Factors that lead to employee motivation

Factors that lead to employee motivation Employees are considered as one of the most valuable asset of an organization and they contribute to various activities of an organization. There is a need in every organizational to motivate their employees in order to render organizational commitment of the employees and if an employee is committed toward to an organization than there will be strong desire in an employee to work toward s the goals of an organization and to remain in the organization which will in turn lead to success of the organization. The purpose of this research is to examine and evaluate the factors which motivate the employees. One reason for choosing this topic is that it is an important fact that employees spend a lot of time at work for almost 40 years of their lives therefore it is important that employees should be satisfied with their job and the working environment. Apart from this topic being so interesting and important, there are different theories than can be used to look at motivation from different angles. Reasons for choosing Pepsi Pepsi co has a work oriented approach with highly skilled and knowledgeable employees. Pepsi is a world leader in producing beverages and other consumer product. PepsiCo in Pakistan produces financial rewards for its investors and provide growth opportunities to its employees. The aim of the management of PepsiCo is to build a work force that is motivated and associated with the objectives of the organization. At PepsiCo both financial and non financial practices are undertaken to motivate the employees. My research will focus on the non financial practices for motivation. Project Objectives and research questions: The objective of this research is to understand the factors that motivate employees. Employees not only focus on financial rewards but also non financial rewards and benefits which are responsible for motivation among employees. The objective of this report focuses on the impacts of non financial practices on employee motivation. A smaller part of this report will focus on the financial factors responsible for motivating employees. The main aim of this research is to identify and analyze the factors that motivate the employess using different theories of motivation. Both primary and secondary sources will be used to identify these factors. Primary research will give more detailed and in depth analysis. The main primary question will be: Are PepsiCo employees motivated? What factors lead to employee motivation? How can PepsiCo improve motivation of its employees? The answers to the above three questions will help in identifying and analyzing the areas of strengths and weakness in overall motivation process at PepsiCo. At the end recommendation will be given that how Pepsi can improve and work on their areas of weakness. Overall research approach: To begin with the research first of all I will analyze whether the employees at PepsiCo are motivated or not. I will use results obtained from primary research and secondary sources to do the overall analysis of motivation. Once I have found that employees at PepsiCo are motivated or not I will identify and analyze the factors that are responsible for motivating employees or responsible for their dissatisfaction. The factors that I will use will be based on the theories of motivation I will be using. There is at least one question in the primary research questionnaire for each factor. The questionnaire will ask the participating employees to put in order of importance the factors they consider are most important and will motivate them. The theories that I will be using are: Herzbergs motivation hygiene theory Vrooms expectancy theory From the information that I will obtain from primary and secondary research I will make recommendations to PepsiCo that on which factors they can improve on and which factors they should not focus on as they do not help in motivating employees. Finally in the conclusion I will discuss the overall effectiveness of the motivation process of employees at PepsiCo. Part 2: Sources and methods used for collecting information: The secondary sources that I am using for my research are websites, books and business magazines, whereas primary research will be conducted through a questionnaire. The questionnaire was distributed among different employees working at different positions at PepsiCo. The questionnaire has at least one question relating to the factor considered. The participating employees were asked to put in order of importance the factors that the considered are the most important for their motivation. This help me identifying that where PepsiCo is putting its emphasis and on what factors it is not putting much emphasis. Limitations of your information gathering Ethical issues and how they were resolved The main ethical issue concerned was of confidentiality as this report discusses private personal information as well as information about PepsiCo which gives PepsiCo completive advantage. To overcome the issue of confidentiality the surveys are kept anonymous and individual results will not be shown. I am a customer of PepsiCo and I am an admirer of it. However I ensure that my results are not biased in favor of PepsiCo. I made sure that I focused on the factual data for my results. Accounting and/or business techniques and their limitations Motivation is the psychological feature that arouses an organism to action toward a desired goal; the reason for the action; that which gives purpose and direction to behaviour (Princeton, 2010). There are two types of motivation theories, process theories and content theories. According to content theory man has needs which tend to change over time. Man will be motivated when these needs are satisfied. Therefore the theory identifies factors that are needed to be satisfied in order to motivate an individual. Whereas process theories believe that motivation leads to actions which will satisfy an individuals need. Content theory believes thats if needs of an individual are satisfied then he is motivated whereas process theories believe motivation leads to actions that can satisfy needs. There are two types of process theories, expectancy theory and equity theory. According to expectancy theory an individual has to expect that their ability and skill will help them to complete a task which will lead to fulfillment of desired need. Therefore a job design is important. Equity theory analyzes the ratio between an individual input and the expected outcome. An individual input includes his effort, his ability, his training etc where as the expected outcome includes the pay he is getting, his status etc. An individual is de-motivated when he believes that his input to output ratio is not similar to his coworkers in the company. For example if one employees earns à ¢Ã¢â‚¬Å¡Ã‚ ¬200,000 of revenue for the company in a year and earns an income of à ¢Ã¢â‚¬Å¡Ã‚ ¬30,000 whereas his coworker who has been at the company for 4 years longer than him earns an income of à ¢Ã¢â‚¬Å¡Ã‚ ¬40,000 even though he also earns à ¢Ã¢â‚¬Å¡Ã‚ ¬200,000 of revenue for the company. For my research project the motivation theories I have chosen is one process and one content theory, which are discussed below: Herzbergs Hygiene Motivation theory Frederick Herzberg (1966) was a student of accountants and engineers in Pennsylvania and he identified the two-factor theorem for job satisfaction. He noted that the opposite of satisfaction is not, no satisfaction but is dissatisfaction. Therefore the two factors he indentified ere hygiene factors and motivating factors. The hygiene factors are those which remove job dissatisfaction and motivating factors are those which cause job satisfaction. Hygiene factors are the needs which an employer must provide in order to stop an employees dissatisfaction. Some of the primary hygiene factors are : Company policy Supervision Working conditions Relationship with peers Salary Security These factors are all external and will satisfy human physiological needs. Physiological needs include such as food and shelter etc Whereas motivating factors will satisfy a persons psychological needs and are fundamental. The important motivating factors are: Achievement Recognition Work itself Responsibility Advancement and Growth Motivating factors will not be met until and unless hygiene factors are not met. However if both factors are successful then the employees will be loyal and will be more productive. Now looking at the limitations of the theory: The first limitation this theory has is that it does not see employees as individuals