Motivational Factors

Abstract This paper will explore and discuss the motivational factors that managers must be proficient with in order to accomplish the organization’s goals and objectives. This exploration and discussion will include aspects of different theories to understand how motivation affects the accomplishment of the organization’s goals and objectives. This exploration will be emphasized and interconnected with motivational theories to increase the success of today’s organizations and explain the impact managers have on the success of their organizations.In addition, this explanation will discuss how motivation is initiated and how this affects the personal and organizational goal settings. Implications and conclusions will be drawn from the application of ample discussion setting forth a better management practice that strengthens the understanding of the need of more motivation in today’s organizations. Motivational Factors and Organizational Goals Accomplishmen t Managers must consider many motivational factors to motivate their employees to perform at their highest ability.Motivation has internal and external forces, which influence employees’ behavior. â€Å"Motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action† (Daft & Marcic, 2010, p. 404). Any person who is successful in whatever they are doing it is very likely due to set goals. Goal Setting is extremely important to motivation and success. Motivating employees is beneficial for both managers and employees because it enhances productivity and the accomplishment of the organizational goals.In order to achieve these goals, employees need to be well trained and motivated by managers which are the key factors in the success of this task. Employees are the most important assets and they are human being first and then the employees. For that reason, they must be treated fairly and with dignity. This is one of the most prominent motivating factors in any organization. Leaders and managers need to earn the respect of their employees in order to excel in their task. Departing from the premise of treating others with respect and dignity, employees will react in the same way.Managers can show respect to their employees by assigning them tasks that they are best suited for them. Every employee has a unique set of skills and talents that are an enormous resource for managers. Managers by communicating employees’ strong points will motivate them to accomplish their task resulting in a higher level of job satisfaction. It also builds the employee’s self-esteem and confidence leading to very strong and loyal employees. This starts a cycle of self-motivation and confidence that continually builds upon its own momentum if carefully managed.Organizations with this type of management achieve their organizational goals with ease. Everything starts with a common cy cle of motivation that needs to be fulfilled to attain the motivation desired of the employees. Figure1 shows this cycle. Figure 1. A simple model of motivation. This figure illustrates the basic elements of human motivation: need, behavior, and rewards. Source: Daft, R. (2008). Management. (8th ed). Mason, OH: Thompson South-Western, p. 522, exhibit 16. 1. Need The basic element of the motivational process in management starts with the satisfaction of employees’ needs.While motivation is universal and each employees needs are unique, managers must focus on identifying what needs are important to each individual in order to satisfy these needs and encourage the motivational environment within the organization. It is important that â€Å"managers take into account theories that will provide them a full understanding of motivation and its implementation in the workplace† (Patterson, 2007, p. 57). For instance, Maslow’s hierarchy of needs theory proposes that withi n every person there are needs that must be satisfied.These include safety, social, esteem, and self-actualization needs. Within each of these stages, there is a vast range of needs that could fit into each category suggesting each individuals needs could be different and unique as illustrated in table 1. Behavior â€Å"Motivation is what influences behavior† (Daft & Marcic, 2010, p. 72). Therefore, employees’ motivation must be what influences employee behavior at work. Employees can be motivated by an employer, a co-worker, or any situation in their life.While employees behave at the level their employer is looking for, managers must develop proficiency in the motivational arena. This proficiency of the application of the motivational factors will help managers to motivate their employees and fulfillment of their needs. It is important to mention that employees are human beings that have needs and they want to fulfill those needs in a successful manner. Abraham Maslo w's theory is one of the most widely discussed theories of motivation emphasizing that Table 1 Maslow’s Hierarchy of NeedsNeed HierarchyFulfillment off the jobFulfillment on the job Self-actualizationEducation, religion, hobbies, personal growthOpportunities for training, advancement, growth, and creativity EsteemApproval of family, friends, communityRecognition, high status, increased responsibilities BelongingnessFamily, friends, community groupsWork groups, clients, coworkers, supervisors SafetyFreedom from war, pollution, violenceSafe work, fringe benefits, job security PhysiologicalFood, water, oxygenHeat, air, base salary Note: This table represents the hierarchy of needs theory.This theory proposes that people are motivated by five categories of needs that exist in hierarchical order as illustrated in the table from bottom to top. Daft, R. (2008). Management. (8th ed). Mason, OH: Thompson South-Western, p. 525, exhibit 16. 