articles: Article 1) Testing the Effectiveness of Motivational Interviewing as a Weight Reduction Strategy for Obese Cardiac Patients: A Pilot Study by Low, Giasson, Connors, Freeman, & Weiss (2013), Article 2) Motivational Interviewing to Improve Weight Loss in Overweight and/or Obese Patients: A Systematic Review and Meta-analysis of Randomized Controlled Trials by Armstrong, Ronksley, Sigal, Campbell, & Hemmelgarn, (2011), Article 3) Motivational Interviewing as a Smoking Cessation With Nurses: An Exploratory
called one need, satisfiers or motivators and the other need he called, dissatisfiers or hygiene factors’ (Arnett, 2008, p.21). According to his theory, hygiene factors will not motivate, but if they are not present, they can decrease motivation. Motivational factors will not necessarily lower motivation, but can be responsible for increasing motivation. Both theorists have a similar approach to management. Nevertheless, both theories are quite different in many
The organizational culture lacked leadership. At different times the leadership needed to intervene and alleviate the situation. Effects of culture and structure on Benton: The culture and structure usually define the employees’ motivation and behavior. Both were not compliant with Benton as she was a kind of person who wanted to take initiatives, to learn and to contribute but both, the culture and structure restrained her from doing so which resulted in her frustration. How did Benton get into
Along the years many social scientists have been studying about how motivation can impact on workplaces and some of them developed theories that can help on the increase of productive based on motivation. Frederick Taylor published the earliest motivational theories in 1911. He believed that people were motivated basically by money (TESCO, 2017a). Applying his theory was pretty simply: each employee was designed to work just on one task, in order to became faster and a specialist on its execution
Development of friendly relationships Motivation brings employees closer to the organisation. The need of employees are met through attractive rewards. Employees begin to take more in organisational work. 5. Stability in workforce. Attractive motivational scheme satisfy the need of employees. As a result their commitment to organisational work increases. Employees do their tasks loyalty and enthusiastically. they are not tempted to leave the organisation. Theories of
This chapter focuses on broad review of various literature and models on the research topic. The researcher consulted books, articles, and journals from EBSCO library, search engines and other relevant sources. These materials provide an insightful depth in the study thereby demonstrating the efficacy of developing an effective performance appraisal strategy as a tool for enhancing employee motivation. Key words: Performance Appraisal, Motivation, performance management, human resource management
This study will apply on the motivation theory which relevant to work. A review of current literature indicates that, there are 6 six authoritative theories which are regarding to work motivation and each of them also get their own view of work motivation. They are Maslow's Hierarchy of Needs theory (1943), McClelland’s Theory of Needs (1961), Herzberg’s Two Factor Theory (1966), ERG theory (1969), Job Design Theory (1980), Congruent Temperament Model of work motivation (2004) respectively. After
TASK -02 DISCUSS THE LEADERSHIP STYLE THAT THE BRANCH / CENTRE MANAGER EXHIBIT IN THE SELECTED ORGANIZATION AND EXPLAIN HOW IT MOTIVATES THE EMPLOYEES TO ACHIEVE ORGANIZATIONAL OBJECTIVES. Selected organization: Amana bank Leadership style that the branch manager exhibit 1. Autocratic style 2. Democratic style 3. Transactional style 4. Transformational style Autocratic style :- The autocratic leadership style allows mangers to make decision alone without the input of
job satisfaction while lack of inspiration and feedback mechanism as reasons for the lowest level of job satisfaction. Asgari et al. (2012) establish that there is no noteworthy relationship between job satisfaction and employee’s characteristics such as gender, age, marital status, background, and shift in their study of level of Job satisfaction conducted among the operating room technicians of Hamadan University of Medical Sciences. Study conducted by Khirade and Baviskar (2012) investigates
Over Decades in practice of Apparel manufacturing, the Sri Lankan workforce engaged in the industry has gained a considerably countable level of experience through catering the global Apparel market with a wide range of products. In addition to that, the community has formed formal national forums to pledge very good practices such as “Garments without Guilt”, with the concerns of equal opportunities and ethical conduct of the industry in the country. In general industry faces lots of problems