1. Communication Strategy.
2. Evolving Theory X and Theory Y.
3. Feedback through work conceiving and development.
4. Behavioural consideration.
Behavioural consideration is the most analytical part which makes this theory more practical.
[A0 3]
3.3 Usefulness of Motivation Theories
The usefulness of motivation and organisational success is interrelated. These theories define the actual optimisation in organisation. The leadership orientation also changes due to these factors. Financial uplift is an optimal outcome of these motivational factors (Fisher, 2005). Reward, gratitude and punishment system is a good technique to judge employees (Smith and Rupp, 2003) and work strategy model oblige employees to their best performance.
Involvement of motivational theories in organisation reduces complexity and encourages employees to be self-persuasive to work and become capable of generating accomplishment.
From the above discussion it is understood that, the involvement of employees through motivation is very much required for organisation. In this regard, the hybrid model of motivation that is the work strategy model should be effective. M/S Hogan should look forward to making a worthy communication model and put forth the reward and punishment system. This enables the view point focal of the employees and the motivating factors will make them think that they are not working the organisation only rather they are working for themselves.
LO 4: Mechanism for Developing Team Work [P4, M4 and D4]
[AO 4]
[AO 4.1]
Mr Gibson of Britannia Home Manufacturer manifested the team work within the organisation. To describe the optimum behaviour of team work, the group and group behaviour in the organisation needs to be understood:
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Set standards of excellence through individual and team pressure with the knowledge that failure will have consequences.
In today’s environment of companies doing business in a global economy, teamwork is essential. “Employees working in effective teams help increase productivity, employee involvement, and contribution, while reducing costs and flattening organizational structure (Adams, 2003). In contrast, ineffective teams can cause increased costs, waste valuable time, and contribute to losses in market share (Ross, Jones, & Adams, 2008)” quotes Jean McAtavey and Irena Nikolovska in an article in Human Resource Development Quarterly. Today, teamwork is found in virtually all workplaces.
In today’s world the organization are made of teams to accomplish the organizational goals for that the certain task has been given to them but to complete those task the employees must be motivated to achieve the desired results from them, in contrast the management should make some methods from which the employees can be motivated and the end result is that the organization Goals or targets achieved. This essay will revolve around the motivation & three motivational theories and how the managers of the organization implement these theories by looking at the needs and expectations of the employees. Reference will be made throughout the essay to a case study of BEST BUY sales man (Michael V. Copeland, 2004).
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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 have emerged. These
Jones, G. R., & George, J. M. (2011). Contemporary management. (7 ed.). New York, NY: McGraw-Hill.
Motivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's managers, due to the complexity of motivation and the fact that there is no ready made solution or an answer to what motivates people to work well (Mullins, 2002).
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....
The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subject, touching on several disciplines.
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.
Motivation in the workplace is a crucial subject in the business world, since it is the force which drives the entire organization. One of the biggest questions which is constantly being asked by the majority of the managers is, how to motivate an employee and to set a productive environment within an organization. Employee motivation is derived from two foundations, intrinsic and extrinsic factors, which both govern personal behavior as well as performance. The ability to drive employees with components on the job that ties into their personal desires is applied through appropriate organization implementation. Theorists have formulated many methods to gain employee acceptance and effort towards attaining organizational goals, as well as personal
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...