...Table and Analysis PSY 320 Week 2 DQs PSY 320 Week 2 Individual Assignment Workplace Motivation Paper PSY 320 Week 3 DQs PSY 320 Week 3 Learning Team Assignment Company Motivational Profile Draft PSY 320 Week 4 DQs PSY 320 Week 4 Individual Assignment Job Redesign and Workplace Rewards Assessment PSY 320 Week 5 DQs PSY 320 Week 5 Learning Team Assignment Company Motivational Profile Paper and Presentation ------------------------------------------------------------------- PSY 320 Entire Course For more course tutorials visit www.tutorialrank.com PSY 320 Week 1 DQs PSY 320 Week 1 Individual Assignment Motivation Concepts Table and Analysis PSY 320 Week 2 DQs PSY 320 Week 2 Individual Assignment Workplace Motivation Paper PSY 320 Week 3 DQs PSY 320 Week 3 Learning Team Assignment Company Motivational Profile Draft PSY 320 Week 4 DQs PSY 320 Week 4 Individual Assignment Job Redesign and Workplace Rewards Assessment PSY 320 Week 5 DQs PSY 320 Week 5 Learning Team Assignment Company Motivational Profile Paper and Presentation ------------------------------------------------------------------- PSY 320 Week 1 DQs For more course tutorials visit www.tutorialrank.com How do the various theories of motivation predict behavior in organizations? What is the difference between motivation and manipulation? Why must today's managers understand and utilize various motivational strategies? If highly motivated employees are critical for effective organizations...
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...available to you at most times throughout the week. I am very willing to make an appointment to be available to you as needed. If there are times that I will be away from my e-mail for an extended period to exceed 24 hours, I will post a message to that effect. The best way to reach me is by posting a question in your Individual folder, since the classroom is checked frequently. Phone calls are not a good way to contact me because I travel a great deal. In the extremely rare event that phone contact must occur, the best way is to schedule an appointment in advance. The University discourages the use of email during class times, preferring us to use the Individual folders. For emergencies, when you are not able to gain access to messages on the Online Learning System (OLS), please send a message to my personal email address. General Course Description This course seeks to synthesize the many theories of human motivation with the practical application of motivating employees. To this end, the course will examine historical theories as well as recent developments in the field of motivation and their relationship to management practices. The primary concepts of goals, quality of work, and rewards will be examined and applied to the workplace. It is important to write well. We will be using APA format for all written...
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...Human Relations in Management Individual Work 1 Week 1 Stacy Stanberry Professor Paul Everest University Online The three motivational theories that I chose for this assignment are: Maslow’s hierarchy of needs theory, Herzberg’s two-factor theory and expectancy theory. I chose these three because throughout my studies in business administration these three motivational theories are the ones that I can mostly identify with. As it is well known, everyone has their own unique motivational factors that drive them; I have found that it is usually one of these three that most people identify with. Maslow’s hierarchy of needs theory which was originated by Abraham Maslow in 1943 is represented as a five level pyramid. This motivational theory in psychology maintains that while all people aim to meet certain basic needs, there are still other higher needs that are represented in that pyramid that they also wish to successfully accomplish. These needs are: physiological, safety, belongingness, esteem and at the very top, self-actualization. (Hegar, 2012, p. 56). The two-factor theory, also known as Herzberg’s motivation-hygiene theory, argues that there are factor in the workplace that causes job satisfaction. It also maintains that there are factors in the workplace that causes job dissatisfaction. Frederick Herzberg, the developer of this theory contends that job satisfaction and job dissatisfaction act independently of each other. Herzberg called the factors associated with...
