Motivation Employees in Work Organizations

With the onset of global integration and knowledge of economics, the value of human capital is improving and playing a leading role in enterprise. Motivating employees in the workplace becomes an eternal and challenging subject for today's enterprise. This capstone project identifies and illustrates what motivation is, what effectively motivates employees, and how to motivate employees in the workplace. This project not only talks about individuals' motivation but also motivation in groups and specific organizations. The global workforce, as a special group, is also discovered in this project. The project mainly is based on secondary research. The types of sources come from books, journal articles, blogs, periodicals, and other print materials through the Penrose Library and websites (such as Google Scholar). This project is written for the business leaders and human resources professionals, helping them to increase employees' satisfaction and maintaining the valuable employees in their organizations.

Development of a Strengths-Based Model for Insurance Automobile, Property, and Casualty Claims Operations

ABSTRACT \ Employers know that to have a successful organization, they must have the right people in the right jobs. But how will they know whom to place where? The development of a model based upon an individual's personality traits and strengths, and how to best use them, is a good place to start. Employees working in positions in which their traits and strengths are maximized enjoy work more, are more efficient, and are less apt to be absent or to look for work elsewhere. It is a mutually beneficial process of selection for both employers and employees. This model illustrates the process in an automobile and property insurance claims operation through utilization of the Myers-Briggs Type Indicators and the StrengthsFinder Profiles.

Examining the University of Denver's Family Friendly Benefits Plans: A look at Creating More Family Friendly Benefits to Drive Employee Retention

In the latter half of the twentieth century the workforce dynamic changed when the number of women entering the workforce increased by record amounts. In direct opposition to this change was the inability of organizations to meet the needs of employees with childcare concerns. Organizations and employees alike are best served when policies, procedures, and benefits are implemented to achieve a positive work/life balance. Companies that institute benefits that are supportive to families observe decreases in turnover and increased employee retention. Employees who are offered family friendly resources have been known to stay with companies even when offered a higher salary elsewhere. Demonstrating that retention of valued employees is linked to an organizations ability to offer support for family needs.

Employee Leadership Development

Abstract \ The business importance of retaining and developing top performing employees is more crucial to business organizations that in the past, yet many organizations are not confident in their ability to staff leadership positions within the next five years. Many companies continue to run without a employee leadership development program. Organizations that shy away from development programs tend to do so because of fear the costs are too high. Organizations that support leadership programs acknowledge that the benefits far outweigh the costs. In this capstone study, the researcher illustrates that employee leadership development programs add value through improved business strategy and employee satisfaction, and as a result, represent a worthy investment.

A Business Case for Diversity

The use of diversity as a strategic advantage contributes to the success of an organization. The organizations that employ a diverse workforce benefit from the varied perspectives and value that diverse employees offer. The organizations that leverage those employee perspectives can gain a competitive advantage. For many organizations, employee diversity is underutilized. The research of this capstone evaluates the various benefits of diversity strategies. It then compares those with results from a diversity survey and interviews with HR professionals. Ultimately, this capstone concludes that additional research at the employee level and additional quantitative measurement are needed to highlight the ways in which a diversity strategy can increase a company's bottom line and offer a strategic advantage.

Managing Layoff Survivors

‰Û÷Survivor syndrome' or negative consequences of a layoff on survivors is the key reason why layoffs fail. This Capstone Project draws on downsizing-related research and proposes a customizable plan to revitalize the surviving workforce after a downsizing initiative. The plan divides downsizing-related interventions into three phases: pre-downsizing, day of the announcement, and post-downsizing. Key elements of this plan include linking the plan to a revised vision, detailed planning of the process, open, two-way communication systems, employee involvement in all stages of the process, respectable treatment of departing employees, plans to support survivors, training frontline managers, and implementing a top talent retention strategy. The Capstone also addresses roles and responsibilities of leaders, HR professionals, and managers in the survivor management process.