BANK OF AMERICA IV

Bank of America IV



Motivation

A management position

Managers are on their feet for hours at a time, work long days and weekends, and seldom get a holiday off. The responsibilities are huge--but so is the autonomy. You will be able to operate your organization as you see fit, with little or no supervision, to produce the highest-quality products and services. Salary earnings vary greatly, depending on the region and employer. You will probably earn the highest salary in a high-end. Depending on the job and your qualifications, you could earn much more than that amount (Barron, 2000).

Quite often manager are work - also engaged with petty things to address to foremost minutia of effectiveness. To load up gap, occasionally leaders hurls his concerted efforts to convey effectiveness by boosting and nurturing group work, by better time management and by correct use of power. Further, leader presents and ample pay structure to boost performance of employees. Leader delegates administration where required and asks for participation where likely to accomplish better result. He additionally presents workers with necessary resources.

A Manger has ordered over all share and distributions of sanctions. For Example, manager has command over affirmative sanctions for example, advancement and accolades for his task performance and assistance to organizational objectives. Manager is furthermore in place to activities contradictory sanctions for example, with retaining advertisements, or errors, etc. In the barbed compare, the leader has entirely distinct kind of sanctions to activities and grant.

Managers are construction blocks of organization. A manager performs five fundamental purposes - Planning, organizing, staffing, administering and controlling. At all grades of management, we have managers working there and performing one or more of these managerial functions. A manager's main function is to accomplish effective utilization of assets in an organization. He accomplishes so through coordinated human efforts (Beck, 2000).

Managers at distinct grades have distinct functions to perform. In any organization, we have mostly 3 grades of management and at all these grades we have different managers working with their respective forces and authority.

Job Design model

Task significance

Lots of jobs have a very specialized and fragmented. The worker has no role in planning and design tasks to develop an activity limited to mechanical and routine. This is what to avoid.

Autonomy

This technique is to involve employees in developing the design and planning work. It is based on the fact that workers themselves know best how to do their work and therefore, who can propose the most effective improvements or changes.

Feedback

Employees often complain that when they often work especially well, the boss tells them anything. When they make the first mistake, the boss appears immediately to criticize them. This may discourage immediately even the best of workers (Barron, 2000).

Herzberg's two factor theory

The Motivation to Work, the publication written by Mr. Fredrick Herzberg, Bernard Mainer and Barbara Snyderman in 1959 has become one of the most replicated studies in the field of workplace psychology. Herzberg showed that certain factors undoubtedly motivate ('motivators'), while other tended to lead to dissatisfaction ('hygiene ...