MOTIVATING EMPLOYEES.   Term Paper ID:25613 Click to get this paper

Essay Subject: Motivation theories (Maslow, Herzberg, etc.), expectations, performance evaluation, incentives.... More...

8 Pages / 1800 Words 9 sources, 9 Citations, APA Format $32.00 Return to List of Papers

Paper Abstract: Motivation theories (Maslow, Herzberg, etc.), expectations, performance evaluation, incentives. Paper Introduction: Introduction Finding the key to motivating employees is not a lesson easily learned, nor is it a lesson which, once learned, can be considered mastered. Instead, individual employees respond to different types of motivation in different ways, and successful supervisors develop comprehensive understanding of each of their employees and the corporate environment in which they operate. This research examines types of motivation and the components the go into successfully motivating employees to meet their goals and objectives. Motivation Theories Understanding motivation and performance begins with understanding that the workers are not necessarily to be blamed if their performance or motivation is not what the supervisor envisions. Instead of ass Text of the Paper: The entire text of the paper is shown below. However, the text is somewhat scrambled. We want to give you as much information as we possibly can about our papers and essays, but we cannot give them away for free. In the text below you will find that while disordered, many of the phrases are essentially intact. From this text you will be able to get a solid sense of the writing style, the concepts addressed, and the sources used in the research paper. ofmotivation in different ways and successful supervisors and objectives Motivation Theories Understanding motivation and performance thetask at hand the wise manager seeks to understand factors involved which are more complicated and different approaches to work motivation people seek in theirwork Process theories focus on how rewards pleasureand avoid pain Advocates of this approach hold vague in terms of predicting behavior and oflimited gainedacceptance to the point that the behavior Vecchio p The Thematic Apperception Test from magazines that when subjectsdescribed them could be used foraffiliation and the need for power The need for achievement individuals money is primarily a source of feedback onpersonal performance for affiliation is not balanced withtheir needs for achievement needscan be classified into a hierarchy with the tonsure anindividual's very existence and security Higher-order needs growthneeds are as physiological needs including the need for a person is reasonably safe andsecure prevent the individual from meeting higher-order needs The growth appreciation and attentionfrom others The potential Finck Timmers Mennes p Another view led to satisfaction were termed factors would result in littlemore than neutral feelings from to explain worker motivation in terms influences are important in employee motivation One the attractiveness offuture outcomes Scanlan Keys p an employee'sassumption that increased effort on his part will lead in reaching a particularoutcome The more strongly the employee believes theelements of the theories discussed above Under this environment managersshould increased effortleads to high performance Managers also need to hire of these tasks Rewards also need to In these situations it is up to the performance This evaluation and counseling is important not a strong managerwill be able to help develop employees with theassistance of his manager is able to in the future and help theemployee develop it occurs annually and it is often tied up to thoseexpectations Generally performance evaluation techniques can be rated with regard to quality by exception makes notes of by objectives MBO in which employees are judged pay strong performers arerewarded with increases in by recognition andthe overall work environment their supervisors'expectations The issue of consequences is one additional compensation recognition within the requiresthat supervisors understand their employees and promoting white males orhaving only minority workers in menial positions worker is dismissed and the number of hours in the workplace is a complicated issue specific environment is what determines asupervisors success in motivating his hand Effective managers also understand the importance of spottingperformance all of the factors which influenceperformance including Behavior Englewood Cliffs NJ Prentice-Hall Finck T August Why we work Training pp McGregor D function of participation in strategic and tacticalchange decisions lesson which once learned can be types ofmotivation and the components the go into successfully not what the supervisor envisions Instead of assuming thatthe workers workers do notpossess the requisite skills which can be put responsibility whereit does not belong McGregor what motivates people to perform and the first attempts at developing a motivational theory focusedon benefits While hedonistic approaches are useful for to the development of the instinctual withhedonistic approaches the instinctual approach is best used to describeactions created a test forestablishing the presence and strength of various approach further byuncovering three dominant needs closely related to this need High achievers are driven bythe tend to be warm and friendly time that Murrayand McClelland were higher order needs Lower-order needs he termed deficiency that a deficiency in a lower-order need can can beaddressed Safety needs relate to obtaining a secure environment sexual expression Theabsence of friends or esteem of others Esteem needs include the desire forachievement may beexpressed in many different ways but some individuals contribute tojob satisfaction are different from the factors which make employees unhappy but would leave them feeling that the issues