Physical Environment in Counseling and Planning - 1648 Words

Physical Environment in Counseling and Planning I have recently read an interesting article about the impact of physical environment on the financial counseling and planning relationship and process. The publication raised my great interest because I have noticed before that our offices have several deficiencies that may have negative effects on the quality of our relationships with clients. The physical environment includes many aspects of our surrounding, including furniture and room design, color, accessories, lighting, sound, smell, thermal conditions and others. I have learned that all of these aspects can have bigger impact on relationships and the quality of our work that most people would expect. Therefore I took the†¦show more content†¦I propose to equip our office with chairs that would be at least comparable to the planners’ chairs. Also it is desirable to have at least two of the same chairs for clients so none of the spouses would feel less important than the other. †¢ Space – The appropriate use of space is very important. Even though we as planners often prefer informal arrangements and closer distance, research shows that most clients feel more comfortable in more formal seating arrangements, such a traditional â€Å"across the desk† (Pressly Heesacker, 2001). Pulvino et. al (2002) give examples of appropriate seating arrangements for different kinds of interactions and power distribution in a counseling setting. It seems like the best seating arrangement for our kind of relationship with clients would be the following: This arrangement is most appropriate for planning and productive counseling rather than teaching activities and it would be most desirable for most of our clients. Another important issue I need to stress is the level of privacy we provide to our clients. Luckily we have enough rooms to provide private setting to all of our clients, but we still need to make sure that we don’t interrupt other planners when they are in a meeting with clients. Studies have shown that interruption by a third party during a counseling session decrease the level of privacy and self-disclosure by the clients (Pressly Show MoreRelatedLegal And Ethical Issues Of The National Career Development Association1105 Words   |  5 Pagesdilemmas that must be addressed immediately, multiculturally, and in accordance to ethical codes. The National Career Development Association (NCDA) Code of Ethics (2015) section A.1.b. identifies the distinction of counseling services provided between career planning and career counseling. 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Children With Intellectual Disabilities Down Syndrome...

Intellectual disability is when a person has certain limitations in cognitive functioning and skills, including communication, social and self-care skills. It can be caused by an injury, a disease or may exist from birth and manifest itself in the child’s early development. People with intellectual disabilities like Down Syndrome also face discrimination and this is shown in the article â€Å"Down syndrome boy excluded from pool† (February 2016) from the Anti-Discrimination Board of NSW. Another problem is that many intellectually disabled people, in their desire to be cooperative, will readily agree to propositions suggested to them that aren’t true. This is a distinct disadvantage when dealing with the criminal justice system, and can result in an unfair outcome. A physical disability is a limitation on a person s physical functioning, mobility or stamina. These disabilities may have arisen at birth as a result of genetic abnormality, through a contraction of disease, or through an injury. It can make it difficult for people to perform simple everyday tasks and may lead to discrimination and a lack of opportunities in areas such as education, employment and promotion. For example, people confined to wheelchairs represent how a physical disability can restrict movement to and around schools or workplaces unless there are appropriate support mechanisms. However, they can usually manage their own affairs and generally do not require a guardian. Discrimination is anShow MoreRelatedEssay special education11975 Words   |  48 Pagesï » ¿CONCEPTS AND DEFINITIONS OF DISABILITY The contemporary conception of disability proposed in the WHO International Classification of Functioning, Disability and Health (ICF) views disability as an umbrella term for impairments, activity limitations and participation restrictions. Disability is the interaction between individuals with a health condition (e.g. cerebral palsy, Down syndrome or depression) and personal and environmental factors (e.g. negative attitudes, inaccessible transportation,Read MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pages10.5/12 ITC New Baskerville Std Credits and acknowledgments borrowed from other sources and reproduced, with permission, in this textbook appear on the appropriate page within text. Copyright  © 2013, 2011, 2009, 2007, 2005 by Pearson