Motivating Employees
you pick 2 companies write their motivation techniques. I pick intrinsic motivation and extrinsic motivation. And compare companies. Do papers have database, searches people pulled web. You find UOPHX Website writes companies listed, pick.

Motivating employees at two companies:

Ben & Jerry's versus Southwest

Motivational theories by their very nature address companies in a fairly generic, prescriptive format. However, two corporations exist that continue to be very successful, after many years of impressive financial growth, seem to break all molds, yet confirm one of the most noteworthy theories regarding what motivates employees -- intrinsic vs. extrinsic motivation. Ben & Jerry's began as a small company based in Vermont that, despite or because of its ethical ideals, has become an integral part of American culture. Ben & Jerry's changed the way Americans consume ice cream, shifting the focus from quantity to quality. Southwest Airlines is a largely regional airline that has remained profitable,…...

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References

Activism. (2012). Ben & Jerry's. Retrieved:

 http://www.benjerry.com/activism 

Bailey, Jeff. (2008). Southwest. The New York Times. Retrieved:

 http://www.nytimes.com/2008/02/13/business/13southwest.html?pagewanted=all

Motivating Employees
Managers dislike unmotivated employees and for a good reason. Having such employees can bring down the success of a business in an instant. As a result, it is very imperative for a manager to utilize financial motivation or non-financial motivation to its employees to keep his or her business alive. This paper will provide three ways in which a manager can motivate its workers. The first method is alternative work arrangement. The second method deals with positive reinforcement. The third and final method involves satisfier and hygiene factors.

Alternative Work Arrangements

One motivational technique that employees and employers seem to benefit from is alternative work arrangements, which include compressed workweeks, flexible work hours (flextime), job-sharing, and telecommuting (Lombardi and Schermerhorn, 2007). Compressed workweeks reduce how many days a week an employee works by allowing him or her to work more hours per day. Both parties benefit from this arrangement because the…...

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References

Herzberg, F. (1987). How do you motivate employees? Retrieved from http://www.facilitif.eu/user_files/file/herzburg_article.pdf

Linder, J. (1998). Understanding employee motivation. Retrieved from www.joe.org/joe/1998june/rb3.php

Lombardi, D.M., & Schermerhorn, J.R. (2007). Health care management: Tools and techniques for managing in a health care environment. Hoboken, NJ: John Wiley & Sons.

Mossbarger, M. & Eddington, J. (2003). Methods for motivating employees. Retrieved from http://faculty.weber.edu/djgreen/TBE_3250/Assignment/Example%20Formal%20Report%20Methods%20For%20Motivating%20Employees.pdf

Skills Analysis
Resilience -- define what it is:

What I have always thought of when the word resilience is used is this: if you are resilient, you won't stay down long but you'll get back up. That is not in a physical sense necessarily; it can be emotional as well. Let say, something very sad happens to you; perhaps your dog was hit by a car and is dead. If you've had that dog for a long time you are going to suffer right away, but shortly the hurt is a little less intense and your resilience kicks in, so you go to the animal rescue shelter and find another dog you can love and have as a companion.

Actually the definition of resilience is different from what I generalized above. Technically, essentially, resilience means recovering quickly from a difficulty or problem. It means being tough enough to get up off the ground…...

Motivational Challenges at Harley-Davidson, Inc.
Today, Harley-Davidson, Inc. (hereinafter alternatively "Harley-Davidson" or "the company") is the only major heavy motorcycle manufacturer in the United States and the company enjoys fierce loyalty from an ever-widening consumer base (Company profile, 2016). This legacy is the result of more than a century of intensive research and development as well as innovation in designs that have made Harley-Davidson motorcycles legendary for their high performance and rugged appearance. This legacy, though, almost ended during the 1970s and 1980s when increased competition from Japan and problems with manufacturing nearly bankrupted the company. To its credit, though, the company's leadership succeeded in turning the company around through informed management practices including employee motivation initiatives such as the High Powered Work Organization concept. To determine the facts in this case, this paper reviews the relevant literature to provide an overview of the company and a discussion concerning the…...

