Organizational Motivation: A Case Study

The gender roles in America have changed tremendously since the end of the American Civil War. Women and men, who once lived in separate spheres are now both contributing to American society. Women have gone from the housewife so playing key roles in the country's development in all areas. Though our society widely accepts women and the idea that our society is gender neutral, the issues that women once faced in the late 1860s are still here.

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.

* Task Significance – The Inside Sales employees have a very low sense of task significance because they are constantly being berated by either their boss of the Field Sales force.

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.

The women’s rights movement was a huge turning point for women because they had succeeded in the altering of their status as a group and changing their lives of countless men and women. Gender, Ideology, and Historical Change: Explaining the Women’s Movement was a great chapter because it explained and analyzed the change and causes of the women’s movement. Elaine Tyler May’s essay, Cold War Ideology and the Rise of Feminism and Women’s Liberation and Sixties Radicalism by Alice Echols both gave important but different opinions and ideas about the women’s movement. Also, the primary sources reflect a number of economic, cultural, political, and demographic influences on the women’s movement. This chapter

Employees should always be motivated; this attracts talent, opens up new channels for innovation and creativity and brings in a sense of satisfaction among them which helps the growth and development of the organization.

Many different techniques exist to intrinsically motivate employees(Walker, 2008). Some include: job enlargement, job rotation, and job enrichment. As noted earlier, job satisfaction among employees is important for a company to attain, thus, the use of techniques that boost intrinsic motivation is key. However, the employees were happy because they were paid well. The flip side to that is those older employees are closes to retirement, and have no intrinsic motivation. They are not motivated in sharing to new ways in doing things for the organization, such as saving money and hiring new clientele as suggested by Hubres in her memo. Therefore, it has been suggested by Willis that James and Counts work together to develop a retirement package for senior employees in the division without any immediate replacement for retirees. This would be a start in saving money for the division.

Women make up about 51% of the population of the United States, yet for most of

Organizations that have workplace issues such as not enough training can cause a higher quitting rate. According to Bhalla (2014), employees that are afforded training that enhance skills have lower turnover rates. Unfortunately, employees that have been trained in multiple skills have a higher turnover rate. The employee believes that they will be more marketable for other job opportunities. When there is a high turnover rate the organization must spend more money on recruiting, hiring and training. Turnover can cause a decrease in motivation with other employees due to vacancies or training the new employee. Longer hours or an increase in workload according to Parker, Jimmieson, and Amiot (2013), brings stress and frustration to the

The women’s movement began in the nineteenth century when groups of women began to speak out against the feeling of separation, inequality, and limits that seemed to be placed on women because of their sex (Debois 18). By combining two aspects of the past, ante-bellum reform politics and the anti-slavery movement, women were able to gain knowledge of leadership on how to deal with the Women’s Right Movement and with this knowledge led the way to transform women’s social standing (Dubois 23). Similarly, the movement that made the largest impact on American societies of the 1960’s and 1970’s was the Civil Right Movement, which in turn affected the women’s movement (Freeman 513). According to

After analyzing this organization, it is apparent to that job satisfaction should be a priority for management. Job satisfaction can be best understood as a positive emotional state resulting from a perceived satisfaction from one’s job (Locke & Lathan, 2007). Employee satisfaction is an important retention strategy based on the knowledge that a satisfied employee is more effective in completing their duties, more productive, and seldom contemplates alternative employment. Achieving a goal of a high employee satisfaction rate consist of implementing compensation and reward strategies mentioned prior. It should be emphasized that employees, regardless of industry respond in a positive manner to positive recognition. Positive recognition can be achieved with more than compensation and rewards. Creating an atmosphere where employees feel like their ideas and opinions matter can be just as effective as monetary and non-monetary rewards. A routinely exchange of ideas

Over the last several years, the issue of employee motivation inside the workplace has been increasingly brought to the forefront. The reason why is because, globalization has been having an effect on the ability of firms to compete (which is placing more pressure on them). To deal with these challenges, most organizations are relying on their employees. The results are that those employers who are able to use this resource will be able to make adjustments quickly. This is when the firm will be able to maintain their dominance in the marketplace.

     In the aftermath of World War II, the lives of the women have changed dramatically. Women spoke their minds out and wanted to be heard. World War II brought them a new outlook on how they should live their lives. It encouraged women organize social movements such as boycotts and public marches pushing for their human rights and protect them against discrimination. Alongside, they formed their own organization representing them against the federal government like the NOW or National Organization for Women. Through the years, women have been struggling to fight for equal rights and unfortunately still exist even at the present in some areas. Yes, women’s status was not like what they used to back then, where their

     All throughout the early part of history women were portrayed as the inferior sex, because at that point in time, women were seen as beings only born to have children. Men didn’t think that women were capable of being anything other than a typical housewife. It was unthinkable that women would actually need an education, let alone earn a living, or become a leader. These ideas are revealed all throughout classical literature. Rarely was a woman seen as doing anything but being dominated by males in some form, whether she was a man’s submissive devoted wife, a sexual object, or a woman being punished for wanting her freedom. We finally begin to see women trying to break free

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.