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The importance of human resource management
The relationship between reward and motivation
Motivation theories in the workplace
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DOROTA KUCINSKA 21338676 Topic: Theories of Teamwork and Motivation Referencing Style: Harvard 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 …show more content…
-Theory of motivation Abraham H Maslow -Frederick Herzberg -Douglas MCGregor -McClelland -Teamwork -team roles -conflict resolution -team evaluation Motivation process Definition of motivation The driving force within individuals by which they attempt to achieve some goal in order to fulfill some needs and expectations . The degree to which an individual wants to choose in certain behaviour . German Malaysia institute. (2016). Motivation teamwork . Available: Pl. scribd. Com/doc/56149790. Last accessed 17/12/17. Motivation is -complex -psychological -psychical -unique to each and every person -context sensitive Qualities of motivation -energizes behavior -directs behaviour -enable persistence towards a goal -exists in varying details Basic model of motivation Needs or expectation - drive force (behaviour or action ) - desired goals When we are working on a large project and we had really short deadline but management offered a large bonus to finish early we can found the motivation. Theories of …show more content…
Whether or not you’ve worked with groups before, there’s always room to practice your teamwork skills.Reason for formation teams And groups because individual person have more expectation and asking about more benefits and also working slower , as a group we can do job much more faster and much more progressive and we can have lots of benefits as a team. We can find out as we working together as group we can supportive each other’s . Source: Based on research findings reported in Carrell, M. R., & Dittrich, J. E. (1978). Equity theory: The recent literature, methodological considerations, and new directions. Academy of Management Review, 3, 202–210; Goodman, P. S., & Friedman, A. (1971). An examination of Adams’s theory of inequity. Administrative Science Quarterly, 16, 271–288; Greenberg, J. (1993). Stealing in the name of justice: Informational and interpersonal moderators of theft reactions to underpayment inequity. Organizational Behavior and Human Decision Processes, 54, 81–103; Schmidt, D. R., & Marwell, G. (1972). Withdrawal and reward reallocation as responses to inequity. Journal of Experimental Social Psychology, 8,
Normally in a group, the work will be divided into the number of members in the group and may be arranged to each of the members to receive the part where they are more confident and have more knowledge of it. In addition, if a member is confused with their work, he can receive assistance from his teammates rather than just being alone and figure it himself independently. However, I believe sometimes been in a group can have its cons. A common pitfall associated with working as a group is disagreement about the way something is being done, a particular issue, or an opinion. Sometimes one member might have his own beliefs and want to perform a task in their way and conflict can arise from this. Once conflict arises, the members can discuss their own opinions and might arrive to a solution, but this can cause a member to not show their full potential because something was not done the way they wanted. I believe this is very common but if you are open minded, it can be overcome for the sake of the team to be
It is important to distinguish the difference between teams and groups. The main difference is that teams work altogether toward a common goal whereas groups can work altogether but for their own objective. It is important to highlight that a group does not necessary need a leader to follow but a team does and this leader will set directions to achieve the goal. In teams people are more committed as they share their ideas, they know the purpose of what they are doing and what the others are doing, they understand better individual objectives and team objectives whereas in groups, generally people are just told what they have to do without further explanations. Because in a team people get to know each other, it builds trust and enhances communication but in groups, people do not really know each other, do not trust or communicate effectively with each other. In teams it is frequent to see constructive conflict as people talk more openly and more honestly but in group it is quite rare. Eventually, people in teams are more involv...
The Incentive Theory of Motivation states that people do things, such as work because of the rewards that come with. For example, a child might help his grandmother clean in order to receive cookies. His motivation is the reward of the cookies. In the working world, people get rewarded by other rewards. Some of these rewards are salary, security, and health benefits.
Finally this report has presented a discussion of the key issues, which have been critically evaluated. Application of different models has explained how theories can help managers in different approaches. The policies of the organisation and its significant application in motivating the workforce show the role of HR on the organisational success. The understanding of motivating the employees through forming psychological contracts has also been discussed in this report.
Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s 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 as how these theories can be used to further strengthen and sustain worker motivation....
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
There are many ways to effective performance management. For example, to manage stress, time, communication, problems and so on. In this essay, I will focus on one of those elements, which is motivation. Motivation plays an important role to increase their productivity. You might have an experience. When you are strongly motivated, you will finish the work earlier, or the result will surpass your expectations. Thus the motivation is deeply related to success. If you were a manager in any companies, you have to consider how to motivate employee in order to improve their performance.
In the following assignment, we are going to talk about motivation and how important it is for every organization to keep its employees motivated. Also, we will discuss different types of motivational theories, characteristics of a positive work environment, HR practices that positively influence affective process and behavioral process which includes motivation, job satisfaction, commitment, fair treatment, respect, health and wellness, diversity, effort, reduced turnover, absenteeism etc. In addition to this we will learn synthesis of Hackman and Oldham’s job characteristics, employees’ psychological state in relation to work outcomes and relationship between Maslow’s general components and job characteristics in view of motivating
Motivation is one of the most widely debated and researched topics in organisational behaviour. There are a plethora of concepts and theories that attempt to provide a better understanding as to what and how best to motivate an employee. Theories of motivation provide a solid basis to best gain basic understanding of motivational needs. Several academic papers researched while writing this essay highlighted the need for further research that focused on cultures outside of the ‘Western’ norms. In this section we will examine some theories and journal articles that will better our knowledge about motivation.
In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...
The driving force within individuals by which they attempt to achieve some goal in order to fulfill some needs and expectations .
When studying employee behavior all the models have some component of employee perception. How an individual responds to a raise, more job responsibility or more autonomy is affected not only by their culture, gender, generation, and other factors, but also by how they perceive the events as well. For example, a women in her late twenties that is given more job duties without a raise my view this as inequitable since her colleagues do not have to do as much work, but they get paid the same. However, another individual may feel like their boss really values their work and that is why they are given more responsibilities and they are motivated to work even harder. Therefore, some people feel that perception is even more important when studying behavior and motivation. In addition, Dawley, A...
Hardware, furniture and building centre (House, Hearth & home), has been existing for many years by now, and it still exists. However, since there was a crisis situation in the late 2009 and 2010, many businesses have faced different kinds of problems, mostly the economic and financial ones, so they have to regain the previous positions, and come back to the profitable state of affairs.“All organizations are concerned with what should be done to achieve sustained high levels of performance through people.” (Armstrong, 2001, p.155). Motivation theory is one of the most important theories in Human Resource Management (HRM). It explains what organizations can do to encourage people to apply their efforts and abilities in ways that will further the achievement of the organization’s goals as well as satisfying their own needs (Armstrong, 2001, p. 155). Most organizations use different types of rewards include money, plaques, trophies, certificate, public recognition, official perquisite, special assignments, parties or celebration and meaningful consideration (singh,2011, p11).
In this case, there was a need to perform a correlation that study that investigated the relationship between motivation and performance. This would assist many other organizations to become successful. Several factors had a great significance to the performance of employees. These included the level of skills each employee had and the willingness to take the roles assigned to them. More importantly, the study linked a tight rewards to employee motivation. Details of the study indicate that provision of rewards to the employees increased the willingness to work. In addition, this study stated that employee performance was a result of only motivation and skills possessed by employees. This study used different methods in a bid to achieve its set objective. In incorporated a documentary study, questionnaires and a survey. From the results of the study, it was concluded that motivational tools had a great impact on employee performance. Many employees have the skills but are not willing to engage all the skills top increase their performance. In order to utilize this skill full, an organization had only to motivate its employees. This was possible through the provision of rewards either directly or through the creation of reward systems to the
According to Greenberg (1999), motivation is defined “as a process of arousing, directing and maintaining behavior towards a goal.” Where “directing” refers to the selection of a particular behavior; and ‘maintenance” refers to the inclination to behave with consistency in that manner until the desired outcome is met.