Inducing Intrinsic Motivation to Explore the Enterprise System: The Supremacy of Organizational Levers Weiling Ke‚ Chuan-Hoo Tan‚ Choon-Ling Sia‚ and Kwok-Kee Wei Weiling Ke is an associate professor of operations and information systems in the School of Business at Clarkson University. She holds a Ph.D. from the National University of Singapore. Her research areas are enterprise systems‚ open source software‚ and electronic commerce. Her research has been published in the Journal of Operations Management
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the role of the leader in facilitating employee self-determination. We test a model of the linkages between employees’ leadermember exchanges‚ psychological need satisfaction (i.e.‚ satisfaction of autonomy‚ competence‚ and relatedness needs)‚ autonomous motivation‚ and attitudinal outcomes. We posit that high-quality leader-member exchanges facilitate satisfaction of employees’ fundamental psychological needs‚ which‚ in turn‚ enhance autonomous motivation and outcomes. Results for 283 working professionals
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Motivation Larry Page and Sergey Brin‚ the founders of Google Inc.‚ did not want to apply the traditional culture of corporation based on extrinsic rewards system only and where employees are stuck in a cubicle for hours without sharing ideas or experiences. As the traditional “Do a great job and you will be recompensed with a increment in your salary”. Larry Page and Sergey Brin‚ wanted to create something more‚ an innovative culture in which Human Resources will be call “People operations”‚
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1) Various managerial techniques used to motivate people Motivation is the act of stimulating someone or oneself to get a desired course of action‚ to push the right button to get a desired result. Motivation has been shown to have roots in physiological‚ behavioral‚ cognitive‚ and social areas. Various managerial techniques used to motivate people A) Monetary or financial incentives Monetary incentives are offered in terms of money. Such incentives provide more cash or
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Summary 12.1 Motivating for Performance Motivation is defined as the psychological processes that arouse and direct goal–directed behavior. In a simple model of motivation‚ people have certain needs that motivate them to perform specific behaviors for which they receive rewards that feed back and satisfy the original need. Rewards are of two types: (1) An extrinsic reward is the payoff‚ such as money‚ a person receives from others for performing a particular task. (2) An intrinsic reward is
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According to Lockley (2012) offering training and development programs that effectively contributes to personal and professional growth of individuals is another effective employee motivation strategy. At the same time‚ Lockley (2012) warns that in order for motivational aspects of training and development initiatives to be increased‚ ideally they need to be devised and implemented by a third party with relevant competency and experience. Alternative working patterns such as job-rotating‚ job-sharing
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Motivation is the process of stimulating people to act in ways which serve the needs of the organization providing the stimulus. Simply put‚ motivation is discovering and applying whatever is needed to get the employee to carry out designated activities in specified ways. However‚ a clear distinction is made between attitude‚ which is a state of mind‚ and behavior‚ which is a state of action. A milestone in the relationship between the behavioral scientist and the manager was the "Hawthorne Experiments"
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EMPLOYEE TURNOVER: Causes‚ Effects‚ and Preventive Actions René Cintrón Capella University ABSTRACT The author discusses the causes and effects of employee turnover and preventive actions managers can take to avoid out of control turnover. Causes of turnover fall under three categories: job dissatisfaction‚ errors in employee selection‚ and poor management (White‚ 1995). The most common cause of turnover is job dissatisfaction while the most common effects are the expenses borne by a company (Sheehan
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1257/jel.49.2.326 What Determines Productivity? C S * Economists have shown that large and persistent differences in productivity levels across businesses are ubiquitous. This nding has shaped research agendas in a number of elds‚ including (but not limited to) macroeconomics‚ industrial organization‚ labor‚ and trade. This paper surveys and evaluates recent empirical work addressing the question of why businesses differ in their measured productivity levels. The causes are manifold‚ and
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THE ANALYSIS OF RECRUITMENT AND TRAINING SYSTEMS TO IMPROVE EMPLOYEES’ PRODUCTIVITY AT PT. SENTRAINTI PRIMA KARYAWIRA‚ MEDAN IN YEAR 2010 THESIS This thesis is done of the requirements to complete the Strata -1 on the study Program of Management ABSTRACT THE ANALYSIS OF RECRUITMENT AND TRAINING SYSTEM TO IMPROVE EMPLOYEES’ PRODUCTIVITY AT PT. SENTRAINTI PRIMA KARYAWIRA‚ MEDAN IN YEAR 2010 Nowadays‚ while nearly all corperations have access to the same technology‚ no one can then that
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