Motivation of Employees in an Organisation

Motivation of Employees in an Organisation INTRODUCTION Motivation is the force that drives humans to work hard towards achieving either their personal or organizational goals; giving our best performance at work is not just a function of ability but experience , reward and most importantly motivation, characteristics that are required in order to achieve anything in life. To motivate means to inspire, instigate and encourage a person to do their best in an organization although Bruce and Pepitone (1998) maintain that motivation is inbuilt therefore people will only do that which is in their own interest and managers cannot influence their employees but can only influence what they are motivated to do. Gallager et al. (1997) also state that human beings are purposeful and continually select goals that are important to us and find ways to achieve them. When an employee joins an organization, he/she comes with certain needs that vary from employee to employee and affect his/her performance. Some of these needs are physiological; others are related to psychological and social values. (Robins 2000:44) is of the opinion that â€Å"An unsatisfied need creates tension, which stimulates drives within the individual. These drives generate a search for particular goals that, if attained, will satisfy the need and lead to reduction of tension†. He further states that an employee will engage in activities according to the level of tension, the more tension an employee develops the more activities he will indulge in. So it then implies that an employee who is highly motivated will indulge in more work. For a manager or leader in an organization, it might be very difficult to learn effectively how to motivate each employee as the method used to motivate each employee must be specific to the individual. Motivated employees are of great im portance within an organization; they propel the organization forward by positively influencing the work atmosphere and attitude, customer orientation and company attitude. There are various reasons why employees need to be motivated or are motivated, it could possibly be just for self derived satisfaction that comes with no evident reward other than the activity itself or just to get rewarded or to avoid punishment in addition to attaining a certain level of achievement, Harrison 2007 suggest that some employees may seem spurred on by the need to â€Å"win† while others might be encouraged by the opportunity to learn something different or new. Certain individuals work harder than others resulting in individuals of lesser ability performing better than their gifted counterparts; this implies that an individuals performance depends not only on ability but on motivation as well. Kressler (2003) believes that motivation is not only relative but depends heavily on individual circumstances as one goal might be too high for one employee another might see it as too low even though they are both capable of achieving it whereas Maddock and Fulton (1998) are of the opinion that motivation rarely or does not vary with individual differences or circumstances. Various theories have been developed over times that try to explain the diverse reasons for motivation; these theories have three basic groups (Naylor, 2004). GROUP ONE: CONTENT THEORIES The content theories explain the internal factors that drive a human being and what directs human behavior. The most famous of this category is Abraham Maslows hierarchy of needs: physiological, safety, affection, esteem and self-actualization. Maslow (1987) points out that human beings are wanting animals and rarely reach a state of complete satisfaction. Simons,Irwin and Drinnien(1987) say Maslow describes the five levels of basic needs of humans in hierarchical order and beyond these needs, higher levels of needs exist although a person does not feel the need to satisfy the next one until the present demand has been met. Montana and Charnov (2000) feel that Maslow didnt mean to imply that any of these basic needs would be satisfied totally and that a small level of satisfaction of any need is enough for the individual to move on to the next. Alderfers theory is a compressed version of Maslows five hierarchy of needs which suggests just three levels: existence needs which relate to physiological and security needs of Maslow, relatedness needs which is closely linked to Maslows social, self esteem and safety needs, and growth needs which relate to self esteem and self actualization, he further argues that the more that growth needs are satisfied , the more they might increase in intensity, in addition to that he says two needs can be activated at the same time. Gallagher et al. (1997) And there is Frederick Herzbergs Two-Factor Theory that says there are two different factors that affect motivation at work: hygiene factors and motivator factors (Herzberg, Mausner and Snyderman 1959). Herzberg (1968) developed this theory with people at work as his main concern saying that the hygiene factors (adequate pay, comfortable office, clean and quiet working conditions) if not gotten right by managers will force people to complain thereby leading to demotivation and there will be