Demand Scenario Planned Capacity Expansion â€Myassignmenthelp.Com

Question: Examine About The Demand Scenario Planned Capacity Expansion? Answer: Presentation Capital Budgeting is the most significant comprise of money related administration as it includes choices making about the capital uses to be made under any task. As these undertakings requires the organization of immense assets for a long haul, venture directors must investigation every single component of task in subtleties. Capital planning covers the basic investigation of undertaking and all the elective venture plans considering different factors, for example, hazard and return factor, the limiting rate, the innovative and ecological elements, the underlying speculation necessities and so forth. While choosing a venture, the task chief needs to break down and get to the key varieties that may happen in future while undertaking the extend and completely look at the activities conduct as far as gainfulness. For all the undertaking arranging choices there are different procedures and examinations accessible in todays world which are propelled enough to comprehend the adjustments i n the yield that might be happened because of information varieties. These strategies are affectability investigation, recreation examination, situation examination, breakeven investigation and so on. The itemized conversation on such capital planning strategy is given beneath: Affectability Analysis This strategy is the most normally utilized capital planning method while settling on venture arranging choices. The affectability examination encourages the administrators to break down the adjustment in the undertaking yield with the adjustments in the key information factors (Saltelli, 2007). The fundamental motivation behind utilizing this methodology is to look at the affectability of any venture as far as Net Present Value (Cao Wan, 2017). There is no comprehensive rundown of variable information boundaries yet there can be factors like financing costs, helpful existence of advantage, the fixed cost, variable expense per unit, offering cost or the quantity of units to be sold, leftover worth estimations and so forth that may get changed much of the time over the life of venture (Edmans, Jayaraman, Schneemeier, 2017). Before putting the gigantic measure of assets in any undertaking arrangement the firm should recognize the huge boundaries that may experience changes if the presu mptions turns out badly. When the key variable components are recognized the venture chief must decide the rate change in the NPV of the task if the info factors changes with a specific rate. Affectability investigation is otherwise called imagine a scenario where examination (Baker English, 2011. This examination has its own favorable circumstances and simultaneously it has a few cutoff points which makes it outlandish in specific circumstances. Following are a portion of the points of interest and drawbacks of affectability examination: Preferences: It empowers the undertaking chiefs to distinguish the key boundaries which may affect the future incomes of the venture. It helps in dissecting the circumstances and logical results of varieties in the information boundaries along these lines empowering the chiefs to take fitting activities to control them and to design the future course of activities for the vulnerabilities. The hazard engaged with the capital planning choices can be dissected to a limited degree utilizing this methodology. Disservices: This method doesn't give directors the firm choice rather it gives the important data that can be utilized in dynamic. The suppositions that the factors are not reliant on one another isn't sensible in greatest circumstances. The likelihood thought of event of varieties is deficient in the affectability investigation. The venture chiefs while undertaking the affectability examination bases his suspicions for the planning and anticipating reason on three methodologies that are hopeful critical and anticipated. Situation Analysis One of the most widely recognized method of investigating the hazard engaged with the speculation to be made by the firm is the situation examination (Kalyebara Islam, 2014). Under this technique the firm figures the NPV of an undertaking thinking about a few situations. The situations that are considered under the situation investigation depend on hopeful cynical and expected outlooks. The investigation starts with the thought of base case situation. The undertaking NPVs are determined utilizing the base case situation initially and afterward the other potential situations are chosen. There is no restriction of quantities of situations a firm should consider while assessing the ventures viability in evolving circumstances (Erdmann Hilty, 2010). In any case, the three essential situations that are significantly thought of while surveying the hazard associated with any task plan (Ross, 2010). These are the most pessimistic scenario, best case and the typical case situations as the mos t noticeably awful and the best case situations will give the chiefs a provisional range where the NPV of the undertaking will vary subject to the varieties. The principle reason for leading situation investigation is to comprehend the joined effect on ventures NPV of various elements that changes simultaneously. Situation examination for the most part includes following basic segments (Suryani, 2010). Initial one is the determination of the significant components dependent on which