Impacts of Culture on Human Behavior

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

Throughout the course of the first semester we as a Psychology class learned a whole variety of different and varying concepts of Psychology. Chapter one we went over all the different ways psychologists study behaviors and mental processes. Included were the contemporary perspectives, such as behavioral, which focuses on behavior that is observed. Psychodynamic focuses on our fantasies and our hidden motives. Humanistic is all about our free will and conscious choices. Physiological is the relationships between biological processes and behavior. Cognitive perspective is our acquired knowledge, and last but not least is sociocultural, which places great value on the role of cultural and social influences on our behavior.

Additionally, it is imperative to note that compensation does not automatically imply rewarding in the monetary form. It also includes other benefits such as, health care benefits, work-life balance options, as well as employee perks and incentives. Nonetheless, this day and time employees not only work for the money, but also place equivalent importance on other aspects of compensation.

What conflict do you see between your desire to be as profitable as possible and your desire to pay employees a living wage? If you do not see a conflict between wage and profit explain your reasoning behind it.

The term compensation refers to all forms of financial returns and tangible benefits that employees receive in exchange for their time, talents, efforts, performance, and results (Bernardin & Russell, 2013) Presumably, employees are motivated by the compensation they receive in all combinations to include their benefits packages. Naturally, employees want to be able to take care of their family to include having good medical coverage and other related benefits. Equity is said to occur when a person perceives that the ratio of his outcomes to his inputs is equal to other’s outcome/input ratio (Salvendy, 1976). Of course, employees want more money, and companies want more work out of each employee. With the cost of benefits like health insurance continuing to rise, companies have to take the higher cost of benefits into consideration when implementing pay

done studies that shows employees morale and work ethic increase when given a fair wage. This

In a free market, such as the one used in the United States of America, competition between companies is cutthroat as businesses look for every possible way to have the edge over competitors. One of the major ways that businesses stay ahead of the competition is attracting and retaining the most talented employees. It is common practice for companies in the United States of America to provide several non-wage compensations to employees with the aim of sweetening the employment and reducing turnover (entrepreneur.com, n.d). Employees have come to appreciate the benefits offered by companies and consider benefits just as important as their salary.

From the first day of kindergarten to the last day of schooling, the concept of working one profession until retirement is familiar to nearly everyone. Such precedents are forced on young adults, as they take their first baby steps towards adulthood and finding a job. While the student dips their toes into the next step in their academic path, intrusive figures are pushing them to choose a career as soon as possible. Students learn that the only way to get by in a more demanding society is to take the first offer that seems just slightly of interest. Amy Adkins, the author behind one of the sources used in “A World Without Work” from the Stimulus Material, revealed, “A 2014 Gallup report of worker satisfaction found that as many as 70 percent of Americans don’t feel engaged by their current job” (Adkins). Engaged employees are classified as laborers that are “enthusiastic about and committed to their work and workplace” which can only be applied to thirty percent of workers in the United States. Workers have become unsatisfied with their chosen profession, and as a result are suffering the negative

From the 1950's love to labor to the 2015's love to hate work. According to Daily News the Gallup report shows that 70% of Americans polled either hate their job or are "disengaged" from their work, and even perks don't work if they're unhappy with management. This statement was published in 2013 by the Daily News, however; in a post-recession market I believe that number has flipped and over 70% of workers love their jobs and have found new ways to communicate and interact with their coworkers/bosses. This the Raeanna Survey sets out to prove that as Americans we have grown to love and appreciate our jobs, bosses and coworkers for their individualisms. I Surveyed various areas of a local hospital in order test my theory that Americans attitudes have changed to now embrace and love their place of employment. The job market has not improved much around the US but Americans have found ways of moving forward in these tough times while staying positive. In the study “BMC Family Practice” 15 (Nov. 18, 2014): p180. From Academic OneFile, overall job satisfaction was higher than extrinsic job satisfaction and lower than intrinsic job satisfaction. This finding is consistent with previous research on job satisfaction in Chinese community health workers [35]. Rick Nelson states in his article “Seeking job satisfaction with a mix of skills”, Work continuously evolves, and for many the point to which jobs have evolved is not a happy one. Nelson quotes the Gallup report in his study

Motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work. Most people are motivated as a result of their individual needs being satisfied, which gives them the inspiration to perform specific behaviors for which they receive rewards (Kinicki & Williams, 2011). These needs vary from person to person, as everybody has specific needs to be satisfied. When we consider factors that determine the motivation of employees, many of us think of a high salary. This answer is correct for the reason that some employees will be motivated by money, but mostly wrong for the reason that it does not satisfy other needs to a lasting degree (Bizhelp24, 2010). This supports the idea that human

Money is an important enticement to work motivation. Many people work in order to be able to receive their pay at the end of the month, though others might argue this is not the case. If for instance you take money away, will people still show up for work? The answer to this is no as many people only show up at their work place with the aim of getting some remunerations. The equity theory states that in addition to being an exchange commodity it is also has a symbolic value in addition. In this scenario, a company that pays more to its employees tends to show its competitors that it is more valuable and thus the better pay (Wyld, 2011).

In most organisation, money is often seen as a prime motivator for employee in the government and corporate sectors. It empowers them to perform better and contribute to the organisation objective goals and productivity, however, following the shifting of economic conditions and social values, people's desire is dramatically changing. Most employee may feel that they are affected by internal and external

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.