Explain How Motivation Can Affect Employees Commitment Commerce Essay

Explain How Motivation Can Affect Employees Commitment Commerce Essay The concept of motivation refers to a driving force within all individuals to attain or avoid some objectives (be the objectives tangible, money and goods or intangible; a person or relationship). Motivation is a psychological process that originates both within and also beyond an individual; it initiates work-related behaviour, and determines the form, direction, intensity and duration of employees behaviour. This essay provides an understanding of how managers can adopt different types of motivation theories in order to affect an employees commitment and performance at work. These motivation theories are categories into content theories (for instance, Hierarchy of needs, ERG-Model) and process theories (for instance, Equity theory, and expectancy theory). In addition, the essay explains how employees are intrinsically motivated and extrinsic and how pay affect commitment and performance. Managers must understand employees motives, as it affects the extent to which employees utilise their skills and ability at work. Motivation makes people try to achieve certain targets in order to satisfy a particular need or expectation. It affect and employees behaviour in a certain way and makes them make decisions to act in certain way and to continue with these actions until they satisfy their needs and expectations. Thus, a manager must adopt motivation theories in order to influence the behaviour and performance of employees. Once a manager satisfies the need of an employee production and commitment to the organization will increase. Abraham Maslow (1943) believed that is it human nature to want things. He claimed that what we want also depends on what we already have. According to Marlow, there is a five level hierarchy of needs; when an employee satisfies most of one need, he or she seeks to reach the next level. Beginning with the physiological need (such as hunger, sleep, sex) at bottom, a employees would move to the second stage; safety need (for instance shelter and security). Thirdly, love need; this involves an employee having a sense of belonging, (for instance, being a team member and sharing love). Fourth level consists of esteem needs, which are met by professional (or personal) achievement, recognition and respect. At the pick of the hierarchy is self-actualization needs; this is where employees realise their full potential. In striving, for achieving these needs, employees are motivated by those goals that are seen as attainable, and then eventually leading to self-actualization. Once at that level and employees performance will rise as well as show commitment to the organisation. Once a need is satisfied, it is no longer a motive. An employee striving for high level needs is unsatisfied. If an employee cannot achieve the next level of needs, their performance in the work place may suffer. If their needs cannot be met or have already been met, an individual may feel that they have nothing to work for and will therefore be unhappy in their job and want to change. Managers should provide tools and support to allow employees to reach the next level. Once at the top of the hierarchy (self actualisation), managers must promote and maintain psychological wellbeing at work. This increases an employees commitment to the organisation and allows them to utilise their skills effectively. However, Maslows hierarchy has been criticized for assuming motivation is hierarchical. Also, employees needs are so complex and different that motivation and job satisfaction may not be able to be generalised. Aderfer (1972) studied Maslows hierarchy of needs and created the ERG theory. This theory states that there are three core needs: Existence, Relatedness and Growth (ERG). He realised that some of Maslows hierarchy levels overlapped. He addressed this and reduced the hierarchy down to three levels. The first level, existence, is concerned with providing basic material existence motivators (physiological and physical safety needs). Relatedness is an employees need of interpersonal relationships, achieving group and team recognition. These align with Maslows social needs and the external component of Maslow esteem needs. Finally, growth needs relates to an employees intrinsic needs and personal development. This includes esteem and self-actualization. The ERG theory states that an employee is motivated by more than one need. The theory also addresses differences in culture and is an improvement of the Maslow theory. Also, the order in which needs are satisfied differs from individual to individual. A manager must understand that an employee has various needs to satisfy. If a manager solely concentrated on one need at a time, he or she is not able to effectively motivate an employee to commit to the organisation. Also the frustration-regression aspect of this theory has an effect on workplace motivation, meaning when an employees higher-order needs arent achieved, employees aim at lower-order needs which are easier to satisfy. For instance, if an employee is not provided with growth and advancement opportunities, they might address less important needs like socialization, if the environment permits it. When a manager realises this, steps can be taken in to fulfil these needs and encourage commitment and performance of the employee. In 2009 the Southeast airline was one of the most profitable airlines in the world. This was no accident, but phenomena of well-motivated employees. Managers used the key concepts of Aderfer motivation theory in order to develop and enforce company values. These values encompassed that employees come first and then customers and stockholder. Through this employee felt a sense of belonging (the Relatedness needs) which in turn increased an employees commitment and performance at work and lowered staff turnover for the Southeast airline company. Fredrick Herzbergs (1959) two