no complain if they are gotten right. Another content theory is that which was developed by McClelland (1973) who is of the opinion that drive and need are two terms for a motivational process and one cannot be preferred to the other. The McClellands Acquired Needs Theory identifies the fact that every human has a different list of priority when it comes to needs and individuals are not born with these needs but acquire them through experience, he associates each need with a distinct set of work preferences, and managers can help tailor the working environment to meet these needs. GROUP TWO: PROCESS THEORIES Process theories link several factors that make up motivation and are much more complex than the content theories because of the diverse perspectives involved. There are four main approaches based on job characteristics, expectancy, equity and goal- setting. The goal setting theory says that setting goals can be a major source of motivation to employees. Robbins (2000) adds that goals that are difficult to achieve bring about a higher level of result than goals that require little or no effort. Armstrong and Stephens (2005) suggest that feedback is a very important part of the process in order to maintain motivation and especially towards achieving even higher goals. The equity theory by Adams (1965) suggests that when people are treated equally, there will be more motivation to perform better in a workplace. This theory is mainly concerned with how people are treated in relation to other people. The expectancy theory (Mitchell, 1982) is one of the few theories of work motivation that focus on values. The theory implies that people are more likely to choose a course of action that maximizes their utilities and is rather situation specific and not domain-specific (Erez and Earley, 1993). The job characteristics model developed by Hackman and Oldham is built on earlier research between job characteristics and the response of individuals to their work, stating that this theory consists of five job characteristics which are skill variety, task identity, task significance, autonomy, and feedback (Hollyforde Whiddett, 2002). (Hackman, Lawler, Porter, 1983) are of the opinion that these job characteristics create three critical psychological states which lead to a number of beneficial personal and work outcomes. GROUP THREE: REINFORCEMENT THEORIES This is a theory based on the argument that behavior is influenced by the consequences of previous actions; it assumes that a person has been motivated to take a particular action and is only concerned with the response generated (Hollyforde Whiddett, 2002).There are four types of reinforcement depending on the employees behavior: positive reinforcement resulting from satisfying consequences, this action can increase the probability that the behavior will be repeated; avoidance reinforcement which is the removal of undesirable consequences; punishment- where undesirable consequences can be taken away for example, the removal of privileges an employee has and finally, extinction which is the removal of rewards (Naylor, 2004). Employee motivation techniques vary from organization to organization. However, they all have the same goal, getting employees to want to do their job better and more efficiently. Not every motivational technique, management practice or benefit works for every company as there are no particular set of rules and every employee has a different need from the other (Messmer, 2001). Through effective employee motivation techniques a company can get much better performance out of their employees. One technique to motivate employees that works really well is the employee of the month. This highlights a single individual who has shown outstanding drive, performance and effort for the given month. It is usually good to have an awards ceremony or to give out this award at management meeting. This simple technique will definitely motivate employees. Other effective employee motivation techniques include competitions between teams in order to get projects completed faster, awards for perfect attendance, and awards for jobs well done. It has been said by (Thomas, 2004) that a manager must have a clear picture of what motivates himself in order to understand what motivates others. (Armstrong Stephens, 2005) Argue that there is no research evidence showing that there exists a strong and positive relationship between job satisfaction and performance, as a satisfied employee is not necessarily a high performer and a high performer is not necessarily a satisfied worker. REFERENCES Adams, J. (1965). Social Exchange, in Advances in Experimental Psycology. new york: academic press. Armstrong, M., Stephens, T. (2005). A Handbook of Employee Reward Management and Practices. Kogan page Limited. Bruce, A., Pepitone, J. S. (1998). Motivating Employees. McGraw hill. Gallagher, K., Ed, R., McClelland, B., Reynolds, J., Tombs, S. (1997). People in Organisations An active learning Approach. oxford: Blackwell publishers Ltd. Hackman, R. j., Lawler, E. E., Porter, L. W. (1983). Perspectives on Behavior in Organisations. McGraw-Hill,Inc. Harrison, R. (1997). Employee Development. wiltshire: cromwell press. Herzberg, F. (1968, july 