Mr Feirrell Case Summary

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 is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

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.

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

A great way to foster motivation among employees is to give them something to focus on. If an upcoming sale is set to start running on a certain date, for example, they should be notified in advance. Keeping employees regularly informed of events lets them prepare ahead of time and make great presentations that attract the consumer and ultimately benefit them. Managers should reward their employees for jobs well done. This public display is great for morale, and makes the others work harder. Giving employees the opportunity to make long-term advances within the company is a great way of showing appreciation for their hard work, which works out well for

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.

Chapter 12 of our textbook is titled “Motivating Employees,” and it encompasses much of what was in Drive. An extrinsic reward is defined as the “payoff, such as money, a person receives from others for performing a particular task.” Extrinsic rewards are what drive the old economy and still influence management techniques within organizations today. These rewards have many benefits but are becoming more and more obsolete in the twenty-first century workforce. The textbook defines intrinsic rewards as the “satisfaction, such as a feeling of accomplishment, a person receives from performing the particular task itself.” Offering only extrinsic rewards is what Pink refers to as “carrots and sticks.” These rewards work well for routine tasks. However, these rewards often stifle creativity (as seen in the candlestick experiment). Modern jobs are increasingly relying on creativity and innovation. Managers can use this knowledge by acknowledging the importance of intrinsic rewards when dealing with employees engaged in more complex

DOI: 09/17/2012. This is a 32-year-old male truck loader who fractured his lower left leg when he fell off a truck as it pulled away. Patient is diagnosed with closed left tibia and fibula fracture. He is status post open treatment of left tibia fracture with intramedullary nailing on 09/24/2012.

The article I chose talks about motivation in the business world. As It goes in depth of ways to help employees by simply motivating them and how that could be the biggest difference of how they perform in their job. It also talks about the significance of understanding your employee as an individual and human being and what abilities work best for them. As opposed to just focusing on work related tasks and not understanding an employee’s mental approach. The way the article tries to explain it, is by emphasising on 6 factors. Which is communication, professionalism, management style, training, recognition, and fun. Each factor is thoroughly detailed and explains how to effectively use it to help the employee be more successful and how that will ultimately help with the business as a whole. As well touches on that being a good person is the main objective and everything comes after. As creating a friendly work environment where everyone feels included is the root of a successful company.

In “Understanding Management”, there is a chapter on motivation that covers both extrinsic and intrinsic reward. The material does highlight the increasing trend of motivating people through appealing to those intrinsic needs and how it

Since M.J. is so distracted by sound and drawn to music, I would like to recommend moving the speaker on Mrs. Ferrell's. She is an auditory learner and I have observed that she in not only moving to be closer to the speak but she is also enjoying the vibration from the speaker against other items in that area. The issue is that it distracts her from completing the tasks you ask her to complete. Depending on her disposition that day, the need to be by the speaker can result in inappropriate behavior. Truly, her actions are sensory motivated, not just misbehavior. It maybe easier to move the speaker instead changing M.J.'s seat on the carpet. I really think making this adjustment would help her focus more during your large group lessons. Please

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 is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,

Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to