Definition of motivation in work Essay Example for Free

Definition of motivation in work Essay Introduction At any enterprise the main resource is human. Orientation to the highly skilled and initiative labor integrated into system of production, a continuity of process of enrichment of knowledge and professional development, flexibility of the organization of work, delegation of responsibility from top to down, partnership between participants of production all this conducts to creation of new model of development and use of human resources. The motivation is an actual element of this process which provides reciprocity of interests of the employer and personnel and guarantees efficiency of activity of the organization. The motivation is a complex of the motives which are inducing or not inducing to certain acts, this creation of system of the incentives necessary for achievement of the purpose of the organization. Satisfaction of the employee of the enterprise with conditions and compensation, relations with colleagues and heads, management policy for the personnel, in many respects defines interest and the employees motivation on effective and productive work. The periodic assessment of satisfaction with work of firm personnel helps to reveal weak links in structure of human resource management, to develop system of the additional incentives allowing to eliminate or compensate the work factors which are least satisfying the personnel. Relevance of the chosen subject is explained by it. Motivated employees are one of the key factors that provide competitive advantage for businesses. By determining the best way to encourage and boost  employee’s performance in organizations the management ensures success of their company, on the market field. Customized employee motivation i.e. best incentive for each employee individually, is what gets the organization closer to reaching its goals and objectives. More specifically, it deals with demographically determined (age and gender) differences in the motivational profiles of the workers. The employees from both genders and all age subgroups are mostly motivated by challenging job positions, advancement opportunities, good compensation packages i.e. money and well managed/good work environment. At the same time, benefits, job security and location of the work place are less of a motivator for all demographic subgroups. Still, this research study suggests that some statistically significant differences do exist. The two genders give significantly different importance to benefits as a motivator, while, the age subgroups give significantly different importance to security, work environment and challenge. A milestone in organization’s success is to develop strong relationship with the employees, to fulfill workers’ expectations (good working conditions, fair pay, fair treatment, secure career, power and involvement in decisions) and in return, to have them follow the rules and regulations, work according the standards and achieve goals, (Khan, et al., 2010). In order to address these expectations it is required for the management to have understanding of employees’ motivation. The HRM professionals are the ones to have significant role in fulfilling this ai m and hence, to assist the company’s management in building relationship with their employees. The challenge for organizations and their policies is to bring the best applicants successfully through the recruitment and hiring process, but also to retain them and to provide them with the environment and structures in order to motivate them to give their best (Hussai, 2007). Moreover, motivation plays important role, since dissatisfaction leads to high employee turnover particularly in less developed or developing countries where little employment opportunities are available to people (Khan, et al., 2010). Motivation is a tool managers can use in organizations and if they know what drives the people working for them, they can tailor job assignments and rewards to what makes these people ―tickâ€â€" (Tella, et al., 2007). Motivation can also be considered as whatever it takes to encourage workers to perform by fulfilling or appealing to their needs. According to Gibbons (1999) and Tella, et al. (2007) high performance motivated workforce is very important element for successful businesses, and this study is inspired by the power that the motivation has within the organizations in increasing their performance. No matter how automated an organization may be, high productivity depends on the level of motivation and the effectiveness of the workforce (Tella, et al., 2007). Hence, managers who use the most effective motivation tools and techniques will provide competitive advantage and profits to their companies. Managers must be ready and willing to customize the best deals in town in order to recruit, retain, and motivate the best people, argued Gilbert (2003, p.1), referring to the importance of customized incentives provided to different generations. In this regard, the aim of this research is to examine the issue of customized motivation management, or more specifically, the issue of applying different motivation tool to different types of employees, depending on their priorities and preferences. In particular, the research will analyze some of the motivating factors and how different their importance is for workers of different age and gender. By determining what the employee’s priority is – high compensation, good work environment or maybe the location of the workplace, this research will determine what would be the best incentive the company should apply. Importance of Motivation of Employees within Organizations One of the main responsibilities of the Human Resources and other management professionals in a company is to achieve competitive success and advantage through the employees they have hired. ―The managers who can create high levels of motivation can get more work from five employees than their less inspiring counterparts can get out of ten, and this is a form of competitive advantage that is hard to denyâ€â€" (Wagner and Hollenbeck, 2010, p.81). Successful recruitment process and successful placement of an employee on the demanding position leads to a new challenging situation where both sides, employee and employer, must take and give the best of the position that was filled. Otherwise, both sides are losing money and time and are becoming dissatisfied. The motivation as career growth and business development factor is very important at this post recruitment stage and is one of the factors that catalyze the process of giving the bestâ€â€" by the  worker and ―taking the maximumâ€â€" by the employer. To summarize, the importance of motivation is high, as is the role it plays, when it comes to employee retention and performance improvement within organizations. Moreover, it can lead to: business development, increasing profits and building competitive advantage. It deserves time and effort to be evaluated and further on, to be applied as efficient managerial tool. Herzberg’s two-factor theory Herzberg’s two-factor theory argues that his hygiene factors such as salary, benefits, working conditions or job security, are also considered to be