The document outlines tasks and requirements for a group assignment on organizational behavior and management for a business management program. It provides the assignment details, including the title, submission deadlines, learning objectives to be assessed, and assessment criteria. Signatures are required from the group to confirm the work is original and from the assessor to verify the assessment.
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
This document is a study on the effects of motivation on employee performance in the education sector, using Kaaf University College as a case study. It begins by introducing the topic and defining key terms like motivation, employee performance, and high performance work systems. The study aims to investigate motivation procedures and packages that positively influence performance. It will examine how motivation can be improved and how it affects employee performance. The significance of the study is that it can help identify issues with motivation systems and make recommendations to address them. It is limited to Kaaf University College and relies on honest respondent answers.
This document summarizes a study on employee morale at Sify Technologies Limited in Chennai. The objectives of the study were to understand the factors influencing employee morale and satisfaction levels. A questionnaire was administered to 100 employees out of a sample of 250 due to time constraints. The findings showed high levels of satisfaction with the work environment, hours, supervisor support and health benefits. Suggestions to improve morale included reducing workload, introducing an incentive program and recognition of employee talents and efforts. The conclusion is that good employee morale is important for organizational success.
Dissertation report on A Study on employees motivation its effect on their wo...Anurag Singh
This dissertation analyzes the impact of employee motivation on work performance at ICICI Securities Ltd. Through surveys of 40 employees, it examines how various motivational approaches, both monetary and non-monetary, affect performance. The study finds that non-monetary incentives like praise, involvement in decision-making, and training have the strongest positive impact on performance. However, employees report only being partially satisfied with the overall motivational approaches. The dissertation concludes more can be done to enhance motivation, especially by improving compensation and implementing promotions, to boost both employee and company productivity. It recommends ICICI Securities focus more on monetary incentives and competitive salaries to increase motivation levels.
This document is a project report submitted for a Master's degree in business administration. It examines motivation techniques and their effects on employees at Pankajakasthuri Herbals India Pvt. Ltd. in Trivandrum. The report includes declarations, acknowledgements, an abstract, and outlines the various chapters which will cover the industry and company profiles, literature review, research methodology, data analysis and findings, suggestions and conclusions.
A good company gives an opportunity for employees to develop their creativity through new ideas of employees. Any opinions, thoughts or ideas are the results of ideas. There is a process of reflection on an opinion or an idea that emerged at the head of the employee. But not all employees who have a brilliant idea. There are some among them who are not motivated to have a good performance. Three factors influence the employee reputation. Performance, motivation, and job training are the essential things to do by the company to raise the reputation. Each employee level can be calculated by Profile Matching method. It produces the value of each employee or ranks them in ascending or descending order. The benefit to the company is they can promote the best employees in particular period.
This document is a project report submitted by Sahil Relan to fulfill the requirements for a Bachelor's degree in Business Administration from 2011-2014. The report studies employee motivation in all sectors under the guidance of Charu Mohla. It includes a student undertaking, certificate, acknowledgements, table of contents, and executive summary. The report aims to find theoretical motivational factors and practical tactics that can help public sector managers motivate their employees.
This document proposes a study on employee motivation at an organization. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how a performance evaluation system can create a sense of security. It also seeks to determine the best strategies for retaining employees and the relationship between motivation and performance. Data will be collected through surveys and interviews then analyzed to address the research questions around improving motivation and retention.
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
This document is a study on the effects of motivation on employee performance in the education sector, using Kaaf University College as a case study. It begins by introducing the topic and defining key terms like motivation, employee performance, and high performance work systems. The study aims to investigate motivation procedures and packages that positively influence performance. It will examine how motivation can be improved and how it affects employee performance. The significance of the study is that it can help identify issues with motivation systems and make recommendations to address them. It is limited to Kaaf University College and relies on honest respondent answers.
This document summarizes a study on employee morale at Sify Technologies Limited in Chennai. The objectives of the study were to understand the factors influencing employee morale and satisfaction levels. A questionnaire was administered to 100 employees out of a sample of 250 due to time constraints. The findings showed high levels of satisfaction with the work environment, hours, supervisor support and health benefits. Suggestions to improve morale included reducing workload, introducing an incentive program and recognition of employee talents and efforts. The conclusion is that good employee morale is important for organizational success.
Dissertation report on A Study on employees motivation its effect on their wo...Anurag Singh
This dissertation analyzes the impact of employee motivation on work performance at ICICI Securities Ltd. Through surveys of 40 employees, it examines how various motivational approaches, both monetary and non-monetary, affect performance. The study finds that non-monetary incentives like praise, involvement in decision-making, and training have the strongest positive impact on performance. However, employees report only being partially satisfied with the overall motivational approaches. The dissertation concludes more can be done to enhance motivation, especially by improving compensation and implementing promotions, to boost both employee and company productivity. It recommends ICICI Securities focus more on monetary incentives and competitive salaries to increase motivation levels.
This document is a project report submitted for a Master's degree in business administration. It examines motivation techniques and their effects on employees at Pankajakasthuri Herbals India Pvt. Ltd. in Trivandrum. The report includes declarations, acknowledgements, an abstract, and outlines the various chapters which will cover the industry and company profiles, literature review, research methodology, data analysis and findings, suggestions and conclusions.
A good company gives an opportunity for employees to develop their creativity through new ideas of employees. Any opinions, thoughts or ideas are the results of ideas. There is a process of reflection on an opinion or an idea that emerged at the head of the employee. But not all employees who have a brilliant idea. There are some among them who are not motivated to have a good performance. Three factors influence the employee reputation. Performance, motivation, and job training are the essential things to do by the company to raise the reputation. Each employee level can be calculated by Profile Matching method. It produces the value of each employee or ranks them in ascending or descending order. The benefit to the company is they can promote the best employees in particular period.