2. human beings have wants and desires which i nfluence their behavior as illustrated in table 1. Daft ; Marcic (2010) mentioned, â€Å"Only unsatisfied needs influence behavior, satisfied needs do not† (p. 233). For that reason, managers have to be proficient in the motivation arena in order to have employees performing well in the organization.They also need to understand what makes employees behave well in the workplace. Reward Employee motivation, positive employee morale, and rewards are important for the success of every organization. People have unique characteristics that make them special. These characteristics will define the level of satisfaction needed to satisfy their needs whether physically, economically, emotionally, or among others. The satisfaction level will affect morale, motivation, and their quality of life in a positive or negative way. Therefore, it is imperative every organization develop a recognition program that is motivational and rewarding.No discussion of rewards would be complete without ad dressing intrinsic and extrinsic rewards. When someone feels gratification when doing something it is considered as an intrinsic reward. â€Å"Intrinsic rewards are the satisfaction a person receives in the process of performing a particular action† (Daft, 2008, p. 522). This satisfaction is caused by choices and perception a person has when accomplishing a task. Keun and Kulviwat (2008) mentioned in their research that â€Å"expectancy is the perceived connection between the effort and the outcome and the perception between the outcome and the reward† (p. 95). Expectancy theory is about the mental processes that an individual undergoes to make choices. Intrinsic motivation is motivated by the interest or enjoyment in the task itself and exists within the individual rather than relying on any external pressure as in the case of extrinsic motivation. Extrinsic rewards can be considered as when somebody tries to make someone else do something by giving them an external i ncentive that gratifies the receiver. Daft (2008) mentioned, â€Å"Extrinsic rewards are originated externally as a result of pleasing others† (p. 522).External rewards are extra pay, bonuses, promotion, incentives, among others. In the article, James (2005) presents a point of view of the cognitive evaluation theory to explain how â€Å"external motivation occurs when explicit rewards are implemented, which results in individuals having greater satisfaction† (p. 549). This theory is a theory in Psychology that is designed to explain the effects of external consequences on internal motivation. Intrinsic motivational factors are part of the job itself and boost the personal satisfaction by accomplishing something worthwhile.Many organizations need a combination of intrinsic and extrinsic motivators to encourage top-notch performance. Managers must ensure their organization has a very good employee reward program in place that promotes creativity and excellence. Feedback Providing ample feedback would work for employees motivated by esteem, while â€Å"providing predictable work, with minimal risk and uncertainty† would satisfy employees who desire security (Moyer ; Dunphy, 2007, p. 37). Any company that values its employees should provide feedback to their employee regularly.Feedback offers invaluable insight to employees about their performance that ultimately can affect the employees’ motivation. The key to a successful feedback is to focus on positive rather than negative feedback on the employees’ performance, which is the primary purpose of feedback. Feedback is not difficult but is a skill that all managers must master. Once mastered, managers have a powerful tool for sharing knowledge and facilitating knowledge skill enhancement. From Where Motivation Comes From Motivation may come from within a person or as the result of the situation.In contemporary workplaces, employees have become accustomed to external motivations such as bonuses, extra days off, contest prizes, etc†¦ The problem with motivation resulting from a situation is that they no longer motivate employees when they are no longer in the situation. External Motivation can make people dependent on things that are never part of a long-term motivational scene. If people want motivation to go deeper, they will have to find a way to create it within themselves or intrinsically. Internal motivation is self-motivation. It resides in everyone although it may be dormant. It is lasting and powerful.In combination with the external motivators mentioned earlier it is the foundation for success of organizations. Therefore, motivation comes from within and from a situation but self-motivation may be more powerful and last longer. Conclusion Overall, the motivational process is universal as all organizations through various strategies attempt to motivate employees in order to attain high performance and achieve organizational goals. The categorie s within these theories are wide-ranging thus suggesting that there are no definite motivator factors for each employee but each individual motivation is unique.Managers must consider many motivational factors and apply them to the employee’s need uniqueness. The basic element of the motivational process in management starts with the satisfaction of employees’ needs. For that reason, managers have to be proficient in the motivation arena in order to have employees performing and behaving well in the organization. It is essential for each organization to develop a motivational and rewarding recognition program. In addition, a good feedback program must be implemented to provide employees a valuable insight about their performance allowing them to realize the achievement of their goals.