Education, Inc., publishing as Prentice Hall. All rights reserved. Manufactured in the United States of America. This publication is protected by Copyright, and permission should be obtained from the publisher prior to any prohibited reproduction, storage in a retrievalRead MoreDeveloping Management Skills404131 Words   |  1617 PagesWeidemann-Book Credits and acknowledgments borrowed from other sources and reproduced, with permission, in this textbook appear on appropriate page within text. Copyright  © 2011, 2007, 2005, 2002, 1998 Pearson Education, Inc., publishing as Prentice Hall, One Lake Street, Upper Saddle River, New Jersey 07458. All rights reserved. Manufactured in the United States of America. This publication is protected by Copyright, and permission should be obtained from the publisher prior to any prohibited reproduction

Motivational Strategy Employee

Questions: Q1. How far do you agree that employee motivation influences the performance of workforce? Q2. According to you what is the most effective motivational tool for improving employee performance? Q3. How far are you satisfied with the employee motivation strategy of Tesco, UK? Q4. What is the drawback of employee motivational strategy implemented by Tesco, UK? Answers: 1. Introduction In this competitive era, the aim of the organizations is to motivate the employee for improving performance quality. This study is focusing on investigating how employee motivation influences performance of employees in retail sector (Byerly 2012). Employee motivation refers to the technique of empowering moral values of the workforce. It is the sole responsibility of the management to motivate the workforce for achieving entire organizational goal (Heldenbrand and Simms 2012). In this research, the researcher will follow a systematic structure. In the first section, the researcher will frame aims and objectives of the research topic. In the literature review section, the researcher will evaluate the theories and models regarding the research topic. The researcher will also gather data from the targeted population for getting accurate outcome of this research. The final section of this research is consisting of the conclusion and recommendations. 2. Significance of the Study The aim of this research topic is to investigate the employee motivational tools implemented by Tesco. In addition, this study will also identify the efficiency of employee motivational tool, which are followed the company for influencing performance quality of employees (Matsidiso 2012). Moreover, the company is also having some drawbacks on their employee motivational strategies. This study will also investigate those issues for improving employee performance. In the last section of this study, the researcher will also provide suitable recommendations to the company for motivating the workforce in an effective manner. 3. Research Aim The aim of the research is to investigate the impact of employee motivation on employee performance of Tesco, UK. 4. Research objectives To investigate the employee motivational strategies implemented by Tesco, UK To identify the impact of employee motivational strategy on employee performance in relation with Tesco, UK To identify the issues faced by Tesco, UK while implementing employee motivational strategies for empowering performance quality To provide suitable recommendations for overcoming the issues of employee motivational strategies imposed by Tesco, UK 5. Research Questions What are the employee motivational strategies imposed by Tesco, UK? How employee motivational strategies of Tesco, UK facilitate employee performance of the company? What are the issues faced by Tesco, UK while implementing employee motivational strategies for improving workforce performance? What are the possible ways for improving employee motivational strategy of Tesco, UK? 6. Rationale of the Study In current competitive market, companies are focusing on improving employee retention. In case of retail sector, employee attrition rate is high in contrast with other industries. Therefore, it is highly important to investigate the employee motivation tools, which are used by the company for improving performance quality of the workforce (Ude 2012). Apart from that, motivating the workforce also helps in improving employee engagement towards the organization. It helps in reducing employee attrition of retail industry. A motivated workforce helps the organization to achieve overall organizational objectives. This research study will help the company to identify the reason behind this high rate of employee attrition and motivate the workforce for achieving overall organizational objectives. 7. Literature Review In this section, the researcher will evaluate concept of employee motivational tools and employee performance. Apart from that, the researcher will evaluate theories and models based on the research topic. This section will help the researcher to understand the implementation of the evaluated theories and modes in context of retail industry. 