Financial and Non-Financial Motivation: An Overview

Financial and Non-Financial Motivation: An Overview In modern society, business markets are getting more competitive. As a consequence, firms in the markets try to use more effective ways to achieve their goals, which include earning more profit and expanding market share. Motivation, which is a way that encourages employees to make an effort to work, is a feasible method to help firms to reach their targets. According to Tutor2U (n. d. a), if workers are motivated well, the business will get better productivity as well as improved product quality, and earn good reputation. Hence, a business ought to spend considerable time in thinking the best way to motivate employees, and there are a significant number of different opinions about it, including financial motivation and non-financial motivation. These two methods of motivation focus on different kinds of employees and satisfy different needs of workers. In addition, both of the two measures have their advantages as well as disadvantages. Therefore, the business should use these two m ethods together to encourage employees to work harder or worse, and make productivity good or bad. Different people have different needs to work, so according to specific conditions, a business should use different methods to motivate its workers. Hall et al. (2008) state that Maslow concluded a theory that there are five levels of human needs which employees need to have fulfilled at work, and they are physical, safety, social, esteem and self actualization. An employee would be motivated by the higher need, only once a lower level of need has been fully satisfied (Tutor2U, n. d. b). For example, a person, who has no money and is dying of hunger and thirst, may think about basic wage at first instead of job security and respect from others. A business ought to offer different sets of incentives from worker to worker, because workers are not all motivated in the same way. According to Hall et al. (2008), McGregor also suggested two theories to explain why people have the will to work. Theory X assumes some workers are motivated by money, while theory Y assumes other workers are mo tivated by many other factors. For instance, due to the little amount of wage, lower paid workers, who include blue collar workers, tend to be willing to work overtime to earn higher pay. However, as for the better paid employees, including white collar workers, salary is not the only important factor for them. They may pay more attention to other aspects of work, such as colleagues, recognition and promotion. Consequently, a business should take different measures aiming at different kinds of employees in order to meet all of their needs and make profits. Financial motivation, which is related to a fair days pay for a fair days work, has both its strengths and weaknesses. Money is necessary for everybody, especially for the poor who have a strong desire to earn more money so as to make a living. Hence, the specific approach that motivates employees using money could be a good way to improve performance of workers as well as productivity. On the other hand, financial motivation may also cause some problems too, such as quality and operating problems. Hall et al. (2008) list some possible methods of financial motivation, including piece rates, fringe benefits, performance related pay and profit sharing. Each method has different benefits and drawbacks to motivate workers. An example is piece-rate pay, which is recommended by Taylor, it is the wage that is paid to workers by the number of products they make in a certain period of time (Hoddersamplepages, n. d.). Workers would work harder to earn more, because the ones who produce more co uld get higher pay. It might be good for increasing the speed of work therefore productivity. Nevertheless, piece rates tend to make employees rush work, so lead to some quality problems, and further influence the reputation of the business. Another measure is fringe benefit, and it is the extra money that employees receive in addition to their normal wage or salary, such as a company car, free use of a house as well as private health insurance (Tutor2U, n. d. c). It can help satisfy the social needs of employees and make them loyal to the firm. At Google for example, it provides free meals for employees to motivate them to be more loyal and make profits for the company (Hall et al., 2008). However, Tutor2U (n. d. c) also points out that fringe benefits could be difficult for the firm to operate because of increasing costs that are used by individuals. Therefore, there are some obvious advantages and disadvantages of financial motivated methods. Owing to the problems of financial incentives, firms should also use non-financial incentives to encourage workers. The similar to financial motivation, non-financial motivation has not only many significant benefits but also some drawbacks too. According to Tutor2U (n. d., b), Mayo reported that the human relations approach is the process for retaining and developing people in organizations but not using ways that involve money. A case in point is Tejas Securities Group. The Chairmans Cup is a silver chalice, which is awarded by the firm each month. It is the award to the workers who contribute to the success of the whole firm, so it inspires employees to work harder toward achievement (Searchwarp, n. d.). Non-financial incentives include job enrichment, empowerment and team working (Hall et al., 2008). Job enrichment means giving workers new sets of interesting and challenging tasks, which is supported by Herzberg (Hr-scorecard-metrics, 2010). It provides employees more chances to develop their capabilities and make them gain a strong sense of achievement. On the other hand, Tutor2U (n. d. d) reports that job enrichment might make some expensive mistakes if the work is too complex for workers or they do not possess the correct skill level. As for empowerment, it gives official authority to workers to make decisions and control their own activities (Hall et al., 2008). For example, employees can arrange how to use their time and how to achieve the tasks by themselves. The advantages of empowerment are significant, one of which is making employees feel free to make the most suitable choices for themselves. The disadvantages are obvious as well. Hall et al. (2008) point out employees might be given more work with the same pay, so they may be not willing to do it. Furthermore, empowerment may increase the costs that relate to the business, such as the costs of changing the workplace and training the workers (Hall, et al., 2008). If the employees make wrong decisi ons, it tends to have bad effects on the whole business. As a result, both the strengths and weaknesses of non-financial incentives exist. To sum up, according to Maslows hierarchy of needs as well as McGregors theory X and theory Y, different workers may have different needs to be met through motivation. On the one hand, either financial motivation or non-financial motivation is useful to encourage employees. On the other hand, both of the methods have their drawbacks as well. As far as I am concerned, these two methods are both beneficial for a business to motivate its employees, improve productivity, then earn more profits and achieve the business objectives. Thus, a business ought to combine these two methods, and use them together reasonably. The business should also take advantage of both financial as well as non-financial motivation, and try to avoid some unnecessary problems depending on specific needs of employees and real conditions of work.

