Employee Motivation Theory Often times companies that struggle with the relationship between the employees and the goals of the organization; sometimes the moral of its employee is thread that sets the relationship apart. Managers have made several failed attempts to establish that relationship with the employee to knit them together with the goals of the organization. Therefore, the company level of accomplishments is diminished. A good manager has learned good people skills, and often times he/she is able to motivate their employees to increase their output. It is important to be able to penetrate any barriers that the employee may have as a defense mechanism.
Reward power is power used to give employees things they want or take away things they do not want such as giving a raise or promotion. This type of power is effective, but can lose its effectiveness as time goes by. After a while the reward may not carry the same weight anymore. Legitimate power is power used when the collective group believes the person in charge has the right to give the orders. Legitimate power is effective because employees will generally take orders from the management without question.
The decrease in employee morale has created a problem for the company and its clients. The quality of services has decreased and the company has received complaints. Poor service and the cost to replace and train new employees is the result of this growing problem. In order to find a solution for the issue, data must be collected from each employee to summarize an opinion of how the employees feel about the company and their jobs. The purpose of the analysis is to lower the cost the company spends on new employees and to decrease the employee turnover rate.
Week 8 Assignment Shannon Parks Marilyn Fitzpatrick BUS 409 May 27, 2012 1. Describe the differences between job analysis and job evaluation and how these practices help establish internally consistent job structures. Job analysis is a way for a company to gather, document and analyze different information so that the company can describe the different jobs that are within the company. A job analysis will tell the content of the job duties the requirement of the workers and what the conditions that the worker will be in. Job evaluation is what a company uses to recognize the differences in the relative worth between jobs and by using this it will help establish pay differentials.
Yahoo! used a similar ranking system but compared employees against a standard, not against each other (Ivancevich et al., 2011). The importance of rank is what determines any excess compensation that the employee receives, however, ranking employees can also be detrimental to teamwork and morale. Question 1 In my opinion, forced ranking
The motivational methods this paper will explain are alternative work arrangements, positive reinforcement, and satisfier and hygiene factors (Lombardi and Schermerhorn, 2007). Not All Motivators Work Effectively for Everyone Not all people are alike, thus the same motivators do not work for all people. Higher order needs, one example being self-actualization needs (those that provide pride or enlightenment in oneself), motivate some individuals, while lower order needs like social status and physical needs motivate other people (Lombardi and Schermerhorn, 2007). Likewise, an individual must have interest in reaching his or her employer’s desired goals and be self-motivated, or no external motivation will help the person become an employee a manager takes pride in and boasts of (Strauss, 2007). A study examined a group of employees asking how they would rank motivational factors in their workplace.
I. Unionization a. Unionization in its simplest form is the collaboration of a group of workers in a certain industry. b. Motivations for unionization — Personal job dissatisfaction usually leads to the need for Collective Bargaining  Collective bargaining includes: o Salary improvement o Retirement requirement and benefits o Better working conditions o Management misbehavior against employees o Effective conflict resolution — Belief that unionization will lead to concrete improvements as a result of Collective Bargaining II. Economists have two different views of the effect of unionization in the economy: First view is that unionization is good for the economy and the other view states the contrary. A According to the organizers of the American Worker Project, David Madland and Karla Walter, whose goal is to conduct research on the increase of wages, benefits, and security of American workers – “the essence of labor unions is to allow workers to reap the benefits of the economic growth they help create.” i.
James performance appraisal method is implemented by using the generic performance appraisal form; because it allows the supervisor to list the job description and rate whether or not the employee is performing to standards and allow. Numbers are given to rate performance level rating someone less than 2.0 means that they will need some improvement in a particular area. Rating someone 2.0 mean they are doing just enough to get by the average anything higher than 2.0 means they have done an extraordinary job (Fallon & McConnell 2007; p.241). The organization implemented this performance appraisal over self – appraisal and team appraisals; because self appraisals keeps employee’s from over and under rating themselves. team appraisals can sometimes be unjust, because one or two people could possibly slack when it comes to performing their job and make the team look bad.
This paper shows how product shortages and customer satisfaction affects a company’s image. It tests the level of shortages and customer satisfaction of the residence of the San Andreas County (N-100). We predict that the level of customer satisfaction will reduce with a lowered supply. This matches research results from (Goldstein, 2008; Sothearith and Sovannarith, 2013 and Tschohl, 2005). Business organizations have various factors that affect their profits.
Both also buy into the idea that autonomy is what drives them. Like Drucker, Hammer (2004) stresses the importance of defining the task of the knowledge worker. Defining the task of the knowledge worker is important because it is necessary for expectations to be established (Drucker, 1999). And because the knowledge worker is not programmed by the defined task, the task can change. While Drucker (1999) attempts to establish a way to measure productivity, Hammer (2004) suggests that the productivity of the knowledge worker should not be measured, but rather measure the productivity of the organization.