The Between Public And Private Sector

We can define motivation as the desire and willingness to do something and the inner force that helps individuals achieve their goals. Understanding what motivates employees and what employers can do to motivate their employees has been the focus of research for many years. This is mainly because motivated employees can provide an organisation with a distinctive advantage and a competitive edge and by being more productive they can help the organisation thrive and survive. In a public service organisation such as West North West Homes we would expect staff to be motivated partly by the desire to have a positive impact on others. Someone working within a sales team

Describe from your perspective the appropriate roles of the private sector versus the federal, state, and local government (i.e., should private sector have more control, or government) with regard to the nation’s healthcare system.

Employees need motivation in their day to day work basis. Those who are not motivated keep their performance to an acceptable level by expending only a small amount of their ability. Managers who know how to motivate their employees can achieve high ability levels and consequently high level of performance.

Intrinsic Motivation in Public Organizations is an essential principal. It is clear that employee engagement and motivation is a vital part of the workplace. We spend almost more time with them as a full time employee than our own family. Fellow workers become our second family with the workplace acting as a home away from home. Everyone wants a healthy environment to come to. The public sector and organizations are more challenging to motivate due to the application of ethical guidelines and outside influence from others. Society sees the public sector as overpaid and underworked. Unfortunately, this leads to low morale and negatively impact employee positive engagement. The public organizations also suffer from a lack of funds compared to

The fact that motivation is the most important factor for productivity and quality is not something new. Job satisfaction is critical to high productivity, motivation and low employee turnover. Today employers face the challenges of finding ways to increase job satisfaction that their businesses can stay competitive. Employers face the challenges of maintaining productivity, profitability and also try to keep their workforce engaged as well as satisfied with their jobs. In general companies who fail to improve job satisfaction are at risk of losing their top talented people because of competition. Supervisors or managers who maximize the potential creative abilities and talent of entire workforce have a greater competitive advantage then those who don’t. Also, employees that are engaged in their work have a higher level of job satisfaction. This is a reason why leaders of the organization have responsibility for creating high level of job satisfaction. A motivating environment is one that gives workers a sense of pride in what they do ( Dr. Edward Deming ). Leaders can improve motivation within their organizations by following steps like: provide a positive working environment, reward and recognition, involve and increase employee engagement, develop the skills and potential of your workforce and

Influenced by both psychoanalytic and trait concepts of personality, Henry Murray believed that human needs are the basic elements of personality. Murray categorized human needs into two groups: viscerogenic needs and psychogenic needs. Psychogenic needs are what Murray mostly focused his work on and describe, a “readiness to respond in a certain way under certain given conditions” (1938, pg. 124). He listed 27 psychogenic needs, including the need for achievement, and created his system of needs theory. In

Murray’s Theory of Psychogenic Needs can be interpreted as processes of satisfying motives and needs and is influenced by Freud’s Theory of Psychoanalysis .

In the recent years, there has been viable evidence that shows that other factors in the work environment may also be strong push factors for retention (Burns, Bradley and Weiner, 2012, pg.445). The factors that contribute to forcing workers to leave the public sector include: "workload and staff shortages are contributing to burnout, high absenteeism, stress, depression, low morale, and de-motivation" (Burns, Bradley and Weiner, 2012, pg.445). It is also shown that poor working conditions also contributes to preventing staff morale and motivation and it also contributes directly to recruitment and retention (Burns, Bradley and Weiner, 2012, pg445). According to Burns, Bradley and Weiner (2012),

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

A career in the public sector can be described as: honorable, rewarding, yet very demanding. A broad yet primary role that public employees are expected to fulfill is to effectively and efficiently service the public. In order to successfully fulfill these honorable positions employers must ensure that they are implementing and executing adequate processes, procedures, and tools in order to measure whether or not individuals are qualified candidates. When tasked with such an essential duty it is vital that there are specific programs, procedures, and assessments incorporated to guarantee that qualified, educated, skillful, and dedicated employees are being selected equitably. In addition, this will provide assurance and protection for both the employer and potential employee. When tasked to hire a new employee for any public organization that is mid-level and supervisory in nature there are a few things that must be established to assure the most desirable outcome and to guarantee that both personal and organizational needs are being met and those are as follows: establishing a clear and concise job description, developing recruitment and selection techniques, providing continuous training, and making sure that routine performance appraisals are carried out. The purpose of this essay is to provide and in-depth discussion of each of these factors and to educate its readers on why they play a significant role in the success of a new hire for a public organization.

There are various work relationship matters in the government environment which are among methods to improve productivity and reduce cost that impact an employee’s motivation in today’s workplace. In the government sector it is a continuous concern. Owners and managers of any businesses across the United States all have the same problem as it pertains to reducing cost and time management. This problem has to do with reaching maximum employee performance and productivity in a strategic environment (Workplace strategies). Many government contractors, owners, managers and agencies do not know how to chime into minimize this major problem. In the government contracting sector worked, it is the employer’s job to motivate the employees and increase employee productivity while saving cost on governmental contracts. There are vested employees who thirst for the best way to accomplish this (Motivation and productivity). Some leaders envision the solution by using motivational strategies while improving productivity that requires firm changes. In the government environment it is also most challenging with people who have a natural tendency to resist change because it is challenging and often frightening to the employee. On another note, employees who fear or resent productivity improvements will not be as motivated to make the changes work.

When we examine public sector versus private sector, plenty of differences come to mind. In defining each, we learn a private sector in an economy consist of all businesses and firms owned by ordinary members of the general public. It also consists of all the private households in which people live. The public sector in an economy is owned and controlled by a government. It consist of government businesses and firms and goods and services provided by the government such as the national health service, state

Currently, as we have seen in our class studies, there are many diverse topics and issues related to today’s changing workplace. These include advancements in technology, global markets, social media, evolution of unions and human resource, and Public Private Partnerships.

Public - sector employees are often stereotyped as underperformers, lazy and inadequate, so a better understanding of work motivation is important to be made. Little effort has been made to identify how the environmental interaction and personal forces can influence the work motivation of the employees working for the public sector and also, to determine the extent of work motivation differences between the public and the private sector. (Wright, 2001, p. 561).

Job refers to a group of a mixer of tasks related to similarity of function. Employs performed their job in exchange of salary. Job can define as duties, responsibility and given tasks which can accomplished by rated, qualitative work . Individuals can be indentify by their job which position they are holding. People actually doing job for many reason but main reason of doing job financial factors like salary, pension, job security and other benefit etc. There are many ways to differentiate job. One way is government sector job and other is private sector job.