Motivation is an action that stimulates an individual to take a course of action, which will result in an attainment of goals, or satisfaction of certain material or psychological needs of the individual. Motivation is a powerful tool in the hands of leaders. It can persuade convince and propel people to act.
Motivation is an action that stimulates an individual to take a course of action, which will result in an attainment of goals, or satisfaction of certain material or psychological needs of the individual. Motivation is a powerful tool in the hands of leaders. It can persuade convince and propel people to act.
Motivation is an internal feeling and a psychological phenomenon which generates within an individual. Motivation is next to directing / leading. Managers can motivate their subordinates while guiding them.
Uses of Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Organizations create mythologies that become part of the culture.They are stories with great impact.But they are still just stories. Blind acceptance of mythologies costs money, morale, and motivation.
Explained about motivation theory, process motivation theory, reinforcement theory and put motivation together in motivation theory. Relation between leadership and motivation theory
Motivation is an internal feeling and a psychological phenomenon which generates within an individual. Motivation is next to directing / leading. Managers can motivate their subordinates while guiding them.
Uses of Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Organizations create mythologies that become part of the culture.They are stories with great impact.But they are still just stories. Blind acceptance of mythologies costs money, morale, and motivation.
Explained about motivation theory, process motivation theory, reinforcement theory and put motivation together in motivation theory. Relation between leadership and motivation theory
Motivation an important element of Directing, Maslow's Hierarchy of Needs, Financial Incentives, Nonfinancial Incentives, How to motivate the employees, how to encourage the employees to undertake the work
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
6. •Direction- Relates to what an individual chooses
to do when presented with a number of alternatives.
7. •Persistence- Refers to the staying power of
behavior or how long a person will continue to
devote effort.
8. DEFINITIONS OF MOTIVATION:
Motivation is the process of arousing the action,
sustaining the activity in process and regulating the
pattern of activity.
- YOUNG
Motivation refers to the states within a person
that drives behavior toward some goals.
- MORGAN AND KING
10. Contd…..
NATURE OF MOTIVATION:
Based on motives
Affected by motivating
Goal directed behavior
Related to satisfaction
Person is motivated in totality
Complex process
13. Once upon a time there were 2 brothers. One was a
drug addict and a drunk who frequently beat up his
family. The other one was a very successful
businessman who was respected in society and had
a wonderful family. Some people wanted to find
out why two brothers from the same parents ,
brought up in the same environment, could be so
different.
14. The first one was asked, "How come you do what
you do? You are a drug addict, a drunk , and you
beat your family. What motivates you?"He said,
"My father." They asked, "What about your father?"
The reply was, "My father was a drug addict, a
drunk and he beat his family. What do you expect
me to be? That is what I am?.
15. .“ They went to the brother who was doing
everything right and asked him the same question.
"How come you are doing everything right? What
is your source of motivation?" And guess what he
said? "My father. When I was a little boy, I used to
see my dad drunk and doing all the wrong things. I
made up my mind that that is not what I wanted to
be." Both were deriving their strength and
motivation from the same source, but one was
using it positively and the other negatively.
17. Contd……..
DRIVE THEORY:
This theory might be described as „push
theory‟ of motivation. Here, the behavior is
“pushed” towards goals by driving states
within a person. When an internal driving state
is aroused, the individual is pushed to engage
in behavior which will lead to a goal that
reduces the intensity of driving state.
18. Contd……
Motivation consists of
a driving state
the goal directed behavior initiated by the
driving state
the attainment of an appropriate goal
the reduction of the driving state and
subjective satisfaction and relief when goal is
reached.
19. Contd……
INCENTIVE THEORY:
o Incentive means the motivational value of a re
inforcer.
o In contrast with the push of drive theories,
incentive theories are „pull theories of
motivation. Because of certain characteristics
they have, the goal objects pull behavior
towards them.
20. Contd……
Incentives can be
• Positive incentives: recommendations,
appreciation , vacations and the like.