11). One More Time: How To Nurture Motivation. pp. 52-53. Herzberg, F., Mausner, B., Snydermaan, B. (1959). The Motivation To Work. new york: Wiley. Hollyforde, s., Whiddett, S. (2002). Developing practice: The motivation handbook. wiltshire: cromwell press. Kressler, H. (2003). Motivate and Reward: Performance Appraisal and Incentive Systems for Business Success. Palgrave Macmillan. Maddock, R. C., Fulton, R. L. (1998). Motivation,Emotions and Leadership: The silent side of management. Greenwood publishing Group. Maslow, A. H. (1987). Motivation and Personality . Harper and Row publishers Inc. McClelland, D. s., Steele, R. S. (1973). Human Motivation A book of Readings. Morristown: General learning press. Messmer, M. (2001). Motivating Employees for Dummies. Wiley publishing. Miriam, E. (1993). culture, self identity and work. oxford: oxford university press. Mitchell, T. R. (1982). Motivation: New Directions for Theory Research and Practice. Academy of managment , 80-88. Montana, P. J., Charnov, B. H. (2000). Management. Hauppage: Barrons Educational Series, Inc. Naylor, J. (2004). Management. prentice hall. Robbins, S. P. (2000). Essentials of Organisational Behavior. Prentice Hall. Simons, J. A., Irwin, D. B., Drinnien, B. A. (1987). Maslows Heirachy of Needs from Psycology The search for understanding. New york: West Publishing company. Thomas, N. (2004). Concise Adair on Teambuilding and Motivation. Thorogood.

Face Recognition Technology for Entrance Control Essay

Facial recognition technology refers to a computer driven application that automatically identifies an individual from his or her digital image by a comparison of particular facial features in a facial database and in a live image (Vacca, 2007, p. 95).   The technology creates a template of people’s facial configurations, such as the lengths of their noses and the angles of their jaws.   It thereby functions like other biometric technologies (e.g. iris scanning) that use biological features for the purposes of recognition. According to Visionics, a manufacturer of face recognition technology, the technology is capable of finding human faces â€Å"anywhere in the field of view and at any distance, and it can continuously track them and crop them out of the scene, matching the face against a watch list† (Kautzer, 2002).   What is more, facial recognition technology is nowadays used for entrance management.   Systems are being designed to automatically open doors to only those individuals whose facial features are recognizable because they have been fed into those systems (â€Å"Face Recognition Entrance Control System,† 2009). But, is there more to face recognition technology than meets the eye?   In other words, is it reasonable to rely on the effectiveness of face recognition technology for entrance control? Description and Uses of Facial Recognition Technology It is natural brain technology that allows humans to recognize fellow human beings.   According to Bruce & Young (1986), there are â€Å"face recognition units† in the brains of human beings (p. 361).   Face recognition involves matching â€Å"the products of structural encoding,† that is, facial features that are spotted by the eye with â€Å"previously stored structural codes† (Bruce & Young, p. 361). Vacca writes that there are three areas of the face that are â€Å"primary targets† in face recognition because they do not typically change (p. 95).   These parts of the face include upper sections of a person’s eye sockets, the part of the face surrounding one’s cheekbones, and the sides of the human mouth. Regardless of whether the human brain also considers these parts of the face most crucial to facial recognition, Vacca explains three different techniques used in man-made face recognition technology, namely, eigenface systems, eigenfeature systems, and thermal imaging.   Eigenface image systems capture facial images and change them to â€Å"light and dark areas† (Vacca, p. 95).   In eigenfeature systems, certain features of the face, for example, the eyes and the mouth, are picked out and distances are measured between these features.   Thermal imaging systems, on the other hand, take thermal images of the human face, focusing on the pattern of blood vessels (Vacca). Even though iris scanning and other kinds of biometric technologies are known to be far more accurate than face recognition technology, it is believed that the latter would be more widely accepted because it is least intrusive.   This technology does not require users to push, click, or insert anything into the system, despite the fact that it takes many experts to create eigenface, eigenfeature or thermal imaging systems. Moreover, organizations using the face recognition technology do not require the installation of anything except a new software application.   The cameras already in place as well as pictures of individuals on file are enough for organizations that use this technology. Hence, face recognition technology is cheaper than iris scanning, for instance, which requires reading setups (Rutherford, 2001).   