From The Beginning, The Scenario Depicted What One Believes

In August 1914, after the outbreak of World War I, an immense wave of support flooded Britain from her ally, Australia. All Australian political parties, community leaders, newspapers and churches were on-board with this major movement to help the mother country. All believed it was a morally right and necessary commitment . World War I, 1914 – 1918 had a significant and long lasting impact on the Australian home front. ‘The civilian population ’ had to undergo many changes to cater for the war. At this time women’s push for a larger role in the war effort caused a significant and long lasting impact on the Australian home front, which has helped shape workplace gender equality today. Conscription also impacted the Australian home front, meaning, compulsory enlistment of people in military service. As well as the massive impact on Australia’s economy from the many trading cancellations through abandoned or cut off allies, which has helped build Australia’s economy to what it is today.

“Motivating Employees” is a book about how employee motivation is driven by companies that invest and grow their employees. One of the most important traits of highly effective and successful companies is that employees are happy and have fun at work. Leadership is not assaulting your employees, but to lead your employees you need to motivate by using caring,

Catapults were ballistic devices. It was invented by a man named “Dionysius the Elder” and created it around 400 BCE. Since then it was a key weapon in warfare. The way it works is that a piece of wood called the arm was connected to a cup shaped bowl but another name for it was a bucket. The bucket was meant for holding the object you wanted to launch. The objects people decided to launch whatever it was it was called the payload. The arm connected to the bucket is laid flat down and springs vertically up once the user pulls a lever to launch or does it manually it will make the object launch in its desired direction. Sometimes there would be wheels at the bottom so it will be easy to move if the target is moving. A catapult was used to fire

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.

If an employee is highly motivated they will perform higher and if they perform higher this may lead to a sense of achievement and a higher motivation.

All living organisms have a biological rhythm. Biological rhythms are patterns of physical and psychological abilities overtime. In this lab, the biological rhythm that we studied was called circadian rhythm. Circadian rhythm is a twenty-four hour cycle and it includes patterns such as body temperature, alertness, eating, and sleeping. To evaluate biological rhythms, our class measured physiological parameters such as body temperature, heart rate, time estimate, arithmetic speed, and fine movement speed.

This theory of Herzberg has been applied by the management of Greyston to ensure that the employees are motivated to increase their productivity. The motivating factors that the enterprise uses include recognition and encouraging them to work as a team. The company has also incorporated team member excellence and happiness as a strategy for ensuring that the workers are motivated to work towards the achievement of organizational objectives. The hiring process is also unique in some way. For instance, the enterprise does not consider one's educational qualifications or social status during the recruitment process. Additionally, Greyston applies David McClelland’s needs theory of motivation. The organization achieves the needs of its workers by providing them with social services such as health and housing facilities (Leflar & Siegel, 2013). McClelland’s needs can be classified as achievement, power, or affiliation. Additionally, the management encourages teamwork and timely achievement of results. Their effectiveness and motivation can be achieved by meeting these needs, and the enterprise has incorporated them into its strategic planning

At a time when many companies experience a difficult economic situation, they have to cut costs by laying off workers, and worse if your employees decided to leave for other competitors. Losing a talented worker is costly and to replace your top employee’s knowledge, experience and customer relationships is not something as simple as ones might think. So why do good employees quit? Even with high wages or great benefit, employees can still depart from the company if they do not get along well with their managers. So in order to keep good employees on board, the managers play an important role in knowing and matching their workers’ needs. In what follows, I going to analyze the case study: “Why are we losing all our good people?” which is about a fictional firm called “Sambian Partners”; what's really the reasons that is driving talented people out of the company and offering some solution to help Sambian stop the talent drain.

Higher ambition leaders are those who see the organization in its totality, its possibilities and potential. Higher ambition leaders are able to communicate to all employees the ability of the organization to value financial and social values equally (Pierce & Newstrom, 2014, p.85). The following paper will discuss those attributes of a higher-ambition leader, compare and contrast higher-ambition leaders to leaders, and how this paper has influenced the development of this team’s personal leadership style.

There are certain characteristics exhibited by the individuals in this nation that could be used for positive economic results. They exhibit a strong sense of self-interest, personal success, and power rather than a concern for others (Magun & Rudnev, 2010). Though it would be preferable for the average person to have more concern for others, the other attributes can be used for positive business purposes. The need for self-interest and personal success can cause the employee to exert maximum effort for their

The Influencer starts by asking the questions, “Can I do what’s required? and Am I Motivated?” This starting point allows the influencer to assess whether the six-source model will be beneficial to the employees. On the other hand, the Three Signs model aspire leaders to engage their employees; therefore, benefitting the organization to build a culture of job fulfillment. This book asks managers to take a self-assessment, relating to anonymity, irrelevance and immeasurement. The Three Signs of a Miserable Job (2007) boasts the first step to reducing job misery lies in understanding the root causes of a miserable job (p. 220). Comparing the two books shows the benefits to leaders and their employees. Contrasting the two books will display noticeable differences in achieving their goals.

In her imagination, good managers should motivate the team, that unfortunately didn’t work well in her case. Also, good managers should be the leader, with liking, worldly and collaborative mind-sets. A good manager should know team members, their need, and opportunities. A good manager should think strategically. But all of the conception that she had regarding being good manager failed, as she still acted from salesperson perspective, still focusing on her job performance and following regional managers instruction, some of them she was unable to accomplish due to her inexperience. A good manager should develop trust with her team and provide a friendly environment within the working groups.

And once a new person supported was taken on-board, the support service supervisor selects a team which would support the individual, and the support workers working in the team can report to any of the case managers. A support worker would report to one particular case manager for performance appraisal purpose, but can work on any of the teams under any of the case managers. Thus initially, this structure was successful, as it reduced the work load and burnout, by making the support workers spend less time on each case, thus accommodating vacations and sick coverage. But as the organization grew and more cases were taken on-board, it became more challenging as each support worker was working for many case managers and ended up working more hours, and support workers’ performance appraisal, scheduling was impacted. Thus this cross-reporting structure impacted the employees and organization. Multiple managers, conflicting policies and procedures, and contradictory loyalties can often lead to ineffective management. Conflicts may occur between team managers, who are forced to compete for the time of the individual team members and leads to operational inefficiency and increased costs.

According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc.

The present marketplace is highly dynamic and has good prospects for managerial posts (Hutchison 2014). The business organisations that are operating in the present business environment need good and commanding managers to direct the workforce of their business. Considering this fact, I have ample opportunities in the present marketplace to become a successful manager in short term as well as senior manager in long run. The market is full for really workable managers those who have good degree of qualifications and other personal skills. With the use of these of my skills, I can exploit market opportunities that are crucial for being a successful manager in any of the business sector that has good growth prospects from career development point of view.