Management Essay Example | Topics and Well Written Essays - 1500 words - 9

Management - Essay Example It was acknowledged that Herzberg related need satisfaction to job conditions: job content and job context; where the job content factor was specifically identified a motivators (Martires & Fule, 2010, p. 15). The aim of the current discourse is to determine lack of job satisfaction and motivation as a contemporary management issue through the use of current events that were published on the subject. Identification of a Contemporary Management Issue In an article entitled â€Å"10 factors creating job satisfaction: what motivates now?† written by Spicer (2010) and published online in the Bradford University School of Management, the author actually delved into a closer evaluation of factors which apparently have been perceived as contributory to motivation. The author sought the participation of an original number of 268 managers across UK and Europe. As disclosed, there were â€Å"10 longstanding factors that research identifies as significant in influencing people’s motivation† (Spicer, 2010, par. 2). The factors were clearly enumerated and presented as Table 1, below: Table 1. Ten Longstanding Factors that Significantly Influence Motivation Factor 2010 2008 Interesting work 1 1 Job security 2 6 Full appreciation of work done 3 4 Good wages 4 2 Promotion and growth in the organization 5 3 Personal or company loyalty to employees 6 7 Feelings of being in on things 7 8 Tactful discipline 8 9 Good working conditions 9 5 Sympathetic help with personal problems 10 10 Source: Spicer, 2010 From the study, it was revealed that the factors most regarded as contributory to job satisfaction in 2010 were: interesting work, job security, and appreciation for work well done (Spicer, 2010). The top factor in 2008 was similar: interesting work, followed by good wages, as well as promotions and growth in the organization (Spicer, 2010). As published in Employee Benefits, â€Å"motivating employees is vital if employers are to achieve maximum performance and productivity. There are a wide variety of methods available for motivating staff, at prices to suit all budgets. These range from recognizing employees' achievements by simply saying 'thank you' to more complex schemes which combine set targets with fixed rewards† (Employee Benefits, 2006, par. 1). This is consistent with Spicer’s findings that acknowledged appreciation for work as a significant motivating factor that contributes to job satisfaction. Concurrently, in another study that aimed to determine the level of motivation and job satisfaction among employees of KFC, UK, the author disclosed that â€Å"non ­financial  factors  have a  significantly  higher  impact  on  the  employee's  motivation than   the  financial   factors†¦(and that)   the  study concluded  that  the  employees  working  at  KFC  UK  Ltd  are adequately motivated, though  a  significant  difference  of  level of motivation wa s   noticed   among   gender,   different   age groups,   working   status,   working   position   and   length   of employment  comparison† (Hossain & Hossain, 2012, p. 21). The study written by Adeyemi and Ositoye (2010) supported the theoretical frameworks on motivation as originally published by Maslow (1954), Koontz, O’Donnel and Weintzrizh (1980) which asserted that â€Å"what really matters in boosting employee productivity or output is not the kind of motivation that is employed but the extent to which the employee is being truly motivated by any chosen method. .. (And) the ability of the employer to identify employee

The Administrations for Children Services New York City Essay

The Administrations for Children Services New York City - Essay Example The organization is currently in the process of implementing innovative procedures that should optimistically show its effect on the organization's work. Will this be sufficient to addressing the problem How efficient will the organization be after all the changes The paper will in detail confer the potential positive outcome of the restructured organization. The paper will also analyze the media's effect on the expedited renovations to the system. In order to more fully understand the current status of the ACS, a brief synopsis of its history is necessary. On January 10, 1996, for the first time in New York City history, an agency "devoted solely to serving children and their families" was established.1 The ACS mission is to "ensure the safety, permanency and well-being of the 1.8 million children in New York City and to strengthen families."2 In order to achieve this, several key areas of responsibility were established by Nicholas Scoppetta the agency's first commissioner. These include: In order to achieve these aims the agency put several processes in place including: reduced caseloads for workers, increased training and compensation packages, fostered improved interagency cooperation between various government agencies including Family court, the Department of Education and the various police agencies within the city and streamlined the record keeping system and automated it into a streamlined mode using latest technology. Additionally the ACS established in 2001 an intake facility solely dedicated to those children entering the foster care system, initiated a clinical consultation team to specifically work on cases involving physical abuse, substance abuse and mental health services and developed an intricate system to measure level and quality of services provided to children and their families. This system known as EQUIP (the Evaluation and Quality Improvement Protocol) was designed to evaluate all phases of the ACS system including: "processes, outcomes and quality."4 Finally, ACS instituted a comprehensive service review plan to ensure timely meetings within required time frames are conducted for each case. Yet, with all the innovative programs purported to be instituted children are still 'slipping through the cracks' - too often with deadly