Free Essays on Organizational Behavior

This is a student paper for a case analysis in organizational behavior What Motivates Best Can Programs Involving Rewards Such as Travel, Merchandise, and Cash be Implemented to Motivate Employees in the Non-Sales Force Arena? After learning about the different pros and cons associated with three popular approaches to incentives, I believe, if carefully implemented, these approaches can be used to motivate non-sales force personnel. Determining results of sales people is usually easier to monitor in terms of sales dollars, sales volume, repeat purchases, etc., than that of non-sales personnel. Furthermore, salesperson’s contributions can be directly linked to the product’s bottom line. Therefore, providing a ‘rewards for results’ incentive program for sales personnel doesn’t appear to be difficult because of the ease of monitoring results. However, if managers are only going to focus on providing incentives for their sales people, they may be alienating other employers whose performance, although tough to measure, may have a large impact on the company’s bottom line. For instance, customer service representatives may not be very motivated to come to work and make su re they return all calls the same day with superior service without an incentive. Project teams may be working on a new product design, however, if there is no incentive for having the project completed by a certain date at a minimal cost then there is a good chance that they will not be as motivated as the salesperson who can earn a free trip if he/she meets a certain sales quota. Furthermore, how motivated will purchasing or manufacturing be to look for ways to save money on materials and production if there is not going to be an incentive attached to it? Personally, I believe that if you offer incentives to motivate all of your personnel, you have a greater chance of improving performance in all areas of the organization and a lesser chance of creating a... Free Essays on Organizational Behavior Free Essays on Organizational Behavior This is a student paper for a case analysis in organizational behavior What Motivates Best Can Programs Involving Rewards Such as Travel, Merchandise, and Cash be Implemented to Motivate Employees in the Non-Sales Force Arena? After learning about the different pros and cons associated with three popular approaches to incentives, I believe, if carefully implemented, these approaches can be used to motivate non-sales force personnel. Determining results of sales people is usually easier to monitor in terms of sales dollars, sales volume, repeat purchases, etc., than that of non-sales personnel. Furthermore, salesperson’s contributions can be directly linked to the product’s bottom line. Therefore, providing a ‘rewards for results’ incentive program for sales personnel doesn’t appear to be difficult because of the ease of monitoring results. However, if managers are only going to focus on providing incentives for their sales people, they may be alienating other employers whose performance, although tough to measure, may have a large impact on the company’s bottom line. For instance, customer service representatives may not be very motivated to come to work and make su re they return all calls the same day with superior service without an incentive. Project teams may be working on a new product design, however, if there is no incentive for having the project completed by a certain date at a minimal cost then there is a good chance that they will not be as motivated as the salesperson who can earn a free trip if he/she meets a certain sales quota. Furthermore, how motivated will purchasing or manufacturing be to look for ways to save money on materials and production if there is not going to be an incentive attached to it? Personally, I believe that if you offer incentives to motivate all of your personnel, you have a greater chance of improving performance in all areas of the organization and a lesser chance of creating a... Free Essays on Organizational Behavior Ethical Behavior in Organizations Individuals working towards a common goal for personal, as well as, combined benefits form institutions popularly called  ¡Ã‚ §organizations ¡Ã‚ ¨ or  ¡Ã‚ §associations ¡Ã‚ ¨. These firms or companies formulating and providing a challenging and a learning working environment, also consist of moral, social, and professional values, rules and regulations that all the employees at all levels have to abide by. This is essential for an efficient organization to remain profitable on a long-term basis. For the same matter, an individual working for an organization must have the ethical and social values similar to that of the organizations in order to generate the desired result. If their values are incompatible, neither the organization nor the individuals working for it can benefit, paving way for the ethical issues to emerge and providing leeway for affected productivity to dominate the working set-up (Drucker: 65). The aforementioned considerations give birth to the concept of a need for ethical values to be incorporated in the value system of an organization and to be inculcated in the personnel for the betterment of the society as a whole. Hence, the above discussion leads us to the following definitions essential to proceed our analysis based on the extensive research. However, due to the vast scope of the topic as well as for the reader ¡Ã‚ ¦s better and convenient comprehension, section introduces a new concept and discusses a related topic in detail. All parts of the paper are further divided into sub-sections, highlighting important aspects related to the main topic. The paper begins with some of the significant definitions relevant to the gist of the topic. Part I: Ethics and organizations In order to study the cause and effect of an ethical value system of a workplace, let us first look into the lexical meanings of the terms ethics and organization and the relation between them. The dictionary def...