Difference Between Efficiency Approach And Motivational Approach

Yutong Su

Professor El Farr

Intro to HR

05 March 2018

Efficiency Approach vs. Motivational Approach

Employees perform their jobs in two different methods: one focuses on efficiency and the other one focuses on motivation. Efficiency approach, as a management method, emphasizes that efficiency is the purpose of management activities, and it is placed at the center and the prominent position of the work. The original concept of efficiency is the meaning of labor productivity in the traditional sense. The length of time is the most basic element of the evaluation work. With the deepening of the industrial revolution, the manual labor of the producers is gradually replaced by machine equipment, and it pays more attention to the standardization

They often realize that high efficiency often shows time-saving, so people seem to pay attention to how to arrange and make use of time, which seems reasonable. The repetition increases the specific skills and speed. In addition to the time, an efficient enterprise will pay attention to specialization and decompose the work into several core elements. It includes effective organizational structure, clear system and law, scientific planning, streamlining employees and tasks, effective staff training and keen feedback system, and correct strategic decisions, etc. These are the important factors in whether efficiency can be improved. The simplification of the job, however, weakens the employee's decision-making power and gives it to the supervisor. Employees will slowly lose their ability to think about themselves, become inflexible, and lose a lot of opportunities. The shortcoming of the efficiency approach is that the work is too simple, and the repetition is high, so the employees will slowly show fatigue and weariness of the work. This method is not attractive to retain employees, which lacks innovation and the discretion.

Another kind of work design is a motivational approach. Its goal is to maximize the motivation of employees to work hard to focus on making work more interesting, more challenging and more complex. This kind of work design will reflect diversity, and multiple tasks challenge the ability of employees. At the same

From the internal factors, people consider the problem of employee movements. Employees are willing to make their own efforts to get the promotion of the job and the motivational approach increases the responsibilities of employees so that they are more serious about the work. It gives employees a certain degree of autonomy and freedom and gives their employees a full performance of their own opportunities. The employees feel that the success or failure of the work depends on his efforts and control so that the work is of great significance to the employees when they are closely related to their personal responsibilities. Secondly, the data about employees' work performance will be fed back to employees in time. If an employee does not see the results of his work, it is difficult to get a higher level of satisfaction. It is necessary to provide the opportunity for the employees to be trained to meet the needs of the employees' growth and development. Finally, the extent to which employees achieve their goals determines a series of rewards. Employee movement is a big incentive for