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留学文书代写:根据动机理论进行分析

目前的案例提出了一个问题,克丽斯塔觉得其他员工在密谋反对她。她在一次会议上提出了这个问题,会议讨论如下:7月是Krista绩效考核的第一年,Eric和Amy被邀请参加George安排的绩效考核会议。

这没有什么奇怪的,因为在这些会议上产生的关于公园未来走向的想法需要与所有首长级成员讨论。乔治的开场白是:“我们非常感谢克丽丝塔今天能来到这里。我想说你做得很好。”“谢谢乔治。”克丽斯塔回答。“我相信我们会玩得很开心,因为前一年湿地的目标是收支平衡,只要我的小改动得到批准,在接下来的两年里,湿地应该能产生我们希望的利润。”这些开场白震惊了艾米和埃里克。她的“小变化”会破坏权威,而乔治似乎正在接受这一切!然而,由于埃里克不想表现出敌对的样子,他在前面说了声“walleyes”;我听说你有一些令人兴奋的想法,你已经开始执行其中的一些,而不涉及其他。

The present case presents a problem where Krista felt that other employees were plotting against her. She raised this issue in a meeting where the discussion followed as: July was first year of Krista’s performance review and Eric and Amy were asked to sit in this performance review meeting arranged by George.
There was nothing strange with this, since the ideas generated in these meetings regarding the future course of the park needed to be discussed with all the directorate members. George started with ‘We are really thankful to you Krista for coming here today. I would like to mention that you are doing a wonderful job”. “Thanks George” Krista replied. “ I’m sure we will have some fun as the previous year and wetland will be targeted to break even in this one and should generate the profit hoped by us in the coming next two years, as long as my little changes are getting approved”. These opening comments shocked Amy and Eric. “Little changes” by her would sabotage the authority and it seems that George is lapping it all up! However, since Eric did not want to appear as hostile, he preceded, walleyes; I hear that you have some exciting ideas which you have already started executing a few of them without involving others.

留学文书代写:根据动机理论进行分析

公司依靠员工及时生产产品和提供服务。虽然员工必须从他们的任务和执行任务的方法中学习,但组织可以利用提供奖励来鼓励他们取得优异的工作成绩。动机理论是指一个组织鼓励其员工以团队的形式表现,以及在他们的特定角色中表现的方式。组织的生产力和士气水平受其管理员工的方式的影响很大。一个组织的目标是通过一个组织作为一个整体的适当运作来实现的,同时作为独立部门的组合来发挥职能。组织由公司和部门两级管理。(Amsterdam et al., 2010)在这种情况下,Krista也研究商业方面,而Hopper研究生物学方面。然而,Hopper group缺乏与Krista合作的协调和动力。

这很重要,克丽斯塔必须理解这一点,因为各种激励理论经常被纳入组织管理实践中,以便以尽可能最好的方式利用组织的人力资源。激励理论被组织和部门两级的组织用来开发促进高效工作环境的系统。在组织使用的许多动机理论中,期望理论和强化理论中的两个原则被用于组织管理实践中的奖励系统。(Amsterdam等,2010)

期望理论研究的是员工对实现目标所付出的努力与期望奖励之间关系的坚持。任何雇主的动机都与期望水平成正比。强化理论利用诸如加薪或晋升等激励手段来强化更好的工作表现。然而,为了阻止糟糕的表现和不当行为,它也建议使用负面强化。

Companies are dependent on their employees for the timely production of products and services. While employees are subjected to learning from their tasks and method used to carry them out, organizations can avail from giving away incentives for encouraging them for exceptional job performance. Motivational theory refers to the way in which an organization encourages its employees to represent as a team and also within their particular roles. The productivity and morale levels of an organization are highly influenced by its way of managing its employees. The objectives of an organization are achieved by the proper functioning of an organization as a whole and at the same times functions as a combination of independent departments. Organization is managed at both the company and department level. (Amsterdam et al., 2010) In this case also commercial aspects are looked by Krista whereas biological aspects by Hopper. However, there is a lack of coordination and motivation amongst Hopper group to work with Krista.
It is important and Krista will have to understand this as various motivational theories are often incorporated in the organizational management exercises so as to exploit an organization’s human resources in the best way possible. Motivational theories are used by organizations on both organizational and departmental levels to develop systems promoting efficient work environments. Principles found in two of the many motivational theories used by organizations namely, expectancy theory and reinforcement theory, are employed in the reward systems used in organizational management practices. (Amsterdam et al., 2010)
Expectancy theory studies an employee’s perseverance of the relationship between efforts exerted by them and expected prize for achieving the goal. Motivation in any employer is directly proportional to the level of expectation. Reinforcement theory makes use of incentives, such as pay raises or promotions, as a means for reinforcement of better job performance. However, for discouraging poor performances and inappropriate behaviour, it also suggests use of negative reinforcements.