1. motivation
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Here is an 8 mark response evaluating the importance of having a well motivated workforce: A well motivated workforce is crucial for businesses as it directly impacts productivity, absenteeism, quality, turnover and recruitment & training. Motivated employees work harder and are more productive, leading to higher output and profits. They also take less time off, resulting in lower absenteeism. Motivation improves quality as staff care more about their work. It decreases staff turnover by creating a positive work environment where people want to stay. Finally, motivation aids recruitment and training by making a business more attractive to join and its values easier to instill in new staff. Overall, business success significantly relies on having staff who are driven to perform at their best, so motivation is
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1. motivation
Here is an 8 mark response evaluating the importance of having a well motivated workforce:
A well motivated workforce is crucial for businesses as it directly impacts productivity, absenteeism, quality, turnover and training & recruitment. Motivated employees work harder and are more productive, leading to increased output and profits. They are less likely to take time off without good reason, lowering absenteeism rates. High motivation ensures staff strive for excellence, maintaining and improving quality standards. Workers remain loyal to employers that motivate them, reducing staff turnover. New recruits are attracted to companies with a reputation for motivating staff, easing training and recruitment. Overall, a motivated team is invaluable in helping a business maximise its potential through enhanced performance in all key areas.
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Lesson 2
This document discusses reasons why people work and what motivates them. It covers expectations around job security, fair treatment, safe working conditions and satisfaction from the nature of work and pay. Motivation factors include money, recognition and advancement opportunities. Maslow's hierarchy of needs is referenced, which positions physiological, safety, social and esteem needs as motivators. The role of the HR manager is to understand motivations and apply theories like cognitive theories around equity and expectancy to maintain a motivated workforce.
How do you stay motivated?
In 1943 Abraham Maslow devised a motivational theory, His 'hierarchy of needs' focuses on the various levels of motivation an individual can progress through. We've examined these levels in comparison to business ownership and management.
motivation
This document discusses different types and theories of motivation. It outlines internal motivation, which comes from within an individual and their own values and goals, and external motivation, which comes from external sources. Some examples of motivation discussed are positive motivation using promotion for achieving targets, and negative motivation using demotion for not achieving targets. Theories covered include McGregor's Theory X and Y, and Maslow's hierarchy of needs theory. Incentives that can be used to motivate performance are also mentioned, including both monetary and non-monetary incentives.
The human side of enterprise reading assmt
The document discusses human motivation and needs theories proposed by Maslow and McGregor, specifically focusing on McGregor's Theory X and Theory Y approaches to management. Theory X managers believe employees are inherently lazy and must be threatened to achieve organizational goals, while Theory Y managers believe employees want to do well at their jobs and are motivated by accomplishment. The author argues that while Theory Y may not work within a military context requiring strength and decisiveness, the most effective leadership adopts aspects of both theories tailored to individual employees and situations.
how do managers tasks into jobs that are motivating and satisfying employee
This document discusses different theories and strategies for motivating employees. It examines Herzberg's two-factor theory of motivation, which identifies achievement as a key motivator. Alderfer's existence-relatedness-growth theory also emphasizes the importance of meeting employees' basic needs as well as allowing for growth. The document stresses that managers must understand each employee's motivations and provide tasks, rewards, and work conditions that energize and satisfy staff. Motivation comes from building self-confidence, recognizing achievements, and addressing needs for security, social interaction and career advancement. A one-size-fits-all approach will not work, as different employees prioritize factors like pay, quality work or relationships differently.
Employee motivation
The document summarizes research on the four fundamental drives that motivate human behavior: acquiring resources, bonding with others, comprehending one's environment, and defending oneself and one's group. Two studies found that organizations able to meet these four drives explained about 60% of variance in employee motivation measures like engagement, satisfaction, and retention. Specifically, fulfilling the drive to bond most improved commitment, while meeting the drive to comprehend boosted engagement. However, satisfying all four drives together had the greatest impact on motivational outcomes.
Recommended
1. motivation
Here is an 8 mark response evaluating the importance of having a well motivated workforce:
A well motivated workforce is crucial for businesses as it directly impacts productivity, absenteeism, quality, turnover and training & recruitment. Motivated employees work harder and are more productive, leading to increased output and profits. They are less likely to take time off without good reason, lowering absenteeism rates. High motivation ensures staff strive for excellence, maintaining and improving quality standards. Workers remain loyal to employers that motivate them, reducing staff turnover. New recruits are attracted to companies with a reputation for motivating staff, easing training and recruitment. Overall, a motivated team is invaluable in helping a business maximise its potential through enhanced performance in all key areas.
