This is the Harvard Business case study analysis on the Royal Bank of Scotland. You may use them as reference but not to be copied and pasted for your school assignments. Cheers
Concept of Reward and Total Reward System, Five Elements of Total Rewards (Compensation, Benefits, Work-Life, Performance & Recognition, Developmental & Career Opportunities)
Total Reward Design for an Intergenerational Workforce - Compensation StrategiesCBIZ, Inc.
Total Reward Design for an Intergenerational Workforce:
This presentation discusses:
• An overview of generations
• Compensation strategies for rewarding and motivating the inter-generational workforce including Base salary, Incentives, Benefits and Pay increases.
Ed Rataj is a nationally recognized compensation expert, Certified Compensation Professional and Managing Director of Compensation Consulting with CBIZ Human Capital Services.
For more information about CBIZ Human Capital Services, visit http://www.cbiz.com/page.asp?pid=6034.
Total Employee Rewards Strategy Development by Derek Hendrikz covers foundational, performance-based, career, environmental, bonus plans and benefits.
www.derekhendrikz.com
This is the Harvard Business case study analysis on the Royal Bank of Scotland. You may use them as reference but not to be copied and pasted for your school assignments. Cheers
Concept of Reward and Total Reward System, Five Elements of Total Rewards (Compensation, Benefits, Work-Life, Performance & Recognition, Developmental & Career Opportunities)
Total Reward Design for an Intergenerational Workforce - Compensation StrategiesCBIZ, Inc.
Total Reward Design for an Intergenerational Workforce:
This presentation discusses:
• An overview of generations
• Compensation strategies for rewarding and motivating the inter-generational workforce including Base salary, Incentives, Benefits and Pay increases.
Ed Rataj is a nationally recognized compensation expert, Certified Compensation Professional and Managing Director of Compensation Consulting with CBIZ Human Capital Services.
For more information about CBIZ Human Capital Services, visit http://www.cbiz.com/page.asp?pid=6034.
Total Employee Rewards Strategy Development by Derek Hendrikz covers foundational, performance-based, career, environmental, bonus plans and benefits.
www.derekhendrikz.com
The Savvy-5 - Organizational Performance Modules by JMRFG Consulting - v1-4jroncevich
This presentation is a truly fresh, 19 slide overview of our Savvy 5 Modules used to elevate organizational performance in multiple key areas. It\'s flexible and one-of-a-kind that’s designed to serve the top 20% organizations and leaders.
Make a Difference - Start Today - Make it Big
Enjoy ~ Jim Roncevich - Founder & President
Strategic total rewards management remuneration and rewards summit 11 june 2014Charles Cotter, PhD
Strategic Total Rewards Management (STORM) process, principles and best practice guidelines, Strategic Talent Attraction, Motivation and Employee Engagement and Benchmarking and Evaluating STORM
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
The compensation strategy is the essential strategy for the business, which wants to eliminate the external competition from attacking the top talents. The company has to define its position on the job market, it has to identify bene
Reward Management. A rare topic in the Internet. which is more important in HRM. this includes the principles of rewarding, purpose of rewarding, types of rewarding and rewarding definition of the father of reward management. as well as the motivation theories based on reward management, such as:
1. Adam's Equity theory
2. Locke's Goal-setting Theory
3. Vroom's Expectancy Theory
Practical Project Collaboration for Product Owners and Scrum TeamsPlanview
View the On-Demand Webcast! Planview.info/ScrumTeams
Learn the definitions of Sprint, Epic, User Story, and Task in scrum project management and about roles like Product Owner, Scrum Master, and Scrum Team.
Find out about the perfect beginner's tool for implementing agile scrum into your organization and how it can be used outside of software development in marketing, sales, event planning, and more!
