...HCA-250 Motivation and Organizastional Culture Paper Motivation and Organizational Culture Paper Kimberly Y. Curry University of Phoenix (Axia College) HCA-250 Dennis Matricardi March 11, 2012 Motivation and Organizational Culture Paper Today’s topic of discussion is the role management should play in workplace psychology. In this discussion, I will be discussing a situation with Chinese immigrant by the name of Ayame Nakamaura. Ayame Nakamura is employed as a project manager for a pharmaceutical company. The management style for this pharmaceutical company is confrontational, and interferes with Ayame’s cultural beliefs. This particular style of management makes Ayame’s ability to receive feedback difficult to obtain, and affects her motivation to perform. In this discussion I will explain the role management Ayame should play in workplace psychology, how Ayame’s cultural beliefs might affect the way she receives feedback, and describe motivation techniques that could be implemented by management to increase Ayame’s motivation. As we know psychology is the study of human behavior. This includes the human thought process and human emotion. Psychology gives us an understanding of human nature and the way we interact with other people. When you combine psychology and the workplace together, it is basically the way an individual thinks and act in the workplace towards other employees. Management is an individual who supervises others work progress on the job...
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...Motivation in the Workplace According to Stephen P. Robins and Timothy A. Judge (2009), motivation may be defined as "the processes that account for an individual's intensity, direction and persistence of effort toward attaining a goal". Hence, motivation is an important factor in every individual's life because no matter the source, motivation leads to positive lifestyle and it will increase employee's efficiency and effectiveness within the workplace. Moreover, it should be clearly understood that the task of every manger in the workplace should be mainly to motivate their internal customers who are the staff, as managers need to get things done through them in order to deliver high quality to external customers. However, although it seems like a very easy term which may be applied by just increasing employee's benefits, it has been clearly noted that not every employee is motivated by the same factors. Hence, in spite of enormous research, the concept of motivation is yet not well comprehended and is sadly practiced as managers fail or simple do not bother to understand the "human nature itself". An understanding of the human nature should be a prerequisite that should be followed by every manager. Researchers have shown that well motivated employees are more likely to be productive and creative. Hence, it contributes to the reduction of turnover in the workplace which may be defined as "the voluntary and involuntary permanent...
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...ORGANISATIONS: MOTIVATION AND INDIVIDUAL DIFFERENCES - LITERATURE REVIEW – INTRODUCTION Many literatures in the past have served as string evidences of the need for the right approach towards the management of people within an organisation. In lieu of being able to improve the performance of an organisation, taking into account the management of its workforce, difference approaches and frameworks have been introduced. For instance, Bolman and Deal (2008) introduced four major frames which are significant for the management of firms as it presents ways on how to understand how an organisation operates. The four frames which have been introduced include structural frame, human resource frame, political frame, and symbolic frame. In this literature review, the focus of the discussions which will be made will be the human resource frame, specifically, an understanding of how motivation and individual differences becomes essential in such context. DISCUSSION The human resource frame is commonly used in having an understanding of how organisations work basically because of the psychology and counselling components included in such. This frame places an emphasis on the subsystem of the organisation, with focus on different factors such as motivation, training, needs, hiring, commitment, and socialization of people who are working within the organisation. More importantly, the human resource frame...
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...Annotated Bibliography Ann, G., Jerry W, G., & Heather S, M. (2009). Organizational change: Motivation, communication, and leadership effectiveness. 21(4), 75-94. This article is discussed about a leader’s ability to influence and motivate an individual employee in the workplace. The article is based on the theory of (Vroom, 1964), (Maslow, 1954), (Skinner, 1971) and widely used goal theory (Karoly, 1993) which explain that motivation is come from a given work environment and how their leader motivate them. It is require skilled manager who can communicate effectively, attend to employee queries, be creative and innovative, plan and delegate task and always follow up with problems solving. This article would be a helpful resource for my research paper because it demonstrates the real and recent research from (Hebda, Vojak, Griffin, & Price, 2007- Motivating technical visionaries in large American Companies) which indicated that the most important motivator was time provided by the management to solve the complex issues. It shows that the leaders need to plan and make fast decision making and create a work environment that bring forth employee motivation. It is reliable as the authors use a lot of reference sources to support the conclusions. This journal article is written by three very experience authors. Ann Gilley is an associate professor of management at Ferris State University where she teaches strategy and management. Her areas of research include change, the organizational...