extrinsic in nature, while motivational factors, such as, the job itself (challenging or not), growth and advancement, achievement (James, 2008); or job autonomy, job complexity and innovativeness (Vaananen, et al., 2005), are considered to be intrinsic in nature. The factors that will be analyzed in this research are determined based on the Frederick Herzberg’s research (Herzberg, 2003), in which he evaluated the following ten extrinsic/hygiene motivators: security, status, relationship with subordinates, relationship with peers, salary, work condition, relationship with supervisor, supervision, company policy and administration, and personal life. At the same time, the following six intrinsic motivators were evaluated: achievement, recognition, work itself, responsibility, advancement and growth. This research will examine the importance of the following seven motivational factor: money, benefits, location, job security, work environment (as extrinsic), then challenge and advancement opportunities (as intrinsic factors). The motivator money refers to Herzberg’s salary factor; the motivator benefits relates to his company policy and administration; location refers to personal life, since it directly influences the work-life balance and the time employees spend on their personal needs. The motivator work environment includes Herzberg’s relationship with subordinates, relationship with peers, relationship with supervisor, supervision and work condition. Security was evaluated as it is by Herzberg, as well. As for the extrinsic factors, advancement was also evaluated as it is by Herzberg, while challenge that will be used in this research mostly relates to work itself (as per Herzberg) since it refers to specific characteristics of the job itself and how interesting and challenging they are to the employee. In  conclusion, based on the importance these seven factors have for an employee when choosing a new job and leaving the current one, or while still performing on the current position, we determine/define the term motivational profile for the research purposes of this thesis. Definition of target group of the interrogated For the analysis of this poll I chose young people aged from 22-25 years which just graduated from the university and got a job. As well as any person, these workers too have certain motivational force. So, 12 workers, from them 7 guys and 5 girls took part in my poll. Distribution by Education Distribution by Department Distribution by Industry Determining the type, strength and direction of employee motivation units Using the questions given questionnaires to determine the type, strength and direction of the motivation of employees selected structural unit. To do this, this form must be filled by a worker units (not less than 10 people). Next, i need to calculate the score for each respondents answer. Compare the answers of all respondents. About the study of labor motivation of employees Results of motivational dough On the basis of the carried-out analysis I can draw a conclusion that most of young people choose financial motives, and it means what exactly the salary plays an important role at a work place choice. Conclusion Theories of motivation is the Herzberg Two Factor Theory. His theory also relies on the needs and their satisfaction concept, but according to this theory, the needs are grouped in two levels/groups: 1) hygiene or dissatisfaction avoidance factors (imperative to be satisfied) and 2) motivating or growth factors (additional motivating force after the basic needs are satisfied). He suggests that ―the factors involved in producing job satisfaction (and motivation) are separate and distinct from the factors that lead to job dissatisfactionâ€â€" (Herzberg, 2003, p.6). Herzberg also characterized the two groups of motivating factors according their origin. The dissatisfaction avoidance or hygiene factors are extrinsic to the job, and come from outside the person, and those are: company policy and administration, supervision, interpersonal relationships, working conditions, salary, status, security etc. Growth or motivating factors are intrinsic to the job, that come from within the person and those are:  achievement, recognition, the work itself, responsibility, and growth or advancement. At workplace, the employees must be provided with good extrinsic factors (good pay, good environment, safety etc) in order not to be unhappy. Further on, if the employers need them motivated to perform even better, they need to provide the additional intrinsic factors. Proceeding from results of motivational dough I came to a conclusion that according to the Herzberg’s two-factor theory the greatest importance for young employees is played by hygienic factors, to be exact economic factors, such as: a salary and awards, social advantages, pension privileges, holiday and training which is paid by the employer. Factors, the second for value, proceeding from results of this dough it: achievement and cooperation. And it means, what not all young workers choose hygienic factors. There are workers for whom motivators, such as are important: a freedom of action through achievements and cooperation with other workers. To conclude, many studies show that the age has an important effect on motivation. Still, in some research studies, the authors suggest that there are some motivating factors that do not have significantly different importance for employees at different age (Ross, 2005; Stead, 2009). The list of the used literature: 1. Khan, K.U., Farooq, S.U. and Ullah, M.I. (2010), The Relationship between Rewards and Employee Motivation in Commercial Banks of Pakistan, Research Journal of International Studies (14), p.37-54, [On Line], Available From: http://www.eurojournals.com/rjis_14_06.pdf, Accessed: 01.04.2011 2. Tella, A., Ayeni, C.O. and Popoola, S.O. (2007), Work Motivation, Job Satisfaction and Organizational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria, Library Philosophy and Practice, April 2007, [On Line], Available From: http://www.webpages.uidaho.edu/~mbolin/tella2.pdf , Accessed: 01.01.2010 3. Wagner, J. and Hollenbeck, J. (2009), Organizational Behavior: Securing Competitive Advantage, 1st edition, New York, Routledge 4. Vaananen, A., Pahkin, K., Huuhtanen, P., Kivimaki, M. Vahtera, J., Theorell, T. and Kalimo, R. (2005), Are intrinsic motivational factors of work associated with functional incapacity similarly regardless of the country?, Journal of Epidemiology and Community Health 2005(59), p.858-863, [On Line], Available From: http://jech.bmj.com/content/59/10/858.full , Accessed: 10.02.2010 5. Vaskova, R. (2006), Gender Differences in Performance Motivation, [On Line], Available From: http://www.eurofound.europa.eu/ewco/2006/01/CZ0601NU04.htm, Accessed: 03.02.2010 6. Herzberg, F. (2003), One More Time: How Do You Motivate Employees?, Harvard Business Review, Jan 2003, p.86-96, [On Line], Available From: http://hbr.org/2003/01/one-more-time/ar/1, Accessed: 21.04.2010 7. Ross, W. (2005), The Relationship Between Employee Motivation, Job Satisfaction and Corporate Culture, [On Line], Available From: http://uir.unisa.ac.za/bitstream/handle/10500/2584/thesis_roos_w.pdf?sequence=36, Accessed: 31.07.2011

