Organizational Issues: Management and Motivation

Clarisse was forgotten, she wasn’t remembered. She was gone. Simply gone. Due to the rumor Mildred spread around town, many believed Clarisse had unfortunately died in a car accident. Others created their own fictional story of Clarisse’s mysterious disappearance. Those who ignored her had no idea that she was gone, or that she even existed in the first place. However, few knew the real story behind Clarisse and what really happened after her so called “car accident”.

In the story, the Most Dangerous game, written by Richard Connel, a world renowned hunter is stranded on an island, and learns what it means to be hunted. High noon, written by Carl Foreman, is a film about a marshal who protects the town from a returning criminal. Even though the characters in the film and book are different, the setting and the theme are the same in some way, which affects the whole story as it is.

The article, “Master Class: America's Top CEOs On The Secrets Of Motivating Employees” by Casserly Meghan notes that the chief executive officer of Annie’s’ company John Foraker, has a driven mission approach that is able to attract people that are smart, those that are engaged highly and those who are caring about how the world would have a difference. This motivates individuals highly because they see that the work they do furthers business success beyond the financial factors. He considers paying employees well, giving those benefits as well as a good work environment as the most significant factors of motivating employees. The chief executive officer of Questcol Pharmaceuticals, Don Bailey motivating employees is achieved through treating all the employees equally, listening to them, respecting, understanding them and considering that they have families too. He suggests that communication and empowering team work as well as rewarding their victory motivates them more. Sturm ruger and company motivates employees through sharing of profits. The company believes that when employees appreciate sharing of profits then it becomes a driving force of the daily activities of a company. According to Boston Beer Company holder, the string theory shows that if he gave a group many strings, they would desire to have more but if he gave them less they got creative and maintained it for long. This means that people make good use of what they are given. According to Steve Fredrickson

This report’s objective is to provide analysis of the leadership challenge that General Electric (GE) is currently facing, and to recommend solutions. The primary problem is determining what kind of candidate is required to replace retiring CEO Jack Welch. This has left GE to question how much does the company want to change policy over the previous era, and where does the company want to be in future?

1. GE’s success in producing some of the best CEOs of the world can be mainly attributed to its policy of meritocracy based on measured performance. A strong focus on developing management talent resulted in one of the most refined and efficient HR management processes in the world. Some of the practices that contributed to this success story are:

GE has been able to develop management talent as a sustainable source of competitive advantage. This is because it has always tried to recruit the higher level employees from within the organization rather than hiring them from outside sources. GE used a very through succession management process. This enabled GE to develop the talent of its management. The way they rigorously and constantly trained the next successor always provided them with an upper hand in the market. GE’s management always kept their eyes open for employees who

I have learned many lessons from Jack Welch on leadership. Jack Welch has been with the General Electric Company (GE) since 1960. Having taken over GE with a market capitalization of about $12 billion, Jack Welch turned it into one of the largest and most admired companies in the world by the time he stepped down as its CEO 20 years later, in 2000. Jack Welch used his uncanny instincts and unique leadership strategies to run GE, the most complex organization in the world and increased its market value by more than $400 billion over two decades. He remains a highly regarded figure in business circles due to his innovative leadership style. Jack Welch demonstrated Kouzes and Posner’s five practices of modeling the way, inspiring a shared

Introduction and Rationale Problem Statement Objectives Introductory Literature Review Proposed Methodology Project Plan Sources of Reading

One of the key aspects of management is motivating. Finding the right form of motivation is a problem that's been around ever since motivation in the work place was conceived as an idea. As of now, there are several theories to what kind of motivation works the best to get an employee motivated to produce their best work. Unfortunately, many try motivating employees by using extrinsic rewards, such as cash or the like. What they don't realize is that in the long run, this is making their employees less productive than they were to start with.

If correct management decisions are to be taken in the organization’s best interest, it is necessary not only to provide good information for decision making, but also to ensure that management and employees are motivated to work towards the goals of the organization: that they have the same aspirations (BPP Paper P5, 2007).

For Human Resource departments, finding ways to motivate employees can be frustrating. Some Human Resource departments use incentives like days off or even big ticket items like tablets for rewards. Others use monetary motivation like extra pay for a few hours or even a bonus check. Understanding the theories that drive motivation will help a manager or even Human Resources department find what while work for their employees. For this assignment, I am going to describe and discuss several motivation theories. In order for a managing team to be successful an understanding of these basic theories is the key for success.

The central problem that always employers and employees face is the employee motivation. The workers who put no effort to do their best in their jobs which will lead to low quality of work and give no benefit to the organization are the one who are not motivated (Amabile 1993). On the other side, employees who are apparently to be very intelligent, action oriented, ambitious, autonomous and always put an effort and sacrifice their time to put the organization at the ease are the one who feel motivated to work. In spite of the fact that a lot of research has been done on motivation, but in order to figure out the problem on why employees of an organization does not present at the most so far has been incapable of any definitive conclusion.

Griffin (1999) describes management as a set of activities directed at an organization’s resources human, financial, physical, and information with the aim of achieving organizational goals in an efficient and effective manner. Leaders must use their leadership skills to embed strategy in the organization: choose an excellent team, pick the right roles, and let the rest of the team make the strategic moves. The logic is that if you begin with the right people, you can more easily adapt to a fast-changing world because the right people already are adaptable and self-motivated. In the end, it is the leader’s job to define the company’s strategic position and make the trade-offs. Taking a strategic position that delivers value and communicating that value inside and out are the core leadership tasks in crafting strategy (Fuller and Green, 2016).

How might in depth knowledge of motivational theory help someone to become a better manager?

GE have identified the importance of linking culture to performance and have implemented a learning culture within their organisation “Action Learning” Jack Welch CEO 1981 - 2001.