Impact of Motivation on Employee Productivity Order Instructions As part of this class you will submit a well drafted paper. In preparation, submit an Annotated Bibliography of the 10 resources you related to the topic of your paper below.
Topic
Impact of motivation on employee productivity
Employees are motivated differently, and it takes human resource initiatives to ensure all workers are motivated.
When employees are motivated, their performance is high and leads to the fulfillment of organization objectives (Nitin and Boris 2010). Through motivation, it is possible for HR managers to find employee motives for work and come up with ways to improvise. The problem that leads to doing the research is high-employee turnover in public sector industry.
The research is intended to examine effects motivation has on employee productivity in the service industry.
Reference
Nitin and Boris (2010). Motivation: A powerful new model. Retrieved fromhttps://hbr.org/2008/07/employee-motivation-a-powerful-new-model
Please review the General Format of an Annotated Bibliography. For each entry, be sure to address the following as a minimum:
• Include the full APA citation
• Discuss the scope of the resource
• Discuss the purpose and philosophical approach or methodology
• Discuss the underlying assumptions
• Relate the resource to the body of resources you have consulted in this course
• Discuss any evident limitations and opportunities for further inquiry
SAMPLE ANSWER
Impact of Motivation on Employee Productivity and the expensive property management problem
Befus, e. (2004, August). Employee turnover: tips for attacking a lasting, expensive property management problem. More housing news, 39, 22.
Elizabeth Befus, legislative, senior analyst with the Washington, D.C.-based Multi National Council, discusses the problem of Housing employee turnover among property professionals. She first explains the magnitude of the problem and goes on to give methods by which employee retention rates can be lowered. This article does not relate to our industry exactly; However; It shows the problem and the means by which it can be solved within an industry where job retention is a serious problem. Therefore, we believe it will be helpful in our research.
Berta, d. (2002, September 30). Chains push psychological profiling to trim hr turnover. Nation’s Restaurant News, 36, 20.
A foodservice industry writer, Dina Berta, discussing the method for using psychological profiling to match a person’s personality with an appropriate job, which has dramatically reduced management turnover. Test, as major chains have used for years and have become more common in smaller companies, helps companies to determine whether an individual fits the Organization well. Computer programs and the Internet have made the tests cheaper and faster, accelerating the hiring process. Berta refers to screening program Check Start, who can load to your company’s computers and requires only 15-30 minutes to complete. The computer configures the results and gives interview questions. The article gives personal testimony by business owners and operators, who rely on psychological profiling when hiring managers. These tests are based on the required characteristics and skills that lead to success in a post. They also give your business a professional look. This article is an excellent source of our project, because it shows the importance of matching employees with appropriate attitudes and discusses a successful way to do it. By placing employees in positions that fit them well, they are more likely to stay on the job, according to the information in our other sources.
Brown, J.N., Buccini, L.D., Kremer, J.F. & rings, S.L. (2004). I/O psychology: Psychology applied in the workplace. In introductory Psychology: Psychology as a Social Science (265-281). Boston: Pearson custom publishing.
The authors of this chapter describes the various psychological techniques used in the modern workplace. First, they explain the human resource aspect relates to recruit and retain employees, which includes questionnaires, job analysis, training and performance reviews. They also include studies of how motivation is important in retaining employees. These studies also supported by various psychological theories, which can be used to motivate employees. The last part of the chapter deals with employee satisfaction, which the authors describe ways to maintain job satisfaction. Some important concepts include the setting of clear and defined objectives and job creation. In addition, introduces the different types of leadership styles, which can have a profound effect on the workplace. All these concepts are important for our project, because they have been proven by psychologists and business leaders to reduce employee turnover.
Herman, r. (1997). To reduce costly employee turnover. HR focus 74, 15-16.
Retrieved October 12, 2004, from Business Source Premier database.
While the importance of job retention, highlighting management consultant and speaker Roger Herman employment trends, employer vulnerability and approaches that will prevent employee turnover. With the economy growing, Herman that there will be more jobs available, but quality people to fill them will be scarce. Rising technology raises training costs, because public education does not mean teaching people enough to perform at a satisfactory level. The growing trend for job-hopping, encouraged by society, forcing employers to re-establish workforce stability. Address issues that workers care about, rather than offering them money, will encourage them on a job. Leaders should thank the employees for their efforts. They must also regularly hold meetings to discuss actions to maintain a stable environment and communicate these efforts to your employees. Leaders should openly communicate with employees, asking their opinions and suggestions on policy and marketing decisions. Also, compensate employees based on results will promote the goal achievement. All these methods will be useful in answering our question. Herman confirms that staff turnover is a problem for companies, with the exception of AACOA, Inc., and provide methods that correlate with those suggested by our other sources.
