Operations of Goodwill Industries International

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.

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.

In today’s business world, it seems that the major pitfall is in employees’ lack of motivation and engagement in their positions. This results in decreased productivity and satisfaction, and overall diminished views of the establishment. The relationships between employers and employees also suffer from poor morale in the workplace. According to an article by Chris Musselwhite, Creating a Culture of Motivation, the first place to start in correcting this problem, is to educate managers on the benefits of an empowered workforce, and how to effectively inspire them.

“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,

Goodwill Industries International, Inc., 2015). The corporation also urges for the preservation of Charitable Deduction. Much of the work done by Goodwill is made possible because of the resources donated by generous Americans. Limiting donations in addition to the BCA expiring will jeopardize the quality of services available. Goodwill also advocates for the enforcement of wage and hour laws, employment opportunity support for the elderly, and partnership promotion in community colleges. Goodwill industries also urges more support directed towards youth mentorships and more job-driven, employer-led, training strategies (Advocate. Goodwill Industries International, Inc.,

Goodwill Industries are organizations for nonprofit making that provide or render employment, community based programs, placement services, and job training to individuals that cannot access proper education, disabled individuals and the unemployed. A huge network of institutions of retail thrift, that works as organizations of nonprofit organizations, sponsor goodwill industries.

Employees are motivated by both intrinsic and extrinsic rewards. In order for the reward system to be effective, it must encompass both sources of motivation. Studies have found that among employees surveyed, money was not the most important motivator, and in some instances managers have found money to have a de-motivating or negative effect on employees.  This research paper addresses the definition of rewards in the work environment context, the importance of rewarding employees for their job performance, motivators to employee performance such as extrinsic and intrinsic rewards, Herzberg’s two-factor theory in relation to rewarding employees, Hackman and Oldman model of job enrichment that

By the very nature of its business model, the United Parcel Service of America (UPS) is task- and process-intensive, relying on its employees as the catalysts of delivering excellent service. While nearly every CEO at one time or another has said that their people are their most important assets, UPS lives by this mantra and has the financial figures on their investments in training and intensive programs to prove it (UPS, 2013). In a typical year UPS will spend nearly $300M on training including customized courseware and distance learning programs, many of them oriented towards giving their employees a more solid base for personal and professional development (Emmons, 1995). In conjunction with intensive training programs and high levels of investment in education, UPS also has one of the most advanced and thoroughly subscribed-to employee ownership programs in the Fortune 1,000 today. Their employee ownership program is designed to provide every employee with a very strong foundation of autonomy, mastery and purpose in their jobs, which are the building blocks of long-term learning and motivation (Dwortzan, 1982). The combination of the training programs and employee ownership give each employee a very clear sense of how valuable they are to the company and how critical their role is to daily profitability. The intent of this analysis is to evaluate why the UPS employee reward system is the best

Wal-Mart should comprehend that employee’s work motivation has significant influence on the organization’s effectiveness. We can use several motivation theories to investigate Claude’s motivation and identify Wal-Mart’s management hypothesis.

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

Currently, Goodwill is operating as a nonprofit international organization in about 15 countries. The organization has more than $4.8 billion in assets, an amount huge enough to enable it to attain its objectives and goals. In addition, the organization caters for more than 6 million individuals in terms of job training, employment placements, and other community services. The organization is best described as a social enterprise as well as an industrial project since it improves the lives of the needy by helping them meet their daily social and economic expectations (Funding Universe, n.d.).

Keeping employees motivated in addition to creating incentives and/or additional ways for employees to receive more compensation will create better performance overall within an organization. Contrary if company B gives their employees incentives to perform, without any motivational tactics they probably will not have as many top performances as company A, in addition the company may only seek short term rewards verses have long term success. Lack of motivation for employees within an organization, can cause long term damage for the company’s success. Different things motivate everyone; therefore there should be a system in place to keep employees motivated for the long term success of the company. In the MBM textbook under the concept of incentives, compensation, and motivation, there are a couple of different views of how it should be applied within an organization. We will discuss The Social Role of Profit, Personal Profit and Losses, and the way Market-Based Management view how incentives, compensation, and motivation should be applied and the things that effectively drive employees’ actions while at work.

The company promotes and encourages different programs and networks such as: cross-cultural programs, Lesbian, Gay, Bisexual and Transgender Network, Employee resource groups (ERGs), special programs for Persons with Disabilities and for women.

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an

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.