Essay on Edward Jones: Values and Goals

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

Motivation provides individuals the drive to behave and act in a certain way in order to influence their work environments (Robbins & Judge, 2014, pp. 35-36). When employees are able to influence their work environments, they can make a psychological identity with their organization that provides a sense of purpose, or meaningfulness, to their existence in their job performance and involvement (Robbins & Judge, 2014, pp. 35-36). Thus, providing employees with a higher level of job satisfaction. To promote higher levels of job satisfaction, involvement and performance, managers will utilize motivational strategies to encourage their employees to perform certain tasks (McCoy, 2012, p. 2). However, managers are recognizing that traditional incentives are no longer providing the results of behavioral physics in their organization (McCoy, 2012, p. 3). To address this dilemma, managers are looking at motivational strategies where the incentives psychologically empower their employees in their daily activities.

There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees ' increased longevity with the company, improved productivity, and better morale.

Jenkins, Fletcher Partners (JFP) has the potential to thrive and succeed in the financial service industry with stimulated, productive, and satisfied employees. However, there are small and large issues to be addressed in order to carry that in action. In this specific case analysis, we analyze the issues hindering JFP from further development, and suggest respective and appropriate suggestions to resolve those problems. First, a thorough evaluation of JFP shed light on a number of issues:

By the very nature of its business model, the United Parcel Service of America (UPS) is task- and process-intensive, relying on its employees as the catalysts of delivering excellent service. While nearly every CEO at one time or another has said that their people are their most important assets, UPS lives by this mantra and has the financial figures on their investments in training and intensive programs to prove it (UPS, 2013). In a typical year UPS will spend nearly $300M on training including customized courseware and distance learning programs, many of them oriented towards giving their employees a more solid base for personal and professional development (Emmons, 1995). In conjunction with intensive training programs and high levels of investment in education, UPS also has one of the most advanced and thoroughly subscribed-to employee ownership programs in the Fortune 1,000 today. Their employee ownership program is designed to provide every employee with a very strong foundation of autonomy, mastery and purpose in their jobs, which are the building blocks of long-term learning and motivation (Dwortzan, 1982). The combination of the training programs and employee ownership give each employee a very clear sense of how valuable they are to the company and how critical their role is to daily profitability. The intent of this analysis is to evaluate why the UPS employee reward system is the best

I gained a better understanding of the financial system while working at Morgan Stanley, but more importantly, I discovered that I enjoyed working with companies and thinking about the business issues they face. I started in the Equity Capital Markets Group in New York, where I helped corporate clients navigate the equity issuance process. It was a high-volume desk, and I was quickly exposed to a wide variety of companies and business models—perfect for a newly minted liberal arts graduate. However, I soon found myself wanting to work with these companies on more than just equity

Most people struggle to maintain a balance between self, nature and society and that struggle is often a fickle thing. In the novel, The Known World, author, Edward P. Jones, reveals Moses as a man who is enslaved to a society that he would rather not be a part of. Jones uses third person point of view, detail and imagery to highlight a man that has cast off the shackles of convention and fully immersed himself into the wonders of the earth and is one with nature. The author uses third person point of view to narrate this tale to show what a complex man Moses is. In the beginning of the excerpt we are introduced to Moses life of intensive labor and long work days that end in tiredness and hunger.

In today’s work place employee satisfaction is just as important as it has ever been in history. With employer cutbacks, job eliminations, pay reductions, and business closings employee satisfaction must be at the forefront of employer’s plans to be successful. In the case of Riordan Manufacturing the company has a problem it cannot ignore, employee motivation. Riordan Manufacturing is a global plastics producer that employees 550 people and earns an

As we learned in Organizational Behavior, people constantly search for job satisfaction and psychological happiness at work. People want to pursue a career the way that they want, and be happy every day at work. In chapter three, it describes five major job attitudes: satisfaction, involvement, psychological empowerment, organizational commitment, and employee engagement. It 's ideal to transition from just being satisfied to eventually becoming a fully engaged employee. Engaged employees demonstrate characteristics of loyalty, involvement, enthusiasm, and passion for their job. The book also describes major stages one ideally goes through as their career progresses. One should start as a satisfied employee where they perform all of their requirements but do not go above and beyond. As they progress, they will become more motivated employees where they start to strive for personal goals, then committed in which they are loyal to the organization and engage in collaboration. Lastly, the most ideal stage is to become an advocate in the organization which is someone who is proactive, challenges themselves, cares about the organization, and encourages innovation. As we learned, a proactive personality is an exemplary trait, as these employees will identify opportunities, take action, and persevere until change occurs. At Bloomberg, they strive to create an environment in which each individual can grow and pursue a career in which they

These issues can be a difficult fix for any business and should be something administration is focused on to maintain a skilled and valued workforce. In this occupation, it is critical for leaders to provide consistent support and encouragement to workers to hold on to these individuals. Employees today are seeking an intrinsically motivating work environment. To achieve this,

Extrinsic motivation e.g. Money is the critical incentive to motivation in today's work environment However , motivation differs from individual to individual and with their respective beliefs and values, circumstances and culture. It is important for mangers to identify which motivation factor works with which employee and apply it respectively In any environment, both Intrinsic and Extrinsic motivations are needed for work satisfaction and work performance

In the book “DRIVE - the surprising truth about what motivates us”, Daniel Pink says that people will not do a better job if they’re offered a reward. They will do a better job if given the opportunity to work on their own time, be creative and do good. He states, “The secret to high performance and satisfaction is the deeply human need to direct our own lives, learn and create new things and to do better by ourselves and our world”. He speaks about a whole new way that companies should look at human motivation. The book discusses three main components of motivation- autonomy, mastery and purpose. Autonomy describes how people want to be

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

A study completed by the University of Michigan revealed that as employee motivation improved, the a company’s stock reached higher subsequent returns the following year, spanning times both good and bad. As an example, in 2002 the Standard & Poor 's 500 returned negative 22%. Yet the study found that for every five points added onto a firm 's Employee Motivation Index--how the study kept score--it returned an additional 2% in stock price the following year (Serchuk, D. n.d.). Costco subscribes to this type of belief in that a satisfied employee that enjoys higher wages, potential for bonuses, job security and full appreciation for their work is not only recognized by management, but taken into consideration when promotions for other positions are considered.

This literature review explores the concept of motivation, different motivational theories and details some of the motivational tools used within business organizations on a macro level. Motivation theories and techniques are widely used both within normal every day life and the corporate environment. Managers now understand the importance and effects of motivation on their employees in