A Research on Smut’s (Spore) resistance

In the past years, SMART trains have been hit by poor maintenance issue as their trains were breaking down when it was needed the most (peak-hours) thus affecting their efficiency. After the major breakdowns, SMART publicly announced numerous of changes. However, there were more break-downs in the following months. A research will be done in this paper to study, investigate and search reasons for this resistance. 2. Literature Review Change is something most people are afraid of as it sometimes requires a walk into he unknown and it definitely disturbs the status quo of the present environment.The researcher would be discussing this subject matter as shown in the diagram below. 2. 1 Importance for Change Change in an organization often occurs as a response to an ever-changing environment, a retort to a recent crisis situation. The developing body has within it an underlying form, logic, program, or code that regulates the process of change and moves the entity from a given point of d eparture toward a subsequent end that is preferred in the present state. (Wick and Quinn, 1999, up. 361–386) Individual heartsickness are not seen as an important determinant of innovative behavior between people in organizations.However, administrative positions and roles do seem to have an impact on the involvement of an individual in the change process. Structural characteristics of the organization strongly affect the organization's innovative behavior. Political and economical factors and other organizations innovativeness is a major determinant of an organization's change behavior. (Baldric and Burnham, 1975, up. 165–176) In this viewpoint, the political, economical, social and technological factors play a major role in the importance for hanged. 2. 1. Political and Economical Factors Even though political and economical factors are two separate factors, economical issues are usually derived from legislations be it local or in a foreign country. Change can be aff ected by these factors by a number of causes. It has been identified that political issues can affect the success in managing change. (Baldric and Burnham, 1975, up. 165–176) â€Å"A good example would be the need to find an alternative to oil.It is a particularly related illustration at the time of writing, with the condition in Iraq remaining unsound and with U. S. Iran affairs being unstable† (Raviolis, 2013). While managing change, firms need to sustain a high standard of honesty and integrity to be able to operate successfully in markets (Retreat and Brick et al. , 2009, up. 371-?390) especially in countries where the government keeps a close eye on its economy. However, in some instances, if an enterprise contributes a significant economic activity to the host nation, the host country may become more dependent on the subsidiary. (Rosenstein and Sings, 1991, up. 340-?361) for examples, small countries like Singapore depend on investments of Multinationals.Thus, th ese roves that political and economical factors in the globalizes world would affect an organization's need to change. 2. 1. 2 Social Factors As political and economical factors can affect organizations, it as well affects the social environment hence affecting the organizations indirectly. This is sometimes due to social movements of the society at large. Be it psychologically (due to technological advancements) or physically and thus, organizations would have to reposition and maintain itself to survive. At times, these social movement ends up becoming an organization.Organizational continuance is a special form of ambition alteration, in which the primary movements of the organization is to maintain or to get an increase of membership, funds, and other necessities of organizational existence and losing its original goal. (Zeal and Ash, 1966, up. 327–341) Slight changes can lead to bigger ones, and original intent can be completely lost. For example, a social movement can b ecome a commercial establishment; a radical rock radio station becomes an almost respectable part of a large corporation. March, 1980)According to the researcher, these movements include how the mass population thinks. The reason is because whenever new information is provided and understood, it would be setting the stage for the failure or rise of organizations. An example would be the fall of Monika and rise of Apple. 2. 1. 3 Technological Factors The technological advancements in society have made it more difficult for organizations to adapt in today's volatile environment. Technology seems to evolve in response to the interplay of history, individuals, and market demand.Technological change is a function of variety and chance as well as structure and pattern (Dustman and Anderson, 1986, up. 439-?465) and in this globalizes environment this statement is further supported by Townsend and Demark et al. (1998, up. 17-?29) as new organizations will be unrestrained by geography, time, and organizational boundaries due to the advancement of technology. 3. Why is change resisted Bringing change to an organization is good if the organization would want keep up if the changing times. However, not every employee in the organization would want change.The researcher would be discussing a few of the major resistance which goes against the organization. 3. 1. 1 Political Resistance Organization employees may have political resistance because they think that they would lose something of importance when the change is accepted, like loss of power, ole, and position in the company, status, size of budget, even individual compensation. (Wilma and Killingly, 2013, up. 14-?21) This type of resistance is usually by employees who are in decision making positions. Individuals and groups can also convey or feel degrees of resistance.It must be kept in mind that resistance is self-motivated and it changes depending on the different types of situations. (Starr, 2011, up. 646–6 60) This means that this resistance is as well purely based on self interest and not on the interest of the organization. For example, the employees loud feel that they will not be seen with the same value as they were after the change, learn new software and systems 3. 