Motivation and its centrality to successful business practice
Motivation
Motivation is a key factor when managing any business. Motivation is
important for a high productivity level.
Productivity measures the relationship between the inputs into the
business and the resulting output:
There are several ways of measuring productivity:
* Output per worker
* Output per hour / day / week
* Output per machine (if the business includes machinery).
Unit costs divide the total costs by the number of units produced
Unit costs = Total Costs / Units of output
Stock levels A business will usually set itself a level of finished
goods that it should receive. This is designed to satisfy the demand
expected by the marketing department plans and based on what the
production department thinks they can produce. If the output levels
falls below this then the productive efficiency has fallen not meeting
the requirements set by the company.
Maslow created his hierarchy of needs
Many people are motivated in many different ways some want more money,
some workers just want to meet new friends.
This is why Maslow created his hierarchy of needs:
Self-Fulfilment;
Succeeding to your full potential
Self-Esteem;
Having recognition from achievement - e.g. discovering new ideas and
receiving a bonus.
Social Needs;
Friendship, a sense of belonging to a team
Safety Needs;
Protection against danger, job security, protection from poverty and
fair treatment.
Physiological Needs;
Food, rest, recreation and shelter.
A hierarchy means that those things at the top are more important than
those at the bottom. At whatever age people start work, they will be
motivated by physiological or basic needs. They will want to earn
enough money for food and recreation and perhaps for shelter if they
have left home. The employee will want safety in their job, a pleasant
environment (safety needs). As they move through their working lives
these aspects may become less motivating. They will want to feel a
part of the organisation they work for and to develop friendships
(social needs). They will want to gain promotion and be given
additional responsibilities and more pay (self-esteem needs).
Employees can only feel self-fulfilment if they achieve something and
are praised for their achievement.
My company who I intervie...
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...he company
seems to motivating its employees well considering bonus related pay.
The most worrying question I asked was ‘is treated fairly’ the answer
most of the time, but also the answer not at all was a very
substantial answer. The company need to sort this affair out of not
all employees being treated fairly otherwise they will be
de-motivated. As Maslow said in his hierarchy of needs everyone must
work in a team (social-needs). The company also was asked ‘the
facilities at your workplace are’, poor was the answer given the most,
as Herzberg says hygiene factors are very important to an employee
because it can de-motivated them, an improvement would be to allow
employees to list what they do not like about the facilities in their
workplace and the managers can take this into consideration. Employees
are given days off with pay which is important, free training days can
encourage employees to work for a promotion in the company therefore
they will work harder. The company must know their employees, find out
problems. An increase in motivation is an increase in productivity
which you need for a high productivity level resulting in a high
output and a high input.
Many different motivation theories have been created and dissected over the past century in an attempt to understand human behaviour and answer the question: “what creates the force needed to do things we want to do?”
According to Mayor and Salovey,2000 stated that emotional intelligence is defined as “the ability of an individual to perceive, access and manage emotions of his own self and of other people, and the ability to monitor one’s own and others feelings and emotions, to discriminate among them and to use this information to guide one’s thinking and actions”. Emotional intelligence has four main component and these are the ability to perceive emotions, utilizing these emotional perceptions to accomplish a various activities or tasks, understanding the emotional variations and managing those emotions to achieve those goals. (Salovey and Mayer, 2000). These four components are needed to for the nurse become a professional nurse. Reflective practice is defined as a way of understanding our own experiences to improve the way of our work. Last one is therapeutic relationship is referred to as a relationship between a healthcare professional and a client relationship by using the nursing knowledge and the skills nurses can apply that knowledge and skills in caring people. It contributes to the client’s health and well- being (College of Nurses of Ontario, 2006).
To begin with emotional intelligence and reflective practice are two most very important and essential components of nursing. In this practice it acquires self-awareness and a good state of therapeutic relationship to build up securely. In order to create a peaceful and calm environment in the hospitals and any nearby health centers it is very important for nurses to handle different situations with proper thinking and through better analysis. Nursing includes the promotion of health, prevention of illness and the care of ill, disabled and dying people. Due to the nature of the work nurses do and the ongoing commitment it has increasingly achieved the highest esteem by the community. The future of nursing promises dynamic changes and continual challenges. This essay mainly seeks to discuss on emotional intelligence and reflective practice to build a therapeutic relationship in nursing.
