Secondary Motives Free Essays

SECONDARY/ LEARNT/ PSYCHOLOGICAL MOTIVES  ·Besides the basic biological needs, the expression of psychological needs is also of great significance:through society and culture in which one lives.  · Non-satisfaction of these motives may lead to mental illness. Main psychological needs are: i. We will write a custom essay sample on Secondary Motives or any similar topic only for you Order Now Achievement ii. Curiosity iii. Need for appraisaliv iv. Need for affiliationv v. Need for powervi vi. Work as motive 1. Achievement  · Self- actualization or attaining excellence in relevant domain is the characteristic feature ofthis motive. The need to achieve something, some object of desire, a goal, or position/status.  · The source of satisfaction is not just the achievement of the goal, but the very act of strivingfor it too.  · The level of the need for achievement varies from person to person.  · Some are high and some low achievers.  · Competition is an important element of this need.  · Achievement motivation is a significant variable in a competitive society.  · People with high motivation: Take and overcome challenges in order to succeed rather thanfinding an easy ways of achieving success. Similar essay: Primary and Secondary Reflection Examples People with low motivation: Tends to avoid failure, finding easy way outs, not desire to takedifficult tasks.  · Methods of measuring achievement motivation: · Thematic Apperception Test (TAT) is used; series of ambiguous pictures are presented tothe person and ask him to write a story on it.  · Instructions are given as that the story must have a beginning, middle and an end along withthe title; who are the people, what they are thinking, feeling, wanting etc; what is going onand what will happen____ all depicts the needs, desires and motivation to succeed/ achieve. In short the subject describes the past, present and future along with the description ofcharacters and their thinking and motivation.  · Factors Contributing to the Need for Achievemento Parents who are warm for their child as well as make high standards for theirchild; encouragement is given on becoming independent. o Siblings who are high achievers in their own domain. 2. Curiosity  · Think why a little chil d always wanting to break toys and things? Why children always asks questions of things they saw on TV, read it or listen from any one · It is all their curiosity and need to explore in order to find answers of these puzzles.  · It is a significantly inborn but learned also: found in both humans and animals.  · Parents encourage their children’s curiosity by satisfying their inquisitiveness.  · School also plays an important role; the teaching methodology adopted may encourage or discouragecuriosity. 3. Symbolic Reward/ Appraisal Appraisal is a powerful motive for everyone; especially for children and animals ·Praising words, petting after doing well etc all serve as symbolic reward for the learner.  ·The presence and the attitude of the more liked serves as a social reward for thelearner e. g. child with his mother, dog with its caretaker etc. Parent’s approval and disapproval, liking and disliking towards the child all areincluded in symbolic rewards. 4. Need for affiliation  ·Urge/ desire to main a relationship with other people; making friends, social contact with otherpeople. Less desire to be isolated or alone.  ·Studies showed that females spend a larger span of time among friends and peers as compared tomales.  ·Although the need for affiliation is a universal phenomenon, cultural differences do exist in itsexpression; some cultures have more group cohesiveness than others. 5. Need for Power  · Desire to influence, hold or ruling over others in order to be recognized as powerful individual.  · These types of people prefer to work in big organizations, businesses and other influentialprofessions. There also exists gender differences among males and females; men are more apt to take challengesand respond quite aggressively irrespective of women who are socially restrained and traditional inher behavior. 6. Work  · Most of the people spent large span of time in their life at work; for this reason, psychologists take i tas another powerful motive  · Work serves as a powerful motive because it satisfies other motives also such as biological motives ofhunger, shelter etc, sense of achievement, affiliation and decision-making. How to cite Secondary Motives, Essay examples