situations will be set up. At that point to decide the quantity of situation cases in order to examine each factor that was recently chosen. After assurance of situations the firm should put important accentuation on each basic factor (Xuan Yue, 2017). At long last, the administrators should assign the probabilities to all the situations dependent on their centrality. Indeed, even situation investigation has its upsides and downsides which are talked about beneath: This investigation encourages the administrators to recognize the conceivable circumstance a venture may need to look in future and the expected ramifications and focal points of every circumstance. As all the potential results under varying circumstances are broke down under this method it gets simple for the firm to take fitting choices. Cons: Understanding of the outcomes gave by this investigation is hard for the firm as it includes likelihood circulation. Besides, it is hard to choose concerning which situation must be given the inclination. The boundaries for example the vulnerability and effect of every situation is incredibly abstract and thus convoluted enough to be estimated. Situation investigation is the all-encompassing utilization of affectability examination. As affectability investigation utilizes variety in single information variable to decide the tasks affectability, it gives less away from of hazard examination of an undertaking. Though, situation investigation thinks about more than one info factors to comprehend the ramifications of changes on the tasks execution in productivity terms. Situation investigation likewise considers the likelihood conveyances of the key information boundaries which is disregarded in the affectability examination (Gotze, Northcott Schuster, 2016). Equal the initial investment Analysis This investigation is utilized to choose how much yield the organization must offer to take care of the general expenses of directing the business. Breakeven investigation is ordinarily known as the cost volume benefit examination as it examinations the connection between the most significant components of any business for example the cost, benefit and the business components. Breakeven method computes the degree of deals in both financial terms just as in units, a firm should accomplish so as to take care of the complete expenses of business with the goal that it doesn't endure any misfortune (Gutierrez Dalsted, n.d). Equal the initial investment point is where firm neither brings about any misfortune nor win any pay. The principle device to lead breakeven examination is the breakeven diagrams which shows the general connection between the all out cost complete fixed expense and absolute variable expense and the all out incomes of the matter of the organization. Breakeven examinatio n is directed on specific suppositions which are as per the following: All the business expenses can be isolated into classes for example fixed expense and variable expense. This investigation doesn't consider the semi variable expenses. Conduct of expenses and the incomes of the business capacities in straight design. Strategies for creation, innovative elements and proficiency of business stays same. Breakeven investigation anticipates that there doesn't emerge any adjustment in the degree of stock. Absolute fixed expenses of a business are additionally thought to be steady for all the degrees of yield in this examination. Selling cost per unit likewise stays same. Because of the above suppositions breakeven examination isn't depended upon by the chiefs in each business. The presumptions puts confinements on the investigation as it absolutely overlooks the idea of semi variable expenses (Tsorakidis et al., 2011). Likewise, it overlooks factors like advancements that continues changing in todays time. As a result of the unreasonable suppositions this procedure misfortunes it down to earth usage in business. Regardless of different provisos in the philosophy of breakeven investigation there are sure reasons which propels the business chiefs to execute this methodology in their organizations to decide the suitable degree of deals it must make to take care of its absolute expenses. It is considered as a reasonable methodology in following conditions: Prior to beginning another business, a firm may utilize earn back the original investment examination for the achievability trial of the marketable strategy. At the cost obsession of the items blend produced by the organization as it will decide the ideal degree of income from deals. In the assessment of choices accessible with the organization and the uncommon requests that it might take other than its normal market requests. To decide the base level action of business without putting it danger. Breakeven examination is likewise perfect for estimating the benefit and the misfortunes at various degrees of yield in the business. Reproduction Analysis Reproduction is the quantitative methodology of managing the administrative business issues utilizing barely any models like scientific or the physical models on which procedure of reenactment is run. This method utilizes not many examinations by embracing

Early life of Giotto di Bondone Essay Example For Students