To conclude, emotional intelligence and reflective practice are the integral components of building a therapeutic component of building a therapeutic relationship in nursing. Emotional intelligence is the ability, capacity and skill to identify, assess and control the emotions of oneself, of others and of groups. This quality plays an important role in nursing success whether they are working in management or at the bed side. We must understand and create a therapeutic relationship between nurses-client relationships. We must understand the client’s situation and help them to achieve their needs so that it provides a better care. Therefore nurses should always seek out techniques to assist in the caring of the client and provide them with all the support and their betterment to have a better therapeutic relationship with the clients.
Contractual agreement has always been viewed in terms of offer and acceptance. The universal principle to contract law has always been parties may get into an agreement in whichever way they deem fit and they are subject to certain terms as they choose. As far as legal requirements vital to their formation are binding contracts may be formed. Moreover a binding agreement may be manifested in terms of writing or in verbal form.
Physiological needs are requirements necessary to sustain life such as water, air, shelter, warmth, and food (McLeod). Maslow argued that these needs take priority before individuals can act based on further needs. If an individual is having trouble breathing, or having an asthma attack, this individual's behavior will be driven by this and the motivation to improve their breathing will take precedence over any other concerns. Of course, people can go limited amounts of time without food or water and still operate among the higher levels, but at the extreme levels, can severely alter and drive a person's behavior. Assuming the physiological needs are met, the next level is Safety and Security Needs. This level encompasses not only bodily safety, but things such as financial safety and emotional safety and security (McLeod). When the economy goes into a recession and people's financial safety and security needs are severely affected, people tend to behave differently due to the lack of security. Social needs, which is a level above Safety and Security, will become reprioritized as individuals can stop going out with friends and start working additional hours or two jobs in order to conserve funds. The need for love and belonging, comprises the middle level of Maslow's Hierarchy of Needs Pyramid. It is a need to feel belonging to a particular group of people such as friends, family, coworkers,
When it is discovered that a worker can fulfill the requirements of their job, but are experiencing shortcomings in doing so, many times it is believed that worker motivation may be the root of the problem (Laird 95). What, though, is work motivation? According to Laird (2006), “motivation is a fundamental component of performance “ and “is the reason that someone chooses to do some things and chooses not to do others”. In other words, work motivation is what energizes workers to the level of output required to fulfill a task, directs their energy towards the objectives that they need to accomplish, and sustains that level of effort over a period of time (Steers et al., 2004). In essence, worker motivation is what gets the job done. Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes ones 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...
A contract is an agreement between two parties in which one party agrees to perform some actions in return of some consideration. These promises are legally binding. The contract can be for exchange of goods, services, property and so on. A contract can be oral as well as written and also it can be part oral and part written but it is useful to have written contract otherwise issues can be created in future. But both the written as well as oral contract is legally enforceable. Also if there is a breach of contract, there are certain remedies for that which are discussed later in the assignment. There are certain elements which need to be present in a contract. These elements are discussed in the detail in the assignment. (Clarke,
Motivation is an aspect of managerial function of directing under execution. It is necessary as a means to induce people to work, as they are able and trained to do, willingly.
In today's complex business environment; traditional approaches like monetary incentives are not the only prime motivators. In addition to expecting financial incentives for their performance, employee's expectations are much more. Appreciation, recognition and opportunities for personal growth; must be catered for to harness maximum productivity. Furthermore in an era where change is imperative for the organisation's survival, highly motivated employees, represent flexibility and show willing to change; a vital component for the success of any organisation.
Motivation is best defined as the needs, wants, and beliefs that drive an individual. It is the basis of what people work for and keeps them doing things they otherwise would never do. People act in a whole new manner when they are motivated by something. Motivation gives them a whole new perception of the task at hand. Motivation is not always positive though, and it does not always just come from one place, for example, your boss. Motivation can be negative by not receiving something, and contrary to popular belief it is not always money that motivates people to do what they do. People have different needs, wants, and desires and the finding what is most important to those individuals is the key to motivation. People and companies have used countless techniques and approaches to motivate others and employees, but what works for one person does not necessarily work for the other.
An important part of the retention of staff, reducing staff turnover and minimising absenteeism at work is ensuring that staff are properly motivated. This is not as easy as it sounds. At first glance, you might be tempted to think that merely increasing wages is the way to motivate! Not so. Most thinkers on the subject would argue that motivation is a far more complex issue than merely 'money'.
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).
This is the total completion of accepting the terms of the contract from both parties without having any legal restrictions or any other discrepancies in doing so.
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...