Essay on Medical Education

Essay on Medical Education Essay on Medical Education Medical Education & Definitions – March 13th 2014 Human, Spiritual, Care Questions from Prof Religious vs spiritual? The Debate Religion is practice and ritual and temples you go to Religious are dogmatic, institutionalized Spiritual is part of mind and free Individual More neutral term Less fraught than language of religion A common assumption in both Nursing and Medical education is a â€Å"tidy polarized interpretation† of what is religious and what is spiritual. Spiritual care over Religious Care? Sisley saunders? Attending to the most spiritual needs (family, community, sense of self) Spiritual is less defined Easier to talk to Making them feel human, empathy for patient Respect the patient Presence for the patient regardless of what (cant fake it to someone else) Whereas religion is more defined and it is what it is. Suggesting that nursing itself is inherently spiritual training/care of somewhat, attending to the whole person. -therapeutic care; yes, that is what nursing is about -nurses give care as human beings and in doing that we affect the spirts of other human beings Nursing interventions for the dying.. page 57 holding hands listening laughter prayer being present What is a human being? person is more than the disease and more then the body complex evolving beings connected with the universe non material part of being assembles of traits and variables challenges of medical profession has experienced -femininst improvements of public health impact of spiritual and religions cares 1)Spirtuality and cultural miscommunication -lady and infection in her leg -very angry because neither the doctor nor her daughter had prepared her for the post trauma -her daughter was a devoted chrisitan – didn’t believe in loss of leg due to the absence of a culturally sensitive professional translator who might have been able to to engage spiritual concerns and concepts in a reasonable manner important to recognize and clarify the impact of alternative spiritual values and formal religious beliefd among

Program vs. Programme

Program vs. Programme Program vs. Programme Program vs. Programme By Ali Hale One of our readers wrote to ask if we could clarify the difference between program and programme. The Noun: Program or Programme? The basic difference is between different languages: American English always uses program British English uses programme unless referring to computers Australian English recommends program for official usage, but programme is still in common use. The word program was predominant in the UK until the 19th century, when the spelling programme became more common largely as a result of influence from French, which has the same word programme. So, if youre writing in British English (either as part of an examination, if youre studying English, or for a British publication), heres some examples of how to use programme and program correctly: Were still drawing up the programme for the concert. This computer program wont run on my PC. I missed my favourite television programme last night. The Verb: To Program, Programmed, Programming The word program is also a verb, as in Ill program the computer today. In this case, both American and British English use to program. These forms are also valid in American English: programed programing But the Oxford English Dictionary recommends the double-m instead, which is in far more widespread usage: programmed programming If in doubt, and writing for a publication, check whether or not they have a style guide or a rule on which form of the verb to use. When youre writing for yourself, just make sure youre consistent. Program and Programme on Newspapers It is a commercial obligation of all 72 Football League teams to have a printed programme for every home game but clubs will vote on whether this will continue (www.theguardian.com) National Citizen Service, which was launched in 2011, brings together young people from different backgrounds for a programme of personal and social development. It offers a three- to four-week part-residential programme where 15- to 1 (www.theguardian.com) New York Times sponsor a subscription program allows you to make a contribution that provides Times digital subscriptions to public schools and student (www.nytimes.com) said Wednesday that members of its rewards program will be able to see up to three movies a week for $19.95 a month as part of its Stubs A-List tier. The movie (www.usatoday.com) Video Recap Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Spelling category, check our popular posts, or choose a related post below:Coordinating vs. Subordinating ConjunctionsExcited ABOUT, not "for" Starting a Business Letter with Dear Mr.

Directions for a Child Meteorologists Workstation

Directions for a Child Meteorologist's Workstation A home weather station can entertain your kids regardless of the season. Theyll also learn about weather patterns and the science behind sunny skies and rainy days. The more fun you make your home weather station activities, the more your kids will engross themselves in this fun learning activity. They wont even realize theyre learning as they tackle this science experiment for kids of all ages while the whole family gauges the weather together Rain Gauge No home weather station would be complete without a rain gauge. Your kids can measure everything from the amount of rain thats fallen to how much snow has accumulated. You can buy a rain gauge or its easy enough to make your own. Your most basic rain gauge is to simply put a jar outside, let it collect rain or snow and then stick a ruler inside to see how high the precipitation reaches. Barometer A barometer measures air pressure. Monitoring the changes in air pressure is one way to make predictions about the forecast. The most common barometers are Mercury Barometers or Aneroid Barometers.   Hygrometer A hygrometer measures the relative humidity in the air. Its an important tool in helping forecasters predict the weather. You can buy a hygrometer for about $5. Weather Vane Record the winds direction with a weather vane. The weather vane swivels when the wind blows to show you the direction the breeze is coming from so your kids can record it. Kids can also learn if the wind is blowing north, south, east or west with a weather vane in their home weather station. Anemometer While the weather vane measures the direction the wind is blowing, an anemometer measures the winds speed. Make your own anemometer with items you can find at a hardware store. Use your new anemometer with the weather vane to record wind direction and speed. Windsock A windsock is a more simple way to identify wind direction and speed as opposed to solely using a weather vane and anemometer. Its also fun for kids to watch the sock fly in the wind. Make your own windsock out of a shirt sleeve or pant leg. Your windsock can be flying in about an hour. Compass Even if your weather vane has the N, S, W and E points of direction, kids love holding a compass in their hands. A compass can help kids identify wind direction, which way the clouds are rolling in and can also teach kids how to navigate. Be sure the kids know the compass is for the weather station only. Compasses are an easy buy so if you think your compass will end up on a childs bike or in their backpack instead of staying with the weather station, pick up a few so you can always have one in place. Weather Journal A kids weather journal can have basic information within its pages or be as detailed as you want. Younger children can draw a picture of a sunshine and the letter to mark the winds direction. Older children can record the date, todays weather, wind speed, direction, humidity levels and make weather predictions based on their findings.