7.1 Concept of Employee Motivation The word motivation refers to the engaging behavior of human being. In case of organizational workforce, managers are focused to motivate the employees for increasing employee engagement towards the companys objectives (Uroevia and Miliji 2012). Motivation also refers to a procedure of improving moral value of a group of people. It helps in encouraging the workforce to achieve specific objectives for organizational success. It is highly important to motivate the employees for improving their moral values. A motivated workforce can easily handle critical organizational situation and can provide positive outcome. 7.2 Concept of Employee Performance Employee performance refers to the ability of the workforce for achieving organizational goal. Management of an organization implements effective strategies for empowering performance quality of the entire workforce (Aaptorius 2013). Employee training process and performance appraisal are the strategies, which are implemented by the organizations for motivating the workforce (Andersen and Pedersen 2013). It is highly important for the organizations to identify issues of the workforce for achieving organizational goal (Heldenbrand and Simms 2012). Managers are focusing on enhancing employee engagement by empowering performance quality of the workforce. 7.3 Model of Employee Motivation The Herzbergs theory of motivation could serve as an effective motivational tool for enhancing the employee performance of the organization (Ahmad and Bujang 2013). The two factor theory of motivation deals with the satisfaction and dissatisfaction within an employee. The factors leading to satisfaction consisted of achievement, recognition, responsibility, growth and accolades. These factors were responsible for motivating an employee within an organization (Eisele et al. 2013) The hygiene factors prevented dissatisfaction and probed for organizational maintenance from the employee perspective. The hygiene factors comprised of organizational policy, supervision, working conditions, wages, medical facilities and relationship with upper management and peer groups. 7.4 Relationship between employee motivation and employee performance Employee motivation and employee performance are correlated to each other. A motivated employee would always contribute their best efforts towards organizational success. Similarly, if an employee is not motivated, it could lead to dissatisfaction, thus having a negative impact on employee performance (Facer et al. 2014). Therefore, organizations always look forward to motivate their employees through implementation of motivational tools, thus reflecting on the overall profitability of the organization. Motivated employees carry a positive approach and works with collaboration, which is the salient factor of success for quality employee performance (Farrington 2012). The motivated employees of the organization always seek to push their limits in terms of performance, thus gaining supremacy in the competitive market. 7.5 Gap of Literature The researcher faced several issues while drawing the suitable outcomes of the research study. Due to less time and financial investments, the researcher was unable to apply theories from various angles and perspectives. The conduction of study lacked penetration and critical analysis. The researcher was unable to collect enough information from the internet and some of the information collected from the secondary sources were manipulative in nature. 8. Research methodology 8.1 Research proposition In order to conduct this research, the researcher will chose effective methods. The methods chosen for this research is positivism research philosophy, deductive research approach, descriptive research design. In order to gather necessary data for the research, the researcher has chosen primary and secondary data collection process. In primary data collection, the data collection techniques are quantitative data collection and qualitative data collection. Probability sampling and non-probability sampling are the sampling techniques, which are chosen by the researcher. 8.2 Research Philosophy Research philosophy helps in gathering authentic data for conducting the research study. The researcher will chose the research philosophy based on the research topic. Three types of research philosophies are there such as Interpretivism, positivism and realism research philosophy (Knox 2010). Positivism research philosophy helps to conduct an error free data evaluation process. Interpretivism research philosophy helps in relating activities of complex business. Moreover, this research philosophy would also determine the business structure. Likewise, realism research philosophy deals with positivism and Interpretivism research philosophy (Johnson, Onwuegbuzie and Turner 2010). In this research, the researcher will chose positivism research philosophy, because this philosophy o research is effective for gathering realistic data regarding the research topic. 