HRM Studies in Industrial Relations †MyAssignmenthelp.com

Question: Discuss about the HRM Studies in Industrial Relations. Answer: Introduction 7 Eleven faced a major scandal in the year 2008 when rumours regarding ill-treatment of its workers were made clear in the year 2008. The Fair Work Ombudsman made the verdict that the company was involving in fraudulent practices and were responsible for under payment of workers and the rules mentioned in the Employment Relationship was being violated. The company was not properly maintaining the office records and the migrated employees were not getting the right remuneration. The company was not adhering to the rules framed by the International Labour Organisation. The company was gaining huge amount of profit by cheating the migrated workers and no extra benefits were being enjoyed by the employees who were working in the night shift or for those who were working on over-time basis. The poor pay scale also added to the contention factor and the company was not abiding by the norms of the payroll. This report will throw light on the steps that can be taken by non-union forms of emp loyee representation to resolve this issue. It will focus on the changes that can be brought about in the retail industry to solve this issue. Non-union forms of employee representation in resolving problem Trade Unions serve as a channel of representation that highlights the interests of the workers. The increasing marginalization and decline in membership tends to obstruct the representation system. The density of trade unions has become very low in Australia and hence the effective representation of employees is not achieved. Non-union form of employee representation (NER), are various sponsored bodies that have employee voice that has been organized formally. They have thus also emerged to be an essential part of HR stratagem that helps in delivering the voice of employees which ultimately helps in building a work environment from which everyone will be able to gain. It will help in building a high-trust environment that is free of unions (Kaufman Taras, 2016). Some NERs have an accumulation of union along with non-union representatives whereas there are others that boast of a pure autonomy where unions are completely excluded. NER helps in supplanting the role played by the union and it serves as a fixture strategy that is often deployed by employers to combat union organizing campaign (Cathcart, 2014). The Workers Council can be formed and they will be responsible for amending the annual plans of the enterprise. They will play a major role in approving and amending the balance sheet of the employees. They will take the lead in approving the changes in a particular direction that will help in developing the enterprise. They can decide on the work regulations of the enterprise. The members of the supervisory board should be selected by the people working in the company. Business owners will be able to enjoy more freedom in the process of dismissal as compared to that of the union workplaces. Non-union workplaces do not have to go through di smissal proceedings that are lengthy and they can very easily dismiss the employees on account of any contract violation. They can very easily remove the non-productive and employees that are disruptive for the effective functioning of the organization (Marchington Suter, 2013). Employees tend to group together whenever the conditions are bad and so the demands of the workers should be recognized and the organization should pay wage that is appropriate. The non-union representatives mainly work in the arena of consultation and it has been reported that lack of autonomy often reduces the role played by the non-union bodies. They should be completely independent of the patronage exercised by the management so that the policies framed are effective and is line with the interests of the employees working in the organization. Emphasis is laid on a sound relationship between the employers and that of the workers and discussions are carried out which helps in highlighting the plight of the workers and address their grievances (Barry Wilkinson, 2016). Survey has shown that union representatives have a tendency to spend more time on personal cases like problems regarding individual grievances or particular cases of disciplinary matters. The non-union representatives can engage in consultation and discuss about a wide range of issues. They can involve in talks regarding minimum wages, migrants not being treated fairly, depriving the benefits of extra benefits and bring about a solution to these problems. The activities of union representatives are often dictated by their respective ideals and political patronage whereas the non-union representatives are impartial and take into account all the aspects before arriving at a decision (Benassi Dorigatti, 2015). Changes in the bargaining structure of retail industry Retail is a very important sector that employs a lot of workforce. There is a large number of young along with poorly-qualified workers who work for a very low sum. Safeguarding their interest should be the main motto of the different unions. There are a large number of workers who work at night shifts and due care should be taken to track their record with the help of CCTV. The young people working in the industry should be paid adequately and effort should be made to stop the discrimination against the migrated employees (Appelbaum, 2013). All these can be attained by bringing a change in the bargaining structure and in the industrial relations. The industry is going through a lot of structural changes and there is the pressure of de-regulation and reduction in relation to employment. Large companies take the lead in the market and they tend to dominate over micro business that was once popular. There has been a significant decrease in terms of number of self-employed people. There has been a surge in the number of part-time workers along with that of non-permanent