Motivation in business.
Part Two Motivation Many people believe that they are motivated by earning money, but this is not entirely true, because other factors like variety of workplace and the need to be appreciated for the work they do also needs to be put into practice. The need to be appreciated for the work they do may be reflected in the prestige attached to their job, and while the need for a variety in the workplace may be satisfied by an interesting job. A factor, which effects motivation, is that every individual has different needs. For example an employee may prefer to work on his or her own than in a friendly team. In order to have good motivation employees needs have to be found. This is shown in how lack of motivation equals reduced effort and lack of commitment. An example of how employee's needs could be satisfied is through involving them in discussions so that they feel recognized and wanted. A business could also set up discussions with management about goals and working practices which would make employees feel their option counts and also that their contribution is valuable. In the long term this may result in the employee being willing to work longer hours or take responsibility. Maslows theory In 1954 Abraham Maslow identified five classes of needs these included physiological needs, safety needs, love and belonging, esteem needs and self-actualisation. The needs, which
business task motivation
Task 2 Motivation If you asked ten different people you would properly get ten different answers. Starting at the most basic level, we all need food, shelter, water, warmth and clothing. To provide these we need money, and to earn money we have to go to work. One I have achieved these basic needs; we then begin to have other needs for working. Many people need to feel safe and secure at work, they want to know they have a job that will pay a regular wage that offers them a safe working environment and a job that is secure. Some people still look for a job for life, but this is increasingly unrealistic these days. Advances in technology continue to replace job, which at one time relied on human resources, and at the same time create new jobs that may need different skills. Some people want self-esteem from work: They want status or power. They want their job to give them this prestige. Some people need friendship at work or, more importantly, to feel part of the team. They enjoy working with other people. Some people work to gain the opportunity to reach there fully potential: They maybe created, like Lesley, producing her silk work, or have certain skills such as being at managing people, that they can use in there job or work. So, although people want different things from work, they can be put into the general categories: Basic physical needs, Safety needs,
Sainsburys Business Studies - Health and Safety, Employment and Motivation.
Molly Lane 10F - Business Controlled Assessment 3 Business Controlled Assessment 3 Question 1 – Outline, using examples, the laws which Sainsbury’s must abide by, when employing people. Explain why it is important for Sainsbury’s to abide by these laws and how it may affect Sainsbury’s aims and objectives. Evaluate the success of Sainsbury’s meeting these laws. Why is it important that Sainsbury’s employees follow Health and Safety regulations and evaluate how effectively this law is met? Laws are the principles and regulations established in a community by authorities and applicable to its people. Laws are used within businesses to make businesses aware of the standards they must keep in order to make a business successful and no get any law suits. There are many laws that a business such as Sainsbury’s must abide by, some of which include the Health and Safety act of 1974, the National Minimum wage law, and the Data protection act of 1984. These laws must be abided by, by Sainsbury’s to ensure a safe and correct environment for customers and employees at Sainsbury’s. The Health and Safety act of 1974 is a law that states that Sainsbury’s must be a safe working place for all employees, have all safety equipment needed and display the necessary signage with safety regulations for staff to see. This law is important as without it a staff member could
Employee Motivation in Business Organizations: Theory and Practice at Tesco and Walmar
BA 501 Organizational Behaviour EMPLOYEE MOTIVATION IN BUSINESS ORGANIZATIONS - THEORY AND PRACTICE AT TESCO & WALMART - Lorena Gamez Alex Heusener Janine Jaeschke Schiller International University Fall 2006 November 21, 2006 TABLE OF CONTENT INTRODUCTION 1 APPLICATION OF MOTIVATIONAL THEORIES 2 TESCO VERSUS WALMART 3 Maslow's Hierarchy of Needs 3 Herzberg´s Two Factor Theory 5 CONCLUSION 6 SOURCES 7 INTRODUCTION Motivation originates from the word "move" and refers to the internal drive necessary to guide people's actions and behaviours towards the achievement of some goals. It is the force that makes people do things, which results from individual needs being satisfied (or met) giving people the inspiration to complete the task. Motivation is a multiple-step process that moves a person towards a goal. However, motivated behaviours are voluntary choices controlled by the individual employee. In a corporate environment, the supervisor (motivator) wants to influence the factors that motivate employees to higher levels of productivity. Motivation and Performance Management usually go hand-in-hand. Performance Management consists of all activities that ensure that goals are consistently being met in an effective and efficient manner. The focus of Performance Management can be placed on the performance of the organization as a whole, a single department,
Motivation Techniques
PROJECT OPTION E: Motivation Techniques Amy Chan Johanna Ferreira Laura Giuliano Lejla Radoncic Miyer Levy Introduction Motivation is defined as the desire within a person causing that person to act.1 It provokes a person to behave in a way that ensures the accomplishment of some goal. Since productivity is a result of the behavior of organization members, motivating them is key to reaching organizational goals. According to a 1998 survey conducted by Sibson & Company, 55% of employees plan to quit or think of quitting.2 There are many different factors that motivate and retain employees. It is important to understand why some are more effective than others. Though it is not easy, managers and human resource professionals must attempt to recognize what motivates employees in order to become successful. Theories of Motivation: Maslow and Herzberg There are multiple theories that attempt to explain the essence of what motivates people. The most commonly noted theories were developed by Abraham Maslow and Frederick Herzberg. Their ideas have been studied and critiqued for decades. In 1943, after extensive research, Abraham Maslow developed his Hierarchy of Needs motivation theory. He tried to explain the needs that must be fulfilled before a person can become motivated at a higher level. The basis of Maslow's theory is that human beings are motivated by
EMPLOYEE MOTIVATION
EMPLOYEE MOTIVATION TABLE OF CONTENTS INTRODUCTION 3 MASLOW'S THEORY 4 * Physiological Needs 4 * Safety/Security Needs 4 * Belonging Needs 5 * Esteem Needs 5 * Self Actualization 5 ILLUSTRATION THROUGH CASE STUDY 5 Case Study: Starbucks 5 REINFORCEMENT THEORY 8 * Positive Reinforcement 8 * Negative Reinforcement 9 * Punishment 9 * Extinction 9 ILLUSTRATION THROUGH CASE STUDY 9 Case Study: Mary Kay Cosmetics 9 INTRODUCTION Throughout history, motivation has been as the backbone of success and has been used in activities ranging from war to trade. Consequently, several theories have surfaced, such as McGregor's theory, Maslow's theory, etc with F.W. Taylor's 'Scientific Management' theory being one of the first one to emerge in the early 1900s. . Motivation in the modern age is more imperative than ever before. It is estimated that with the exit of every 10 managerial and professional employees, a company would suffer a loss of about $1 million on average (Fitz-enz, 1997). The reason for the exit of many employees and a high labor turnover is primarily the lack of motivation. Research carried out in this area has proved the following: * Of all the employees leaving a company, 46% do so because of the lack of appreciation for their work * 61% of the employees state that their bosses don't place much importance on them as people. * 88% of the employees
'student motivation' .
