Motivation is the force that pushes us to do things: It is a result of everyone needs being satisfied so that employees have the inspiration and ability to complete the respective task given. So will employees be motivated and perform to their capability by giving them good welfares, benefits and money? Money makes the world go round, it can be considered as an engine to push human’s limits but peers motivation and intrinsic desire to a good job are the real motivators in today’s workplace. Intrinsic and extrinsic motivation There are two types of motivation, intrinsic or extrinsic. Intrinsic motivation being employees are interested on the work because it is personally interesting, rewarding, challenging.
This was ultimately shown to be true when Devinatz discussed a worker quitting when they realized they were part of a time study. Workers that are aware they are being monitored often feel as though they are not trusted, and not believed to be competent. This results in a low worker moral, a stressful and ultimately less productive work environment. Workers find it difficult to show their best effort when they are aware their superiors do not believe in them, and this tends to be reflected in their
Theory X pertains to “a pessimistic view of employees,” in which they are not satisfied with their work, must be constantly “monitored,” and must be compensated or punished. This view, according to McGregor, is the common standpoint of managers. Thus, theory Y is proposed in order to replace the traditional context with a new and positive outlook. It connotes that employees are well-satisfied with their jobs, dedicated, hardworking and innovative. Leaders that possess the traits of theory Y are perceived of positive benefits while working as a team in regard to mutual trust, collaboration and contributions (“Content Theories of Motivation,” n.d., p.
For example, the organization must airlift completed parts to customers to shorten delivery times in the face of production delays. This method is significantly expensive compared to routine shipment methods. Another issue that bedevils the organization is low employee motivation and engagement. Employees are generally lethargic and unenthusiastic about their work. They do not work autonomously without pressure and supervision of managers (Beer & Collins, 2008).
Feedback is one of the most beneficial step in the development of an employee, and for the benefit of the organization as a whole. Thus, we need to be sensitive, and have positive atmosphere, taking away fear from the employee. Hunt and Weintraub (2015) states, we have come to understand that many well-meaning managers believes that when they give feedback, they are coaching. It’s important for both manager and employee to listen understand to provide what is requested. Keep in mind that everyone is important, and thus, they should be treated fairly and equally.
Karl Marx and Max Weber both agreed that capitalism generates alienation in modern societies, but the cause for it were both different. For Marx it is due to economic inequality in where the capitalist thinks that the workers worth nothing more than a source of labour, that can be employed and dismissed at will. This causes the workers to be dehumanised by their jobs (in the past, routine factory work and in the present-day, managing demands on a computer), which leads to the workers finding slight satisfaction and feeling incapable of improving their situation. It was noted by Marx four methods on how capitalism alienates workers. The first, is alienation from the function of working.
In this particular case, the organizational culture at Cole National Group was poor causing internal issue, which eventually blended over and caused poor exterior culture through this court case. One of the first things I noted was the lack of communication between management and the employees where policy and procedure for advancement and pay were concerned. Additionally if a Cole National Group is going to do performance reports, they should be part of the deciding factor in advancement, promotions, extra training, company benefits, and pay increases. Finally rewarding individuals for poor or average performance with pay raises and promotions sets a poor standard for the company and eventually will lead to losing knowledge workers and eventually customers. Cole needed to hold Leipold and Crosley to a higher standard of work as they did Vehar making the playing field fair and allowing a person to be promoted or given a raise based on merit, and ability rather than
In this context, readiness refers to the employees ' ability and willingness in directing their behavior towards the task at hand. Ability defines the knowledge, skills and experience of followers whereas willingness the confidence, motivation and commitment possessed by the followers. Therefore, situational model of leadership revolves about the task and relationship behaviors provided by the leader and the follower readiness (Thompson, and
Overall, the important aspects of Locke’s goal theory are: 1. The setting of difficult goals, 2. Participation in goal setting and 3. Feedback on performance with guidance and advice. The goal theory of motivation is similar to the concept of management by objectives where the assumption is that employees can be motivated by manager setting setting specific objectives.
This objective nature of Motivation is also recommended by Krietner and Kinicki (2001 p.162) put forward that Motivation represents “those psychological procedures that cause the stimulation, persistence of voluntary actions that are goal directed”. Mullins (2006) directs that the study of motivation is basically associated, with why people act in a certain way. The underlying question is “why do people do what they do?” in simple words Motivation can be defined as the direction and persistence of action. Motivation is the key ingredient in employee performance and productivity. People would not get job done without adequate motivation to attain those work objectives, even when they have clear objects, skills and helpful work environment.