Mindless Machines :: Essays Papers

Mindless Machines The official foundations for "artificial intelligence" were set forth by A. M. Turing, in his 1950 paper "Computing Machinery and Intelligence" wherein he also coined the term and made predictions about the field. He claimed that by 1960, a computer would be able to formulate and prove complex mathematical theorems, write music and poetry, become world chess champion, and pass his test of artificial intelligences. In his test, a computer is required to carry on a compelling conversation with humans, fooling them into believing they are speaking with another human. All of his predictions require a computer to think and reason in the same manner as a human. Despite 50 years of effort, only the chess championship has come true. By refocusing artificial intelligence research to a more humanlike, cognitive model, the field will create machines that are truly intelligent, capable of meet Turing's goals. Currently, the only "intelligent" programs and computers are not really intellige nt at all, but rather they are clever applications of different algorithms lacking expandability and versatility. The human intellect has only been used in limited ways in the artificial intelligence field, however it is the ideal model upon which to base research. Concentrating research on a more cognitive model will allow the artificial intelligence (AI) field to create more intelligent entities and ultimately, once appropriate hardware exists, a true AI. Webster's Collegiate Dictionary defines intelligence as the capacity to apprehend facts and propositions, to reason about them, and the ability to understand them and their relations to each other. A. M. Turing had this definition in mind when he made his predictions and designed his test, commonly known as the Turing test. His test is, in principle, simple. A group of judges converse with different entities, some computers and some human, without knowledge of which is which. The job of the judges is to discern which entity is a computer. Judges may ask them any question they like, "Are you a computer?" excepted, and the participants may answer with anything they like, and in turn, ask questions of the judges. The concept of the test is not difficult, but creating an entity capable of passing the test with current technology is virtually impossible. Current AI entities are only different applications of algorithms already in heavy use and are not actually intelligent.

Analysis of Tony Kytes, the Arch Deceiver by Thomas Hardy Essays

Analysis of Tony Kytes, the Arch Deceiver by Thomas Hardy The story is about a man who is unsure about how he feels towards his fiancà ©. The attitude shown towards love by Tony shows that he is uncommitted. Tony is unsure about his feelings for Milly; he is united with his former girlfriends Unity and Hannah. He then confuses himself about who he wants to marry. He does not love the girls for their inner beauty but only for their physical appearance which is not counted as love this is shown by him saying "I never knowed you was so pretty before" . Whereas milly's attitude shown towards love is strong and committed she feels that Tony is the perfect match and assumes that he feels the same. Milly is engaged to Tony, but Hannah and Unity want to marry him too and try to ...

