...Motivation Concepts PSY/ 320 August 14, 2013 Todd Shagott Theory of Motivation Theory X and Theory Y can be applied to a certain work place Theory X and Theory Y is a motivational theory built on two different perspectives of motivating employees. Theory X revolves around the concept that generally employees would shun responsibility and in order to motivate them to work the managerial staff would constantly have to monitor and threaten employees (Rothwell, Stavros, Sullivan, & Sullivan, 2010). Theory X is usually not practiced in today’s business world however in certain situations management sometimes has to resort to threatening and constant supervision in order to get the desired results from their employees. Mass production companies which employ a large number of employees usually require managers and supervisors to monitor individuals working on the assembly line (Rothwell, Stavros, Sullivan, & Sullivan, 2010). Theory Y on the other hand is built on the belief that employees are self motivated to do a good job. Furthermore McGregor believed that doing a good job is motivation enough for employees to work towards achieving an organizational goal. In an environment where employees are allowed to participate in decision making processes Theory Y is greatly accepted and implemented (Rothwell, Stavros, Sullivan, & Sullivan, 2010). Assessment of need of new models of motivation One of the biggest challenges that management of an organization faces...
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...the needs. So in order to avoid this, it is important to set other incentives, for our worker to feel part of the company and thus we can retain satisfied employees while achieving desired business results. Human resource managers realize that money is a motivating factor to some extent and that mean would not work for money if you do not get recognition, respect and opportunity to develop. In fact as Tomas Chamorro suggest in in his article. Does money really affect motivation? . The more people focus on their salaries, the less they will focus on satisfying their intellectual curiosity, learning new skills, or having fun, and those are the very things that make people perform best. But it can turn very difficult motivating employees, as each individual has their own reasons for working and what stimulates some, may not be important to others, then companies must find out how they can get their employees desiring to do something, working harder and better. As the research Employee motivation: a powerful new model suggests that people are guided by four basic emotional needs, or drives, that are the product of our common evolutionary heritage. They are the drives to acquire (obtain scarce goods, including intangibles such as social status); bond (form connections with individuals and groups); comprehend (satisfy our curiosity and master the world around us); and defend (protect against external threats and promote justice). (Nitin Nohria, 2008) (Paul...
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...EXPOLATION OF MOTIVATION THEORY AND ASSESSMENT TO INFLUENCE OF MPTIVATION TO BUSINESS PERFORMANCE QUESTION: • HOW MOTIVATION THEORY HAS DEVELOPED OVER TIME • HOW MOTIVATION CAN INFLUENCE BUSINESS PERFORMANCE DAWUTIHAN. GULIPIYA CEG NUMBER: 08016771 6. 12. 2012 The Analysis of Motivation Theory Content Introduction………………...................................................................p3 The development of motivation theory……………………………………p3 The business performance…………………………………………….. ….P4 The influence of motivation on business performance…………….…….P5 Conclusion………………………………………………….………………p10 Introduction This article explained the development of motivation theory and its influence to the business performance. The relationship between motivation and business performance was justified via using Maslow’s Hierarchy of Needs Theory. Motivation plays vital role in business performance. It cannot only make the operating system of business dynamic and powerful, but also make employees energetic, work hard with great passion to their work and with positive perspective. In business, the forms of motivation vary. High salary, stable job, welfare, health care insurance, profit sharing are money- related, external motivation. Strong interest of employees to their work is the internal motivation. If these...
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...A Critical Review of ‘Park Resort’ Case Study Relating To Motivations of Employees Performance Introduction Motivation in work place is important since it is one of the key roles play in productivity growth, achieving goals and business objectivity (Stanton 1983; Vempati 2013) as well as a sign of successful organization (Huczynski and Buchanan 2013). When employees are highly motivated, they will put more effort on the job and enhance their productivity and the quality of their performance (Chiang and Jang 2008). This work is aimed to critically review the ‘Park Resorts’ case relating to motivation aspect of employee and the management’s insight. Both hotel employees and the management acknowledge the importance of employee motivation (Chiang and Jang 2008). This case presents critical learning points on what motivates and drives employee of Park Resort from various motivation theory, namely McGregor’s Theory X and Theory Y, Maslow’s Pyramids of Needs and Amabile & Kramer’s inner work theory, and how does the company sees the importance of such motivation for its benefit. ‘Park Resort’ Case In order to know what is happening in his business, Andy Edge – Marketing Director of Park Resorts – going undercover for a 10-day period in 2 resorts of the group. During his stay, he was joining cleaning departments. He found that there was different performance of the cleaning staffs at the two resorts. The staffs in the first resort were not enthusiast, complaining their...
