MBA作业代写范文:Analysis of Financial Motivation of Staff

发布时间:2022-07-21 15:18:18 论文编辑:cinq888

MBA作业-员工财务激励分析。本文是一篇国外大学MBA作业参考范文,主要内容是讲述“动机”是愿意向组织目标施加高水平的激励,条件是有能力满足一些人的需要。根据一些商业分析,员工激励是提高组织生产力的好方法。当人们获得动力时,他们将有理由把更多的精力放在他们正在做的事情上。因此,激励是提升工作团队能力的重要管理工具。因此,本篇MBA留学作业将探讨什么样的方法更适合激励员工及其原因。激励员工的方式有很多种,包括财务激励和非财务激励。下面就一起来参考这篇MBA作业的全部内容。

代写MBA作业

Motivation is willing to exert high level of toward organizational goals, condition the capability to meet some people need. (Hall. et al., 2008: 374) According to some business analysis, employee motivation is a good method to improve the productivity of organization. While people get motivation, they will have a reason to put more energy on what they are doing. (Echeat, 2005) Consequently motivation is an important management tool that lifted the work team ability. Therefore, this article will discusses what kind of method is more suitable to motivate employees and reason. There are a considerable number of different ways to motivate employees, including financial motivation and non-financial motivation.
Motivate staff must determine which is financial motivation or non-financial motivation. This will depend on which factors have contributed to staff, in addition, it may also be the company’s budgetary constraints and cannot compensate for any increase in salaries or bonuses, therefore, non-financial incentives are required to submit. Low-wage workers may dissatisfy with their work, as a result, the non-financial incentives will not be an effective motivation. Consequently, it is important to find a balance between them.
激励员工必须确定哪种是财务激励还是非财务激励。这将取决于哪些因素对员工产生了影响,此外,这也可能是公司的预算限制,无法弥补工资或奖金的任何增加,因此,需要提交非财务激励。低工资工人可能对他们的工作不满意,因此,非经济激励不会成为有效的激励。因此,重要的是要在两者之间找到平衡。
Although the financial motivation has little value, most firms still use money as a main incentive. There are a variety of payment systems that a company use to motivate staff. For example wages and salaries, piece-rate, fringe benefits, free house, the educational fee of children, the cars, the credit card and share ownership which provided by the companies. (Hall. et al., 2008:381) Taylor scientific management motivation had stated that employees were heavily linked financial factor to meet their maximum gain, people acted individual, not grouped, and people acted like machine. For a pair day payment related to piece work could maximum employees’ potential ability and motivated and high payment in return. (Hall. et al., 2008:375)
虽然财务动机没有什么价值,但大多数公司仍将资金作为主要激励。公司有各种各样的薪酬体系来激励员工。例如工资、计件工资、附加福利、免费住房、儿童教育费、汽车、信用卡和公司提供的股份所有权。泰勒科学管理动机指出,员工与财务因素密切相关,以实现其最大收益,人们的行为是个体的,而不是群体的,人们的行为就像机器。因为与计件工作相关的双日工资可以最大限度地发挥员工的潜在能力和积极性,并获得高回报。
Money is the most direct way of motivate employees. People will think about salary when are looking for a job. For instance, there are 17,300 employees accept financial incentives in stock and bonuses. As a result, HBOS also accept cash reward system after merger. Each of HBOS’s 65,000 employees will awarded free shares worth between £500 and £3,000 and totaling £70 million. Workers will also benefit from two staff share pounds. Staff worked hard who after got money award. Moreover, to follow the HBOS shares went up more than 56% over the last three years. (BBC News, 2007) Consequently, according to the case, it not only reveals the money has encouraged, but also it is a kind of important incentive way.
金钱是激励员工最直接的方式。人们在找工作时会考虑工资。例如,有17300名员工接受股票和奖金的财务激励。因此,HBOS在合并后也接受现金奖励制度。HBOS的65000名员工每人将获得价值500英镑至3000英镑、总计7000万英镑的免费股份。工人们还将从两名员工分担的英镑中受益。获得奖金后,工作人员努力工作。此外,在过去三年里,HBOS的股价上涨了56%。因此,根据案例,它不仅揭示了金钱的激励作用,而且是一种重要的激励方式。
