Improving The Organization's Culture Assessment Of The Kentucky School Boards Association ( Ksba )

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.

The levels of motivation within a team can be affected both positively and negatively in a variety of different ways.

(Robbins and Millet and Cacioppe and Waters-Marsh, 1998, p.10). An important area within organisational behaviour is motivation.

Motivation is a main point in which I am interested and in order to understand more about the topic I have based my review in 2 different sources: Forbes article “Motivation Mystery: How to Keep Employees Productive” and Daniel Pink Ted Talk “The Puzzle of Motivation”.

The biggest problem to a manager is managing employees. This is because employers often do not know how to handle their employees. An effective manager knows that motivation is a difficult skill to acquire. So over the years, many theorist have studied motivation in order to

In this paper I will discuss the effects and responsibilities leaders have on an organizational culture. I believe leaders have an enormous effect on the well-being of an organizational culture. Leaders must take an active role within their organization's culture. Whether positive or negative, in an organization, things tend to follow suit "down hill." A leader has the power and influence to maintain, create, or repair an organizational culture. However, this can prove to be a delicate and challenging task.

When people are working for a company that is a learning organization a number of things begin to take place. The first is creativity; people begin to think outside the box because they have been given freedom to do so (Peter Senge). They are encouraged to take risks and to push themselves to their full potential. When a person can come to work and feel as if they can express themselves work does not become a job but a passion. The second is motivation. Motivation is very important to all businesses. If a worker feels motivated then he or she will be more engaged and be a better team player. The school I teach for is going through a lot of changes and are asking more out of the teachers there. However, they are not providing any guidelines or benefits of the changes they are attempting to make. This process has lowered the motivation of the teachers there. They tend to have a negative attitude and try harder to get out of work then be engaged in the work. They feel as if they are being devalued instead of valued. Workers often feel that motivation is more important than pay (Motivated and Compentent). Lastly, attitude, when being part of a learning organization attitudes are seemingly more positive (Motivated and Competent). They feel a part of the company, that they are valued and that feeling alone boosts their attitude. By training and bettering employees, a sense of self-worth emerges. Learning organizations give employees a sense of greatness through these three emotions. Emotions drive a workforce and the

To address these challenges, the JCAHO needs to use a strategy that will change the operating environment of the organization. The best way that this can be achieved is through conducting a culture assessment. This is when there is a focus on changing the atmosphere and the way stakeholders are interacting with each other. As there is an emphasis on: improving communication and collaboration to increase the underlying amounts of quality. (Sora, 2003) (Beehr, 2001)

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

Motivation of employees is also a key issue in organizing an entity. According to Tannenbaum and Massarik, all superiors of an organization are faced with the problem of extracting services and contributions from their subordinates at a high level of quality and efficacy. These

Motivation is central to understanding behavior in organizations and a key managerial factor. Two aspects of motivation are structuring tasks to satisfy worker and organizational needs and providing the proper direction for worker actions (Stroh, Northcraft and Neale, 2002). There are a number of factors when it comes to the difference in worker performance. One of these factors is related to different levels of ability

Human Resources is dependent on the success, happiness, and contentment of employees that keep the business on course. Motivation is one of the best ways to push employees forward while making sure everyone is in a comfortable position in their job. Motivational theories just attempt to explain what motivates or makes people act the way that they do. The goal of understanding these theories and their outcomes is to ensure a better performance from each employee, and to give each of those employees the best situation they can have in the workplace. Visionaries such as Abraham Maslow, Frederick Herzberg, and Henry A. Landsberger also brought forward new ways of management and ways to handle internal situations that changed the landscape of human resources as a whole. Motivational theories instituted in the workplace have a commonly positive effect on both employees and management, showing that it is important to strive for proven motivational practices.

Corporate cultures are made up of many individuals, developing in different behaviors over time. Several factors impact the way a business cultivates. From the character traits of its leadership in its trade activities and industry environment. Corporate culture can develop from teams representing divisions and departments within the business that can be made up of differentiated functions or units that must be integrated into a unified effort if the organization is to be effective (Brown, 2011, p.127). In functioning, the departments pursue their goals from individuals coming together for a common cause. For example, in the case of the Old Family Bank, which is departmentalizing with a check processing, computer service, and an operation’s department. The vice president of management responsible for gathering data is selected to find out how the organizational behavioral aspect of the business is functioning. Therefore, H. Day VP of management has decided to scrutinize the turnover, absenteeism, and productivity statistics/figures of all the Banks ' department 's behavior (Brown, 2011, p.141). The gathering of the data provides a conclusion that was relevant to the check processing and computer services departments. Let’s look together at Day’s diagnostic process.

To start with, it is useful to infer from the literature and research that motivation in organisations refers to the process by which employees are enabled and induced to behave in particular ways. Thus, motivation is often associated with a search for the means by which people 's job performance and productivity may be improved or maintained. Many theories about motivation begin by addressing the interrelated issues of human needs and how these influence the direction and maintenance of an individual 's intentional behaviour.

Organizations today are comprised of a diverse selection of people. Each person that works for an organization has different attitudes, values, emotions, and behaviors. In order for the business to remain strong and cohesive, it is important for managers/leaders to recognize those differences for the benefit overall. By doing so, they can motivate each employee and encourage them to be productive citizens within the workforce. Managers must be able to identify the challenges that accompany dissatisfaction and address them accordingly based on each individuals’ personal attributes. Then, successfully providing motivational factors to enhance their morale to sustain a stable organizational structure. In order for this to happen, managers/leaders will need to create a motivation plan that allows each person to be successful and motivated to achieve the organizations vision.