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...within the company to more and more difficult jobs with more and more responsibility until he reaches upper management where he finds himself not nearly as happy as the other guy. He is making much more money, yet he is unhappy. Perhaps, he never was “suited” for a management position. Is there a way to know which employees are better suited for which jobs? David McClelland thought there was. He believed that if we could identify what it was that motivated employees, than we could put them into the appropriate jobs to meet those needs. This in turn would produce a motivated workforce contributing to economic growth (Nohria, Groysber & Lee, 2008). McClelland developed a concept known as the Three Needs Theory, also known as Human Motivation Theory, Acquired Needs...
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...compensation package that rewards all staff according to performance, and succeeds in appealing to their individual motivations is an enormous challenge for any organisation. Some find it easier to simply pay a percentage increase to all staff, irrespective of their performance. A literature review was undertaken to determine both the current and historical views of performance management. A vast amount of material has been written in journal articles and textbooks. All point to the complexity of the issue and the apparent inability to find a solution that will suit all. For the last 100 years, HR specialists, psychologists and economists have been collaborating to try and develop a system which would have broad appeal for both staff and employers. Many theorists contributed to the discussions, asserting that individual motivations for pay were based on the theory of agency, goal, control, expectancy, or reinforcement. Performance management systems are necessary to enable companies to enable them to attract, retain and motivate the best calibre of employees, thereby assisting companies to achieve their organisational goals. However, different people are motivated by different things. Some by money or other tangible rewards and some by the pleasure of completing tasks, intangible rewards. These are also referred to as extrinsic and intrinsic motivations. Rewards systems can be developed based on...
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...you exerted a high level of effort. Explain your behavior, using any three of the motivation approaches described in this COURSE. Motivation is essential to almost any aspect of life. Nature has an intrinsic motivation; it does what it does in and out of itself, without further reflection. There are few humans on this planet who do not question or reflect on their motivation for certain tasks every day. And yet, it is such an underdeveloped field of research. There are many theories, but from their diversity we can gleam their inability to capture the complexity of human motivation in a simple, natural way. Kleinginna et al. (1981) suggested that motivation can be referred to those energizing/arousing mechanisms with relatively direct access to the final common motor pathways, which have the potential to facilitate and direct some motor circuits while inhibiting others. The mechanisms sometimes may influence sensory input and analysis as well. Kleinginna et al. (1981) recognized at least two obstacles to acceptance of a restrictive definition; first, the specific physiological mechanisms are difficult to identify completely and second, the non-psychologist commonly uses the term motivation in the all-inclusive sense. Wikipedia define motivation as the activation or energization of goal-oriented behavior. Motivation may be intrinsic or extrinsic. [...] According to various theories, motivation may be rooted in the basic need to minimize physical pain and maximize pleasure...
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...ISSN: 2247-6172; ISSN-L: 2247-6172 Review of Applied Socio- Economic Research (Volume 5, Issue 1/ 2013 ), pp. 53 URL: http://www.reaser.eu e-mail: editors@reaser.eu Employee motivation and organizational performance Ovidiu-Iliuta Dobre 1+ 1 The Bucharest University of Economic Studies Abstract. The majority of organizations are competing to survive in this volatile and fierce market environment. Motivation and performance of the employees are essential tools for the success of any organization in the long run. On the one hand, measuring performance is critical to organization’s management, as it highlights the evolution and achievement of the organization. On the other hand, there is a positive relationship between employee motivation and organizational effectiveness, reflected in numerous studies. This paper aims to analyze the drivers of employee motivation to high levels of organizational performance. The literature shows that factors such as empowerment and recognition increase employee motivation. If the empowerment and recognition of employees is increased, their motivation to work will also improve, as well as their accomplishments and the organizational performance. Nevertheless, employee dissatisfactions caused by monotonous jobs and pressure from clients, might weaken the organizational performance. Therefore, jobs absenteeism rates may increase and employees might leave the organization to joint competitors that offer better work conditions...