This document is a project report submitted by Sahil Relan to fulfill the requirements for a Bachelor's degree in Business Administration from 2011-2014. The report studies employee motivation in all sectors under the guidance of Charu Mohla. It includes a student undertaking, certificate, acknowledgements, table of contents, and executive summary. The report aims to find theoretical motivational factors and practical tactics that can help public sector managers motivate their employees.
This document proposes a study on employee motivation at an organization. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how a performance evaluation system can create a sense of security. It also seeks to determine the best strategies for retaining employees and the relationship between motivation and performance. Data will be collected through surveys and interviews then analyzed to address the research questions around improving motivation and retention.
This document discusses employee motivation at an organization called Sbq. It introduces the topic and defines motivation as inspiring employees to engage in work. The research problem is to study the factors that motivate employees at Sbq. The objectives are to identify important motivational factors, study the impact of monetary/non-monetary benefits, promotions, and interpersonal relationships on performance. The scope, need, limitations and methodology of the study are also outlined. Various theories of motivation are reviewed, including Maslow's hierarchy of needs and Herzberg's two-factor theory.
“A Study on various techniques of motivation of employees”fiza91
Motivating employees can be one of biggest challenges as an employer, but learning how to inspire each individual is the key to a successful organization.
This document presents a proposal on increasing employee motivation in hotels. It introduces motivation and its importance for employee and organizational success. The study will explore how to control motivation through specific appeals and understand its impact on employee performance and commitment. A survey of 30 hotel staff in Kathmandu will collect primary data on willingness, performance, and satisfaction. The research aims to identify how motivation can be increased among hotel employees. Limitations include a small sample size and potential bias in responses. The expected outcomes are increased willingness, performance, retention, and satisfaction.
This document provides an introduction to employee motivation. It begins with definitions of motivation and discusses key aspects of motivating employees, including aligning organizational and employee goals. The importance of motivation is then outlined, noting that it puts resources to work, improves efficiency, leads to achieving goals, builds relationships, and provides workforce stability. Understanding what motivates individual employees is emphasized as critical to supporting their motivation.
This is my Management of Business Internal Assesment hat i scored very high on. I would like to share this with you to give a little guidance to you.
I also have Communication Studies, Sociology and Entrepreneurship Unit IA Sba also available.
you can contact me at - erica5dacas@gmail.com
Employee motivation and performance - Staff motivation Chormvirak Moulsem
This document provides a summary of a bachelor's thesis titled "Employee Motivation and Performance" by Akah Ndang William from Ultimate Companion Limited in Douala-Cameroon. The thesis examines how employees can be motivated to achieve high performance. It analyzes four motivation theories and performance management. An empirical study at Ultimate Companion used interviews and questionnaires to understand employee and management views on motivation and performance. The thesis compares the findings to theories and discusses critical issues in motivation and performance.
This document discusses the importance of employee motivation. It defines motivation as the drive that impels individuals to work and notes that motivated employees want to work and perform effectively. The document outlines several benefits of motivation including: putting human resources to action by building willingness to work; improving employee efficiency and productivity; leading to achievement of organizational goals; building friendly relationships between employees and management; and leading to stability in the workforce. Overall, the key point is that employee motivation is important for organizations to maximize performance and achieve their goals.
This document is a chapter from a book titled "The First Time Manager" about managing people. It discusses some of the challenges new managers face such as taking on more responsibilities, increased scrutiny, and being responsible for others' work. It explains how managers are evaluated based on their team's collective performance rather than individual contributions. A new manager may have trouble adjusting their perspective from an individual employee to considering the company's needs. The chapter emphasizes understanding one's new responsibilities as a manager and considering all factors and potential consequences of decisions, not just how things appear currently.
This document outlines a proposal to study employee motivation. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how performance evaluation systems can create a sense of security. It also seeks to determine the best strategies for retaining employees and improving motivation. The research questions focus on the effects of rewards and promotions, retention strategies, the impact of motivation on performance, extrinsic motivation factors, and the importance of welfare practices.
This document is a project report on a study conducted on employee engagement at Infinit Skills. It includes an introduction outlining what employee engagement is, an acknowledgement section thanking those who helped with the project, a declaration stating that the work is original, and a table of contents listing the chapters. The first chapter provides background on employee engagement, the importance and scope of studying it at Infinit Skills, the objectives of the study, and the research methodology used which involved collecting primary data through questionnaires distributed to 60 employees. It also notes some limitations of the study.
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
15 Employee Engagement activities that you can start doing nowHppy
As a manager, keeping employees engaged is a major challenge but also opportunity. To achieve engagement, efforts must align with business strategy. The HR function is essential to define an engagement strategy aligned with organizational goals. There are many activities that can boost engagement, such as involving employees in business planning, knowledge sharing programs, learning opportunities, recognition of efforts, and encouraging career development.
Motivation is a complex concept that can be defined as the driving forces within and behind human behavior and performance. Employee motivation refers to the psychological factors that guide employee behavior and performance in an organization. Key factors that influence employee motivation and performance include compensation, leadership, non-monetary incentives like recognition, corporate culture, resources provided, feedback, and personal issues. Motivated employees tend to be more productive and organizations can improve motivation through realistic expectations, involvement in decision-making, job fit, a positive work environment, appropriate compensation and benefits, a supportive company culture, and effective management that provides direction, feedback, and positive reinforcement.
A study on employee motivation at prabhuram millsSubodh G Krishna
This document discusses a study on employee motivation at Prabhuram Mills. It begins by introducing the importance of human resource management and motivation in ensuring organizational success. The objectives of the study are then outlined, which include evaluating motivation measures and factors, satisfaction levels, and making suggestions. The research methodology is also described, involving primary and secondary data collection methods like questionnaires, interviews and records. Statistical analysis tools like percentage calculations are mentioned for data analysis. The document provides context on motivation definitions, techniques, importance and reviews literature on the topic. It aims to assess motivation and improvement opportunities at Prabhuram Mills.
