Using relevant theories and examples, explain how motivation can Essay - 2

Using relevant theories and examples, explain how motivation can affect employees commitment and performance at work - Essay Example Keeping valuable employees motivated in an organisation is not only intended to make them commit and perform but also to keep them over the long haul (Frasch 2010). There are many implements used by business organisations to motivate their employees. The most common notion about motivation is to shower them with fat paychecks but this proved to be inadequate in keeping employees motivated (Herzberg 1987). As what organisational theorists have reported, committing employees to perform towards a common goal involves an interplay of various factors that involves not only remuneration, but also the social and psychological dimensions of work that keep employees productive. Several business organisations even went as far as integrating play with work not only to keep their employees committed and productive, but also to induce creativity in the workplace which proved to be beneficial to a company’s diversification drive such as the case of Google (Lovewell 2005). These various motivation theories shall be discussed in this paper and we will also tackle how these theories affect performance in today’s competitive environment. The idea of the necessity to motivate employees to encourage commitment and performance among employees was first conceived by management classical theorists such as Taylor, Maslow, Mayo, McGregor, Vroom and Herzberg. While modern management and organisational theorists will argue that their concepts of motivating employees to commit and perform are inadequate, it cannot be denied that these classical theorists provided the basic building blocks of the know-how to motivate employees. From a simple idea of Taylor that adequate remuneration motivates employees, it later expanded to include the other dimension of human needs and aspects with the aim of fulfilling these needs that would enable employees to commit to the organisation better perform. Such, it would be necessary to cite and expound the ideas of these

Organisational leadership Essay Example | Topics and Well Written Essays - 2000 words

Organisational leadership - Essay Example This paper will discuss the different responsibilities of CEO’s and will seek to establish whether the CEO is influential in rallying organizational culture. The chief executive officer is the overall leader in an organization, and he is required to report to the board of governors. The CEO acts according to the will of the board of governors, and he implements their decisions and strategies. Since the CEO cannot manage the organization on a solo basis, he/she appoints other managers to whom he/she delegates roles and responsibilities (Hajdini, 2010, p. 39). The number and roles of subsequent managers depend on the organizational structure. The CEO is required to understand the goals of the organization and come up with ways of achieving the set goals. The CEO takes actions in place of the board of governors and he/she represents them in the daily operation of the business. The CEO is required to implement the decisions made by the board (Gitlow, 2004, p.87). He/she governs the organization on behalf of the board and therefore all decisions and strategies must be in line with what the board has decided. The CEO is entrusted with the responsibility of creating philosophies in the organization (Hajdini, 2010, p. 22). The philosophies created should be mission oriented and should favor the employees and the management. Most CEO’s have better academic qualification that members of the board and are the responsibility of designing strategies to accomplish the organizational goals. The CEO is the liaison between the board and the employees and therefore he/she ensures that the two groups linkup well. He/she acts as the link tool through communication between the two groups. The CEO understands the organization better than the board and hence is trusted on advising and informing them. The CEO oversees all the departments and liaises with the department heads to ensure that each

Skoda Automobile Company Essay Example | Topics and Well Written Essays - 2000 words