View the On-Demand Webcast! Planview.info/ScrumTeams
Understanding the Priorities and tackling the Challenges of the PMOPlanview
View the On-Demand Webcast! Planview.info/PMOPrioritization
"Only 11% of managers believe that all their company's strategic priorities have the financial and human resources needed for success." -Harvard Business Review
Learn about IT organizations':
-top three strategic planning priorities
-top three strategic planning challenges
-whether or not continuous planning is the solution
-real challenges with annual planning
-the best solution for continuous planning
View the On-Demand Webcast! Planview.info/PMOPrioritization
The Savvy-5 - Organizational Performance Modules by JMRFG Consulting - v1-4jroncevich
This presentation is a truly fresh, 19 slide overview of our Savvy 5 Modules used to elevate organizational performance in multiple key areas. It\'s flexible and one-of-a-kind that’s designed to serve the top 20% organizations and leaders.
Make a Difference - Start Today - Make it Big
Enjoy ~ Jim Roncevich - Founder & President
Strategic total rewards management remuneration and rewards summit 11 june 2014Charles Cotter, PhD
Strategic Total Rewards Management (STORM) process, principles and best practice guidelines, Strategic Talent Attraction, Motivation and Employee Engagement and Benchmarking and Evaluating STORM
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
The compensation strategy is the essential strategy for the business, which wants to eliminate the external competition from attacking the top talents. The company has to define its position on the job market, it has to identify bene
Reward Management. A rare topic in the Internet. which is more important in HRM. this includes the principles of rewarding, purpose of rewarding, types of rewarding and rewarding definition of the father of reward management. as well as the motivation theories based on reward management, such as:
1. Adam's Equity theory
2. Locke's Goal-setting Theory
3. Vroom's Expectancy Theory
Practical Project Collaboration for Product Owners and Scrum TeamsPlanview
View the On-Demand Webcast! Planview.info/ScrumTeams
Learn the definitions of Sprint, Epic, User Story, and Task in scrum project management and about roles like Product Owner, Scrum Master, and Scrum Team.
Find out about the perfect beginner's tool for implementing agile scrum into your organization and how it can be used outside of software development in marketing, sales, event planning, and more!
View the On-Demand Webcast! Planview.info/ScrumTeams
Understanding the Priorities and tackling the Challenges of the PMOPlanview
View the On-Demand Webcast! Planview.info/PMOPrioritization
"Only 11% of managers believe that all their company's strategic priorities have the financial and human resources needed for success." -Harvard Business Review
Learn about IT organizations':
-top three strategic planning priorities
-top three strategic planning challenges
-whether or not continuous planning is the solution
-real challenges with annual planning
-the best solution for continuous planning
View the On-Demand Webcast! Planview.info/PMOPrioritization
Project Management with Kanban: from Basics to MetricsPlanview
View the On-Demand Webcast! Planview.info/Metrics
What is a kanban board? Learn how they can make a difference in your organization by enabling customer value through continuous delivery.
Find out how to capitalize on lean, agile project management techniques and avoid the dangers of multitasking.
View the On-Demand Webcast! Planview.info/Metrics
Promoting Financial Wellness and Disciplined Spending Among EmployeesPurchasing Power
If you missed last month’s WorldatWork Total Rewards 2010 Annual Conference and Exhibition, here’s a quick recap of the presentation made by Elizabeth Halkos, Purchasing Power’s vice president of sales and marketing.
In her presentation, Halkos commented that with the current unstable economic climate, we are witnessing increased unemployment rates, rising debt, record-high foreclosures, and staggering credit card charge-offs. For employers, there is increased concern over rising healthcare costs. Many companies find themselves under stress and in trouble, looking for ways to cut costs while making every effort to boost morale and individual performance levels of employees.
For many employees, the issue is the same; they find themselves financially stressed. This stress often mitigates the effectiveness of employee benefit programs. Financial stress leads to less satisfaction with pay, wasted time at work, more absenteeism, and even health issues.
