Why The Workers Were Motivated During The First Summer Essay

Assignment 1: 8600 - 310 – Understanding How to Motivate People in the work place

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.

One Fat Summer by Robert Lipsyte, is a very good book for teenagers that feel insecure about themselves and have low self-esteem. In the book they will read about a young boy name, Bobby who overcomes his fears of being fat and being bullied by Willie, one that is much stronger then him physically, but not emotionally. The basic theme of this story is to stand up for yourself no matter the situation.

The biggest problem to a manager is managing employees. This is because employers often do not know how to handle their employees. An effective manager knows that motivation is a difficult skill to acquire. So over the years, many theorist have studied motivation in order to

The expectancy theory was developed by Victor H. Vroom in 1964 as a systematic explanation of individual motivation within the workplace. This theory put forth three key components: expectancy, performance, and valence. From the base component of the theory, which is expectancy, behavior is built by an individual’s value of the reward or valence. Vroom’s theory of expectancy is used by manager to understand how individual employees are motivated and how they will respond to rewards closely tied to the tasks given. Expectancy is proposed to be an individual’s understanding of how their effort leads to a given performance level. Vroom put forth in his theory that individuals believe the more effort put into a task or objective, the better

This paper explores a contemporary and widely accepted motivational theory known as Expectancy theory of motivation introduced by Victor Vroom in 1964. It will first explain the three key components and relationships of the expectancy theory of motivation. These components include Expectancy, Instrumentality and Valence. In addition, it will explain how to enhance the motivation of employees in a fictional but real-life modeled scenario using the Expectancy theory of motivation. After studying this paper, the reader should be able to explain the main components of the Expectancy

The company’s first step to implement the expectancy theory of motivation is to devise a written plan of action. Supervisors should be educated on the expectancy theory and should receive motivational training. Supervisors should then start verbally recognizing those workers who are working hard to meet the production goals set forth, even if the goals are not being met. The supervisors should acknowledge these employees by awarding those who are who are working hard and achieving the company’s production goals positive performance evaluations. Employees seeing hard work leads to recognition and praise will be motivated to perform better.

Establish and justify a motivational program based on one or a combination of motivation theories to deal with the situation as it exists at the end of the case.

They are able to work with their friends, they have the flexibility to return home instead of stay overnight, and they can work with children (Camp Happy Valley, 3). These are all examples of extrinsic motivators because they are common, routine outcomes that are known and expected by the employee. They also relate to the motivation-hygiene theory because these are all characteristics of a job (relationship with peers, relationship with subordinates, and work conditions) that are shown to be hygiene factors. Therefore, they can provide dissatisfaction or no dissatisfaction but not necessarily satisfaction. This is important to note when considering the number of staff that return after working at Happy Valley for a summer. Overall, despite the super staff’s lack of organization in the hiring process (not being able to contact references, very broad scale for rating employees), it appears that the camp has had no problems in actually recruiting capable new staff to work for them each summer. It appears that the extrinsic motivators, or hygiene factors, are enough to recruit many talented young-adults. Problems only appear among staff after the recruiting process, which is what hinders their motivation to return.

Motivation according to Kelley (2014) is the ‘process through which managers build the desire to be productive and effective in their employees’. If an employee is motivated, they are more likely to be productive and generally staff turnover is low. The problem of worker motivation is that workers are not seen as humans, they have a lack of freedom at the workplace and lack of job fulfilment. Taylor and McGregor Theory X argue that there is not a problem with worker motivation, workers will be obedient because of fear of losing their job motivates them to do well. Whereas Maslow and McGregor’s Theory Y argues that there is a problem with worker motivation because of class conflict between the worker and the manager. The

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

Motivation is central to understanding behavior in organizations and a key managerial factor. Two aspects of motivation are structuring tasks to satisfy worker and organizational needs and providing the proper direction for worker actions (Stroh, Northcraft and Neale, 2002). There are a number of factors when it comes to the difference in worker performance. One of these factors is related to different levels of ability

Expectancy theory of motivation Hausser Food. Employees and organization both of them have expectation and needs. Organization have expectation to their employees through target. Employees have expectation to the organization or company through their reward if they can reach or above the target. In this point of view The employees of Florida team are feel under rewarded which although they have high E to P that have good P to O

2. Explain the motivation of these three employees in terms of the expectancy theory of motivation.

1. To identify the causes and effects of having insufficient motivational stimulus/stimuli within a workplace (in connection with McClelland’s drives, Herzberg’s two-factory theory, and Expectancy Model of Motivation).