Financial motivation make a significant improvement on company’s performance, non financial motivation also plays a key role during the continuous development. There are four kinds of main methods of non-financial motivation, including job enrichment, job enlargement, team working and empowerment. Job enrichment means enable workers to be more interested in challenging and complex task. Workers should have the opportunity to complete a work unit as a whole rather than individual task. This method can stimulate job enlargement or job rotation, because it increases the complexity and challenging, rather than provide diversification simply. Secondly, Job enlargement is simply give workers more tasks to do, just like a similar nature and complexity. Teamwork, that is to say employees in the group or team work. In the team work, a person can more easily establish friendships and have a sense of belonging to a whole, a unit or group. Team work has other advantages too. Team work can lead to greater production flexibility, employees may be multi-skilled (and can do more than one person’s work), because they learn from other team members or a formal job rotation. It means that they can cover any absence from work; they can quickly adapt to new production technologies. Finally, give the power or authority to staff so that they can decide how to finish their work. (tutor2u, 2010)
财务激励对公司绩效有着显著的改善作用,非财务激励在公司持续发展中也起着关键作用。非财务激励有四种主要方法,包括工作充实、工作扩大、团队合作和赋权。工作充实意味着让员工对具有挑战性和复杂的任务更有兴趣。工人应该有机会整体完成工作单元,而不是单独完成任务。这种方法可以刺激工作扩大或轮换,因为它增加了复杂性和挑战性,而不是简单地提供多样化。其次,工作扩大只是给工人更多的任务去做,就像性质和复杂性相似一样。团队合作,即团队中的员工或团队工作。在团队合作中,一个人可以更容易地建立友谊,并有一种归属感,属于一个整体,一个单位或团体。团队合作还有其他优势。团队合作可以带来更大的生产灵活性,员工可能是多技能的(并且可以做多个人的工作),因为他们向其他团队成员学习或进行正式的工作轮换。这意味着他们可以弥补任何缺勤;他们可以快速适应新的生产技术。最后,把权力交给员工,让他们决定如何完成工作。
Even though the money may be an incentive to work; at work, payment does not change the way people pay more. Staffs need an incentive to combine. That is why the Royal Bank of Scotland (RBS) offers so many non-financial incentives to improve personal life. RBS is one of the most important powers of the employees which is the good performance of the level of progress. RBS encourage citizens ‘make it happen’ through the personal development. It means that RBS encourages staff to grow and develop their skills and abilities. This in turn help RBS change to a company. Employees agree development needs with line manager in their annual performance evaluation. This is recorded in the personal development plan. Development may involve more training so as to acquire new knowledge and skills. This can improve their promotion prospects, and allow employees to improve the organization and their total rewards. (thetimes100, 2010) Consequently, In RBS, employees enjoy Total Reward-A specific wages and benefits far beyond salary. It offers each staff not only just money, but also a personal choice, just as working hours and safety.
即使钱可能是工作的动力;在工作中,支付不会改变人们支付更多的方式。员工需要一种合并的激励。这就是苏格兰皇家银行(RBS)为改善个人生活提供如此多非财务激励的原因。苏格兰皇家银行是员工最重要的力量之一,它的良好表现是员工进步的水平。苏格兰皇家银行鼓励公民通过个人发展“实现梦想”。这意味着苏格兰皇家银行鼓励员工提高和发展他们的技能和能力。这反过来有助于苏格兰皇家银行转变为一家公司。员工在年度绩效评估中与直线经理商定发展需求。这记录在个人发展计划中。发展可能需要更多的培训,以获得新的知识和技能。这可以改善他们的晋升前景,并让员工改善组织和他们的总回报。因此,在苏格兰皇家银行,员工享受总报酬——远超工资的特定工资和福利。它为每位员工提供的不仅仅是金钱,还有个人选择,就像工作时间和安全一样。
In conclusion, in the view of financial cost there are two variety companies. One with less number of employees so that managers can easily supervise and control. Company can use finance motivate employees who does not need through evaluation process. Another one is a large company which has a significant number of employees. Managers cannot pay attention to every employee; therefore, they can encourage active employees to work by non-financial motivation. Because no company is interested in paying high capital as a reward for their employees. Relative to non-finance motivation, it is a good choice. In my view, non-financial motivation is suitable for both large enterprises and small firms, I suggest that company could use non-financial motivation to encourage staff, because not only does it widely applicated but also save money.

Reference 参考文献
BBC News (2007) (online) Staff benefit from HBOS profits
Echeat (2005) (online) Motivating Employees in the Workplace
Hall.D, R.Jones, C.Raffo and A.Anter (2008) Business Studies
4th education, Harlow, Essex, Pearson Education (Access date: March 16, 2010)
Tutor2u (2009) (online) Motivating employees – financial rewards
Tutor2u (2009) (online) Motivating employees – non financial rewards
Thetimes100 (2010) (online) Motivation at RBS –

MBA作业总结:从财务成本的角度来看,有两种公司。员工数量较少的公司,以便管理者能够轻松监督和控制。公司可以利用财务激励不需要通过评估流程的员工。另一个是一家拥有大量员工的大公司。管理者不能关注每一位员工;因此,MBA作业提出他们可以通过非财务激励来鼓励积极的员工工作。因为没有一家公司有兴趣支付高额资本作为对员工的奖励。相对于非财务激励而言,这是一个不错的选择。在我看来,非财务激励适用于大企业和小企业,我建议公司可以使用非财务激励来激励员工,因为它不仅应用广泛,而且可以节省资金。本站提供各国MBA作业写作指导服务,如有需要可咨询本平台。