Halkos pointed out that often employees turn to their employers for assistance and protection. This presents an opportunity for employers to find new ways to ease stress and improve the quality of life for their employees. One way to do this is to engage employees in programs that promote a better financial future including financial literacy programs where employees are taught how to manage their finances, make sound decisions, understand debt literacy and utilize employer-sponsored discount and purchase programs like Purchasing Power. By motivating employees to take charge of their financial future, employers will have workers that are more engaged, more satisfied with their jobs, more financially secured and happy.
The Graphiti framework is a new approach to create highly sophisticated visual editors on top of the GEF framework. Graphiti can easily be integrated with EMF as the domain modeling framework. The creation of visual editors is done in Java, programming against the Graphiti framework API. It is fairly simple, but yet repetitive, which makes it a candidate to be supported by the means of model-driven development.
Spray aims to provide Domain Specific Languages (DSL) (implemented with Xtext) to describe Visual DSL Editors against the Graphiti runtime, and provide code generation (implemented with Xtend) to create the boilerplate code for realizing the implementation against the Graphiti framework. Potentially the Spray DSL can be used to generate code for other graphical editor frameworks as well, although it is not the primary focus of the project now.
The generated code is structured in such a way that one can always extend/overwrite the generated code with handwritten Java to add advanced Graphiti features that are not supported directly by the Spray DSL. Therefore Spray makes use of the "Generation Gap Pattern".
With the help of the tools created with Spray, Graphiti based diagram editors can be created much faster and reliable than doing it purely by hand.
Respond in 700 to 1,050 words to the questions that follow the cas.docxdebishakespeare
Respond in 700 to 1,050 words to the questions that follow the case application. Include a short discussion about the opinions of the team on the practices of the two businesses. How would you and your team members respond if you worked in this type of environment? Would either of the practices work in health care organizations? Explain.
chapter 16 Motivating Employees
Let’s Get Real:
Meet the Manager
Aisha Warren
Retail Store Manager
Dots, LLC
Warren, MI
You’ll be hearing more from this real manager throughout the chapter.
MY JOB:
I am a retail clothing store manager for Dots, LLC. I am responsible for leading, motivating, and coaching a team of approximately 10 employees. I am focused on customer service and sales results.
BEST PART OF MY JOB:
The relationships that I have built with customers and staff members. I am amazed by the many follow-up visits and phone calls I receive from past staff members and customers. Many have expressed their gratitude for what I have taught them about management, sales, and fashion.
WORST PART OF MY JOB:
The feeling of defeat when my team and I do not meet our sales goal. Achieving our sales goal can be difficult. The key is to motivate team members with incentives that keep them pushing to achieve the goal.
BEST MANAGEMENT ADVICE EVER RECEIVED:
Be a leader and not a boss. It is important to set the tone for your expectations and lead by example. This advice has made me successful.
LEARNING OUTCOMES
· Define motivation. page 430
· Compare and contrast early theories of motivation. page 431
· Compare and contrast contemporary theories of motivation. page 435
· Discuss current issues in motivation. page 445
A Manager’s Dilemma
Ministers. Customers. Embassies. These are the interesting “names” given to employees, customers, and retailers at gourmet tea company Republic of Tea.1 Like many companies, big and small, Republic of Tea struggled through the economic recession. As the crisis intensified, “CEO Ron Rubin sat in his office and asked himself, What more can we do to help our ministers?” The answer was as unexpected as the question that prompted it.
Within weeks, the company rolled out a program called “Healthy Ministry, dedicated to improving the health, physical fitness and well-being of its 100 employees.” At the company’s Novato, California, headquarters and its Nashville, Illinois, warehouse, employees now have access to a full-time nutritionist, on-site health screenings, and a $500 credit that can be used for gym memberships or health plans such as Weight Watchers. With a workday walking program, employees are encouraged to take 10- to 15-minute walks. Some might consider Rubin’s ideas silly, but he believes that if you take care of your employees, they will take care of your business. Although Ron Rubin has tried to make Republic of Tea a better place to work for his employees during a challenging period, what other things could he do?
What Would You Do?
Successful managers, lik ...
