Motivation is defined as the inner driver that enables employees to accomplish some particular goals. /20Then they can obtain what they really need or expect. At the same time, this driving force is effective to generate higher business performance. Having highly motivated employees can increase the productivity of company in the short and in the long run. /5The leadership position of Walmart in the retail industry is related to employee motivation. The company takes different measures to motivate employees which can be divided into extrinsic and intrinsic motivation. It is important that Walmart choose suitable methods on motivating employees under different circumstances.
In the dynamic work environment, work motivation has been a concerned
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On this basis, making right motivating decisions is also important. There are twelve basic human needs in work and life for individuals: family, fitness and happiness, work, economic, learning, home, social relationships, spirituality, community, leisure, mobility, and environment. 书167People are motivated by different driving forces because they have various needs and expectations. This is related to the distinction between extrinsic and intrinsic motivation. Extrinsic motivation enables employees to attain separable outcomes which are always some tangible rewards./6 By contrast, intrinsic motivation is relevant to the inherent satisfaction of activities./7 This paper provides strength and weakness at Walmart including these two types of motivation. According to the discussion, it will propose Walmart brings motivating advantages into full play and improve the …show more content…
It can come in the form of financial rewards rather than purely encouragement. Walmart pays abundant attention to develop individuals for improving performance and maintain long-term career success. This company offers higher pages, health care and benefits, as well as bonus opportunities./working at walmart All of the benefits satisfy needs and expects of associates to the maximum possible extent. Full and part-time associates are eligible for quarterly bonuses based on store performance. In expectancy theory, pay is an effective motivator which satisfies the desire of people./25 This reward is an essential component of behaviours modification. Employees are willing to perform good behaviours that enable them to obtain high payments. Associates earned more than $550 million in bonuses in 2016. There are also broader investments: Walmart and Walmart foundation invest $100 million in grants for workplace development committed and $30 million so far in 29 states./working at walmart Associates at Walmart can obtain more external benefits, which enables them to be extrinsically motivated. They are more likely to concentrate on their work with
The Nordstrom department store empire has been one of the leading companies in the fashion market. They generated over 2.5 billion dollars in sales last year, yet they are facing several internal problems. While Nordstrom strives to have the best customer service in the industry, living by the “Nordstrom way” has caused some hardships on the companies’ employees. An in-depth analysis of the sales position at Nordstrom using the job characteristic model reveals that the job design may moderately increase employees intrinsic motivation, but it is lacking in several areas.
Wikipedia defines motivation as, “The general desire or willingness of someone to do something.” Motivation is a need within us that inspires us to take action. In leadership, motivation theories play a key part in organisational behaviour and creating team success. It forms the centre of influence and therefore effective and inspirational leadership.
There are two main types of motivation when people work for an organization: intrinsic and extrinsic. From those two, various types of motivation can be derived ranging from achievement and competence motivation to fear motivation. Costco utilizes various motivational techniques and we can analyze them from the traditional, human relations, and human resource approach to determine how Costco is different from most retail store of similar size. From the Human Relations approach, Costco has a low turn-over rate even with the use of part-time workers, the insurance enrollment period is lower than that of other retail stores, and the portion of health care premium paid by the company is over 92% From the traditional view, Costco has a higher wage on average, well above that of minimum wage by at least 40%. From the human resources perspective, Costco chooses most of its management position from its internal workforce.
Intrinsic and extrinsic types of motivation have been widely studied and the understanding of each has led to great changes in how organizations run their businesses. It is clear that hourly employees have many great extrinsic motivators but lack intrinsic motivation in their job assignments which is a characteristic of our work culture. Changing the culture is one of the keys to improving motivation at that level of the organization because the best motivation occurs when employees perform because they want to and not because they are being made to do so.
While motivational and job satisfaction theories can help employers or leaders to gauge what motivates their employees, it is impossible for them to be used to explain all motivating factors. By analyzing these theories, it is possible to understand their basic concepts, and see how they can be an advantage in motivating their employees to the best possible outcome for the
All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.
