Motivation is important in any organization. Work motivation is a process that can initiate goal-directed performance which results from beliefs about what the employee feels makes him or her successful (Clark, 2003). Motivation can also influence employees’ decisions to choose to partake in a job task and continue until it is completed. It has the ability to drive individuals to behave in ways that can energize, direct, and sustain their work behavior (Levy, 2013). This is important to organizations because it can ensure the success of the company. The best approach to fostering motivation is employee satisfaction (Heathfield, 2014). Electro Logic is an up and coming organization. The company is in the beginning stages so motivation is important to the organization. Two important ways to create a motivating environment are employee involvement and management of the workplace with minimal rules and policies (Heathfield, 2014). The company tries to accomplish both of these criteria. According to observations, the company has weekly meetings to involve employees (Dipboye, Smith, & Howell, 1994). These meeting can be beneficial to employees by allowing them to communicate with their supervisors and coworkers regarding concerns. Interaction, communication, and attention from supervisors can be motivating to employees when information is communicated effectively (Heathfield, 2014). The company also has other strengths. Electro Logic offers excellent pay and benefits to their employees. Also, many employees who were interviewed communicated that the work was enjoyable. Employees who enjoy the work they do will be more likely to be motivated to take on and complete tasks. Furthermore, the company offers many opportunities for social... ... middle of paper ... ...ng negative feedback with employees (Clark, 2003). Constructive criticism is fine to use, but negative feedback can make employees feel like they are failing at their jobs. Motivation of employees is important to any organization’s success. The process of work motivation can initiate performance of employees (Clark, 2003). The best approach to fostering motivation has shown to be the satisfaction of the employees (Heathfield, 2014). Employees are more likely to engage in work when they know what to expect from the work, are given the resources to complete the tasks, are given ample opportunities to grow their own knowledge and within the company, have moderate feedback about their work, and feel like they are an asset to the organization (Shuck, & Wollard, 2008). Also, companies must be sure to avoid things like unfairness and other elements that deter motivation.
When horrific crimes occur in large cities, many of them can be chalked up to gang violence or to the larger population of that specific city. But when horrific crimes happen in small cities like Lincoln, Nebraska, people begin to ask questions like who did this and why. In 1958, a nineteen year old man named Charles Starkweather put the entire state of Nebraska and possibly the entire nation in a state of terror. With his murder spree taking only three days, Starkweather had collected a body count of ten bodies, including two teenagers and a young child. Understanding Starkweather’s past and state of mind begins to answer the second question of why.
This paper will discuss a case study of Pritesh, a 26 years old man who is transferred from the emergency department (ED) to the high dependency unit (HDU) with the developing of a tension pneumothorax. Initially, a general description of the patient’s chief complaint which is tension pneumothorax will be introduced, following by assessments of the patient’s need. The paper will focus on the discussion of nursing care and management for the patient, and a brief summary and evaluation of the care will be given. Lastly, a conclusion of what author has learned from this case study will be present.
Case introduction: A 19 year-old gentlemen, SS, presented to station 20N through the emergency department, following what was described by friends and family as “bizarre behavior.” SS had recently begun college at a local liberal arts school. He had done well during the first semester, but began to struggle academically during the second semester. Family attributed the decline in academic success to an increase in class size, which made SS uncomfortable. Several weeks prior to hospital admission, SS became increasingly isolated, spending the majority of his time in the dorm room and less time in class. Friends and roommates reported that SS was exhibiting bizarre behavior, often confiding in friends that he was being “spied on” by others and that people around him could “read his thoughts.” SS also endorsed a strange delusion in which those around him would blink simultaneously as a form of communication. All of the aforementioned events became overly distressing to SS and his family, so they sought medical help. SS had a limited psychiatric history for which he had seen a psychiatrist. The psychiatrist had put him on an anti-psychotic medication some months prior, but SS self-discontinued the medication after just a several week trial. As a result of the above, and a lack of explanation regarding the past psychiatric referral, the events were described as “first-episode psychosis.” Discussion regarding the diagnostic work-up followed.
The ethical discernment model described by Slosar (2004) and developed for use at Ascension Health will assist us as we analyze this case. It reminds us that discernment engages our spirituality, intellect, imagination, intuition, and beliefs. It is decision-making that reaches into the heart of our beliefs about God, creation, others, and ourselves. It therefore requires structured time for reflection and prayer from the beginning and throughout the process.
At the most recent strategy session, the CEO of Pegasus, Tom Oswald, and division managers of the Wireless Division decided that they would like to expand into China. Through the team’s initial research, it indicates that China is likely to develop into a profitable market for wireless. In conjunction, the government has made spending on wireless a priority as an added incentive to pursue this venture. The extreme expenses of burying communication cables make wireless the most optimum solution. Additionally, copper wires are used for the buried cables, which tends to a lucrative business to steal the copper cables and sell it in the black market.
Hello my name is Carl Robbins I am the current campus recruiter for ABC, Inc. Working at ABC, Inc. has been a blast for the last 6 or 7 months, and I would not have given up the last few months for nothing in this world, life is great. We all know nothing last forever and the utopia at ABC, Inc. was about to come to an end. A few weeks later give or take around Memorial Day did the stress factor go through the roof. I was blindsided by a Mike Tyson uppercut or an Ali jab.
Cunard Line, Ltd., is continually facing challenges with combining strategic and tactical advertising techniques. Cunard has found it difficult in creating price-promotional advertising that is persuasive but does not reduce the value of the Cunard image has proven to be difficult. The main challenge is the balance and implementation of tactical strategies while maintaining the image of Cunard.
This case study is intended to analyze the movie When a Man Loves a Woman, and to provide worst and best case scenarios for treatment. This film depicts a family that is struggling with a family member’s alcoholic dependency. The mother, Alice Green, is a school counselor who has an addiction to alcohol that is causing her to experience problems in her life as a result of her use. Her husband, Michael Green, is an airline pilot that is very protective Alice and often steps in and takes over for Alice, even in her role as a mother. Alice has two children, Jess and Casey, which also bear witness to their mother’s deterioration from alcohol addiction.
Is a good lawyer just considered good if they keep their confidences with their clients and win their cases? Or is their more to a good lawyer? I think there should be much more. Lawyers should be obligated to doing the morally right action even if it means losing the case. This is what the moral agent concept suggests. Considering this concept, we may no longer believe that a good lawyer is simply an effective legal advocate. Rather, a good attorney should be effective morally, as well as representing his client’s cause. It is because of this that one cannot conclude that a good attorney is one who just wins cases. A lawyer is not just a good legal advocate. An attorney must conduct himself in the behavior of a morally good person and practice desirable character traits.
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.
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.
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).
Robbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
Motivation is key in the workplace. It is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective, and desires of the person and of his or her peers/co-workers. These elements are the reasons one has for carrying on a specific way. An illustration is an understudy that invests additional energy contemplating for a test since he or she needs a superior review in the class. The Inside and outside principles that animate want and vitality in individuals to be constantly intrigued and centered around their work, part or subject, or to try to achieve an objective.
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).