HCS 325 Week 4 Motivational Methods Pap

Motivation is a key aspect in the organization or workplace, and it is imperative to know the basic theory application and methods dealing with any problems that usually unavoidable for the employee and will come up in any work environment. This is a mandatory skills for a leader or future manager to know how important on how to motivate his or her employee to work more efficient. Motivating employees is a big dilemma for managers. To produce a higher level of performance and productivity, manager’s today are obliged to pay more attention on this matter. Every employee needs different types of motivation. In this paper will elaborate three motivational methods that a

The Equity Theory touches on the effects these situations have on the employee’s motivational level. In society today employees are constantly comparing how they are

This can also relate to the process theories such as the expectancy and equity theories. The expectancy theory (Appendix c) predicts that individuals will be motivated if they value the reward given for work and believe this is a just reward. By working hard and professionally they can achieve promotion and so become motivated. The basis of the equity theory is related to one’s perception of job input and outcomes and those of their colleagues (Appendix d). Employees in Primark who have high input and outcomes can see these outcomes through the opportunity of promotion. However such fairness does not always arise in Primark.

The grounded knowledge of various theory on motivation can help healthcare leaders make decisions that will yield better outcome when it comes to motivation. If a healthcare leader can’t motivate his organization, the moral of the organization which is supposed to be result oriented may fall short of the required standard.

Motivation is one of the most important keys to success. According to various statistics and research motivated employees are more productive and beneficial in the workplace. Employers should be concerned about staff motivation and positive atmosphere. The main advantages of motivation in the workplace are improvement in job performance, increase of productivity, decrease in costs and employee turnover, when staff can produce more than employers expect, when staff does their work creatively, when costs go down and profit increases - company is success. To conclude, all of the benefits of motivation lead to company prosperity.

Adam’s Equity Theory is a model of motivation which basically states that employees will perform at a more productive rate if they feel that they are being treated fairly (Kreitner & Kinicki, 2010). Equity is achieved when a worker perceives their reward for their amount of work to be equal to that of a relevant worker. Negative inequity is perceived by the employee when the relevant worker receives greater rewards for the same amount of work. Positive inequity is perceived by the employee when the relevant worker receives fewer rewards for the same amount of work (Kreitner & Kinicki, 2010).

What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.

This theory recognizes that individuals are concerned not only with the absolute amount of rewards they will receive; but is based on one’s inputs, efforts, experience, education, and competence. Employees can compare equity ratios to ensure fair treatment; and when treated fairly employees are motivated to work harder (Ramall, 2004). The theory motives employees to be proactive, satisfied employees and demonstrates a company’s willingness to ensure fairness and equality (Ramall, 2004). Engstrom Auto Mirror Plant by changing the team structure will gain the benefit of group decision making, shorten production time and improve communication and teamwork efforts.

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

“The Mystery of Motivation” appeared in the January-February 2017 article written by Gary Drevitch, who is a senior editor for Psychology Today. Drevitch a Yale graduate, currently resides in New York City with his wife and three kids. His previous work includes senior editor at PBS, Time Inc., Scholastic and Parade Publications, and is the former editor-in-chief of Grandparents.com and an AOL blogger on weight loss and nutrition.

Motivation is the number one driving force behind anything and everything an individual does each day. “Motivation is the desire to do the best possible job or to exert the maximum effort to perform an assigned task. Motivation energizes, directs, and sustains human behavior directed towards a goal.” (Honor, 2009). Motivation can determine the outcome of projects, goals, and can set limits on what an individual can obtain or what they believe they can obtain. Motivation often is the deciding factor on how successful a project in an organization is, and an individual’s needs and desires can both influence a person’s motivation greatly. Motivation can also determine how well an individual does in school, college, or university.

The equity theory conceived by J. Stacy Adams is based premise that "people gauge the fairness of their work outcomes relative to others, any perceived inequity is a motivating state of mind" (Schermerhorn, Hunt, and Osborn, 2005, p.10, chpt.6). This theory when applied to a sales force would not be the best method to motivate this employee group as to what is deemed fair by a team leader could be perceived as unfair by the

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an

Motivation at work stimulates the interest of a person in an activity. Motivation at works is very complex because there are multiple motives operating at the same time. Goals motivate and guide workers' behaviors. Specific goals are better than general goals and little difficulty is better than easy goals. The degree of expectancy determines how much effort is put forth, people will work hard if they expect the effort will pay off. Increased job enrichment which includes more control at work and a high number of tasks to perform leads to high motivation. Stress on the job reduces motivation and productivity. The specific needs to achieve and

The Hawthorne studies were initiated in 1924 by the management of the Hawthorne plant of the Western Electric Company in Chicago (Levitt & List 2011). The Studies are referred to as the “behavior modifying effects of being the subject of social investigation” (Wickstorm & Bendix 2000). The leading man behind the experiments Elton Mayo developed the study to make further inquiry into what factors affect productivity in the workplace. Ever since the studies were conducted between 1927 and 1933 (Wickstorm & Bendix 2000) there has been much speculation of whether or not these results should be used to make a fundamental change in the development of management in society. This essay will cover the various aspects of management that has been