Early existence of Giotto di Bondone Essay Early lifeMuch of Giotto’s life story and imaginative improvement must be derived from the proof of enduring works (an enormous bit of which can't be ascribed to him with assurance) and stories that begin generally from the late fourteenth century on. The date of Giotto’s birth can be taken as either 1266/67 or 1276, and the 10 years’ contrast is of key significance in evaluating his initial turn of events and is critical to the issue of the attribution of the frescoes in the Church of San Francesco, in Assisi, which, if undoubtedly by Giotto, are his extraordinary early works. It is realized that Giotto kicked the bucket on Jan. 8, 1337 (1336, Old Style); this was recorded at the time in the Villani narrative. Around 1373, a rhymed form of the Villani account was created by Antonio Pucci, town messenger of Florence and beginner artist, in which it is expressed that Giotto was 70 when he kicked the bucket. This reality would suggest that he was conceived in 1266/ 67, and obviously there was fourteenth century expert for the announcement (potentially Giotto’s unique gravestone, presently lost). In any case, Giorgio Vasari, in his significant memoir (1550) of Giotto, gives 1276 as the time of Giotto’s birth, and it might be that he was replicating one of the two known forms of the Libro di Antonio Billi, a sixteenth century assortment of notes on Florentine specialists. In the Codex Petrei rendition, an explanation that Giotto was conceived in 1276 at Vespignano, the child of a worker, happens at the finish of the Life and may have been included a lot later, even, possibly, from Vasari. Regardless, whether Vasari or Antonio Billi first offered the expression, it can't have a similar authority as that appended to Antonio Pucci, who was around 27 when Giotto passed on. Conviction of the date of Giotto’s birth, whenever settled by new records, could assist with taking care of the issue of his work at Assisi, just as the topic of the starting points of his style. Giotto has consistently been expected to have been the student of Cimabue; two autonomous customs, each varying on the specific conditions, state this, and it is most likely right. Besides, Cimabue’s style was, in specific regards, so like Giotto’s in goal that an association appears to be unpreventable. Cimabue was the most exceptional painter in Italy toward the finish of the thirteenth century; he attempted, as no craftsman had previously, to get through, with the intensity of the real world and innovative power, the adapted types of medieval workmanship. He didn't completely succeed, yet it appears to be practically sure that Giotto started his noteworthy advancement with him, roused by his quality of attracting and his capacity to consolidate emotional strain into his works. Then again, whatever Giotto may have gained from Cimabue, obviously, significantly more than the artist Nicola Pisano around 30 years sooner, he prevailing in an amazing advancement that starte d in his own geniusa genuine restoration of old style goals and an articulation in craft of the new humankind that St. Francis had in the mid thirteenth century brought to religion. In Giotto’s works people are the select topic, and they act with devoted enthusiasm their parts in the incomparable Christian dramatization of penance and recovery. By correlation, every one of his antecedents and the greater part of his prompt replacements painted a manikin appear with dormant mannequins deceived out in the clothes of the mind blowing, hieratic, and generic specialty of Byzantium, which was to be altogether supplanted by the critical emotionalism of the Franciscan way to deal with Christianity.

Bank first Essay Example | Topics and Well Written Essays - 500 words

Bank first - Essay Example 381-384). Components that impacted interest bend of houses to move to the privilege are expanded extra cash through home loans and a weighty interest level. This expanded the total interest to raise the balance value (Boyes and Melvin, p. 49-50). Elements that caused a move in gracefully bend are diminished consumer’s budgetary limit, the legitimate arrangement for abandonments and the decreased number of individuals who could purchase the accessible homes. This had an impact of bringing down the balance value (Boyes and Melvin, p. 54-56). The U.S. economy was at the downturn stage during the lodging emergency. This is a direct result of the similar condition that not at all like past poor monetary conditions in which banks could exchange abandoned homes, the period was the most exceedingly awful, and such resale was unrealistic (Boyes and Melvin, p. 132). The economy is right now at the recuperation stage, a phase that follows wretchedness towards rebuilding. The recuperation time frame is likewise recognizable by the change that followed the emergencies, for example, government activity to spare the financial segment through bailing them. The financial business has anyway not arrived at its pinnacle execution (Boyes and Melvin, p. 132). The administration endeavors to rescue the banks didn't forestall despondency. This is on the grounds that it assumed a microeconomic job to a solitary division of the economy as opposed to guaranteeing a complete way to deal with the macroeconomic issue. This is anyway not the best possible job of the administration whose duty covers all divisions of the economy, including assurance of buyers. The company’s recognized hazard factors remember irregularity for â€Å"economic and budgetary environment† that occasionally antagonistically influence execution, absence of trust in the government’s capacity to guarantee a stable monetary status, variety in financing costs that occasionally brings down

Plastic Surgeries: a Way to Become More Beautiful?

