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Motivating Employees ✽ CHAPTER 12
Managing compensation systems
Employee motivation and satisfaction
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Recommended: Motivating Employees ✽ CHAPTER 12
If you were to redesign jobs at CarMax to improve employee motivation, how would you do so?
When it comes down to CarMax they provide many incentives that motivate the employees to increase their performance within the company such as their flat fixed commission received for their sale consultants. If we were to redesign the jobs at CarMax to improve employee motivation we would keep the flat fixed commission but gradually increase it each year. We would also like to increase job enrichment with additional incentives and provide cross training throughout the company, and surveys after each customer has made it to the final stage of their vehicle purchase. By increasing the fixed commission, the sales consultants receive it would inspire these individuals to bring forth their strongest abilities in order to fulfill their job responsibilities and possibly improve the organizational citizen behaviors of our employees. This would only apply if each sales consultant as a whole were able to satisfy the requirements of selling a certain percentage each month
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This is where the survey would be beneficial giving the employees different perspectives of each individual customer that they help. Another way in which this could helpful is, we could see how satisfied the customers were with their car buying experience. A more satisfied customer would be more willing to refer others including family and friends to the CarMax which would increase our profits. However, we prefer to make subtle changes with CarMax because CarMax has already been named to the FORTUNE 100 Best Companies to Work For® eleven years in a row (Fortune). It’s obvious that their employees are happy with their company we would just like to make some minor improvements to help further improve employee motivation. With our techniques we believe that CarMax can move up to number 1 of this
Firstly, there was compelling emphasis placed on exterior factors, for instance, Scanlon Bonus Plan, a motivator plan that inspires and drives employees’ performance, yet neglected to cultivate workers ' needs. If the Plant business integrates the Maslow’s Hierarchy of Needs into their strategic management process, it will guide them in evaluating employees’ needs. Engstrom Auto Mirror Plant should settle on the choice of keeping the current system in place, modify it, or design a new incentive plan. Keeping the ongoing incentive plan would be an awful decision for different reasons that were examined in preceding milestones; subsequently, the undeniable decisions would be to either correct the present plan or to make an altogether new one. For this proposition, it is ideal that a new incentive system be
Shirley Jackson wrote many books in her life, but she was well known by people for her story “The Lottery” (Hicks). “The Lottery” was published on June 28, 1948, in the New Yorker magazine (Schilb). The story sets in the morning of June 27th in a small town. The townspeople gather in the square to conduct their annual tradition, the Lottery. The winner of the lottery will stoned to death by the society. Although there is no main character in the story, the story develops within other important elements. There are some important elements of the story that develop the theme of the story: narrator and its point of view, symbolism, and main conflict. The story “The Lottery,” by Shirley Jackson, argues practicing a tradition without understanding the meaning of the practice is meaningless and dangerous.
during the infamous short story called “The Lottery” by Shirley Jackson. The lottery was celebrated on June 27th of every year and was created for the conflict of the village being too over crowded . What's ironic about “The Lottery” is that the beginning starts off with peaceful events making the reader blinded of what’s yet to come later on in the story. In “The Lottery,” Shirley Jackson uses different types of themes and symbols to offset the reader’s perspective view on how the story is going to end.
Did you know that Merle and Patricia Butler from Red Bud, Illinois and three teachers from Baltimore Maryland won the biggest lottery in American history at $656 million dollars? That means every person acquired $218.6 million dollars each from the lottery (Carlyle). Unfortunately, the citizens of Shirley Jacksons’ fantasy short story “The Lottery” were not imbursed with money, but were stoned to death by their peers. “The Lottery” is a lottery of death in which the town uses to keep the population down (Voth). The story consist of many subjects to analyze which include: irony, imagery, and pathos.
Organizations face massive challenges in attracting and retaining a high-quality and productive workforce. Companies are continually looking for new ways to keep their employees satisfied at all levels in order to harness greater productivity and ideas from people while keeping them motivated and happy. One real challenge examined earlier is the need to transform General Motors to be a much more productive and fully utilized organization by examining the hourly workforce. This is a great change from the traditional "us versus them" mentality of the past between management and the union.
Imagine living in a wonderful small town. Everyone knows each other. Although sometimes there are disagreements and gossiping, most of the time everyone gets along. Naturally, everyone in the town truly comes to love each other as if they were all one big family. Every year, though, all of the townspeople are forced to kill one member in the town. How terrible and shocking! That is basically what happens in the short story entitled “The Lottery.” There is a lottery to stone one person every year, and this year the victim is Tessie Hutchinson. In “The Lottery,” the author, Shirley Jackson, is implying that humans are capable of terrible cruelty and of destroying themselves at any time and place if they feel it is okay or the right thing to do.