Summer Internship (HR) Project on An Analysis of job Motivation Tanvir Bhatti
This document provides an introduction and overview of a project report on employee motivation at Hewlett Packard Enterprise in Mohali, India. It includes preface, declaration, acknowledgements, and an index. The preface states that practical work experience supplements theoretical classroom knowledge and helps develop management skills. The declaration indicates the report is the student's original work. The acknowledgements thank the project guide and others for their support. The index previews the report's contents. The report aims to analyze motivation among HP employees through primary and secondary research.
This document provides a report for senior managers at the Raspberry Pi Foundation regarding employee engagement, morale, and involvement. The report covers key concepts of employee engagement including antecedents like enriching jobs and consequences like job satisfaction. It recommends assessing personnel needs, effective recruiting, screening, selecting, deciding compensation, and getting the most out of current staff and volunteers. The focus is on distinguishing between paid staff and volunteers to develop different policies to keep each group satisfied and motivated to achieve the organization's mission and vision. The goal is to find ways to obtain employee loyalty and increased involvement so they feel pride in their work.
The employees are the backbones of a company and thus it is essential that the company motivates them to work harder and succeed. Their success will indirectly be beneficial for the company. Therefore the HR of a company must be well acquainted with the pros and cones of motivation (Watt, 2010). Considering this case Mr. Simons had really worked hard and is also well qualified, however by some twist of faith he had been missed out on his promotion all the three times. Naturally this has left him in
Impact of incentives on motivation level of employee (2)Ikram Khan
The document discusses the impact of incentives on the motivational level of employees. It defines incentives and motivation, and examines the relationship between incentives and motivation. The author hypothesizes that incentives have a positive impact on employee motivation by satisfying their needs, which increases productivity, loyalty and job satisfaction for both the employee and organization.
This document discusses employee motivation in human resource management. It defines motivation as the complex forces that start and keep employees working in an organization. Motivation refers to the urges, drives, and needs that direct and control human behavior. The document outlines the managerial and operative functions of human resource management, including planning, organizing, directing, controlling, employment, development, compensation, and human relations. It emphasizes that motivation is important for effective management and high performance at both the organizational and individual levels.
Factors effecting motivation and productivity related to job satisfactionSaifullah Malik
The document discusses factors affecting motivation, job satisfaction and productivity related to an organizational research proposal. It outlines the objectives of determining the relationship between motivation, job satisfaction and productivity on organizational performance. Several hypotheses are proposed regarding the relationship between motivational factors and productivity, job satisfaction and employee performance. Key variables like motivation and job satisfaction are defined and operationalized. The literature review discusses theories of motivation and how motivational factors can influence job attitudes and productivity.
Based on the information provided, issuing additional common stock through a private placement or OTC offering both have benefits and costs that Archie and his investors should consider:
Private placement:
- Pros: Quick to raise funds, flexibility in deal terms, easier negotiation on investor returns
- Cons: Difficult to find suitable investors, risk of raising insufficient funds
OTC offering:
- Pros: Shares sold widely to attract more investors and capital, no limit on amount of capital raised
- Cons: Lack of professional feedback, easy to lose control of company if large investors emerge
Overall, a private placement allows more control over ownership but risks not raising enough funds. An OTC offering raises capital more quickly but with less
This document discusses employee motivation at an organization called Sbq. It introduces the topic and defines motivation as inspiring employees to engage in work. The research problem is to study the factors that motivate employees at Sbq. The objectives are to identify important motivational factors, study the impact of monetary/non-monetary benefits, promotions, and interpersonal relationships on performance. The scope, need, limitations and methodology of the study are also outlined. Various theories of motivation are reviewed, including Maslow's hierarchy of needs and Herzberg's two-factor theory.
“A Study on various techniques of motivation of employees”fiza91
Motivating employees can be one of biggest challenges as an employer, but learning how to inspire each individual is the key to a successful organization.
This document presents a proposal on increasing employee motivation in hotels. It introduces motivation and its importance for employee and organizational success. The study will explore how to control motivation through specific appeals and understand its impact on employee performance and commitment. A survey of 30 hotel staff in Kathmandu will collect primary data on willingness, performance, and satisfaction. The research aims to identify how motivation can be increased among hotel employees. Limitations include a small sample size and potential bias in responses. The expected outcomes are increased willingness, performance, retention, and satisfaction.
This document provides an introduction to employee motivation. It begins with definitions of motivation and discusses key aspects of motivating employees, including aligning organizational and employee goals. The importance of motivation is then outlined, noting that it puts resources to work, improves efficiency, leads to achieving goals, builds relationships, and provides workforce stability. Understanding what motivates individual employees is emphasized as critical to supporting their motivation.
This is my Management of Business Internal Assesment hat i scored very high on. I would like to share this with you to give a little guidance to you.
I also have Communication Studies, Sociology and Entrepreneurship Unit IA Sba also available.
you can contact me at - erica5dacas@gmail.com
Employee motivation and performance - Staff motivation Chormvirak Moulsem
This document provides a summary of a bachelor's thesis titled "Employee Motivation and Performance" by Akah Ndang William from Ultimate Companion Limited in Douala-Cameroon. The thesis examines how employees can be motivated to achieve high performance. It analyzes four motivation theories and performance management. An empirical study at Ultimate Companion used interviews and questionnaires to understand employee and management views on motivation and performance. The thesis compares the findings to theories and discusses critical issues in motivation and performance.