that lead to satisfactionand dissatisfaction are attention because they stem from psychological force on an employee to exert effort and performance will lead to reward The firstexpectation that to increased performance motivation becomes difficult Another consideration by Lyman Porter and Edward Lawler seeks to combine content and need to create the perceptionthat effort will lead be designed so that performance is measurable in likely to encounter situations where their expectations and is the manager's responsibility toevaluate the performance of the subordinate an employee's strengths and weaknesses and byconsidering the also to fulfill the organization'sfuture needs There to enhance his self-esteemand self-worth In this way effective use ofa formal performance evaluation strategy Most organizations have frequently helps keep staff members apprised ofwhat p The rating technique is used to evaluateemployees are rankedagainst each other in methods use different criteria but often cut across both positive and negative work performance a motivator has only limited work incentives whichcan be used to reward theyare valued within the organization This or the final action of termination if performance does overtly subjective determinations by employers thatmight indicate including regulationsregarding how people are laid off what keepapprised of the vast sea of regulations that form Understanding how individuals are motivated and communicating how those needs can be a formal performance appraisal process but may is to be effective References N November Predicting corporateperformance from organizational hard Acrossthe Board pp Sagie A Koslowsky Sons Vecchio R P Organizational Behavior Chicago Introduction Finding the key to motivating employees developcomprehensive understanding of each of their employees and begins with understandingthat the workers are not necessarily why the workers are notperforming whichreach to the heart of effective management Assuming that the most ofwhich can be broken down into either content control behavior Thesetheories are concerned with the dynamics that individuals makerational choices based practical use Freud and others focused on the role of number of proposed instincts were was developed by Henry A Murray as to highlight the needs that determines how employees will respond tochallenging rather than an end in itself Individuals and power Abraham Maslow developed a more complete view of needs that are lower in thehierarchy concerned with personal development and the realization of one'spotential The food water sleep and freedom from pain the third set of needs can be considered These are needs begin with the need highest level set of needs self-actualization needs includes of work motivation developed by Fred Herzberg motivatorfactors while factors that contributed to dissatisfaction were deemedhygiene employees while failing to meet hygienefactors would result in strong ofanticipated rewards These theoretical models assume that individuals makerational decisions of themost widely cited versions of expectancy theory is the Two kinds of expectations are key to the ton increase inproductivity or another desired that this is the case the easier the motivational offer valued rewards and these rewards should be based qualified employees and train them adequately for the tasks be perceived both as fair and equitable Performance Evaluation and manager to determine what the problem is and how best only to the immediatejob at hand but also in who are able not only to help cultivate skills which will helpbuild his the skills necessary for his own career growth topay increases However effective managers be divided into fourcategories rating of work dependability cooperationand knowledge actual jobbehaviors and are evaluated as to whether these behaviors against objectives that they theirsupervisor or the two acting their wages weak performers receive Reduced work schedules such as a day off a that must be handled very carefullywithin an organization Employees who organization or a clear promotional path Negativeconsequences vary also the legal environmentin which they work Preferential treatment must Negative consequencesare covered by a thatindividuals can work Additional regulations can be imposed by unions that depends onwork in the subordinates Effective motivationdepends on understanding need theories and which needs problems before they become significant issues and skills abilities task understanding obstacles andthe consequences in place G Timmers J Mennes M October Satisfactionvs motivation Across the The Human Side of Enterprise New York McGraw-Hill Moats Journal of Organizational Behavior pp Scanlan B Keys B consideredmastered Instead individual employees respond to different types motivating employeesto meet their goals in question are lazy or unskilled or unwilling to perform remedied through training there may be other p There are a number of areconcerned with identifying the different rewards that the principle of hedonism which finds that people will seek describing behavior after thefact it has proven to be theory thatwas based on inborn or innate predispositions Instinctual views after they occur rather than as predictors of specific personal needs Specifically he used a set of drawings the need for achievement the need prospect of performance-based satisfaction rather than by monetarygain For these in their relationships but may be ineffective if their need formulating their views According to Maslow needs and must be satisfied supersede a higher-orderneed DuBrin p Maslow's deficiency needs are identified in whichan individual is free from threats If loved ones can lead to serious maladjustment ofindividuals and prestige and recognition as well as may never experiencethe desire to develop their own contribute to jobdissatisfaction Factors that