Reyes fitness centers role of hr in the business function (A .docxSUBHI7
Reyes fitness centers: role of hr in the business function (A CASE STUDY)
INTRODUCTION
Reyes Fitness Centers Inc.(RFC) is a growing mid-sized company, based in the U.S whose activities major in the fitness club industry (Sherlock, 2008).
This presentation gives an overview of the company’s Human Resource (HR) function and how it is related to business side of the company.
Specifically looks at how its Human Resource Department is tied with the strategic goals of the company:
It looks at its:
Organizational capabilities
Requisite RFC employee competencies
Organizational challenges
Assesses its SWOT.
Founded in 1999 by John Reyes, the company has grown to over 28 centers in various parts of the U.S as of 2007 (Sherlock, 2008). It has experienced the exponential growth that the entire fitness center industry experienced in the 1990s up to the point where main markets have now become saturated, slowing down the expansion of most fitness centers. Its Human Resource department is tasked with coming up with strategies that will help improve the business’ bottom line and ultimately be consistent with the long-term strategic goals of the company.
2
RFC’s capabilities and employees’ competencies:
The Capabilities:
Ideal fitness centers for families and couples. Unlike its competitors that focus more on body-building services, the company has customized its centers to make them suitable for families as a whole to use their facilities (Centers have customized lounges with TVs and even a restaurant) (Sherlock, 2008)
Its membership costs are affordable to its upper-middle class target market, giving it a competitive advantage. Most of its members have given feedback that they have no issues with the membership costs. This encourages membership renewal and retention.
Adequate number of professional and support staff in various departments.
Business focuses on revenue growth rather than expansion
The overall business strategy is that the company is focusing more on growing its revenues. This is different from most of its competitors who are acquiring smaller fitness centers and opening up new centers. Focusing on growing revenues has more direct impact and potential on growing profits and its bottom line as well.
3
RFC’s capabilities and employees’ competencies:……………………(CONTD.)
Employees Competencies
Good teamwork practices: All the employees from the senior management to the junior-level staff work together in synchrony on particular objectives. There exists clear command structures with good employee relations nonetheless within the company (Sherlock, 2008).
Adequate customer-serving skills. Its employees’ especially those who deal with clients directly, for example the personal trainers, are qualified and demonstrate competent customer-serving skills.
Its staff are certified, knowledgeable trained and qualified for the positions they hold. Most of its employees such as its Human Resource director (Lori) are well-trained with some possessing str ...
1 This text was adapted by The Saylor Foundation under .docxhoney725342
1
This text was adapted by The Saylor Foundation under a Creative
Commons Attribution-NonCommercial-ShareAlike 3.0 License without
attribution as requested by the work’s original creator or licensee.
http://creativecommons.org/licenses/by-nc-sa/3.0/
http://creativecommons.org/licenses/by-nc-sa/3.0/
2
Chapter 5
Theories of Motivation
L E A R N I N G O B J E C T I V E S
After reading this chapter, you should be able to do the following:
1. Understand the role of motivation in determining employee performance.
2. Classify the basic needs of employees.
3. Describe how fairness perceptions are determined and consequences of these
perceptions.
4. Understand the importance of rewards and punishments.
5. Apply motivation theories to analyze performance problems.
Motivation at Trader Joe’s
People in Hawaiian T-shirts. Delicious fresh fruits and vegetables. A place
where parking is tight and aisles are tiny. A place where you will be unable to
find half the things on your list but will go home satisfied. We are, of course,
talking about Trader Joe’s, a unique grocery store headquartered in California
and located in 22 states. By selling store-brand and gourmet foods at
affordable prices, this chain created a special niche for itself. Yet the helpful
employees who stock the shelves and answer questions are definitely a key
part of what makes this store unique and helps it achieve twice the sales of
traditional supermarkets.