This document discusses the importance of employee motivation. It defines motivation as the drive that impels individuals to work and notes that motivated employees want to work and perform effectively. The document outlines several benefits of motivation including: putting human resources to action by building willingness to work; improving employee efficiency and productivity; leading to achievement of organizational goals; building friendly relationships between employees and management; and leading to stability in the workforce. Overall, the key point is that employee motivation is important for organizations to maximize performance and achieve their goals.
This document is a chapter from a book titled "The First Time Manager" about managing people. It discusses some of the challenges new managers face such as taking on more responsibilities, increased scrutiny, and being responsible for others' work. It explains how managers are evaluated based on their team's collective performance rather than individual contributions. A new manager may have trouble adjusting their perspective from an individual employee to considering the company's needs. The chapter emphasizes understanding one's new responsibilities as a manager and considering all factors and potential consequences of decisions, not just how things appear currently.
This document outlines a proposal to study employee motivation. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how performance evaluation systems can create a sense of security. It also seeks to determine the best strategies for retaining employees and improving motivation. The research questions focus on the effects of rewards and promotions, retention strategies, the impact of motivation on performance, extrinsic motivation factors, and the importance of welfare practices.
This document is a project report on a study conducted on employee engagement at Infinit Skills. It includes an introduction outlining what employee engagement is, an acknowledgement section thanking those who helped with the project, a declaration stating that the work is original, and a table of contents listing the chapters. The first chapter provides background on employee engagement, the importance and scope of studying it at Infinit Skills, the objectives of the study, and the research methodology used which involved collecting primary data through questionnaires distributed to 60 employees. It also notes some limitations of the study.
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
15 Employee Engagement activities that you can start doing nowHppy
As a manager, keeping employees engaged is a major challenge but also opportunity. To achieve engagement, efforts must align with business strategy. The HR function is essential to define an engagement strategy aligned with organizational goals. There are many activities that can boost engagement, such as involving employees in business planning, knowledge sharing programs, learning opportunities, recognition of efforts, and encouraging career development.
Motivation is a complex concept that can be defined as the driving forces within and behind human behavior and performance. Employee motivation refers to the psychological factors that guide employee behavior and performance in an organization. Key factors that influence employee motivation and performance include compensation, leadership, non-monetary incentives like recognition, corporate culture, resources provided, feedback, and personal issues. Motivated employees tend to be more productive and organizations can improve motivation through realistic expectations, involvement in decision-making, job fit, a positive work environment, appropriate compensation and benefits, a supportive company culture, and effective management that provides direction, feedback, and positive reinforcement.
A study on employee motivation at prabhuram millsSubodh G Krishna
This document discusses a study on employee motivation at Prabhuram Mills. It begins by introducing the importance of human resource management and motivation in ensuring organizational success. The objectives of the study are then outlined, which include evaluating motivation measures and factors, satisfaction levels, and making suggestions. The research methodology is also described, involving primary and secondary data collection methods like questionnaires, interviews and records. Statistical analysis tools like percentage calculations are mentioned for data analysis. The document provides context on motivation definitions, techniques, importance and reviews literature on the topic. It aims to assess motivation and improvement opportunities at Prabhuram Mills.
Summer Internship (HR) Project on An Analysis of job Motivation Tanvir Bhatti
This document provides an introduction and overview of a project report on employee motivation at Hewlett Packard Enterprise in Mohali, India. It includes preface, declaration, acknowledgements, and an index. The preface states that practical work experience supplements theoretical classroom knowledge and helps develop management skills. The declaration indicates the report is the student's original work. The acknowledgements thank the project guide and others for their support. The index previews the report's contents. The report aims to analyze motivation among HP employees through primary and secondary research.
This document provides a report for senior managers at the Raspberry Pi Foundation regarding employee engagement, morale, and involvement. The report covers key concepts of employee engagement including antecedents like enriching jobs and consequences like job satisfaction. It recommends assessing personnel needs, effective recruiting, screening, selecting, deciding compensation, and getting the most out of current staff and volunteers. The focus is on distinguishing between paid staff and volunteers to develop different policies to keep each group satisfied and motivated to achieve the organization's mission and vision. The goal is to find ways to obtain employee loyalty and increased involvement so they feel pride in their work.
The employees are the backbones of a company and thus it is essential that the company motivates them to work harder and succeed. Their success will indirectly be beneficial for the company. Therefore the HR of a company must be well acquainted with the pros and cones of motivation (Watt, 2010). Considering this case Mr. Simons had really worked hard and is also well qualified, however by some twist of faith he had been missed out on his promotion all the three times. Naturally this has left him in
Impact of incentives on motivation level of employee (2)Ikram Khan
The document discusses the impact of incentives on the motivational level of employees. It defines incentives and motivation, and examines the relationship between incentives and motivation. The author hypothesizes that incentives have a positive impact on employee motivation by satisfying their needs, which increases productivity, loyalty and job satisfaction for both the employee and organization.
This document discusses employee motivation in human resource management. It defines motivation as the complex forces that start and keep employees working in an organization. Motivation refers to the urges, drives, and needs that direct and control human behavior. The document outlines the managerial and operative functions of human resource management, including planning, organizing, directing, controlling, employment, development, compensation, and human relations. It emphasizes that motivation is important for effective management and high performance at both the organizational and individual levels.
Factors effecting motivation and productivity related to job satisfactionSaifullah Malik
The document discusses factors affecting motivation, job satisfaction and productivity related to an organizational research proposal. It outlines the objectives of determining the relationship between motivation, job satisfaction and productivity on organizational performance. Several hypotheses are proposed regarding the relationship between motivational factors and productivity, job satisfaction and employee performance. Key variables like motivation and job satisfaction are defined and operationalized. The literature review discusses theories of motivation and how motivational factors can influence job attitudes and productivity.