GCSE Girl Anachronism Essay

In this essay I will be comparing my â€Å"Girl Anachronism† play with my year 9 dialogue â€Å"Dealer’s Choice†. I will be comparing the deference between the character I was, the style of the play, the mood, the place and whether it is Stanislavski or Brecht. Brecht belied in breaking the fourth wall and trying to make the play as unrealistic as possible by using flash backs, monologues, freeze frames, placards ect. But on the other hand Stanislavski belied in making the play as realistic as possible by having every thing in chronological order and making it as naturalistic as possible making the actors think like their character would. The play â€Å"Girl Anachronism† was developed to the stimulus of the song girl anachronism by the Dresden Dolls. It has a very angry and upset mood throughout, it is in the style of a melodrama and it is like a Brecht play because it breaks the fourth wall, using monologues and flash backs which are theatrical devices used in Verfemdungseffect to remind the audience that it is not real. In the play we used a variety of music to show the emotions of each scene for example at the beginning of our play we played the stimulus of the play, and before our flash back we played past music to show that we had gone back in time. In this play I have adopted the main role where I am crazy teenager that has just been released from a mental institute and have just gone back to my 3 bedroom house with my family which all hate me, and I am also suicidal. All I want is to be left alone and not too be told what to do. My Year 9 play â€Å"Dealers Choice† was a scripted piece about two friends who work in a restaurant and meet once a week for an all-night poker game. Its mood is very happy and funny. It corresponds with Stanislavskis ideas about keeping it as real as possible, building up the fourth wall, and having every thing in chronological order. When we preformed this play we used no music no flash backs and no monologues. The style was a friendly comedy. In this play I was one of the main characters, I was a mid thirty’s waiter working in a restaurant I have worked there for years with my mate Sweeny, Sweeny and I and a few other gather once a week to play poker in the restaurant. The play is set in a London restaurant in the kitchen area. These plays are totally different one is a Brecht like play the other is a Stanislavski. One is unrealistic the other is realistic. They are both very good but I like â€Å"Girl Anachronism† better, because it was more interesting to act and I had more freedom, and I liked improvising.

An Essay on “The Micromanager”