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...Development System Michelle De Silva May 13, 2013 University of Phoenix Training and Career Development System 2 ABSTRACT A topic that is relevant to almost all organizations is work motivation. All employees in every organization are a common research area in I/O psychology. There are two types of motivation that have emerged in recent years are the driven to work and enjoyment of work motives based on the vast motivation literature. The driven to work motive is based on the feeling that a person should work (they feel compelled to), while the enjoyment of work motive emphasizes intrinsic motivation and personal enjoyment of the work itself. Training and Career Development System 3 Training & Career Development System I. Introduction ……………………………………………..pg 4-6 II. Purpose for training ……………………………………..pg 6-7 A. Ability to attract employees …………………………pg 7-9 B. Recognize, Reinforce & Reward C. Skills Development D. Enhancing performance motivation E. Assessment phase ……………………………………pg 10-11 1. Readiness for training 2. Skill orientation 3. Planning III. Model of Motivation ……………………………………pg 11-13 1. Expectancy Theory 2. Organizational Justice V. Conclusion Training and Career Development System ...
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...resources in the hotel industry play a vital role for the success of the business. There are several issues in the hotel Harbor Inn in Sydney, which are directly responsible for job dissatisfaction and excessive staff turnover occurred in last few years A- Issues related with motivation 1. Lack of motivation Susan and David experienced that the management has never motivated them to maximize their efforts in achieving the goals of organization. 2. Lack of adequate training: Susan’s training was very slow and inadequate, upsetting the prospects of Susan’s career. Training is usually uncommon in hotel industry due to high employee turnover; even then the success of the hotel industry relies on training the workforce. Training is an essential ingredient to enhance the quality experience to employees and travelers alike (Janes). 3. Loss of trust in management Managers did not fulfill the promises of increasing the work hours of Susan and providing car-parking slot. Managers never cared how Susan is making both ends meet with her limited salary. Many employees have lost trust in their managers. Nohria et al. (2008, pp. 2-4) argued that when the managers betray an employee, the employ feels loneliness and frustration. Attachment with organization improves employees’ commitment to the organization. 4. Issues of security of job and safety Employees need security of job and safe environment at home and workplace. Susan was not provided an escort...
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...American labor movement in the 1990s, < (1990’s?) (reference: William P. Quigley, ‘A Fair Day’s Pay for a Fair Day’s Work’: Time to Raise and Index the Minimum Wage, 27 ST. MARY’S L.J. 513, 544 n.141 (1996)) but for most Americans, “fair” compensation means so much more than salary. Employee benefits play a crucial role in the American labor market, and the benefits that an organization offers employees has an immense impact on its hiring ability, turnover rate, and employee satisfaction and productivity. The rise of the tech industry created a flood of new and unique benefits that companies used to attract the best talent to come to work, specifically in an explosively expanding market. As workers nation-wide hear about the exotic and enticing benefits that organizations, like so many of these tech giants offer, some companies are responding and diversifying the benefits they offer to maintain their relevance in an evolving global economy and social climate. When one thinks of unique benefits, they might imagine the free cafes and childcare facilities that companies like Google provide. Had they read about the entire town that Facebook created for its workforce, images of free bus rides, discount employee stores, and company provided housing might come to mind. Even with unique benefits like the ever-expanding offerings of company gyms and cafeterias, West Coast organizations, such as those ever-so talked about tech giants in Silicon Valley, can blanket one’s thoughts on where these...
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...Causes of Employee Turnover ABSTRACTThe proposed research will be conducted to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that job satisfaction, employee motivation and employee involvement (independent variable) has an impact on employee turnover (dependent variable). Hence the purpose of this research will be, firstly getting the perception of employees at work by conducting semi structure interviews as an instrument of data collection to explore the effect of Job satisfaction, employee motivation and employee involvement on employee turnover. Secondly semi structure interviews will be further used to find and examine whether these three factors really affect or not if yes then which factor affects closely in order to remove that one from organizations facing employee turnover issues. Different hypothesis are formed on the basis of dependent and independent variables. By using different research articles literature review has been written. Than a model is developed of job satisfaction, employee motivation and employee involvement (independent variable) and employee turnover (dependent variable).Than a theoretical framework is written on the base of these variables. Using a cross sectional research method sample of 500 employees of service organization like Banks, University (Employees), Telecommunication, EFU life insurance, Guard Technologies and Students has been selected for this research...