1. 2 Uncertainties/ Blind Resistance Uncertainty represents the degree of argument that is often inherent to an organization accounting improvement and change. (Masque and Teller et al. 011) Employees usually resist change as they are venturing into uncharted charity and thus it would be disturbing the status quo of their environment.Uncertainties usually happens when individuals are not capable to give a logical reason to the events or to even guess future actions, even as uncertainty is connected to the childhood of assigning numerous guesses to the same event. (Modern, 2007) Uncertainties are closely linked with political resistance as these two are interlinked with one another. 3. 0. 3 Low tolerance for change It has been noted by researchers that every individual are constrained by their ability to adapt to change.Cotter and 2008, p. 130) had stated that the key barrier to organizational growth is managers' lack of ability to modify their attitudes and behavior as quickly as their organizations would need. This is even though the managers understand the need to change in the way they work but are moieties psychologically incapable to make the change. Kelley and up. 453-?465) suggests a generalization that echoes the same finding. The attitudes of high valued group members will have a larger opposition to change than with those of low valued group members.This simply states the fact that employees with more power and influence would have little to no tolerance for change whilst employees with less influence and power would have a greater tolerance for change. 4. Methods to Reduce Change Resistance Whenever change is resisted in an organization, the organization must devise ways to educe thi s resistance. As the researcher has discussed in section 3, there are many forms of resistance and to counter these resistances, there are a number of tools organizations use to reduce the resistances.The researcher would be discussing eight of the most effective ways to try and offset the resistance. . 0. 1 Education & Communication Whenever employees resist change, it is usually because they were not informed on the benefits the change can bring to the organization. However, it can be that the decision maker is positioned above the change agent. Now, the decision maker is costively willing to a planned change but refuses to give endorse the change as it may adversely affect the confidence or competence of the employees. This is when the subordinate must go on to communicate and educate the employees of the organization so as to get the endorsement from the superiors. Patti, 1974, up. 367–383) To â€Å"unfreeze† employees and to make them comfortable with change, Fern and Ex. et al. (2006, up. 168-?176) suggests employing effective written and verbal communication amongst fellow colleagues. The result would make it for the superior to consent the change as the employees would have an open mind to the change. . 0. 2 Participation and negotiation If by educating and communicating has little effect to reduce the resistance, the change champion can employ the participation and negotiation tactics.This is when Boomer and Rich et al (2005, up. 733-?753) found out that influence strategy of ‘encouraging appeals' (I. E. , exciting eagerness based on principles, morals etc. ) and ‘consultation' (I. E. , looking for participation and support) more often elicited commitment rather than compliance or resistance. In a participative work culture, because staff share identical identity and appreciate why new actions and changes re essential, they are more prepared to work as one and engage in new activities. (Chou and David et al. , 2006, up. 48â⠂¬â€œ263)Negotiation can be employed when employees are losing out because of change such as loss of power or to handle more work. By negotiating and coming to terms with offers, employees' resistance would be greatly reduced. 4. 0. 3 Small Scale of Change When there is a radical change, there is a major shake-up in how the organization works and many employees resist this change as they are not ready. To counter this resistant, the organization could slowly and gradually transform so as to not create a rustic disturbance in the status quo of the working environment.As stated by Choc and Rona, (2011, up. 46-?73) most organizational change models recognize the significance of the â€Å"unfreezing† step through such phase as building energy, warm- up or defrosting behaviors, or gaining buy-in to the change attempt. They usually do this by applying incremental changes and not to radicalized the way work is done in the organization 4. 0. 4 Explicit and Implicit Coercion When the previous three methods fails to reduce the resistance of some employees, the management would have no choice but to take a final stand and would have to Royce the employees.The need to coerce employees into doing something they would otherwise not do that is, to work as hard as they can all the time, even though such hard work is not obviously in their own interests. (Swell and Barker, 2006, up. 934–961) would be in the interest of the organization. This argument is further supported by Cotter and Schlesinger (2008, p. 130) as managers frequently deal with opposition coercively. At this Juncture, they basically compel employees by implicitly threatening them (with the loss of Jobs, promotion possibilities, and so forth).This loud be the final draw for every manager as the next option would be to release the employee. 5. Conclusion With the research done on why employees resist change and how to deal with this resistance, the researcher would like to conclude by suggesting to SMART to consistently upgrade and update about the organization to their employees has this will be seen as applying incremental change. The top management would have to as well think of ways to prevent future breakdowns of transport services and not be resistant to change and only focus on the future profits as this has drastic consent

The Devil in Disguise: Comparing and Contrasting the Devil Figure

