Comparing Finance Motivation With Non-finance Motivation

Comparing Finance Motivation With Non-finance Motivation Motivation is willing to exert high level of toward organizational goals, condition the capability to meet some people need. (Hall. et al., 2008: 374) According to some business analysis, employee motivation is a good method to improve the productivity of organization. While people get motivation, they will have a reason to put more energy on what they are doing. (Echeat, 2005) Consequently motivation is an important management tool that lifted the work team ability. Therefore, this article will discusses what kind of method is more suitable to motivate employees and reason. There are a considerable number of different ways to motivate employees, including financial motivation and non-financial motivation. Motivate staff must determine which is financial motivation or non-financial motivation. This will depend on which factors have contributed to staff, in addition, it may also be the companys budgetary constraints and cannot compensate for any increase in salaries or bonuses, therefore, non-financial incentives are required to submit. Low-wage workers may dissatisfy with their work, as a result, the non-financial incentives will not be an effective motivation. Consequently, it is important to find a balance between them. Although the financial motivation has little value, most firms still use money as a main incentive. There are a variety of payment systems that a company use to motivate staff. For example wages and salaries, piece-rate, fringe benefits, free house, the educational fee of children, the cars, the credit card and share ownership which provided by the companies. (Hall. et al., 2008:381) Taylor scientific management motivation had stated that employees were heavily linked financial factor to meet their maximum gain, people acted individual, not grouped, and people acted like machine. For a pair day payment related to piece work could maximum employees potential ability and motivated and high payment in return. (Hall. et al., 2008:375) Money is the most direct way of motivate employees. People will think about salary when are looking for a job. For instance, there are 17,300 employees accept financial incentives in stock and bonuses. As a result, HBOS also accept cash reward system after merger. Each of HBOSs 65,000 employees will awarded free shares worth between  £500 and  £3,000 and totaling  £70 million. Workers will also benefit from two staff share pounds. Staff worked hard who after got money award. Moreover, to follow the HBOS shares went up more than 56% over the last three years. (BBC News, 2007) Consequently, according to the case, it not only reveals the money has encouraged, but also it is a kind of important incentive way. Financial motivation make a significant improvement on companys performance, non financial motivation also plays a key role during the continuous development. There are four kinds of main methods of non-financial motivation, including job enrichment, job enlargement, team working and empowerment. Job enrichment means enable workers to be more interested in challenging and complex task. Workers should have the opportunity to complete a work unit as a whole rather than individual task. This method can stimulate job enlargement or job rotation, because it increases the complexity and challenging, rather than provide diversification simply. Secondly, Job enlargement is simply give workers more tasks to do, just like a similar nature and complexity. Teamwork, that is to say employees in the group or team work. In the team work, a person can more easily establish friendships and have a sense of belonging to a whole, a unit or group. Team work has other advantages too. Team work can lead to greater production flexibility, employees may be multi-skilled (and can do more than one persons work), because they learn from other team members or a formal job rotation. It means that they can cover any absence from work; they can quickly adapt to new production technologies. Finally, give the power or authority to staff so that they can decide how to finish their work. (tutor2u, 2010) Even though the money may be an incentive to work; at work, payment does not change the way people pay more. Staffs need an incentive to combine. That is why the Royal Bank of Scotland (RBS) offers so many non-financial incentives to improve personal life. RBS is one of the most important powers of the employees which is the good performance of the level of progress. RBS encourage citizens make it happen through the personal development. It means that RBS encourages staff to grow and develop their skills and abilities. This in turn help RBS change to a company. Employees agree development needs with line manager in their annual performance evaluation. This is recorded in the personal development plan. Development may involve more training so as to acquire new knowledge and skills. This can improve their promotion prospects, and allow employees to improve the organization and their total rewards. (thetimes100, 2010) Consequently, In RBS, employees enjoy Total Reward-A specific wages a nd benefits far beyond salary. It offers each staff not only just money, but also a personal choice, just as working hours and safety. In conclusion, in the view of financial cost there are two variety companies. One with less number of employees so that managers can easily supervise and control. Company can use finance motivate employees who does not need through evaluation process. Another one is a large company which has a significant number of employees. Managers cannot pay attention to every employee; therefore, they can encourage active employees to work by non-financial motivation. Because no company is interested in paying high capital as a reward for their employees. Relative to non-finance motivation, it is a good choice. In my view, non-financial motivation is suitable for both large enterprises and small firms, I suggest that company could use non-financial motivation to encourage staff, because not only does it widely applicated but also save money. Reference BBC News (2007) (online) Staff benefit from HBOS profits http://news.bbc.co.uk/2/hi/uk_news/scotland/6403271.stm (Access date: March 16, 2010) Echeat (2005) (online) Motivating Employees in the Workplace http://www.echeat.com/essay.php?t=27630 (Access date: March 16, 2010) Hall.D, R.Jones, C.Raffo and A.Anter (2008) Business Studies 4th education, Harlow, Essex, Pearson Education (Access date: March 16, 2010) Tutor2u (2009) (online) Motivating employees financial rewards http://tutor2u.net/business/gcse/people_motivation_financial_rewards.htm (Access date: March 16, 2010) Tutor2u (2009) (online) Motivating employees non financial rewards http://tutor2u.net/business/gcse/people_motivation_non_financial_rewards.htm (Access date: March 16, 2010) Thetimes100 (2010) (online) Motivation at RBS Total Reward http://www.thetimes100.co.uk/case-studymotivating-through-total-reward106-258-4.php (Access date: March 16, 2010)

