Employee performance and his or her motivation is a key issue in an organization. The latter impacts the former: the more an employee is motivated, the better he is likely to perform. An important problem is that motivation is a complex undertaking: it is not always the financial package that is fundamental to an employee's performance.
Studies have shown that employees are also motivated (quite often even more motivated) by other factors. Campion and Thayer (1985), for example, concluded, following their research, that the more jobs are created to include motivational factors, the lower the efforts to complete them and the better the well-being of the employees. As Sager (1978) mentions, "it is essential to determine what an individual likes or needs in his work if motivation is to occur."
This paper proposes an approach based on Maslow's Theory of Needs to understand the role of promotion in an organization as a motivational factor. The paper will start with a proposed issue in an organization: a well-prepared employee is turned down from promotion in favor of someone else, whom he perceives as being less qualified. Starting from Maslow, the paper will investigate the motivational impact of such an action. Because the theories of Alderfer and McClelland are also closely related, aspects from these studies will also be briefly presented and used in the argumentation.
As Baack (2012), among others, has summarized, Maslow proposes a hierarchy of five needs, starting with the simple physiological needs and becomes more complex as the needs from the previous level are satisfied. As such, the level 4 and 5 needs are needs for esteem and self-actualization. Esteem needs refer to the perception that others have of the individual (and how important and motivating this can be for the employee), while the need...
Performance Motivation Bloodstream Infections in NICU Bloodstream infections in the neonatal intensive-care unit (NICU) are a serious concern for parents and health care professionals. Exposure to bloodstream infections for most patients will caused delayed hospital stays and higher costs associated with hospital visit (Marschall et. al., 2008). There are many procedural changes that can be made at the hospital to decrease risk of bloodstream infections. Recommendations for decreasing bloodstream infections will be
The initial recommendation comes from the employee's direct supervisor and is then discussed with the general director and the payroll manager. At the fourth stage, the performance review, the employee and his direct supervisor come once again face-to-face to discuss the outcome of the performance appraisal process. The employee is informed of the managerial decision regarding future remunerations, and a date for a new meeting is set. The new meeting
Customer Satisfaction Importance of customer satisfaction The effect of customer satisfaction on a firm's profitability Why measure customer satisfaction How to measure customer satisfaction The affective measures of the degree of customer satisfaction Employee performance The need for measuring employee performance The contemporary business environment which is dynamic and highly competitive requires firms to have a high level of business intelligence. In this paper, we explore the concepts of customer satisfaction as other internal business processes such as
Human Resource Management -- Employee Performance Human resource management (HRM) has developed into a crucial component of the contemporary business organization and the professional business environment (Fyock, 2001; George & Jones, 2008; Robbins & Judge, 2009). Today, formal approaches, practices, and procedures dominate employee recruiting, hiring, training, supervision, appraisal, and advancement and only the smallest organizations still perform those functions in the informal ad-hoc manner that used to be common throughout
In the present day intensely competitive marketplace, businesses must incessantly enhance the level of quality of their products and services in order to gain competitive advantages. Corporations have to attain and capitalize on their resources in an efficacious manner. As a result, it is of the best interest for the corporations to improve the job performances of their staff by carrying out training and education as one of the fundamental
Teamwork and Motivation Various elements of an organization motivation plan are always aimed at encouraging low turnover, high-quality work, high productivity, and high job satisfaction. The first approach involved is the appreciation of employee feedback. The element of the motivation program includes the need to ensure that feedback offer the employees with established objectives. Organizational managers provide feedback through continuous processes without outright conformity during quarterly meetings. Managers focus on ensuring
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now