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...Running head: Workplace Motivation Paper University of Phoenix PSY 320 January 29, 2012 Workplace Motivation Paper In this paper, I will examine many motivational strategies that affect productivity in a workplace. Another will include an explanation of organizational efforts to improve performance, employees’ resistance to increasing productivity and satisfaction, and management’s philosophy of motivation and its practices in the workplace. Motivation is one of the single driving factors in one’s work performance. Organizations take this very seriously and to waste time, and energy and the expense into training someone who is not motivated. Needs Theories, Goal-Setting Theory, Equity Theory and Expectancy Theory are the four specific theories that are used in motivational practice. In addition, I will identify and analyze the implications of applying any two motivational theories not currently used in my selected workplace and how they will influence both management and employees. Organizations are always looking for ways to increase productivity, especially in the growing competitive environment. It is a known fact that when employees are unsatisfied with their current job, productivity decreases, tension builds up in the work environment, and morale is low. Most organizations have motivational programs that provide useful tools to increase motivation, and reduce employee turnover. There are many strategies that are used to influence employee loyalty and these...
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...Employee Motivation within the organization: The job of a manager in the workplace is to get daily tasking done in an efficient and productive manager. To do this the manager should be able to motivate employees. At times this because complicated because some employee’s do not have the incentive or commitment to get the job done properly. Motivation practices and theories are difficult subjects, as they are associates with many different philosophies. Motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself. Human nature can be very simple, yet very intricate too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and effective administration and management. Motivation in the workplace is one of the main concerns that managers face when trying to boost their employees to work harder and do what is expected of them on a day-to-day basis. According to Langton and Robbins each theory can be divided into two categories; needs theories and process theories (Langton & Robbins, 2007). Each theories shows the differences that people have and how they can be applied to motivate the individual. Process theories include a broader portrayal which describes the procedures involved in motivating others. Employee incentive programs go a long way towards guaranteeing employees feel appreciated and valuable. This single-handedly can help with employee...
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...about employee motivation issues? ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- Motivation is an aspect of managerial function of directing under execution. It is necessary as a means to induce people to work, as they are able and trained to do willingly. In other sense, Motivation refers to the process by which a person’s efforts are energized, directed, and sustained toward attaining a goal. Though most of us have to work for a living and job is the central part of our lives, still managers have to worry about employee motivation issues as there are many reasons for it. In an organization, individual Performance is considered to be a function of ability and motivation. Ability depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. It is understood that employee motivation is vital for a company's success. A business that suffers from employee motivation issues is subject to decreased production, faulty manufacturing or other breakdowns in the normal operation of the business. The job of a manager in the workplace is to get things done through employees. Managers must be able to recognize flagging motivation and build employee morale in order to maintain expected performance levels. To understand motivation one must understand human nature itself...
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...THEIR EFFECTS ON THE WORKPLACE Motivational Theories and Their Effects on the Workforce Hooriyeh Ali College of Business Management Abstract The definition of motivation has been given. Motivational theories have been explained, and their examples have been given. Theories of Maslow (1943), Herzberg (1959), and McGregor (1960) and so on are discussed. The effects of motivational theories on the workplace are studied and analysed, with practical examples given as support. Effects of Motivational Theories on the Workforce According to Steers, Mowday and Shapiro (2004), motivation is derived from the Latin word movere, which literally means movement. Allen (1998) provides the definition, that motivation is a set of processes which inspire people to achieve their goal. Motivation, over all, is a drive which makes people pursue their aims and ambitions, and makes it possible for people to achieve them. In this report, we study the effects motivational theories have on the workforce. Many popular motivational theories have arisen, such as Abraham Maslow’s hierarchy of needs (1943), Frederick Herzberg’s two factor theory (1959) and Douglas McGregor’s theory X and theory Y (1960). These theories deal with the needs and wants of employees, the types of employees found, and most importantly how to deal with demotivated employees and how to motivate them. Maslow’s hierarchy of needs structures the dependency of needs for human beings, and really helpful...
