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…...

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Bibliography

1. Sager, Donald, (1978). Leadership and employee motivation. Graduate School of Library Science, University of Illinois at Urbana-Champaign

2. Campion, M.A., Thayer, P.W. (1985). Development and field evaluation of an interdisciplinary measure of job design. Journal of Applied Psychology. pp. 29 -- 4

3. Nohria, Nitin, Groysberg, Boris, Lee, Linda-Eling, (2008). Employee Motivation -- A Powerful New Model. Harvard Business Review.

4. Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc.

He could for example, provide a different chapter for each type of performance review currently used, and a list of organizations that likely use it. He can then outline the strengths and weaknesses of these reviews, before he provides an explanation of the fixes he would use to change the outcome and perceived lack of interest in performance management.
Rudman also gives a very brief explanation of the complaints managers in the UK have of employee performance reviews, stating they take up too much time. Rather than lead in with very few statistics, Rudman should dedicate a chapter to this, and instead begin the book with dynamic testimonies by people that use his system and find it works. The goal is to entice and encourage the reader to continue pursuing the end result. Rudman may have much to say, but he is not a good salesman.

Potential Effects of Fixes

Rudman would…...

Human esource Management -- Employee Performance
Human resource management (HM) has developed into a crucial component of the contemporary business organization and the professional business environment (Fyock, 2001; George & Jones, 2008; obbins & 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 workplace environments. Especially in difficult economic periods and perpetually within industries with characteristically narrow profit margins or intense competition among organizations, HM functions can represent substantial cost savings and added value where they are administrated efficiently, or they can be the source of significant unnecessary costs and undermine competitive advantage (Fyock, 2001; George & Jones, 2008; obbins & Judge, 2009).

Within modern HM component functions, employee performance appraisal has emerged as a crucial area, largely because it is often tied very…...

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References

Buckingham, M. And Vosburgh, R.M. "The 21st century human resources function: It's the talent, stupid!" Human Resource Planning. Human Resource Planning

Society

NY. (2001). Retrieved April 06, 2011 from HighBeam Research:

 http://www.highbeam.com/doc/1P3-114734970.html

Job Description for etail Sales Associate
Job Summary

The holder will have the responsibility of selling merchandise, services, and products within the retail setting, including electronics, shoes, clothes, jewelry, furniture, and IT services.

Primary esponsibilities

Make sales on specific services and products to prospective consumers.

Show consumers and illustrate products on ways of maximizing their features.

Defines different customizable features

Explain replacement parts and warranties.

Check inventory and verify all products are in stock.

Package and group purchases

Fold clothes, remove security devices, and place items neatly in ascertained packages.

Collect payment methods through the dispensation of change.

Promote and represent the firm with services and products within in-home product showrooms, home shows, and presentations as necessary.

Conduct outbound focus on follow-up calls to existing and potential customers through e-mail and telephone

Qualify potential leads through the sale of products and services.

Present viable solutions to the furniture buyers in terms of accurate sales contracts, price, credit terms, and estimated delivery time. This will be…...

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References

Bourne, M., Neely, A., Mills, J., and Platts, K. (2013). Why Some Performance Measurement Initiatives Fail: Lessons From The Change Management Literature, International Journal on Business Performance Management, Vol. 5, No. 2-3.

Kotter, J.P. (2012). Leading Change, Why Transformation Efforts Fail, Harvard Business Review, Vol. 3, No. 4-7,

Oberg, C., Henneberg, S.C. & Mouzas, S. (2012). Changing Network Pictures: Evidence From Mergers and Acquisitions. Industrial Marketing Management. 36(7) pp926-940.

Ponterotto, J. & Grieger, I., (2012). "Communicating Qualitative Research," The Counseling Psychologist, vol. 35, n.3, pp.404-430.

Factors Affecting Intention to Adopt Cloud-Based ERP from a Comprehensive ApproachAbstractEnterprises have interests in Enterprise Resource Planning (ERP) transitions from an existing on-premise method to a cloud-based system. The aim of doing this is to enhance sustainability in business operations. This study carries out an analysis comprehensively using diffusion of innovation, technology-organization-environment, and innovation resistance framework model. According to the empirical analysis, the results show that the organizational culture factors, relative advantage, triability, regulatory environment, and vendor lock-in all significantly influenced the intention of adopting the ERP, which is cloud-based. Those that do not affect the need to adopt the cloud-based ERP are; data security, observability, information and communication technology skill, and customization. The findings of this particular study give guidance that is meaningful for those companies to adopt the cloud-based ERP, vendors who associate themselves with the sale of cloud-based ERP systems, and the government supporting enterprises digitalization.Table of…...

