...PSY 302 WEEK 2 ASSIGNMENT MOTIVATIONAL THEORIES AND FACTORS A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=psy-302-week-2-assignment-motivational-theories-and-factors Visit Our website: http://hwsoloutions.com/ Product Description PRODUCT DESCRIPTION PSY 302 Week 2 Assignment Motivational Theories and Factors, Motivational Theories and Factors. To be effective, a company must learn to motivate its employees to efficiently meet the goals of the organization. Using what you know about motivation and the field of I/O psychology, respond to the following: 1. Propose at least three ways to motivate others in the workplace. 2. Create a strategy for enhancing your own motivation in the workplace. 3. Compare and contrast two motivational theories (found in Chapter 7 of your course text) of your choice. 4. Finally, discuss the pros and cons of using financial incentives in the workplace. Your assignment must be two to three double-spaced pages in length (excluding title and reference pages) and formatted according to APA guidelines as outlined in the Ashford Writing Center. Include a cover page and reference page, formatted in APA style. In addition to the textbook, utilize at least one scholarly peer-reviewed source that was published within the past five years. Your sources must be cited according to APA format as outlined in the Ashford Writing Center. Motivational Theories and Factors. To be effective, a company must learn to motivate its employees...
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...the downsizing. Therefore, emphasis on motivating employees before, during and after the process is of utmost importance. The purpose of this paper is to discuss the various motivational methods applied in the downsizing process and the various concepts that support the points addressed by these methods. Motivational Methods Motivating employees is a process requiring a combination of techniques to warrant the maximum number of employees feels motivated and satisfied by their work. One of the biggest challenges to motivating employees is each is different, which is why using a combination of motivational methods and concepts is most beneficial. It is up to the department manager to determine which motivational methods will be the most effective with their present staff. It is important to note, that motivational methods will be used to help prepare staff for the upcoming downsizing, which has not yet occurred. When staff knows cut backs are about to happen, management may find it difficult to motivate them. By using different motivational methods, managers can make an effort to continue motivating employees despite the approaching. Management should consider the following three motivational methods: Herzberg’s two-factor theory, Maslow’s hierarchy of needs theory, and Adam’s equity theory. These...
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...Motivation Theories and Motivational Plan Essay Cristie M. Roach Grand Canyon University: EDA575 March 29, 2014 Motivation Theories and Plans within an Organization In his book Raising Positive Kids in a Negative World, motivation guru Zig Ziglar said, “Of course motivation is not permanent. But then, neither is bathing; but it is something you should do on a regular basis” (Goodreads, 2014). Motivation is the ability to get a person to commit to and actively participate in reaching the agreed upon goals. Motivation is a never-ending, daily process that takes time and careful thought. Motivation requires different strategies to produce different result at different times. There is “no single strategy that can produce guaranteed favorable results all the time” (Halepota, 2005). One of the difficulties in motivating a group of people is that they are individuals that often react differently to the same kind of change or action. Managers can work hard at creating a positive motivational atmosphere with the goal to achieve greater productivity, but they will probably not motivate everyone, because everyone is motivated by different things (Halepota, 2005). Motivational Theories Maslow's hierarchy of needs is a psychological theory that helps to understand human behavior and to select motivational strategies appropriate to each individual within the group. Understanding this theory helps to differentiate workers and their needs. Recognizing that several people within...
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...Running Head: MOTIVATIONAL THEORIES AND 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...
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...these organizations appreciate the performance of their employees and encourage them toward more quality work. Organizations have relies that it is not the punitive actions for bad performance which will bring the motivated employees but this reward system will do. This new thinking is driving away the organizations from “command and control” approach towards the “advice and consent” to motivate their employees. Analyzing the factors that affect job satisfaction, motivation and employee performance Agency theory could be helpful. Agency theory indicates the limits to which the organizations can hold their employees responsible for the organization performance. Agency theory can be use to solve the problems arise under conditions of incomplete and asymmetric information when a principal hires an agent. According to the agency theory the principal (owner or owners) must give delegate full authority to the agents (employees or managers) to work on their behalf and run the organization. Harrison R and Kessels J. (2004, Pp 25-26) The base behind this theory is that during the work for the organization the employee hired by the owner will try to achieve his own goals as will as owner’s goals. But according to Williamson...