Based on the information provided, issuing additional common stock through a private placement or OTC offering both have benefits and costs that Archie and his investors should consider:
Private placement:
- Pros: Quick to raise funds, flexibility in deal terms, easier negotiation on investor returns
- Cons: Difficult to find suitable investors, risk of raising insufficient funds
OTC offering:
- Pros: Shares sold widely to attract more investors and capital, no limit on amount of capital raised
- Cons: Lack of professional feedback, easy to lose control of company if large investors emerge
Overall, a private placement allows more control over ownership but risks not raising enough funds. An OTC offering raises capital more quickly but with less
This document provides an assignment brief for a digital video production project. Learners will produce a promotional video for a college department based on negotiations with a client. They will submit a proposal on using digital video technology, document all client communications, develop a brief with the client, and conduct a SWOT analysis. The assignment aims to take learners through the process of working to a brief, developing ideas with a client, and self-evaluating their completed work.
The document contains a table of contents and summaries of 3 tasks related to analyzing financial ratios and budgets for a company called Archie's. Task 1 discusses manufacturing, sales, and inventory managers and the costs they should consider. Task 2 presents budgets for raw materials, production, and costs. It also discusses benefits and limitations of budgets. Task 3 shows Archie's financial ratios for profitability, borrowings, and shareholders' investment compared to industry averages for 2013 and 2012.
This document provides information and tasks for a group assignment on Archie's business for a BTEC HND in Business course. It includes:
- An assignment cover sheet with submission details.
- Four tasks involving analyzing information needs for decision makers, preparing budgets, and evaluating financial performance using ratios.
- Background information on Archie's proposed electronic components business and financial statements for 2013 and 2012.
- Grading criteria for a pass, merit, or distinction.
- Presentation requirements for submitting the assignment report.
All about my first assignment, I up it for anyone who want to read and check the private answer for yourself. Gook luck :). In My assignment, if there is something wrong, please tell me know :3 to help together to improve ^0^
The document discusses the marketing mix of Coca-Cola, known as the 4Ps - Product, Price, Place, and Promotion. It provides details on Coca-Cola's various product lines, positioning and branding strategies, packaging considerations, pricing approaches including penetration pricing, and distribution channels. Coca-Cola has effectively utilized the marketing mix over time to build its brand equity and achieve worldwide recognition as the leading soft drink company.
Marketing can be defined as a process of socializing or communicating the value of product or service to the customers with the objective to sell products or services. It is actually a very critical function of business which focuses towards attracting the customers (Kotler, 2001). If properly planned and executed, marketing aims at getting far better results in form of increased sales, brand /image building, higher revenues, etc. The aim of this report is to provide an understanding of how marketing, research, planning and marketing mix are used in all organizations (Palmer, 2012). Marketing not only earns profitability to the marketers but also to the customers, as they have all the options in front of them to choose the best among the available ones (Palmer, 2012). Marketing is done with the aim of selling goods, services, events, experiences, ideas, people, businesses, information, awareness programs etc.
The document provides an overview of Samsung's history and operations in India. It details Samsung's entry into the Indian market in 1995 and its subsequent expansion, including establishing manufacturing facilities and R&D centers. It also outlines Samsung's product portfolio, core values and vision, and some of its key achievements in India such as becoming the largest mobile brand and a leader in product categories like LED TVs and refrigerators.
This document provides guidance on motivating employees through leadership. It discusses how successful leaders empower employees to make decisions, share information, and try new things. Motivated employees are important for a company's success. The document outlines several strategies for motivating employees, including focusing on the bigger picture, emphasizing process, building employee involvement, recognizing achievement, and spreading positive energy. It discusses the importance of feedback, incentives, and creating a positive work environment to retain top talent. Motivating different employees requires understanding individual needs and creating a plan with varied strategies.
Is Understanding Employee Psychology the Secret to Boosting Engagement?Kashish Trivedi
Employee psychology is focused on why an employee behaves the way they do while performing their role.
This practice categorizes employee behaviors into predictable patterns. By studying those patterns, managers can effectively deal with both individual employees and entire teams.
Understanding employee psychology is incredibly beneficial to companies as it provides insight into an organization’s greatest asset (their employees). This empowers managers to effectively deal with different employee personality types.
Employee behaviors have been classified and put into predictable patterns understood as employee psychology. In better understanding employee psychology, managers can identify the most effective way to deal with both individual employees and teams of workers.
This document provides guidance on motivating employees in 5 chapters. Chapter 1 discusses the importance of focusing on the bigger picture to provide employees with clear strategies and direction. It emphasizes that motivated employees are vital for business success. Chapter 2 will cover emphasizing the importance of process. Chapter 3 will discuss building employees' involvement. Chapter 4 will cover recognizing achievement. And Chapter 5 will spread positive energy to others. Motivation is important for maximizing employee performance and business outcomes. Different factors can motivate or cause stress, so managing stress is important. The document will explore motivation theories to help employees perform well while reducing workplace stress.
This document provides an overview of human resource management practices at Best Buy Company. It discusses key stakeholders that should be involved in planning and implementing changes to the company's work environment. Some of the main environmental factors that could impact Best Buy are also outlined. The document then examines methods for recruiting, assessing, and retaining employees effectively. These include cognitive tests, personality tests, integrity tests, and criteria for evaluating assessment methods. It emphasizes the importance of effective communication, development/training, acknowledgment, and praise in retaining talent.
This document proposes a study on employee motivation at an organization. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how a performance evaluation system can create a sense of security. It also seeks to determine the best strategies for retaining employees and the relationship between motivation and performance. Data will be collected through surveys and interviews then analyzed to address the research questions around improving motivation and retention.
