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Cedar net firm has grown over time and now offers around 120 workers. It deals with a lot of buyer complaints in its line of business besides making the managers to put almost all their efforts and try and solve their problems and continue boosting revenue for the corporation. This cannot be achieved in the event all the staff are not encouraged to give their utmost in their workplace so that the firm produces quality products to fulfill the changing needs from the customers in a competitive market.

People need to be determined in all that they can do so that they may be capable of give their best in all their particular field of specialization. Almost everything that a person does requirements motivation. Every managers must learn and ensure that they identify all the requirements of their staff and also their drives so they really are capable of direct their behavior inside their workplace in order to give the greatest and lead to the success of the firm. Most workers possess both external and internal needs that surround the employees and impact them in their working environment. (Maund, 2001)

Most workers believe that their organisations are only thinking about making profits out of the work that they can do to them and they are not really interested by any means to attend for the needs of their workers that affect them in and out of doors the work place. Cedar Net as a business should make sure that the wellbeing of their workers is taken as a priority because it has fully affected the output of the workers. Workers will usually appreciate if someone listens to all of them even if he could be not able to give a lasting solution. (Hatch, 1993)

Personnel in any organization will be extremely motivated if perhaps all those who have work with all of them in the same position will be treated the same way. If Planks Net is not going to come up with a very good organizational framework that will encourage all employees, workers will feel that their particular future is within jeopardy because the company is lacking in a clear framework. Workers are usually concerned being used only their needs are fulfilled but also when they are cared for equally as workers with fairness to all.

The managers ought to ensure that they are fair to any or all the workers socially, economically and psychologically and for that reason requiring the managers being very careful and serve most equally and fairly. L. Stacy Adam’s equity theory states that workers evaluate equity by simply comparing what they receive after working with the efforts that they can put and in addition comparing the actual get using what other personnel get. Hence Cedar Net Company will need to display total equity that will build rely upon all workers and get them to motivated to work hard. (Ross & Urmson1984)

Maslow’s Pecking order of Demands

According to Maslow, inspiration of employees can be in its peak in case the immediate demands of the workers are met. The demands of the staff are not equal and has to be motivated in any way levels so that workers can easily concentrate on their work and increase functionality. Lower requires include things like food, water, sleep e. big t. c. Higher needs are love, sociable involvement at the office, esteem and status. The business should ensure that the demands of all staff are fulfilled at specific levels of personnel so that the workers will feel the management is concerned with their problems. (John and Keith, 1997)

Aldefer’s E-R-G Model

The idea tries to tackle and get over all the issues that Maslow’s theory looks. It observes the existence needs with the workers, associations of employees in the workplace and growth demands that revolve around the need for the workers to be famous in their place of work need to be addressed. This points out the reason why the employees in Planks Net believe that the managing is certainly not concerned by any means since the 3 E-R-G requires according to Aldefer’s theory are not getting addressed by the managers. (John and Keith, 1997)

Rewarding to encourage workers

The management needs to introduce functionality reward system to help motivate the workers so that those who work hard will be determined to even work harder since they are rewarded every time they go an extra mile to give even more quality and quantity to get profits towards the firm. The organization should reward those who think of new innovations that make the organization to adhere to the changing technologies inside the ever changing organization environment. In the event all employees are paid well for the work that they do, they will be motivated to work harder and provide more benefits hence bringing profits towards the company. (Cullen and Parboteeah, 2005)


Money is the only mindset reward that may be accepted by simply all since it has a great social worth in office. It has a identified financial worth as a means of exchange for the circulation of economic resources to al the employees. All personnel are seen with status for having money as it is a symbol of abundance. The amount of money that workers receive in relation to what their colleagues get exhibits how their particular employers level them and present them status. To personnel, they measure their accomplishments when they review what they are paid out with what the other workers are also paid out and therefore behave as a scorecard to these people. (Ross & Urmson 1984)

Money is seen as power by simply all the personnel since they can afford to visit even expensive golf clubs and they can therefore end up being affiliated with accomplishment. Money can be used by workers to satisfy each of the lower needs and at the. g. security and emotional needs relating to Maslow. Workers is going to attribute the actual receive while pay to skills they may have and abilities that they have to see it as justified for what they are paid for.

Money qualifies as a solid motivator as all the personnel need more of computer and will knuckle down to gain and be rewarded more than the other folks. Most employees regard cash as the very best reward they can receive from their employers and Cedar Net Company may use money in conditions of allowances to incentive those who work harder and make the other employees also desire to be compensated by spending so much time to receive economic reward. (Daniels and Caroline, 1993)


Cullen, T. & Parboteeah, K. (2005): Multinational supervision. A strategic way, 3rd Copy, Thomson South-Western, Mason Marketers

Daniels, To. and Caroline D. (1993): Global Perspective, Building Fresh Models intended for the Corporation of the Future. New York, McGraw Hill

Hatch out, M. J. (1993): The Dynamics of Organizational Lifestyle. Academy of Management Assessment

Vol. 18, No . 4

John, T. and Keith, D. (1997): Organizational Behavior- Human Patterns at Work. 10th

Edition, Fresh York-McGraw-Hill

Maund, L. (2001): An Introduction to Human to Human Resource Management: Theory and

Practice: Palgrave, Macmillan

Ross, Watts. D & Urmson T. O (1984): The Complete Performs of Aristotle, Princeton. Princeton

University Pre

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