contracts. All these changes have deeply affected the career pattern and have introduced risks in regard to the mental health of the employees (Moatti, et al. 2015). In a centralized organization, the decision making is mainly concentrated around the higher levels whereas companies that are decentralized have problems that are solved by employees who are much closer to the problem. They will thus be able to identify the severity of the crisis and work accordingly (Haucap et al.,2013). Decentralized companies give power of authority to employees who are working at a lower level and it emboldens them with a sense of empowerment. The decisions can be carried out very quickly and it ensures fairness to all employees. The hierarchical level of an organization is also crucial for the perfect running of an organization (Skedinger, 2015). Those that have tall structures are endowed with many management layers whereas those with flat structures have less number of layers. In a flat structure, a large number of employees will be able to communicate directly their problems to the managers thus reducing confusion to a great extent. Research has shown that organizations that have the flat hierarchical structure will be able to satisfy their employees and self-actualization can be obtained in this kind of organizational structure (Jin,Wang Hu, 2015). The mechanistic structure bears close resemblance to that of the bureaucracy and the organization of these structures are highly formalized. The communication is based on formal channel and the employees are provided with specific job descriptions. They are thus rigid and resist any kind of change. Organic structures, on the other hand, are more flexible and the employees have a say in the procedures and they can involve themselves in deliberations and discussions with the people who are working at the higher level in the organization. Communication is hence more fluid and the workers can talk about their problem. The organic structure provides the employees with more job satisfaction since the employees work not only in accordance to the needs of the organization but also on the basis of their expertise. The organic structure leads to innovations in an organization (Wrigley Lowe, 2014). The employee attitude at work is determined to a great extent by the hierarchy of the organizati on and the problems of the employees can be redreesed more effectively in the case of an organized structure. A learning organization is one that is gaining new knowledge and changing its behavior on that basis. They are interested in experimenting and they have a tendency to reflect on their newly acquired knowledge. Learning is facilitated in this kind of an organization. They lay emphasis on experimentation and they test operational methods so that they can lead to better outcome. They learn from experience as well as from their competitors. They can adopt the rules and policies of other organizations that may lead to the growth of their organization and satisfaction of their employees (Chen, Wang Jiang, 2016). The facilities and pay scale provided to employees in other organizations can be studied effectively in order to bring about a change in ones organization so that the problems can be addressed in a better manner in this case. Conclusion: Non-union form of employee representation (NER) stand for various sponsored bodies that voice the concern of the employees. They have evolved to be an essential HR stratagem that is of immense help in building a healthy environment at the workplace. Organic structures within the framework of an organization should be encouraged as they are more flexible and the employees have a say in the system. Communication is more fluid and the workers through deliberations and discussions can talk about their individual problems at length. References: Appelbaum, E. (2013). The impact of new forms of work organization on workers.Work and Employment in the High Performance Workplace,120. Barry, M., Wilkinson, A. (2016). Pro?social or pro?management? A critique of the conception of employee voice as a pro?social behaviour within organizational behaviour.British Journal of Industrial Relations,54(2), 261-284. Benassi, C., Dorigatti, L. (2015). Straight to the coreExplaining union responses to the casualization of work: The IG Metall campaign for agency workers.British Journal of Industrial Relations,53(3), 533-555. Cathcart, A. (2014). Paradoxes of participation: non-union workplace partnership in John Lewis.The International Journal of Human Resource Management,25(6), 762-780. Chen, X., Wang, X., Jiang, X. (2016). The impact of power structure on the retail service supply chain with an O2O mixed channel.Journal of the Operational Research Society,67(2), 294-301. Haucap, J., Heimeshoff, U., Klein, G. J., Rickert, D., Wey, C. (2013).Bargaining power in manufacturer-retailer relationships(No. 107). DICE Discussion Paper. Jin, Y., Wang, S., Hu, Q. (2015). Contract type and decision right of sales promotion in supply chain management with a capital constrained retailer.European Journal of Operational Research,240(2), 415-424. Kaufman, B. E., Taras, D. G. (2016).Nonunion employee representation: history, contemporary practice and policy. Routledge. Marchington, M., Suter, J. (2013). Where Informality Really Matters: Patterns of Employee Involvement and Participation (EIP) in a Non?Union Firm.Industrial Relations: A Journal of Economy and Society,52(s1), 284-313. Moatti, V., Ren, C. R., Anand, J., Dussauge, P. (2015). Disentangling the performance effects of efficiency and bargaining power in horizontal growth strategies: An empirical investigation in the global retail industry.Strategic Management Journal,36(5), 745-757. Skedinger, P. (2015). Employment effects of union-bargained minimum wages: Evidence from Swedens retail sector.International Journal of Manpower,36(5), 694-710. Wrigley, N., Lowe, M. (2014).Reading retail: A geographical perspective on retailing and consumption spaces. Routledge.

