Perhaps the single most important technique for motivating the people you supervise is to treat them the same way you wish to be treated: as responsible professionals. It sounds simple; just strike the right balance of respect, dignity, fairness, incentive, and guidance, and you will create a motivated, productive, satisfying, and secure work environment. Unfortunately, as soon as the complexities of our evolving workforce mix with human relationships, even the best-intentioned supervisors can find the management side of their jobs deteriorating into chaos.
Theories
As corporations strive to boost earnings in an increasingly competitive environment, they inevitably turn their attention to the issue of employee productivity and motivation. When employees are unsatisfied with their current work situation, productivity decreases, tension builds in the workplace, and morale becomes very low. Companies have known historically that morale affects productivity, yet management has struggled to come to terms with the factors that can create positive morale and an environment that attracts and retains workers and encourages them to produce. For this reason, many companies look for training and practices that aim to achieve a higher level of employee motivation.
Maslow¡¦s & Herzberg¡¦s
For many years various motivation theories have made assumptions and offered explanations regarding human nature. However, no single motivation theory has proven to be the end all - be all - of motivation. In order to understand the various underlying themes related to motivation the following three theories have been identified - content, process and reinforcement. Content theories are primarily concerned with what arouses behavior or particular attributes that motivate individuals. The most prominent content theory of motivation is Maslow's Hierarchy of Needs and Herzberg¡¦s Motivational-Hygiene Theory. Maslow offered that human beings have their needs arranged in a hierarchy such that they are motivated to seek satisfaction of the lower levels of need first. Once that level of need is satisfied it is no longer a motivator, and the person is motivated by the next level up the hierarchy.
From a managerial perspective money, status, achievement, working conditions, friendly supervisors and co-workers can satisfy these individual needs. Herzberg used this theory as...
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...t's your department; the buck stops with you. Your team respects your integrity and trusts you to lead. You become a champion, not an oppressor.
Share the Spotlight: The flip side of accepting responsibility for everything that goes wrong is giving subordinates just credit for everything that goes right. Never take credit for a subordinate's work, and mention names at every possible opportunity. Don't be afraid that this approach endangers your own career. You were made a supervisor because others in authority recognized your capabilities. The test of your value as a supervisor is your ability to create a productive, efficient team. Show management that working for you is the best thing that ever happened to your staff by drawing attention to each subordinate's excellent performance. If your team is performing at a high level, you won't need to blow your own horn - your value will be obvious. Conclusion
The face of business is evolving at a mind blowing pace. As the economy fluctuates and organizations seek ways to beat the competition and be profitable, nothing remains more important to this goal than keeping the employees and management motivated in the modern workforce.
The Res Gestae Divi Augustus (‘The Deeds of the Divine Augustus’), also known simply as the Res Gestae was a catalogue of the achievements Augustus had made during his life, specifically those that had an obvious positive impact on the Roman people. It was written in 13-14AD (E.S. Ramage, 1987) and presented to the Vestal Virgins alongside Augustus’ will upon his death in 14AD (M.C. Howatson, 1937). The biography, which was carved into bronze pillars outside of Augustus’ mausoleum (M.C. Howatson, 1937), is split into 35 sections; each recognizing a separate part of Augustus’ excellence. The fifteenth, which will be discussed in this commentary, describes the notable largesses donated to the Roman people by Augustus throughout his
After his conversion to Christianity, Paul traveled throughout the Roman Empire and preached the Gospel, similar to Jesus’ own ministry across Galilee. Paul’s teachings were more focused on the community and the relationships of its members with each other and with non-Christians, whereas Jesus’ teachings were geared towards the individual and his/her personal relationship to God. Despite this discrepancy in their doctrines, Paul’s teachings remain consistent with those of Jesus. In his First Letter to the Corinthians, Paul’s teachings, such as unity in the community and love for others, echo the teachings of Jesus as depicted in the Gospel of Mark and Matthew. Paul essentially reiterates the teachings of Jesus, and applies them to the lives of the people he preaches to, so that they may understand Jesus’ teachings and embrace Christianity.
Over the span of five-hundred years, the Roman Republic grew to be the most dominant force in the early Western world. As the Republic continued to grow around the year 47 B.C it began to go through some changes with the rise of Julius Caesar and the degeneration of the first triumvirate. Caesar sought to bring Rome to an even greater glory but many in the Senate believed that he had abused his power, viewing his rule more as a dictatorship. The Senate desired that Rome continued to run as a republic. Though Rome continued to be glorified, the rule of Caesar Octavian Augustus finally converted Rome to an Empire after many years of civil war. Examining a few selections from a few ancient authors, insight is provided as to how the republic fell and what the result was because of this.