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...Motivational Methods Paper This paper will provide information about three motivational methods I as a manager will apply to my organizational department which must be downsized. This information will include motivational techniques used to implement the change within my department. It will also include theoretical concepts from the textbook, Health Care Management and outside resources to support the theories used. Last the paper will conclude with highlights of the information provided to introduce the change within the organization. I just got an e-mail from my supervisor explaining that my department must be downsized and my job as the manager is to prepare my team for the changes. One of the changes I must address is the motivational techniques which will be used. Human Resources are my department and my goal is to research multiple motivational methods to understand how to lead and implement the changes. After spending many hours searching motivational methods I finally narrowed it down to three. Motivational techniques are used to achieve many goals within the workplace. One of the goals it can achieve is providing opportunities. This technique will provide employee’s with the opportunity to learn and further his or her education while working. If the company decides to downsize the employee will have more qualifications and have an easier time finding future employment. This will help reduce an issue with low self-esteem which is a problem in most health care...
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...motivation; Explain the main theories of motivation; Understand the impact of cultural differences on motivation; Explain various tools available for motivating the global sales force; and Discuss the relationship between motivation and job satisfaction. What is motivation? Motivation is the inner force that guides behaviour and is concerned with the causation of specific actions. Motivation is a three-dimensional construct consisting of the following: Intensity or the magnitude of mental activity and physical effort expended towards a certain action; Persistence or the extension of the mental activity and physical effort over time; and Direction or the choice of specific actions in specific circumstances. Understanding motivation Motivation should be understood at two levels: What motivates salespeople (the reasons behind the intensity and persistence of mental and physical effort expended) How salespeople choose their action (the direction or decision to engage in specific actions in specific circumstances) Motivational theories addressing the issue: “what” motivates salespeople Need Hierarchy Theory Self-actualisation needs Esteem needs Belongingness needs Security needs Physiological needs Physiological needs (e.g., basic salary); security needs (e.g., pension plan); belongingness needs (e.g., friends in work group); esteem needs (e.g., job title); self actualisation needs (e.g., challenging job). Motivational theories addressing the issue: “what...
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...How Motivational Techniques Affect an Organization: Full Sentence Outline Submitted To: How Motivational Techniques Affect an Organization I. What is motivation? A. “Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors” (Cherry, 2014, para 1). 1. Motivation is what causes a human begin to act in particular way, and defines why a person does something. 2. Motivation involves biological, emotional, social and cognitive factors within a person that initiate or activate a behavior. B. There are three major components to motivation. 1. Activation, persistence, and intensity are the three major components associated within motivating an individual. II. There are two major categories involved with motivation: Intrinsic and Extrinsic motivation, and the balance that lies between them, known as the overjustification effect. A. What is Intrinsic motivation? 1. Intrinsic motivation refers to behavior that is driven by internal rewards. a. “Intrinsic motivation occurs when we act without any obvious external rewards” (Coon & Mitterer, 2010, para 2). b. “Intrinsic motivation refers to the reason why we perform certain activities for inherent satisfaction or pleasure” (Brown, 2007, para 1). 2. There are many factors that have been identified as increasing intrinsic motivation. a. Challenge, curiosity, control, cooperation, competition, and recognition are all factors shown in studies...
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...Abstract The motivational force analysis is going to be examined in this paper and it is to be compared and contrasted with existing theoretical tools employed to understand motivation, since it’s redefining the way of using motivational tools in organizations. The Motivational force analysis is a tool used to find the appropriate measures taken to get the optimal output from employees. This is done by performing a theoretical, psychological and statistical analysis resulting in functions of cost, motivation and output of the business. These functions are used in an mathematical analysis that derive at the motivational-equilibrium i.e. value of optimal cost-output level of motivation. This paper will describe the process of performing a Motivational Force analysis in addition to consider its applicability to employees and organizations and examine it’s strengths and limitations by doing so. Table of Contents Introduction ………………………….......................…………......……………………………….. 1 Theoretical framework………………………….………………………………………………………….. 1 Why the motivational force analysis is needed …..…………………………………………………………2 Application of the analysis…………………………..……..………...………………………………………2 Data collection & experiment ………………..……………………………………………………………..3 Determine cost-output ……………………………………….........………………………………………….3 Determine cost-motivation…………………………………...……………………………………………….7 Mathematical analysis……………………………..............………………………………………………….7 Finding the motivational equilibrium…………………………...