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...Human Behavior It is stated by the Webster Dictionary (1983) that the human behavior is the set of activities demonstrated by persons and prejudiced by traditions, feelings, sensations, ideals, beliefs, ability, understanding, hypnosis, opinion, compulsion, and/or heredity. I think that a person’s behavior impact their work. For one, usually functioning with a number of people while on the workplace that have unlike behaviors is not simple but never impossible. So there are characteristically concerns as well as conflicts while you have a number of people functioning in a similar atmosphere with unlike human behaviors. As an organizer in job surroundings, you have to cooperate with your supporters, nobles, leaders and others who you require in command to achieve the target of the business. Perception and Conflict Human beings are constantly creating inspections in the whole day. Inspection can be an excellent or terrible thing. Inspection can as well be recognized as our observation of an individual, position or conditions. We also know that we must not criticize a person when we first meet them; however, so far we do it anyhow. These observations you have on other person can proceed into work position and found some major conflicts with other workmates. While you begin to contribute to your feelings and opinions with other workmates you are breaching a gate for others to pay out conversation and cause a drama in the work place. Several persons...
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...Today’s topic of discussion is the role management should play in workplace psychology. In this discussion, I will be discussing a situation with Chinese immigrant by the name of Ayame Nakamaura. She is employed as a project manager for a pharmaceutical company. The management style for this pharmaceutical company is confrontational, and interferes with Ayame’s cultural beliefs. This particular style of management makes Ayame’s ability to receive feedback difficult to obtain, and affects her motivation to perform. In this discussion I will explain the role management Ayame should play in workplace psychology, how Ayame’s cultural beliefs might affect the way she receives feedback, and describe motivation techniques that could be implemented by management to increase Ayame’s motivation. As we know psychology is the study of human behavior. This includes the human thought process and human emotion. Psychology gives us an understanding of human nature and the way we interact with other people. When you combine psychology and the workplace together, it is basically the way an individual thinks and act in the workplace towards other employees. Management is an individual who supervises others work progress on the job. Management is usually over an entire department or facility, which gives them the role of superiority in the workplace. With a role as such in the workplace an individual has to have the ability to motivate others on the job. (www.mcgraw-hill.co.uk) Management...
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...Tiana Herilanto Princy Topics: The Role of Employee HR Attributions in the Relationship between High-Performance Work Systems and Employee Outcomes The environment in the workplace may affect the health, happiness, and social well-being of employees and their performance while working. Summary: In this journal paper written by Van De Voorde K. and Beijer S. focuses on the human resource (HR) attributions, the signaling impact of enacted High-performance work systems (HPWS) on HR well-being and HR performance attributions, and how these influence happiness and the health related outcomes. Furthermore, HR well-being attributions were linked with larger amounts of duty and lower levels of workplace stress. The findings of the study highlight the importance of taking into account how employees attach meaning to enact HPWS in order to forecast employee outcomes. Firstly, the article talks about the association between HPWS and employee HR attributions. The level of coverage of HPWS practices in a work unit is positively associated with HR well-being attribution. It is mentioned that HPWS is a group of HR practices that intended to improve the performance of employee and enterprise by upgrading the quality of employees through training, motivation and opportunity to participate. HPWS express the five human resource activities that area selectivity in hiring, employee development and career opportunities, rewards, performance evaluation, and participation and communication. To the...