The case study entitled â€Å"The Micromanager† was written by Bronwyn Fryer, Jim Goodnight, Mark Goulston, Craig Chappelow and Michael Lawrie for the Harvard Business Review journal last September 2004.The fictional story was about a CEO of Retronics Corporation, George Latour. George believes that he is an exceptional leader and has a command to increase the company’s profits with a goal of excellence towards the software-engineering firm. Instructed by the board chairman, George hired a new marketing director, Shelley Stern, who, according to the chairman, only needs a bit of training in the software-engineering business. He does his best to bring Shelly up to date.George has her sit in on developer meetings, forced her to do client calls, and even has the finance office explain the company's financial affairs on her. George has tendencies to be meticulous, interfering with Shelly’s work, suppressing her creativity and suggesting his own â€Å"better† i deas. George also gives blind comments like when he said â€Å"Thanks, Shel. You're the best† although Shelly felt down that time when George repelled her creativity. Doing all this made Shelley unhappy and never seems to show interest. In truth, she sees George's management style as oppressive, making her awfully depressed. In the end, Shelly rebelled and accused George as a â€Å"micromanager†, while leaving George taken aback and could never believe what he heard.Both parties, George and Shelly, have some problems in terms of belief and character. As CEO of the company, George carries a lot of pressure on his shoulders that is why he tries his best to excel the demands of the firm since the company is not in a good shape. He overexerts himself by interfering with the work of his subordinates. Clearly, he lacks some sensitivity and trust to his underlings and makes the work done by doing it himself. George is uncomfortable with his job and thinks that the blame could only point at him that’s why he is afraid to accept radical ideas from his underlings.Shelly, on the other hand, is quite new to the business. Although she has the qualifications for the job, she still needs a lot to learn and needs to adjust spontaneously according to the demands of the firm and her boss. Shelly believes that she has good qualities and gives overconfidence on her work. She also thinks that her ideas are excellent and needs to be praised not criticized, as done casually by George. As a newly hired employee, she is pressured to show her good qualities to her co-workers and leave a good impression as a marketing director. Shelly trusts herself and believes that she can stand on her own without the help or intervention of her superiors.According to the U.S. Army Handbook of 1973, there are three general types of leadership. They are: (1) Authoritarian or autocratic style; (2) Participative or democratic style, and; (3) Delegative or free reign style. Authoritar ian or autocratic style is basically used when the boss tells his subordinates what he wants done and how he wants the job done without getting the advice or opinion of his subordinates. An appropriate condition to use this style is when all the information to solve the problem is provided, there is time pressure, and the subordinates are well motivated to accept hasty commands.Some narrow minded people think of this style as an excuse for yelling, using humiliating language, leading to threats and abuse of power. This is not the authoritarian style but rather an abusive, unethical style called â€Å"bossing people around†. Authoritarian style is normally used on rare situations when necessary. Participative or democratic style of leadership is preferred if time is more available and the leader wants to gain more commitment and motivation from the subordinates. This style includes the employees in on the decision making processes. However, knowledgeable and skillful employees should take part in the process and the leader affirms the final decision as a sign of authority.Using this style does not show weakness of the leader but rather a sign of strength and trust that the employees will respect. In delegative or free reign style, the boss allows the employees to make their own decision. This style is used when employees are able fully capable of analyzing the situation and can determine what needs to be done to solve a certain problem. Although the employees had the power to make decisions, the responsibility and final decision always lie on the leader himself.For a good leader to become more effective he should be able to use all three styles depending on the situation and the forces involved between him and his subordinates. The leader should know when and how to adjust to meet the demands of the firm as well as to maintain a good image to his employees. As for George Latour, he should improve on becoming a leader by listening more to develop more pro ductive ideas and to have a mutual relationship to his followers. He should not concentrate himself on how his employee sees him but focus on maximizing the available resources to have better and productive planning.The biggest problem for Shelly and George would be the lack of efficient communication. Most of the problems and conflicts that occur in a firm or organization are the direct result failure to communicate and misunderstanding. Faulty communication leads to confusion and can cause good plans to be unsuccessful. Communication is said to be the exchange of information or ideas from a sender to a receiver. (Communication and Leadership) Efficient communication happens if the receiver comprehends the information that the sender wanted to address. Open mindedness also plays a big part in communication. It sharpens the ability of the receiver to understand what the sender is saying thus making the communication process more efficient.Good communication is also hard to attain es pecially when there are some barriers that prevent the sender and receiver to understand each other. Some of these said barriers of communication are: culture, beliefs, noise, physical and mental stresses, past experiences, and environmental factors such as bright lights, unnatural sights, unattractive person or any stimuli that can cause distraction. (Communication and Leadership)For a good communication process to happen, both parties should overcome these barriers to have a more productive relationship with each other. In the case of George and Shelly, they must relieve themselves of the stresses that they carry so that they can communicate effectively. Shelly should exert herself on listening to suggestions and combining it with her creative ideas while George must also try to become more sensitive and to give more trust to his employees.References:Bronwyn Fryer, J. G. (Sep 2004). The Micromanager. Harvard Business Review 8p, 2c, 4bw , p31-40, 8p, 2c, 4bw.Communication and Leade rship. (n.d.). Retrieved August 27, 2007, from The Skagit Watershed Council Website: http://www.skagitwatershed.org/~donclark/leader/leadcom.htmlLeadership Styles. (n.d.). Retrieved August 27, 2007, from The Skagit Watershed Council Website : http://www.skagitwatershed.org/~donclark/leader/leadstl.htmlUnited States Army Handbook. (1973).

