CREATING EFFECTIVE ORGANIZATION (SECTION: 2) “IMPACT OF REWARD SYSTEM ON EMPLOYEE MOTIVATION” SUBMITTED TO: SIR RAZA NAQVI SUBMITTED BY: (Group#6) Shazia faiz (MM111119) Zainab Hassan (MM111027) Robeela qayyum (MM103070) DATE: 22 JUNE 2011 “IMPACT OF REWARD SYSTEM ON EMPLOYEE MOTIVATION” Shazia Faiz‚ Zainab Hassan Robeela Qayyum Abstract The purpose of the study was to investigate and analyze the impact of reward system on employee motivation and how well
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RAP submission on The key factors or indicators in the motivation of employees of CARE International in Zimbabwe. By Hughes Wonder Semu. September 2008. Table of contents 1. Introduction…………………………………………………………………………....4 General background…………………………………………………………..............4 Objectives…………………………………………………………………………….4 Organizational background…………………………………………………………...4 Organizational structure………………………………………………………………5 2. Literature review and information gathering…………………………………………
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CHAPTER ONE 1. Introduction 1.1 Background of the study Motivation is the willing to exert higher level of effort towards organizational goals conditioned by the ability to satisfy some individual needs (Robbins‚ p168‚ 1998). Understanding individual motivation requires continual updating in order to reflect the most current mix of goals. As people become better educated and economically blessed‚ the traditional carrot and stick policies only scratch the surface. The ever increasing constraints
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Similarities The greatest similarity between fresh and salt water is that both are basically the same chemical - water‚ although the contents of other materials dissolved in it differ. Both contain some amount dissolved chemical in it though the quantities vary. Both form different links in the water cycle of the nature. Both are homes to aquatic life. Difference: Salt water contains much higher quantities of dissolved chemicals as compared to fresh water. This higher concentration
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1). Maslow believed that the first need had to be met in order to achieve to move forward to the second. Alongside Maslow’s theory of motivation‚ Herzberg has a two factor content theory of motivation which is also a main theory. From Herzberg ’s research he suggested a two-step approach to understanding employee motivation and satisfaction. Herzberg ’s two factor theory distinguishes between the motivators and hygiene factors. Hygiene factors are needed for employees to feel comfortable at work
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UNIVERSITI TEKNOLOGI MARA A RELATIONSHIP BETWEEN QUALITY OF WORKLIFE‚JOB SATISFACTION AND EMPLOYEE TURNOVER IN ARMADA HOTEL PETALING JAYA SARIDA BT SALLEH NUR SHAHIRA BT ISMAIL NABILA BT MOHD JOHAN MASTER OF BUSINESS ADMINISTRATION NOVEMBER 2010 1 ACKNOWLEDGEMENT First and foremost‚ we would like to thank Allah SWT for His Grace and Blessings which has enable us to complete the research. We wish to convey our sincere gratitude
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probability of actual purchase” Journal of Marketing Research‚ pp. 93. 3= likert Number 3 is a likert scale which is commonly used to measure attitudes. It requires individuals to make a decision on their level of agreement with a certain statement or question. It can range from strongly agree‚ to agree‚ not agree‚ strongly disagree‚ to undecided or don’t know. It can be easily mistaken for an interval scale‚ however the likert scale does not identify the distance between one attribute to the other
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Kelloggs Case Study 1. Using two motivation theories of your choice‚ explain a.) the similarities and b.) the differences between the two theories. The two motivation theories that I chose are Taylor and Maslow. Taylor’s view on motivation is based on his ‘Scientific Management’ Principles. From his observations‚ Taylor made three key assumptions about human behavior at work. 1.) Man is a rational economic animal concerned with maximizing his economic gain 2.) People respond as individuals‚ not
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organizational settings. New York: Free Press. Carrell‚ M.R. & Dittrich‚ J.E. 1978. Equity theory: The recent literature‚ methodological considerations‚ and new directions. The Academy of Management Review‚ 3‚ 2: 202-210. House‚ R. & Wigdor‚ L. (1967). “Herzberg ’s dual-factor theory of job satisfaction and motivation”: a review of the evidence and a criticism. Personnel Psychology‚ 20‚ 4‚ pp. 369-387. Huseman‚ R.‚ Hatfield‚ J. & Miles‚ E. (1987). A new perspective on equity theory: the equity sensitivity
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MANAGEMENT 303 1. According to Maslow’s hierarchy‚ which basic needs did Shank’s old boss fail to meet? Shank’s old bosses failed to meet her self- actualization needs for growth‚ respect and self-fulfillment. Explain why the needs have not been met. What could be done to meet these missing needs? Her previous employers failed to make an effort to show her that they genuinely care about her as a valuable employee. She felt invisible‚ never received a compliment and not feedback whatsoever
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