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References

Boxall, P., & Purcell, J. (2011). Strategy and human resource management. Macmillan International Higher Education.

Khan, A., Ahmed, S., Paul, S., & Kazmi, S. H. A. (2017, July). Factors affecting employee motivation towards employee performance: A study on the banking industry of Pakistan. In International conference on management science and engineering management (pp. 615-625). Springer, Cham.

Makki, A., & Abid, M. (2017). Influence of intrinsic and extrinsic motivation on employee’s task performance. Studies in Asian social science, 4(1), 38-43.

Telephone Customer Service epresentatives
Employment Assessment - Telephone

How do you interpret the reliability results for the clerical test and work sample? Are they favorable enough for the company to consider using them for keeps in selecting job applicants?

A primary objective of evaluating two new methods of assessing candidates for positions as telephone customer service representatives for the Phonemin Company is to improve the caliber of the employment pool from which new hires are selected. The participation of customer service representatives in the telephone ordering system of the company is critical to this endeavor. Moreover, the company will be adding roughly 40 employees to the call center in order to meet the anticipated growth in phone order sales. From this, it is readily apparent that effective means of assessing candidates for the positions of telephone customer service representatives is needed. The reliability figures for the current employee candidate system, which is…...

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References

French, A., Macedo, M., Poulsen, J., Waterson, T., & Yu, A. (2008). Multivariate Analysis of Variance (MANOVA). San Francisco, CA: San Francisco State University. Retreived  http://userwww.sfsu.edu/efc/classes/biol710/manova/MANOVAnewest.pdf 

Shoukri, M.M. (2010) Measures of interobserver agreement and reliability (2nd ed). Boca Raton, FL: Chapman & Hall/CRC Press.

Validity evidence: Types of validity. (2014). New York, NY: The College Board. Retrieved  http://research.collegeboard.org/services/aces/validity/handbook/evidence

Employee Benefits Through Incentives
In every organization, the Human esource department plays the role of recruiting, training, supervising, and remunerating the employees. The H department is also responsible for offering incentives to the employees apart from the normal remuneration offered after a certain agreed period. The incentives are offered to employees when they perform efficiently in their respective jobs or motivation for them to continue working to the required standards or beyond the standards (Agarwal & Braguinsky, 2015). Incentive payments to the employees can be determined in two different ways as casual or structured incentives. Casual incentives are offered unexpectedly to the employees after accomplishing certain goals or duties in the organization. Casual incentives are not revealed to the employees but offered as a surprise. When the employees do a commendable job in their respective duties, the management or H department will decide to offer them an incentive so that…...

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References

Adom, K. (2015). Recognizing the Contribution of Female Entrepreneurs in Economic Development in Sub-Saharan Africa: Some Evidence from Ghana. Journal of Developmental Entrepreneurship, 20(01), 1550003.

Al-Tit, A. H. M. A. D., & Hunitie, M. (2015). The Mediating Effect of Employee Engagement between Its Antecedents and Consequences. Journal of Management Research, 7(5):47-62.

Bhattacharya, Y. (2015). Employee Engagement in the Shipping Industry: A Study of Engagement among Indian Officers. WMU Journal of Maritime Affairs, 14(2), 267-292.

Agarwal, R., & Braguinsky, S. (2015). Industry Evolution and Entrepreneurship: Steven Klepper's Contributions to Industrial Organization, Strategy, Technological Change, and Entrepreneurship. Strategic Entrepreneurship Journal, 9(4), 380-397.

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 that they meet employees every quarter and updating them on the company's performance (Keller, 2009). Formal motivational reviews on a monthly basis are necessary and should exist in writing as opposed to other informal reviews under suggestions of weekly tracking. The quarterly feedback from top management becomes the basis for motivation plan evaluation and achievement determination for the employees. Objective ratings are based on scales of the set aspects of employee management. This element develops direct link to the percentage…...

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References

Blankenship, D., (2012) A Collection of Compelling Motivational Thoughts. New York: AuthorHouse

Keller J., (2009) Motivational Design for Learning and Performance: The ARCS Model Approach. New York: Springer

Kornberger M., Pitsis T., Clegg S., (2014) Managing, and Organizations: An Introduction to Theory and Practice. New York: SAGE

Rainey H., (2009) Understanding and Managing Public Organizations. New York: John Wiley & Sons

J.C. PENNEY COMPANY CHALLENGES: COMPENSATION AND BENEFIT SYSTEM
J.C. Penney Company Challenges with Its Compensation and Benefit System

C Penney Company is a company that mostly deals in the normal house merchandise and runs in some stores in the country. It is one of the biggest retail stores in the United States. The major concern is that people often subscribe to the services offered by this company with the view of getting the best of what can come out. The following the compensation and benefits system for the company in light of the strengths and weaknesses witnessed. The analysis identifies other companies that are experiencing problems in their benefits systems. The study also looks into the benefits of engaging in the said benefits of the compensation system. An analysis of the challenges offers an opportunity for the management to identify he possible solution in improving its system. The analysis is structured to…...