8.3 Research Approach There are two kinds of research approaches such as deductive research approach and inductive research approach. Deductive research approach helps the researcher to implement relevant theories and models for the research topic (Harrison and Reilly 2011). While on the other hand, inductive research approach enables the researcher to create theories and models as per the requirements of the research topic. Building required models and theories is time consuming. However, time limitation is the major issue faced by the researcher (Freshwater 2012). Therefore, the researcher has selected deductive research philosophy for evaluating theories and models rather than building own theories and models. 8.4 Research Design There are three kinds of research designs such as explanatory, exploratory and descriptive research design. Explanatory research design is effective for analyzing the relationship within the research variables (Ellis and Levy 2010). On the other hand, exploratory research design helps the researcher to understand the research background in an effective manner. Descriptive research design helps in getting the accurate explanation of the research topic. Therefore, the researcher will chose descriptive research approach for conducting this research. 8.5 Research Strategy Research strategy helps in determining an effective research outline. The research strategies implemented for conducting research are focus group, case study, interview and survey. This process helps the researcher to gather relevant data for the research work. In case of this research topic, the researcher has chosen survey and interview for conducting qualitative and quantitative techniques (Cameron 2010). These techniques help the researcher to improve data quality for the research, which helps to improve overall quality of the research outcome. 8.6 Data Collection Method In order to gather data regarding the research topic, the researcher with chose primary data collection method. The researcher will also access secondary sources such as book, journals and websites for gathering data (Harrison and Reilly 2011). These data will help the researcher to conduct literature review based on the research topic. In this data collection method, the researcher will implement primary and secondary data collection technique. In primary data collection technique, the researcher will select 50 employees of Tesco, UK. On the other hand, the researcher will select 5 line managers of Tesco for conducting he qualitative data collection techniques. 8.7 Analytical procedures The analytical procedure seeks a deep insight towards analysis of comprehensive data collected through the primary data sources. The collected data has its application in the statistical format of mean, median and mode. The statistical analysis of data allowed the researcher to underpin the research issues during the course of the research study. Some of the data collected through telephonic interviews were manipulative in nature as the line managers were biased towards the organization. The content analysis approach was implemented for gathering data from the secondary data sources. 8.8 Ethical consideration The researcher faced to comply with the ethical considerations for successful intervention of the study. The researcher got involved in voluntary participation of data and the entire information share was utilized for personal use only. The information was not implemented for commercial purposes and the research participants enjoyed full privacy of their personal information. All the information discussed was in alignment with the data protection Act. 9.1 Quantitative data collection Q1. How far do you agree that employee motivation influences the performance of workforce? Options No of response Percentage of Response Total Respondents Strongly agree 23 46 50 Agree 10 20 50 Neutral 7 14 50 Disagree 6 12 50 Strongly Disagree 4 8 50 Mean Median Mode SD 2.18 2 1 1.38048 Table 1: Importance of employee motivation strategy Finding and analysis The researcher has done the above data collection by taking 50 employees of Tesco. The statistical calculation of this data collection shows that 46% of employees strongly agreed that motivational tools are important to empower performance quality of the workforce. The mode value of this statistical calculation is one that means, maximum respondents have agreed that it is highly important to impose effective motivational strategy. The mean value is two, which means viewpoint of 20% employees is conflicting with major respondents. The median value is also two. Therefore, it can be said that the organization can improve performance quality of the workforce by implementing effective motivational strategy. As the standard deviation value id greater than 1, the company is having high risk factor in this regards. This risk factor can be minimized by providing proper appraisal to the workforce. Q2. According to you what is the most effective motivational tool for improving employee performance? Options No of response Percentage of Response Total Respondents Appraisal 21 42 50 Increment 15 30 50 Recognition