To Kill a Mocking Bird - Connections :: To Kill a Mockingbird Essays

To Kill a Mocking Bird - Connections The first relation to the real world is that people used the ‘N’ word frequently. They used this word to refer to Afro-Americans during the period when the book was written. People today still use it to refer to Afro-Americans. I think it is unfair that they are being called N@#$%&@ because it is a term that they really dislike. They would get very angry if they were referred to as such. Many characters in the story, such as Francis and Mrs. Dubbose, have used this term quite regularly. They considered Afro-Americans as inferior human beings. In today’s society, the description of black people as N@#$%&@ still exists, but it has been toned down considerably, compared to when the book was written. Next, many parents in Maycomb did not teach their kids moral values. This is evident because there were so many kids calling black people the ‘N’ word. Atticus strongly believed in teaching his kids moral values. Every time Scout or Jem had a problem, he sat them down and advised them what was the right thing to do. When he told Jem to help Mrs. Dubbose out and read to her, he refused. He did not know why Atticus was so serious about it. When he found out that she was addicted to morphine and his reading helped her to deal with it, he understood and respected Atticus. He dealt with Scout the same way. When she had a problem, he would sit her down and carefully explain to her what was the right thing to do. Today, many parents do not teach their kids moral values. This is evident because so much teen rebellion is occurring. Parents should try to teach wisdom to their kids as Atticus did. In my opinion, children think that their parents do not understand them enough. There needs to be more discussion between children and their parents. The concept of walking away from fights is addressed in the book, and can be related to real life today. Atticus was always advising Scout and Jem to control themselves and walk away from fights. He said it was better to fight with your head. Parents today always advise their children to walk away from fights. They always say, â€Å"Use words, not hands.† Jem and Scout listened to Atticus and tried their best to avoid getting into fights at school. However, Scout still got into some fights. Kids today also listen to their parents and try their best to avoid fights. Yet, they still end up fighting just as Scout did. Sometimes in life you are faced with an unexpected situation.

