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Question one. Identify activities that you really enjoy. Identify 3 activities that you dislike. Analyzed your answer to access why some of your activities stimulate your effort while others not. In general, expectancy theory is a theory when people act in a rational manner that they expect will maximize their chances of achieving an attractive outcome. For example when you expect to get higher marks, you make an effort to work hard and tend to do some extra works (performance). As a result, you will be rewarded to get a very good result. You accept and seek responsibility to achieve higher degree of imagination, ingenuity and creativity in the solution of organizational objectives. Under the condition of modern industrial lifestyle, the intellectual potentialities of the average human being are only utilized. We come up with three examples that we really enjoy such as playing video games, playing sports and also reading. These three activities will stimulate our effort as natural as sleeping or easting because these are the things that we really enjoy. It is usually self-directed and self-controlled due to the commitment to objectives is related to the reward associated with our achievement. Take playing video games as an example, we don’t play video games to get paid, we play video games because we really love it and hence when we get a job as soldiers dealing with guns and shooting, since we practice playing video games that involve shooting, our performance and respond on targets will be improved. We will be enjoying our work as if we enjoy eating delicious food. As a reward we may get promotion. Another example is sports, what we expect from sports is to maintain agood shape and healthy lifestyle. That’s what drives you to success reaching ourgoals i.e. lose weight or stay in shape. So when we like sports we can build a goodleadership and team effort. For example, rugby, not only you get fit but also allowyou to use both your strength and mentality skills while it improves yourresponsiveness. As a result, it develops your self-esteem and awareness.
The three activities that we do not enjoy (dislike) are gardening, slacking offand reading newspaper. Although gardening is widely thought of as tiring anduninteresting, if a person can get the general concept or idea on how to garden,for example, choosing seeds, finding excellent fertilizers, etc., gardening can be avery rewarding and interesting activity. But, if a person is very narrow-mindedand is not willing to learn the basics, certain complications might occur, forexample, the fruits harvested, may not be ripe enough, which results in the fruitnot being in its best condition. Gardening also takes much effort and patience, i.e.planting and replanting if the plant experiences wilting. Therefore, if a personwho is generally lazy or is easily de-motivated, his thoughts will link gardening as atiring and boring activity, which is just too troublesome to even be bothered with. Whereas for slacking off, we agree that it will make us lazy and uncreative.In addition, it also makes us de-motivated towards our career. Employee slackingoff may be due to lack of supervision, treated like a child or the job is repeatingover and over again. The consequences are wastage of resources in terms offinancial, time wastage and increasing in turnover. In conclusion, some activities stimulate your effort because it is based onyour self-actualizations – the need to realize one’s potential, to grow, to becreative, and to accomplish our desire.
Question two Recognition may be motivational for a moment but it doesn’t have any staying power. It’s an empty reinforce. Why? Because when we go to the market, they don’t take recognition as form of payment. Do you agree? Discuss. Every person has different reasons for working. The reasons for working are to obtain something that we need from work. The something obtained from work impacts morale, employee motivation, and the quality of life. To create positive employee motivation, treat employees as if they matter - because employees matter. Employee recognition is not just a nice thing to do for people. Employee recognition is a communication tool that reinforces and rewards the most important outcomes people create for your business. When you recognize people effectively, you reinforce, with your chosen means of recognition, the actions and behaviors you most want to see people repeat. An effective employee recognition system is simple, immediate, and powerfully reinforcing. When you consider employee recognition processes, you need to develop recognition that is equally powerful for both the organization and the employee. You must address important issues if you want the recognition you offer to be viewed as motivating and rewarding by your employees and important for the success of your organization. All employees must be eligible for the recognition. The manager must not bebiased and must not be based on self interest and affection. You dont want todesign a process in which managers "select" the people to receive recognition. Thistype of process will be viewed forever as "favoritism" or talked about as "its yourturn to get recognized this month." This is why processes that single out anindividual, such as "Employee of the Month," are rarely effective. The recognition must supply the employer and employee with specificinformation about what behaviors or actions are being rewarded and recognized.
Anyone who then performs at the level or standard stated in the criteria receivesthe reward. The recognition should occur as close to the performance of theactions as possible, so the recognition reinforces behavior the employer wants toencourage. Employee Recognition Program buy-in from your employees is important, but only after the basic program concepts have been determined by you. In other words, it is unlikely an Employee Recognition program based upon an employee survey will be successful in meeting your Employee Recognition program goals. Why? Why is the recognition usually an empty reinforcing? The answer is very simple really, it’s because everyone prefer cash. Unfortunately cash is the least effective method of Employee Recognition. Many of the managers and business owners make mistake of thinking all employees want is cash. Often the cash gift is gone in a second on an elaborate night out or used to pay off debt. Once it’s gone the employee often doesn’t feel like they’ve gained anything and in fact, may think they should be paid more money. Cash is not always a best idea. Even if you are the President of the White House you still have to pay for your food. This is based on a true story whereby the U.S former President, George W. Bush and his family were interviewed by Oprah Winfrey show. On the interview, they said that they have to pay for everything. The collage fees for their children, the banquet party, the clothing that they wore and even the water that they drink. There are other things – apart from Employee Recognition, that managers must consider and the important among all is the quality work rather than what shoes or jewelry they have on. People outside your organization does not identify you as “high-ranking-employee-who –just-got-recognition”, (in the president case they did recognize him if he wondering around the streets) but they still see you as a regular human being. They don’t judge you for what shirts you wear or what brand your shoes are, they see you as their own customers whom will pay for their salaries. In conclusion, no matter how high you’re ranking or how well you had been recognized by people that surround you, at the end of the day, you still have to pay for your own coffee.