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...Explore how motivation theory has developed over time and assess how motivation can influence business performance Weiyang Mai (Amigo) Table of Contents 1. Introduction 1 1.1 General introduction of Motivation 1 1.2 The definition of Motivation 1 1.3 The benefit of Motivation on the workplace 3 1.4 The development of the theories of motivation 4 2. The introduction of Galanz company 8 3. Motivation in Galanz company 9 4. Conclusion 15 5. List of reference 18 Introduction 1.1 General introduction of Motivation A company is a human body, so employees are like its blood. Employees are the most important asset in the creative economy. Enterprises create a kind of environment to keep the excellent talents which it's the most sensible initiative can carry out. Thus, enterprises must know the skills of employees' motivation and concentrate on motivating employees. It's the required courses about that if enterprise wants to become a successful company. Moreover, how to motivate staff in the workplace is a hot topic to discuss. 1.2 The definition of Motivation Firstly, to put it simply motivation is generalized as "enthusiasm for doing something" (Cambridge dictionary online, 2011). Moreover, Mullins (2005: 471) declares that motivation means "the direction and persistence of action." And identifies three common characteristics of motivation: (1) "individual phenomenon”, (2) “intentional” and...
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...TRIMESTER 2011/2012 NAME OF LECTURER: DATO’ DR. ZULKIFLI IDRIS “MOTIVATION IN THE WORKPLACE” NAME OF STUDENT: MOHD HAFIZI BIN ABDUL FATAH MATRIC NO: GM04509 Introduction In today business world, many business managers are not aware of the effects that motivation can have on their business. Therefore, it is very important for the graduating students of University of Putra Malaysia to learn and understand the factors that determine positive motivation in the workplace. Regardless whether the business is MNC (multinational company), or SME (small medium enterprise), every single employee needs some of form of motivation to motivate them as a strategy to attain organizational goals. Later in the following content, we will see the importance and effects of motivation by identifying key factors that determine the rate of motivation in employees of any organization and how these factors are linked directly to their individual needs, behaviour and attitudes. According to the book written by McShane (2010), he said “motivation is the driving force by which humans achieve their goals.” Importance of motivation In the organization, motivation is very important elements in the whole management process. Motivation is use for encouraging employees to make positive contribution for achieving organizational objectives. Motivation is necessary as incentive in order to get better performance. Advantages of motivation: 1. Increase in the efficiency and productivity of employees ...
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...Existing research suggests, though, that motivating employees after a change initiative has begun, rather than securing employee participation, complicity and motivation to support the period of transition, requires some understanding of the basic factors and common methods used for employee motivation. Evidence suggests that improvement in job satisfaction is directly correlated to improvements in employee performance. Employee satisfaction, though, is a complex issue. A number of different types of human resource management systems have been put into place in an effort to improve employee satisfaction, including shorter workdays, shorter workweeks, and improvements in compensation packages. Some theorists have argued, though, that of all of these efforts, compensation improvements have had the greatest impact on performance outcomes of all of the efforts put in place (Lawler and Worley, 2006). This review of literature assesses the impacts of motivational strategies, especially in the presence of workplace dissatisfaction, to provide support for compensation motivators in a transitioning workplace. Literature Summary Since the late 1960s, theorists like Gary Becker have attempted to determine the best ways to retain and motivate a workforce population. Becker (1967) defended the use of the concept of human capital, a concept easily applied to the modernizing and...
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...well. The study of motivation and emotion is largely a behavioral science, which suggests that answers to motivational questions require objective, data based empirical evidence gained from well conducted and researched peer review findings. Motivational concepts used need to be chosen carefully and continually evaluated against new finding to avoid being tossed aside. As useful concepts need to be improved there always new ones to be discovered. However, in order to move forward in this study of motivational concepts, which are largely derived from expert theories, we need to understand what they are. Reeves; Understanding Motivation & Emotions 2009 As defined in the text: “A theory is an intellectual framework that can be used to identify and explain the relationships that exist among naturally occurring observable phenomena”. Fiske 2004; Reeves; Understanding Motivation & Emotions 2009. Motivational researchers use theories to assist in the understanding in complex phenomena they study. To conduct this analysis a motivational concept table is used that depicts the name of the theory used, the major theorist of that category, the time period that it was created in, and any key theory concepts by that theorist. There are three “grand theories” described in the table: will, instinct and drive. French philosopher Renee’ Descartes, in the post – Renaissance Era distinguished between passive and active aspects of motivation. He believed that the human body was a motivationally...
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