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References

Caswell, B. (2009). Workmen's Compensation Benefits in Kentucky. Frankfort, Ky.: Legislative Research Commission.

Dessler, G. (2012). Human Resource Management (8th Ed.). Upper Saddle River, NJ: Prentice Hall.

Mecklenburger, J. (2014). Performance Contracting. Worthington, Ohio: C.A. Jones Pub.

Reilly, P. (2009). Flexibility at Work: Balancing the Interests of Employer and Employee. Aldershot, Hampshire, England: Gower.

Leadership Style on Employee Performance Management?
This paper looks into the effects of various leadership styles on the productivity of employees. The conceptual, theoretical and historical background of the study are elaborated along with a problem statement, objective of this study, research question, hypothesis, and the significance of conducting a research on the effects of leadership styles.

More and more stakeholders are looking into various leadership styles to better manage employees and the companies at large. The initial concept of personnel administration has all but been replaced by Human esource management. This has led to the need for integration of various leadership styles to better manage employees and enhance their performance. An effective leader is one who quickly diagnoses problems and adopts relevant styles to prevent problems or do away with them. There are various leadership styles based on the empowerment given to employees, directions and their decision-making power.

Several studies have…...

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References

Adair, J. (2002). Effective strategic leadership. Pan Macmillan.

Carter M (2008) Overview of leadership in organization.

Dawson, C. (2002). Research made easy: Lessons for research students. Chicago, USA.

Fisher, S. (1995). The use of non-financial Rewards in performance measurements. M (Edn) Dissertation, Englewood cliffs, Prentice Hall.

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 will establish goals for the following year, ergo the cyclic characteristic of the appraisal system (Grote and Grote).

Aside for meeting the three scopes previously identified, performance appraisals also present the company with several benefits. For instance, they create a context in which the employee is introduced to his own core competencies and limitations, based on which he can better direct his future formation. Then, the employees take an active role in their own evaluation and get to know themselves better…...

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References:

Armstrong, S., Appelbaum, M., Stress-free performance appraisals: turn your most painful management duty into a powerful motivational tool, Career Press, 2003, ISBN 1564146863

Coens, T., Kenkins, M., Block, P., Abolishing performance appraisals: why they backfire and what to do instead, Berrett-Koehler Publishers, 2002, ISBN 1576752003

Falcone, P., Sachs, R.T., Productive performance appraisals, 2nd edition, AMACOM Div American Mgmt Assn, 2007, ISBN 0814474225,

Grote, D., Grote, R.C., the performance appraisal question and answer book: a survival guide for managers, AMACOM Div American Mgmt Assn, 2002

PEFOMANCE MANAGEMENT Performance ManagementOverviewFrom the onset, it would be prudent to note that one of the most crucial elements in as far as strategic global H management is concerned happens to be expatriate performance management. It therefore follows that the relevance of developing an effective expatriate performance management system cannot be overstated for multinationals that intend to remain competitive in an increasingly competitive global business arena. This write-up largely concerns itself with performance management systems in corporations with operations in multiple locations across the world.Discussiona) Expatriate Performance Management System: Key VariablesOne of the most crucial variables on this front happens to be performance expectation. This has been defined by Adler (2018) as how the assigned duties and responsibilities should be performed (74). Thus, on this front, the focus ought to be on what is required of the employee, i.e. in as far as expected results are concerned.The second key variable…...

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ReferencesAdler, R.W. (2018). Strategic Performance Management. Taylor & Francis. Cokins, G. (2020). Performance Management: Integrating Strategy Execution, Methodologies, Risk, and Analytics. John Wiley & Sons. Cardy, R. & Leonard, B. (2014). Performance Management: Concepts, Skills and Exercises. Routledge. Smither, J.W. & London, M. (2009). Performance Management: Putting Research into Action. John Wiley & Sons.