Intrinsic and extrinsic types of motivation have been widely studied and the understanding of each has led to great changes in how organizations run their businesses. It is clear that hourly employees have many great extrinsic motivators but lack intrinsic motivation in their job assignments which is a characteristic of our work culture. Changing the culture is one of the keys to improving motivation at that level of the organization because the best motivation occurs when employees perform because they want to and not because they are being made to do so.
Only in the past one hundred years have men finally put aside their Biblical and mythical tales about creation, and looked to the facts in order to piece together a logical explanation for the origin of mankind. In turn, men were now able to explain the enigma of their origin without the presence of a supernatural being responsible for their creation. At the head of a slew of men trying to uncover logical reasons for mans derivation was Charles Darwin. Darwin was the most accomplished of these men because he was able to put forth a logical conjecture that was based upon facts and observations. This theory, for a short time, was able to end the feud among educated men because many now put their trust in this new “theory of evolution”. Unfortunately, this revolutionary new theory threatened the religious beliefs about creation and soon a new rivalry emerged between the creationists and evolutionists.
It is imperative for supervisors to focus on what is required in order for his/her employees to accomplish their job. They must be supportive of their employees and provide continual feedback on their job performance .Supervisor need to include their employees when making changes that effect they way they perform their jobs or finding new way to do things that were problematic. Supervisors should give their employees more responsibly to make them feel more valued and powerful. There is also a major need for promotion, pay increase and compensation system (educational reimbursement, vacation incentives etc.
In the early 1800's, a group of naturalists led by Captain FitzRoy, were planning an overseas trip, which they called the Voyage of the Beagle. They invited Darwin along, not as a naturalist, but as a helper. Through this trip, Darwin met many explorers that had their own theories about evolution. The first theory, which is the best known and most widely accepted one, is creationism. Creationism states that God created the heavens and the earth. Th...
An inadequately motivated employee can be very costly to the organization. Where the quality and quantity of work produced by the employee is just enough not to be fired. Job satisfaction and commitment is lacking and the employee is not motivated to work. This performance can drastically affect the bottom line of the organization whether it be financial gain or otherwise. With the changing nature of work, organizations today tend to be much flatter and slimmer than they were 20 years ago (McGreevy Malcolm, 2003). To manage and adapt to the changes the organization must have committed employees to be able to not only cope but to excel and succeed.
It was during his journey on board the Beagle that Darwin developed his theory of evolution. “On the Origin of Species” (Darwin, 1859) proposed two main principles: evolution really occurs and natural selection is its mechanism. This work published on 24th November 1859 traces a coherent portrait of life bringing together in an orderly manner an astonishing variety of apparently independent facts. It led biologists to concentrate on the diversity of organisms, their origins and their relation, their similarities and their differences, their geographical distribution and their adaptation to various environments.
The debate between whether to buy Macintosh or buy a PC has been ongoing since Microsoft first introduced Microsoft Windows in November 1984. Apple Macintosh had developed its first personal computer, mouse and graphical user interface (GUI) in January of 1984. The debate has grown and has been the subject of many articles and even is the main high light of various websites. This frequently heated debate has even been compared to the Pepsi vs. Coke debate (Derene, 2009). While the rhetoric has continued the differences between these products has actually lessened, making it possible for some applications to be shared. Even the mechanics of the machines has become similar. Both use Intel processors, and both obtain many of their parts from the same supply companies. The operating systems of Windows Vista and Mac OSX Leopard are very similar when comparing multimedia, Internet and applications (Derene, 2009).
Charles Darwin is well-known for his groundbreaking work on evolutionary biology. Among his many contributions, The Origin of Species is the most associated with his name. He introduces the scientific theory of evolution and suggests that species have evolved over a period of many generations through a process called natural selection. Darwin's theories have created much controversy among his colleagues and led to great amounts of debate. However, the massive amount of criticism directed at Darwin convinced him to make to revisions. As a result, his future editions would differ considerably from the earlier versions and he also responds to some of the issues people had with his theory in the later versions. Unfortunately, his adjustments had somewhat obscured his original argument, which is the reason of his first edition being the best representation of Darwin’s ideas.
majority of employees need motivation to feel good about their jobs and perform optimally. Some employees are money oriented while others find acknowledgment and accolades personally motivating. Motivation levels within the workplace have a point-blank impact on employee effciency. Workers who are driven and excited about their jobs carry out their obligations/duties to the best of their capacity and generation numbers increment therefore. An impetus is an inspiring impact that is intended to drive
...n highly repetitive tasks which could lead to boredom and employees feeling like machinery. Third, Taylor and Weber’s systems ignored employee relationships and group dynamics which play some role in employee happiness. Both Taylor and Weber’s systems reduced worker discretion, flexibility, and motivation. Neither believed that specific employees were essential to efficiency and effectiveness and dehumanized the workers.
Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each, as well as how these theories can be used to further strengthen and sustain worker motivation....
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).