Revenue Allocation Among The Three Tiers Of Government In Nigeria

IntroductionRevenue allocation is one of the Constitutional functions of the Revenue Mobilization Allocation and Fiscal Commission. Specifically, Part I, Paragraph 32 of the Third Schedule to the 1999 Constitution of the Federal Republic of Nigeria, which states that the Commission is to â€Å"review, from time to time, the revenue allocation formulae and principles in operation to ensure conformity with changing realities. Provided the any revenue formula which has been accepted by an Act of the National Assembly shall remain in force for a period of not less than five years for the commencement of the Act† Nigeria system of government has three levels namely, Federal, State and Local Governments.Each tier has its own constitutional responsibilities. And in a situation where the allocation of tax powers creates a resource imbalance amongst the stakeholders, it necessitates the need for an arrangement to allocate centrally-collected revenue so that revenue and development coul d spread evenly throughout the country. This is manifested in the Nigerian case, where more lucrative taxes are controlled by the Federal Government.Fiscal FederalismFiscal federalism is a system of taxation and public expenditure in which revenue-raising powers and control over expenditure are vested in various levels of government within a nation, ranging from the national government to the smallest unit of local government (Anyafo, 1996). Basically, fiscal federalism emphasizes on how revenues are raised and allocated to different levels of government for development. There is the problem of how to allocate revenue to different tiers of government in relation to the constitutionally assigned functions.The discordance between fiscal capacity of various levels of government and their expenditure responsibilities, the non-correspondence problem, is a striking feature of the Nigerian federal finance. There is also the problem of how revenue should be shared among the states and local councils. According to the resource allocation function of the government, revenue is allocated to federating units of a country for economic development, otherwise called fiscal federalism. Nigeria’s fiscal federalism has emanated from historical, economic, political, geographical, cultural, and social factors. In all of these, fiscal arrangements remain a  controversial issue in allocating distributable pool account (DPA) of the federation since 1946 (Ekpo, 2004).

The Families in the 1950’s

The 1950’s A typical 1950’s family was nothing like the ideal family in today’s generation. Back then a typical family was a mom and a dad and several children. This is nothing like the current generation, where there are pregnant 16 year olds who think its ok to get pregnant out of wedlock because they see that on television. Everyone sat down to a home cooked meal together, unlike today where both men and women go to work and so they wind up eating something quick.Shows like â€Å"Leave it to Beaver† created the perfect model of what the typical family of the 1950’s was like. When there was a conflict between a child and a parent, they sat down together and talked it out, nobody ran away or just brushed it off. Women stayed home did the chores and kept up with the house and took care of the children, while the husbands went out to work. The positive part of the 50’s was how families were actually families.They did things together like watch television, ate dinner, and just spent time with each other talking about one another’s day. Women understood what it meant to honor their husbands and discipline their children. Other than that there was more negativity to this decade. Women were not allowed to do many things such as, going to work if they could afford not to, state their opinions to their husbands, and dinner had to be on the table when their husbands arrived home and not a second later.Although the 1950’s were a more popular time then other decades, I do not think people would want to go back. Women were treated unfairly as well as minorities, and gays. I do, however, think that some aspects from that generation would be best fit in this generation. Women should still go out and work, and be treated with respect, however; there should be more structure in families, so that there are not so many broken families, and not so many children being born into corrupt families.

CA Energy Crisis essays

CA Energy Crisis essays After dodging power outages for many months, California experienced its first power outage on January 17th, being the first time since World War II when state officials ordered blackouts to protect the coast from the Japanese. The blackouts stretched from Central California to 500 miles north at the Organ border, leaving 657,000 homes and businesses without electricity for several hours at a time. The blackouts continued left the affected areas in a state of chaos along with billions of dollars lost in sales, productivity, and wages. Many blame the power shortages on the 1996 deregulation which had promised to lower the consumers power bills by providing a competitive market, ironically wholesale prices later skyrocketed to over $300 per megawatt in December of 2000. After the opening of five power plants earlier this summer, the power crisis has pretty much diminished, but later last year and earlier this year businesses in Silicon Valley were questioning weather or not they s hould stay in California and risk losing millions more. Companies who have an interruptible energy source contract with the energy companies, which means in exchange for cut-rate electricity they would have their power cut off during an electricity shortage, experienced 24 interventions from the summer of 2000 to December of the same year. The Miller plant in Irwindale, California, who typically runs nonstop all year, has laid off some employees and had shifted some of its production to Dallas, Texas. The disruptions cost them on average $600,000 a week , and more importantly they are looking at alternate areas to do business in fear of another outage. The same thought is running through the minds of Silicon Valley corporations, they want to stay in California but if the power isnt reliable they must go somewhere else or loose business. Intel has also sent a letter to Senator Dianne Feinstein stating unless they receive reli...