The Devil in Disguise â€Å"Even before he reached me, I recognized the aroma baking up from the skin under the suit–the smell of burned matches. The smell of sulfur. The man in the black suit was the Devil. † (King) A common theme among depictions of The Devil is that of unusual physical attributes. The Devil is depicted in three different stories (Joyce Carol Oates’ ‘Where Are You Going, Where Have You Been? ’, Nathaniel Hawthorne’s ‘Young Goodman Brown’, and Steven King’s ‘The Man In The Black Suit’) in three different ways, yet each description bares remarkable similarities in some aspects to the next.Themes common to the devil are that of his physical appearance or how he presents himself, his apparent supernatural powers or attributes, and his victimology. In ‘The Man in the Black Suit’ the most striking thing, at first glance, about the man is that his eyes were â€Å"an orange that shifted and flickered. † (King). He is dressed in an all black suit, a solemn, dark, ominous color, and he was pale. He smelled like sulfur. Similarly, the Devil figure in ‘Young Goodman Brown’ appears to Goodman Brown as a traveler, â€Å"dressed in grave and decent attire. (Hawthorne) Note the connotation of the word grave (solemn). Adversely, in ‘Where Are You Going, Where Have You Been? ’ (Oates) the devil takes the shape of Arnold Friend, a typical, or so it seems, teenage boy. The supernatural attributes of the devil vary, for the most part, from story to story. In the ‘Man in the Black Suit’ he can kill by clapping his hands, and his very shadow causes â€Å"the grass beneath it to turn yellow and die. (King) The Devil in ’Young Goodman Brown’ has a magical staff, â€Å"which bore the likeness of a great black snake, so curiously wrought, that it might almost be seen to twist and wriggle itself like a living serpent. â₠¬  (Hawthorne) However there is one supernatural ability that holds universal for all three stories. In each the devil figure has a certain omniscient air. â€Å"And yet, though the elder person was as simply clad as the younger, and as simple in manner too, he had an indescribable air of one who knew the world, and would not have felt abashed at the governor's dinner-table, or in King William's court†¦ (Hawthorne) â€Å"’But I know what it is. I know your name and all about you, lots of things,† Arnold Friend said. He had not moved yet but stood still leaning back against the side of his jalopy. â€Å"I took a special interest in you, such a pretty girl, and found out all about you—like I know your parents and sister are gone somewheres and I know where and how long they’re going to be gone, and I know who you were with last night, and your best girl friend’s name is Betty. Right? † (Oates) This quote shows that he knows everything a bout Connie. In ‘The Man in the Black Suit’ The Devil knows all about Gary and his family. He knows how Gary’s brother died. He knows why he died. Another thing that is universal in these depictions is the Devil’s victimology. In each story, his victim is young, naive, and inexperienced. Gary is only nine years old. A nine-year-old is very gullible and easy to take advantage of. Young Goodman Brown is also naive at least in his belief that all men and women are what they appear to be.Connie is a young, inexperienced, teenage girl. The devil can appear in any shape or form. He has been personified throughout history in literary works such as in Joyce Carol Oates’ ‘Where Are You Going, Where Have You Been? ’, Nathaniel Hawthorne’s ‘Young Goodman Brown’, and Steven King’s ‘The Man In The Black Suit’. In each he has been portrayed differently, yet similarly in several key points: his appearance, his s upernatural abilities, and his victimology.

Indian Independence - 1255 Words

April 22, 2010 Indian Independence India, in the 18th century was ruled by the British for two centuries. The Indians wanted freedom from the British. British looted and caused fights in India and treated them with no respect. The Indian Independence was caused by British Imperialism. The British wanted to take over India, but India wanted freedom as well since it’s their country not the British. Although politics and nationalism were important causes of the Indian Independence Movement, the most important cause was Imperialism because of the British East India Company, economy, and religion. The British East India Company was a cause of imperialism. The British looted Indians and treated them with less value, while†¦show more content†¦Ã¢â‚¬Å"Foreign trade, were carried by pack trains (yaks, mules, and horses) across the windswept plateau and over difficult mountain passes.† This meant that like India they also had trouble of their goods being transported. In the third paragraph mentioned boat transporting was cut down of three weeks and with that caused a lot of problem and Tibet had worse transportation wonder how that would be handled. After analyzing these facts of imperialism it demonstrates how imperialism was the most important cause of the Indian Independence movement. Bibliography Einfeld, Jann. The History of Nations India. Farmington Hills, MI: Greenhaven Press, 2002. Print. Gandhi. Dir. Richard Attenborough. Perf. Ben Kingsley. 1982. DVD. How Imperialist Divide and Rule Tore India Apart | Socialist Alternative. Creative Commons Attribution-Share Alike 2.5 Australia License. Web. 14 Mar. 2010. . McGrath, Jane. Why did Gandhi march 240 miles for salt? 20 April 2009. HowStuffWorks.com. 20 April 2010. McLeod, John. The History of India. Westport, CT: 2002. Print. Read, Anthony. The Proudest Day: India’s Long Road to Independence. NY, NY: 1998. Print. Sahib, Moulavy Syad Kutb Shah. â€Å"Letter Opposing the English.†In Depth Resources: Imperialism and Race for Empire. Evanston. Illinois: McDougal Littell, 2003. Print. The British Presence in India in the 18th Century.Show MoreRelatedThe Indian Independence Movement Of India1129 Words   |  5 Pagespaper I am going to be focusing in on the later half on the Indian independence movement (1918-1947) leading up till the riots that caused the partition of India. This means that I will be analyzing the complete territory of India that was present during that time period. There are several reasons I am focusing in on this time period. First I will be researching about the independence movement which eventually led to the Indian Independence Act of 1947 and then see how that leads to the partition ofRead MoreThe Supreme Leader Of Indian Independence1274 Words   |  6 PagesHow does the supreme leader of Indian independence view the new innovations coming into India? 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The Cold War - 825 Words

