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Motivation theories and their implications for management
Motivation methods and employees performances
Application of motivational theories in the workplace
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Anya Majka is a highly valuable employee of Buddy's Snack Company, who contributes to the human and relationship aspects of the overall intellectual capital. From the Model of Individual Behaviour and Performance (MARS), the four factors of motivation, ability, role perceptions and situational factors has had a great influence on Anya's behaviour and work performance. Anya is well-known amongst her co-workers as a hardworking and dedicated employee. She possesses a strong drive of motivation in terms of direction, intensity and persistence. During her personal time, Anya portrays self-motivation through independently and voluntarily reviewing training material and learning marketing techniques to improve her performance at work. Anya is determined …show more content…
For example, the High Performance Work Practices (HPWP) could be applied in correlation to Anya's job dissatisfaction to improve her motivation and the overall effectiveness of her performance at work. I believe that Anya lacks performance-based rewards to improve her experience at work, as she expressed that she did not receive any praises or approvals for achieving and surpassing the target sales quota in previous quarters. Building organizational commitment with Anya is also a good method to improve her behaviour and performance within the company. I believe that Anya requires support and encouragement as motivation, confirmation and praise in work performance. In addition, organizational comprehension will be beneficial to Anya to foresee the company's future plan as a sense of confirmation and to set a long-term goal. Understanding the present and future plan for Buddy's Snack Company, and opening communication within the organization will allow Anya to envision her future with the company. Empowerment practices is important Anya's motivation and work performance as a method to demonstrate the value, appreciation, meaning and impact of employee …show more content…
Despite his previous performance as the top salesperson in the division for the three years, Kyle's motivation, attitude and work performance has declined drastically. He was displeased that regardless of his personal dedication and loyalty to the company, Mark received the promotion of Sales Manager at Buddy's Snack Company. As a result, Kyle reduced the quality of his work performance and decreased the company's profit to a loss of income, negatively affecting the Service Profit Chain Model. Kyle has the ability to perform at his maximum potential, as he was previously known as the top salesperson in the division; however, he is not willing to apply his learned capabilities to his work practices. Moreover, Kyle is aware of his role perception and the expectations as a Sales Associate; however, he refuses to effectively apply his abilities to his position. He has chosen to disregard his role perception because he did not receive the promotion of Sales Manager. The situational factor that has a large impact on Kyle's work behaviour and performance would be the organizational hierarchy within the company. Kyle believes that he deserved the promotion due to his time, dedication and commitment to the company. He disagrees with the promotion of Mark as Sales Manager. Before the promotion of Mark as Sales Manager, Kyle had an
Johnson’s strengths are that she has the experience of military and attended HBS, where both her leader personality and business insight were enabled. She is a “go-getter” and can “instill confidence into the people around her”, according to her colleagues and subordinates. She is also communicative, because she initiated “one-to-one” conversation with every employee, and arranged plant-wide “state of the site” meetings from quarterly to monthly. In addition, Johnson is an insightful person because she mentioned multiple times that she would not sacrifice long term interest for short term growth.
Target’s core employee development strategy is to embrace, teach, and model concrete behaviors that will lead to higher levels of individual and system performance and excellence. Some of these objectives include teaching employees to perform at the highest level in a current position, manage internal and external environmental changes, increase promotability, and contribute directly through all outputs towards to common company goal. Each position in the company has a set list of guidelines for core behaviors and expectations. This set of guidelines are used to measure each individual employee and the achievement of these goals can help these employees progress their careers at Target. Linkage to performance plans also help in the development of employees. In these performance management training sessions, HR staff help employees develop a sense of understanding about the core values associated with striving for excellence, obtaining results, and other characteristics of high-performing organizations. Employees learn to communicate these core behaviors, and this gives all employees a clear understanding to what it takes to be a high performer. Another very important aspect for Target leadership is to identify and develop future positions. This creates back-ups for each position in the store to ensure seamless transitions if a current employee leaves or is terminated. Performance management is measured not only on individual employee basis, but also by the company as a whole. We will observe the company’s performance compared to its biggest rival Walmart. Based on recent stats we were able to compare the two companies in several aspects as
Friends since college, Mr. Slater and Mr. Morris are top salespersons at a car dealership; both were recently in competition for a promotion to Assistant Sales Manager along with a third top salesperson, Kelly Kapowski. On Monday August 25, sales manager Brett Belding informed Mr. Slater that his interview was cancelled citing that Mr. Slater was not “manager material,” and referenced Mr. Slater’s behavior via Facebook as irresponsible.
