人力资源管理与组织行为_报告

School of Education and TrainingASSIGNMENT FRONT SHEET To be completed by studentName ............................ZhouDedong........ .....………….(print)Certification : I certify that the whole of this work is the result of my individual effort and that all quotations from books, periodicals etc. have been acknowledged. DateSubmitted : .......9/11/2010.... ...Student Signature : ZhouDedongProgramme : Foundation Degree in Business Level :Academic Year : 2010/9 Semester :Module title :People Management & Organisational Behaviour Assignment no.:one ( part 1) Module code: Word guide:Percentage Weighting of this assignment for the module: 25%Issue date : 10/25/2010 Return date : 11/08/2010Lecturer : Wang Hong Second marker :Notes for students :1.Students should ensure that they comply with the programme Plagiarism policy.2.10% of marks are awarded for satisfactory use of language and/or good presentation.3.5% of marks are awarded for satisfactory referencing and/or presentation of a bibliography whereeither is required. Students should make correct use of the Harvard referencing method. Guidelines for the Harvard method are included in Programme handbooks and are also available from the programme office.Special instructions (if any) :Assignment should be stapled in the top left corner.No plastic cover unless module tutor indicates otherwise.Assignment Tasks:Suppose you are a manager of a functional department of a company , Recently you found that the staff in your department lack of morale , and in each morning there are some late people . You have punished some of them , but the performance seems not improved . It is time for you to analyze the reasons and solve the problem . Please prepare a report for the analysis ,which should include the follows :1.The factors affecting behavior : relative theory , and how would they becomethe reasons for the problem in your department .2.Motivation theory introduction .3.A plan to solve the problem based on the former theory .FORM OF ANSWER :1.Your answer should be in form of a professional report .2.The report must consist of a minimum of 800 words (maximum 1,200 words )3.The standard assignment front sheet should be used .4.Your answer must be word-processed , page-numbered and stapled . It shoutNOT be bound or contained in and form of cover .5.Your answer must include a reference section at the end .Report structure•Assessment front Sheet•Title page•Contents page•Introduction•Main body•Conclusions•References/ BibliographyThe analysis and conclusions must be strongly supported by reference to acknowledged material / researchMarking GridSubject people management & organisational behaviour Student name ZhouDedongLecture's name Wang HongDue date 1/11/20101 Introduction (1)2 Main body (1)2.1 individual (1)2.2 motivation theory ················ 1-32.3 plan (4)2.4Example (4)3 Conclusions (4)4 References···············4-5Introduction:Among managers in business management will encounter more or less not enthusiastic staff is always late for the problem, the problem is first and foremost as a manager of a solution。

To solve the problem first, I asked one of the first to know the source of the problem, most of the staff mostly because of negative emotions caused by insufficient motivationMain bodyWhat is the motivation？Motivation, in psychology is generally considered the originator of acts involved, direction, intensity and persistence. Motivation as a noun, as the verb is more known as "incentive." In organizational behavior, incentives mainly refers to inspire the hearts of the process of human motivation. By stimulating and encouraging, is that people have an inner drive to make progress towards the desired goal of the processInternal employee motivation of many factors, but also very complex, but the system point of view of its effect on the factors that affect no more than two aspects: the external environment and internal environment. Factors within the environment is its own staff, self-initiative and the mobilization of these factors include the employee's own achievement motivation, self-efficacy, self-motivation, etc.; the external environment is the work atmosphere, including supervisors, colleagues, work incentives, the work itself. Here are several of these factors we were further elaborated1. Achievement motivation. The so-called achievement motivation, refers toa person driving a particular area of social activities and strive to achieve success or internal forces. Strong people with high achievement motivation enthusiasm for work, eager to do things more perfect, improve efficiency, achieve greater success. Achievement motivation is the enthusiasm of staff working within a basic factor in the macro-level employees in which it is subject to economic, cultural and social development degree of control; at the micro level, so that every employee has access to a variety of successful experience of developing and enhancing the level of achievement motivation and other self-desire, will help change their negative attitude to work to improve the work of self-motivation.2. Self-efficacy. Self-efficacy is defined as people have their own specific standards, life events can affect their ability to conduct conviction. Self-efficacy beliefs determine how people feel, think, to self-motivation and how to act. Self-efficacy determines the ability of employees to determine their own work, positive, appropriate self-efficacy so that employees think they are competent to perform the work undertaken, which will hold a positive, aggressive attitude; and when the employee self-efficacy relatively low, that can not be competent, he will avoid the work will have negative thoughts, enthusiasm for work will be greatly reduced3. Self-motivation. Work will inevitably encounter all kinds of setbacks and failures, and reduce the achievement motivation of employees to doubt their abilities, so it must constantly engage in self-motivation to maintain a strong achievement motivation and high levels of self-efficacy4．