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References

Business summary. (2016). Yahoo Finance. Retrieved from   / q/pr?s=HOG+Profile.http://finance.yahoo.com 

Company profile. (2016). Reference for Business. Retrieved from forbusiness.com/history2/86/Harley-Davidson-Inc.html.http://www.reference

Hampton, G. (2008, July 1). Back on the road again. Security & Transportation, 13, 1-5.

Harley-Davidson. Contributors: Not available. Magazine title: Marketing. Publication date: October 24, 2012. Page number: 22

Motivating Staff in a Global Economy
More and more organizational analysts are referring to the modern workforce as increasingly integrated and interconnected.

This has occurred in part because of globalization. More and more organizations are branching out, running in multiple countries and providing services to global customers. As the workforce changes and becomes more dynamic, people are increasingly reliant and interdependent within the scope of the workplace. Global integration is a trend that has wide-ranging economic, social and organizational implications.

Globalization has resulted in significant changes including an increasingly common practice of outsourcing job roles

Organizations are starting to look for ways to decrease the costs associated with doing business and increase productivity. One way to do this is to outsource job roles.

As more employees face the potential loss of their job because of outsourcing, more and more employers are realizing that motivating staff is becoming a more difficult task. It is however vital…...

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Bibliography:

Alessandra, Tony & Barrera, Rick. "Motivating to Excellence." Security Management,

36(11): 20, 1992.

Bush, Brandi J. "People: Attracting, retaining and motivating." The Public Manager,

30(2): 31, 2000.

Motivating to Perform in the Workplace
Work Based Assignment

Worked Based Assignment M3.13 -- Motivating to Perform in the Workplace

Worked Based Assignment M3.13 -- Motivating to Perform in the Workplace

Like any other manufacturing or services industry, construction industry is also exposed to certain market challenges and a stiff competition among its participants. In order to stay competitive and ensure a sustainable future, construction companies have to strive for their continuous financial growth and high level of operational performance. The biggest part in the success of a company is played by its most precious asset -- the Human Capital. In a construction industry, human resource may be composed of personnel from various fields and specialties. Generally, a medium size construction company employs lower level laborers to highly experienced engineers in its development and construction projects. The number of employees and their tenure of employment depend upon the scale and complexity of different projects…...

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References

London, M. (2003). Job feedback: giving, seeking, and using feedback for performance improvement. U.S.: Taylor & Francis

Robbins, S., Judge, T., & Sanghi, S., (2007). Organizational Behavior. 12th Edition. India: Dorling Kindersley (Pvt) Ltd.

Rounds, J.L. & Segner, R.O., (2011). Construction Supervision . Hoboken, N.J: John Wiley Publishers

Employee Comp
The future that is fast heading our way is often thought to be associated with creative technologies and businesses that do online services. But this is definitely not the full picture. Many traditional businesses are also being impacted in regard to what will be expected about some of their core operations, including in regard to how they treat and motivate their employees. Basic manufacturing is no different. In order for companies like ours to be ready for the future, we have to look seriously at the ways in which we recruit employees and keep them here once they sign on. With 120 employees whose skills encompass a broad range of talents -- some basic skills others tied to quite sophisticated technological abilities -- we have the chance to position ourselves to be ahead of the curve as the entire field of payment, rewards and recognitions is examined yet again.…...

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REFERENCES

Barton, H. And Laux, J. (2010). Executive pay inefficiencies in the financial sector. The Journal of Applied Business Research. Vol. 26, No. 4.

Carpenter, S. (2007). Design the right compensation plan for your business. Entrepreneur. Retrievable from  http://www.entrepreneurship.org/en/resource-center/design-the-right-compensation-plan-for-your-business.aspx .

CompuData Surveys (2009). The real effects of today's economy on the manufacturing industry. Retrievable from  http://www.compdatasurveys.com/Files/News/Manufacturing%20Whitepaper.pdf .

Scott, D. And McMullan, D. (2010). The impact of rewards programs on employee engagement. WorldatWork. Retrievable from  http://www.worldatwork.org/waw/adimLink?id=39032 .