Perverse incentives Essays - Motivation, Disincentive,

Perverse Incentives 1)A: A company pays the workers for how many cars they can produce. Instead the workers made little toy cars to produce more to get paid a large sum of money. B: Any system of performance-related pay for corporate executives can induce unacceptable risk-taking, unless there are penalties for poor performance C: Government rebates for low gas consumption vehicles encourage people to buy those vehicles. People who own low gas consumption vehicles find that the cost of driving their cars has gone down, since the cars require less gas, and hence they will want to drive their cars more often. This could result in an increase in total gas consumption. D: No Child Left Behind Act-type laws require schools to show smooth improvement in their students' test scores. Thus, schools may benefit from having poorer performance one year in order to show 'improvement' the next. Alternatively, where tests are given near the end of high school, schools may benefit from not making efforts to discourage lower-achieving students from dropping out before these students are old enough to take the tests. 2) Disincentive: something that discourages or deters; deterrent: High interest rates and government regulations are disincentives to investment. A: The stock market crash B: Occupational Injury Pay Supplements: Many firms pay supplemental benefits to make up the difference between workers compensation benefits and regular earnings. C: Short-Term Disability: In some companies, disabled employees receive STD benefits in lieu of salary after six weeks. But the standard definition for disability may differ from workers comp, allowing an employee to collect both 3) Perverse incentive: is when you tell your company or workers if you do something or produce something you will get paid a larger amount. A Disincentive is when you have something that discourages someone from doing something because it is not what that person thinks is right.

Essay Sample on Personal Information Who Sells It

Essay Sample on Personal Information Who Sells It This essay is designed to help us identify our creditors and those businesses and companies we deal with on a regular basis in our daily lives. To prepare for future chapters, we are going to have you start creating a list of all your creditors and all those businesses you deal with on a regular basis that have your personal identifying information. As you go day to day conducting your personal business, identify each and every company and business you deal with on a daily, weekly, monthly and/or annual basis. Start writing these business names in a journal. The entities that should definitely be included in this list are the companies and businesses that have any item of your personal information such as your name, date of birth, social security number, home address, and home phone number. Make sure you write down the business name and exactly what specific personal identifying information they have on you. By creating this list early on, it will make the later steps of the protection process easier. When you get into the action mode of protecting your personal information, you will have a head start since you will already have started your list. If you need a custom essay, research paper, thesis, dissertation or term paper on English, Business or other discipline feel free to contact our professional custom writing service.

Training Assignment Example | Topics and Well Written Essays - 1500 words

Training - Assignment Example One factor that could be attributed to the failure was the training. My training manager used an inappropriate method to deliver the training; therefore, I did not make the desired progress in my work. I failed to meet my goals and I was instructed to write this report. After discussing various issues in the paper, three recommendations were made. First, the organisation should employ professional trainers who will give the employees many alternatives on the training techniques. Second, a needs assessment ought to be conducted to ensure that the employees are provided with the right information. Thirdly, the organisation should consider giving training that will enhance loyalty. 2. Introduction In all organisations, human resources are regarded as powerful sources of the firm’s success. Therefore, it is important for managers to take interest in their employees since they are held responsible for their performance. Managers should ensure that they understand their employeesâ⠂¬â„¢ needs and provide training in order to enhance their abilities. This largely impacts the firm since it determines its goals achievement (Yang, 2010:2). In this case, the line manager understands that I was competent, in that, the quality of work did was outstanding. However, I failed to pass the level I expected showing that I did not meet the set targets. The organisation understands the importance of training. ... The use of unsuitable methods in the trainings must have resulted to my failure to achieve the goals set. In order to improve my productivity and achieve the set organisation’s goals, there are certain objectives I need to set. First, I will persuade the training manager to use the correct methods in order to ensure that the training is beneficial. Second, using the skills learnt in the successful training, I will increase my productivity and achieve the set goals. 3. Training Training is described as the practice of providing learning opportunities to the employees through mentoring, coaching, workshops or other methods in an effort to challenge, motivate, and inspire them (Frazis and Speltzer, 2005:49). This process is meant to help them play their roles efficiently and execute their functions with ultimate capability and in the set standards. The process of training provides the employees and the managers with the tools needed to develop their careers, perform tasks more ef fectively, enhance their knowledge base and efficiently work among different employees and work conditions (Heathfield, 2013). A large number of managers recognise training as an effective tool for improving performance among the employees. Training helps in the development of employees’ skills, increase in their quality of work and the enhancement of productivity. The managers usually set targets, which they expect the employees to meet comfortably. Successfully meeting these targets indicates excellent performance while failure indicates poor performance. All employees, including those who succeed in meeting the organisation’s goals, need training to improve their morale and build loyalty for their organisation (Yang, 2010:2). 3.1 Who