I thing that the plastic medical procedures are approaches to change a few pieces of your body or your face that you don’t like. With fixing that â€Å"problem† individuals feels much improved and progressively delightful. Additionally is an answer for some physical deformities came about because of a mishap. In any case, now and then there are individuals with no need of plastic medical procedure however the do it for own pleasure , for instance they need greater ass, greater bosom, or greater lips. They don’t feel that occasionally that could bring them results, I’m not saying that it is someone’s unfortunate thought however in the event that they don’t truly need medical procedure they shouldn’t do.Cosmetic medical procedure is famous and not on the grounds that individuals need medical procedure, but since society has made the ideal individual and everybody is attempting to be that. Restorative medical procedure is the new hip thin g going around and it isn’t consistently something worth being thankful for. Restorative medical procedure isn't new, however its fame has quickly expanded over the most recent couple of years. Adults as well as adolescents need to do the corrective medical procedure. Corrective medical procedure before the age of eighteen is getting progressively to an ever increasing extent and no one can’t stop it. Numerous components are affecting the contemplations of youngsters for doing corrective medical procedure, for example, their appearance.Many specialists accept that restorative medical procedure is a science to build the magnificence of an individual. It is where they give completing contacts to the body portions of the most lovely formation of God. Another preferred position of plastic medical procedure is the capacity to address physical imperfections. These patients may have physical imperfections that have come about because of a mishap, for example, a scar from cras h. A few people are brought into the world with physical deformities that have tormented them since birth and restorative medical procedure can at long last give them an ordinary life. - http://www. oppapers. com/papers/Cosmetic-Surgery/189760 - http://www. oppapers. com/expositions/Cosmetic-Surgery/285489

“Erin Brockovich”: Effective Communication Essay

Skilled Erin Brockovich’s Characteristics The fundamental character in the film Erin Brockovich is an agreeable lady who appears tobe skillful in correspondence. This paper will examine three qualities that an able communicator, for example, Erin Brockovich has. I will likewise clarify explicit scenes where she exhibited the accompanying attributes: self-observing, compassion, and responsibility; ordinarily known as denominators that describe viable correspondence. The first trademark Erin showed was compassion in quite a while with her customers. In one scene, Erin met with a malignant growth enduring kid and her family. A little youngster named Anna, was experiencing alopecia and wearing a handkerchief. She had lost her hair from the malignant growth medications she had gotten. Erin’s eyes reflected excruciating misery even as she grinned and giggled with Anna. Toward the finish of their discussion, Erin’s real worry for Anna left her astounded. Erin’s disposition showed sympathy, which includes feeling and encountering another person’s circumstance nearly as they do. It is the most significant part of non-verbal correspondence ability. The second trademark Erin indicated was her serious duty for the individuals ofHinkley. This trademark was uncovered during the scene put at the Jensen’s home. Erin sat on the finish of the bed with Donna Jensen, the lady that was experiencing uterine malignant growth. Erin’s eyes loaded up with tears as Donna discloses to Erin that her disease turned threatening, which is the quick spreading type of malignant growth. Donna’s eyes started to pour because of her dread and disdain she felt toward PG&E. Donna stated, â€Å"We will get them aren’t we?† Erin answered, â€Å"Yes.† Erin’s readiness to tune in and the craving to invest energy with her demonstrated her responsibility to her. The third trademark Erin depicts is self-observing. This was appeared at Ed Masry’slaw office. Erin stood vis-à-vis with Ed. In a requesting manner of speaking she stated, â€Å"I need apaycheck!† Erin’s face turned a shade of red out of frustration. Her eyes started narrowing as she gazed inhis eyes. Erin stated, â€Å"I’m shrewd, persevering, and I’m not leaving here without a job!† She waspersistent and resolved to land the position. Erin’s eyes checked out the room just to see theskepticism of Ed’s representatives. Erin’s shoulders beganâ to hang and her blameworthy eyes driftedtowards the floor. She got mindful of her conduct and the impression she had given. Sheknew she made an imbecile of herself. In a murmur Erin stated, â€Å"Don’t make me beg.† She at that point stated, â€Å"Ifit doesn’t work out, fire me.† Erin had the option to change her conduct when she perceived thingswasnâ₠¬â„¢t looking positive. Erin’s by and large correspondence endeavors showed in her character was interesting just as educated. Self-observing, sympathy, and responsibility that were clarified in this paper were appeared with unique excellence. The correspondence methods were valuable and supportive to demonstrate her drive for fulfillment and finish for the individuals in the town Hinkley.