Employee Satisfaction with a Company's Review Process
The following research examines the reason for a decline in employee satisfaction regarding the review process at XYZ, Inc. The results of the survey revealed that sample biases may have confounded the results and that the survey will have to be re-administered to reflect the true attitudes and results of the preliminary research leading up to the current survey. The result showed a high degree of satisfaction with the quality and quantity of management feedback. The results of this survey are inconclusive and further research will need to be conducted to eliminate the possible effects of sample bias.

Delimitations (See Leedy)

Premise

Hypothesis

Research question(s)

Evaluation Objective

Development Objectives

Participants

Researcher

Survey Group(s)

Assistants

Site contact

Timeline

Chapter II

A. Literature Review

B. Introduction

C. General Management Issues

D. Project Related Issues

E. Conclusions

F. Definition of Terms

G. References

H. Project Submission

Chapter III

A. Proposal

B. Introduction

C. Population

D. Sampling

E. Variables and Measures Used

F. Data Collection

G.

Data Analysis Procedures

H. Alternative Methodology (see last page of Chapter III)

I. Data…...

Staffing and Staff otational Aspects of esponses to Terrorist Event
Staffing and Staff otational Aspects of esponses to a Pentagon Terrorist Event

During the Pentagon September 11 terrorist attack, many Arlington County Fire Department employees were caught off-guard as they were busy with their daily activities. Some were being trained while others were busy preparing for an upcoming conference organized the fire department (Eversburg, 2002).

As seen from the staffing and staff rotation responses as an element of operation tempo, several weaknesses were common among the fire personnel during the Pentagon event. However, two of the weaknesses were the Arlington County Fire Department lacked an emergency recall plan with notification devices and associated systems. Besides, they also lacked effective Standard Operation Procedure (SOP) for recalling and assembling the firefighters who were off duty (Titan Systems Corporation, 2002).

First, the lack of an emergency recall plan with notification devices and associated systems, most of the…...

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References

Eversburg, R. (2002, January 11). The Pentagon Attack on 9-11: Arlington County (VA) Fire Department Response. Retrieved September 15, 2014, from Fire Engineering:  http://www.fireengineering.com/articles/print/volume-155/issue-11/features/the-pentagon-attack-on-9-11-arlington-county-va-fire-department-response.html 

Titan Systems Corporation. (2002). After-Action Report on the Response to the September 11 Terrorist Attack on the Pentagon. . Arlington County, 16-65.

Motivating Today's Employees
With respect to motivating their workers, today's employers face different challenges than those of fifty years ago. Changes in the way business is conducted, an uncertain economic climate, new expectations of both employers and employees, and a growing and increasingly diverse workforce have made old rules and practices obsolete. Employers need fresh approaches to motivate employers in the 21st century.

Numerous studies have demonstrated that, given satisfaction with their financial compensation, employees are more motivated by non-monetary incentives rather than extra cash (Dewhurst, Gutheridge & Mohr). The economic crisis of the last several years has had a detrimental effect on the general morale of employees who may have legitimate concerns about job loss, cuts in benefits, reduced wages or hours, or failure to get raises or promotions. An economic downturn is precisely the time when organizations need their workers to be motivated and engaged, with the hope that former…...

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References

Dewhurst, M,, Guthridge, M, and Mohr, E. (2009). Motivating people, getting beyond money.

McKinsey Quarterly. Retrieved from  http://www.mckinseyquarterly.com 

/Motivating_people_Getting_beyond_money_2460

Gautschi, T.F. (1989). Hawthorne studies: A workplace classic." Design News 455(20), 180.

Employee: How Companies Profit by Giving
Response

I think the confusion might arise from the fact that the way in which the author is using the terms 'motivation' and 'recognition' are very specific to the workplace. While it is true that children may 'act out' to get negative recognition, this is much rarer for employees, or at least not to the same degree because workers have the pressures of obtaining a paycheck. However, sometimes workplaces can unintentionally reward asocial employee behavior, thus motivating employees to continue to undermine overall productivity. A very competitive workplace may have a policy of praising employees who are extremely cutthroat and give these workers bonuses. But ultimately, this undermines a cohesive sense of organizational mission and creates a group of employees who pursue their own interests, not the interests of the company.