Toyota Essay Example | Topics and Well Written Essays - 1250 words

Toyota - Essay Example Toyota’s local assembly is being anticipated to surpass the current 60% mark. This lessened contact with transaction rates and importation tariffs. Within Toyota, sales augments from Europe were required to meet set global sales targets (Arthur, p.26). The year 2000 witnessed a massive growth in the car production industry. The number of cars produced that year increased from 30 million automobiles to approximately 60 million cars. From this entire production, more than half of the cars were produced by Toyota. However, for the European advertising panel of Toyotas mini cars, the confrontation persisted. In a fiercely competitive bazaar, they had to get 100,000 buyers yearly for the 3.41-meter. This section was viewed as a hard market where low prices implied low margins. Mercedes-Benz's firm recorded losses of 4 billion pounds between 2000 and 2005. Toyota Motor Firm recorded sales of 7.97 million units in 2005 which is an increase of about 2.5 million since 2000. Toyota Comp any in North America maintained as the most significant global bazaar. Market share was mounting swiftly. In 2005, sales rose to 2 million piece echelon for the first time. Toyota Company held 13.7 percent of the vital U.S. bazaar up from 9.3 percent in 2000. Sixty percent of the American order was contented by installing twelve firms in the NAFTA area. In 2006, Toyota was predicted to rise to 9 million pieces in production. At the moment, Toyota is in trouble as it is undergoing depression which is worldwide, and it is actually in much better look than virtually every other auto manufacturer. When we talk of competition, things are much poorer. Particularly talk of General Motors, which saw a catastrophic fall in sales of 54% in February, the issue is becoming increasingly worse. The full impact of the Global Economic Crisis is impacting all the magnificent plans and decisions of the world’s car makers, in the process cutting them to pieces. Of late, the CEOs of Fiat and Ren ault-Nissan claimed that the automobile markets would go through constant declines in 2009. The Big Three,† Chrysler, GM and Ford of Americas automobile home giants have been pushed with catastrophic sales falling thus causing them to beg the government for bailouts. Virtually nearly in every market the global economic catastrophe is destroying demand for cars. A sure indicator of how calamitous the circumstances are for the global car industry is the performance of Toyota, which is without a doubt on the planet it is the healthiest and most prestigious car manufacture. It not being an exceptional as mentioned it has now joined Detroit and European car makers in soliciting a bailout from their governments. Toyota has officially requested the Japanese government to provide a â€Å"bridge loan† of $2.2 billion; this request has followed some prior sales figures which have indicated that the Japanese behemoth faced a decline of 40% in sales of automobiles in its largest ma rket, the United States of America. Some years before, the company was capable of exploiting a more poignant position around green matters. The Prius hybrid model, for example, brought fame to the Toyota firm. In 2005, it traded around 18,000 pieces of Prius in Europe. On global sales, it sold 180,000 pieces, and in 2010, it was expecting to sell 1,000,000 pieces universally. Hybrid expertise offered Toyota a fair chance to place itself as a

Workplace Discriminations Research Paper Example | Topics and Well Written Essays - 6000 words

