The Goals And Motivating And Leading Employees

Weber identified the significance of bureaucracy within organizations. Within the bureaucratic organization there is a stratification of hierarchy where the legal legitimate authority is invested in individuals who exercise command on the basis of rules and not on the basis of personal authority (Morrison, 2006). Legitimate authority within a bureaucratic organization aims to remove the subjectivity and unpredictability of human action thus decisions are made and behaviours implemented in a

Why do we need to motivate employees? The answer is survival. Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employees changes constantly. For example, research suggests that as employees' income increases, money becomes less of a motivator (Kovach, 1987). Also, as employees get older, interesting work becomes more of a motivator.

A bureaucracy is defined as the complex structure of offices, tasks, rules, and principles of organization that are employed by all large-scale institutions to coordinate effectively the work of their personnel. The classic conception of a bureaucracy was advanced by Max Weber, a German sociologist, who argued that the bureaucracy was a “rational” way for a modern society to conduct business. As Americans, we rely heavily on the structure and function of bureaucracies. From the most mundane to ornate tasks, the function of a bureaucratic society impacts each of our lives on a daily basis. It is the very detailed and structured departments that provide the essential foundation for which all of Americans rely on.

In this essay, I will discuss the variables that shape people’s minds about the role of bureaucracy. In the first section of this paper I will define bureaucracy with special emphasis on the United States (U.S.) government. Then, in the second section of this paper, I will list and analyze the factors that people perceive as negative in the development of bureaucracy. Lastly, in the last section of this paper, I will mention a few elements that the correct exercise of bureaucracy does right.

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“Bureaucracy is an important and characteristic institution in modern societies.” (Dergisi, 1999) However, bureaucratic system has a long historical background in Europe and Asia. There are a lot of concepts and descriptions about bureaucracy. It can be look at from different point of views. Political scientists, sociologists, management’s scientists and economists have had studies on bureaucracy. (Dergisi, 1999)

The question of how to motivate employees is the most urgent. Because employees are valuable resource of any organization. And their willing to satisfy customer needs, increase and improve productivity is vital for an organization growth and success. Therefore, managers should clearly understand needs of their workers. The aim of this project is to try to understand what can be done in order to motivate the workforce competently. This report presents an example of motivation plan that focused on increasing job satisfaction, enhancing productivity and quality of goods and services and reducing employee turnover. Moreover, the most efficient ways to motivate employees are proposed. In addition, this assignment provides managers with information regarding importance or teamwork. Finally, effective practical strategies are recommended.

Companies are task with the deed of motivating employees in order to achieve future business objectives. If these objectives are implemented properly, the results will produce eagerness in an employee, which will result in high quality success. Workers whom seemed disinterested in coming to work with a motivation of accomplishing the task at hand, will disconnect and separate.

Bureaucracy is part of the organizational structure that implements a hierarchy of management. It brings managers together with various skills, experiences, and goals (Bateman, Snell, & Konopaske, p. 34). Bureaucracy operates with rules and regulations. This structure is considered the ideal structure for businesses to keep controls in place and every business must have structure. This is why bureaurcracy has remained the corner stone of organizational structure. Although the bureaucracy approach is considered good, it does have its dysfunctions.

In today’s business world, a manager must develop a plan encompassing the employees’ motivation, performance and satisfaction. An effective manager who understands the challenges involved creates a workplace that combines all three. Each company has a workforce that has specific motivations for each employee. It is essential that the plan includes both the managers and the employees’ perceptions and are incorporated together for a positive impact.

An organization’s purpose and/or goal is to accomplish its undertakings or objectives in an effectual approach. To achieve this it ought to have or retain employees prepared and eager to work to attain this. It requires people (motivated employees) who are prepared and wanting to meet those objectives by way of exceeding efforts and rising above the usual principles and values.

Reinforcement theory is similar to expectancy theory. It refers those contingent pay forces individuals to increase the level of their performance (Skepm-Arlt & Toupence, 2007).

Motivation and performance management are two concepts of organizational behavior that are closely related. Motivation can be referred to as the process through which employees are stimulated to achieve their goals. Achievement of personal goals is a cue to the attainment of overall organizational goals. Motivation has to do with reasons why employees of an organization behave in a certain manner. Organizations can put various motivational strategies in place to influence their employees behave in a manner that is in line with attainment of organizational goals. On the other hand, performance management refers to measures that organizations put in place to ensure that organizational goals are being attained in an efficient and effective manner. Therefore, performance management and motivation can both be said to be an extension of each other. This paper will take a diverse analysis of the two concepts, discussing the theory of both concepts, how the can be applied in an organizational setting, and benefits that accrue from effective implementation of the two practices. Motivation and performance management are closely intertwined organization concepts and organization must apply both jointly to achieve effectiveness in operations.

However, Tom Peters (1989) said that “‘I beg each and every one of you to develop a passionate and public hatred of bureaucracy”. This statement urges us to examine whether the bureaucracy is replaced or not. Consequently, this report strives to examine the strengths, weaknesses of the bureaucracy organization as well as changes impacting to this model in order to answer the question whether the bureaucracy is altered or not.

Intrapersonal and interpersonal perceptions are vital to succeed at university and at work. They both work together in order to improve productivity in the work force. However this can only be achieved when the individual has a positive emotion and is ‘happy’ towards their negotiator (Govan, Neale & Overback, 2010). Similarly, the intrapersonal perception that an individual has, impacts the job satisfaction of employees. Likewise, the intrapersonal and interpersonal perceptions influence the success of academic performance in university that contributes to later at work.