Response

I would have to very respectfully disagree with your assertion that employees do not care…...

Most managers motivate their subalterns with promises of rewards, generally financial rewards. In service entities, leaders are commencing to motivate their subalterns through non-financial elements, such as flexible working schedules, promotions opportunities or challenging tasks. Within the it firms, software developers are constantly motivated by the ability to become integrated in the project they desire. Service companies also offer incentives of socialization during company picnics or other get-togethers.

The emphasis on the unification of organizational goals with the individual goals of the staff members is limited and this remains a simple theoretical recommendation without any real life implementation in the organizational context.

Finally, most managers tend to reward and motivate the employees based on performance and results. In some instances however, despite great efforts, employees fail to retrieve success due to circumstances and elements independent of them. The results materialize in higher levels of employee frustrations and low levels of job satisfaction.

Quantitative…...

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References:

Armstrong, M., 2000, Strategic human resource management: a guide to action, 2nd edition, Kogan Page Publisherts, ISBN 0749433310

Armostrong, Am., 2006, a handbook of human management practice, 10th edition, Kogan Page Publishers, ISBN 0749446315

Boyd, C., 2003, Human resource management and occupational health and safety, Routledge, ISBN 0415265908

Bruce, a., 2006, How to motivate every employee: 24 proven tactics to spark productivity in the workplace, McGraw-Hill Professional, ISBN 0071463305

Paul Minneapolis states that the conference asked three individuals to join the conference and to share "their experiences in guiding non-profit organizations to achieve greater results for the common good, whether it is in a new organization, organizations that have reached stability and are looking to move to a higher level, or organizations that are experiencing tough and challenging times." The speakers at this conference each offer what they believe defines the 'transformational' leader. One of the interviewees referred to as Mr. Graham states that transformational leaders are leaders who "do the right thing." (ennett, Dorsey, and Graham, 2006) the transformational leader is said to be the leader who has a 'vision' and who is able to communicate that vision with a passion. This conference greatly provides insight to the myriad of issues of leadership that are inclusive in the non-profit organizational repertoire of necessary skills for the organization's…...

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Bibliography

Abraham Maslow's Hierarchy of Needs (2007) Human Relations Contributors. Employee Motivation, the Organizational Environment and Productivity. ACCEL Team. Online available at http://www.accel-team.com/human_relations/hrels_02_maslow.html

Bennett, Stephen; Dorsey, Cheryl; and Graham, John H. (2006) Transformational Leadership. Independent Sector Annual Conference, St. Paul Minneapolis. October 24, 2006.

Chang, Heng-Yu (2005) Qualitative Research on Leader Speech Communication Content, Leader Behaviors and Subordinate's Trust. eThesys 26 Jan 2005.

Chris Argyris (2007) Human Relations Contributors. Employee Motivation, the Organizational Environment and Productivity. ACCEL Team. Online available:

Training and Development Plan / Employees' Training and Development Plan
Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies

Develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training).

Justify why you selected the training method that you did

Propose two (2) ways to motivate an employee who has no interest in attending a training class

Develop a survey to collect feedback from the employees who attend the training

eferences

Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies

In many businesses, particularly in the retail industry, one of the ways one can significantly improve the service delivered is…...

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References

Barbazette, J. (2006). Training Needs Assessment: Methods, Tools, and Techniques. Volume 1. USA: John Wiley & Sons.

Hooker, B.J. (2015). Retail Customer Service Training: Ready-made Step-by-Step Lessons Made Easy For You. Australia: Australian eBook Publisher.

Lauby, S.J. (2005). Motivating Employees. USA: American Society for Training and Development.

