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. Process of Motivation Unsatisfied need. Motivation process begins when there is an unsatisfied need in a human being. Tension. The presence of unsatisfied need gives him tension. Drive. This tension creates an urge of drive in the human being an he starts looking for various alternatives to satisfy the drive. Search Behavior. After searching for alternatives the human being starts behaving according to chosen option. Satisfied need. After behaving in a particular manner for a long time then he evaluates that whether the need is satisfied or not. Reduction of tension. After fulfilling the need the human being gets satisfied and his tension gets reduced. For example, if an employee develops a need to earn more, this need will make him restless and he will start thinking how to satisfy his need. To satisfy his need he may think of working hard in organization and get promotion so he ...

The Ohio studies led to two dimensions of leadership behavior-concern for tasks and concern for relations. Almost in the same style, the Michigan University studies made the distinction between job-centered and production- centered leaders. Blake and Mouton rated these concepts in a framework called the Managerial Grid. They interpreted the concepts in a broad way. Blake and Mouton have used "Concern for Production" and "Concern for People'" in their Managerial Grid on horizontal and vertical axes respectively. Managers may be concerned for their people and they also must also have some concern for the work to be done. The question is, how much attention do they pay to one or the other? This is a model defined by Blake and Mouton in the early 1960s.It included Impoverished management Authority-compliance Country Club management Middle of the road management Team management Leadership Grid The Managerial Grid was the original name; the modifications were made by Robert R Blake and Anne Adams McCanse. After the modifications it was named as Leadership Grid. 1. The impoverished style (1, 1). The indifferent Leader (Evade & Elude) In this style, managers ...

Managers are concerned with organizational performance—the accumulated end results of all the organization’s work processes and activities. It's a complex but important concept, and managers need to understand the factors that contribute to high organizational performance. After all, they don’t want (or intend) to manage their way to mediocre performance. They want their organizations, work units, or work groups to achieve high levels of performance, no matter what mission, strategies, or goals are being pursued. Managers measure and control organizational performance because it leads to better asset management, to an increased ability to provide customer value, and to improved measures of organizational knowledge. In addition, measures of organizational performance do have an impact on an organization’s reputation. Managers at high-performing companies do—they manage the organizational assets in ways that exploit their value. Asset management is the process of acquiring, managing, renewing, and disposing of assets as needed, and of designing business models to take advantage of the value from these assets. It’s not just the top-level managers who are concerned with ...

ERP Software Assessment Enterprise Resource Planning (ERP) has changed the way the multi-location companies work. All the departments in one location share a single database. And a remote sales manager can access this database and release purchase orders. One can extend this to the suppliers as well. The suppliers can see the stock of their product in your inventory and can replenish the stock immediately to the minimum stock level. All these are possible if you implement your ERP well. However, your ERP shall have the features that may be required tomorrow. Hence, it is important that you do a proper Erp Software Assessment. It is not easy to decide on a single ERP. Not all the ERPs may suit to your operations. If you have expertise internally to make Erp Software Assessment, you may go ahead with the inquiries. ERP software is expensive. Implementation is more expensive. And you need to spend more money on Annual maintenance contracts for the Hardware as well as for the ERP software. Hence do not rush through your ERP Software Assessment to arrive at the feasibility of an ERP. Once you have documented all your requirements, check with each ERP software vendor and let them ...

Organizations are social systems. Organizations combine science and people, technology and humanity. It is not possible for every organization to have the same type of technology and people and so the organizations differ in their characteristics and internal environment. The internal environment of an organization may be called the organizational climate. Organizational climate, a guide for dealing with people serves as a major influence on motivation and productivity of individuals and total work force. Organizational climate may be noted as the 'personality' of an organization as conceived by its employees. The organizational climate usually has a major influence on motivation, productivity and job satisfaction. The organizational climate is the major motivating factor responsible for satisfaction and dissatisfaction of employees in an organization and affects the quantum of employees' turnover and satisfaction. It refers to the entire social system of a working group. Campbell defines organizational climate as a "set of attributes specific to a particular organization that may be deduced from the way that the organization deals with its members and its environment". Thus ...

The reason cultural factors are a challenge to global marketers is that they are hidden from view. Because culture is learned behavior passed on from generation to generation, it is difficult for the inexperienced or untrained outsider to fathom. Becoming a global manager means learning how to let go of cultural assumptions. Failure to do so will hinder accurate understanding of the meaning and significance of the statements and behaviors of business associates from a different culture. For example, a person from a culture that encourages responsibility and initiative could experience misunderstandings with a client or boss from a culture that encourages bosses to remain in personal control of all activities. Such a boss would expect to be kept advised of a subordinate’s actions; the subordinate might be taking initiative on the mistaken assumption that the boss would appreciate a willingness to assume responsibility. 1. Maslows Hierarchy of Needs The late A. H. Maslow developed an extremely useful theory of human motivation that helps explain cultural universals. He hypothesized that people's desires can be arranged into a hierarchy of five needs. As an individual fulfills ...