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...Workplace Motivation Paper Workplace Motivation Paper Employees’ are the backbone to a successful organization. By applying different motivational strategies can increase employee satisfaction and productivity within the organization. Productive employees are assets to the organization, which helps it to grow and remain successful. With various motivational strategies employees’ can exhibit productive behavior, which will contribute to the mission and goals of the organization. Covey (1996) states, “High performance comes naturally when people share the same mission (co-missioned) and agree on the guiding principles” (p. 1). An organization has to develop motivational strategies that it can use to maintain the quality of work it receives from employees. The subject to address in this paper are the motivational strategies that can affect productivity within the Kelsey Seybold organization, the organizational efforts that the company uses for improving performance, and management’s philosophy on the practice of motivation. In an organizational effort to improve performance, Kelsey Seybold inspires its employees’ to perform above the expectation of their job functions. In doing this the company creates incentives and bonuses to reward and motivate the performance of employees. This type of strategy uses extrinsic motivators to motivate employees. Some extrinsic motivators are bonuses the organization offers for perfect attendance, referrals to the company, and cost-effective...
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...Workplace Motivation Paper M. Singh University of Phoenix February 01, 2009 PSY/ 320 Workplace Motivation Paper Motivation plays an important part of every organization. Motivation in organizations can be accomplished by finding whatever gets everyone going. Motivation will not be the same for every organization but by finding out what that thing is, the company can be sure the organization will be successful at whatever they attempt (Fitness Equipment & Health, 2007-2008). Motivation is the inner power or energy that pushes one toward performing a certain action. Motivation is a dynamic process – always changing, always rising and falling – rather than a discrete event or static condition (Reeve, 2001). A person’s motivation can change quickly. Motivation is the force that makes individuals do things which results in an individual need being satisfied and in completing a task. Motivation strengthens the ambition, increases initiative and gives direction, courage, energy and the persistence to follow one's goals. A motivated person takes action and do whatever is needed to achieve his or her goals (Sasson, 2001-2009). Motivation results from actions that satisfy inner needs. Motivation is the intention of achieving a goal, an ability to change behavior, that inner directing drive, leading to goal-directed behavior towards the attaining goal. Motivation is intrinsic (internal); it comes from within based on personal interests, desires, and need for fulfillment...
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...Hospital The following report was written by a private consultant hired to examine the issues being experienced by Delmar General Hospital with their nursing staff. The report begins with a discussion of nursing, moves on to an overview of motivational theories, as well as stress and its effects on motivation. The issues occurring within this hospital with their nursing staff will be reviewed and interpreted by the private consultant. The private consultant will then conclude with a discussion of her final recommendations in terms of what can be done by Delmar General and their management staff to increase motivation and decrease stress levels, with examples from supporting research. No matter what ones goal may be, motivation always plays a big role in achievement. In the workplace, individuals must be motivated to perform their best however, frequent conflicts can often hinder ones motivation levels by causing stress. Managers within the workplace can attempt to achieve maximum productivity while maintaining a positive employee affect through the use of various kinds of motivational plans. The nursing profession is one of many within healthcare that deal with a lot of stress and motivational issues. Currently nursing is facing a series of issues that makes understanding stress and motivation very important for healthcare managers. It was estimated by the US Department of Health Human Services in 2004 that by the year 2020 there would be a shortage...
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...How Motivational Techniques Affect an Organization: Full Sentence Outline Submitted To: How Motivational Techniques Affect an Organization I. What is motivation? A. “Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors” (Cherry, 2014, para 1). 1. Motivation is what causes a human begin to act in particular way, and defines why a person does something. 2. Motivation involves biological, emotional, social and cognitive factors within a person that initiate or activate a behavior. B. There are three major components to motivation. 1. Activation, persistence, and intensity are the three major components associated within motivating an individual. II. There are two major categories involved with motivation: Intrinsic and Extrinsic motivation, and the balance that lies between them, known as the overjustification effect. A. What is Intrinsic motivation? 1. Intrinsic motivation refers to behavior that is driven by internal rewards. a. “Intrinsic motivation occurs when we act without any obvious external rewards” (Coon & Mitterer, 2010, para 2). b. “Intrinsic motivation refers to the reason why we perform certain activities for inherent satisfaction or pleasure” (Brown, 2007, para 1). 2. There are many factors that have been identified as increasing intrinsic motivation. a. Challenge, curiosity, control, cooperation, competition, and recognition are all factors shown in studies...