Anti-Abortion Speech

Did you know that there are about 3,700 abortions a day in the US? So approximately 1. 3 million unpunished and LEGAL murders are occurring every year. I personally think that is absurd. Abortion is wrong and I am going to tell you why you shouldn’t get one or support them because of the adoption option, the after effects and the simple fact that it’s murder. I am a Catholic so, obviously my church strongly opposes abortion. I think that abortion is morally wrong and a highly debated topic in which there is a crystal clear answer. One must wonder why a woman would seek out an abortion when there are other more humane options available. Adoption, of course, is the main option. Adoption is a win- win situation. The mother will be able to pursue her goals before she was pregnant and not have the burden of a child before she is ready and at the same time, bring tremendous joy to the adoptive parents. There are situations where the birth mother can be actively involved if she desires. This is called an open adoption. There are various degrees from the child seeing the birth mother every day, to just writing letters. Another type of adoption is the closed adoption. In it, the mother knows nothing of the adoptive parents. Adoption can shelter the mother from mental and physical issues that she would experience if she went through with an abortion. Over 100 physical complications have been associated with abortion. Some complications include infections, endotoxic shock, convulsions and even sterility. The psychological effects are even more prominent. Studies within the first weeks after abortion show 40- 60% of women reported negative reactions such as guilt, nervous disorders, sleep disturbances and regret. Some even required psychotropic medicine. â€Å"I was an emotional wreck. The following day I was empty, sad, and numb. I knew that day I had made a huge mistake. I wished with all my heart I would have done things differently,† Carrie Camilleri said. The emotional and physical pain experienced by the patients also comes to some abortion doctors. A lot of the time, abortionists start to realize that what they are doing is morally wrong. They begin to show emotional and physical signs after every abortion they perform. Dr. McArthur, a former abortionist said, â€Å"Abortion started to get to me in my dreams. I had a recurring nightmare in which I delivered a healthy, newborn baby. I held the baby up and faced a jury of faceless people, asking them what I should do with the baby. ‘Thumbs up or thumbs down? ’ On the floor underneath the baby was a bucket of water for drowning the baby if the jury gave a verdict of thumbs down. I never put the baby in the bucket because I would always wake up. † Obvously, this man was disturbed and eventually quit the practice. Both the pain of the woman and the doctor pale in comparison to the fate of the unwanted baby. Abortion is murder. I went to dictionary. com and searched â€Å"life. † It defined life as â€Å"an organismic state characterized by capacity for metabolism, growth and reaction to stimili. And doesn’t a fetus possess all these things? So therefore it is alive. I also searched â€Å"murder† which was defined as â€Å"the brutal or inhumane killing of a human being. † Abortion is just that. I’m not going to go into detail but, basically in most abortions, the doctors chop the baby into pieces then pull it out with plier like tools. So, to those of you who think abortion isn’t painful to the baby, just imagine your baby sibling or cousin. Look through their eyes. Would it be painful to them? So, as you see, abortion is morally wrong because of the physical and emotional effects on both the doctors and patients and the fact that it is murder and therefore should not be supported. Also, abortion is a stupid decision when there is the rewarding option of adoption available. I encourage all of you to evaluate your standing on abortion. And maybe even participate in the pro life movement. Thank you for listening.

Health Care and Communication Essay

How does effective communication incorporate the basic elements of communication? Health communication means from the way we socialize about our health problems around the dinner table to the patient-caregiver reciprocal action, good leadership and great teamwork in health care organizations, and the health images in the media. Because our health is so dynamic, complex, and mutually dependent, while it is very important to understand the current issues and how the many constituent element, as of a system to come into a mutual or reciprocal relationship. Efficient communication is noted by many important focuses of the communication process. However, there are many processes of communication and the elements consist of many important elements and provide formal and informal channels, which are very common within major health organizations. The major element of communication is sorted into three major elements. These are the elements that incorporate the process or an isolated event, the involvement of at the minimum of two or more people, and the exchanging of personal information. These focuses are firmly together by many variables, which have influenced the effectiveness in something called the communication process. . How do the basic elements of effective communication differ from the basic rules of health care communication? Interpersonal or pertaining to the relations between persons communication must be clear, complete, and, understanding. The health care industry survives on multiple communication efforts between the doctors, the nurses, the specialists, with the insurance companies and many other individuals like patients. Interpersonal communication is the plan that holds the medical industry together. It also serves as protection or a guard of customer satisfaction and which can prevent a medical mishap with huge consequence. How might a provider encourage a reluctant consumer to communicate candidly? A provider can influence an unwilling consumer to communicate unreservedly honest and frank in healthcare by spreading ideas and information throughout the community and while using communication to make the team be more effective. Teamwork can be used as a effectively way to communicate with one another by conditionally telling each individual by acknowledging ideas, and opinion as well as giving support to each other, and co-worker. Organization may be large or small depends on the work performance of its employee to be successful. This is why communication is playing a big role in the organization. Without communication among employees as well as supervisors could lead the company be unsuccessful and fail.