Sample Assignment on Leadership & Management DevelopmentAdam Jackson
The document discusses leadership and management development (LMD) issues in two merging research organizations. It identifies key issues like demotivated managers and a lack of effective leaders. After the merger, communication issues may arise due to different cultures and backgrounds of the combined 1400 employees. The new company, Restec, aims to focus on developing a unified culture, professional management, and international leadership to achieve strategic goals. Approaches to LMD include power and role-based cultures, democratic leadership style, and a functional structure to enhance skills. Ethical considerations for planning include respecting trade unions and avoiding discrimination.
Tesco and premier corporation managing human resourcesmidhat12
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LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
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Answers about how you can do more with Walmart!"
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In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
5. ASSIGNMENT
Major Finding
Task1:
Mr. Hung‟s leadership style is Authoritative leadership. Because Hung‟s NPD team is
under his leadership and he create his vision for future. His leadership might not effective
with a team include people so skilled. This leadership creates so many problems in
management issues and job performance. For example, Mr. Hung exerts absolute control in
guiding new direction for employees and making decision.Mr. Hung does not care about what
employees need, why they disagree with his vision. Authoritative leadership is special and
powerful when in company, employees lack of making-decision, skilled or in situation where
time is necessary, leader need to make decision quickly. However, Mr. Hung is in a
manufacture company, and his staffs are skilled, if he choose Authoritative leadership, he will
reduce sprit of team, reduce the achievement of team, and decline the employees who will
support directly for him.
★ there any other of Goleman‟s (2000) leadership styles that you think might be more
Are
effective? Why?
In this case, with leadership are Mr. Hung and their employees are high skills people,
he use Authoritative leadership style will be made decrease performance of his team. If he
want to be more effective, he might use coaching, democratic and affiliative leadership style.
There is common things in three leadership style that a leader will focus on their subordinates
whereas his current style focuses more on task. That styles builds trusts, emotional,
relationship and special employee‟s ability. The employees can be share their ideas, their
solution to help company and the leader has more community with employees. Then, in long
term and short term, Mr. Hung can be lead the team to reach more result and high
performance.
Group: TheAnonymous-12th
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6. Hersey and Blanchard (1969)
Hersey and Blanchard create a theory base on the level of leader‟s influence and ability of
employees. This style like a manager tool for Mr. Hung because it pull people closer together,
maintain the confidence of staff in leadership and improve the performance. Mr. Hung are
using Directing style, he tell with his subordinates what to do and how to do it. However this
style are suitable for staffs are new or inexperienced, Mr. Hung‟s employees are skilled, they
will be worked passive by use this style. Perhaps he need to use Delegating style. Because
leaders who will monitor and track progress, Mr. Hung's staff will have more space to
develop the skills that they have and they do job better.
Blake and Mouton (1964)
According Mr. Hung‟s team, if he want to reach a high performance, he need to use
Middle-of-the-road leadership style and Team leadership style.For the first time, with a new
vision, Mr. Hung should keep in balance and average product and relationships. He might use
this style to set for average performance. after achieving stability, "Team Leadership - High
Production / High People" is style Mr. Hungary will set. This period employees understood
team benefit, they will commit to team and have common goal with NPD. This make a good
environment with trust and respect between staffs and Mr. Hung, and the result is high
production.
Transactional and Transformative
Transactional: Giving employees a clear job direction is the way Mr. Hung use
mission and result to control them. However Mr. Hung choose the wrong way to motivation
his employees specially high skill employees (bonus wage). Because with the workers are
highly skilled and experienced, they want to have a work environment freedom, satisfaction
and emotional between top and staffs which are lack in Mr. Hung‟s team.
Group: TheAnonymous-12th
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7. Transformative:The most obvious change is that he will bring his vision applies to all
groups, personal vision to bring into a group. Mr. Hung confirm his vision will be team‟s
vision, ignore staffs ‟s situation when they disinteresting with his vision.
Task 2:
2.1: Frederick W. Taylor who has known as “Father of Scientific Management”, was
thinking about “the principle of scientific management” when he saw the worker's work lack
of efficiency. His opinion mentioned to 5 main principles: Standardization, Time and task
study, Systematic selection and training, Pay incentives, Cooperation between managers and
operatives. With Mr. Hung‟s company, standardization is very important, it keep the stable
performance and improve the quantity and the quality of product. Time and task study is not
important as Systematic selection and training with DZL because if training good, working
will good. Moreover, Pay incentives and Cooperation between managers and operatives will
Mr. Hung easy to control the task and performance by linking with other manager in
company. Other theory, according to Taylor, Henry Gantt was changed some aspects and put
minimum wage with a standard bonus to suitable with planning and controlling work. Mr.
Hung need to identify and reduce employee stress (by giving them more free time, deadline
extend or even create some company holiday), he must know why increase the salary will
narrow their focus and only work for mechanical job (Pink, 2009). The emotional is more
important, giving them the perspective to do the job by their own will, not because they are
forced to do it. Hung can design the job to fit every team member, which will make them
satisfy more about the job. But the Scientific manager is not consider workers as human, but
as machines that only working and working all the time, that is what make it not very
effective.
2.2: Classical Administration is also one main part in organizational theory which Mr.
Hung will take care to apply to his organization. The most important elements are:
Group: TheAnonymous-12th
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8. Planning: This work can help the team get the steps explicitly, analyze and
predict possible outcomes
Coordinating: Chunked and glued the team to do part of job to forward a unity
of mission to make the their job become easier and quickly.
Commanding and Control: in production, if there is a two-way communication
between management and staff will help work to achieve the best stability.
And because of management control of the company, top can predict the
surplus or shortage before the number of products, saving and increased
efficiency within the company
Division of Labor : If the works are broken down, it will be easier to
employee to work faster, better and they would not feel it too hard for them,
which motivate people very well
Hierarchy of Authority: By give the worker more power, they will be more
responsible to the job, in order to direct and focus them to the whole team or
organization objective.
However, this management still make the employees become a tool, lack of emotional,
so sometime, the staffs can be stress, and don‟t want to continue the job.
