Employee Motivation

Employee Motivation

Motivation is an important aspect in many organizations. In our organization motivation is a key to the success. When evaluating administrative staff, sales people, and production workers, each department works well utilizing different theories. One theory could not work adequately for all three; therefore, three theories were used. Production workers utilize the Two-factor theory; sales people use Vroom's expectancy theory and the Equity theory works for the administrative staff. Combining all three theories into one organization helps the organization run smoothly, while gaining successful motivation on all levels.

Sales People

Sales people rely on motivation that is accomplished through a process; this method that best fits them is known as Vroom's expectancy theory. The expectancy theory, as stated by Victor Vroom, is motivation that has a high performance result due to value being placed on the sales person and their ability (2003, p. 20).

Sales people are motivated to the degree that he or she believes '(1) effort will yield acceptable performance, (2) performance will be rewarded, and (3) the value of the rewards is highly positive' (2003, p.20). For sales people to reap rewards or benefits, they first need to know the expectancy of their position. During this first stage, the managers will layout the training that is needed and will set their goals. The managers are also responsible for continued follow up and coaching. Often times this type of follow up is accomplished on the sales floor, so they may continue to have a high level of performance. The coaching is kept positive so that the sales person may continue to exert a higher level of performance. Floor coaching and setting the standards helps sales people see and understand the performance levels that are required. It is also up to the manager to choose highly talented people that are able to accomplish the sales goals that are given.

The second phase of Vroom?s expectancy theory is for the sales person to realize the different outcomes that can occur with expected performance levels. This is also called instrumentality. To help influence this phase, managers should clarify performance and give positive feedback, or rewards that are consistent with their performance level. If sales people see the goal as unobtainable, then their performance will be low. I...

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...ive inequities when rewards are given.

· Communicate clear evaluations of any rewards given.

· Communicate an appraisal of performance on which the reward is based.

· Communicate comparison points appropriate in the situation.? (2003, p.19)

Research indicates that people who feel they are overpaid increase the quantity or quality of their work while those who feel they are underpaid decrease the quantity or quality of their work according to Schermerhorn et al. (2003 p. 19).

Conclusion

Motivation inspires employees to reach their desired personal goals and achieve the organizations objectives. Depending on the person and position within the organization, different motivational theories may be applied to assist in their accomplishments. Setting attainable standards and assigning quantifiable goals, while offering positive direction and encouragement will result in job satisfaction. This will create a harmonious atmosphere which will increase the value in an organizations most precious resource, human capitol.

Reference

Shermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2003). Organizational Behavior.

Content Theories of Motivation. (pp. 16-22).