Workplace Discriminations - Research Paper Example Discriminations can occur both in direct and indirect forms. Workplace discriminations affect both the employer and employee in many ways. Employee may face immense damage to his mental health as a result of employment discriminations. Discriminated employee may not show many interests in working hard for the organization and therefore the productivity of the organization may come down. Moreover, workplace discrimination cases may destroy the image and brand value of the company in many ways. Many federal, state and local laws are prevailing in America in order to avoid workplace discriminations; however, these laws are not fully successful in avoiding discriminations at American workplaces. Employees and employers should work together to avoid discriminations at workplaces. This paper analyses various types of workplace discriminations, its effect on employees and employers, federal, state and local laws to prevent workplace discrimination etc. Workplace Discriminations Globalizatio n has brought too many changes in the business world, and exchange of workforce is one among them. Majority of the prominent organizations in the world are currently keeping an extremely diverse workforce to accommodate the true spirit of globalization. However, the cases of work discrimination are also growing day by day due to various reasons. â€Å"Discrimination means treating some people differently from others. It isn't always unlawful - some people are paid different wages depending on their status and skills†( Directgov, n.d. para. 1). It can be witnessed in organizational functions such as hiring, promotion, job assignment, termination, and compensation. In places where employment discrimination is strictly prohibited, it may appear in other different forms. Even though cultural differences among workers are one of the major reasons, there are many other reasons for workplace discriminations. Race, ethnicity, gender, stereotyping, or differences in religious beliefs, sexual orientation, marriage, pregnancy, disability, age etc can also cause workplace discrimination in one way or another. Workplace discrimination can affect the productivity and efficiency of an employee negatively. In other words, it can cause damage both to the employee and the employer. Team work is necessary for an organization to function efficiently and the cases of discrimination may spoil the team spirit among the employees. America is one of the most civilized and advanced countries in the world, in which secular democracy exists. However the cases of workplace discrimination are numerous in America compared to that in some other parts of the world. In America, all types of workplace discriminations are prohibited by federal, state and local laws. However, the cases of workplace discrimination are growing every day in America. Different types of workplace discriminations Based on the nature and type, workplace discrimination can be classified as direct discrimination, i ndirect discrimination, harassment and victimization. Direct Discrimination â€Å"Direct discrimination happens when an employer treats an employee less favorably than someone else. For example, it would be direct discrimination if a driving job was only open to male applicants† (Directgov, n.d. para. 3). It should be noted that driving requires many physical as well as mental skills and because of that many companies have the habit of avoiding placing females in such positions. However, if a female comes forward to take the responsibility of a driver, she should be allowed to do so if she has all the other required qualifications to excel in that position. Otherwise, such practices can be labeled as direct workplace discrimination. Since different communities are running different schools, the

Nursing research Essay Example | Topics and Well Written Essays - 1000 words - 2

Nursing research - Essay Example In line with this, the objectives of the study were to investigate whether staffing predicted nursing teamwork and determine the relationship between the levels of staffing and the subscales teamwork. Hence, the study focused on two research questions that were based on the research objectives. The first question asked, â€Å"Does the level of staffing predict nursing teamwork?† Conversely, the second question asked, â€Å"Does the level of staffing predict subscales of teamwork† (Kalisch & Lee, 2011, p.83). Based on the research study, the hypothesis was that in instances when the unit level case mix index (CMI) and the size of the healthcare facility were controlled, the levels of staffing had an effect on the levels of teamwork. In addition, the researchers also hypothesized that the size of the hospital affected teamwork exhibited by the staff members (Kalisch & Lee, 2011). Independent variable An independent variable in a research study is the factor that causes ch ange or an effect on another variable, which in most cases is change on the dependent variable in the research study (Polit & Beck, 2004). In this research study, staffing is the independent variable in the study since the levels of staffing in an organization affected the outcome in terms of teamwork. In this case, it is evident from the research findings that hospitals with high staffing levels experienced high levels of teamwork. On the other hand, since big hospitals have high staffing levels, they experienced high levels of teamwork. Dependent variable The dependent variable in a research study is the variable that may be changed or influenced by the independent variable (Polit & Beck, 2004). In line with this, the dependent variable of the research study by Kalisch and Lee (2011) is the level of teamwork in a hospital, which is a result of the staffing levels in the hospital. Research variables In a research study, research variables are concepts in a study, and these are conc epts that vary as the name suggests (Polit & Beck, 2004). One concept, or research variable in this study, is the skills mix among nurses, which affect the level of teamwork in nurses and vary from one hospital to another hospital. On the other hand, the size of the hospital is another research variable since all hospitals are not equal in size. In fact, this research study identifies the importance of the size of the hospitals remaining controlled. Research attributes and demographic variables Research attributes and demographic variables are the characteristics of the subjects in the study (Polit & Beck, 2004). In this regard, the research attributes and the demographic variables in this study are the age and professional qualifications of the research subjects. In this case, the age of the nurses is essential in evaluating their skills mix, which influences the teamwork of the nurses in a hospital. On the other hand, it is essential to point out that the professional qualificatio ns of the nurses play a crucial role in the skills of the nurses. In this case, the professional qualifications of nurses classify the nurses in the study as those who possessed a degree or a higher qualification, and those who did not hold a degree. In effect, these qualifications provide nurses with skills that contribute to trust among nurses, team orientation, and team leadership with these factors affecting the levels of teamwor