2.3: The last theory which we must find out is Human Relations Theory. This theory
based on Hawthorne studies which conducted by Elton Mayo (1924). It wants to increase
worker performance through provides all resources, condition to please worker. For that
reason, it will provide a knowledge about motivation, group dynamics and so on, Mr. Hung
can assess the capacity of employees, employee trust and employee connect more closely with
managers. Moreover it change our mind about the employee ( they are not a tool, they are an
appreciated resource and they are important with DZL). However, Mr. Hung should consider
before applying this theory because it can be limited if employees have unpredictable
behavior and it take more time to analysis the reality final result.
Group: TheAnonymous-12th
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9. In case of DZL company, in the design process, Mr. Hung always try to make
motivation for the employees. Moreover people in New Product Design and Development is a
skilled worker so that it is suitable with Human Relations Theory. However, Mr. Hung still
lack of strength to control his employee so that he can coordinate between Classical
Administration and Scientific Management to find out the best ways to control his employee
because they still not follow Hung’s activities. In the manufacturing process, they also have
some similar problems like design department, but they should concentrate on Scientific
Management.
2.4: Unlike traditional management theories, management theories today to focus on
the job flexibility, convenience and improve productivity work. So that an employee is
promoted to a maximum of their individual capabilities, these employees are grouped to
increase productivity and save time. The academic exchange and apply knowledge on the job
is complete freedom. Now work has clearly driven, multi-dimensional and flexible with high
expertise. In addition, the manager also encourages its employees to share ideas, raise the
relationship to colleagues can do a better job
Task3:
3.1. Resistance of changing:
Three-step model (Lewis, 1951) is considered the backbone frame helps Mr. Hung can
be used to change. The first thing to do is to change his employee's mind about old habits, old
cognitive and old style of work. The second step Mr. Hung needs to guide your employees
about the new changes, explain and instruct them, to give them trust and belief in the new
vision. And the final step is to freeze it again, Mr. Hung should ensure its employees will act
in an efficient manner based on the new changes, smoother, more stable and they are not
come back with old habits.
Regarding the case study, Mr. Hung's team are facing two major problems need to be
solved immediately . The first thing is Mr. Hung's team did not accept the new vision which
Group: TheAnonymous-12th
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10. he imposed on the entire team . They feel stressed and uncomfortable because they hardly
understand the purpose of that vision , they do not see results for them and for company . The
second thing is that they feel a disconnect between management and staff , lack of affection
and they are working like machines . This can be explained by the way Mr. Hung adequate
guidance to staff but they did not try to understand or do not want to do . What the important
is here, the staff has not seen the trust , Mr. Hung just like they did as the machine , which
missed the main feedback from his employees, they feel not respected
3.2. Manager the resistance
Changes to capital is still very difficult in contemporary society. To be able to change,
the most essential factor is still time. Therefore Mr. Hung should have a time frame for
employees to adapt to the new vision. Moreover, during this period, Mr. Hung needs to
improve relationships with employees, communicating with them more comfortable and
absorb ideas from employees to improve the job performance. Besides, Mr. Hung should have
the motivation for promoting the spirit of our employees, reducing resistance.
From the personal views, there is two main techniques for Mr. Hung to manager the
resistance (KOTTER AND SCHLESINGER, 1979)
Education and commitment: In this case, Mr. Hung need to show his vision for
his team, give more clearly information about the change in the future. For
example, he should spend time and money helping his subordinates to
understand the plan. The most important is Mr. Hung must convince staffs
about their value with company, and the benefit will bring for company. In
addition, this technique is the element to increase the employee‟s motivation
because Mr. Hung has shown the benefit of vision, they can be put the trust
into his vision.
Group: TheAnonymous-12th
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11. Facilitation and support: Change the habits, the style of his work is not easy, it
takes a lot of time and material, can sometimes affect people's feelings.
Therefore, providing emotional and material will help the employees feel
comfortable and have motivation. In outcome 2, management organization, if
Mr. Hung is not wise in the use of management methods (like Classical
Administration and Human Relaytion Theory), his employees can be feel like a
tool, machines, lack of emotional or “Misunderstand and Lack of trust Huczynski and Buchanan, 2007” with him. Then this technique help to solve
this problem. However taking much time, DZL can be stable in long term with
agreeable from the staffs because they feel the emotion, have interest from the
manager.
3.3. Changing’s effect
In DZL Vietnam, so many problem to reach the increase resistance, it is from both the
management and staffs. For example: from the employees views, they are people who has
many years working in DZL company, so they are old-fashioned, backward and conservative,
so they are not accept the new vision easily (Low tolerance to change (Huczynski and
Buchanan, 2007) and Contradictory assessment (Huczynski and Buchanan, 2007)). They will
have some negative response with Mr. Hung. This make high resistance for company. Other
site, from Mr. Hung‟s view, he want to save time, save money training, but he does not
understand changing need the time, and he does not care about the employee‟s felling, care
about their stress. (Misunderstanding and lack of trust (Huczynski and Buchanan, 2007)). If
Mr. Hung cannot improve their relationship, there are a big gap in DZL‟s system, will make
performance of company decline.
Group: TheAnonymous-12th
11
12. 3.4. Leadership style:
Mr. Hung can use some leadership to improve his motivation:
Affiliative
Mr. Hung use this style because it reconcile the emotional connection
leadership
between employees and directors. Besides, it improve and connect
(Goleman, 2000)
people closer together to do the task better. This style enhance human
feeling rather than trying to make them work like a machine. This
style can be used in Change Progress (Lewis, 1951)
This style can be really good for DZL company. Mr. Hung use this
Coaching
leadership(Goleman, style to set a long term object, he should spend more time to analysis
this team‟s weakness in both Change and Refreeze Progress (Lewis,
2000)
1951) to develop people personality. Moreover his subordinates can
be more flexible to do what they do best in job.