Essay 2 Prompt # 2: The Risk of Incomplete Information Despite its name, the Cold War did not actually involve military fighting between the United States and the Soviet Union. However, the Cold War is still an excellent example as to why war can be a result of bargaining failures and explains reasons as to why war occurs. A single person’s rationality can tip the scale between war and peace. The Cold War was essentially a deadlock between the two super powers of that time, the United States and the Soviet Union. Both states expressed desire to maintain and widen their respective spheres of influence around the world. Both states also wanted to prove that their political system is superior; whereas the United States was pro-democracy, the Soviet Union was pro-communism. Although the Cold War was a result of many factor, war can definitely occur due to information problems between two states. 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What Everyone Else Does When It Comes to Talk about Yourself Essay and What You Need to Be Doing Different

What Everyone Else Does When It Comes to Talk about Yourself Essay and What You Need to Be Doing Different Stillness isn't silence. Sometimes silence may be terrific hook. Sometimes, it is very effective. A hook may also be nonverbal. The organizers may wish to know a small bit about who you are and what your huge message will be. Begin with a hook that will receive the audience's interest. Squeezing a huge message into a quick quantity of time requires you to be concise. CMS-generated markup may be costly to modify. Still, occasionally it's useful to have the ability to earn a visual change using only CSS. The class needs to be assigned based on the superior scale below. Some folks take notes since they read, particularly when they find a page which is especially engaging and just compose the booktalk after they've read the book. You won't be in a position to compose a strong assignment if you don't have any idea why you're writing it. Comparing the stories we can observe there is tremendous difference in the manner confession is portrayed. In all 3 stories it's the women protagonists that are active, who confess or initiate the set of confessions. Talk about Yourself Essay and Talk about Yourself Essay - The Perfect Combination There's also a possibility you might draw in the interest of an event organizer who invites you to provide a talk. You simply have 18 minutes to provide the speech of your life. Make certain you have a minumum of one booktalk that you are able to give in 1-2 minutes or can adjust in length at the close of the session if necessary. Generally speaking, booktalks ought to be no longer than 3-5 minutes, and it's a great idea to vary the duration of booktalks throughout the session. For nearly all applications, writing an essay will demonstrate the decision makers why you require this money and the way you are going to use it to better your own life together with the lives of others. If some words are associated w ith others or are parallel, place these on the identical level out from the middle. An essential ingredient is being open to new ideas and concepts, together with the ability to transcend well-entrenched views of earth. In addition, the author's language is examined to establish its potency in making an appropriate atmosphere and having a strong effect on readers. Probably the best method to select a book for a book talk is to find one which you love. In addition, the airport isn't far away. To begin a concept map, set the major idea at the very top left of your page. Set your primary idea in the middle of your page. Possessing different perspectives creates an extensive picture. 1 thing to bear in mind is that for your private essay to actually stand out, you will need to write about an experience that not everybody goes through. The personal touch will give them with the confidence to know they can read the book and that it is a good option. As someone who is already just a couple of years away from turning into a middle-aged individual, it is necessary to make sure that I can have the capability to prevent myself from developing diseases. Lesson Plan The lesson plan part of your application is difficult if don't have any teaching experience. A degree in Civil Engineering enables me to reach my targets and also gives me a chance to generate a difference locally. Some students need additional attention. Despite this teachers must be careful, they need to locate a balance in which all students will feel nice and satisfied. Essentially, you would start your essay introducing the book. Af ter all, if you truly wish to stick out amongst a sea of essays, you don't wish to be writing on the exact same topics. If you would like to steer clear of difficult argumentative essay topics, you can discover some amazing ideas on this blog. You might locate a lot of tips online on how best to compose a self-introduction essay, but here are a few tips that you might discover useful. You may also think about an ending that mirrors the start of your essay. It is advised to make your essay more positive even in the event you prefer to recall a tricky time of your life. It could be intimidating to choose what things to say, but you can concentrate your essay by writing for a specific audience. Be certain to confirm the course out so that you can write the most effective personal essay possible. Keep in mind, you don't have to complete the book if it isn't intriguing. If you need assistance writing an essay on a book, you have arrived at the proper place. Read the entire book, even in the event that you compose the booktalk halfway through. To begin with, read the book, the entire book, even in case you compose the booktalk halfway through.

