Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
The impact of workforce diversity
The impact of workforce diversity
Organizational culture
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: The impact of workforce diversity
1. Introduction:
Sofitel Saigon Plaza, opened since 1998, is embodying the French elegance and culture in Vietnam’s largest metropolis and it was designed by the architect Pierre Maciag who brought a new flair of French touch combined with the best of Vietnamese elements (Sofitel Saigon Plaza, 2015). With a dedicated and passionate team, Sofitel Saigon Plaza intends to be the city’s key business and leisure address. I once had a privilege to intern in Sofitel Saigon Plaza for a few months and hence collected for myself the idea of what motivates people at work as well as ways that managers use to increase employee/team member satisfaction and productivity and also, reflecting on my role and contributions to the organization.
2. Body:
To address
Based on Maslow’s Hierarchy of Needs theory, the needs at the bottom of the pyramid must be met before the higher level can be accomplished. Most people who work emphasize on social needs and esteem needs (Maslow 's Hierarchy of Needs, n.d.). Thus, the managers in Sofitel Saigon Plaza mostly create a sense of community via team-based projects and social events or acknowledge their employees’ achievements to have them feel appreciated and valued as well as offering job titles that convey the importance of the position. As a result, their employees will be more encouraged and willing to work and contribute to the company whole-heartedly, subsequently, the company productivity and profit will increase. For instant, in Sofitel Saigon Plaza, the managers always remember his/her employees’ birthdays without fail. If it is any of the worker’s birthday, the manager together with the rest of the team members have never failed to surprise that particular member on that day, even by small things such as birthday card or a cupcake. This create a welcoming and exciting working environment which results in employees feeling more loved and motivated. It is said that the motivation to achieve is eventually based on earning a living that brings tremendous joy and satisfaction
I was able to fit in the sub-culture they have in the company as well as completing the task on time. Also, due to the fact that not everyone is desire or having the same level of needs for each particular area (Bauer and McDonald, 2015), I was able to observe the behavior of every of my team members towards different goals that they set. Therefore, I can see both the pros and cons of the members and then adjust my actions and working styles so that I can cope with them. Furthermore, having a chance to encounter the real working life is an eye-opening experience, I learnt things that are not taught in school books and interact with people who are expert in their field. However, there is always the other side of the coin, being a new team member can be a drawback as the existing teams have already working on project for a long period of time. Thus, I was not given the permission to join in and that create distance between me and the
The early days of Uris Hall’s dormitory kitchen were characterized by excellent food and a content, tight-knit staff. The employees’ feelings of satisfaction and utmost commitment to their jobs are best explained using Herzberg’s Motivator-Hygiene Model. This motivation theory relies on the assumption that satisfaction and dissatisfaction in the workplace are independent of each other, and a different set of factors is responsible for causing each emotion. One motivating factor is the employees’ sense of achievement in their work. The case stresses that the eleven women who worked in the kitchen felt a consistent sense of pride in their labor; they went to great lengths to ensure superior quality
What is the difference between a'smart' and a'smart'? Davis, Burke.
Employee job satisfaction is also an issue faced by Coastal Medical Center’s staff. It is important the employees enjoy their job so that performance will be efficient and of higher quality. When employees are satisfied and happy with their job, performance improves and it becomes apparent to the patients. It was also mentioned that the staff does not have a chance to be heard b...
CEO Johnston also has plans to bolster the company’s leadership with the best minds available and also use motivational techniques to invigorate his employees. These ideas show the character of the CEO in enhancing productivity from his work force.