Writing Paper Can Be Easy

Writing Paper Can Be Easy Writing Paper Can Be Easy Home›Education Posts›Writing Paper Can Be Easy Education PostsThere are always tons of different writing paper assignments in college. Professors provide very strict and difficult instructions students should meet. Very often deadlines are too short and students cannot cope with all tasks at the same time. To write a really good paper, students should do a thorough research, read a lot of literature, and create well-structured paper. It is essential to write paper from scratch as professors are very strict when it comes to plagiarism issues. If your paper will be plagiarized, there is a high possibility that you will fail the class. That is why, you should never copy someone’s ideas but thoroughly analyze them and provide your own. A good paper should be formatted properly. There are a lot of formatting styles such as APA, MLA, Harvard, Chicago, Oxford, and so on. Students have to refer to formatting guidelines in order to properly format the paper as grade can be lowered due to formatting issues. Remember to use only credible sources. Many professors forbid to use Wikipedia and other unreliable sources for research papers. It is advisable to take information from peer-reviewed journals. Also be very careful with outdated sources since your grade may also be lowered.It is understandable that you are overloaded and want to have some free time to relax and spend it with your friends. However, you have to turn all your writing assignments on time if you want to succeed in college. Yes, it may be not so easy but try to concentrate on studying process as your future academic career depends on it. If you need some professional help or useful tips, you may always visit QualityCustomEssays.com where real experts provide you with all necessary stuff. Don’t ignore the studying process, put all your efforts, and you will definitely achieve remarkable success!

Theories of Employee Motivation Jumeirah Group - 4125 Words

Theories of Employee Motivation: Jumeirah Group (Research Paper Sample) Content: Theories of Employee Motivation: Jumeirah GroupNameInstitution AffiliationTheories of Employee Motivation: Jumeirah GroupAbstractThis paper sets out to examine the different theories of motivation with an overriding objective to explain how motivation leads to increased performance and job satisfaction. This is informed by the increased tendency of organizations to seek mechanisms for motivating employees as a means of increasing organizational performance. An extensive review of the key theories of motivation has been undertaken with a focus on the key concepts, applicability and more so the mechanisms through which they lead to increased performance and job satisfaction. Using a case study of Jumeirah Group, the paper assesses the level of employee motivation and undertakes a diagnosis of the motivational strategies employed by the company. Qualitative techniques involving the use of a questionnaire are employed in this paper. The outcomes reveal either lack of a clear motivational theory or an inconclusive application of certain approaches. Much as these recommendations provided in this paper can be generalized, they specify exactly how the theories can be applied to the case of Jumeirah Group.Key Words: motivation, organization, performance, job satisfaction, employeeTable of Contents TOC \o "1-3" \h \z \u 1.0 Introduction PAGEREF _Toc432102903 \h 22.0 Literature Review PAGEREF _Toc432102904 \h 42.1 Reinforcement Theory of Motivation (RMT) PAGEREF _Toc432102905 \h 52.2 Expectancy Theory of Motivation (ETM) PAGEREF _Toc432102906 \h 62.3 Equity Theory of Motivation PAGEREF _Toc432102907 \h 82.4 Goal Setting Theory (GST) PAGEREF _Toc432102908 \h 92.5 Maslowà ¢Ã¢â€š ¬s Hierarchy of Needs Theory PAGEREF _Toc432102909 \h 102.6 Theoretical Foundations PAGEREF _Toc432102910 \h 123.0 Analysis and Discussion PAGEREF _Toc432102911 \h 123.1 Research Method PAGEREF _Toc432102912 \h 123.2 Jumeirah Group: Company Overview PAGEREF _Toc432102913 \h 123.3 Jumeirah Group: Organizational Structure PAGEREF _Toc432102914 \h 133.4 Organizational Culture PAGEREF _Toc432102915 \h 143.5 Data Collection PAGEREF _Toc432102916 \h 153.6 Diagnosis of Current Situation PAGEREF _Toc432102917 \h 153.7 Reconciling Theory and Practice at Jumeirah Group PAGEREF _Toc432102918 \h 164.0 Recommendations and Conclusions PAGEREF _Toc432102919 \h 164.1 Expectancy Theory of Motivation PAGEREF _Toc432102920 \h 174.2 Equity Theory of Motivation PAGEREF _Toc432102921 \h 174.3 Goal Setting Theory of Motivation PAGEREF _Toc432102922 \h 174.4 Reinforcement Theory of Motivation PAGEREF _Toc432102923 \h 185.0 Conclusion PAGEREF _Toc432102924 \h 18References PAGEREF _Toc432102925 \h 20Appendix 1: Job Motivation Questionnaire PAGEREF _Toc432102926 \h 221.0 IntroductionIn the past few decades, there has been intense research to espouse the mechanisms through which motivation influences employee performance and job satisfaction. In this endeavor, researchers have managed to explore an array of mechanisms through which an organizational culture that cherishes employee motivation affects their performance at work and enhances their job satisfaction. Motivation has been found to have a positive correlation with job satisfaction and employee performance (Danish Usman, 2010; Imran et al., 2014; Gerhart Fang, 2015). Given that empirical studies have established a positive correlation between motivation