factor theory, or motivation hygiene, builds on Maslows research on intrinsic motivation in the workplace. The first factor is hygiene or maintenance, the second one is motivators or growth. Based on his research, he concluded that there are some job conditions which dissatisfy employees, while other job conditions motivate and increase job satisfaction. Traditionally, managers saw the hygiene factors (extrinsic issues) as motivators for employees, but according to this theory these are potentially dissatisfying factors, as they dont really provide motivation for an employee, however the absence of these factors causes dissatisfaction with salary, working conditions and supervision. Motivation factors are intrinsic issues helping increase motivation and job satisfaction. To ensure commitment and performance of an employee, a manager ensures these factors are present as they affect the level of job satisfaction. These factors are achievement, responsibility and autonomy. Nevertheless, critics say it mainly relates to workers in unskilled jobs, or uninteresting, repetitive work. Maslows and Herzbergs theories are called content theories; a theory referring to what drives or pushes employees in relation to satisfaction and commitment to an organisation. There are also theories known as process theories that concern themselves with the process that involves motivation. This can be related to pay. Many employees are motivated by performance-based pay, an incentive linked to performance, acting as a motivator. These desires for tangible rewards are classified as extrinsic motivation factors. Many theorists think payment relates to performance. Graham and Sluckin (1954) and Opsal and Dunnette (1966) explained it is easy to find employees in an industry who value money highly, and when if people know salary is pay based, they will often work much harder. F.W Taylor (1991) also believed that those workers are solely motivated by monetary incentives, and they want to obtain the highest possible wage through working in the best and most efficient way. This approach is also known as the rational-economic concept of motivation. Some payment-performance theories are expectancy theory (Vroom, 1964), goal-setting theory (Lock and Latham, 1984, 1990). Vroom believed that individuals are motivated by the results of their action. To explain, he constructed a model with three variables: force, valence and expectancy. Force is the effort an individual uses to carry out a particular task. Valance is the attractiveness of the outcome and expectance is the employee expectation of the outcome. According to the theory, motivational force is a function of valence and expectancy (force=valence x Expectancy). The expectancy theory suggests individuals will adjust their behaviour only if the rewards are valued. However, unless rewards are perceived by individuals to be sufficiently attractive and worth the effort needed to achieve them, they will not act as a catalyst to encourage higher performance levels. The basis of goal-setting theory is that goals employees pursue are a significant factor in superior performance. For these to be motivators, the SMART principles (specific, measureable, agreed realists and timed) need to be applied. Lawler and Porters motivational model recognises individual abilities and role perception have to be taken into account in the wage/effort bargain. In 1998 a survey revolted that 40% of British companies used pay related performance system in their companies. Today, almost half of all British companies use this type of motivation. This can be especially seen in Global Banks such as Lloyds Bank TSB Group. Nevertheless Critics argue that pay is not the only source of motivation. Managers quote Herzberg view that the job in itself is a source of motivation. This is backed up with studies that reviled that pay is the fifth of their top ten motivations. Lawler (1968) gives an insight on job design and how it affects motivation. He argued that making jobs more challenging (job enrichment) and giving the individual more tasks (job enlargement) will increase an employees sense of accomplishment and achievement after a good performance. This will help satisfy their higher needs as described by Maslow. The correct job design for an individual will increase their satisfaction, in turn leading to motivation and significantly improved performance in the workplace. However, it is important to take individual differences into consideration as differences in motivation exist. The changes in the nature of jobs therefore vary in terms of how effective they are.For instance it is argued that the Japanese approached to job design contributed to the success of car manufacturing in the 1980s Certain types of motivation can also be described as intrinsic, where employees are motivated by a psychological reward, either by overcoming challenges or by individual achievement. Eton Mayo supports this idea of intrinsic Motivation. Through a series of studies at the Hawthorne plant, Mayo concluded that money was not the best way to motivate employees, and that group work and strong manager-team communication are better motivators. Taking this into account, businesses should re-organise or change production to encourage teamwork, and introduce personal departments to encourage greater manager involvement in employees interests. This would motive staff and improve individual and whole business performance. Individuals are also motivated by knowing that they are treated fairly at work. This treatment relates to salary, working conditions and promotion opportunities. This is the basis of Adams equity theory. This looks at how fairly people are treated in comparison to others. When people believe they are treated fairly, they consider different inputs and outcome. If an individual feels that they have not been treated fairly in the workplace, this has an adverse effect on motivation, their productivity is affected. If they think they are being treated fairly, this has positive effects on performance. Conclusion Recommendations for managers