Shopping here is fun, and chatting with employees is a routine part of this
experience. Employees are upbeat and friendly to each other and to
customers. If you look lost, there is the definite offer of help. But somehow the
friendliness does not seem scripted. Instead, if they see you shopping for big
trays of cheese, they might casually inquire if you are having a party and then
point to other selections. If they see you chasing your toddler, they are quick to
3
tie a balloon to his wrist. When you ask them if they have any cumin, they get
down on their knees to check the back of the aisle, with the attitude of helping
a guest that is visiting their home. How does a company make sure its
employees look like they enjoy being there to help others?
One of the keys to this puzzle is pay. Trader Joe’s sells cheap organic food, but
they are not “cheap” when it comes to paying their employees. Employees,
including part-timers, are among the best paid in the retail industry. Full-time
employees earn an average of $40,150 in their first year and also earn average
annual bonuses of $950 with $6,300 in retirement contributions. Store
managers’ average compensation is $132,000. With these generous benefits
and above-market wages and salaries, the company has no difficulty attracting
qualified candidates.
But money only partially explains what energizes Trader Joe’s employees.
They work with people who are friendly and upbeat. The envir ...
Right Quarterly 2nd quarter 2013: Career DevelopmentChris Jones
The Second
Quarter edition of the APAC Right
Quarterly is dedicated to Career Management.
The first article called “Developing Talent: How
Career Opportunities drive Business
Performance”, builds upon our core mission
in Right Management, of working with clients
to help align their talent strategy with their
business strategy. Employee engagement
and retention is a critical challenge for many
organizations, and this article talks of how
career development can significantly push
employee engagement. But even career
development needs a structured approach for
effective implementation to ensure business
results.
The second article on “Career Directions:
Having the right Career Conversations”,
shares a case study of an Australian client
who is working towards their 2017 Workforce
plan. An important impact of this will be in
the working environment for the division. To
help employees adapt to this change, Right
Management worked with them to create and
implement a career development initiative for
employees. The aim was on building Coaching
capabilities in People Leaders, and to equip Self leaders with skills necessary to enable
them to make their own career decisions.
The objective was also to align employee
development with future corporate needs,
while also developing career agility.
Based on our findings, in this year’s report you’ll find a diverse array of workplace and employee quality of life factors represented; these include trends related to the built environment, technological advances and the workforce. Each of the trends, by definition, has the ability to improve the quality of life of people and their communities. As one would expect, however, organizational commitment
to its people — both on a professional and personal level — remains a central theme among all of our trends. With more employees viewing their work and life as one, it can only benefit an organization
to become acquainted with the workplace trends that will engage and retain the workforce of 2014.
Workforce diversity in royal bank of canadaPayam Nasehi
This paper is my H.R. written and personal assignment, I concentrate on Canada as a multiracial country and their view to workforce diversity and i explain how companies can use diversity to improve their efficiency.
S E C T I O N 1 Environment of Human Resource Management420.docxanhlodge
S E C T I O N 1 Environment of Human Resource Management420
H R E X P E R I E N T I A L P R O B L E M S O L V I N G
Your insurance company needs to update the sales
incentive program for its sales/marketing represen-
tatives. Due to growth in the volume and diversity
of the products being sold, the existing system of
having one incentive program for all sales market-
ers no longer meets the needs of the company. To
maximize sales in each of the product lines, the
system needs to provide an incentive and reward
system to encourage employees to focus on their
specific product lines while also cross-marketing the
company’s portfolio of other products. To identify
the key facets of a sales commission program, visit
websites including www.8020salesperformance
.com/sales_compensation.html.
1. Would a compensation program that offered
only commission work for your company?
Why or why not?
2. What other incentives would assist the com-
pany in motivating the sales staff?
Many employers offer incentives to employees
working in different jobs. Often, the incentives
are to reward employee performance, both in
the short and the long term. But some company
incentive plans are viewed negatively by employ-
ees, while others are seen as highly positive by
employees at all levels.