with different personalities. As all human beings have different needs and different wants therefore it is inappropriate to consider that same factors will motivate everybody. The second limitation with this theory is that it assumes that only motivated employees are productive however this may not hold true in some cases. Therefore it can be seen that theory does not consider an individuals ability and his skills. Also at time the managers blame that hygiene factors lead to employees dissatisfaction and they tend to ignore the motivating factors, which may be the main reason for an employees de-motivation. Vrooms Expectancy theory of motivation. Vroom presented the following equation for motivation: Motivation = Valence x Expectancy (Instrumentality) In this equation Valence means the depth of want and expectancy and instrumentality considered the employees perception about his chances of receiving bonus or reward. This theory is based on the employees ability to predict whether he will be able to complete the given task. This ability to predict can be low for tasks which are complex and in such cases the theory will be considered ineffective. Part 3 Results, analysis conclusions and recommendations Are employees at PepsiCo motivated? Interest in task According to the content theories, when an individual is attracted in what they are doing it motivates them to complete the task. According to Herzberg this is an essential factor and therefore is a need to develop this factor in the employees. Therefore it is important to understand that if the need for interest of the employees is satisfied than they will be motivated to work and perform the task successfully. Process theorists also agree that interest fac t is important for motivation bur however according to them, individuals are motivated because they believe that they will get the desired reward. According to Vroom if an individual is interested in their wok and are satisfied with their job then they will believe that they will succeed and they are motivated to work for their success. Hence Interest in task by the employee is an important factor and PepsiCo should give time to it. Graph exp As in the questionnaire question 1 and 2 are about the factor interest in task. The results shows that employees at PepsiCo believe that their work task gives them personal satisfaction as they have answered these questions as agree and strongly agree. None of the employees said that they were dissatisfied with their job, however it is seen from the survey that satisfaction level of some employees need to be improved therefore there is a room for improvement for PepsiCo. Also on the important list of the survey this factor varies from levels 1 to 9, which shows that how different employees view this factors importance. This shows that the result match with Vrooms theory because the employees feel that interest in task does not have a positive relation with skills and ability and the results does not correlate with Herbergs theory which believes that interest in task is a motivator. Recognition Recognition means that you are acknowledged by the other because of your good performance in a task. According to Herzberg recognition is an important intrinsic motivating factor because it gives an employee the feeling of self worth and an employee feels good about himself. If an employee feels good about him and is confident then he will be motivated as well. According to Vroom recognition makes an employee motivated to do the work again as he knows that it will lead to success. Process Theorist believe on larger rewards such as financial bonuses where as Herzbergs theory prefers smaller rewards and frequents recognitions for making one feel good about himself. Graph Working environment According to Herzberg working environment is a hygiene factor that is required to keep away dissatisfaction but it is not a motivator itself. According to Process theories a factor is only motivating if it helps individuals in achieving a specific goal. According to Vroom a working environment is a motivator as it is required to perform a task. This factors shows that how both theories have different conclusions about it. Graph n explanation 4. Relationship with peers According to Herzberg relationships are not needed by individuals as they are an external factor. Content theories don not encourage companies to spend their resources on building relationships among peers. According to Vroom the need for relationship among peers is important depends on whether it is an important factor in achieving success. According to the equity theory motivation depends how individuals sees themselves by comparing himself with the others in the same organization. Graph n explanation Relationship with senior The use of the theories for this factor is alike to the conclusion drawn in the above factor relationships with peers but process theorist would see this factor as a motivating factor because it is important to build relationship with seniors and gain their respect in order to get promotion. Graph n explanation Reasonable expectations from the organization Reasonable expectations mean that a just quantity of work is given by the manager. According to Herzberg this factor is a hygiene factor and not a motivator because unreasonable expectations from the manager will lead to dissatisfaction even if other motivating factors are also present. According to Vroom this is a motivating factor because if they expectations are reasonable the employee will believe that he will be able to succeed and hence will be motivated to perform the task. Graph n explanation Career advancement According to Herzberg career advancement is a motivating factor because it indicates personal growth and the employee who is given growth opportunities and promotions will be motivated to work. According to process theorists career advancement is a motivating factor as long as the individual feels that it is realistic and the expectations for promotion are high. According to Vroom career advancement is a motivating factor as this will lead to employees ability to succeed. Graph n explanation Company Pride Graph n explanation 9. Monetary rewards Graph n explanation 10. Job Security Graph n explanation Sample questionnaire Gender: Male Female Age Length of time working at the company: Less than 1 year 1-3 years 4-6 years 7-10 years More than10 years Department: The numbers indicate the following: 1 Strongly disagree 2 -disagree 3 Neutral 4 -agree 5 Strongly agree My work is interesting. 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree Doing my job fine gives me personal satisfaction. 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree My manager gives me recognition when I do an excellent job. 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree The company has reasonable expectations from its employees. 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree I am satisfied with the working environment 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree There is a feeling of teamwork in the company. 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree The people I work with improve my job satisfaction 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree I respect my manager as a capable professional. 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree My manager treats me with respect. 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree I have satisfactory opportunities for professional growth in this company. 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree I am satisfied with the level of training 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree I am rewarded for the work I perform 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree I would leave the company if I was offered better salary at another company 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree I feel my job is secure 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree I expect to leave the company within the next 12 months 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree I am proud to work for the company. 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree Overall, I am very satisfied with my job at the company. 1 2 3 4 5 . Strongly disagree disagree neutral agree strongly agree Put the following in order of importance to you regarding your satisfaction (number 1 most important, 9 Least important, next to each item) Interest in job Recognition Working conditions Relationship with peers Relationship with seniors Reasonable expectations from my manager Career progression Monetary rewards Job Security Other Please state

