd definition of requirements possible ?nd ?ims to distinguish wh?t ?re the ?ddition?l services th?t c?n be provided.

  1. What is Motivation?

    I wanted, do I feel I belong, (is there recognition of a job well done?), to the top level of Self-Actualisation; this where one's full potential is achieved, (a sense of self-fulfilment in a work situation). Maslow suggested, 'Individuals only advance up the hierarchy as each lower level need is satisfied.'

  2. Business At Work

    On the other hand, if the message contains confidential materials, the likelihood is it will be targeted at only few groups of users, either within a particular department of certain levels of seniority. This helps the business run successfully because certain things are open to all staff and customers e.g.

  1. Organizational Behavior & Change Management

    As a transformational leader, managers can have excellent assessment and communication skills, sensitivity to others, articulation of their vision, and the ability to see deficiencies in other people (Gibson, 2003, 339-341). According to researcher Long (2003), companies can use ethical judgment in business in three ways: collecting facts and data,

  2. Sainsburys Business Studies - Health and Safety, Employment and Motivation.

    Score Leadership Style 36% Ideological leadership 24% Change-oriented leadership 14% Participative leadership 10% Action-oriented leadership 9% Goal-oriented leadership 7% Visionary leadership Psychometric tests are used by Sainsbury?s to find out the skills and qualities of people applying for jobs, which benefits Sainsbury?s as it means that they can find appropriate

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work