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...examined the ranked importance of motivational factors of employees at The Ohio State University's Piketon Research and Extension Center and Enterprise Center. The hand-delivered descriptive survey addressed ten motivating factors in the context of employee motivation theory. Findings suggest interesting work and good pay are key to higher employee motivation. Carefully designed reward systems that include job enlargement, job enrichment, promotions, internal and external stipends, monetary, and non-monetary compensation should be considered. AUTHOR James R. Lindner Research and Extension Associate The Ohio State University Piketon Research and Extension Center Piketon, Ohio Internet address: lindner.16@osu.edu JOURNAL Journal of Extension www.joe.org June 1998 // Volume 36 // Number 3 // Research in Brief // 3RIB3 Introduction to Motivation At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was research, referred to as the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973). This study found employees are not motivated solely by money and employee behavior is linked to their attitudes (Dickson, 1973). The Hawthorne Studies began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedeian, 1993). Motivation Theories Understanding what motivated employees...
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...|Employee Portfolio | |Motivational Action Plan | | | |Alexa Bynum | |MGT/311-Organizational Development | |Fred Greifenstein | |6/04/2012 | In this summary I will determine the motivational strategy or strategies that would be appropriate for each employee Riordan Manufacturing who was chosen for self-assessments. I will describe how the strategy selected connects to one or more of the motivational theories described in our text. Elizabeth is a strong employee who is overall satisfied with her job and has a self-awareness regarding her...
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...by money and employee behavior is linked to their attitudes (Dickson, 1973). The Hawthorne Studies began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedeian, 1993). Motivation Theories Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Five major approaches that have led to our understanding of motivation are Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory. According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzberg's work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, & Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. Vroom's theory is based on the belief that employee effort will lead to performance and performance will lead to...
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... 1. Introduction 2. Theories of motivation 3. Discussion 4. Role of communication in motivation 5. Leadership style and motivation 6. Conclusion 7. References INTRODUCTION: According to PMBOK (2008) “Project teams are comprised of team members with diverse backgrounds, expectations, and individual objectives. The overall success of the project depends upon the project team’s commitment, which is directly related to their level of motivation”. Role of motivation is very important, when people are working in form of teams, which is an essential practice while working on projects. As stated above in PMBOK, project team members have diversity in their backgrounds, objectives and expectations, so diverse nature of motivational tools and techniques are required for them, for the successful completion of the projects. To motivate people is also difficult in a sense, because different people are motivated with different incentives or motivational tools. Some are motivated only with fringe benefits (Bonus, salary or wages) while for others recognition, working environment and nature of job are main attractions. Different people are at their different levels of need satisfaction and motivation. Also people are different in their preferences and desires for motivation. According to Maslow’s theory, there are different level of needs, once one level is achieved, it no more serve as a motivational incentive and the motivational levels are shifted to next...
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...Things that can go wrong at the expectancy level seem most related to beliefs about situational factors such as poor training, low skill, poor staff/communication systems, and poor equipment. Things that can go wrong at the instrumentality level seem most related to reward expectations directly. Depending on the individual’s cognitive perception of reward ideals, these may vary between persons; however, motivational challenges in this area, in general, seem to include expectations/beliefs that: pay is not proportional to performance (pay caps at a certain level, pay is based on favoritism and not related to performance, pay based on time spent with company alone, etc.), there is little recognition from management of certain departments, personnel, positions, etc., and/or that the power/autonomy given to employees is not related to performance. (depending on whether one seeks a reward of pay, recognition, power, autonomy, etc.). Things that can go wrong at the valence level seem to be most related to whether the type of reward that seems available appears to be one that the employee values. If most employees believe that those who perform best get moved to a distant office, put on “desk-work,” or given the “privilege of working directly with clients,” perhaps only few/certain personnel are interested in receiving those rewards while many others are interested in avoiding them, depending of course on personalities, goals, and interests. Knowing that we don't always get what...
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...money and employee behavior is linked to their attitudes (Dickson, 1973). The Hawthorne Studies began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedeian, 1993). Motivation Theories Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Five major approaches that have led to our understanding of motivation are Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory. According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzberg's work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, & Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. Vroom's theory is based on the belief that employee effort will lead to performance and performance will lead to rewards (Vroom, 1964). Rewards may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversely...
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