Situational
This leadership can be used in Change Process (Lewis, 1951), Mr.
leadership (Hersey
Hung need to analysis the situational to keep employee‟s at high
and Blanchard,
level. However, each of staffs, each of employees, Mr. Hung should
1969)
have different motivation for reducing stress and resistance.
Task4:
Each of motivation theories, each of way to applying for DZL to increase or reduce
performance.
Maslow’s Hierarchy of Needs: Manager of DZL can increase high lever in
hierarchy of needs of employees. For example, the company can increase the
wage for staffs, improve employee's life, bonus monetary, promote for
someone who has many years in good performance. If a person does not need
Group: TheAnonymous-12th
12
13. fulfil some components of the hierarchy, company should create a stability,
comfortable environment for them. This motivation take more time to change,
to analysis the cultural or staffs, but it not so expensive
McGregor’s theory:DZL‟s top manager can use this motivation theory Y to
build the relationship and trust with employees. This theory is one of the
modern theory that was applying in many organization. DZL‟s employees will
feel self-motivated, self-control and self-responsibility what they do. This
satisfaction from the staff will create motivation for themselves to reach the
highest vision of DZL.
Herzberg's Two Factor Theory:can call this the most complete model for
DZL, it has similarities with the two models above, but expand and provide
stability. DZL can create motivation by filling employee‟s Hygiene factors,
after that, DZL should open opportunity for promote, etc. Employees will feel
sense of personal achievement, will have promotion to growth position in
company and increase performance.
Vroom’s expectancy theory:evaluates the strength of motivation based on the
individual's perception about probability of earning expected result though by
expectancy, valence and instrumentality. If Mr. Hung want to max
expectancy, he should make staff believe they can achieve the performance
level, he must support work effort, training workers to use the best ability. To
max instrumentality, he might make the employees feel confident in what they
are following by have clear goal setting process (Hoang, 2013). To max
valence, Mr. Hung can identify the staffs need and demonstrate value of
various possible rewards.
Maccoby theory:is the theory mention the social character and personality
(Maccoby, 1998) or the motivation come from the social relationship.
Group: TheAnonymous-12th
13
14. Mr. Hung can apply this for designing the job through match other
value. In various of situation, employees ’s value will be motivating
because they know what people expert on them, help them and they
will be create innovation for themselves and self-develop. Other theory
about social character and personality is Costa & McCrae theory. It
include five factor theory. This particular model was based on a circular
rules, derived from “Openness to Experience” and finish in this point. In
DZL, Mr. Hung should create a learning environment and encourages
its employees to participateenable them to new experiences, new
experiences to apply to the job.
NPD team include people who has high skills and experience, if Mr. Hung want to
increase performance, he need to make good use to of each member ability, and he should
change. Perhaps, he may create bonus for staff of month or year plus monetary bonus. This
make motivation for employees who want to increase their wage and have anindividual titles,
more and more create ideas and do the job better.
Task5:
Motivation is an important element in a job, it boosts morale of staffs and increases
their motivation. In DZL, Mr. Hung are using bonus money system, however it has not all
positive impact on all employees. It only satisfies the needs of employee safety in hierarchy of
needs (Maslow, 1954). Mr. Hung need to do more than it. Regarding candle experiment of
Karl Duncker in 1945, his emphasis on the fixed function. If the job is easy, clear end point
and Mr. Hung put the high lever for bonus, the final result will lower than expectation,
negative impact.
That why Mr. Hung monetary bonus has good impact for someone, not for all. The
bonus money narrow vision, ideas, creativity restrictions, focusing the attention of the staff
Group: TheAnonymous-12th
14
15. into a target too obvious end point. Every will be easy for dummies not for Mr. Hung‟s teams
Who has high skills and experiences. They just focus only money include bonus and wage,
not focus on increasing job performance, creating new ideas.
In a job design, detail in NPD team, the final result based on monetary bonus make
employees perform rather than pushing the high creative and innovation. The staffs just do the
way that they can be achieve the monetary bonus. In other side, the final reward based on
non-monetary (can be promise of an opportunity, work time off, etc.) are the employees work
toward to reach, it is motivating employees behavior. However, in DZL, monetary bonus can
be efficient than non-monetary because all of staffs always want to increase their total
compensation.
Now, Mr. Hung should use monetary bonus system plus a new system is
ROWE(Results Only Work Environment) that was created by both Jody Thompson and Cali
Ressler. This system give employees more opportunities for self-governance, freedom to
work, freedom to choose form working. DZL‟s staffs can easy to do the job, they can be
improve more and more about creating, satisfaction. Mr. Hung can increase commitment of
staffs, reduce employee‟s pressure and intensify work‟s performance. Moreover, a very
important thing that Mr. Hungary needs to do is putting inspired on the staffs. Because they
will do the best job when they like it, want to do it and has motivation to do it.
Group: TheAnonymous-12th
15
16. Reference:
Fayol, H. (1967) General and Industrial Management. London: Pitman
Goleman, D. (2000) Leadership that gets results. Harvard Business Review, Mar-Apr
Hersey and Blandchard
Herzberg, F. (1968) Work and the Nature of Man. Cleverland: World
Hoang, W. C. H. (2013) Change management. [PowerPoint slides]. Presented at 10th OB
lecture at National Economics University.
Hoang, W. C. H. (2013) Leadership theory. [PowerPoint slides]. Presented at 7th OB lecture at
National Economics University.
Hoang, W. C. H. (2013) Theories of motivation. [PowerPoint slides]. Presented at 11th OB
lecture at National Economics University.
Hyczynski, D. A. and Bunchanan, A. (2007) Organisational Behaviour. Pearson, pp.597-599
Group: TheAnonymous-12th
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