Another function of management playing a large role in Alabama football’s success is leadership, both motivationally and behaviorally. In order to lead an organization or group of people it is critical to provide motivation to aide employees’ sense of direction and effort. As Chelladurai writes, “Our discussion of theories of motivation emphasized the motivational basis of the leading function. The ‘content’ theories of motivation include Maslow’s need hierarchy theory and Herzberg’s two-factor theory. Two types of factors are used when employers operate within the Motivation-Hygiene theory: motivators and hygienes. Essentially, motivators relate to the content of the job, while hygienes relate to the context of the job. Typically, motivators …show more content…
Evaluating incorporates the performance of individuals, individual programs, and the organization as a whole. These can also be known as performance appraisal, program evaluation, and organizational effectiveness. Performance appraisal is the assessment of each and every employee in the organization on an individual performance. Comparatively, this would be the same as Alabama coaches studying film and assessing each player’s skills, development, and weaknesses. After analyzing each student-athlete it is important for management to sit down, discuss their strengths and weaknesses, and locate means for improvement. When evaluating, it is important to establish a difference between a project and a program. A program is repeated on a continual basis, whereas a project is one-time occurrence (Chelladurai, 2017). Next, managers need to attempt a program evaluation, which is defined as a systematic analysis of organizational results implemented by the goals set by the organization in the planning phase. A good method of implementing this evaluation process is to see if the organization achieved its desired outcome. Secondly, monitor and determine if the activities have been carried out in the correct and appropriate manner. Within the Alabama football program, this is typically done at the end of the season following a bowl game or the playoffs. The playoff system was implemented in college football during the 2014 season and Alabama has made it into this playoff every year, the only team in the country to do so. Finally, organizational effectiveness is considered to be the dependent variable in any organizational assessment. It is important to remember organizations vary and hold different goals, which results in different perspectives on organizational effectiveness. An organization defines its own criteria of effectiveness and the criteria should be set closely
Motivational theories can be applied in a multitude of situations, but in this case the problems that must be resolved include poor morale, low performance levels, and frequent absences. After speaking with the employees it was found that none of them cared about their performance in the workplace. To properly address these issues, Herzberg’s Two-Factor Theory, McClelland’s Theory, and McGregor’s Theory X and Theory Y can be applied. Herzberg’s Two-Factor Theory can be used to improve working conditions and decrease employee dissatisfaction. Doing so would potentially motivate employees to perform better in the workplace and be more inclined to be involved in the job. Applying McClelland’s Theory would allow for the employees three basic categories
Program evaluation is a skill that requires for skilled people to conduct an evaluation that is credible. My reason for taking this class was to gain the basic understanding of the program evaluation. As I became involved in the readings and class assignments I discovered a profound level of respect for this application. I uncovered that evaluations should dedicate thoughtfulness to all stakeholders who are invested in the program and affected by its evaluation. This process allows a full range of people and groups to take part in the evaluation; this is also a way to identify and develop the needs of stakeholders. Evaluation should be integrated throughout the preliminary phases of program development. A preliminary phase of the evaluation process is to define the program in-depth detail. This collective endeavor can generate a mutual understanding of the program and the evaluation process. In the environment in which I work this is an unknown process, program evaluation happens at the end of the year. In most cases, most programs are unsuccessful because of the fact of having unrealistic goals and outcomes. Evaluations can be formative and summative. Formative evaluations are conducted in the development and implementation phase of the program. This process can be beneficial because it provides with information on how to best attain the goals or make changes to the program. Summative evaluations happen when the programs are well instituted and inform on to what degree the program is attaining its outcomes and goals (Patton, 1987).
Webb, K. (2007) Motivating peak performance: Leadership behaviors that stimulate employee motivation and performance, Christian Higher Education, v6 n1 p53-71. (EJ815506)
Upon graduating high school, I plan on attending the great college of Texas A&M University, and major in Political Science to further my knowledge about our political system. I also will minor in International Affairs to further my knowledge about world affairs. While at Texas A&M, I plan to involve myself in programs and clubs where I can grow my network of people. To be better prepared to enter the political arena. Some of these clubs include the Young Republican Club, Ambassador for A&M University, and the world-renowned Texas A&M Corps of Cadets.
Real world example: Tesco Tesco is a big company which began in 1919 with only one man and its first store opened in 1929. Now Tesco has more than 468,000 employees and it has great net profits every year. With the rapid development, Tesco asks their employees to be motivated and well-trained to find customer needs as soon as possible. Also, Tesco uses many different kinds of theory or research to motivate their staff, while in this report we will focus on how Tesco applies two factor theory to motivate their employees, then to get a larger profit. Tesco likes to map out motivators for its staff, both by paying attention to hygiene factors and by enabling motivators.
His theory, the Motivator-Hygiene Theory (or Two-Factor Theory), tries to answer what keeps employees satisfied at work. From his observations, he pointed out that job satisfaction has two dimensions: hygiene factors and motivators. He posited that hygiene factors do not provide satisfaction, but rather, in their absence, causes dissatisfaction. On the other hand, the presence of motivators provides satisfaction, but their absence does no cause dissatisfaction.
Performance appraisal is perceived by most as a tool to reward or penalize employees for their good or bad work respectively by the end of a year. This notion is a challenge in itself to deal with. The whole exercise becomes dull for both supervisors and their subordinates and they tend to look at it as an additional responsibility which they have to finish. In the end, there is little or no value addition for either the employee or the organization. There are, however, better ways of looking at and conducting performance appraisals. It can give much needed feedback to both performers and laggards to improve upon and if done properly can even boost their motivation. More importantly, they provide a chance to employees to have a say in their goal setting and thus aligning it with the departmental and organizational goals. Also, the process itself has a value in team making.
Robbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
Of the numerous speculations of work motivation, Herzberg's (1998) motivator hygiene theory has been a standout amongst the most persuasive in late decades. Essentially, the hypothesis isolates propelling variables into two classifications: Motivator factors, which have a remark with the work itself, and Hygiene factors, which have a remark with the encompassing
There is no shortage of motivational theories, just as there is none for leadership theories; however there are a few particularly important ones. It is interesting to note that even some of the most notable ideas of motivation are nothing more than untested hypotheses with simple anecdotal observations as a backbone that has served for years of...
Performance appraisal is a process of analyzing and recording information of an employee’s performance pertaining to his or her present, and to make the employee realize how their performance has been during the rating period. It can be used as a communicating tool performance expectation to employees. I chose this topic to describe the importance of Appraising Performance in employee’s career development, managers, and to the company. Another reason is to explain the benefits of having a performance appraisal system and how this system can have a significant impact in the company. The primary reason for having a performance appraisal program is to evaluate the employees’ performance, improve the company’s morale and motivate the employees. It helps the company to identify its strength and training needs. In addition to monitoring employee’s performance, it is important that the employees understand their expected role and their functions in the company.
Steers, Richard M., Lyman W. Porter, and Gregory A. Bigley. Motivation and Leadership at Work. New York: McGraw-Hill, 1996. Print.
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...
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
There are several reasons organizations initiate performance evaluations, however the standard purpose for performance evaluations is to discuss performance expectations; not only from the employers perspective but to engage in a formal collaboration where the employee and the manager are both able to provide feedback in a formal discourse. There are many different processes an organization should follow when developing its performance evaluation tool; in addition essential characteristics that must accompany an effective performance appraisal process. I will discuss in detail the intent of a performance evaluation, the process an organization should follow in using its performance evaluation tool, along with the characteristics of an effective