Kaye, b. & Sreb, s. (2003). Quick exits the stem circulation tide. Executive Excellence, 17. Retrieved October 12, 2004, from Business Source Premier database.
Re recruiting staff after hiring them is critical, according to the authors Beverly Kaye, President of career systems, and Steven Sreb, senior consultant with career systems. Relationships between new employees and managers is important in retaining employees. Kaye and Sreb give six areas that managers should focus on, when conversation with new employees. First, they suggest, to form a relationship of confidence, that the employee feel valued and cared for. Leaders must also find ways for employees to use their skills and talents to work in areas that interest them. They must create a challenging work environment that give employees the opportunity to learn and grow. Make employees aware of the company’s mission or the focus will also benefit the company and employee by making employees aware of how they can make a contribution. Managers should also consider the employees throughout life, including their families, friends, health and economy. Finally need leaders to help new employees see their progress. By doing these things, benefit managers business by improving retention rates and recruit cost reduction. This information will be very useful in discussing the importance of creating an employee centric work environment. We also may use some of this information to discuss the benefits of matching employees to the correct positions.
McCabe, c. (2004). Motivate and retain employees. Retrieved 15. October 2004 from URhttp://www.zeromillion.com/business/employee-motivate.html
Charles McCabe, a veteran of a 34-year-old tax industry executive careers, teacher small business management at Virginia University. He discusses what types of practices companies should use to help facilitate the retention of employees. He describes several goal leaders should strive for when recruiting and hiring people. These areas include: education, work atmosphere, compensation and benefits and communications. He focuses on job retention from a managerial point of view. This article will be helpful because it gives managers can apply methods to retain employees, which coincides with the information presented in some of our other sources.
McCuan, j. (2004, April). Guard your outputs. Inc. Magazine, 44-46. Retrieved October 12, 2004, from academic Search Elite database
Jess McCuan discusses provides simple rewards in the workplace and to be involved in the employee’s home life in order to create a better working environment stimulating employee happiness. His ideas include sending congratulatory e-mails to employees who distinguish themselves, also hold informal gatherings to celebrate company achievements and employee performances. Barry Goss, technology manager in San Francisco, offers comprehensive benefit packages and encourages employee promotions within the company, instead of hiring outsiders to fill the position. He refers to this as “internal mobility” a way to keep employees happy, challenged, and interested. McCuan commenting also a New Jersey consulting firm that keeps their employees happy by ensuring that employees ‘ home lives are satisfactory. The company sends flowers to employees ‘ homes, will sometimes send a cleaning, or give employees time off. Using facts and ideas presented in this article, we will be able to develop strategies to help AACOA, Inc. find ways to retain and motivate employees.
Phifer, C.B. (1978). How a small production units engaged with a high staff turnover. Industrial management, 20, 25-29. Retrieved October 12, 2004, from academic Search Elite database.
Carol Phifer, student in Graduate School of Business, De Paul University, developed a case study on employee turnover in a small production facility. She is visiting personally this plant and studies tactics used by the leadership to fight extremely high turnover rates. First, she explains, the first step in the company used to deal with the problem, which had all employees take an examination consists of complaints against the company. The most important results was the lack of education, lack of feedback from, and aggressive management. In order to rectify things were employees concerned, management has decided to implement a five-step process. This process included training programs, training positions, improved methods for the measurement of quality and quantity of production, organize a system of feedback and consistent Advisor conferences. The main goal was to increase employee satisfaction, which in turn would reduce employee turnover. This article is important for the project because the company, we are trying to help face the same problem as a company in this article. In addition, both of these businesses, factories, which means, that the solutions that are discussed in this article will be very helpful.
Ramlall, s. (2004). A review of employee motivation theories and their implications for job retention within organizations. Journal of American Academy of Business, 5, 52-63. Retrieved October 12, 2004, from academic Search Elite database.
Doctor Sunil Ramlall, with a Ph.d. in Human Resource Development, discusses motivational theories in organisations. He says that, regardless of a company’s size or technological level, job retention is a big problem. To solve this problem, explains Ramlall, companies must retain effective employees in order to support the inexperienced new bearings. Effective employees can also be used to apply and critique different motivational theories. But theories must be valid in practice and the source. Ramlall therefore suggests that the theories from well-known and respected psychologists. Although some of the theory sounds very complicated, they are actually quite simple and applies to the most basic of human needs. For example, according to Maslow’s theory, workers must have their biological needs met before psychological and esteem needs can be assessed. There are a few others, all of which deal with different aspects of the workplace. These aspects, including equality, job design and an employees ‘ assessment of salaries, are all factors that contribute to motivation. This article is important to the project, because it describes in depth motivational techniques. The article also includes psychological solutions for employee turnover which has not been used by AACOA, Inc.