According to Frances Zelazney, who works as the director of corporate communication at Visionics – a leading developer of biometrics – yet another advantage of facial recognition technology as compared to other biometric technologies is that â€Å"facial recognition provides for inherent human backup because we naturally recognize one another†¦Ã‚   If the system goes down, someone can pull out an ID with a picture as backup, something you can’t do with fingerprint devices† (Rutherford). Unsurprisingly, facial recognition technology is known as the fastest growing biometric technology in our day.   Law enforcement agencies and the military have been successfully using the technology for many years without the public being aware of it.   In the year 1988, the Los Angeles County Sheriff’s Department, Lakewood Division, began using composite sketches of suspects, as well as video images, in order to conduct searches on a database of digital facial shots. The department also has a photo database of sex offenders and plans to find suspects on this database.   Then there is the Gang Reporting Evaluation Tracking system that can be searched with the use of photos of suspects in order for law enforcement to circumvent false identification cards as well as information that has been presented by gang members (Jarvis). Other applications of face recognition technology in the area of criminal investigation include the Integrated Law Enforcement Face-Identification System which incorporates a unique three dimensional composite technology to identify angled-view face shots more easily.   The system is meant to be very helpful in the correct identification of uncooperative suspects in addition to subjects that have been caught from a distance using video surveillance cameras. Britain is known to use at least two hundred thousand video cameras for surveillance.   Many of these cameras are being installed with the facial recognition technology today.   Typically these systems use computers to monitor cameras that are looking for recognized criminals.   As soon as the system is seen to identify a known criminal, the police are called (Jarvis). There are numerous United States embassies around the world that are using the face recognition technology to keep criminals from entering the country.   The Israel-Palestine border control is similarly using the technology to reduce crime (Jarvis).   IQ Biometrix, established in 2001, was a company providing help to thousands of law enforcement agencies around the world with the FACES â„ ¢, a groundbreaking software tool allowing users to create and recreate billions of face shots, as well as encode, catalogue and transmit them. The technology incorporated a facial composite tool that the FBI and the CIA also used.   The United States Department of Defense, the U.S. Navy, and various local as well as state police agencies had similarly opted for this groundbreaking system of facial recognition (â€Å"IQ Biometrix†). Given the importance of putting a name to a face in law enforcement, whether it is to solve crimes, protect the public, or to ensure security in jails, face recognition technology is proving itself to be of tremendous value.   Sheriff Everett Rice with the Pinellas County Sheriff’s Office in Florida employs the Viisage face recognition technology to â€Å"positively identify and verify individuals† (â€Å"Facial Recognition in Action,† 2007).   Some of these individuals have been recently arrested while others are about to be released.   So far, application of the technology has been successful, and users of the technology believe that it would have a greater impact on crime control in the years to come (â€Å"Facial Recognition in Action†).   The following is a detailed account of the case being considered:   Application of face recognition technology by the Pinellas County Sheriff’s Office is a model for other agencies involved in criminal investigation.   The Pinellas County Sheriff’s Office has applied the new technology in other ways as well.   As an example, the Sheriff’s Office has expanded use of the technology to its patrol cars to allow street deputies to identify those individuals that have been stopped and are unable to produce identification. There are workstations in the Pinellas Country where investigators may use face recognition technology to compare images that have been acquired in investigations.   This system allows for search of at least two million images within ten seconds.   What is more, this browser based system is available in the cars of deputies that patrol the streets of the Pinellas County (â€Å"Facial Recognition in Action†).   Report on the use of face recognition technology for law enforcement in the Pinellas County continues thus

Why Almost Everything Youve Learned About Arguement Essay Topics Is Wrong and What You Should Know

