Taking Charge of Domtar

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.

employees demographics and the link between incentives/productivity can help understand which type of reward is more efficient in improving employee performance.

The success of an organization is built on a functional relationship between managers and employees. Managers can depend on this type of relationship to set programs in place to motivate employees, thus, increase productivity and profitability.Throughout the years, a few issues have brought on the relationship amongst administration and workers at the Engstrom Auto Mirror Plant to fall apart. The goal of this milestone is to identify the root causes of the organizational issues, look at the fundamental drivers from a human behavior perspective and offer

Bombardier Transportation had one main problem which is that there isn’t any specific and defined organizational structure. This situation was particularly a problem with Bombardier Transportation trying to merge with Adtranz. Establishing the corporate culture is the first step that needed to be taken

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.

This report therefore gives an analysis of the current culture of the organisation, referring to the present business practices and the values and ways in which the organisation is run. Despite the effectiveness of this current culture, and the challenges of ‘change’ of any sort, there

Researchers in the past have made valuable discovery about employee relations what is the cause of dissatisfaction and satisfaction at work. Companies that want to

This essay will explore a case study of Origin Energy to illustrate an organisation that has undergone a change. The organisational culture before and after the change will be described, management styles within the organisation will be analysed, the relationship between motivation and performance will also be explored and finally the change management strategies used by the organisation will be discussed as well. Each of these sections will be explored to support the hypothesis that culture is an integral part of an organisation. Before the individual sections are discussed however, the essay will look at the background of Origin Energy.

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

As this employee ages, the value they place on extrinsic rewards may decrease as there personality matures and they desire

The culture that the executives wished to maintain is one of big ideas, large thinking, and a strong emphasis on creativity. It is one that opposes bureaucracy and rigidity without cause, and despises formality without passion. And it is one that strives to stay relevant, fresh,

Since a common goal of business is to achieve sustained high level of performance, it is important for companies to pay close attention to its employee’s mindset, and conduct the best way to motivate them. There are several factors that can affect employee performance such as goal setting, possible opportunities, working condition and reward system (Whetten & Cameron, 2005, p. 24).

The Big Five has a huge effect on relevant and errand performance (Hurtz, Donovan, (2000). pp. 869). Neuroticism relates contrarily to job performance as employees are inclined to antagonism which prompts low job performance and fulfillment. Extraversion interfaces decidedly to job performance as employees are sure and blend around with individuals rapidly which prompts high errand performance and job fulfillment. Pleasantness likewise ended up being a substantial indicator for preparing (Judge, Higgins, Thoresen, Barrick, (1999). what's more will prompt superior as employees with these traits get alongside individuals rapidly. The openness and the amenability traits likewise have a few disservices, for example, open individuals may skip jobs frequently and pleasant individuals may surrender their accomplishment in satisfying other individuals. There are three motivational variables that influence the Big Five which thusly influences job performance. They are striving for common union (getting alongside individuals in the organization), achievement (being errand situated) and status (being in front of individuals in the organization). In spite of the fact that, exploration demonstrates that status striving is unequivocally interfaced to performance. These three variables spur an employee to work harder which builds employee performance (Barrick, Stewart, (2002). pp.

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