Roth, p. g. & Roth, p. l. (1995). Reduce turnover with realistic job previews. The CPA journal, 65, 68-69. Retrieved October 12, 2004, from Business Source Premier database.
Journal authors Patricia g. and Philip l. Roth offers realistic job previews as a technique to reduce employee turnover. Realistic job previews (RPJ) inform potential employees about the pros and cons of a job, to give them a realistic job description. They could realize the job is not for those who want to reduce turnover. RPJ can also give potential employees advance warning about job requirements, which will help them cope with them in the future. In order to develop and implement an RPJ, needs the company to gather information from existing employees through small interviews. They must then decide which information to include in RPJ, some descriptive and some judgmental. The form presentation of RPJ can be a booklet, video tape or a face to face discussion. After the completion of RPJ, should the company submit it for potential employees prior to the interview and job offer; Therefore, there is no sense of obligation or an obligation. This method in connection with source information suggests implementing better training programmes, will help us discuss the importance of properly preparing employees for jobs, which will reduce the likelihood of them leaving the post, before the company is able to take advantage of them.
Sexter, k. (2002, August) retain employees: a modern manager accountability. Expert Magazine.
Kristine Sexter, columnist, keynote speaker and leadership performance coach, discusses the importance of job retention and States that managers are responsible for it in the modern business world. She provides useful statistics, which gives a clearer idea of why individuals leaving jobs. Then she gives several sample examination questions to use as a reference to help with reducing employee turnover. As an article aimed directly to leaders in today’s world, it provides important insights that will be useful for our research project.
Employees turnover can be controlled (2004, April). United States Today Magazine, 122, 5. Retrieved October 12, 2004, from academic Search Elite database.
This United States Today article discusses how companies see turnover rates as dizzying numbers that cannot be avoided, as they got out of control. It suggests that businesses adapt certain behaviors in order to avoid high rates of turnover. Dan Dalton of Indiana University suggests that companies have relatively liberal attendance and sick policies so that employees are not threatened by the reprimands. These proposals are based on the actual circumstances, the employees can still be productive when dealing with problems outside the workspace. Apart from milder attendance policies article also suggests that companies allow employees to transfer easily from Department to Department or location, location to create a happier employee is more likely to stay with the company. This article shows a few ways to prevent employee turnover and will be a vital source in explaining how rewarding and promoting employees positively affect the company.
Anar Nesibov (2015). Impact of employee motivation on productivity
The author talks about the challenges faced by business in the competitive market. Managers are called to effectively manage all the factors of employee retention and production such as the machines, men, and materials. Human resources, unlike other factors of production, need control of emotions and thoughts for productivity. Successful organizations have motivated employees. The challenge faced in motivating the employees is how to integrate the different employee skills with the other factors of production without interfering with the goals of an organization thus the author explores all other factors related to employee motivation.
Barbra, (2011). The effect of motivation on productivity
According to the author, there are different factors that lead to employee motivation and being motivated an employee’s choice. Motivation is internal, and if an employee is motivated, they end up being more productive in an organization. Instead of bringing up motivational speakers, firms should concentrate on the specific factors that make an individual motivated since they differ. When organizations understand what motivates employees, it can make them productive. The article discourages use of motivational speakers, yet some of the employees are encouraged through them. The author notes the limitation of motivational speakers and comes up with other strategies.
Carla Valencia (2015). Motivation and productivity in the workplace
Motivation has been an issue for organizational leaders since unmotivated employee is unproductive, do not like being in the workplace, run from their jobs, and produce low quality. The author noted that employees are motivated differently, and it’s up to the leaders to get to know their employee well to know their needs and wants that will make them motivated for high production. The main limitation is in understanding the needs of employees since they are many hence the author uses one industry as a case study.
Sherrie Scott (2014). Motivation and productivity in the workplace
Employees need to feel good about their work to perform well. Some of the employees are motivated through recognition while others are motivated through incentives. For whatever reason that make employees motivated, for as long as they are motivated they tend to be productive. The author notes that employees are different and brings up the aspect of diversifying motivation.