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...the best ways to motivate employees is through teamwork. When employees feel 'included' as part of a team and part of a work family, they can be more productive and more efficient. The information below will examine how a motivational plan works positively, what motivational theory is the basis for the motivational plan, how managers can motivate minimum wage employees, team performance, and my individual experiences working with a team. Job Flexibility as a Motivational Plan Workplace flexibility programs such as telecommuting, flexible hours and flexible start and end times have a positive effect on employees’ motivation, engagement and satisfaction. According to a recent study conducted by WorldatWork, 85% of employers who have a flexible culture in their office reported that the flexibility has had a positive effect on engagement, 84% reported a positive impact on motivation, and 92% reported a positive impact on employee satisfaction. Additionally, the survey showed that a flexible work environment can reduce employee turnover (WorldatWork, 2013). Workplace flexibility programs such as flex time, compressed work schedules, and telecommuting creates a level of autonomy and trust that increases employee satisfaction and engagement. Since workplace flexibility arrangements are seen as favorable by employees, increased loyalty can result since...
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...Qureshi 6. Compare the application of different motivational theories within the workplace for both organizations One of the main tasks of modern human resource management is creating such a work environment that promotes the objectives of the organization. In this respect, motivation is essential. The motive is intense need that person tries to satisfy. Motivation is the process of making a voluntary decision for some intentional act or omission in the presence of a particular situation. According to the character motives are economic, social and psychological. Economic motives are related to the need of the individual from reaching and maintaining a certain economic status. Social motives are manifested in the relationship of the individual with his colleagues, superiors and subordinates, which is important for the operation of the work. Psychological motives express psychic structure of the individual. Each individual has their own specific perceptions, experiences, knowledge, attitudes and expectations. Different motivational theories, but most - popular theory of Maslow's hierarchy of needs theory, known as the motivation of A. H. Maslow (1943). Through it he tries to explain why people at different times are driven by different needs, Maslow has human needs in hierarchical importance of the priorities. Alderfer shows the hierarchy of needs on three levels. According to this theory possible emergence of several needs simultaneously...
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...Motivational Theories and Factors Dianne Davis PSY 302 Professor Misraraj August 1, 2011 To use positive reinforcement effectively on the job, certain rules or procedures must be followed. The best results will be achieved if these rules are combined with a genuine interest in the welfare of the workers. Three ways to motivate others in the workplace are: 1. Choose an appropriate reward or punishment. An appropriate reward or punishment is both effective in motivating a group member or group and feasible from the company standpoint. Rewards should have a high positive valence and punishments a high negative valance. If one reward does not work, another should be tried. 2. Supply ample feedback. Behavior modification tactics cannot work well without frequent feedback to individuals. Feedback can take the form of simply telling people they have done something right or wrong. 3. Schedule rewards intermittently. Rewards should not be given on every occasion for good performance. Intermittent rewards sustain desired behavior longer and slow the process of behavior fading away when it is not rewarded. A reward that is given continuously may lose its impact (DuBrin, 2004, p. 130). A strategy for enhancing motivation in the workplace: The employees will want to feel they have an interest in the goals of communication. Both parties will want to be respectful and ensure they are being authentic and genuine...
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...1.0 Performance Management Today we believe that an organization’s competitive success is achieved through people. Then, it follows that the skills and performance of people are critical. Performance management is a continuous process of identifying, measuring and developing performance of individuals and teams and aligning performance with the strategic goals of the organization. The system through which organizations set work goals, determine performance standard, assign and evaluate work, provide performance feedback, determine training and development needs and distribute rewards (Briscoe and Claus, 2008). “Performance management is a systematic approach to tracking individual performance against the targeted objectives of the organisation, and identifying strengths and opportunities for improvement” (Smith & Mazin 2004:42). Performance management refers to the on-going means by which an organization monitors, documents, corrects or rewards individual and collective employee performance in an organization by using various tools. 2.0 Employee Performance According to Tinofirei (2011), employee performance is the successful completion of tasks by a selected individual or team, as set and measured by a supervisor or organization, to pre-defined acceptable standards while utilizing available resources efficiently and effectively within a changing environment. Armstrong and Baron (2005: 122) agree that work performance management for teams is inherently the same as for individuals...