A total of supervisors to employees to make positive impact. Boss is the source of employee instruction, employee performance is the main evaluators, the interaction between supervisors and employees working attitude of the staff plays a very important influence. What kind of leadership can effectively improve staff motivation it? Sociology of organizations and scholars in Taiwan of Chinese enterprises in the study showed that many companies will the family as a business metaphor, through the process of the Pan family, the traditional role of family relationship will ethics or class of the group or outside the family organizations, leaders in the enterprise play the role of parents, asked both leaders should Mathias, fair and equitable treatment of subordinates. At the same time psychology research suggests that followers of leaders keenly aware of the emotional state, to understand and appropriate to meet the needs of followers, is to effectively improve an important factor in the enthusiasm of his followers.5. Members of the staff were to make a positive impact. People do things, always pay attention to "days", "location", "and" where "and" is the most important factor. Cultural tradition and decades of "unit system" of the staff is serious about work relationships, hoping to be accepted and can be integrated into one. Good interaction between colleagues and working environment, will greatly improve their sense of belonging, thereby mobilizing the enthusiasm of staff.6.Work incentives. There is no doubt that the right incentives for improving the working enthusiasm of the staff have a negligible effect. Incentives can be divided into different dimensions from the rewards and punishments, material incentives and spiritual motivation. It should be noted that the incentive assumes that the staff as "economic man" is assumed to be "social",due to the different assumptions, it will have incentives and means differences. The staff as "economic man" will focus on the physical aspects of incentive; if the employee is assumed to be "social", while in the material incentives, but also the spirit of the staff appropriate incentives.7. The work itself. Same job for different achievement motivation,self-efficacy of employees, meaning is different, and employee enthusiasm for this work are also differences, even if they are actually able to complete the job very well. This requires that managers have the ability to distinguish the work of the staff orientation, the appropriate distribution of work, so can improve staff motivationMaslow think this seven needs are the basic needs. These needs are born, brooding, they constitute the different grade or level, and become the incentive and guide the behavior of the individual is strength. And the level of needs lower, and its strength, the better potential is bigger. With rising needs hierarchy, need strength corresponding weakens. Only low-level needs satisfied, can produce a higher level of need. And only when low-level need to fully satisfy the need of after, senior only show incentive effect. Have been met needs no longer stimulation.For example:Textile factory plant in the region provided no smoking, and offenders directly laid off. This is to ensure safety in production, it is necessary to retain the "negative incentives";"Volume is lower than 98% pass rate, each 1% lower, wage deductions X￥" negative incentives can be changed to "pass rate at 98.5% volume, the corresponding production group (line or staff) to give X ￥ reward .Maslow's need theoryMaslow suggested that human needs form the following seven levels: 1. Physiological needs. 2. Security needs. 3. Ownership and need for love. 4. Respect for the needs. 5. Cognitive needs. 6. Aesthetic needs. 7.Self-actualization needsMaslow suggested that these seven basic human needs are the needs. These needs are innate, inherent, they constitute a different class or level, and encourage and guide individual behavior into force. And the need to lower the level, its power is stronger, the greater the potential. With the need to level up, you need to force correspondingly weakened. Only low-level needs are met, can produce a higher-level needs. And only when the lower needs are fully met, the senior needs only show the role of incentives. The need has been met no longer play incentive.Anyhow, arouse the enthusiasm of enterprise staff should be people-oriented, has the good team leader, the ideal of enterprise development prospect, adopt the fair competition and treat and corresponding incentive mechanism as the means, make throughout all aspects of enterprise staff management, thus forms the enterprise unique staff management mechanism, to avoid the loss of talented people, greatly mobilize workers in the enterprise long-term work enthusiasm, the enterprise of security, can promote enterprise sustainable development. Entering the 21st century, the integration of the world economy pattern to modern enterprise soar on the wings, some farsighted businesspeople is talent competition as the core enterprise competition. Talents as enterprise's main body, play talent initiative enthusiasm is the ramming enterprise based in, also be to make enterprise health of fast development of energy source.References:article.01hr.//wiki/Motivation.accel-team./motivation/《Principles of Economics》《Built to Last》《Good to Great》。