Motivating Staff in a Global Term Paper

Pages: 8 (2227 words)  ·  Bibliography Sources: ≈ 26  ·  File: .docx  ·  Level: College Senior  ·  Topic: Business - Management

SAMPLE EXCERPT . . .
Another form of vertical training that has proven equally effective for motivating employees is training an employee to perform a job that is lower than his or her normal job. This helps encourage the team atmosphere and allows employees to understand the hard work and challenges other members of the team face in their position. It also allows the opportunity for questioning and feedback, so managers have a chance to gather employee's opinions about policies, procedures and systems within the organizational context.

Conclusions

The face of the nations workforce has changed significantly in recent years. More and more employees face employer cutbacks and job loses because of many reasons including outsourcing. Organizational management teams are realizing that they have to change the way they motivate their staff in the global economy. Financial incentives are rarely possible in the face of declining profits, and most studies suggest that financial incentives are the least motivating for employees in the long-term (though they may be of some benefit in the short-term.

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The results of this study suggest that among the most promising motivational techniques organizations can adopt are improved training. Training tat motivates staff effectively takes many different forms. Cross training allows employees to improve their knowledge base and thus contribute to the organization more efficiently. Vertical training benefits employees by allowing them to take on more strategic roles as well as more functional or task oriented roles so all employees understand how each job impacts the organizations bottom line.

Another trend that has successfully motivated staff members in recent years is flexible scheduling and flexibility within the workforce. More and more employees whether male or female are seeking out flexibility to achieve a better work life balance. Organizations are starting to recognize this and offer employees more flexible alternatives for scheduling. This may take the form of telecommuting, longer shifts fewer days per week and even job sharing. Flexible scheduling has so far proven an intense motivator for staff members.

Term Paper on Motivating Staff in a Global Assignment

It is important in today's global economy that organizations evaluate what steps need to be adopted to keep staff motivated and productive. A motivated staff is more likely to contribute to the bottom line and feel like part of a team. A motivated staff is also more likely to enhance their knowledge or organizational operations, share that knowledge and encourage other members of staff to do the same. Absenteeism and employee dissatisfaction decrease when staff is properly motivated.

Most research conducted suggests that if nothing else, outsourcing has the effect of decreasing the team spirit within an organization. Anything that impacts an organizations culture this severely will prove demotivating to staff members over time. Organizations can combat this trend however by adopting the measures suggested above.

Thus it is important that measures including training be adopted to renew the sense of team spirit that is necessary for organizations to achieve. One last point brought out by the research is the trend toward more flat organizations, where less hierarchy exists between management and staff. Again this trend clearly highlights the importance of team-based approaches to work in today's society.

Bibliography:

Alessandra, Tony & Barrera, Rick. "Motivating to Excellence." Security Management,

36(11): 20, 1992.

Bush, Brandi J. "People: Attracting, retaining and motivating." The Public Manager,

30(2): 31, 2000.

Handy, C. The age of unreason. Boston: Harvard Business School Press, 1989.

Karoly, Lynn A. & Panis, Constantijn. The 21 century at work: Forces shaping the future workforce and workplace in the United States. Rand, 2004.

Nie, Winter & Young, Scott T. Managing global operations: Cultural and technical success factors. Westport: Quorum Books, 1996.

Wellins, R.S., Byham, W.C. & Wilson, J.M. Empowered Teams. San Francisco,

Jossey-Bass, 1991.

World Bank Globalization, Growth and poverty: Building an inclusive world economy.

New York: Oxford University Press and World Bank, 2002.

Karoly, Lynn A. & Panis, Constantijn. The 21 century at work: Forces shaping the future workforce and workplace in the United States. Page 127.

Op.cit.idbid.

World Bank Globalization, Growth and poverty: Building an inclusive world economy, p. 2

Bush, Brandi J. "People: Attracting, retaining and motivating." p. 31

Op cit. ibid.

ibid. 32

ibid. 32

ibid. 32

Nie, Winter & Young, Scott T. Managing global operations: Cultural and technical success factors." p.169

Handy, C. The age of unreason.… [END OF PREVIEW] . . . READ MORE

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