TJ Maxx Business Strategy and Analysis - Get Free Sample Solution

Question: Describe about strategic planning and framework of TJ Maxx? Answer: Executive Summary: Overview of target Organization: TJ Maxx is an American department store chain which is located with more than 1000 stores. This is one of the biggest retailers in the United States. The store offers wide array of products from men and womens apparel, accessories, toys and home products as well. The biggest advantage of this company is that it sells designer brands at very affordable prices. Analysis of Strategy formulation analytical Framework: A strategy formulation method emerges as a cause to accomplish the goals set for the organization. TJ Maxx is a growing retail store in USA. To understand a businesss overall strategy it is very important to analyze the core competencies of the firm. TJ Maxx has a good network of supply chain management and wide distributive channel of network. Therefore they can minimize their inventory as well. Also they run with a competitive cost advantage over other retail businesses in USA (Mazzarol, 2009). Findings from Stage I: Input Stage: The Input stage depicts and analyzes the internal assessment of the firm. This basically throws light into the present market scenario where the internal and external strengths and weaknesses are matched with the overall performance using IFE matrix and CPM matrix. It can be depicted that the brand had a strong reputation over other brands with a share of about 40%. There were wide range of products and various successful integration were been implemented. Using IFE matrix it can be founded out that TJ Maxx had increasing level of cash flow. The stores were located in close vicinity of geographic location. The company had a large number of suppliers as well. Introduction to Strategic Planning: Strategic planning is a method that is used to ensure that employees and other stakeholders are efficiently working with some common objectives to achieve organizational goals and come out with intended results that can help the organization to adjust in the changing environment. An effective strategic plan control all the actions that are going on and checks if any progressive results are to be implemented or not (Jeffs, 2008). The process of strategic planning and management starts with assessment of current internal and external factors affecting organization. Then a strategic plan is developed with organizational strategies as well and then the plan is finally implemented into action and operational planning as well. SWOT Analysis of TJ Maxx: Strengths: The most important focus of the company that it holds a dominant position in the market. The company is very stable in terms of maximizing its revenue in the market. TJ Max offers a wide range of products to its customers thus bringing more profit. The company has a structured and professional hierarchy maintained with a strong management team as well. This is a retail chain with more than 1000 stores in 5 countries. The stores also have strong presence over customer minds as well. Weaknesses: A slight change in the economy of US would bring a huge loss in terms of revenue because TJX mainly concentrates in the US market. There are a few department stores that have very few categories of clothes particularly. Opportunities: TJX has vast opportunities to emerge with developing countries like China and India. These countries can provide a wide array of growth prospects for the company. TJX can also go for the option of online delivery of products as that would create a differentiation in minds of consumers. Threats: There are businesses that offer similar products at a cheaper rate. This may prove as a threat to the company. (Witteveen and Irschik, 2008) BCG Matrix for TJ Maxx: The Boston Consultancy group has four main components: Stars, Question mark, Dogs and Cash cow. In US the retail sales for clothing and accessories showed an increase of 5.9% in the first month of 2013. The growth rate of retail industry globally was 2.8%. TJX was the global leader with a market share of 1.8%. In recent years Gap Inc who was considered to be a sleeping dog was slightly increasing towards cash cow. However the closest competition to Gap was TJX and they continued to have a market share of 12%. Conclusion: From the above discussion it can be concluded that with growing Competitive edge in the retail sector, TJ Maxx has been able to distinguish itself from others in terms of global brand name, availability of its products in different stores and most strong point is that the company was based with economy pricing that helped customers to buy the products at an affordable price range. References David, F. (2005).Strategic management. Upper Saddle River, N.J.: Pearson Prentice Hall. Jeffs, C. (2008).Strategic management. Los Angeles: SAGE. Mazzarol, T. (2009). Strategic planning in growth oriented small firms.Strategic Direction, 25(11). Witteveen, W. and Irschik, H. (2008). An effective strategy for the multibody simulation of jointed FE models in the framework of the floating frame of reference formulation.PAMM, 8(1), pp.10157-10160.