Cavleta Dining Services, Inc: A Recipe for Growth? Essay

What role (if any) have Calveta’s values played in the organization’s success? Calveta’s values played a significant role in the business’ success. He motivates and empowers the members of the staff. Antonio ensured that staff members viewed themselves as valued members of the organization and understands that their job is to take care of their clients, respectfully. The same approach was used with the clients ensuring them that the goal of the organization was to fully take care of their needs 2.Does Calveta’s operating approach offer a sustainable competitive advantage? Calveta’s current operating approach offers a sustainable competitive advantage. Calveta empowered employees to achieve their fullest potential. It was stated that in concept that the employees are the most important capital in the company and in order to uphold that concept the company invested in their employees and offered growth potential. Promote from within culture was evident at Calveta. 3.Why haven’t other food service providers copied Calveta’s approach? Antonio Calveta’s approach is the base for his organization. He worked hard to maintain the mission of the company. As a result of this, it would be difficult to duplicate his approach. The goal of the majority of companies is to make a high profit and that’s all that they would work towards. However, Calveta’s promise to deliver fresh products and provide great service creates a good profit margin without it being their focus. Calveta’s approach is costly to them but it works and produces a profit. Most other companies would not utilize such methods for fear of losing their profits. 4.Given Calveta’s communication and internal organizational challenges, how important will training and development be to maintaining growth and culture? Training and professional development are key to the maintenance of any company’s growth and culture. Leaders of any strong company should realize that improving skill set, increasing knowledge, and employees’ job satisfaction are important to the positive growth of the company. Providing training and development provides opportunities for workers to gain managerial skills and gain managerial skills and gain upward mobility in the company. 5.Calveta’s fifth goal is profitable growth. Goals one through four are more ethical in nature. Is goal five inconsistent with the first four? I believe that the fifth goal is consistent with the first set of goals. Goals one through four focuses on the clients and the employees, which are aligned to the company’s vision and mission. Once goals one through four are achieved, then goal five will automatically be attained because with increased clients, comes increased profits. 6.How, if at all, should Calveta’s organizational structure be changed to resolve communication issues, preserve the company’s culture, and support future growth? An internal survey usually is a useful tool to gauge employees’ dissatisfaction. From the collection of data, an action plan needs to be put in place to address the levels of dissatisfaction. In order to safeguard the company’s culture and support future growth, Calveta must achieve an acceptable level of communication among its units and departments’ heads. Restructuring will be an advantageous way of maintaining the Antonio’s way of culture. Effective cross-boundary work and collaboration required for dealing with complexity and change is required. Increasing engagement within the top leadership team and employees will help the company grow. 7.Should Frank Calveta move forward with an expansion into the hospital sector? With the proposed acquisition? Due to the current financial situation with the company the expansion into the hospital sector should be put on hold at this time. The expansion into the hospital industry should be proposal for a goal for future growth possibility. The proposed acqusitions advantages are ripe for expanding however, Calveta needs to clear up its financial and business issues before expanding with GSD.

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Buffy VS Bella Comparison of Female Roles - 1149 Words

Vampires have held an interest for many even before Bram Stoker wrote Dracula. I always found it ironic that in most of these tales women were portrayed as the victims. To my knowledge until Buffy the Vampire Slayer came out there were few if any stories about vampires that had a female heroine. Buffy stood out for me with its characterizations of strong female heroines. Not only the main character, but many of the female supporting characters on the show were strong women. Maybe not like Buffy who was physically, and supernaturally, strong, but in mind. This not only included the so called good guys, but the bad guys were strong women characters to. It seemed the shows emphasis was on strong women. Women were no longer the just the pray in vampire tales they were the hero, or villain. Then Stephenie Mayer comes along and creates the Twilight Saga and blows away all of Joss Whedon’s hard work. I’ll start my comparison of the two main characters by first telling you a bout their creators. Joss Whedon is a scriptwriter for both television, and film, he has produced both television and feature films. Mr. Whedon has written comic books, acted, and composed music. He founded Mutant Enemy productions, and co-founded Bellwether Pictures. He is the creator of such television shows as Buffy the Vampire Slayer, Doll House, Firefly, and Angel. He wrote and directed the movie Serenity, as well as co-wrote the movies Toy Story, and Cabin in the Woods. He directed the movie