Skoda Automobile Company - Essay Example Skoda automobile company started its operations in 1925 after a lengthened period of producing customized bicycles for the founders, Laurin and Klement who were cyclists. The company based in the Czech Republic advanced gradually in producing bicycles and cars for the Czech market. The profits accumulated during the initial stages of stages served as propellants since the management adapted them for capital in its advent to globalization. Skoda automobile engaged in the production of cars for the European market despite the presence of competitive rivalry between the German and British manufacturer. After the initial staging of globalization, the company’s management evaluated the importance of diversification of the business portfolio by the inclusion of other product categories. Therefore, the company started to manufacture farm machinery and airplanes as additional products to the main product. Chronological accounts ascertain that the company’s production and sales competence enabled the company to survive through the difficult environmental forces prevailing in the mid 20th century. Scholars derive that Skoda car manufacturing company faced the threat of the great depression, a situation that halted most industrial signs of progress in Europe (Kreitner, & Cassidy, 2011). This period coincided with the Second World War whereby bombers from rival sides targeted industries. Further, Skoda managed to survive the eventual period of economic restructuring during the postwar period despite the presence of the German and British car models in the target markets (Roberts, 2013). Eventually, Skoda observed that by sourcing for stable car investors, the business would propel immediately as the investors would provide capital equity for the company thus they chose Volkswagen AG due to its wide brand network. The SWOT analysis Strengths of Skoda Automobile car industry Skoda produces its machinery in view of presenting the best machinery to the global mar kets. Mainly, the company boasts over dominance of a profitable market share in the European market despite the presence of stronger competitors. The company’s diversification of investment plan engages the acquisition of mergers and taming other market leaders to invest in the plans. The company’s research and development team engage in an evaluation of alternatives in order to reach the desired market segments. Therefore, the management stipulates its long-range plans in the market and order for a survey of 20,000 clients in the global market. Arguably, many companies lag behind Skoda in undertaking customer surveys in order to bear the ability to produce the automobile in reflection to the present needs in the consumer markets. Skoda’s strengths further emanate from the extent of independence in undertaking direct and unbiased surveys. In this case, the management ensures that potential customers reveal the needs and wants and stipulate their perceptions conc erning Skoda car models in order to undertake the fast improvement of the products with the inclusion of customer’s stipulated variables. The company rests assured that achieving the desired competence through its research body, the JD surveys to be partial since customers would not hold back their feelings about the company given that the researcher is independent.

Organisational leadership Essay Example | Topics and Well Written Essays - 2000 words

Organisational leadership - Essay Example This paper will discuss the different responsibilities of CEO’s and will seek to establish whether the CEO is influential in rallying organizational culture. The chief executive officer is the overall leader in an organization, and he is required to report to the board of governors. The CEO acts according to the will of the board of governors, and he implements their decisions and strategies. Since the CEO cannot manage the organization on a solo basis, he/she appoints other managers to whom he/she delegates roles and responsibilities (Hajdini, 2010, p. 39). The number and roles of subsequent managers depend on the organizational structure. The CEO is required to understand the goals of the organization and come up with ways of achieving the set goals. The CEO takes actions in place of the board of governors and he/she represents them in the daily operation of the business. The CEO is required to implement the decisions made by the board (Gitlow, 2004, p.87). He/she governs the organization on behalf of the board and therefore all decisions and strategies must be in line with what the board has decided. The CEO is entrusted with the responsibility of creating philosophies in the organization (Hajdini, 2010, p. 22). The philosophies created should be mission oriented and should favor the employees and the management. Most CEO’s have better academic qualification that members of the board and are the responsibility of designing strategies to accomplish the organizational goals. The CEO is the liaison between the board and the employees and therefore he/she ensures that the two groups linkup well. He/she acts as the link tool through communication between the two groups. The CEO understands the organization better than the board and hence is trusted on advising and informing them. The CEO oversees all the departments and liaises with the department heads to ensure that each

