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The effect of motivation on employee performance
The effect of motivation on employee performance
The effect of motivation on employee performance
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There are many ways to influence the employee’s performance as a manager and understanding a self-fulfilling prophecy theory will play a very important role in influencing the employee’s performance. According to an article called Self-fulfilling Prophecy - How Our Perceptions Can Influence Reality, “A self-fulfilling prophecy is a prediction that causes itself to come true due to the simple fact that the prediction was made. This happens because our beliefs influence our actions.” (Self-fulfilling prophecy) As a result, the self-fulfilling prophecy suggests that a manager’s conscious or unconscious behaviour will affect positively or negatively on the employee’s behaviour in the work place. Through setting up the clear and unbiased expectation, understanding the manager’s behaviour towards the employee created by the manager’s expectations, and providing feedback on employee’s progress will help the managers enhance their employee’s performance.
First, in order to enhance an employee’s performance, a manager should set a realistic and reasonable expectation on employee’s performance. (Better management by perception) A manager can start forming the expectation based on the employee’s job descriptions or performance measures in order to achieve fair, consistent and realistic goals on employee’s performance.
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By understanding the self-fulfilling prophecy process, the managers can definitely lead their employees in the positive manner which will influence their motivation and interest. Eventually, this will help the team to achieve the goals and furthermore, the organizational goal. I believe one team one goal slogan comes from this. One manager cannot achieve the goal by himself. It is very important to recruit its supervisor to be on the same page and support the manager’s decision to help all the employees to achieve the same
Since schemas are psychological notions that brings to light what a person should expect based on recollections of previous and or recent experiences. Self- fulfilling prophecy is one’s own predications now validated. The relation between schemas and self- fulfilling prophecy is that schemas push forth memories, and those schemas are trying to recreate or prevent the feelings the person had in previous experiences and ultimately will changing their behaviour. The self- fulfilling prophecy could either be good or bad based upon what the situation is, and is most likely to come true once a person has to perceived it has so. For example, of a negative self- fulfilling prophecy is a paranoid person in a relationship. If a person experienced heart
Levy, he said the most important thing the manager does for him is one-minute praisings. This is where the manager gives the employees clear feedback “in no uncertain terms” about things they have been doing right. Going off what he observed himself, the manager will catch you doing something right and praise you soon after. Then, you will be told exactly what you’ve done correctly so you know to praise yourself when you repeat the action. The key is to help train people to become more independent. It does not take much time to praise someone and let them know that you notice their efforts. By doing this person will feel better about themselves and be more motivated to work to a higher standard. Since they already know what a good performance looks like due to the one-minute goal setting that makes the praisings feel much more personal and
First of all, working on unproductive teams could possibly increase an employee’s thoughts of leaving their current job. Unsuccessful and ineffective teams have the potential of creating a sense of frustration and cause stress levels to increase within the members of the team. Ineffective teams can create a sense of distrust in management or feelings that management does not care about you. In order to avoid these poor management mistakes and downfalls, effective managers must ensure that their employees stay motivated by having measurable objectives (SMART Goals) that dovetail into the team goals. In doing so will ensure that their individual contributions will directly influence the teams’ results. Furthermore, managers striving to have top-performing groups/teams need to motivate group members to work toward the achievement of organizational goals and reduce social loafing, the perception of inequity within a team can lead to disgruntled
More often than not, the outcomes of events that occur in a person’s life is the product of the idea of the self-fulfilling prophecy. It is that which “occurs when a person’s expectations of an event make the outcome more likely to occur than would otherwise have been true” (Adler and Towne, Looking Out, Looking In 66). Or restated, as Henry Ford once put it, “If you think you can, you can. If you think you can’t, you’re right!” This brief research paper touches on the two types of self-fulfilling prophecies, those that are self-imposed and those that are imposed by others. Additionally, it gives a discussion on how great of an influence it is in each person’s life, both positively and negatively, and how it consequently helps to mold one’s self-concept and ultimately one’s self.