The Chinese Zodiac in Mandarin

The Chinese Zodiac in Mandarin The Chinese Zodiac is known as 生è‚â€" (shÄ“ngxio) in Mandarin Chinese. The Chinese Zodiac is based on a 12-year cycle, with each year represented by an animal. The 12-year cycle of the Chinese Zodiac is based on the traditional Chinese lunar calendar. In this calendar, the first day of the year usually falls on the second new moon after the winter solstice. On New Years day, we enter a new Chinese zodiac cycle, which follows this order: Rat - é ¼   - shÇ”Ox - 牛 - nià ºTiger - 虎 - hÇ”Rabbit - å…” - tà ¹Dragon - é ¾  - là ³ngSnake - 蛇 - shà ©Horse - é ¦ ¬ / é © ¬ - mÇŽRam - ç ¾Å  - yngMonkey - çÅ' ´ - hà ³uChicken - 雞 / é ¸ ¡ - jÄ «Dog - ç‹â€" - gÇ’uPig - è ± ¬ / çÅ' ª - zhÃ… « As with many Chinese traditions, there is a story attached to the types of animals and the order they appear in the Chinese Zodiac. The Jade Emperor (玉皇 - Yà ¹ Hung), according to Chinese myth, governs all of heaven and earth. He was so busy ruling the universe that he had no time to visit earth. He wished to know what the animals of earth looked like, so he invited them all to his heavenly palace for a banquet. The cat was fond of sleeping but did not want to miss the banquet, so he asked his friend the rat to be sure to wake him on the day of the banquet. The rat, however, was jealous of the cats beauty and was afraid of being judged ugly by the Jade Emperor, so he let the cat sleep. As the animals arrived in heaven, the Jade Emperor was so impressed with them that he decided to give each one their own year, arranged by the order they had arrived. The cat, of course, had missed the banquet and was furious with the rat for letting him sleep, and that is why rats and cats are enemies to this day. Qualities Of The Chinese Zodiac Signs Just the like Western zodiac, the Chinese zodiac attributes personality qualities to each of the 12 animal signs. These are often derived from observations about how animals behave and also come from the story of how the animals traveled to the Jade Emperors banquet. The dragon, for example, could have been the first to arrive at the banquet, since he could fly. But he stopped to help some villagers and then helped the rabbit on his way. So those born in the year of the dragon are described as being interested in the world and willing to give a helping hand. The rat, on the other hand, arrived at the banquet by hitching a ride on the ox. Just as the ox arrived at the palace, the rat stuck his nose forward, so was the first to arrive. Those born in the year of the rat are described as shrewd and manipulative, traits which can also be drawn from the story of the rat and the cat. Here is a brief summary of qualities associated with each sign of the Chinese zodiac: Rat - é ¼   - shÇ” forthright, generous, outgoing, loves money, hates waste Ox - 牛 - nià º calm, dependable, obstinate, reliable, proud, and can be uncompromising Tiger - 虎 - hÇ” loving, giving, optimistic, idealistic, stubborn, self-centered, emotional Rabbit - å…” - tà ¹ careful, systematic, considerate, can be indifferent, temperamental, shrewd Dragon - é ¾  - là ³ng strong, energetic, proud, confident, but can be illogical and obsessive.   Snake - 蛇 - shà © intellectual, superstitious, independent, private, cautious, suspicious Horse - é ¦ ¬ / é © ¬ - mÇŽ cheerful, lively, impulsive, manipulative, friendly, self-reliant Ram - ç ¾Å  - yng good-natured, timid, emotional, pessimistic, mild, forgiving Monkey - çÅ' ´ - hà ³u successful, charming, crafty, can be dishonest, self-centered, inquisitive Chicken - 雞 / é ¸ ¡ - jÄ « conservative, aggressive, decisive, logical, can be overly critical Dog - ç‹â€" - gÇ’u clever, willing to help others, open-minded, practical, can be belligerent Pig - è ± ¬ / çÅ' ª - zhÃ… « brave, trustworthy, patient, diplomatic, can be hot-tempered

Is self-confidence necessary for effective leadership Essay

Is self-confidence necessary for effective leadership - Essay Example Learning to be lowly and learning to be small will make us great somedayThere is a great host of leaders recorded in the Bible. If we have to learn their ways, faith, principles, and beliefs, we will come to the inevitable conclusion that these great leaders like Moses, Noah, Peter, Paul, and many others, was found to be able and successful leaders because they have learned to accept that they are nothing; that the Creator is able to produce great things from nothing. Nothingness is the best place and idea to start a creation. When we do something out of something that already exists, we fashion it in a manner by which we always consider the kind of material that exist; but everything is possible, and every idea can be freely conceived if you create something out of nothing like what God have done (Soriano, E. F., 2004). Hollenbeck and Hall also mentioned in their article that "Leader's self-confidence causes followers to believe in the capabilities of the leader and the direction set." Contrary to that, Soriano said that "A leader, in the truest sense of the word, must be someone being followed intelligently by followers of understanding.