as an aspect of organizational culture, employee performance and motivation, there has been a renewed interest in the institutionalization of motivational practices and models in organizations (Pinder, 2014). This practice is hinged on the fact that much as organizational culture encompasses different facets of an organizational setting, it is essentially a framework that shapes employee behavior through specific mechanisms that can be regulated (Martinez et a.l., 2013). This is what has made it necessary for organizations to adopt certain models of emplo yee motivation as part of their organizational culture in order to make employees replicate behaviors that lead to organizational prosperity (performance) and enhance their job satisfaction. It is important to note that the emphasis on employee motivation by most organizations is due to the perceived positive benefits that accrue from it. Cerasoli et al. (2014) found out that motivation was the most significant factor that determined organizational performance and elaborated that it positively influenced employee performance. In a similar study, Taylor (2014) concluded that employee motivation strategies, especially those that reinforce intrinsic motivation played a key role in enhancing job satisfaction. Years of research on the intricate relationship between employee motivation on one hand and organizational performance and job satisfaction on the other hand have culminated into various models of employee motivation that can be applied differently to different organizational sett ings.The significance of this paper is to explain how various models of employee motivation can be adopted in an organizational setting to improve employee performance and job satisfaction. The key concern of every organization is to ensure that employees perform to their best abilities to optimize the organizationà ¢Ã¢â€š ¬s proceeds. Employees, on the other hand, seek to achieve job satisfaction through the various avenues available to them, most of which are conditioned by the organizational cultures of their places of work. Most scholars have noted that the selection of the most appropriate model of employee motivation by organizations is a situation that calls for a delicate balance between the model that optimizes organizational performance and one that optimizes employee job satisfaction (Wegge et al, 2015). The most appropriate model of employee motivation is that which strikes a balance between organizational performance and employee motivation. Nevertheless, the most sign ificant factor that influences the model selection as far as a framework for employee motivation is concerned is the type of organizational structure (Miner, 2015). This is hinged on the fact that organizations, just like individuals, are abstract and subjective economic agents and no single model can be most effective for all organizations (O'Neil Drillings, 2012). This paper seeks to explore a variety of models for employee motivation with an emphasis on the specific structures that fit into different organizational settings. Moreover, the paper discusses how such models can be used in their predispositions to enhance organizational performance and job satisfaction. Essentially, what this paper seeks to do is to address the question of how different models can be used to increase employee performance and enhance job satisfaction.To address this question, the paper is organized as follows: the next section of the report undertakes an extensive review of the models and approaches f or employee motivation. In this section, the key concepts in these models will be explained together with the differences in their applicability. Further, a case study of Jumeirah Group, an international luxury hotel chain based in Dubai, United Arab Emirates, will be undertaken to assess the functionality of employee motivation models in a practical organizational setting. The case study will focus on the motivational techniques employed in employee motivation at Jumeirah Group and any possible problems the organization might be facing in employee motivation. The outcomes of this case study will inform the rest of the paper since it will seek to provide alternative options for the management of the Jumeirah Group based on the situational factors assessed. The paper will conclude by providing clear recommendations on how the organization can use specific motivational approaches to improve performance and job satisfaction.2.0 Literature ReviewThis section of the report undertakes an extensive review of the models of employee motivation that can be employed to increase performance and enhance job satisfaction. In this section, the key concepts in these models will be explained together with the differences in their applicability. The theories/models that will be reviewed in this section include: * Reinforcement Theory of Motivation (RTM) * Expectancy Theory of Motivation (ETM) * Equity Theory of Motivation * Goal Setting Theory * Maslowà ¢Ã¢â€š ¬s Hierarchy of Needs Theory2.1 Reinforcement Theory of Motivation (RMT)A behavioral psychologist B. F. Skinner originally developed this theory as a model to explain motivation based on individual human behavior. The theory, also known as Behavioral Theory or Operant Conditioning, proposes that individuals are most likely to be motivated to perform certain tasks based on certain expected desirable outcomes. The theory is structured in such a manner that the desired outcome à ¢Ã¢â€š ¬Ã‹Å"reinforcesà ¢Ã¢â€š ¬ the action that results to it while at the same time suppresses the undesired outcomes. A key functional tenet of the theory relies on its failure to take into account the internal states of an individual like attitudes, emotional predisposition and beliefs in trying to provide the mechanisms through which motivation is established. According to Skinner, the external surroundings (rather than the internal) in which an individual lives in is what actually motivates them. Based on this finding, the reinforcement theory of motivation, in its simplest application, proposes that in order to motivate employees, organizations should design the workplace in a manner that appeals to the aesthetic sense of the employees. Reinforcement theory is significant in this report since it provides some mechanisms through which human behavior can be regulated, thus motivation. Its significance in an organizational setting as regards performance and job satisfacti... Theories of Employee Motivation Jumeirah Group - 4125 Words Theories of Employee Motivation: Jumeirah Group (Research Paper Sample) Content: Theories of Employee Motivation: Jumeirah GroupNameInstitution AffiliationTheories of Employee Motivation: Jumeirah GroupAbstractThis paper sets out to examine the different theories of motivation with an overriding objective to explain how motivation leads to increased performance and job satisfaction. This is informed by the increased tendency of organizations to seek mechanisms for motivating employees as a means of increasing organizational performance. An extensive review of the key theories of motivation has been undertaken with a focus on the key concepts, applicability and more so the mechanisms through which they lead to increased performance and job satisfaction. Using a case study of Jumeirah Group, the paper assesses the level of employee motivation and undertakes a diagnosis of the motivational strategies employed by the company. Qualitative techniques involving the use of a questionnaire are employed in this paper. The outcomes reveal either lack of a clear motivational theory or an inconclusive application of certain approaches. Much as these recommendations provided in this paper can be generalized, they specify exactly how the theories can be applied to the case of Jumeirah Group.Key Words: motivation, organization, performance, job satisfaction, employeeTable of Contents TOC \o "1-3" \h \z \u 1.0 Introduction PAGEREF _Toc432102903 \h 22.0 Literature Review PAGEREF _Toc432102904 \h 42.1 Reinforcement Theory of Motivation (RMT) PAGEREF _Toc432102905 \h 52.2 Expectancy Theory of Motivation (ETM) PAGEREF _Toc432102906 \h 62.3 Equity Theory of Motivation PAGEREF _Toc432102907 \h 82.4 Goal Setting Theory (GST) PAGEREF _Toc432102908 \h 92.5 Maslowà ¢Ã¢â€š ¬s Hierarchy of Needs Theory PAGEREF _Toc432102909 \h 102.6 Theoretical Foundations PAGEREF _Toc432102910 \h 123.0 Analysis and Discussion PAGEREF _Toc432102911 \h 123.1 Research Method PAGEREF _Toc432102912 \h 123.2 Jumeirah Group: Company Overview PAGEREF _Toc432102913 \h 123.3 Jumeirah Group: Organizational Structure PAGEREF _Toc432102914 \h 133.4 Organizational Culture PAGEREF _Toc432102915 \h 143.5 Data Collection PAGEREF _Toc432102916 \h 153.6 Diagnosis of Current Situation PAGEREF _Toc432102917 \h 153.7 Reconciling Theory and Practice at Jumeirah Group PAGEREF _Toc432102918 \h 164.0 Recommendations and Conclusions PAGEREF _Toc432102919 \h 164.1 Expectancy Theory of Motivation PAGEREF _Toc432102920 \h 174.2 Equity Theory of Motivation PAGEREF _Toc432102921 \h 174.3 Goal Setting Theory of Motivation PAGEREF _Toc432102922 \h 174.4 Reinforcement Theory of Motivation PAGEREF _Toc432102923 \h 185.0 Conclusion PAGEREF _Toc432102924 \h 18References PAGEREF _Toc432102925 \h 20Appendix 1: Job Motivation Questionnaire PAGEREF _Toc432102926 \h 221.0 IntroductionIn the past few decades, there has been intense research to espouse the mechanisms through which motivation influences employee performance and job satisfaction. In this endeavor, researchers have managed to explore an array of mechanisms through which an organizational culture that cherishes employee motivation affects their performance at work and enhances their job satisfaction. Motivation has been found to have a positive correlation with job satisfaction and employee performance (Danish Usman, 2010; Imran et al., 2014; Gerhart Fang, 2015). Given that empirical studies have established a positive correlation between motivation as an aspect of organizational culture, employee performance and motivation, there has been a renewed interest in the institutionalization of motivational practices and models in organizations (Pinder, 2014). This practice is hinged on the fact that much as organizational culture encompasses different facets of an organizational setting, it is essentially a framework that shapes employee behavior through specific mechanisms that can be regulated (Martinez et a.l., 2013). This is what has made it necessary for organizations to adopt certain models of emplo yee motivation as part of their organizational culture in order to make employees replicate behaviors that lead to organizational prosperity (performance) and enhance their job satisfaction. It is important to note that the emphasis on employee motivation by most organizations is due to the perceived positive benefits that accrue from it. Cerasoli et al. (2014) found out that motivation was the most significant factor