This is more appropriate for understanding team member motivation. This deals with how the manager’s perception of what motivates his team member and affects the way he behaves. Thus, assumptions about employee motivation can influence the management style and adapt to the appropriate approach to manage people effectively.
Team management should be the ultimate goal. The employee feels their contributions matter and there is genuine effort to increase the productivity (Blake & Mouton, 1982).
...nd a feeling of insecurity there is now more then ever a reason for the organization to develop more effective ways to motivate employees. After analyzing just a few of the hybrids associated with expectancy theory, it is clear that employee perceptions and expectations play a vital role in the success and productivity of the organization. The ability of the manger not only to identify, but also to utilize, this information is essential in fostering an environment of willing and highly motivated employees. Through analyzing and offering education, relevant performance appraisals, and leadership an environment of motivation can be achieved.
Many theories have been introduced to shape the leadership approach. As in today’s world, it is important for one to have the most resourceful skill when it comes to leadership. It is being fulfilled by incorporating proper leadership approach. To fulfill the social needs path-goal is useful for a leader than any other theories to be successful. This theory is based on emphasizing a leader 's technique or actions that fit the employee and work atmosphere in order to achieve a goal within an organization. For leaders in an organization, it is crucial to motivating the subordinates to achieve a goal. This theory specifically sheds a light on why it is beneficial for leaders to utilize path-goal model over other theories. On the contrary, the
Although most companies have different strategic goals to achieve; they need to make sure that not only are the goals of the company are followed through, but the performance of each individual employee is recognized. The company also has to ensure their supervisors are willing to push their subordinates to their fullest potential in whatever their career goals may be.
By understanding its purpose, building trust, and working together a successful team becomes empowered and owns its responsibilities. They challenge, motivate, and encourage one another as they progress toward their goals. Team members with a common goal work harder for the benefit of the team. ¡§When the quality of collaboration improves, the speed and quality of work improves¡¨ (Steelcase, N.D.). An organization that empowers its employees gains a motivated workforce, which can result in greater productivity and thereby greater profitability.
Preview: This book provides a lengthy indoctrination of the what and why of performance management. This summary will cover both the pragmatic and practical pieces of the text; while excluding some of the specific instruction for those who oversee the overall orchestration of performance management in the workplace. The purpose of this paper is to allow its readers to grasp some main themes of performance management and develop a vocabulary for discussion and debate of the topic.
It is necessary for these managers to assure that their employees know what is expected of them. They also need to effectively communicate the company goals and strategies in addition to frequently giving feedback to their employees. Managers also need to have the confidence in their employees to allow them autonomy in their work roles.
A person’s behavior at one specific point in time usually controls their attitude at that time. Managers must be able to understand these basic needs of their workers. If these needs are not dealt with in a certain correct way than workers will not reach their maximum potential. If the lower order of needs is not met than people are not happy. The same can be said of the higher order.
(1) I would like to create an optimum work environment by demonstrating collaborative behavior myself. This will inspire my team to follow or model the same behavior (Gratton and Erickson, 2007). (2) I will also allow myself adequate time daily to coach my team on the basis of creativity and innovation to improve business performance (Coutu and Beschloss, 2009). I will give clear direction to my team as to where we are going as a team together. According to Coutu & Beschloss (2009) unless the leader provides a clear direction, there is a real risk that different members will pursue different plans. That is why it is important to articulate a clear direction for my team to makse that everyone is on the same page as we’re moving forward (Coutu and Beschloss, 2009). (3) I will establish a sense of community – When people feel a sense of inclusivity, they are more likely to reaching out to others and share their knowledge to improve effective collaboration in a creative and innovative way (Gratton and Erickson,
The manager communicates with the members of staff individually on a regular basis providing all the necessary information about the employee’s overall performance as it relates to their roles in the workplace. This performance appraisal is beneficial to employees as it allows them to create an outline for their goals with the greatest effort it should not be used to lower the employee’s level of motivation but seek to increase it.