and accolades 11 22 50 Incentives 2 4 50 Other benefits 1 2 50 Mean Median Mode SD 1.94 2 1 0.99816 Table 2: Effective motivational tool Finding and analysis The above statistical calculation is showing that the mode value is 1. It indicates that 42% employees think that appraisal is the most effective motivational tool, which can improve performance quality of the workforce. In this regards, 30% of employees think that providing increment to the employees is also an effective way for empowering employee performance. The mean value calculated by the researcher is 2, which means some employees are conflicting with majority respondents. In addition, the median value is 2, which indicates that it is possible to provide appraisal to the employees for empowering their performance. The standard deviation of this statistical calculation is less than 1. Therefore, it can be said that providing proper appraisal to the employees can reduce risk factors for Tesco, UK. Q3. How far are you satisfied with the employee motivation strategy of Tesco, UK? Options No of response Percentage of Response Total Respondents Highly Satisfied 13 26 50 Satisfied 7 14 50 Neutral 0 0 50 Dissatisfied 9 18 50 Highly Dissatisfied 21 42 50 Mean Median Mode SD 3.36 4 5 1.72331 Table 3: Effectiveness of employee motivation strategy Finding and analysis This quantitative data collected by the researcher to investigate effectiveness of motivational strategies, which are implemented by Tesco, UK. The statistical calculation shows that mode value is 5. It indicates that 42% of employees are highly dissatisfied with the motivational strategies of Tesco. The mean value is 3, which means no respondents is conflicting with majority respondents in this regards. Median value of this statistical calculation is 1.72331, which is greater than 1. Therefore, Tesco is having huge risk factor of low employee performance. In order to reduce impact of this risk factor, the company needs to communicate with the workforce in effective way. It will help the company to empower motivational aspects of the workforce. Q4. What is the drawback of employee motivational strategy implemented by Tesco, UK? Options No of response Percentage of Response Total Respondents Low pay scale 23 46 50 Extended working hours 10 20 50 Low appraisal 12 24 50 Lack of fringe benefits 5 10 50 Discrimination between the employees 0 0 50 Mean Median Mode SD 1.98 2 1 1.05926 Table 4: Drawback of employee motivation strategy After accomplishing the statistical calculation, the researcher came to know that 46% employees has identified low pay scale as the drawback of Tesco, which causing low motivation of the workforce. 20% employees have stated that Extended working hours is the major drawback of Tesco, which is preventing the company from motivating the workforce. As the mode value is 1 and the mean value is 2, it can be said that Tescos major drawbacks of motivation are low pay scale and extended work hours. The standard deviation value is greater than 1. That means Tesco is having risk in this regards and should reduce these two practices for overcoming the issues. 9.2 Qualitative data collection What is the impact of employee motivation on the performance of employees in Tesco, UK? According to the first line manager of the organization, the organization takes active participation in motivating the employees of the organization though promotions and appraisals. However, there were criticisms regarding its execution as, it happened only once in a year. According to the second manager of the organization, the employee are given enough opportunities to express their creative thoughts and innovative applications for successful intervention of the study. The third manager of Tesco, UK stated that the employees of the organization receive accolades upon fulfillment of their targets. Appreciations from the managers enhance their performance and boost their zeal to perform at their utmost capability. The fourth line manager of the organization stated that flexible working hours has been an element of motivation for the employees of the organization. The fifth line manager focused on the safe working environment of the organization that is the salient factor for employe e retention and motivation. The motivated employees of the organization probes for service excellence towards the consumers, thus reflecting on the profit margin of the organization . 