Individual Report Essay Example | Topics and Well Written Essays - 2500 words

Individual Report - Essay Example As each level is attained, the entity that must provide motivation must look to the next level of needs in order to adequately find resources in which to promote achievement. Without a basic understanding of human needs, no other type of comprehensive framework will have any value. However, how those needs are satisfied is often subject to the way in which different cultures have created learned fulfillment. Where one culture may find that one level is easily satisfied, another may find that level difficult to attain. To be more specific, the people of one culture may find that monetary reward is enough to fulfill the needs expected through a work experience, where another may find that self-fulfilment is necessary to create motivation. While individual needs will always have the primary determining factor in creating motivation, those personal associations are framed by cultural learning that has defined the meanings behind satisfaction and how one is motivated to reach satisfaction . Terms of Reference This paper has been created in order to provide a framework for creating motivation within a multi-national team that has more than one culture to take into consideration when building a structure for incentives intended to build motivation within the organization (Halverson and Tirmizi 2008, p. 134). As a cultural consultant who understands the variety of nuances that go into the many cultures that inhabit this planet, it is my responsibility to make sure that the teams that are built within this organisation are motivated towards the goals of the company through focus on individual cultures that are then combined into a world culture that can be affected by the incentives that have been designed. Your organisation is involved with a great number of projects that are being worked on by teams with a variety of cultures coming together in order to get the job done. Because these projects take close knit focus that must come from individuals who have been socializ ed in very different ways, it is important for the company to best understand how to support the variety of needs that go into creating motivating factors. Without proper motivation, creativity and innovation on the projects that you have set forth for your teams will lag and the product will not reflect the level of quality that you have come to expect from your teams (Frey and Osterloh 2008, p. 21). Therefore, it is the job of a human resource consultant to help further the understanding of your organisation on how best to provide incentives in a multi-cultural team. The information that will be found within this report is based upon your need to find ways to motivate your teams. Through an understanding of how to create motivation across cultures, the organisation will find a more cohesive framework in which to create better team motivation towards the achievement of goals (Sorrentino and Yamaguchi 2008, p. 1). This paper will provide a better understanding of how motivation is c reated across cultures by defining what makes all human being similar, but then framing the question in regard to how different cultures interpret the satisfaction of those needs. Overview of the situation Introduction Currently, the company is seeing that motivation is not reaching all members of teams at an equitable level, therefore it is necessary to create this framework of understanding to better

Select ONE theme presented on the module. Explain why you think this Essay

Select ONE theme presented on the module. Explain why you think this theme is important in organisational life using examples fr - Essay Example Therefore, experts argue that although work has various beneficial attributes, it may have negative influences on the workforce and overall productivity of the organization. Both the adverse and negative impacts of work are closely associated with the private life of workers. While work life may influence private life, the contrary is true, as well. Private life experiences can also affect work in either adverse or positive manner. The discussion will investigate the benefits of balancing between private and work life in the profitability of the organization and workers’ satisfaction and comfort. Discussion It is most rational to consider that various employees strive towards attaining happiness, better health and productive private and work lives. To increases, the probability of attaining satisfaction, privates and work live must be stabilized, (Lewis, Brannen and Nilsen, 2009, p. 48). Work and private life balance is a subset of private life and work life equilibrium and su ggests that employees are satisfied in both aspects of life. Private and work life interface is mainly explained as a circle of social tasks, which are linked to these crucial life aspects. It is rather obvious that attaining equilibrium amid these diverse life aspects reflects a progressive and complex effort. The outcome of these efforts is a vibrant stability that entails managing challenges, stress or constraints within the work and private life context, (Schulz, 2010, p. 50). A different perspective of looking at the situation is to consider the stability between the two aspects as a result of managing private life-work challenges. Work-life stability implies sustaining effective and healthy workstation that allows workforce to strike a balance between employments responsibilities and private tasks, and thus reinforce worker allegiance and productivity, (Lomas, 2005, p. 63). Sociological studies reveal that two in eight workers experience increased levels of struggle between pr ivate and work life oriented on private life-to-work interruption and parental constraint. If task burden is added, then more than 62% of workers interviewed suffer private life and work struggles. Of all the employment aspects that affect family-work challenge, the number of hours spend in the office is the extensive and most persistent aspect, (Drobnic? and Guille?n, 2011, p 45). The increased levels of work to life challenges reported by administrators and executives often are a production of their prolonged stay in the offices. Additional factors include security of job, managers or supervisors’ support, ambiguity or complexity of work role, work dissatisfaction and enormous utilization of communication techniques, which shapes the precincts between private life and work. In the modern world, today, employees have various conflicting roles like work, kids, household chores volunteering activities, aged and kin parent attention and mounts stress on people, societies and fa milies where people live. Similarly, these private life obligations and commitments mount stress on the overall commitment to work responsibilities and production of an organization, (Grossman and Chester, 1990, p. 82). In other words, work-family challenge is an adverse limitation that affects employees, their supervisors or managers,