The authors suggest appealing to the individuals in a way that will personally motivate those members (2013). The authors believe “this source of influence is an important factor in propelling and sustaining behavior” (2013, p.30). I feel that when the technicians view the incentives they will want to personally gain the benefits. The second item the authors suggest bringing into the equation is the personal ability (2013). I believe all the technicians will be able to complete the training courses, and once they realize this they will want to continue to take part in them. When the technicians begin to apply their new found knowledge to their work, repair quality will improve and the time it takes will become significantly less. Other areas the authors suggest appealing to for change is that of social motivation and ability (2013). I feel that once the technicians who chose to take part in my incentive program, begin to speak of the rewards and benefits they have earned from it, all other technicians will want to take part in this program. As the authors of Influencer state “No source of influence is more powerful and accessible than the persuasive power of the people who make up our social networks” (2013, p.146). The last areas the authors recommend using to drive change is that of structural motivation and ability (2013). I believe the structured incentive program does that very thing, since the technicians can see the rewards the structure provides it will hopefully motivate them to participate. As the technicians progress, they will be able to see how easily taking part in the structured program is and has improved their technical abilities, as well as their income. Then, they will want to continue improving with the program in
Winn could nothing or implement a rewards program that rewards the employee with more than cash rewards; employee recognition program namely employee of the month with a paid day off or a gift card. As part of the employee focused plan, the company should allow employees’ input on how to become more customer focused, efficient, and effective organization. This would greatly improve employees’ satisfaction and help the company achieve its overall goal of providing quality customer service.
“The Lottery” is a story which shows the complexity and capability of human behavior. Something immoral, like stoning a person to death once a year, is a normal occurrence. The main character, Tessie Hutchinson, is the victim of the lottery. Tessie is a character with a number of seemingly good characteristics, yet her surrounding culture rejects these characteristics. The majority of the people in the village has opposite attitudes and beliefs in comparison to Tessie’s. These attitudes and beliefs reflect her personal desires which quickly struggle against the culture’s expectations. Tessie is unlike the other villagers; she is initially indifferent to the lottery indicating her desires are unrelated to the lottery. Upon winning the lottery, Tessie changes and her personal desires to survive and reject the lottery emerge in her selfishness and outspoken personality. These struggles against the village’s expectations are shown through the culture’s emphasis on tradition and small town ties.
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
“The Lottery” by Shirley Jackson was written in 1948. The story takes place in a village square of a town on June 27th. The author does not use much emotion in the writing to show how the barbaric act that is going on is look at as normal. This story is about a town that has a lottery once a year to choose who should be sacrificed, so that the town will have a plentiful year for growing crops. Jackson has many messages about human nature in this short story. The most important message she conveys is how cruel and violent people can be to one another. Another very significant message she conveys is how custom and tradition can hold great power over people. Jackson also conveys the message of how men treat women as objects.
With the dilemma stated, the management question would be how do we increase customer satisfaction? Research questions, which are the objective of the research study, would include – what can management do to improve customer satisfaction, how is employee attitude and motivation connected to customer satisfaction, should we add employee incentives to reward increased customer service ratings, and should we modify hiring and training procedures?
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
Dwight D. Eisenhower once said, “Motivation is the art of getting people to do what you want them to do because they want to do it.” Studies have found that high employee motivation goes hand in hand with strong organizational performance and profits. Therefore, managers are given the responsibility of finding the right combination of motivational techniques and rewards to satisfy employees’ needs and encourage great work performance. This becomes a bit more challenging as employees’ needs change from one generation to another. Three of the biggest challenges a manager faces in motivating employees today are the economy and threats to job security, technological advances, and company cultures that primarily focus on the bottom line.
To help guide the motivation practices of Toyota we will look at the concept of Maslow’s Hierarchy of needs, which is basic levels of needs. First is the lowest level, which is physiological, the next is safety, fulfillment, then self-assurance, and the last is self-actualization. Only when the first two levels are being meet, then employees can achieve higher levels, such as self-assurance and self-actualization, which make them work more efficiently, with more drive and more innovative ideas. Toyota builds upon these human needs and integrates a concept called “Toyota Kata” which is building habits for continuous improvement (Rother, M., 2010).