neutral abouttheir jobs Similarly addressing hygiene not the same Moats Kennedy p Expectancy theories attempt the idea that personal andsituational is afunction of his expectancies of the future and effort will lead to performance refers to the employee iswhether a given level of performance will result process theories and incorporates many of to rewards and design jobs so that an objective andquantifiable way and base rewards on the performance theperformance of their subordinates fail to coincide and counsel the subordinate onhow best to improve that needs of the organization in the future is also reward for the subordinate who evaluation of an employee canprovide the basis for strong motivation thisformal process in place so that is expected of them and how they are measuring in a number of specific categories For example each employeecould a hierarchical fashion Critical incidents informally known as management center around techniques similar to management The most often used consequence is that of effectin the work environment as employees are also motivated those employees who meet or exceed may mean that positiveconsequences are increased responsibility not improve Understanding what the appropriate consequences should be an unfair bias such as only must be done to document poorperformance before a the business environment Conclusion Motivation determining how differentindividuals are motivated in a effectiveaddressed in the work situation at also involve informalapproaches as well Understanding DuBrin A J Foundations of Organizational culture Journal of Management Studies pp Kinni M January Organizational attitudesand behaviors as a DrydenPress is not a lesson easilylearned nor is it a the corporateenvironment in which they operate This research examines to be blamed if their performance ormotivation is to his expectations While it may be that the workers arebeing willfully disobedient or unproductive is to theories or process theories Content theories focus on or process aspects of workmotivation Gordon DiTomaso p One of on a careful evaluation of costs and unconscious motivation forhuman behavior This led toonumerous to render the theory applicable to real-world situation As anoutgrowth of his research on instinct theory Murray were dominant inthe subjects McClelland took the story-telling job assignments because task persistence and the acceptance ofchallenge are with a highneed for affiliation individualmotivation also based on needs at approximately the same being more essential to survival than hierarchical ordering in terms of potency prepotency means Oncethese needs are met the second order needs safety needs social needs and include the need for affection love and for esteem including self-respect and the the desire for self-fulfillment Personal development is thetwo-factor theory This theory holds that the factors which factors Herzberg held that the absence of motivator factors wouldnot dissatisfaction This approach issignificant in that it suggests based on economic realities These theories have gainedmuch Vroom model whichholds that the expectancy model effortwill lead to performance accomplishment If the employeeanticipates that increased effort will not lead task Kinni p The Porter-Lawler model developed by on personaland institutional perceptions Managers also to which they are assigned Tasksshould Motivation Managers with even the best understanding of motivational processesare toremedy the situation Fundamentally it anticipating the needs of the organization in thefuture By evaluating theorganization meet its current needs but professional skills and which serve Evaluating subordinates is most often accomplished through the recognize that informalevaluation performed more ranking critical incidents and other methods Sagie Koslowsky of the job In a ranking environment employees constituteeffective or ineffective behavior Other in common have developed Consequences and Motivation Consequences no suchincreases Financial remuneration as free lunch or dinner or even trips can be strong perform well need to feel that but generally include a limiting of potential careergrowth be based on ability andcannot be based on variety of regulations and laws andother organizations and today's human resource professional must behavior science field in order to build a foundation are important towhich individuals and then understandtheir employees' strengths and weaknesses Such understanding often comesfrom is critical if a supervisor Board pp Gordon G G DiTomaso Kennedy M May What makes people work Management and OrganizationalBehavior New York John Wiley ofmotivation in different ways and successful supervisors and objectives Motivation Theories Understanding motivation and performance thetask at hand the wise manager seeks to understand factors involved which are more complicated and different approaches to work motivation people seek in theirwork Process theories focus on how rewards pleasureand avoid pain Advocates of this approach hold vague in terms of predicting behavior and oflimited gainedacceptance to the point that the behavior Vecchio p The Thematic Apperception Test from magazines that when subjectsdescribed them could be used foraffiliation and the need for power The need for achievement individuals money is primarily a source of feedback onpersonal performance for affiliation is not balanced withtheir needs for achievement needscan be classified into a hierarchy with the tonsure anindividual's very existence and security Higher-order needs growthneeds are as physiological needs including the need for a person is reasonably safe andsecure prevent the individual from meeting higher-order needs The growth appreciation and attentionfrom others The potential Finck Timmers Mennes p Another view led to satisfaction were termed factors would result in littlemore than neutral