There is a vast amount of literature accessible from diverse fields of economics, sociology and psychology, sharing a common desire to understand 'student motivation' and furthermore highlighting the implications for teaching and management of undergraduate students. The literature demonstrates findings from several academic articles/journals on student motivation and incorporating diverse theories of motivation, regarding human nature in general and student motivation in particular. These materials exemplify the outcomes of the studies conducted, along with their effects' reported and furthermore, the implications of studies in motivating students'. A piece of academic study in relation to 'student motivation' exploited the two- factory theory (sometimes also called motivation-hygiene theory) was proposed by psychologist Frederick Herzberg, whose findings from the academic article "How do you motivate" suggested that there are two factors that contribute to student satisfaction and dissatisfaction. The first is referred to as motivators, which includes responsibility, advancement, and recognition via intrinsic and extrinsic factors. The other is known as hygiene factors (i.e. these factors include student studying environment, management, benefits and university policies). Unsatisfactory hygiene factors can act as de-motivators, but if
What is Motivation?
Motivation: What is motivation? What drives our behaviour? What makes us choose one thing over another? What makes us do certain things? Ultimately it is motivation which is our key driving force. It is a psychological process which dictates our actions. We maybe motivated to do a particular thing, conversely we maybe unmotivated to do something. Motivation can be classed as ones desire or drive to attain or achieve a certain aim or goal. Cox (1996, p88) states, 'Motivation, of one kind or another, is responsible for most of our thoughts, emotions and deeds.' Is there a purpose to our every action? Throughout we shall explore how motivation plays a part in our lives, and what it is, and consider motivation in the business environment. We all as individuals have certain wants and needs, some are essential for everyday life, others less critical, though we carry out tasks to satisfy a certain need or drive. Trying to arrive at a distinct definition of what motivation actually is can be a little tricky, Sharp (1992, p130), argues that motivation is very difficult to define because it is, 'inextricably bound up with attitudes, feelings, expectations, needs and emotions.' It is therefore such an individual process that a general definition will suffice. A dictionary definition classifies motivation as, 'an enthusiasm or determination to do something; the need or reason
Currys & Motivation
Curry's & Motivation Content's Page Page Introduction 1 Content Theory 2 Process Theory 4 Primary Research 5 Conclusions & Recommendations 8 Appendix 1 9 Appendix 2 10 Introduction I have decided to undertake a literature review on Currys, an established electrical retailer founded by Henry Curry in 1884. From 1984 it has been part of the DSG International plc. Operating in the tertiary sector, Currys has become the United Kingdom's largest electrical retailer, with 510 stores nationwide, employing 13,714 staff and earning £2,677 million in 2007/2007 alone. I will be focusing on the Curry branch in Crawley, which has been running since 2001. It currently employs 14 full-time and 13 part-time colleagues. They are divided into teams working in the various areas of the shop floor including white goods (laundry, cooking and refrigeration), computing and small domestic appliances, T-bar (photographic technology and MP3 players) and the gallery (televisions and DVD players). Each team has a team leader, whose job it is along with the rest of the management team to maintain high levels of motivation throughout. The employees at the for-front are one of the most valuable assets, if not, the most important to a business like Currys in gaining a competitive advantage, in terms of profits and customer retention, in the
"Managing motivation".
Week 7: "Managing motivation" This week's topic is closely connected to week 6. The team discussed in week 6, was introduced to improve the efficiency that Taylor not in the long run achieved. The chapter from the book in this week's topic, explain how motivation theories have evolved during the history and until today. The most dominant perspective in motivation focuses on job redesign. Job redesign was introduced to try to increase the performance outcomes that Scientific Management and Taylor not managed to do. The theories tried to overcome the problems caused by deskilling and improved job satisfaction which caused the productivity to increase. The earliest motivation theories based on job redesign focused on a homegenous view of the employees' needs, actually the male's needs, and the theorists from this time believed wages were the basic motivating principle. This chapter, like the reading in the book from last week, explain how Human Relation Management tried to be a solution to the negative effect from Taylor, but it never questioned the work and task specialization in Taylorism. Maslow organized human-beings' needs in a hierarchy and argued that people are motivated by unsatisfied needs and will never be completely satisfied. Herzberg took Maslow's theory one step further when he said that the main source of motivation was the job itself. He introduced the job