10. Conclusion and Recommendations On the contrary, it concludes that, employee motivation has a huge impact on the employee performance of Tesco, UK. The motivated employees give quality contributions towards organizational success in the competitive market. The motivated employees expressed their creative thoughts and innovative interpretations for attaining success in the competitive market. The employees of Tesco provide high quality services to the consumers, upon implementation of motivational tools. Equal Opportunity The organization must incur equal opportunities to the employees of the organization and avoid any discrimination and conflict amongst the employees in the organization. Equal opportunities would motivate the employees and allow them to work as a team with a collaborative approach amongst them. Equal opportunities allow an employee to give their best shot for organizational success, upon implementation of motivational tools. Enhancement of salary and performance appraisal in a frequent manner Performance appraisal would allow the organization to motivate the employees to an optimum level. Performance appraisal would relate to enhancement of salaries, implementation of fringe benefits and incentives. The organization faced criticism for paying low wages to the consumers in contrast to the competitor brands. Moreover, the appraisal takes effect only once in an year. Enhancement of salary and performance appraisal three times a year would motivate the employees of the organization to a higher extent. Promotions and identification of employee recognition and accolades upon fulfillment of targets could serve as a motivational tool for gaining supremacy in the competitive market. 11. Research Limitations and Future scope of the study The researcher faced certain problems and issues while conducting the research in a way. The money estimated for the research was relatively lower and therefore, the researcher had to carry out the study under certain boundaries and assumption. The researcher faced certain issues while implementing theories and models in arrangement with the course study. The outcome of the research lacked authenticity to an extent, as the information gathered from the managers of the organization was preventive and biased to an extent. The time allocated for conducting the study on a large scale was relatively low and therefore, the topic lacked diffusion in its content analysis. The particular research topic contains valuable data and information, which could act as a useful stage for researchers conducting comparable studies. The researcher conducted the research on a relatively lower scale, which indeed allows others to execute the study on a larger scale. The data shared in the research study would serve as its usefulness as other researchers could utilize it as a secondary data source. The future scope of the research study allows the other researcher to further investigate similar topics in alliance with the research topic. Reference List Aaptorius, J., 2013. Applying the Priority Distribution Method for Employee Motivation Business, Management and Education, 11(2), pp.256-280 Ahmad, R., and Bujang, S. (2013). Issues and challenges in the practice of performance appraisal activities in the 21st century. International Journal of Education and Research, 1(4), 7. Andersen, L. and Pedersen, L., 2013. Does Ownership Matter for Employee Motivation When Occupation Is Controlled for?. International Journal of Public Administration, 36(12), pp.840-856 Byerly, B., 2012. Measuring the impact of employee loss. Performance Improvement, 51(5), pp.40-47. Cameron, R. 2010 'A sequential mixed model research design: design, analytical and display issues', International Journal of Multiple Research Approaches, 3(2), pp: 140-152 Eisele, L., Grohnert, T., Beausaert, S. and Segers, M., 2013 Employee motivation for personal development plan effectiveness Euro J of Training and Dev, 37(6), pp.527-543 Ellis, T. and Levy, Y. 2010 Towards a guide for novice researchers on research methodology: Review and proposed methods, Issues in Informing Science and Information Technology, 6, pp: 323-337. Facer, Jr., D., Galloway, F., Inoue, N. and Zigarmi, D., 2014 Creation and Initial Validation of the Motivation Beliefs Inventory Measuring Leaders Beliefs about Employee Motivation Using Four Motivation Theories. JBAR, 3(1) Farrington, J., 2012. Seriously, there is no time for design. Performance Improvement, 51(8),pp.26-32. Freshwater, D. 2012 Reading mixed methods research: contexts for criticism, Journal of Mixed Methods Research, 1(2), pp. 134-46. Harrison, R. L. and Reilly, T. M. 2011 "Mixed methods designs in marketing research", Qualitative Market Research: an International Journal, 14(1), pp. 7 26 Heldenbrand, L. and Simms, M., 2012. Missing link: Integrated individual leadership development, employee engagement, and customer value-added improvement. Performance Improvement, 51(2), pp.28-35. Johnson, R. B., Onwuegbuzie, A. J. and Turner, L. A. 2010 Toward a definition of mixed methods research, Journal of Mixed Methods Research, 1(2), pp. 112-33 Knox, K. 2010 A researchers dilemma: Philosophical and methodological pluralism, Electronic journal of business research methods, 2(2), pp. 119- 128. Matsidiso N. N., 2012. The impact of management indecisiveness on employee motivation and performance. African Journal of Business Management, 6(9). Ude, D., 2012. Incentive Schemes, Employee Motivation and Productivity In Organizations In Nigeria: Analytical Linkages. IOSR Journal of Business and Management, 1(4), pp.36-43. Uroevia, S. and Miliji, N., 2012. Influence of Demographic Factors on Employee Satisfaction and Motivation. Organizacija, 45(4).