Automobile and Product Essay

1a. The company this case is about is a company named DoorGuard. DoorGuard is a company that is trying to create a new market that protects cars from getting dinged or dented. 1b. Strengths: DoorGuard strengths are that there is currently no one else who has a product that does the same thing, along with a big target market. 1c. Weaknesses: Doorguard’s weaknesses are that he couldn’t find a concrete way to distribute and promote their product. Another weakness is that DoorGuard is a pioneer product it could boom or bust, with a pioneer product you cannot predict as well how successful your product will be. 1d. Opportunity-There is a big opportunity for this product to take off if he sold to only 5% of his target market he would be making $6,100,000. 1e. Threat- DoorGuard’s threat is they are a product pioneer. This will be a high risk, high reward company. It could skyrocket or else it will fall right on its face. It could be ahead of its time or the economic times could take a large portion of his target market and sway them in a different direction. 2. The market described in this article is anyone who has a car that costs $15,000 or more. These people are normally people who have are from their mid-late 20’s to 60’s that have a well paying job. They market also teenage kids who come from a wealthy family. 3. There are no direct competitors in this case. There is some indirect competition though with AutoShades. This is a company that prevents the sun from coming into the car. Their strengths are that they are cheap, sometimes come with the car when bought new, and also have different designs. The companies weakness compared to DoorGuard is that it does not protect the car at all. 4. The people possibly consuming or buying this product ages range from the mid 20’s –60’s. Most of these people are middle-upper middle class. The majority of these people have kids. These people drive to places where this is tight parking (grocery shopping, schools (elementary, middle and high), malls). For these people this product could be valuable in the long run it’d cost less off AutoGuard doors compared to removing dings and dents. 5. The technological market is important to recognize because DoorGuard’s anti-theft mechanism still destroys the product the consumer bought. This could be a problem that an adaption to the anti-theft mechanism could prevent. Economic market should also be acknowledged because with bad economic times most of DoorGuard’s target market people who are in their mid-late 20’s-60’s who not extremely wealthy people are but ordinary everyday people will be less likely to buy a good that they want and don’t necessarily need. If the car door gets dinged or dented the car will still run it’s not a necessity. Problem Statement: Should Steve Harris take the next step with his product and look to distribute it? Steve Harris focuses on distributing to the top five automobile manufactures (Ford, Chrysler, GM, Toyota, and Honda). With Harris looking to distribute to the top five automobile companies in their retail stores. They would be stored on a car as the customer walk into the store or stored between the main entrance and the secretary’s desk. There is a By targeting these big 5 automobile companies Harris will maximize his productivity by reaching almost all of his target market, while also having time to work on other aspects of his company. Distribute to every automobile retailer out their. With Harris selling his product in every automobile retailer it will guarantee that he is able to access his entire target market. By targeting every automobile retailers it takes away a more of a majority of their time and money compared to targeting only the top 5 retailers or not selling to any automobile retailers. Advertise and open your business and sell as a wholesaler to the customer. The advantage of not looking to distributing to any retailers is that you save on shipping cost to retailers. Harris will also have a lot more time to figuring out how to advertise and promote his product. The weakness is that it will be very hard to advertise and promote his product without an automobile company supporting his idea. Have Harris distribute DoorGuard to two or three car companies. The strengths with this strategy is he’ll be able to target a decent amount of the market. The amount he targets varies depending on which companies he picks. Harris will be able not worry about distribution as much as if he was distributing to the top 5 automobiles companies or every automobile company. This will allow Harris to focus more of his time towards his product, and promotion of the product. By have only a few car companies distributing his product there is a great chance that these companies will remain loyal to you in years to come. There are some negative effects though to this distribution process. With so few of distributors your fate is in their hands. For example say you decided to distribute to GM and Ford. For some reason Ford goes bankrupt and out of business. That’s roughly half of your target market that disappears. If one of the companies Harris distributes to goes down, AutoGuard as well will be in serious trouble financially. Your target market will be so small that it will be hard to hit 5% of all people buying an automobile. You need a plan B (alternative option) incase you one of the few automobile companies drastically falter. Recommendation Mr. Harris should focus on only distributing to the top five automobile companies. This will allow him to target the majority of the market while still being able to spend a lot of his time worrying about all the other aspects of his company (promotion/ advertising, and improving the product). With targeting this large section of the market for such a small cost it will allow him to adapt other aspects of his business and should be able to 5% of his market.