Bussiness interrogation Essay Example | Topics and Well Written Essays - 2000 words

Bussiness interrogation - Essay Example An analysis of the foundation of motivation has been regarded as the first step towards the creation of successful organizations. Conversely, Allen and Gilmore (2006, pp.35), indicate that, Herzberg theory indicates that, Herzberg motivation theories of motivation are obliging to a proper understanding of the organization’s functions. In his work, Miner (2007, pp.84) argues that, the attributes that contribute to motivation and demotivation cannot be alienated from an understanding of the work place motivation. Motivation, which emanates from motivators, can be described as an intrinsic process that comes from within the individual. On the other hand, demotivators are extrinsic; that surround the individuals in the work place. Among the demotivators stated included, pay that was regarded as a short term motivator. After a while, employees were seen to be as demotivated as they were at the initiation of the time at the work place. This essay shall focus on the Coca Cola Company and the implication of Herzberg’s theory of motivation. Since the commencement of the company, its success story has always had its background on the motivation of employees in the organization. Through motivating employees, the company has managed to enjoy constant and consistent teamwork form its workers. In return, the employees have never compromised on the quality of products produced by the company. Herzberg’s theory, according to Sapru (2000, pp.76), revolves around two major factors that are inclusive of hygiene factors and the motivators. Hygiene factors are likely to cause dissatisfaction in the workplace if not put under scrutiny. Among the hygiene factors include, aspects like job security, safe working conditions, proper organizational policies as well as, quality of supervision along other factors. Sapru (2000, pp.76) argues that hygiene factors do not necessarily cause demotivation in the workplace, but if they are not incorporated in the work

Unemployment and Labor Essay Example | Topics and Well Written Essays - 1000 words

Unemployment and Labor - Essay Example Unemployment and labor Decrease in labor demand and low cost of labor may also result into labor market movement. This is because the mentioned determinants will depress the incomes of labor. Other determinants of labor market movement include culture and demographics. This also includes cyclical elements like government benefits, demand for workers, and unemployment generosity. According to recent studies, labor market can also be determined by indicators such as: distribution of labor force by gender, age, and participation rates; level of education; employment distribution by sex and age; class of workers; status of job; employment rate by sex; unemployment rate by sex and age; and number of people not employed and distribution by age and sex. The labor market movement is determined by many other factors depending on the distribution of labor characteristics in that market. Educational level and qualification has a central role in job transition in the labor market. Work experience and structural factor s also influence the possibility of labor movement and the direction in all market segments. Labor market competition and attitude towards immigration are also determinant factors to be considered. Based on education, investment on human capital and specialization in various occupations may also determine movement within labor market. In order to forecast the rate of unemployment and nonfarm payroll change for November, I will make use of the past rates of employment in history. The prevailing market demands for labor, labor cost, required education level, rate of economic growth, unemployment policies, and interest rates. In the process of ascertaining the forecasted rate of unemployment, I will use the flexicurity debate concept that combines the flexibility of labor market with the security of employees. This concept has been formulated and initiated globally in attending to unemployment. As a concept it shows the necessity of balancing the need for protecting the security of labor market with the need for sufficient flexible labor market. The flexicurity policy is a reliable and flexible contractual agreement via modern labor law and agreement collectively with the employee’s organization. This determines the continual opportunity for training employees for employability and adaptability. This will help me in forecasting the rate of unemployment. Active and effective policies of labor market assist employees to cope the drastic changes. This helps in minimizing the duration of unemployment and even facilitates the movement to new jobs. These policies also encourage employment, provide for sufficient support in terms of income, facilitate the coverage of the provision of social protection, and facilitate the mobility of labor market. Hence, the details of the policies will help me forecast the rates of unemployment. The history of protection of labor is primarily about the working class and the labor movement development. The policies of labor protection have been used before in determining social welfare and economic development. The need to protect the rights of workers has since made the government to get involved in the regulation of policies. These policies are often used to determine compensation and benefits accorded to workers. Therefore, the labor protection policies can a lso be used to forecast the nonfarm payroll change as