Mcdonald's And Employee Motivation

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Definitions of motivation:

There are many ways in which motivation can be defined. Generally speaking, motivation comprises an individual’s effort, persistence and the direction of that effort. In simple terms, it is the will to perform. (Brooks, I, 2006). Eugene Mckenna thinks that with motivation, people respond to conditions operating within and outside themselves, and go the extra mile at their role. To motivate people, elements such as needs, motives, drives and goals or incentives of individuals have to be looked at.(Mckenna, E, 2000).

The first definition is about what motivation means in broad and simple terms. Whereas, the second one looks at what motivates people.

How understanding motivation can help in improving the performance of employees:

For an organisation to motivate its employees, it has to understand the factors that motivate people such as needs, motives, drives, goals or incentives.

Needs can be psychological, security or safety, social, and ego or esteem needs. Motives consist of inner states that boost, trigger, and direct the behaviour of a person. Drives are inner states by which the individual adopts a behavioural pattern in order to attain a particular goal. Goals or incentives satisfy or reduce the behaviour associated with the drive. .(Mckenna, E, 2000).

If the organisation understands and uses these factors in its analysis, people will constantly achieve their targets, project energy and enthusiasm at work. They will have the ability to overcome obstacles and problems to progress. They would accept additional responsibilities and organisational change. Conversely, if the company fails to take these factors into account, then it would have reluctant and demotivated employees who cannot progress...

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... for McDonald’s are young. At that age, they only think about earning money to go out and have fun, and the more they grow up, the more they would want to earn more than the mere minimum wage. For this reason, they are motivated to stay in McDonald’s and move up the hierarchy and may be work in the head office rather than staying as a low level employee.

Theory X and theory Y: in terms of theory X, and according to an employee at McDonald’s, managers at McDonald’s harshly tell incompetent employees off either for absenteeism, lateness or poor performance in order to motivate them to improve. On the other side of the coin, and in terms of theory Y, managers use a much more positive approach when dealing with competent employee because they need them for the future, they motivate them by telling them that it may take longer for them to move up the management hierarchy.
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