Ob, Arctic Minings Consultants, Case Study

Motivation is not only about money. As Greenberg points out, motivation and job performance are not synonymous. (Pg. 215) Occasionally, even with high motivation, the job performance

The symptoms of this case are 2 employees, Millar and Boyce not meeting the daily quota of lengths. The team was not able to meet the deadline set by Parker because Millar and Boyce did not meet the daily goals. Since the deadline was not met, each team member would not receive the bonus of $300.  Another symptom is Millar's lack motivation towards the end of the project.

TASK 4 (P2.4, M1, D3) (P2.4) Motivation refers to the willingness of individuals to perform certain tasks or actions and because when workers are motivated they strive more to improve and develop their skills to do a better job for their next task that are given to them. Here are the motivational techniques that can resolve to motivate employees to perform better:

AC5.2 The levels of motivation within a team can be affected both positively and negatively in a variety of different ways.

Motivation is the desire of doing things, to attain the goals set by the individuals. Motivating Employees is one of the most essential skills that are possessed by the manager, as it relates to the degree in which the employees can be influenced. As Mark Twain (1869) had said, “The secret of getting ahead is getting started.” Motivated employees have an impact on the productivity of the business as the employees channel their energy towards completing the organizational goals. (Marc & Daft, 2012) From many years, different psychologists have studied and provided with many motivational theories over the years. The conclusion that is reached by them is that motivation is a problem. The workforce is a ‘big asset’ of the company, so they are ‘only source of competitive advantage’ that makes them different from their competition. (Wilson, 2009)

I believe McClelland’s Need Theory is the best motivational theory to apply to this group of team members. Everyone chosen in the group appears to have a high need for achievement. His theory also states the following. “Achievement-motivated people share three common characteristics: (1) they prefer working on tasks of moderate difficulty; (2) they prefer situations in which performance is due to their efforts rather than to other factors, such as luck; and (3) they desire more feedback on their successes and failures than do low achievers”( Kreitner & Kinicki, 2013, p.209). If this project is a successful one, the reward in the form of positive feedback will be rewarding to the group. This project could be what determines the future of this company. All three of the characteristic in McClelland’s theory apply to this

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.

This essay is analysis of the minicase titled “Developing Leaders at UPS”. One of the first things I observed was how the title & beginning paragraph made no mention of the leader being presented. The title immediately gives the impression of how UPS as a company develops leaders. It gives credit to the company and its culture of developing leadership skills in its employees. The opening paragraph speaks about the company’s accomplishments and high level of employee satisfaction. I agree with the author, not only does employee satisfaction increase productivity but it also one of the founding factors for a company to nurture leadership talent. The author further speaks about the fact that UPS has a large budget for developing employees and that it provides equal opportunities to all of them. I think that the title & opening paragraph speaks volumes to support the idea that leaders are not necessarily born with natural leadership talent but can be coached and developed.

Abstract The Arctic oil drilling industry can be seen as one of the most driven economic gains and a step ahead for the country to become energy independence. Nonetheless, the price that comes with this gold liquor has shifted the country’s mission to harvest and provide a clean, eco-friendly energy. The continuous drilling processes come with negative impacts towards the areas involved: in this case, The Chukchi Sea, The Beaufort Sea and The Arctic National Wildlife Refuge (ANWR). In order to sustain the oil drilling industry, the massive infrastructure development has been conducted on the areas listed above. From these development, the rate of carbon emission and acid level in the soil have increase; these pollutants are threat not

Arctic Mining Consultants -Team Paper C. Arias, Q. Couthen, J. Edwards, M. Edwards, B. Hollins, C. Johnson and M. McNeil

BEDFORD FALLS BUILDING AND LOAN ANALYTICAL REPORT Prepared for Mr. G. Bailey, CEO Prepared by Jacqueline Jensen Robyn Werner Kade Hollendieck Curtis Yount Connor Weseman April 7, 2015 April 7, 2015 Mr. G. Bailey, CEO Bedford Falls Building and Loan Dear, Mr. Bailey, We present this analytical report, finished at your request, by correcting the formatting of the existing report and writing the unfinished parts. We include reasons and consequences for lack of motivation along with the techniques or strategies to motivate employees. Also included are benefits of motivating employees.

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

Definitions of Motivation, Morale, and Incentives: Motivation is often something intuitively understood but not always easy to precisely define. One early definition of motivation was formulated by Vroom (1964, cited in Van Eerde and Thierry, p. 576) in which he defined it as a psychological process controlling choices made by people that cause the arousal, direction, and persistence of voluntary actions that are goal directed. However, a more applicable definition of motivation to the workplace describes it as “the degree to which an individual wants and tries hard to do well at a particular task or job” (Mitchell, 1982, p. 82). A more general and recent definition was put forth by Waddell et al (2008) in which they sum up motivation as the

With this being said, motivation is very complex and is continuously fluctuating over time (Maslow, 1954). Getting employees optimally motivated is very difficult, due to the various components that go into motivation. However, when an employee is positively motivated, they will be able to accomplish any task set in front of them.

helpful individual, and others viewed his work as being inconsistence and spotty at times. Rios is required to submit a formal performance evaluation on all of her workers, and Barlow’s performance appraisal was the most challenging yet she had to face. Lack of Motivation Barlow’s behavior at the TA can be simply defined as lack of motivation, and this can be further explained in depth by the use of expectancy theory. The expectancy model states, “People are motivated to work when they expect to achieve things they want from their jobs. A basic premise of the expectancy model is that employees are rational people. They think about what they have to do to be rewarded and how much the rewards mean to them before they perform their jobs.”