that determined organizational performance and elaborated that it positively influenced employee performance. In a similar study, Taylor (2014) concluded that employee motivation strategies, especially those that reinforce intrinsic motivation played a key role in enhancing job satisfaction. Years of research on the intricate relationship between employee motivation on one hand and organizational performance and job satisfaction on the other hand have culminated into various models of employee motivation that can be applied differently to different organizational sett ings.The significance of this paper is to explain how various models of employee motivation can be adopted in an organizational setting to improve employee performance and job satisfaction. The key concern of every organization is to ensure that employees perform to their best abilities to optimize the organizationà ¢Ã¢â€š ¬s proceeds. Employees, on the other hand, seek to achieve job satisfaction through the various avenues available to them, most of which are conditioned by the organizational cultures of their places of work. Most scholars have noted that the selection of the most appropriate model of employee motivation by organizations is a situation that calls for a delicate balance between the model that optimizes organizational performance and one that optimizes employee job satisfaction (Wegge et al, 2015). The most appropriate model of employee motivation is that which strikes a balance between organizational performance and employee motivation. Nevertheless, the most sign ificant factor that influences the model selection as far as a framework for employee motivation is concerned is the type of organizational structure (Miner, 2015). This is hinged on the fact that organizations, just like individuals, are abstract and subjective economic agents and no single model can be most effective for all organizations (O'Neil Drillings, 2012). This paper seeks to explore a variety of models for employee motivation with an emphasis on the specific structures that fit into different organizational settings. Moreover, the paper discusses how such models can be used in their predispositions to enhance organizational performance and job satisfaction. Essentially, what this paper seeks to do is to address the question of how different models can be used to increase employee performance and enhance job satisfaction.To address this question, the paper is organized as follows: the next section of the report undertakes an extensive review of the models and approaches f or employee motivation. In this section, the key concepts in these models will be explained together with the differences in their applicability. Further, a case study of Jumeirah Group, an international luxury hotel chain based in Dubai, United Arab Emirates, will be undertaken to assess the functionality of employee motivation models in a practical organizational setting. The case study will focus on the motivational techniques employed in employee motivation at Jumeirah Group and any possible problems the organization might be facing in employee motivation. The outcomes of this case study will inform the rest of the paper since it will seek to provide alternative options for the management of the Jumeirah Group based on the situational factors assessed. The paper will conclude by providing clear recommendations on how the organization can use specific motivational approaches to improve performance and job satisfaction.2.0 Literature ReviewThis section of the report undertakes an extensive review of the models of employee motivation that can be employed to increase performance and enhance job satisfaction. In this section, the key concepts in these models will be explained together with the differences in their applicability. The theories/models that will be reviewed in this section include: * Reinforcement Theory of Motivation (RTM) * Expectancy Theory of Motivation (ETM) * Equity Theory of Motivation * Goal Setting Theory * Maslowà ¢Ã¢â€š ¬s Hierarchy of Needs Theory2.1 Reinforcement Theory of Motivation (RMT)A behavioral psychologist B. F. Skinner originally developed this theory as a model to explain motivation based on individual human behavior. The theory, also known as Behavioral Theory or Operant Conditioning, proposes that individuals are most likely to be motivated to perform certain tasks based on certain expected desirable outcomes. The theory is structured in such a manner that the desired outcome à ¢Ã¢â€š ¬Ã‹Å"reinforcesà ¢Ã¢â€š ¬ the action that results to it while at the same time suppresses the undesired outcomes. A key functional tenet of the theory relies on its failure to take into account the internal states of an individual like attitudes, emotional predisposition and beliefs in trying to provide the mechanisms through which motivation is established. According to Skinner, the external surroundings (rather than the internal) in which an individual lives in is what actually motivates them. Based on this finding, the reinforcement theory of motivation, in its simplest application, proposes that in order to motivate employees, organizations should design the workplace in a manner that appeals to the aesthetic sense of the employees. Reinforcement theory is significant in this report since it provides some mechanisms through which human behavior can be regulated, thus motivation. Its significance in an organizational setting as regards performance and job satisfacti...