Richason, O.W. (2015). How to Implement Customer Service Training With Employees. The Hearst Newspapers LLC. Retrieved from   on 19th November, 2015.http://smallbusiness.chron.com/implement-customer-service-training-employees-1119.html 

Motivating Employees
When it comes to human resources and general management of employees, one of the major concerns that employers have always had is making and keeping employees motivated. However, there has been a major shift started in the workplace over the last five to ten years. As the world has become more and more wired and interconnected, the workplace has been shifting as well. Many of the jobs that have previously been done only or at least mostly in offices are now down remotely. Whether it be employees on the road or employees that work from home or other alternate locations, the paradigm of most to all employees working in a singular or small network of locations is fading away in many industries and has been replaced with virtual teams as well as outsourcing of common business tasks to exterior firms, both domestic and international. While there are many obvious…...

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References

Gallup. (2007). Beware: Your Customers Oppose Outsourcing. Gallup.com. Retrieved 20 March 2016, from  http://www.gallup.com/businessjournal/28309/beware-your-customers-oppose-outsourcing.aspx 

MindTools. (2016). Theory X and Theory Y: Understanding Team Member Motivation. Mindtools.com. Retrieved 20 March 2016, from  https://www.mindtools.com/pages/article/newLDR_74.htm 

Novak, J. (2014). You see? Marissa Mayer was right about WFH!. CNBC. Retrieved 20 March 2016, from  http://www.cnbc.com/2014/08/12/you-see-marissa-mayer-was-right-about-about-wfhcommentary.html 

Omnia. (2016). Why Micromanaging Your Employees Is Bad and How to Stop -- Omnia Group. Omniagroup.com. Retrieved 20 March 2016, from  http://www.omniagroup.com/micromanaging-your-employees-why-its-bad-and-how-to-stop/

Principles of Business Essay Topics

Ethics and Social Responsibility

The Importance of Ethical Decision-Making in Business
Sustainability and Corporate Social Responsibility: Balancing Profits and Planetary Health
The Role of Business in Addressing Social Issues
Whistleblower Protection and the Ethical Obligations of Employees

Innovation and Entrepreneurship

The Role of Innovation in Driving Business Growth
The Entrepreneurial Mindset: Characteristics and Erfolgsfaktoren
Creating an Innovative Work Environment
The Impact of Technology on Business Innovation

Leadership and Management

Effective Leadership Styles: Authoritarian, Democratic, and Laissez-faire
Motivating Employees: Theories and Best Practices
The Importance of Diversity and Inclusion in Management
Managing Organizational Change: Challenges and....

Lesser-Known but Interesting Essay Topics on Code of Ethics for Supply Chain Management

1. The Ethical Implications of Artificial Intelligence (AI) in Supply Chain Management

Explore the ethical considerations surrounding the use of AI in automating supply chain processes, such as decision-making, inventory management, and supplier selection.

2. Ethical Supply Chain Management in the Era of Globalization

Examine the challenges and opportunities in maintaining ethical practices in global supply chains, considering issues of cultural diversity, labor laws, and environmental standards.

3. The Role of Blockchain Technology in Enhancing Ethical Supply Chains

Investigate the potential of blockchain technology to ensure transparency, traceability, and accountability....

Developing an effective organizational strategy is essential for the success and growth of any business. In order to create a strategy that will guide an organization towards its goals, there are several key elements that must be considered. This literature review will explore these key elements and their significance in developing an effective organizational strategy.

One of the most crucial elements in developing an organizational strategy is setting clear and achievable objectives. According to Thompson and Martin (2005), objectives provide a sense of direction and purpose for the organization, guiding decision-making and actions towards a common goal. Without clear objectives,....

1. Implementing a four-day work week enhances employee productivity by reducing burnout and improving work-life balance, leading to increased employee satisfaction, engagement, and overall well-being.

2. By reducing the number of work hours while maintaining or increasing output, a four-day work week empowers employees to prioritize tasks, work more efficiently, and enhance their time management skills, resulting in improved productivity.

3. A four-day work week fosters a culture of trust and accountability, motivating employees to meet deadlines and achieve goals within a shorter time frame, thus boosting productivity and driving positive outcomes for organizations.

4. By providing employees with an....