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...it impacts our work environments. In addition, we will discuss the different motivational strategies that affect productivity in our workplace. This brief synopsis will incorporate examples of the motivational theory in the workplace. According to Langton and Robbins, each theory can be divided into two categories; needs theories and process theories (Langton & Robbins, 2007). Each theory shows the differences that people have and how they can be applied to motivate the individual. Process theories include a broader portrayal which describes the procedures involved in motivating others. Lastly, we will discuss implied or forced motivation tactics within the workplace and how it affects the employee and management. What is motivation? According to Merriam Webster, the act or process of giving someone a reason for doing something: the act or process of motivating someone : The condition of being eager to act or work: the condition of being motivated : A force or influence that causes someone to do something. Motivation is a set of processes that inspire people to achieve their goal. Motivation, over all, is a drive that makes people pursue their aims and ambitions, and makes it possible for people to achieve them. In this report, we study the effects motivational theories have on the workforce. Byrne & Walsh, 2001, research on employee motivation theories implied that observing employers at work creating system in which the top ten...
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............................Page Introduction.........................................................................................................................3 1.1. Different organisational structure and culture..............................................................3 1.2. Relationship between organisational structure and culture..........................................4 1.3. Factors influencing individual behaviour at work........................................................5 2.1. Organisation theory and management practice.............................................................6 2.2. Different approaches to management used by Peacocks and Primark..........................6 3.1. Leadership styles and their effectiveness......................................................................7 3.2. Application of different motivational theories in workplace........................................8 3.3. Relationship between motivation theory and the practice of management..................10 4.1. Nature of groups and group behaviour.........................................................................11 4.2. Factors lead to effective teamwork and threaten the success......................................12 4.3. The impact of technology on team functioning............................................................13 References...........................................................................................................................
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...objective. It can be described as a powerful force that causes people to work within a firm. Throughout organizations, there are many different theories as to how to stimulate employees and instil this desire to high achieve their aims and work to the best of their ability. This answer will examine a process theory called goal-setting theory and a content theory known as Maslow’s need hierarchy theory. Goal-setting theory is one of the most effective motivational strategies which a manager can use to encourage employees to work to the best of their abilities and achieve their goals. People who live goal-orientated lives tend to be more organised and more receptive to these motivational incentives than those who don’t. Goal-setting theory has been established as a very effective means of motivating employees within a firm. “Goal-orientated people tend to find the right road because they know where they are going.” (Organizational Behaviour 5th Edition, Buchanan & Huczynski, A. 2001). People focus on importance and relevance regarding goals when they have some kind of a connection with their personal life. If a particular task has to be completed by a certain day, then the mind of an individual will revolve around completing that task and nothing else. By setting out goals and objectives, individuals, especially employees in the workplace are prompted to act upon them strenuously. The more difficult it is to achieve a goal, the higher the level of performance is by the employees...
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...STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK Supervisor: Dr. J. Mwita A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 ABSTRACT The study aims at assessing the impact of employee motivation on organization performance so as to help the organization know the contribution of motivation to them. This study will be carried out at Coca-Cola Kwanza Company limited at Dar es Salaam Tanzania. The study have the objectives of assessing various motivational packages for the staff of Coca cola Company Limited, to determine which of these motivational packages influence staff performance at Coca Cola Kwanza Company Limited, to assess the effect of motivational packages on corporate performance at Coca Cola kwanza Company limited, and to examine the motivation strategies of motivating employees The study is expected to help employers to determine whether motivation packages enhance staff performance as well as the management to strategically maximize the human resource potentials of the organization in order to increase performance or productivity so as provide important information to policy makers and human resource managers of the public and private sector to either consolidate or re-think ways of motivating their staff More over...
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