• Negative incentives: punishment.
21. Contd…….
MASLOW THEORY OFHUMAN
MOTIVATION:
According to him, needs at the lower
levels of the hierarchy dominate an
individual‟s motiv-ation as they are
unsatisfied. Once, these are adequately
satisfied, however, the higher needs occupy the
individual‟s attention and efforts.
23. Contd……..
CREATING MOTIVATING CLIMATE:
The manager should apply techniques,
skills and knowledge of motivational theory to
help nurses to achieve what they want out of
work.
24. Contd……….
The manager‟s role is to influence each
individual‟s behavior and action towards
achievement of some objectives. The
manager‟s role is to influence each individual‟s
behavior and action towards achievement of
common organizational objectives.
25. Contd…….
For proper motivation among employees, the
manager has to create:
Conditions where workers energies are not
extended totally in meeting their basic needs.
A climate for inter-dependent work rather than
dependency.
A competitive climate through recognitionof
good work.
26. Contd……..
A productive climate through personal
example
A climate approach and problem-solvingrather
than avoidance, and
Motivate individually through guidance and
counseling.
27. Contd……..
One of the most powerful motivators the
nurse manager can use to create motivating
climate, which is frequently overlooked is
positive reinforcement.
The following are the single approaches for
an effective feedback system that uses positive
reinforcement are………
28. Contd……
Positive reinforcement must be specific or
relavent in a particular performance.
The positive reinforcement must occur to the
event as possible.
The reward feedback system must be
achievable.
Rewards should be unpredictable and
intermitant.
29. Contd…...
The following are essential strategies to create a
motivating climate for employees.
Have a clear expectation for workers, and
communicate these expectations effectively.
Be fair and consistent when dealing with all
employees.
Be a firm decision maker using an appropriate
decision making style.
Develop the concept of teamwork. Develop group
goals and projects that will build team spirit.
30. Contd……
Integrate the staff‟s needs and wants with the
organizations interest and purpose.
Know the uniqueness of each employee. Let each
know that you understand his or her uniqueness.
Remove traditional blocks between the employee
and the work to be done.
Provide experience that challenge or stretch the
employee, and allow opportunity for growth.
When appropriate, request participation and input
from all subordinates in decision making.
31. Contd…….
Whenever possible, give subordinates recognition and
credit.
Be certain that employees understand the reason behind
decision and actions.
Reward desirable behavior; be consistent in how we handle
undesirable behavior.
Let employees exercise individual judgement as much as
possible.
Create a trustful and helping relationship with employees.
Let employees exercise as much control as possible over
their work environment.
Be a role model for employees.
32. Contd…….
• Encourage workers to stretch themselves in an effort to
promote self-growth and self-actualization.
• Maintain a positive and enthusiastic image as a role model
to subordinates in the clinical setting.
• Encourage monitoring, sponsorship and coaching with
subordinates.
• Devote time and energy to create an environment that is
supportive and encouraging to the discouraged individual.
• Develop a unit philosophy that recognizes the unique worth
of each employee and promotes reward systems that make
each employee feel like a winner.
33. Contd…….
FUNCTIONS:
Use legitimate authority to provide formal reward systems.
Use positive feedback to reward the individual employee.
Develop unit goals that integrate organizational and
subordinate needs.
Maintain a unit environment that eliminates or reduces job
dissatisfies.
Promote a unit environment that focuses on employee
motivators.
34. Contd……
Create the tension necessary to maintain productivity
while encouraging subordinate job satisfaction.
Clearly communicate expectations to subordinates.
Demonstrate and communicate sincere respect,
concern, trust and a sense of belonging to subordinates.
Assign work duties commensurate with employee‟s
abilities and post performance to foster a sense of
accomplishment in subordinates.
Identify achievement, affiliation or power needs of
subordinates and develop appropriate motivational
strategies to meet those needs.