Definitions of Motivation The word Motivation derives from the Latin word “Movere”. The Latin word “Movere” means “To move”, “To drive” or “To drive forward” etc. Motivation can be defined as stimulating, inspiring and inducing the employees to perform to their best capacity. Motivation is a psychological term which means it cannot be forced on employees. It comes automatically from inside the employees as it is the willingness to do the work. Joe Kelly defined Motivation as “Motivation is a process where by needs instigate behavior directed towards the goals that can satisfy those needs.” According to W. G. Scot, “Motivation means a process of stimulating people to action to accomplish the desired goals.” According to Michael J. Jucius, “Motivation is the act of stimulating someone or oneself to get a desired course of action, to push the right button to get a desired results.” Process of Motivation Unsatisfied Continue reading
Management Concepts
Case Study of Dell: Simple but Effective Marketing Strategy
In 1984, with only $1,000 in startup capital, Michael Dell established Dell as the first company in its industry to sell custom-built computers directly to end users, bypassing the dominant system of using resellers to sell mass produced computers. Since a young age Michael Dell has been intrigued and fascinated in the idea of eliminating unnecessary steps. So it was not surprising when he established a company where there marketing strategy was based on eliminating the middleman. “We sell computers directly to our consumers, deals directly with our suppliers, and communicate directly with our people, all without the unnecessary and inefficient presence of intermediaries. We call this “the direct model,” and it has taken us, to use a common phrase at Dell Computer Corporation, “direct to the top””. The direct business model eliminates retailers that add unnecessary time and cost, that could diminish Dell’s understanding of customer expectations. The direct Continue reading
Human Reactions to Organization Change
There is a very close relationship between change and human attitudes. Every individual reacts to the change according to their individual attitude. Human reaction to change does not depend upon logic. Generally, depends upon how a change will affect ones needs and satisfaction in the organization. Attitudes are very important in determining the resistance to change. Read: Planned Organizational Change Process The employees reaction to organization change any occur in any of the following forms, 1. Acceptance Acceptance of the change depends on the perception of the employees towards the change. So, all the changes are not necessarily restricted. If an employee perceives that the change will affect his/her favorably, then he/she will accept the change. For example if workers have to stand before a machine throughout the shift, they will like the introduction of new machine which will allow them to sit while working. 2. Resistance All the changes Continue reading
Four Types of Entrepreneurs According to Clarence Danhof
An interesting distinction about types of entrepreneurs is the one proposed by the author Clarence Danhof, which classified entrepreneurs into four groups based on economic development. He based his classification on his study of American agriculture, and he observed that entrepreneurs could be classified depending upon the level of willingness to create innovative ideas; so there can be the following types of entrepreneurs: Innovative: an aggressive assemblage and synthesis of information and the analysis of results deriving from new combination of factors of production characterize this type of entrepreneurship. These entrepreneurs have the ability to think newer, better and more economical ideas of business organization and management. They are characterized by the smell of innovativeness, and they are aggressive in experimentation and in putting attractive possibilities into practice. An innovative entrepreneur sees the opportunity for introducing a new technology, a new product or a new market. Schumpeter’s entrepreneur was of Continue reading
Resistance to Change in Organizations
The main reason for the failure of many change initiatives can be found as the resistance to change. Resistance to change is costly and time consuming into the change process which means long or short delays in any process of change that are difficult to anticipate but must be taken into consideration. Resistance has also been considered as a source of information, being useful in learning how to develop a more successful change process. Undoubtedly, resistance to change is a key topic in change management and should be seriously considered to help the organization to achieve the advantages of the transformation. Resistance to change is an ongoing problem. At both the individual and the organizational levels, resistance to change impairs concerted efforts to improve performance. Many corporate change efforts have been initiated at tremendous cost only to be halted by resistance among the organization’s employees. Organizations as a whole also Continue reading
Operational Decisions – Meaning and Characteristics
Operational decisions are what make your business strategy real and ensure that your organization runs effectively, right down to the front-lines interacting with your associates. To ensure that operational decisions are effective, you need to manage operational decision making. Operational decisions helps the organization to understand some fundamental cost-volume relationship relate to the operation in the company. In operational decision making, the decision makers have to consider about volume, latency, variability, managing risk, self service and personalized. Volume is the number of decisions of a specific type that decision makers made must be high. The volume can cause problems or exacerbate another decision problem, such as compliance and risk assessment. Besides that, latency means when you could foresee problem is coming but still couldn’t change how you are going to make decision in time. So you might have an operational problem. The change in mind-set required is akin to the Continue reading