Money Is The Only Thing That Motivates People To Go To Work
Money Is The Only Thing That Motivates People To Go To Work Many people believe that earning money is the only thing that motivates people to work. In this report I will look into whether this is true fully, partly or not at all. I will also examine the role of other motivational factors such as variety of workplace tasks and the wish to be appreciated. I predict that as I investigate further I will discover that different motivators motivate different people and maybe for some money is the sole motivator. I will start my investigation by looking into what the acknowledged experts, Maslow, Hertzberg, Mayo and Kano wrote on this subject. I will then follow it up by conducting my own research upon 25 subjects from a cross-section of society. I will then draw up my own conclusions upon whether money motivates, whether there is anything else that motivates and which motivates certain people. Secondary Research: The need to be appreciated at work may be satisfied by the prestige attached to a particular job. The need for a variety in the workplace may be satisfied by an interesting job. A factor which affects motivation is that every individual has different needs. For example an employee may prefer to work on his or her own than in a team. In order to have good motivational plan, employees needs have to be accurately identified and met.. An example of how employees' needs
Motivational Theories.
Motivational Theories We might define motivation in terms of some outward behavior. People who are motivated exert a greater effort to perform than those who are not motivated. Such a definition is relative. A more descriptive, but less substantive definition would say that motivation is the willingness to do something and is conditioned by this action's ability to satisfy some need for the individual. The motivational process can be seen in the following exhibit. An unsatisfied need creates tension which stimulates drives within the individual. These drives generate a search for particular goals that, if attained, will satisfy the need and lead to the reduction of tension. Motivated employees are in a state of tension. In order to relieve this tension, they engage in activity. The greater the tension, the more activity will be needed to bring about relief. Therefore, when we see employees working hard at some activity, we can conclude they are driven by a desire to achieve a goal they value. Employee Motivation in the Workplace The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that is easier said than done. Motivation practice and theory are difficult subjects that touch on several disciplines. Human nature can be very simple, yet very complex. An
Recruitment and selection.
Recruitment and selection Bowmer and Kirkland recruit people (take them on as staff) to keep their business running. They may need to recruit people because someone else is leaving or maybe a new position has become available. The recruitment process costs a lot of time and money, Bowmer and Kirkland will measure their success of the recruitment process by labour turnover, for instance if more people are leaving they have not recruited the right people, so they may decide to find out why this is by asking people in an 'exit interview' why they have made this decision. In the past Bowmer and Kirkland have sent managers on actual cources for interviewing skills, this was to make the recruitment proccess more effective. When a position becomes available Bowmer and Kirkland many different stages are gone through to make sure the recruitment is a success. Recruiting the right person is very important this is why the process seems so enlongated, they believe a business is as good as the people it employs, if they recruit someone who is not right for the position it will cause a lot of problems, mainly wasting time and money. Bowmer and Kirkland do not have a budget for recruiting so it can turn out to cost an awful lot. * Firstly have to decide wheather or not they actually want to recruit someone in that place, for this they will use a vacancy requisition form. This is used for
Recruitment and Selection
Recruitment and Selection Introduction The recruitment of staff is one of the most important tasks within an organisation. People are the most important benefit of any organisation and the success of that organisation depends on having people with the right skills and abilities. To make sure that the right people are recruited in the first place, a fair, structured and professional selection process must be used. The organisation makes sure that people with recruitment and selection responsibilities have the knowledge and skills they need to recruit and select people effectively. Bad selection decisions can result in increased staff turnover, increased costs for the organisation, the lowering of morale amongst the existing staff. The aims of the recruitment and selection process should be to : > Recruit high quality staff with the right skills on the suitable contracts to deliver the key objectives of the position and organisation. > Ensuring that equality of opportunity is considered as an essential part of recruitment practice, therefore encouraging diversity. > Making sure that recruitment is effective as a key public relations exercise for all involved. > Certify that recruitment is fair, efficient and cost-effective. > Aid and encourage best practice by training those involved to follow a structured and systematic process of selection. The Legal Context or
reward management
Outline the advantages of wider use of broadbanding pay schemes compared with traditional pay grading pay structures. Reward Management Reward management deals with the formulation and the implementation of strategies and policies in the organization for the employees to keep a check on the contribution to the organization by them is recognized by the value they are been given by the organization by financial or non-financial means. It is about designing, implementation and the maintenance of the reward programs and practices that look upon the improvement of the organizational team and individual. Benefits of Reward Management It might be a difficult task to develop and implement but the benefits are remarkable which are * Long lasting impact on the motivation level of the people and more commitment from the people towards the organization. * The reward programs are more relation oriented towards the employee and the organization which would be making the maximum use of relational as well as transactional reward and would be more appealing to an engaged individual. * The program helps in building the relationship capital as increased engagement which is a part of the process, it involves individuals in the reward scheme designed which gives them a strong message about the organization and the values it follows. * The reward management system helps in meeting
Marketing Mix