The Good, the Bad and Essay for Toefl Samples

The Good, the Bad and Essay for Toefl Samples The Hidden Truth About Essay for Toefl Samples Your word is going to have no weighting. In every one of the 3 paragraphs, your very first sentence, known as the topic sentence, is going to be the point you're explaining from your thesis. The key issue is to write using good grammar and punctuation. Then you are going to have to write about both passages. To state your primary point, your very last sentence in the very first paragraph is essential. Each paragraph starts with a new key point that's then explained. You don't require an introductory paragraph, but you need to definitely compose a thesis statement. To start with, your focus ought to be on summarizing the primary points of the lecture. Don't attempt to make an essay by memorizing paragraphs on several different topics before the test and then attempting to relate them to the topic you get, because the content won't be appropriate and you'll just get a minimal score. Integrated Tasks first provide you with a reading passage and after that supply you with a listening passage on exactly the same topic. Writing about a different topic is a simple approach to receive a very low score. It's also important your usage of grammar is powerful and consistent, even though it doesn't need to be perfect to find a top scor e. Poor writing will, naturally, result in lower than required grades and this is particularly true for lots of the standardized tests you take. Essay writing skills is a hard and time-consuming endeavor. Long Vacation Or Short Vacation Essay Some folks think that students ought to be given one long vacation annually. Our totally free grammar exercises will allow you to learn the advanced grammar that you require for the exam. A superb prep book can be absolutely the most important study tool you use, and we've got information on all the very best TOEFL prep books you should think about. My goal today is to provide you all of the info you'll want to be successful with the TOEFL Independent Writing section. Utilizing an essay grammar checker online free is 1 way that will help you to enhance your grades. Stephen's essay is rather effective. Speaking about your opinions will help it become much easier to write about them. If you are concerned about your writing, you need to have a look at our sample essay page. Utilizing an excellent essay proofreading service does not just enable you to correct the paper you've written. Essay writing examples in doc format like the ones given may help direct you in writing a very good composition. Our absolutely free essay check supplies you with the ideal tool to practice and polish your writing. By providing you the ideal tool to proofread my essay online for free you are supplied with a means to discover every one of the mistakes that you commonly make in your writing. 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International Trade Agreements With The United States Of...

Introduction: Since confederation, Canada has had a complicated relationship with its southerly neighbor; the United States of America. History shows us that cooperation with the United States is purely happenstance, only really having advancements and changes occur when compatible leaders from compatible parties are in office at the same time. Over the years, our proximity has led to competing economies and markets, with many industries fearful of one another. The leaders of our two countries realised the biggest threats and issues between us have always been associated with trade. Protective policies such as tariffs have been implemented throughout history as temporary solutions. When ‘temporary’ stopped working, a new solution needed to be found. The discovered solution came in a time when compatible leaders decided on a movement towards a permanent trade agreement between our two countries. The Free Trade Agreement of 1988 and the North American Free Trade Agreement of 1994 are Canada’s two most prominent examples of successful free trade agreements with America. However, like all cooperative agreements, when one party changes its opinion or policies, the agreement can become at risk. Even when both parties are in an agreeance, the outcome can effect them in ways they can’t imagine. Despite the prosperity the Free Trade agreements have brought to the Canadian economy over the years, the subsequent reliance on the United States for trade has increased, becoming aShow MoreRelated International Trade Essay865 Words   |  4 Pages International Trade What is International Trade?   Ã‚  Ã‚  Ã‚  Ã‚  International trade is defined as trade between two or more partners from different countries in the exchange of goods and services. 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