Todd Vernon (2014). Four ways to keep employees motivated and productive
The authors talk about start ups and the challenges they have to face before establishing themselves in the market. Managers are known to use disciplinary actions and to use long working hours to increase motivation, but it’s never the case. Managers are encouraged to treat their employees as investors and use timelines instead of dashboards. The author assumes that employees have the best interest of the organization.
Mark Panay (2015). Five psychological theories of motivation to increase productivity
The author narrates about the theories that lead to employee motivation. Hertzberg two-factor theory, Maslow hierarchy, and Hawthorne effect are some of the applicable theories to motivate employees. The theories suggest employees inner needs together with being mindful of their outside affairs as the main motivating factor for productivity. The conducted studies do not exhaust all factors that lead to motivation making the theories limited in their scope but uses different examples for each of the theories.
Charles Foster (2015). Motivational case studies exercise
The article talks about the Hellespont Swim as an exercise is done by employees for self and group motivation. Through the case study, several aspects of employee motivation are demonstrated: communications, team work, team building, inspirations, role model, and fun. All these factors aim at making employees more productive. In the case study, time factor and financial constraints are not considered since organizations do not have the same capital resources.
ICM (2010). Motivation: A short case study
The article is about how different employee engagements encourage or discourage productivity. While an employee feels inspired by his senior, other employees, who do not like the senior managers discourage the other making him lose his motivation and hence productivity. However, the article does not talk about the employees who encourage others making it biased. Negative motivation is also motivation so it should not be discouraged but should be used professionally.
The importance
Chris Johnson (2012). Impact of employee motivation in the banking industry
The author explores the banking sector and notes that the staff in banks the least motivated due to the public notion that banks provide the best incentive and working conditions. The management in banks has become sluggards in enticing their employees leading to low productivity especially in the sales department. The author noted that the banks that encouraged their employees were more productive than those who did not motivate employees. The study is only carried out in banks to remove biasness.
The importance and Impact of Motivation on Employee Productivity
James (2015). The importance of employee motivation: Wetherspoon
Other than understanding the market and ways to make its product attractive, a successful business knows how to recruit, train, and motivate employees. The company operates in various regions and in all the branches the employees are considered as the main factor for productivity. The friendly and confident employees found in the pubs are as a result of motivation though incentives and training. The study was not carried in all the company’s branches but assumed that all the outlets behave the same hence did not cover all the aspects of motivation.
Wall Street Journal (2011). Motivating employees
The Journal talks about the different relationship within an organization and how they reveal the culture of an organization. To motivate employees, the author suggests using the frontline employees to make decisions regarding strategies to improve the operations and satisfy customers. Employees are encouraged to come up with new ways of doing business by challenging the existing practices. By doing so, employees feel part and parcel of the organization making them motivated and hence become more productive. The author assumes that employees have the same goals as the organization which is not necessarily the case.
Impact of Motivation on Employee Productivity References
Anar Nesibov (2015). The impact of employee motivation on productivity. Retrieved from: https://www.linkedin.com/pulse/apple-fbi-battles-prelude-things-come-laws-ethics-simply-vivek-wadhwa
Barbra Dozier (2011). The effect of motivation on productivity. Retrieved from: https://barbradozier.wordpress.com/2011/03/21/the-effect-of-motivation-on-productivity/
Carla Valencia (2015). Motivation and productivity in the workplace. Retrieved from: https://www.westminstercollege.edu/myriad/?parent=2514&detail=4475&content=4798
Charles Foster (2015). Motivational case study exercise. Retrieved from: http://www.businessballs.com/motivationalcasestudy.htm
Chris Johnson, (2012). Effect of employee motivation in the workplace. Retrieved from: http://www.scribd.com/doc/98477152/IMPACT-OF-EMPLOYEE-MOTIVATION-IN-THE-BANKING-SECTOR#scribd
Sherrie Scott (2014). Motivate and productivity in the workplace. Retrieved from: http://smallbusiness.chron.com/motivation-productivity-workplace-10692.html
Todd Vernon (2014). 4 ways to keep employees productive and motivated. Retrieved from: http://www.entrepreneur.com/article/251300
ICM, 2015. Employee motivation. A short case study. Retrieved from: http://www.icmrindia.org/Short%20Case%20Studies/Human%20Resource%20Management/CLHR013.htm
James (2015). The importance of employee motivation. Retrieved from: http://businesscasestudies.co.uk/j-d-wetherspoon/the-importance-of-employee-motivation/introduction.html
Wall Street Journal (2011). Motivating employees. Retrieved from: http://businesscasestudies.co.uk/j-d-wetherspoon/the-importance-of-employee-motivation/business-culture.html