TASK C: I will be explaining how the company (Tesco) I have chosen help them to achive their aims and objectives effectively. In order to achieve their strategic aims and objectives tesco has set goals to achieve. Tesco: Our mission: To create value for customers to earn their lifetime loyalty. Our Value: To provide good services to the customers Whether we are working in the U.K or overseas our mission and our value are the same. Enuering we meet our customer need by providing them with good quailty product at attractive (cheap) prices. Objectives for 2006/ 2007: For the next year their objective is to increase their sales (for the next year). They have made the profit of £1bn so far this year. Tesco is assuming by the end of next year their profit figure will even rise!! Staff of Tesco: over the next 12 months the aim of tesco is to provide even better training for the staff so that their (staff) will be able to provide a good knowledge of the product they are selling and an excelent customer service, customer can ever get. The reason they have decided to do this is that Tesco is not only selling food but they are also selling NON-FOOD products eg electronical goods. They want to assure anyone who comes to any of the tesco branches to buy the electronic devices they get the information they need to know before they buy (electronic) goods. Each objective
"Perceptual differences are a major cause of organisational problems"
"Perceptual differences are a major cause of organisational problems" Perceptual differences between individuals in a work force can be the root cause of many organisational problems. We know that individuals perceive sensory information in many different ways including how that information is then processed and acted upon. If such perceptual differences between two individuals do not affect performance i.e. if two colleagues who perceive information differently to a task still meet the target performance required by the organisation, then both approaches are equally effective and reduce the problems arising within the organisation. However, if perceptual differences between colleagues does affect whether and how quickly targets are met within the organisation, this may be due to a lack of competence in perceiving and understanding the task at hand in some individuals.2 I was invited to my aunts daughters 1st birthday party- I assumed it would only last about four hours however it ended up lasting most of the day, towards the end of the same day I couldn't believe what a waste of a day it had been since I did not bother to study at all I think I should have at least looked over my notes for the week if anything, this demonstrates that I should at least have the right attitude to studying. And if I want to continue to study medicine then I should change it, doubly fast if
Performance Related Pay.
Performance Related Pay Human resource management is defined as 'the part of the management process that specializes in the management of people in work organization. It emphasizes that employees are the primary resource for gaining sustainable competitive advantages, that human resources activities need to be integrated with the corporate strategy...' (Bratton & Gold, 1994, p5) Human resource management has become an important tool in today's business environment, with organizations looking forward to enhancing productivity through effective employee management. In recent years there has been an increased emphasis on how businesses use reward and appraisal schemes in order to achieve this. One area of a reward scheme is payment of employees and what method is used to achieve this. Performances related pay (henceforth PRP), often termed individual performance related pay, is defined as 'a system in which an individual's increase in salary is solely or mainly dependent on his/her appraisal or merit rating' (Kinnie .N&D. Lawe, 1990). PRP has grown in popularity since the 1980's as businesses had moved towards individualization. In theory PRP seems an attractive scheme. Employees are set targets by the company and are assessed on their achievement of them. The employees are assessed on their ability to meet these targets and reward is then given in return in the form of
Performance related pay
21066054 Human Resource Management Assignment one Question. 6. Performance bonuses Word count: 1752 23/03/2012 Student number: 21066054 Student name: Christopher Mills Introduction This report will discuss the use of performance related pay (PRP) in the work place, and whether performance bonuses in the financial sector should or shouldn’t be curtailed by the state. PRP is a hot topic at the moment in the UK financial sector, with many banks being slated by the public and members of the government for their massive bonus payouts. The government has called on banks to pay smaller bonuses, with Deputy Prime Minister Nick Clegg urging them to be "sensitive to the public mood" (BBC news 2011). RBS, Lloyds TSB and HBOS have all been bailed out by the government with taxpayer’s money. Even though these three UK banks failed, the high earning employees are still raking in large bonuses, so should government intervene to stop these seemingly outrages bonus payouts? An argument by Copeland (2010) argued, ‘the market sets a high price on rare skills, and in a competitive world, any attempt by a single country to restrict that price will result in it losing those skills and the business that goes with them’. Discussion The reasons for offering employment benefits are to increase the potency of the total reward package in terms of recruitment, retention and
PERSONAL DEVELOPMENT
UNIVERSITY COLLEGE PERSONAL DEVELOPMENT Field: Business Management Module Subject: Personal Development Module Code: BUSM1113 Assignment Tutor Student Name: Student No: Submit Date: 19th March 2004 CONTENTS Introduction..........................................................2 1. Personal Learning...............................................2 .1 Personal Approach 1.2 Planning and Time management 1.3 Reflection and Self-Assessment 2. Social skills......................................................4 2.1 Group Work and Interaction 3. Communication................................................5 3.1 Written and Oral Communication Conclusion...........................................................6 References and Bibliography..................................6 Introduction Being a student can be very stressful for many different reasons. One of the pressures is the many deadlines and assessments, particularly if it is difficult to study. To me, I face many difficulties with how I cope with assignments and pressures of time, I do not know where to begin and how to improve my study and communication skills. In this report I will focus on myself and recognise how my learning can be made more effective and furthermore I will attempt to improve my self-awareness and how I will achieve my high targets. In addition, I will indicate my strengths and