Motivation at Work Place Essay Example

Motivation at Work Place Essay Motivation, in a plain language, is what makes people do things, to provide with a motive to impel one to action. This paper discusses how to motivate employees at workplace to perform well. There are many reasons and methods to successfully motivate employees. Firstly and obviously, motivated employees are much more productive than employees who are not. Therefore Managers need to know about the factors that create motivation in order to be able to induce employees to work harder, more efficiently and with greater enthusiasm by knowing their employees’ needs. The objective of this paper is to explore three theories of motivation, Instrumental (focusing on Scientific Management), Content (covering theories by Maslow, Herzberg and McClelland) and Process (Covering equity, expectancy and goal setting theories). It will also identify the advantages and their shortcomings. Secondly this paper will look at NMB bank case to identify motivators and demotivators in a workplace. Finally provide practical recommendation that will effectively address the demotivators in the workplace. 2. Theory of Motivation Motivation studies have aimed to discover what triggers and sustain human behaviour at work. Motivation can be described as goal directed behaviour i. e. the will to work and achieve certain goals e. g. earn more money or achieve promotion. It can also be referred as external or internal factors/forces that influence an individual positively (Gibson et el, 2000). We will write a custom essay sample on Motivation at Work Place specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Motivation at Work Place specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Motivation at Work Place specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Motivation Theories try to describe why people at work behave the way they do. The theories describe what organizations can do to encourage employees apply their efforts and abilities to achieve organizations’ goals. Motivation theories are also concerned with job satisfaction and factor that create satisfaction and its impact on their behaviour (Gibson et el, 2000). There are a number of different motivation theories and these theories do not all reach the same conclusion. Motivation theories can be classified into three categories, Content Theory, Process Theory and Instrumental Theory (Armstrong, 2008). 2. Instrumental Theory of Motivation Instrumental Theory assumes that a person will be motivated to work if rewards and punishment are tied directly to performance (Armstrong, 2008) i. e. people are rewarded for behaving as expected. This theory originated from scientific management theory, and according to this theory, it is impossible to get people to work much harder than others unless assured on rewards. However, according to Armstrong (2008), Instrumental Theory failed to appreciate the fact that the formal control system can be affected by informal relationships between employees or between management and employees. . 2Content Theory of Motivation Content Theory falls in the second category, it emphasizes that it is needs that motivate people. There are a number of theories on providing the need for motivation. However, this paper will look on three most influential theories that advocate needs as motivators. These are Abraham Maslow’s Hierarchy of Needs theory, Herzberg’s two-factor theory and McClelland’s acquired needs theory. Maslow’s Hierarchy of needs proposes that people are motivated by five levels of needs, first Physiological needs, these are the most basic human physical needs like food, shelter, clothing etc. Secondly Safety and Security needs, these are concerned with physical safety and emotional security. Third is Belonging and Social needs, the need for friendship, affiliation, interaction and love. Most people are motivated by the social contacts they make at work. There is a need to belong to a certain group and this need is a motivator in a way. Fourth is esteem and recognition needs, the need for respect and recognition from others. And finally Self-actualization needs which is the highest level of needs in Abraham Maslow Hierarchy of Needs theory. It is the need for self-fulfillment and using abilities, skills and potential to the fullest. In proposing this hierarchy of needs, ranging from basic to highest level, Maslow suggested that a person attempts to satisfy the more basic needs before directing behaviour towards satisfying upper level need. For example, once basic needs (physiological safety) are taken care of, people look for love, affection and affiliation and after they meet their social needs, people focus on matters such as self-respect, status, recognition etc. However, needs are never completely satisfied. Maslow’s theory has been criticized for its apparent rigidity since not all needs are equally important to different individuals, different people have different needs and priorities, each person has different intensities of each need and these intensities change in different situations. Furthermore, the theory is neither that accurate nor thorough enough to explain individual levels of behaviour. The second Content Theory is Herzberg’s two-factor Theory. Herzberg identifies a number of fundamental needs with his two factor theory. Herzberg advocates that work satisfaction and dissatisfaction arise from two different factors. Work satisfaction came from motivating factors and work dissatisfaction come from hygiene factors (Gibson et el, 2000). Motivating factors are concerned with what will make employees satisfied while Hygiene factors addresses why are employees dissatisfied. According to Herzberg, motivators include achievement, recognition and advancement and hygiene factors refer to policies procedures, working conditions, job security and salary (Armstrong, 2008). Motivators lead to positive satisfaction and hygiene factors only prevents dissatisfaction and they do not in themselves lead to employees’ satisfaction. However, the theory relies on the findings from the study done on accountants and engineers and this has brought up questions about its validity and accuracy to other fields and occupations. Another content motivation theory is McClelland’s acquired needs theory, which states that three needs i. e. achievement, affiliation and power are major motives determining people’s bahaviour in the workplace (Armstrong, 2008). McClelland believes that people are not born with needs but they acquire them from culture and life experience and the need to achieve is a primary motivating factor. Graham Bennett (1998) look at McClelland’s needs theory, and according to them Achievement-oriented people are said to prefer tasks which they had sole responsibility, avoid risks and monitor continuously the effect of their actions. Power-oriented were motivated by the prospect of controlling subordinates, while Affiliators wanted pleasant relationships with colleagues. 