Things Fall Apart by Chinua Achebe Analysis Essay Example for Free

Things Fall Apart by Chinua Achebe Analysis Essay In the book, Things Fall Apart, written by Chinua Achebe, A man named Okwonko is desperate to avoid being what his father was like: lazy and undetermined. He is dominated by anger, fear, and impatience which get him in many situations. The tribe of Umoufia represents a civilization that is strictly based off male dominance. Men are only required to be strong, and have a title within the clan; while the women must cook, clean, and take care of the children, and are beat if they do not do so. Umoufia is a tribe that is based off of stereotypes and sexism. Women are looked down upon as objects instead of people. When they are old enough to get married, they do not get to choose, nor does the father choose. The women are bought and sold with sticks, like an animal and not a human being. This shows that the women are not appreciated, nor given any respect or dignity. They are treated more like slaves, and are not seen as important. When in reality, without women, the tribie of Umoufia would be nothing. A man gains respect and popularity in the tribe of Umoufia, is a strong, masculine man with a wife, a strong son, and a tough warrior. All men share the same goal, which is to become one of the lords of the clan. To do this, he is a warrior who is strong, brave, and fearless. Unofia, Okwonko’s father was lazy, poor, and a failure. He hated his father and wanted to be nothing like him. Okwonko has no desires for the pleasures in life, such as: dancing, music, and celebrations. Instead he hungers for power and wealth. This means he must run a strong family and house hold; with multiple wives, and many children. Another part of his masculinity is his duty of a solider. He wants to be physically strong in defending his village from incoming threats. Another way that Okwonko wants to show masculinity is through his children. He wants to pass down all he knows to his kids, and have them do the exact same. The boys shall have their own households and will be strong and proud. When the women shall be good wives, clean, cook, and give birth to many children. Okwonko only wants his kids to have the same traditions as he did, and for it to never change. Some elders believe that it is not right, and that it is right to have change. Okwonko wants his legacy to be kept alive by his children keeping on the same traditions. The women cook and clean, when the men own the household and are in charge. The women are given less credit then they deserve. Okwonko wants his wife to bare him a son, so that he can keep his family strong once he passes away. He depends on the wife to give him a son, and will beat her if she does not do so. When the child is born the wife must raise him and do all of the work. But the child is born to the husband and always owned by the man. Women are very important to the Umoufia tribe, but are treated inhumanly and not seen as a contributing factor of the tribes surviving and thriving. They are beaten regularly if they do not clean, cook, and take care of the house. They are sold as brides, and not given the right to do what they want.

The Process Of Workforce Planning In Supermarkets Business Essay

The Process Of Workforce Planning In Supermarkets Business Essay Work force planning is the process of analysing an  organisations likely future needs for people in terms of numbers,  skills  and locations. It allows the organisation to plan how those needs can be met through  recruitment  and  training. It is vital for a  company  like Tesco to plan ahead. Because the company is growing, Tesco needs to recruit on a regular basis for both the food and non-food parts of the business. Positions become available because: jobs are created as the company opens new stores in the UK and expands internationally vacancies arise as  employees  leave the company when they retire or resign or get  promotion  to other positions within Tesco new types of jobs can be created as the company changes its processes and  technology Tesco uses a  workforce planning  table to establish the likely  demand  for new staff. This considers both managerial and non-managerial positions. In 2008/09, for example, Tesco calculates that to support its business  growth  there will be a demand for around 4,000 new managers. The planning process This planning process runs each year from the last week in February. There are quarterly reviews in May, August and November, so Tesco can adjust staffing levels and recruit where necessary. This allows Tesco sufficient time and  flexibility  to meet its demands for staff and allows the company to meet its  strategic  objectives, for example, to open new stores and maintain  customerHYPERLINK http://www.thetimes100.co.uk/glossaryservice-standards-1285.phpservice standards. Tesco seeks to fill many vacancies from within the company. It recognises the importance of motivating its staff to progress their careers with the company. Tesco practises what it calls talent planning. This encourages people to work their way through and up the organisation. Through an annual  appraisal  scheme, individuals can apply for bigger jobs. Employees identify roles in which they would like to develop their careers with Tesco. Their manager sets out the technical skills,  competencies  and behaviours necessary for these roles, what training this will require and how long it will take the person to be ready to do the job. This helps Tesco to achieve its  business objectives  and employees to achieve their personal and career objectives. Job descriptions and person  specifications An important element in workforce planning is to have clear job descriptions and person specifications. A job description sets out: the title of the job to whom the job holder is responsible for whom the job holder is responsible a simple description of roles and responsibilities A person specification sets out the skills, characteristics and attributes that a person needs to do a particular job. Together, job descriptions and person specifications provide the basis for  job advertisements. They help job applicants and post-holders to know what is expected of them. As they are sent to anyone applying for jobs, they should: contain enough information to attract suitable people act as a checking device to make sure that applicants with the right skills are chosen for interview set the targets and standards for job performance Job descriptions and person specifications show how a job-holder fits into the Tesco business. They help Tesco to recruit the right people. They also provide a  benchmark  for each job in terms of responsibilities and skills. These help managers to assess if staff are carrying out jobs to the appropriate standards. Tescos  organisational structure  has the customer at the top. Tesco needs people with the right  skills  at each level of this structure. There are six work levels within the organisation. This gives a clear structure for managing and controlling the organisation. Each level requires particular skills and behaviours. Work level 1   frontline jobs working directly with customers. Various in-store tasks, such as filling shelves withstock. Requires the ability to work accurately and with enthusiasm and to interact well with others. Work level 2   leading a  team  of  employees  who deal directly with customers. Requires the ability to manage  resources, to set  targets, to manage and motivate others. Work level 3   running an operating unit. Requires  management  skills, including  planning, target setting and reporting. Work level 4   supporting operating units and recommending  strategicchange. Requires good knowledge of the business, the skills to analyse information and to make decisions, and the ability to lead others. Work level 5   responsible for the performance of Tesco as a whole. Requires the ability to lead and direct others, and to make major decisions. Work level 6   creating the purpose,  values  and  goals  for Tesco plc. Responsibility for Tescos performance. Requires a good overview ofretailing, and the ability to build a  vision  for the future and lead the whole organisation. Tesco has a seven-part framework that describes the key skills and behaviours for each job at every level in the company. This helps employees understand whether they have the right knowledge, skills or resources to carry out their roles involves attracting the right  standard  of applicants to apply for vacancies. Tesco advertises jobs in different ways. The process varies depending on the job available. Internal recruitment Tesco first looks at its internal Talent Plan to fill a vacancy. This is a process that lists current  employees  looking for a move, either at the same level or on  promotion. If there are no suitable people in this Talent Plan or developing on the internalmanagement  development  programme, Options, Tesco advertises the post internally on its  intranet  for two weeks. External recruitment For external recruitment, Tesco advertises vacancies via the Tesco website www.tesco-careers.com or through vacancy boards in stores. Applications are made online for managerial positions. The chosen applicants have an interview followed by attendance at an  assessment centre  for the final stage of the  selection  process. People interested in store-based jobs with Tesco can approach stores with their  CV  or register though Jobcentre Plus. The store prepares a waiting list of people applying in this way and calls them in as jobs become available. For harder-to-fill or more specialist jobs, such as bakers and pharmacists, Tesco advertises externally: through its website and offline  media through television and radio by placing advertisements on Google or in magazines such as  The Appointment Journal Tesco will seek the most  cost-effective way of attracting the right applicants. It is expensive to advertise on television and radio, and in some magazines, but sometimes this is necessary to ensure the right type of people get to learn about the vacancies. Tesco makes it easy for applicants to find out about available jobs and has a simple application process. By accessing the  Tesco website, an applicant can find out about local jobs, management posts and head office positions. The website has an online application form for people to submit directly.

