Employee Motivation and Effective Job Performance Essay

Parents now days believe teens are misbehaving and not listening more so than teens in years past. However, kids in years past had more control and authority of their own life’s unlike today’s kids who have to rely on their parents. Adults now days have complete authority over teens unlike teens in years past. Teens back in the day were able to find work at an early age and could choose whether or not they wanted to attend school. With that being said, today’s teenager’s growth to adulthood is being prolonged due to society’s changes. Coontz states, “relations between adults and teens are especially strained today, not because youths have lost their childhood, but because they are not being adequately prepared for the new requirements of adulthood.” (McIntyre, 2014, p. 8) Therefore, society’s sociological and historical changes are the real reason for adult and teen

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.

Motivation is a very broad term that is discussed in a variety of settings. There is the motivation to perform in a business setting, the motivation to perform on the field of competition, the motivation to provide for friends and family, and the motivation to accomplish goals that have been set. These are all various motivations that any one person can be involved with at any time. According to Maslow, motivation always exists within a person and in various forms, “...motivation is constant, never ending, fluctuating, and complex, and that it is an almost universal characteristic of practically every organismic state of affairs” (Maslow, 1954). As complex as motivation seems, it is everyone’s intention to identify their personal

As we age, our lives are divided into stages with inescapable hardships. The most difficult of these stages has proven to be adolescence and young adulthood, the years in which our personalities are defined. This juncture is the pinnacle of maturation, however, it is gradually becoming a plateau wherein inactivity is most prevalent. It is indisputable that American children and young adults alike are lingering in their youth for far too long. Many in their teens and twenties are holding tight to the freedom of childhood by depending on their parents, refusing to settle down, and avoiding responsibility. Through their lack of independence, inability to commit and their indolence, certain action must be taken against adolescents

We can define motivation as the desire and willingness to do something and the inner force that helps individuals achieve their goals. Understanding what motivates employees and what employers can do to motivate their employees has been the focus of research for many years. This is mainly because motivated employees can provide an organisation with a distinctive advantage and a competitive edge and by being more productive they can help the organisation thrive and survive. In a public service organisation such as West North West Homes we would expect staff to be motivated partly by the desire to have a positive impact on others. Someone working within a sales team

In this paper I plan to discuss the developmental stages of adolescence. Adolescents are also referred to as "teenagers" or "young adults." Adolescence begins after the childhood stage and ends right before adulthood. The years of adolescence range from 12 years old to 21 years old. The years of adolescence can be quite a roller coaster ride. Young people in this stage encounter a great deal of changes in their life as they prepare for adulthood. I will discuss emotional, intellectual, physiological, and social domains of development and how it relates to adolescents. I will also discuss some helpful tips for teachers to aide in communicating effectively to adolescents and understanding their

We hold these truths to be obvious, that we are all created equally and all have our own rights. To which we should be able to rule our own lives. To be successful in doing so, the Adults must allow the Teenagers to expand their mind and grow on their own. After the adults are to strict on a Teenager, they lose confidence.

According to Bateman & Snell (2009), Motivators to employee job performance are centered on extrinsic and intrinsic rewards. Extrinsic rewards are characteristics of the workplace that attract and retain people. They revolve around organization and management policies, working conditions, pay, benefits, and other so-called “hygiene” factors. Intrinsic rewards are motivators that provide employees personal satisfaction in the performance of their jobs such as opportunities for personal and career growth, recognition and the feeling of achievement in the successful completion of a task. (p. 486). Herzberg’s two-factor theory suggests

Motivation and Leadership are intrinsically linked in the fact that one allows an easement in the process of the other. Without the ability to use the mutual relationship of leadership to influence the motivators of followers, leaders stagnate and are limited by their own inability to accomplish all that must be for real change to occur. In less Rostonian terms (that is, based on Rost (1993)), without a motivated group of followers leaders are stranded and not achieving to a level of excellence. This paper will discuss some areas of importance for motivation in leadership as well as an application to leadership theory and a discussion on personal motivators.

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

Employees are the bedrock of any business. Within organisations, the behaviour and attitudes of employees makes remarkable strides in the achievement of organisational goals. Motivated employees are always looking for ways to improve processes and products. In service oriented organisations¸ employees are especially the drivers of the organisations’ innovation, planning and strategy implementation. This study contributes to theory and practice related to strategy implementation, an important topic that has received relatively little attention in the marketing literature (Noble and Mokwa 1999). In the overtly competitive micro-finance industry, which is characterized by a high dependence on uniquely talented personnel who give the organisations a competitive edge, exploring possibilities of exploiting the untapped potential of employee motivation as a driver for strategy implementation is very crucial. This study will be narrowed down to Bayport Financial Service Botswana, a subsidiary of Bayport Management ltd which is a public limited company incorporated in the Republic of Mauritius. The company started operating in May 2010 with a goal of helping Batswana achieve financial wellness through responsible access to credit. The company currently has 14 branches countrywide.

Adolescence is the distinct transitional stage between childhood and adulthood in human development, extending primarily over the teenage years and terminating legally when the age of majority is reached (Rathus, 2014). However in some instances, this biological, cognitive, social and emotional maturity may not be reached until a later stage and may be dictated by gender. Adolescence is characterised by rapidly changing and unpredictable behaviour (Freud, as cited in Rathus 2014), heightened and unstable emotions (Hall, as cited in Rathus 2014), disturbances in identity, the gradual development of one’s moral reasoning (Kohlberg, as cited in Rathus, 2014) and the gradual establishment of one’s independence. Several of these changes may occur at differing phases in adolescent growth. This development is categorized into three separate stages; early adolescence, middle adolescence, and late adolescence. Early Adolescence, commencing from the ages of eleven or twelve until the age of fourteen, comprises of several features such as rapid biological development and maturity, heightened stress levels and limited coping capabilities. On the other hand, middle adolescence, from the approximate age of fourteen to sixteen, involves the gradual cease of biological change, an increase in coping strategies and declined stress levels. Furthermore, late adolescence, commencing from the age of sixteen until the age of eighteen or nineteen, encompasses physical maturity, whereby the

Every human being needs motivation now and then. Incentives and recognition programs can support you in helping your employees become happier and more productive at work. As a leader, one of the main things to think about is how to recognize an employee for a performance that has exceeded expectations, objectives and goals. Therefore, I would like to introduce you in this paper to some ideas that hopefully would promote this method as one of the main priorities in today's and tomorrow's workplace.

"Work" is a positive thing for many people. To some people, it may be described as a place to escape from the kids, or even a time consumption thing for a single or retired person, but most importantly it is what we do in order to provide for our families and ourselves. Work is something that we all will experience at one time or another during our lives.

A hole is left the absence of an employee either by termination or quitting by choice (Kaur & Vijay, 2016). High employee turnover leaves more holes the employer has to address and becomes expensive (Likhitkar & Verma, 2015). An average cost of $3, 328 to search, hire and train the replacement for a $10 per hour employee (Sadler & Evans, 2016). A median turnover rate of 67% for part-time employees is roughly half of the cost if not more (Oviedo-Garcia & Vega-Vazquez, 2014). Most companies are adopting the impersonalizing contact, online application process, and pre-employment skills test, while ignoring the impact of high turnover rates (Nguyen, Nica, & Bose, 2015). Research suggests an employee’s lack of job satisfaction in part due to a shortage of incentives for front line managers (Chang & Zhang, 2016). Additionally, Millennial employees look for challenging environments, which a contribution or suggestion is valued (Cravens, Oliver, & Oishi, 2015).