Every person has a motivating factor that makes them go to work. Some people go to work for the paycheck or the benefits, others go to work for the social aspect or experience, these are incentives. Incentives are the most common motivating factor for people to complete tasks. This is also called, work motivation. Work motivation is defined as “A force that drives people to behave in a way that energizes, directs, and sustains their work behavior” (Steers, R. M., Mowday, R. T., & Shapiro, D. L., 2004). In contrast to the benefits of incentives, incentives are commonly counterproductive because they undermine the intrinsic motivation of an individual, this is the overjustification effect.
From this research it is evidently crucial that motivation is maintained in the work place. It affects all levels of the managerial pyramid from low level staff to high ranking managers and more importantly the company as a whole. If a happy work environment Is created then the results will be un-measurable in turn leading to greater profits for the business and in reality all companies whether it be retail or call centres are all looking for maximised profits. From incetric, exentric and job design techniques it is for the management to determine what’s best for the company, a diction that can lead to great success or shocking failure.
When it is discovered that a worker can fulfill the requirements of their job, but are experiencing shortcomings in doing so, many times it is believed that worker motivation may be the root of the problem (Laird 95). What, though, is work motivation? According to Laird (2006), “motivation is a fundamental component of performance “ and “is the reason that someone chooses to do some things and chooses not to do others”. In other words, work motivation is what energizes workers to the level of output required to fulfill a task, directs their energy towards the objectives that they need to accomplish, and sustains that level of effort over a period of time (Steers et al., 2004). In essence, worker motivation is what gets the job done. Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes ones duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each as well...
Motivation is the reason or purpose behind action, or what causes one to act in a particular manner. Motivation can either be intrinsic or extrinsic in nature, yet it rests solely within the power of the individual actor to be motivated (or not) by intrinsic and extrinsic motivators. Motivation is an extremely important topic of discussion in the larger discourse on leadership. It is important because it provides the basis for human action, or inaction. Leaders must be able to understand what motivates their followers in a hope to use that knowledge to guide them to behave in a certain way that is beneficial for the organization. To do so, it behooves leaders to understand the basic concepts and theories of motivation that abound.
In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...
Different companies and departments of those companies have very different approaches to motivate their workers to being the best they can. For example, I worked for three years at a food Store called Wegmans when I was younger. I worked as a cashier which was interesting to say the least. Managers were always trying to motivate the cashiers to go that much faster, be that much friendlier, and to be more efficient at every opportunity. They took many different approaches to find what would motivate each cashier, which was a difficult task considering how young each cashier was, the large number of us their were, and how different each employee was from the other.
When Sam Walton died in 1992, some industry insiders doubted that the Wal – Mart chain that he had founded some 30 years earlier would retain its prominence as a discount retailer. Lost for good they feared, would be the “magic spark” that Walton used to light fires under the chain’s 1.3 million associates. And, as Wal – Mart stock failed to enjoy the same bull – market growth as many other companies in the mid – 1990s, the pundits appeared to be correct. Today, however, with stores in all 50 U.S. states and nine other countries, Wal – mart has rebounded, leading the pack of discount stores with record earnings. In fact, with $218 billion in annual sales and 100 million customers per week, Wal – Mart is the world’s largest retailer and was named “Retailer of the Century” by Discount Store News.
To help guide the motivation practices of Toyota we will look at the concept of Maslow’s Hierarchy of needs, which is basic levels of needs. First is the lowest level, which is physiological, the next is safety, fulfillment, then self-assurance, and the last is self-actualization. Only when the first two levels are being meet, then employees can achieve higher levels, such as self-assurance and self-actualization, which make them work more efficiently, with more drive and more innovative ideas. Toyota builds upon these human needs and integrates a concept called “Toyota Kata” which is building habits for continuous improvement (Rother, M., 2010).
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.