Punishment versus Reinforcement

Punishment versus reinforcement is a theory by B. F. Skinner. Punishment is the administration of undiserable behavior in reducing the occurrence of a negative behavior. Punishment entails spanking and yelling. Reinforcement is the administration of a particular response that will in effect earn a learned and repeated behavior. There are two types of reinforcement, positive and negative. Positive reinforcement esults when the occurrence of a valued behavioral consequences has the effect of strengthening the probability of the behavior being repeated.While negative reinforcement, results when an undesirable behavioral consequence is withheld. Parents as well as employers should use reinforcement in managing children and employees. Reward system makes one motivated that will lead a better behavior and work outcome. Punishment vs. Reinforcement 3 Punishment is the administration of undiserable behavior in order to reduce the occurrence of unwanted behavior. Example of this is demoting a n employee due to not meeting the qouta.On the other hand, reinforcement has two types. These in effect will earn a behavior that is learned and repeated. Positive reinforcement results when the occurrence of a valued behavioral consequences has the effect of strengthening the probability of the behavior being repeated. Example of which is when an employee had struggle to meet deadline and upon completion had earned a bonus. Negative reinforcement results when an undesirable behavioral consequence is withheld.Example of this is assigning an employee on a different task while he struggle to perfect his previous task (Reinforcement Theory, 2006). 1. Basically, there should be no behaviors that can be justified by punishments. However, once in a while punishment may be used with caution or properly. Punishment, if used, should be in a decreasing trend instead of using it often. When a child was punished because of a particular mistake, the result should be a reduction of committing sam e behavior again. Some behaviors, in my opinion, may be treated with a punishment.If a child continuously behave negatively after talking with him/her or any other subtle ways to eradicate or lessen a specific negative behavior, more likely a punishment may be the last resort. But punishing a child only shows a power struggle between parents and children. The child succeded, though, because he/she had makes you irritable (Maag, 2006). At the end of the day, I personally discourage punishment since negative behavior will not bend negative behavior. 2. Rewards may modify behavior.In my own opinion, rewarding a good behavior for example giving reward to a child when he/she had a higher grade in comparison with his/her previous grade Punishment vs. Reinforcement 4 will give a very specific motivation for the child to do better in the next examination. Same thing for employees. If the company motivates an employee by giving awards or recognition for a specific outcome, there will be enth usiasm in doing the next workload. Rewards does not only mean giving out something to a child or somebody to appreciate a good deed.Giving a smile, a hug or verbally appreciating a person will uplift one's self-esteem. Rewards should be given in a very specific manner. Like if a child aces a test he/she will be able to choose the toy he/she will buy, on the other hand, if he/she gets a grade higher than the previous test he/she will get a toy but he/she does not have the privilage to choose. In response to the given situation, negative reinforcement have done well on the case of the dog as well as to the son. Negative reinforcement had changed behavior in the case of the two examples.As to my opinion, positive and negative reinforcement are both good strategies in redefining behavior, depending on the situation and the reaction of the person towards the strategies. A very good outcome of these strategies is the motivation. Motivation helps people to do things with enthusiasm, vigor and with a clear path towards the goal. With positive reinforcement, motivation becomes clear because upon completion of a task or change in certain bad behavior, there will be a clear and specific reward waiting.With negative behavior, some aspects like emotions can be affected because of the consequence of a certain misbehavior, like a child will be hurt if his/her allowance will have deductions, but the outcome of the strategy will bring forth a much better behavior due to the urge to get back what was lost. However, positive and negative reinforcement should be used side by side. Giving and taking will bring a better motivation to a person. And of course, communication should back up any reinforcements used.