In addition to feedback, goals have been found to be more effective when they are tied to employee evaluations. The results of employee evaluations typically carry great weight when it comes to raises, bonuses, and potential advancement. Tying these types of rewards to successful goal completion also improves performance and increases goal commitment among employees (House, 1971). Incorporating deadlines to specific goals is also attributed to elevated performance levels. The motivation levels of the employee increase to meet goals within set deadlines and receive positive feedback (Lunenburg, 2011). As organizations focus on employee satisfaction and motivation, goal setting will remain an important aspect of management practices. In today’s economy, organizations are competing for top talent and ensuring employee satisfaction among job tasks is an important piece of talent retention.
Lots of the cool, athletic people where finally letting him talk to them and he did not want to screw up his new found chance at friendship. Kyle's new "friends" added him into their group and started talks about things that Kyle had no clue why it mattered. They started talking about who was the best five in the NBA and would be their all time favorite team. While Kyle sat confused he saw a group of people huddled in a corner talking about things that he found interesting. This group of people was talking things that Kyle found interesting and he really wanted to join their conversation but he did not want to lose his new found status among his new group full of sports-minded
Despite its negative effect EL contributes to the job description of frontline employees (e.g., Brotheridge and Grandey, 2002; Johnson et al., 2007; Montgomery et al., 2006. Workers performance can be increase through indentifying factors that help the EL channels. People lean to show right behavior in compliance to set of rules that shows their job (Ashforth and Humphrey 1993). A shy seller may for example display out going behavior in order to achieve high sales during his/her line of duty.
One of the most important theories of HRM (Human Resource Management is that of ‘Motivation’. The purpose of this theory is to explain the role of an organisation in order to encourage its people to put in the best of their efforts and abilities in a way that will help further in achieving better outcomes for the business and organisation’s goals(Armstrong, 2001). There are various techniques that can be adopted to motivate people for instance, rewards, punishments, actions to satisfy needs, psychological processes etc. This world is developing at a rapid pace and due to this development and quick changes; new ways of working and managing organisations have emerged. These
I was formerly employed by a supplier of automobile parts where in addition to using compensation as a means of motivation; they too were dedicated in ensuring their employees had maximum job satisfaction. This was achieved by giving autonomy in their job functions and assigning significa...
A chasm between management theory and practice leaves behind the harrowing question of how to improve employee work performance. Research has proven that some methods are more fitting than others on a situational basis. The key is to adopt practices that work the best for an organization’s goals and capabilities and consciously work towards progression. However, having a strategy to improve performance goals and objectives, are often only as effective as the people who have the responsibility for seeing them through. A strategy that is ineffective or poorly used can often cause more damage than good by reducing morale, creating confusion and decreasing performance. There are numerous ways to tackle more suitable practices that can add
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
...n organisations of lack of job satisfaction and productivity amongst unmotivated employees, and related the problem to the risk of turnover. Conflict, absenteeism and stress were identified as major causes of loss of job satisfaction and productivity, potentially increasing the the loss of staff. The solution proposed was to implement additional training and performance pay. It was argued that training in the workplace improves an employee’s sense of worth and self-esteem, by increasing their skills and thus contribution to work efforts. This raises productivity, and in addition improves job satisfaction. Performance pay was advocated as a means of developing the organisation to support motivated and capable employees. Self-disciplined workers would receive recognition for output, improving job satisfaction; as well as financial incentive, keeping productivity high.
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...
People’s behaviour is determined by what motivates them. The aim of this essay is to discuss the essence of the motivation and psychological strengths, its evolution, a brief overview of the key theories of the employees’ motivation and behaviour analysis. The main task is to understand how motivation affects employee behaviour and to clarify the importance of motivation. In this essay I will discuss and produce definitions and examples to answer the main question of what is the driving force and how do people’s needs influence performance at work?
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
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...