2. 3Process Theory of Motivation The final category of motivation theory is the Process motivation theory. This theory is more concerned with the thought of how people decide to act, i. e. how employees choose certain behaviour to meet their needs (Gibson et el, 2000). It attempts to explain and describe some of the factors that are typically outside of the individual. Whereas Content theory simply try to understand employees needs, process theory goes further and try to understand why employees have different needs, what behaviours satisfy them (Armstrong, 2008). The three most influential Process motivation theories include, Expectancy Theory, Goal Achievement Theory and Equity Theory. Goal theory, which was developed by Latham and Locke, states that motivation and performance are higher when individuals set specific and difficult goals and there is feedback on performance (Armstrong, 2008). The attributes highlighted are goal specifity, goal difficulty and goal intensity. According to Gibson et el (2000), Goal setting techniques has offered viable motivation techniques to many managers. However, in order to motivate employees, it is strongly recommended that setting of goals should be both specific and challenging and this leads to increase in performance. Generally, the more difficult the goal the higher the level of performance is expected. The Equity theory of motivation asserts on employees own assessment of whether he/she is being treated fairly, in comparison to his/her colleagues, as a major factor influencing motivation. Employees are motivated to see fair treatments, no matter how fair managers think the organization’s policies, procedures and reward systems are, each employee’s perception of those factors is what counts (Armstrong, 2008). Employees’ participation in important decisions that affect their welfare helps to promote perception of fair treatments. Expectancy Theory suggests that employees are motivated by two things. Firstly, how much they want something and secondly, how likely they think they are to get it (Armstrong, 2008). In other word, when people have choices they will make the choice that assures them best outcome or best rewards. According to Expectancy theory, your motivation depends on the relationship between your efforts, performance and desirability of the outcomes i. e. recognition for your performance. 3. Motivators and Demotivators in the workplace Taking NMB Bank as point of reference, this section will look into motivators and demotivators in the workplace. NMB Bank is the biggest Bank in Tanzania with more than 130 branches all over the country. 3. 1Motivators: It is NMB’s policy to recruit internally first, this helps to ensure employees career growth within the Bank. Employees take pride, as they feel Management recognizes their contributions and hence give them first priority when filling any vacancies within the Bank. This policy also provides opportunities for more responsibilities, that is when a more challenging job is advertised within the Bank, all employees qualifying for the post have equal opportunity to grow and achieve their career goals. It is also the Bank’s policy to give bonus at the end of every year depending on the performance of the Bank for that year. This promotes recognition for employees’ performance hence they feel valued and seen as part of the winning team. Another motivator to employees of the Bank is training opportunities for employees. Every new and fresh graduate who joins the Bank must go to a two week induction course. This training has two parts, theory and practical on how to do the job. This increases the interest of the job to the new employee. And the Bank does have in-house training programs for other employees. Job enlargement, challenging and complex tasks motivate NMB employees. Due to the size of the Bank, it increases the number of tasks in a job and therefore the work is challenging and complex. Employees deal with big volumes of workload they encounter different and complex challenges. For example, with large number of customers’ transaction bank reconciliation becomes complex. And even more for employees in the Zone offices who have to oversee the more than 10 branches within the zone and similarly to the Head Office employees. Working under such environment give employees a good chance of learning new things almost every day and this motivates employees for good performance. 3. 2Demotivators: Like any other workplace, there are factors that create dissatisfaction (demotivators) at NMB. As it has been prior illustrated, absence or inadequate of demotivators or hygiene factors promote dissatisfaction to employees. These factors include working conditions, relationship with subordinates/supervisors, policies and procedures and pay. It is the policy of the Bank that the entire Bank’s operations are centralized. Therefore employees especially in the branches have very little room to make decisions and command. With so many customers and most approvals are required to come from Head Office, employees’ job become dull. This causes dissatisfaction to branch employee as their participation on important and challenging tasks is taken away from them. For example, Head Office may change or give different instructions to Branch management on certain procedures. Sometimes such instructions may not be very practical and consequently may be the cause of long queues in the Branches. This may lead to customer complaining and in return employees are also dissatisfied with their jobs as they could be involved in decisions regarding their work. For instance, when the server is down they have to wait for assistance from Head Office of which takes more time. Working environment (not internal working conditions) of employees working in the rural areas may not be satisfactory. This refers to the external environment of these branches, since many of the Bank’s branches are located in rural areas. NMB Bank has a branch in every district in Tanzania, although this is good for business and customer base, in terms of life styles for employees working in those branches the external environments may not satisfy their personal and private lives. And this in turn may influence their performance in the workplace. As a sign of being demotivated, absenteeism and labour turnover in some of these branches is high as most of these employees are trying to look for better environment for their personal and private needs. Moreover, since rural areas are areas that are technologically challenged areas, employees do not have access of internet for communicating, information, learning or researching and thus they cannot be in touch with the rest of the world. While it is very expensive for the Bank