One firm that has a well-regarded, broad-based
incentive plan is Sodexo, a large food and facilities
service firm with more than 350,000 employees
in 80 countries. Being such a large firm, Sodexo
has a variety of clients, including many corporate
and governmental entities, hospitals, manufacturing
firms, and universities. Thus, the firm’s client ser-
vices are varied, with many of them being basic ones
such as cleaning offices, maintenance of all types of
facilities, doing landscaping, and managing other
basic and professional activities. In North America,
including the United States, Sodexo has almost
125,000 staff members. More than 40,000 of the
North American staff members work in health care,
including clinics, offices, and hospital sites.
Being such a large firm with employees doing
many different types of jobs, a key part of
Sodexo’s organizational and HR cultures involves
engaging its employees in many ways. One aspect
is having a widely based employee rewards pro-
gram containing recognition and incentives. The
company’s “Spirit of Sodexo” program focuses
on three general-award facets: service, teamwork,
and progress. To operate this program, the com-
pany has required executives, including the top
HR officer, to develop processes for the nomina-
tion of employees who make significant contribu-
tions, locally and regionally, as well as in business
and corporate divisions of the firm.
Some of the recognitions and awards provided
to employees are interesting. Because the biggest
division of workers is in health care locations, a
special incentive program called Sodexo CARES
has been used for several years for employees.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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9. The Royal Bank of Scotland is a leading Financial institution in the world The Royal Bank of Scotland Group (RBS) is one of the largest financial services companies in the world. It provides a range of services including Retail and corporate banking, Financial Markets, Consumer Finance, wealth Management and Insurance. The RBS Group operates in Europe, the US and Asia, serving more than 36 million customers world-wide. It employs more than 140,000 people.
10.
11. RBS positions itself as a world-class employer, with world-class employment opportunities.
12. RBS recruitment is based on merit with different labour market conditions in each location.Setting Job Target and Objective
13. What is Motivation The willingness to expend a certain amount of effort to achieve a particular goal.
14. The impact of Motivation and Maslow’s hierarchy of human needs Human beings have wants and desires which influence their behaviour, only unsatisfied needs can influence behaviour, satisfied needs cannot. Since needs are many, they are arranged in order of importance, from the basic to the complex. The person advances to the next level of needs after only when the lower level need is at least minimally satisfied. Further by the hierarchy, the more individuality, humanness and psychological health a person will show.
24. Response to Question 1 Name two motivation factors at RBS Q-1 The two motivation factors at RBS are called Hygiene factor which are - Suitable working environment - Competitive rate of pay Apart from these two important factors, provision of challenging work and recognition for doing well are also the factors that can create or increase work motivation Response
25. Response to Question 2 Describe the difference between the theories of Taylor and Maslow Q-1 Taylor believed that if the amount of time and effort that each worker expends to produce a unit of output can be reduced by increasing specialization and division of labor, the production process will become more efficient. Taylor’s Principles 1. Study the way workers perform their tasks, gather all informational job knowledge that workers possess, and experiment with ways of improving how tasks are performed 2. Codify the new methods of performing tasks into written rules and standard operating procedures. 3. Carefully select workers who possess skills and abilities that match the needs of the task, and train them to perform the task according to the established rules and procedures. 4. Establish a fair or acceptable level of performance for a task, and then develop a pay system that provides a reward for performance above the acceptable level. Taylor Maslow's ideas surrounding the Hierarchy of Needs concerning the responsibility of employers to provide a workplace environment that encourages and enables employees to fulfill their own unique potential (self-actualization) are today more relevant than ever.
26. Response to Question 4 How does RBS' Total Reward package fulfill Maslow's higher levels of motivation? Q-4 According to Maslow, the most basic needs on this hierarchy had to be satisfied before workers could look to the next level. Basic physical needs were things like shelter, food, warmth and bodily functions. Next, people had to feel safe in their environment. RBS provides these basic needs in their branches all over the world. Maslow’s higher levels of need are less obvious and less easy to describe but of great importance. Social needs refer to the fact that we want to feel part of something we share in. RBS creates the opportunity for its community of employees worldwide to share in its common goals and vision for the group. It does this by rewarding the people who contribute to its success through their commitment and hard work. Response
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