Topic 3 – Motivation Is punishment or reward more powerful in motivating employees? Discuss this question, referring to at least three specific management theories and considering the historical context in which these ideas were developed or adopted. Introduction Most Managers today , often believe in the redemptive power of rewards to motivate their employees. ( Kohn 1993) Motivation is define as the “psychological feature that arouses an organism to action toward a desired goal; the reason
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All business managers with employees at some point in the business life cycle select, retain, and motivate employees. Where many managers go wrong is that they don’t look at the unique personalities and behaviours of certain employees, they must understand that different employees will be best suited into different positions and that these employees will all be best retained and motivated in different ways. The dictionary defines management as “the act or art of managing: the conducting or supervising
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ABRAHAM MASLOW’S HIERARCHY OF NEEDS According to this theory, individual strives to seek a higher need when lower needs are fulfilled. Once a lower-level need is satisfied, it no longer serves as a source of motivation. Needs are motivators only when they are unsatisfied. In the first level, physiological needs exist which include the most basic needs for humans to survive, such as air, water and food. In the second level, safety needs exist which include personal security, health, well-being
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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
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2 Organisational theory 16 2.3a Different approaches to management 17 to 18 2.3b Ford’s management approach 2.3c Implications of Ford’s management approach on Martin Air Con 2.3d Google’s management approach 2.3e Implications of Google’s management approach on Martin Air Con 18 3.1 Different leadership styles and effects on motivation 18 3.2a Motivational theories and implications
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realize the negative effect of possible misalignment of his proposed pay strategy with the organization mission on the motivation of the physicians. Without a strong medical research activities, MGOA would lose its medical research reputation and this would had a long term effect on the output and number of patients, which could in turn led to decline in revenue. Expectancy Theory: Rubash goal was to drive productivity in order to increase MGOA revenue, and he figured out he could achieved this
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|Summary Motivation, Leadership and management and human resource management are important factors in the working of any organization. Each of them have certain theories or principles founded by various researchers and scholars. These theories have gained some criticisms over time. Under motivation there are two types of theories: content and process theories. Content theories include Maslow’s Hierarchy of Needs, Herzberg’s Motivation-Hygiene theory. Process theories include equity theory and expectancy
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Expectancy Theory As we constantly are predicting likely futures, we create expectations about future events. If things seem reasonably likely and attractive, we know how to get there and we believe we can 'make the difference' then this will motivate us to act to make this future come true. Motivation is thus a combination of: • Valence: The value of the perceived outcome (What's in it for me?) • Instrumentality: The belief that if I complete certain actions then I will achieve
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to motivate. Even with these arguments, it is hard to deny that organisations still use the incentive as a prime mechanism for control and coordination. Economic Contribution of PAT Economists have developed the most coherent theory of incentives; the principal-agent theory [PAT]. In economics and political science, this is the problem of motivating the agent [worker] to act in the interest of the principal [firm]. It can be analysed as a special case of the moral hazard problem arising as a consequence
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Expectancy Theory is a widely excepted explanation of motivate in which it is believed that there are three main elements of relationships. Effort-performance relationship (Expectancy) which is the perceived probability by the individual that exerting a given amount of effort will lead to performance. An example, if I give my maximum effort I will be recognized in my performance review. Performance-reward relationship (Instrumentally) in which the degree to which the individual believes that performance
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