Why Almost Everything You've Learned About Arguement Essay Topics Is Wrong and What You Should Know How to Get Started with Arguement Essay Topics? Essentially, it connects your evidence to your primary argument. Arguments always happen in a particular context. Even if you think in a specific argument very strongly, if you lack the evidence to show your point, then your argument might just be as great as lost. The Hidden Treasure of Arguement Essay Topics You're a true topic enthusiast! It's not sufficient to select a topic which everybody agrees on. To start with, you should ascertain accurately what your topic is all about, and an opinion you're going to defend throughout your essay. It's important to understand that essay topics are just basic ideas that leave you pondering a notion that might be a huge deal to somebody else. Bear in mind you can make funny argumentative essays if you do a few things. It's well worth checking out an argumentative essay sample or two, just so you've got a great idea of how the entire thing works. The primary goal of writing an argumentative essay is to understand how to convince individuals to modify their perception of things they strongly believe in. If you've completed a nice job, they will observe things your way and your essay is going to be a success. Finding the proper topic for the essay may be challenging undertaking for the student who must compose an essay. Informative essays are somewhat more descriptive. An argumentative essay is a sort of academic papers that students write in the center school. Writing an argumentative essay is a skill that anyone in school should know, even though it can be useful outside the classroom, also. The major distinction is that the argumentative essay should demonstrate a discussion instead of a single opinion. You'll w ind up lost without having the ability to make an argument and develop it correctly. One needs to investigate the many sides of the argument to be able to write an amazing argumentative essay that enables them to make an educated position. Examine the Opposing Viewpoint In order to really convince readers of your standpoint, the argumentative essay must also check at the opposing views. Arguement Essay Topics - Overview There's a remarkable remedy to your issue! After you choose a topic, you have to react to the query and substantiate your response with three or more motivations as to why you think like that. The very first step is to learn the topic you want to write about. You don't necessarily have to know everything about the subject, but having some base knowledge will help you when you do your research and compose the essay. The Honest to Goodness Truth on Arguement Essay Topics You may continue to keep your argumentative essays for your upcoming job portfolio in cas e they're highly graded. From that point, your task for a writer would be to demonstrate that the action which you're claiming is ethical improves human well-being. The choice depends upon the writer. As a writer, you have the choice of narrowing the range of your paper. There are respective patterns that writers can use while writing an argumentative essay even though there isn't any particular model of organization. At the conclusion of these list, you will discover links to a variety of argumentative paragraphs and essays. There are various types of the essays, but the topic we propose you're the ones which will be appropriate to any form of the essay, as they are rather basic. There are three kinds of argumentative essays. A Startling Fact about Arguement Essay Topics Uncovered By way of example, in college, you might be requested to compose a paper from the opposing perspective. The very best thing about an argumentative essay which contains social issues is you may describe your private experience on the instance of the real-life case. You may search for assorted family topics to compose your argumentative essay on in the event you find it really hard to deal with some family responsibilities. Canadian students must deal with precisely th e same problem of selecting engaging argumentative essay topics as the remainder of the world. You're able to observe a list of 25 topics you can pick from the one which best fits your assignment. Well, grading papers can be very dull. At this time you've got lots of topics to select from and lay down your thoughts on paper. Discover which of the topics, you presently have a fairly good background on which will make it possible for you to have a relative edge. Deciding on an emotional topic is also a superb idea. There are a lot of intriguing topics that could be become a persuasive essay if you take the opportunity to think about doing it.

Native Language And American Culture - 989 Words

I was born and raised in America, my native language is English, I love rock music and American food; people often think I am white because of the way I look and act. However, my ethnicity is Hispanic American. My parents were born and raised in El Salvador, I have only been there once when I was younger and I remember it like it was yesterday. I was hit with a bit of culture shock because there were things I was not used to. As a kid, my Spanish was not that great so being in a country where everyone speaks perfect Spanish and little to no English was difficult. If we wanted to ride the bus it would not come to a full stop instead you would have to hop on while someone helped you up. People often walked around with huge guns for protection and every restaurant, even the fast food places, had a doorman with a gun. I was only there for two weeks and the first few days I showed a bit of ethnocentrism because I was not used to those kind of things. 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