Case Study : Managing Motivation For A Difficult Economy

1. Compare and contrast Coach K and Coach Knight. How are they different? How are they similar?

A question often asked by first-line supervisors and managers is “How do we motivate our employees?” Effectively motivating employees to achieve a desired outcome is one of the most important functions as a supervisor or manager. There is evidence to show organizations are facing challenges retaining employees due to limited opportunities for advancement and the current competitive labor market. It does not appear things will get any better in the future. The loss of employees represents a loss of skills, knowledge, and experiences and can create a significant economic impact and cost to corporations as well as impacting the needs of customers. Managers who can motivate employees assist the organization by

* Task Significance – The Inside Sales employees have a very low sense of task significance because they are constantly being berated by either their boss of the Field Sales force.

Have you ever thought why it’s good to help starving people in the world? No? Well, the first thing is.. Do you know how many people die of starvation each year? Well, at least 9 million people die of starvation each year worldwide. Also, at least 1 child dies of starvation each 10 seconds of your day. Wouldn't you want to save starving people in the world that need to be fed and cared?

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“Economic sanction” is frequently used in discourse with the incorrect implication that it is a single course of economic action. In fact, the opposite is true. It actually refers to an entire class of nonviolent actions that are each unique and cannot be argued as whole. Part of the appeal is that sanctions can be a mere nuisance, such as a limit on luxury goods like Rolex watches or Cuban cigars, but on the other hand they have the potential to cripple entire economies or level entire sectors of commerce. To understand it is necessary to make distinctions between them in each individual case. Failure to do so can result in ill-informed, sweeping assertions that have the potential to be dangerous if left uncorrected. Common explanations argue that the most important factors to consider when trying to understand the nature of sanctions are the power dynamic between the sender and receiver and level of international support, but I argue that the most important thing to consider when trying to understand the nature of sanctions is the motivation behind them. Put differently, the behavior is that is being pressured to change. Depending on the behavior both sides may be very committed or only marginally committed to the sanction effort. Why does the goal have the strongest effect on the type that is used and why shouldn’t the argument for or against the “success” of sanctions continue? Using a few specific cases this

Every event in life has an end of some type and in the terms of substance abuse, this end is looked at as the bottom. A point at which life has become so unmanageable that going on, in the same manner, will further a painful and chaotic twist of fate. Change is finally desired and the addicted individual seeks a process of recovery in hopes of a new life. Yet in order for this to happen, there must be a period of stabilization. This involves the stabilization of the motivational crisis that prompted entry into treatment (Gorski & Miller, 1986). Though not all individuals that enter treatment are in immediate danger, there are however those that are at risk of harm to self and others as a result of drug using behavior and physiological consequence. Provision of a safe entry and environmental safeguard for treatment is very important. This method of treatment is referred to as harm reduction and does not particularly focus on complete abstinence, but rather a strategy to reduce chemical consumption while decreasing adverse effects of withdrawal in substance users. To further understand this strategy, the term harm reduction must be defined, the importance in the recovery process discussed, and the symptomatic necessity for the client identified.

As the economy continues to struggle, it becomes more and more difficult to find ways to continue to motivate employees. To motivate your staff, you must be a role model to the staff and pave the way for motivation. The result of productivity within the business is measured by the effort that a manager puts into the employees to improve their occupational performances. It it thought that motivation comes from within ourselves, although, motivation from an outside source can boost the work rate as well. In today’s workforce, a manager endures various challenges with motivating their employees that did not exist in the workforce fifty years ago. Each challenge that a manager experiences ties hand in hand with one another and are all equally important. The three challenges that I will be discussing in this paper include: lack of communication, diversity and personal issues.

Curriculum Topics • Motivation • Maslow (hierarchy of needs) • Taylor (scientific management) and Herzberg (2-factor theory) • Mayo (human relations approach)

Motivational programs provided to employees can prove to be very useful tools to increase motivation from the employees, reduce employee turnover and help to maintain skilled and talented personnel. Strategies used to influence employee loyalty can be intrinsic motivation or extrinsic motivation. Intrinsic motivation is explained as one's personal incentive to engage in an activity for a feeling of personal satisfaction and accomplishment without expectation of external rewards or recognition. Whereas, extrinsic motivation is defined as using external incentives such as prizes, money or rewards to motivate an individual to complete a task or engage in an activity.

In this paper, we present an in-depth analysis of the operations of Goodwill Industries International is an independent, not-for-profit organizations that provides employment placement services, job training as well as other community-based programs for individuals who are disabled, lack education or any job experience or face employment challenges. Our analysis indicated that the huge gap or disparity between CEO and average employee pay resulted in low motivation among the workers.The paper explores the theoretical underpinnings of employee motivation as well as ways of improving employee motivation. Transformational leadership and employee reward systems prove to be some of the best ways of improving employee motivation and organizational performance.

I went to primary school in the early 1980’s; I had a very typical education for the time, Maths, English, Science, with hefty doses of fear, in the form of the threat of corporal punishment. We sat in rows, no talking, no sharing of ideas just copying from the black board into our books; these days it would be termed a behaviorist model of teaching. My classmates, those who didn’t fit the norm, had a very lonely, isolated experience; in some cases I know the experience frightened them off learning forever. When I began my study I knew that there must be a better way to teach all students, and I am very glad to say there is; Groundwater –Smith, Ewing and Le Cornu (2007) state, “ for education to transcend mere schooling it requires that

Tesco began in 1919 with one man, Jack Cohen, a market stallholder selling groceries in London. TESCO was formed out of a merger with T.E. Stockwell from whom he purchased tea for sale on the stall. The first store opened in 1929. Since then, Tesco has expanded across the world. It now has over 2,200 stores including hypermarkets and Tesco Express outlets to meet different customer needs. As a conglomerate Tesco also offers alternative goods and services such as insurance, banking and online shopping. With net profits of around £3.4 billion Tesco has become the largest British retailer and one of

2. What is MOTIVATION? Derived from the Latin word „MOVERE‟ which means „to move‟ The processes that account for an individual’s intensity, direction, and persistence of effort towards attaining a goal.

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.