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...Organizational Structure Human Resource Management Foundations HRM 500 August 10, 2014 Willis retailers prides itself on excellent customer service and superior products for our consumers. We are successful because of our customers as well as our employees, which is why we must attain the highest quality people to give the highest quality customer service. As an HR manager, several tasks are given to recruit the right the people for the right positions and that includes job analysis, job design, selection and performance review. This paper will discuss the approaches and strategies that will be utilized and the advantages and disadvantages of each. Job Analysis Approaches There are several approaches to job analysis that can be used with our organization that would be beneficial, but each analysis has its pros and cons. The Position Analysis Questionnaire (PAQ) approach was developed by McCormick, Jeanneret and Mecham in 1972 is a standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs. It measures job characteristics and relates them to human characteristics. The analysis is divided into six categories: interpersonal activities, work situation and job context, miscellaneous aspects, information input, mental processes, and work output. (Noe 2014) Although tedious in its format the advantages to this approach are that it’s extremely reliable which can...
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...BUSINESS Dissertation Effect of Work Motivation on Employment Satisfaction (Case Study of Employees at Tesco) Name: Student Registration: Module Leader: Workshop Tutor: Due Date: Executive Summary List of Abbreviations List of Tables and Figures Table of Contents Executive Summary 2 List of Abbreviations 3 List of Tables and Figures 4 CHAPTER 1 7 INTRODUCTION 7 1.1. Background of the Study 7 1.2. Rationale for the Study 9 1.3. Problem Statement 10 1.4. Research Objectives 10 1.5. Summary 10 CHAPTER TWO 11 LITERATURE REVIEW 11 2.1. Introduction 11 2.2. How Motivation can Enhance Performance 12 2.3. Factors Affecting Employee Motivation 12 2.4. Motivating Employees at the Workplace 13 2.5. Theories of Motivation 14 2.5.1. Maslow’s Hierarchy of Needs Theory 14 2.5.2. Herzberg’s Two Factor Theory 15 2.5.3. PERMA model 17 2.5.4. Financial 18 2.5.5. Non-financial 19 CHAPTER 3 21 METHODOLOGY 21 3.1. Introduction 21 3.2. Research Design 21 3.3. Population of the Study 21 3.4. Sample Frame 22 3.4.1. Questionnaire Instrument 22 3.4.2. Data Collection 24 3.5. Validity and Reliability 25 3.7. Data Analysis 25 CHAPTER FOUR 26 DATA PRESENTATION AND ANALYSIS 26 4.1. Introduction 26 3.2. Report on Findings of Specific Objectives 27 3.3. Report on Findings of General Objectives 29 CHAPTER 5 31 CONCLUSION 31 REFERENCES 33 CHAPTER 1 INTRODUCTION 1.1. Background of the Study...
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...INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRATION VOLUME 15, NUMBER 1, 2011 Expectancy Theory of Motivation: Motivating by Altering Expectations Fred C. Lunenburg Sam Houston State University ________________________________________________________________________ ABSTRACT Vroom’s expectancy theory differs from the content theories of Maslow, Alderfer, Herzberg, and McClelland in that Vroom’s expectancy theory does not provide specific suggestions on what motivates organization members. Instead, Vroom’s theory provides a process of cognitive variables that reflects individual differences in work motivation. From a management standpoint, the expectancy theory has some important implications for motivating employees. It identifies several important things that can be done to motivate employees by altering the person’s effort-to-performance expectancy, performance-to-reward expectancy, and reward valences. ________________________________________________________________________ Need theories of motivation (Alderfer, 1972; Herzberg, 1968; Maslow, 1970; McClelland, 1976) attempt to explain what motivates people in the workplace. Expectancy theory is more concerned with the cognitive antecedents that go into motivation and the way they relate to each other. That is, expectancy theory is a cognitive process theory of motivation that is based on the idea that people believe there are relationships between the effort they put forth at work, the performance they...
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