Following In The Footsteps :: Personal Narrative Teaching Education Essays

Following In The Footsteps When I was growing up, I was always around the teaching profession. My mother is an educator and I had always been told that I would make a great educator too because my mother was a teacher. They said it was in my blood. I was never too sure about that. I never really knew what I wanted to be when I grew up. I did not know if teaching would be right for me. I did not know until the summer after graduating from high school; the summer I found my calling in life. At the time I did not know it, but the summer after graduating from high school would be one of the greatest summers of my life. During this summer, I became involved in a program called Energy Express. In this program, I had my own classroom of approximately ten students. I instructed these students in improving their reading and writing skills. I became more deeply involved with the program as the summer progressed and I fell in love with the art of teaching. Until this time, I did not know of anything that gave me the type of joy that teaching gives me. I had not known what a thrill that it would be for me to watch a child that could not read at all in June, read very well by the time August came around. I knew for sure after my summer was over with Energy Express that I wanted to be an educator, but not just any educator. I want to be the teacher that has a lasting impact on the lives of every single student that comes into my classroom. During my tenure with Energy Express and in my Education classes at Concord College, I have developed my teaching philosophy. I believe very strongly in cooperative learning, meaning that students should be heavily involved in the classroom by participating in group activities and discussions. By participating in a discussion and/or hands-on lesson, the student is more likely to retain what he or she has been taught. I also believe that teachers should do their absolute best to inspire the children to learn by making the classroom a fun place to learn, but at the same time having structure and discipline.