Employee Privacy Torts
Issues relating to employee privacy have been at the forefront of businesses for many years. This has been fuelled by the dynamic workplace which changes constantly and also by employees and employers being more litigation-conscious. Technology has also spurred on employee privacy issues with e-mail and the internet being related to heightened concerns about vulnerability of employers to litigation. Many employers have thus exacerbated their concerns relating to employee privacy and especially monitoring of employee behavior. Employee privacy is respected in many of the large corporations. However, there still exist some breaches in employee privacy. Small business owners are at most risk as a result of their increased monitoring practices and close employer-employee interaction.

Historical background

oberson v. ochester Folding Box Company

One of the major cases that brought employee privacy to the limelight was oberson v. ochester Folding Box Company

Franklin Mills Co. decided to appeal the decision. The appellate found…...

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References

Anderson v. City of Philadelphia, 845 F. 2d 1216 (1988).

Borse v. Piece Goods Shop, 963 F.2d 611 (1991).

Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1988).

City of Ontario v. Quon, 130 S.Ct. 2619, 560 U.S. (2010).

Performance
Given the need to improve organizational productivity through increasing employee performance, develop a performance management program that focuses on linking the organizations strategic objective with the individual effort outlining the benefits of improved performance, the consequences for lack of performance as well as the employee and managerial training that will be needed for implementation.

Purpose of the performance management program (PMP)

The purpose of the PMP is to align the motives of the employee with that of the organization so that the employee is encouraged to work for the good of the organization. Objectives are formulated that are in line with those of the employee, a system of rewards and consequences are established that attract the employee, and a system of monitoring and work appraisal, formalized together with employee, is established.

a. Strategic

The PMP is strategic so that the organization's goals are clearly aligned with that of the individual and both are moving…...

Performance reviews, even from the organization's point-of-view, allow the organization to engage in some soul-searching as to what areas of employee performance are valued. They may even help the organization identify star performers that may not shine and glitter, but have made a measurable contribution to the organization by helping it meet its benchmarks. It can be an education and a valuable form of self-scrutiny for the organization as well as for the employee. Sadly, in today's litigious climate, performance reviews may also be a necessity simply from the point-of-view of demonstrating to a court of law, if the employer lets go a particular individual, that the employee was performing below 'par' on a consistent basis, review after review. It also helps the organization, if the appraisals are oral, gain feedback from both good and bad employees about what makes them perform at an optimal or sub-optimal level....

Exploring the relationship between performance management plans and terminating employees.  How can performance management help employers demonstrate that a termination was not wrongful?  How can performance management help wrongfully terminated employees demonstrate that their employment was wrongful?

The importance of goal setting in performance management.  How can a manager and an employee work together to set attainable and quantifiable goals for the employee between review periods?  Emphasize how attainable goals are important, because setting goals that an employee cannot realistically achieve can demotivate otherwise high-performing employees. 

Measuring employee performance under employee management plans?  How can human resource professionals help managers develop quantifiable....

Topic 1: The Effectiveness of Online Education Compared to Traditional Classroom Instruction

Comparative study of student outcomes, engagement, and satisfaction in online vs. traditional learning environments
Analysis of the impact of online learning on critical thinking skills, collaboration, and communication abilities
Exploration of the role of learner autonomy and self-motivation in online education

Topic 2: Accessibility and Equity in Online Education

Investigation of the barriers and facilitators to online education participation for diverse learners (e.g., low-income, rural, students with disabilities)
Examination of the policies and practices that promote inclusion and reduce disparities in online learning
Assessment of the effectiveness of online....

Starbucks' Comprehensive Compensation Plan

Starbucks, a global coffeehouse chain, offers a comprehensive compensation plan to attract, motivate, and retain talented employees. The plan includes a combination of base salary, benefits, and performance-based incentives designed to reward performance and drive company success.

Base Salary

Base salary is the foundation of Starbucks' compensation plan. Employees are compensated based on their role, experience, location, and performance. Starbucks regularly conducts salary surveys to ensure that its base salaries are competitive within the industry and local market.

Benefits

Starbucks provides a generous benefits package that includes:

Medical, dental, and vision insurance
Paid time off including vacation, sick leave, and holidays
....

The unconscious bias present in the workplace has detrimental effects on employee performance, team dynamics, and overall company success, as it hinders diversity, promotes discrimination, and perpetuates inequality. One way unconscious bias impacts workplace dynamics is through hiring and promotion practices. Research has shown that unconscious bias can lead to discriminatory decisions in the recruitment process, where certain individuals may be overlooked or undervalued based on characteristics such as gender, race, or age. This not only limits the overall diversity of the workforce but also hinders the potential for innovation and creativity within teams.

Additionally, unconscious bias can affect collaborations and relationships....