Hlten515B Implement and Monitor Care for Older Clients: Dementia

HLTEN515B implement and monitor care for older clients Written assignment 1 There are many different forms of dementia and each has its own cause. Some of the main type of dementia is Alzheimer’s disease, which is the most common form of dementia affecting 50%-70% of dementia patients (Alzheimer's australia, 2005). This is a degenerative illness which attacks the brain, this is achieved buy tangles which are in the middle of shrunken brain cells and plaques which eventually cause the brain cells to die meaning information can no longer be recalled or assimilated.There are also other types of dementia which include vascular dementia which is caused by circulation of the blood to the brain, Parkinson’s disease which is a disorder of the nervous system, Lewy-bodies dementia which is caused by the degeneration and death of the nerve cells in the brain and Huntington disease which is an inherited brain disease effecting body and mind. There are many support services out ther e to aid in dementia, although many people may be unaware of these services. There is also a significant impact on family and others.The early signs of dementia are subtle and vague and may not be obvious. These may include progressive and frequent memory loss, confusion, personality change, apathy and withdrawal, loss of ability to perform ADL’s, not being able to learn new information or follow direction and irrational behaviours (Dementia – diagnosis and early signs). Sometimes people do not recognise symptoms of dementia. They often assume that these indicators or behaviours are a normal part of the ageing process.There are many associated health problems when dealing with patients with dementia these may include constipation, changes in vision, changes in hearing, Infection due to a person's health which can deteriorate very quickly due to a chest or urinary tract infection (UTI), dental problems, foot problems that are commonly associated with diabetes, elderly p eople with diabetes don’t always take all measures when dealing with adls, pain and poor nutrition. The uses of communication strategies are extremely important when dealing with a patient with dementia.These strategies may help with relieving distress, agitation and challenging behaviours. Strategies when dealing with dementia patients may include, â€Å"introduce yourself at each encounter, use touch as appropriate, try to determine the cause of the behaviour and then try to reduce or eliminate it. These behaviours may be caused by boredom, which you would try and use activities as a distraction, Pain which we3 will try non-pharmacological treatment first e. g. : heat packs, Anxiety where we will use reassurance and diversion.Often using a soft approach such as smiling, pleasant voice tones while talking calmly in short sentences will help defuse a situation. There are many community services out there to aid dementia patients these may include community nursing, meals on wheels, homecare, home modification, Alzheimer’s Australia, commonwealth centerlink centres, carers association, counselling, ACAT and respite care. Dementia has a huge impact on not only the lives of them self’s but also the family and carer.Watching the person you love degenerate from a fully functioning person to some one that needs to be fully cared for. As a carer, you are likely to experience a range of different feelings. This is particularly difficult because as dementia gradually causes the person’s abilities and personality to change the nature of relationships will also change (better health). The carer and family may have feelings of guilt, as is quite common to feel guilty.Another main feeling a carer or family member may have is anger, which is natural to feel frustrated and angry. You may be angry at having to be the caregiver, angry with others who do not seem to be helping out, angry at the person with dementia for difficult behavior, and angry at support services. Bibliography 8 Health Problems Associated with Dementia. (n. d. ). Retrieved from aged carer : http://www. agedcarer. com. au/topic/aged-care-health-issues/8-health-problems-associated-with-dementia Alzheimer's australia. (2005). what is dementia.

Taking a Look at Buddhism - 663 Words

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