Motivation of employees should be the primary focus for managers by offering: equity, support to employee aspirations and goals, good remuneration, and skill enhancement through continuous training. The equity theory shows how employee performance is greatly influenced by the manner in which his peers are treated. For instance, firms that treat employees differently affect the motivation of employees by making it difficult for them to engage in teamwork or working effectively. This often happens in an environment where individuals holding certain positions are treated as more superior due to their closeness to managers in contrast to others occupying similar positions. This trend is detrimental.
The portion of the scenario that has Supervisor B having informal discussions with these employees, makes Supervisor A’s poor management style stick out like sore thumb. Parts of the problem might stem from the way Supervisor A treats the employees, and that could be easily corrected by upper management, or by simple training courses for managers and supervisors. The Expectancy Theory of Motivational Force, while subtlety complex due to its interaction with the human condition, is an excellent way to explain motivation in the workplace. With it, we can identify how effort, performance, rewards, and individual goals can encourage growth within an
According to the father of behaviorism, B.F. Skinner, human beings’ behavior was affected by the rewards and punishments received throughout life. Rewards lead to repetition of a particular behavior whereas punishment leads to removal of unwanted behavior. Value-Centered ethics: An ethical manager must implement positive reinforcements by being very specific about what is desirable behavior in his/her employees and also understand what factors impact employee motivation. “Managerial action should be guided by professionalism and strong ethical value (Kerns, 2004, p. 176)”.
When an individual assess their effort-to-performance probability, factors such as self-esteem and expectations can play a significant role. Lack of basic fundamental skills among individuals who have ... ... middle of paper ... ...nd a feeling of insecurity there is now more then ever a reason for the organization to develop more effective ways to motivate employees. After analyzing just a few of the hybrids associated with expectancy theory, it is clear that employee perceptions and expectations play a vital role in the success and productivity of the organization. The ability of the manger not only to identify, but also to utilize, this information is essential in fostering an environment of willing and highly motivated employees. Through analyzing and offering education, relevant performance appraisals, and leadership an environment of motivation can be achieved.
Understanding individuals’ values within a business will help the manager to understand the emotions behind the values, which will substantiate manager’s success. In organizations, attitudes are important because they affect business behavior. Attitude is more volatile and in constant change, as opposed to values. Values are much stronger, and harder to alter or change. The manager can take the time to learn how an employee’s attitude shows a compelling interest in the behavior and emotions of the employees.
There are some of his subordinates that raise concerns that others are not doing as much as they are. In order to ensure those employees feel he is being equitable, he makes them aware of how he determines what employees are responsible for certain tasks. “As a result, subordinates would be more likely to be affected by managerial motivation and strive to emulate it.” (Coget, 2011). A manager that is motivating and shows support towards their employees has the power to motivate them to accomplish tasks that they may feel are unrealistic. With regard to behavior he takes note of his employees personalities and assigns tasks and priorities based upon that.
The task or project may be very simple or vastly complex and technically challenging. Where, a manager must find ways to motivate the people working on the task. In order to understand how to motivate the people, a manager must also understand the difference between the management and the leadership. An understanding of the motivation methods, including the traditional theories from the early to mid 21st century to more modern theories of motivation, is ... ... middle of paper ... ...erybody's need, thus making the job for the manager harder to comply with his entire employee. 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.
Firstly, the psychological contract is appreciated because it recognizes the individualization of the employment relationship. Secondly, although the psychological contract comprises the expectations and apprehensions of the individual employee, it also allows the contextual factors to shape individual attitudes and performance. The psychological contract, a connection of loyalty is designed between the two. When the worker displays that he is agreeable to put in as much work as he implicit and the boss' outlooks prove reasonable, both parties will go out of their way to uphold this positive relationship. The aptitude to perceive one another as human beings and being assumed can make a big change.
Organizations and managers desirous of excelling must therefore, work toward ensuring employee job satisfaction. A candid interaction of managers with employees helps develop good relationships. Continuous coaching and genuine appreciation by the managers also enhances job satisfaction. Types of Job Attitude: There are four types of job attitudes: 1. Job Involvement: Identifying with the job, actively participating in it, and considering p... ... middle of paper ... ...ts that the individual desire and those s/he maintained will affect his/her satisfaction.
As this can be a problem when assign an unbalance work and responsibilities among member, managers consider carefully the matter. Depend on the members’ abilities and strengths, managers choose the suitable jobs to them in order to improve the work performance. If the assignment is wrong, it can lead to role conflict and cause stress on the team and bring down the productivity. Managers can make a team meeting to understand more about the members, read through their historical records and resumes. They define each person’s position clearly and what each of them has to do to accomplish the work.