The company motivates employees by providing “reward” and “engagement”. Reward is evaluating the employees properly and giving reasonable salary, and are divided into three parts:
Even though work is not considered a social event, co-workers need to be a least civil with each other. Even if they do not get along with all of their coworkers or manager the sense of belonging still needs to be met. If the employee feels like they are not valued by their manager then they start to slack off. Managers can fix this situation by having personal recognition awards and self-evaluations throughout their employment. The last layer is the highest level of Maslow’s hierarchy of needs and it is related to self-esteem and self-actualization. This level is all about how the employee views him/her self. If an employee feels like they are doing the best they can and living up to their highest potential in life and is getting recognized for the work that is done than this need is met. However, if this need is not met they can start looking for other careers that try to satisfy this need. Managers can handle this situation by providing self-evaluations and one-on-one evaluations with each other. This idea can be check in points for the employee to gage how they are doing and what they need to improve. This is where both the manager and the employee can set goals. Goal-setting improves motivation in the workplace and achieve goals throughout their
Maslow’s theory cultivated as a “general theory of human motivation,” but this theory is “extensively” applied to organizational behavior (Miller, 2012: 40). In this theory, Maslow proposes that five types of basic needs motivate people: physiological, safety, affiliation, esteem, and self-actualization. These needs are arranged in a “hierarchy of prepotency,” where lower-level needs must be satisfied before achieving higher-level needs (Miller, 2012; 42). The lower-level needs are the first three basic needs in the hierarchy: physiological, safety, and affiliation. The first need is physiological. It refers to the needs of the human body, such as food, water, sleep and sensory pleasure. An organization fulfills these needs by providing a “living wage” that allows individuals to acquire these necessities and creating “physical work conditions that do not violate the physical requirements of the human body” (Miller, 2012: 41). From the physiological needs, humans move to the second basic need—safety. These needs include “the desire to be free from danger and environmental threats” (Miller, 2012: 41). Once again, an organization fulfills these needs by providing wages which allow employees the ability to acquire the necessary tools to ensure safety. In addition, the provision of physically adequate work conditions within an organization fulfills these safety needs. After physiological and safety needs are attained, humans aspire for belonging and love. This third basic need is affiliation. Affiliation needs refer to “the necessity of giving and receiving human affection and regard” (Miller, 2012: 41). This need highlights one of the key findings of the Hawthorne studies-the importance of social factors within an organization. The social relationships between coworkers and managers within an organization satisfies this need for
All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.
This need rises through the bottom lower level having basic needs of physiological needs related to food, water and biological needs, and grows into Safety needs (pain, overcoming, stress, uncertainties and danger), next up are Social needs related to human association and interaction. This is followed by Esteem needs (appreciation from others, importance and respect) and to the topmost need on the triangle, hierarchy-Self-Actualization related to human’s desire to for acquiring more skills, consideration for challenges and individual behavior to attain desirable goals. It can be seen that the individual remains the center focus of Maslow‘s theory and concerned with the individual’s relationship with families, colleagues and friends(Datta, 2010). In practice, the high order needs will only be of importance when the lower order needs related to biological and physiological need are met. Managers in the Oil and Gas companies in Nigeria have to concentrate to fulfil these lower needs of the team in order to get the best out of the team. These needs remain significant to the high-performing teams as they seek to improve productivity and influence organisational performance leading to high performance, this area Chip Conley the founder of popular hotel chain went ahead to adopt this theory in order to transform his business, he did this by paying more attention to the required areas that impact on the workers productivity (Pattison, 2010), this act alone proved the need to pay adequate attention to the team’s needs. For the High-performing team within the Oil and Gas companies in Nigeria, this theory is of great essence as it helps the manager to better understand and address the
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
My involvement in the Learning Team environment at the University has been a great learning experience. When we were assigned teams at the end of the first week, I did not really know what to expect. I have worked on teams numerous times in my career, both in the professional and private sectors. The teams I have worked on have always been to either produce a product or improve a process. Learning has always been a part of these teams, but I have never been on a team whose specific purpose was centered on learning.
During his life and in modern days, Maslow’s Hierarchy has been used to enhance leadership in business settings. Many motivational enterprises have taken the Hierarchy of Needs and adapted them to teach leaders how to help their employees achieve a high level of motivation. A company named Ovation Incentives trains that “an employee needs their basic needs such as their salary and work conditions to be fulfilled first before reaching high level needs such as feeling part of something bigger within an organization” (Stead,
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
Vol. 3. What is the difference between a'smart' and a'smart'?