Stop motivating your employees Research Paper Example | Topics and Well Written Essays - 1000 words

Stop motivating your employees - Research Paper Example When employees are recognized for their distinctive associations, the motivation premise will set in easily. This helps them to grow beyond a certain point and get encouraged all the same. Nearly each and every employee has a characteristic of their own which needs to be appreciated within the domains of an organization. This can be discerned through meeting employees who stand a chance to get recruited within the domains of an organization. What this implies is the fact that these potential employees are asked for certain questions which suggest for their motivation levels. If they are de-motivated then this is a good time to know why this is the case (Robbins et al., 2008). If they are encouraged properly, they shall find a way to get motivated because it is every organization’s priority number one. There cannot be any two opinions about new employees who should be motivated enough to run the reigns of an organization. When strong relations are built with employees, they bec ome motivated to carry out their respective tasks. If these relations turn into positive ones, there would be more delight amongst the employees and they will always appreciate the organization for all its efforts, endeavors and undertakings (Sirota et al., 2006). It will essentially stop de-motivating the employees who are proactively looking for a way through which they can learn new avenues and seek novel grounds as far as their working domains are concerned. Hence it is a good measure if the de-motivation comes to a halt immediately, whereby there is more room to grow and develop for the employees and workers to boost the business in the real sense of the word. Another way through which de-motivation can be avoided within employees is to set individual goals for them so that they achieve them without much difficulty. It makes their tasks cut out and they know exactly what is required of them from an organizational standpoint. When the employees have hard specific and achievable goals up their sleeves, they will always remains motivated enough to come back to work day in and day out. They will know exactly what is required of them and what resources they must employ to attain their respective results (Sirota et al., 2006). This is a very significant aspect of learning new methodologies while remaining motivated all this while. What is even more necessary is the fact that employees must always know that whatever they are trying their hands at is achievable right from the outset. This shall shape up their actions and tell them exactly how they are going along with their respective work domains (Robbins et al., 2008). If they believe they cannot achieve these tasks, then there is bound to be more de-motivated existent within their ranks. Providing feedback on employees’ performance is one of the few ways through which their work regimes get measured. This could either be done in an annual feedback session or through semi-annual programs (Robbins et al., 2008). The need is to tell the employees exactly where they stand and what more they can do in the future. It shall always motivate the employees because their respective domains mean that the business will start to prosper (Sirota et al., 2

LAW Essay Example | Topics and Well Written Essays - 1500 words - 3

LAW - Essay Example (Melone and Kames, 64) Since actions were required to follow the specific form of the writ in invoke the courts’ jurisdiction, the common law courts could not provide satisfactory solutions in all cases. The writ system created a lot of confusion so that in some cases: â€Å"...forms of actions were pulled and stretched to cover a number of situations not originally contemplated when they were created. Yet many forms of action brought by plaintiffs were dismissed because they did not fit the narrow requirements of particular existing writs.† (Melone and Kames, 64) The writ system and within the common law system was devised during feudalism when the landed aristocracy were the ruling classes. However, with the emergence of the mercantile movement followed by industrialism the economic environment changed with greater demands on the courts. (Melone and Kames, 64) More and more disputants, essentially unsatisfied with common law courts began to petition the King â€Å"and his council† for remedies that were not provided for in the common law courts. (Melone and Kames, 64) the King’s Council would in turn remit these complaints to the Lord Chancellor, their highest ranking member. (Melone and Kames, 64) It was the Lord Chancellor’s office that had initiated the writ system that led to the creation of the three common law courts. (Melone and Kames, 64) Ironically it would be the Lord Chancellor himself who would influence the creation of the law of equity. The Lord Chancellor’s influence came via the petitions for remedies that were outside the jurisdiction of the common law courts. He would consider these petitions and make recommendations to the Kings’ Council. His recommendations were typically accepted without more. (Melone and Kames, 64) This practice carried on until the Court of Chancery, a court of equity was institutionalized in 1474. (Melone and Kames, 64) The Lord