to provide internet to rural branch employees, employees feel that they are neglected and this leads to dissatisfaction and demotivation. Salary is another demotivating factor in NMB, employees are not paid well compared to the market rate. Additionally there is no proper salary scale that has uniform across the Bank. More so, there is no real essence in the fringe benefits provided to the Bank to its employee. For example, interest rate for employees’ loans is 9% compared to 6% of other banks. Relationship with subordinates is another factor that may create dissatisfaction if not well managed. Some of the Branch Managers and line Managers do not interact with their employees in acceptable manner, i. e. with respect, transparency and trust. For example, some managers will not inform or allow their employees to apply for any job advertised within the bank for fear of losing them, but this leads to losing these employees to other employers. According to Graham Bennett (1998), instead of controlling, Managers and supervisors need to motivate and inspire employees. 4. Practical Recommendations There are two types of motivation, extrinsic motivation and intrinsic motivation. Extrinsic Motivation comes from outside the performer, for example pay/money (high salary), performance pay system, promotions, pleasant working conditions and trophies. Extrinsic is normally a short term motivating approach. Intrinsic is self motivation, comes from within the performer and it is more effective and long term approach because a person has a real interest in doing what is doing. Intrinsic motivations refer to achievement, responsibility and competence. There different factors that promote motivation, for example challenge, curiosity, competition and recognition are factors that promote intrinsic motivation. To effectively address the demotivators in the Bank, the Management may focus on both intrinsic and extrinsic factors. Some research conclude that interesting work, appreciation, pay/salary, good working conditions, company policies, supervision and job security are important factors helping to motivate employees. People like to take pride in their work, belong to a winning team and be part of their organization they believe in. Therefore to address Supervision, Managers should be responsible to create an environment in which people can motivate themselves. This can be done without relying on merit increases, incentives and bonus but through non-monetary motivation for example open communication, recognition and career developments plans. Moreover, Managers should assist in making difference in motivation levels of their employees by leading by example. According to Gibson et el. 2000), if employers wish to have motivated, passionate and energetic staff, leaders/managers should demonstrate the attitudes, values and mindset that they wish staff to develop and demonstrate. Secondly managers should create job satisfaction and provide employees with more challenging work and should encourage creativity by providing recognition and rewarding creativity. The rewards need not to be costly to have an impact, for example a simple ‘thank you’ has much bigger impact to employee. Employees will be more motivated to work hard if they know Employer/manager recognize and appreciate their contributions. Thirdly, the Bank should promote employee participation. This refers to the process whereby employees are involved in the decision making processes rather than simply acting to orders. Manager should act as his employees advocate. For example when communicating with other departments or head office, manager should act as an advocate for the employees and be visible champion for them. That is if there are instruction from head office or other department that is not as practical as it seems, the manager should be able to stand up for his department and provide/offer a true scenario from practical point of view, rather than accepting everything. This will increase employees’ commitment and eventually motivation. In addition managers should provide the resources and support required for employees to do and complete their jobs to the required level and restrictions that are preventing employees from doing their job well should be removed. Employee participation is part of empowerment in the workplace. Fourthly, to implement work/life balance initiatives, this helps employees cope with their responsibilities at work and those outside of work. It is now accepted that external pre-occupations can cause stress, absenteeism, resignations and reduced motivation (Armstrong, 2008). Other ways to reduce demotivators at workplace include, promote and provide two-way feedback, redesign jobs, learn through exit interviews and trust and respect to employees. An environment where it is safe to take risks and staff are trusted to try new things can be inspiring and motivating to employees. For example employees should try out new ideas and improve the way they do their job without fear. Therefore the Bank has ensured that every employee has clear job description, thus operating tasks and duties are clear and organization structure is clear. . Conclusion Motivation Theories are study of human behaviour and can be used as guidelines for Managers and Employers to create motivated teams within their organizations to achieve their desired goals. Understanding motivation begins with understanding the employees. That, it is not necessarily employees are to be blamed (for being lazy or unskilled or unwilling to perform the task at hand) if their performance is not what the em ployer/manager expected. The wise manager tries to understand why the employees are not performing to his expectations. While it may be that the employees do not have the requisite skills, however there may be other factors involved which are more complicated and need to be addressed by the management. In conclusion, it can be established that, there are a wide variety of human needs operating at work place, and to motivate employees management must do analysis to identify which particular needs are most important to employees and develop a reward system that would address it. This paper has discussed the theories of motivation, their advantages and disadvantages. It has also look at NMB Bank as example case in identifying motivators and demotivators in the workplace. The paper, also gave practical recommendation on how to effectively address and get rid of the identified demotivators at NMB Bank. 6. References: i. Armstrong, M. (2008) A Handbook of Human Resources Management Practice, 10th Ed. , Kogan Page Ltd, Philadelphia. ii. Gibson J. L. , Invancevich J. M. , Donnelly J. H. (2000) Organizations: Behaviour, Structure Processes, The McGraw-Hill Companies, Columbus. iii. Graham H. T. Bennett R. (1998) Frameworks: Human Resources Management, Pearson Education Ltd