Organizations include many different types of people and personalities that in turn create a need for different types of motivational strategies. In our organization we have three types of employees that we work with: salespeople, production workers, and administrative staff. We will be discussing which motivational theories affect each group and why it impacts each group differently.
Production Staff
The production staff in our organization seems to be motivated best using "Maslow's Hierarchy of Needs" theory. This theory states that a person has five levels of needs in order for a person to be motivated (Shermerhorn, 2005). The five levels are physiological, safety, social, esteem and self-actualization. Although some people have argued that this theory lacks merit on the basis that people don't necessarily follow a step by step method of motivation, the basic principle is sound. Maslow stated that people must have his/her lower level needs met before moving on to the next level. Although all employees are different, the needs discussed in this principle are definitely applicable within our organization.
The first level on the lower-order needs is physiological. The production workers within our organization are not highly paid employees. These employees are unskilled laborers that have very limited schooling. Most of the workers need this job just to provide the basic needs for their families. We are a manufacturing company that needs to remain competitive in the market in order to keep jobs. This job provides for ...
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...low sales and impact the organizations overall goals, if they do not have satisfactory reason to generate high volume. Expectancy logic indicates that a manager should be involved with their sales team by helping to create positive experiences which will increase work expectancies, instrumentalities, and valences (Schermerhorn, 2005). The Expectancy theory can result in both the sales person and the company succeeding, creating a win-win for everyone.
References:
Scholl, R. (October 12, 2002) Motivational Processes Expectancy Theory, retrieved May 8, 2006 from www.cba.uri.edu/scholl/Notes/Motivation_Expectancy.html.
Stuller, T. (July, 2004) High expectations boost performance, Wenatchee Business Journal. Vol. 18, Issue 7, Special Section pC6-C8.
Schermerhorn, J, Hunt, J., Osborn, R., (2005), Organizational Behavior, John
Wiley & Sons, Inc., Chap 6.
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Expectancy-Value Theory (EVT) as one of the influential motivation theories has a long history in Education and Psychology. This theory claims that “individuals’ performance on different activities will be influenced by what an individual expects and how much the individual values the things that are expected” (Wigfield et al., 2011, p.10). This means that expectancies and values are supposed to be
There are people out there in the workforce that believe they are obligated to do their best at their job simply because that is what is expected from all of us as humans. On the other hand, there are those out there that want to only do as much as they can get away with doing. No matter which one of these employees you are or are working with companies and employer's need to understand the concept of motivation.
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Motivation play an important role in today’s work environment as motivated employees are more productive employees. However, the ways how we motivate the employees have to be improved from time to time as employees are being more demanding and that they are more concern about their needs than before. Motivational strategies have probably affected the most by employee concerns and values (Greiner 1986, p. 82). ‘A motivational strategy is any effort to induce employees to initiate and sustain activities that can directly or indirectly improve service productivity’ (Greiner 1986, p. 82). Motivation can have an effect on the output of your business and concerns both quantity and quality. For example, if you are in a manufacturing company, your business actually relies heavily on your production staff to make sure that quality product are being produce and being delivered to your client at the right time. However, if your production employees are lack of motivation they will be not motivated to produce the amount of product demanded, thus will be very costly. In the essay below, we will be discussing on the strength and weaknesses of McClelland’s acquired needs theory and the expectancy theory.
The Expectancy Theory of Motivation states that motivation is a result of a rational calculation; people do what they want. Expectancy is the probability that work effort will be followed by performance accomplishment, instrumentality is the probability that performance will lead to various work outcomes, and valence is the value to the individual of various work outcomes. When any of these categories are diminished, then overall motivation will decrease. In this case, Mary may not feel self-confident that she has the skills and education to complete the job given by her manager. Although she was given a ten percent increase in pay, her salary was still lower than the average co-worker. Therefore, she is still lacking a difference in pay between herself and Sue after the raise. Therefore, since she is low, motivation will be significantly also lower. The Expectancy Theory Predication explains Vroom process which employees undergo when making personal choices. The theory suggests that motivation is the result of a rational calculation people will so what they want to do. Individuals may have different sets of goals, they can be motivated if they believe that there is a positive link between efforts and performance, favorable performance will result in a desirable reward, the reward will satisfy an important need or/and the desire to
Robbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
Furthermore, there are three theories which explain the different factors in how employees are motivated based on their needs. The first theory, Maslow’s Hierarchy of Needs, was proved by Abraham Maslow in the years of 1943 and 1954 (McLeod, 2013). Maslow believed that society developed their motivations depending on their needs. Maslow’s Hierarchy of Needs is a theory in which five motivational needs( self-actualization,esteem, belongingness and love, safety, and psychological) are demonstrated in a hierarchy pyramid. The five motivational needs are divided into three categories(basic, psychological, and
majority of employees need motivation to feel good about their jobs and perform optimally. Some employees are money oriented while others find acknowledgment and accolades personally motivating. Motivation levels within the workplace have a point-blank impact on employee effciency. Workers who are driven and excited about their jobs carry out their obligations/duties to the best of their capacity and generation numbers increment therefore. An impetus is an inspiring impact that is intended to drive
for a lot of people it is money that drives them this is not always
Motivation is best defined as the needs, wants, and beliefs that drive an individual. It is the basis of what people work for and keeps them doing things they otherwise would never do. People act in a whole new manner when they are motivated by something. Motivation gives them a whole new perception of the task at hand. Motivation is not always positive though, and it does not always just come from one place, for example, your boss. Motivation can be negative by not receiving something, and contrary to popular belief it is not always money that motivates people to do what they do. People have different needs, wants, and desires and the finding what is most important to those individuals is the key to motivation. People and companies have used countless techniques and approaches to motivate others and employees, but what works for one person does not necessarily work for the other.
The expectancy theory of motivation suggests that when we are think of future, we develop expectations. We want positive outcome. We want to make the future as imagined which leads people to feel more motivated to pursue those likely outcomes.
First Target must identify the needs employees desire from the company, then try to create some of the needs. Some needs that the employees may want could be self-actualization, esteem, social, safety or physiological. Needs that are self-actualization that employees may want are; being able to change their job within the company, able to relocate to a different city but still have their job at a different location and learn how to work for another job in the company. Although companies may have esteem needs, which could be; all forms of diversity are accepted in the working environment and there are discrimination and a racial free environment. Furthermore, social needs; employees being recognized for their hard work like being nominated for selling the most products in the store or being nominated for displaying the best customer service skills. Thus, companies must create needs, to create motivation for
Motivation is the concept of stimulating or arousing a person to achieve a goal. Motivation has much to do with desire and ambition, and if they are absent, motivation is absent too (What is Motivation and How to Strengthen It, para. 1). Motivation theories are unique to each organization. Some organizations have come up with motivation theories such as setting work goals, job performance evaluations, and fair treatment policies within the work environment to keep employees motivated. The impact that individuals, groups and structures have on behavior within organizations is Organizational Behavior. Motivation is affected by organizational behaviors, which is why different organizations apply motivation theories to motivate employees.
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...