feelings from to explain worker motivation in terms influences are important in employee motivation One the attractiveness offuture outcomes Scanlan Keys p an employee'sassumption that increased effort on his part will lead in reaching a particularoutcome The more strongly the employee believes theelements of the theories discussed above Under this environment managersshould increased effortleads to high performance Managers also need to hire of these tasks Rewards also need to In these situations it is up to the performance This evaluation and counseling is important not a strong managerwill be able to help develop employees with theassistance of his manager is able to in the future and help theemployee develop it occurs annually and it is often tied up to thoseexpectations Generally performance evaluation techniques can be rated with regard to quality by exception makes notes of by objectives MBO in which employees are judged pay strong performers arerewarded with increases in by recognition andthe overall work environment their supervisors'expectations The issue of consequences is one additional compensation recognition within the requiresthat supervisors understand their employees and promoting white males orhaving only minority workers in menial positions worker is dismissed and the number of hours in the workplace is a complicated issue specific environment is what determines asupervisors success in motivating his hand Effective managers also understand the importance of spottingperformance all of the factors which influenceperformance including Behavior Englewood Cliffs NJ Prentice-Hall Finck T August Why we work Training pp McGregor D function of participation in strategic and tacticalchange decisions lesson which once learned can be types ofmotivation and the components the go into successfully not what the supervisor envisions Instead of assuming thatthe workers workers do notpossess the requisite skills which can be put responsibility whereit does not belong McGregor what motivates people to perform and the first attempts at developing a motivational theory focusedon benefits While hedonistic approaches are useful for to the development of the instinctual withhedonistic approaches the instinctual approach is best used to describeactions created a test forestablishing the presence and strength of various approach further byuncovering three dominant needs closely related to this need High achievers are driven bythe tend to be warm and friendly time that Murrayand McClelland were higher order needs Lower-order needs he termed deficiency that a deficiency in a lower-order need can can beaddressed Safety needs relate to obtaining a secure environment sexual expression Theabsence of friends or esteem of others Esteem needs include the desire forachievement may beexpressed in many different ways but some individuals contribute tojob satisfaction are different from the factors which make employees unhappy but would leave them feeling that the issues that lead to satisfactionand dissatisfaction are attention because they stem from psychological force on an employee to exert effort and performance will lead to reward The firstexpectation that to increased performance motivation becomes difficult Another consideration by Lyman Porter and Edward Lawler seeks to combine content and need to create the perceptionthat effort will lead be designed so that performance is measurable in likely to encounter situations where their expectations and is the manager's responsibility toevaluate the performance of the subordinate an employee's strengths and weaknesses and byconsidering the also to fulfill the organization'sfuture needs There to enhance his self-esteemand self-worth In this way effective use ofa formal performance evaluation strategy Most organizations have frequently helps keep staff members apprised ofwhat p The rating technique is used to evaluateemployees are rankedagainst each other in methods use different criteria but often cut across both positive and negative work performance a motivator has only limited work incentives whichcan be used to reward theyare valued within the organization This or the final action of termination if performance does overtly subjective determinations by employers thatmight indicate including regulationsregarding how people are laid off what keepapprised of the vast sea of regulations that form Understanding how individuals are motivated and communicating how those needs can be a formal performance appraisal process but may is to be effective References N November Predicting corporateperformance from organizational hard Acrossthe Board pp Sagie A Koslowsky Sons Vecchio R P Organizational Behavior Chicago If this paper is not what you are looking for, you can search again: Search for: or Click here to request an essay written just for you.

Custom Papers:   Would you like our specialists to write an original, personalized term paper, essay, or research paper JUST for you?  No problem!  We will write a unique paper matching the EXACT instructions that you provide to us.  We can provide research material in MLA, APA, Chicago, Harvard, and Turabian styles.  No matter what type of paper you need for research, we can help immediately!  You—and ONLY you—will receive the one-of-a-kind paper that you order!  Depending on the level of difficulty and the number of pages you require, we can conduct the necessary research, write the paper from scratch, and email it to you in as little as 10 hours.  And, because we have such great confidence in our researching/writing expertise, we will re-write the paper for free if it does not match the instructions in your original order.  You are in good hands with Term-Papers-College.com!

  Home
  Samples


  Subjects A-Z
  Guarantee


  Search
  Search Questions


  Custom Research
  Custom Questions


  Privacy
  International