Hiring And Retaining A Motivated Workforce

Vanity is a human instinct, we want to be seen as great people. This is the reason admitting your wrongdoings is difficult because it may change your appearance in the community. In the famous tragedy, The Crucible, by playwright Arthur Miller, there are many unfair trials, thus, false confessions play a large role. The Crucible is a play based on the Salem witch trials, where individuals are falsely accused of witchcraft and are brought in front of strict judges for corrupt trials. The result: innocent people being hanged to death, unless they confessed. The protagonist, John Proctor, decided not to confess, so he was hanged. However, John Proctor made three confessions with good intent, which were

Job Design is one of the structural variables in organization management and a rich source of intrinsic rewards, which is the reward that comes from job content as opposed to job context. Intrinsic rewards from Job content motivates and produces behaviours that

The first recommendation would be to improve the company’s motivation when it comes to the positive reinforcements, punishments, and psychological contract. When these three factors are present, the employees’ motivation levels will increase, which will create an expansion in productivity and revenue at Engstrom. Therefore, increasing the company’s motivation is important because when the employees are happy the company’s productivity stays afloat. When the employees are unhappy, they will begin to slack off and both the company’s productivity and revenue will decline. According to the study done by Kropivsek, Jelacic, & Groseli (2011), “motivating the employees is of key importance for providing their efficiency and quality of work. This applies

The purpose of this paper is to critically evaluate and review three journal articles by John Honore (2009), James Lindner (1998), and an article by Fred Herrera (2002). All three articles discussed the topic of employee motivation in the workplace. The authors examined several motivational theories and put forward their ideas on the concepts and application of motivational techniques. The authors’ work provides insight into the psychology of motivation and the different factors and theories that affect it. My conclusion is in line with the authors’, motivated employees are needed for the organisational survival and just like our constantly changing environment and each individual is different, motivational techniques need to be continuously explored and developed.

Van Gogh’s “Arles period” lasted between 1888 and 1889. This was a time when Van Gogh moved from Paris to Arles, France to get away from the fast-moving life that was Paris in 1888. The Arles Period was a successful and experimental period for Van Gogh; serving as an opportunity for both new work and inspiration. One of Van Gogh’s most infamous Arles paintings, The Night Café, can be credited by the influence of Arles.

The Amazon is currently the largest deforestation front in the world. Deforestation is impacting us as well as a large range of plant and animal species. Every ten seconds, eight football fields of rainforests are destroyed. A variety of scientists that study deforestation have also reported that by 2030, more than a quarter of the Amazon will be gone. If we do our part by supporting the cause to reduce deforestation, we will cause a positive decline in global warming and, as an overall benefit, the cost effectiveness of reducing deforestation will then be able to be used by assisting others around the

Individuals possess different intrinsic motivators that encourage them to come to work and perform to the best of their abilities. If these intrinsic motivators are met, the person is more likely to be happy with their job and feel a sense of personal fulfillment. The purpose of this paper is to identify and compare two jobs, one where the employee feels professionally happy and the other where the employee feels professionally unhappy. After identifying the two jobs, the author will discuss the various factors from each job that cause the feelings and the author will also discuss his personal and professional intrinsic 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

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.

What is motivation? Motivation is defined as “an individual’s willingness to respond to the organization’s requirements in short run.” (P.71 Dixon, 1998) For the purposes of this research paper, I find the most fitting definition of motivation is to define it as “the force that Energizes, Directs, and Sustains behavior.” (uri.com, 2014) Motivation is imperative to productivity. A highly motivated staff often leads to high productivity from the workforce.

There have been sufficient changes regarding job design over the past decades, including the rising popularity of new practices such as employee involvement (Maxwell, Richard & Sandra 2008). With new induction of theories, an analysis to illustrate the similarities and differences was made between the content and process theories; chosen theories being the two-factor theory and equity theory respectively. Implications of integrating various theories like the Job Characteristics Model (JCM) by Herzberg and Oldham (1980) and the four major approaches to job design will be discussed, focusing on how they influence motivation in practice.

To assist in the practical implementation of motivation theory, we will assess the benefits of job and work redesign in relation to goal setting. As a department manager we must be aware of the gradual changes that occur in job tasks and the incremental addition of new tasks that might trigger a need for redesign. The issues that arise from these changes can be addressed by applying the principles of job and work redesign in relation to the goals of the department. The need for change is viewed from four levels of scope, re-engineering, restructuring, work redesign and job redesign. As re-engineering and restructuring is most often done by upper administration, we will focus on the domain of the department manager and their responsibility to effectively manage work and job design within their department.

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This report is based on the ways of maintaining a motivated workforce in the Tourism and Hospitality organisation and explaining ways to contribute a happy and satisfied worker in the Tourism and Hospitality organisation and the skills to show a good worker and what they need to show to be a responsible adult and worker when they are working in the Tourism industry or any industries for that matter. I also will be talking about the concepts to maintain a good workforce and the advantages and disadvantages that they have when delivering a happy workforce in the industry.

The issue being addressed concerns an organization’s ability to motivate employees through offering flexible work arrangements. As will be discussed in more detail below, alternate work arrangements and autonomy are two concepts that are related to motivating employees through job flexibility. Alternative work arrangements such as job sharing and telecommuting can increase job satisfaction and are associated with increased employee motivation. Offering flexibility gives autonomy which also increases job motivation and satisfaction (Gerdenitsch, Kubicek, & Korunka, 2015).