Ash bus-604-week-1-personal-assessment-new
bus 604 week 1 personal assessment new,ash bus 604,bus 604,ash bus 604 week 1 tutorial,bus 604 week 1 assignment,ash bus 604 week 1 help
Lesson 2
This document discusses reasons why people work and what motivates them. It covers expectations around job security, fair treatment, safe working conditions and satisfaction from the nature of work and pay. Motivation factors include money, recognition and advancement opportunities. Maslow's hierarchy of needs is referenced, which positions physiological, safety, social and esteem needs as motivators. The role of the HR manager is to understand motivations and apply theories like cognitive theories around equity and expectancy to maintain a motivated workforce.
How do you stay motivated?
In 1943 Abraham Maslow devised a motivational theory, His 'hierarchy of needs' focuses on the various levels of motivation an individual can progress through. We've examined these levels in comparison to business ownership and management.
motivation
This document discusses different types and theories of motivation. It outlines internal motivation, which comes from within an individual and their own values and goals, and external motivation, which comes from external sources. Some examples of motivation discussed are positive motivation using promotion for achieving targets, and negative motivation using demotion for not achieving targets. Theories covered include McGregor's Theory X and Y, and Maslow's hierarchy of needs theory. Incentives that can be used to motivate performance are also mentioned, including both monetary and non-monetary incentives.
The human side of enterprise reading assmt
The document discusses human motivation and needs theories proposed by Maslow and McGregor, specifically focusing on McGregor's Theory X and Theory Y approaches to management. Theory X managers believe employees are inherently lazy and must be threatened to achieve organizational goals, while Theory Y managers believe employees want to do well at their jobs and are motivated by accomplishment. The author argues that while Theory Y may not work within a military context requiring strength and decisiveness, the most effective leadership adopts aspects of both theories tailored to individual employees and situations.
how do managers tasks into jobs that are motivating and satisfying employee
This document discusses different theories and strategies for motivating employees. It examines Herzberg's two-factor theory of motivation, which identifies achievement as a key motivator. Alderfer's existence-relatedness-growth theory also emphasizes the importance of meeting employees' basic needs as well as allowing for growth. The document stresses that managers must understand each employee's motivations and provide tasks, rewards, and work conditions that energize and satisfy staff. Motivation comes from building self-confidence, recognizing achievements, and addressing needs for security, social interaction and career advancement. A one-size-fits-all approach will not work, as different employees prioritize factors like pay, quality work or relationships differently.
Employee motivation
The document summarizes research on the four fundamental drives that motivate human behavior: acquiring resources, bonding with others, comprehending one's environment, and defending oneself and one's group. Two studies found that organizations able to meet these four drives explained about 60% of variance in employee motivation measures like engagement, satisfaction, and retention. Specifically, fulfilling the drive to bond most improved commitment, while meeting the drive to comprehend boosted engagement. However, satisfying all four drives together had the greatest impact on motivational outcomes.
Respond in 700 to 1,050 words to the questions that follow the cas.docx
Respond in 700 to 1,050 words to the questions that follow the case application. Include a short discussion about the opinions of the team on the practices of the two businesses. How would you and your team members respond if you worked in this type of environment? Would either of the practices work in health care organizations? Explain.
chapter 16 Motivating Employees
Let’s Get Real:
Meet the Manager
Aisha Warren
Retail Store Manager
Dots, LLC
Warren, MI
You’ll be hearing more from this real manager throughout the chapter.
MY JOB:
I am a retail clothing store manager for Dots, LLC. I am responsible for leading, motivating, and coaching a team of approximately 10 employees. I am focused on customer service and sales results.
BEST PART OF MY JOB:
The relationships that I have built with customers and staff members. I am amazed by the many follow-up visits and phone calls I receive from past staff members and customers. Many have expressed their gratitude for what I have taught them about management, sales, and fashion.
WORST PART OF MY JOB:
The feeling of defeat when my team and I do not meet our sales goal. Achieving our sales goal can be difficult. The key is to motivate team members with incentives that keep them pushing to achieve the goal.
BEST MANAGEMENT ADVICE EVER RECEIVED:
Be a leader and not a boss. It is important to set the tone for your expectations and lead by example. This advice has made me successful.
LEARNING OUTCOMES
· Define motivation. page 430
· Compare and contrast early theories of motivation. page 431
· Compare and contrast contemporary theories of motivation. page 435
· Discuss current issues in motivation. page 445
A Manager’s Dilemma
Ministers. Customers. Embassies. These are the interesting “names” given to employees, customers, and retailers at gourmet tea company Republic of Tea.1 Like many companies, big and small, Republic of Tea struggled through the economic recession. As the crisis intensified, “CEO Ron Rubin sat in his office and asked himself, What more can we do to help our ministers?” The answer was as unexpected as the question that prompted it.
Within weeks, the company rolled out a program called “Healthy Ministry, dedicated to improving the health, physical fitness and well-being of its 100 employees.” At the company’s Novato, California, headquarters and its Nashville, Illinois, warehouse, employees now have access to a full-time nutritionist, on-site health screenings, and a $500 credit that can be used for gym memberships or health plans such as Weight Watchers. With a workday walking program, employees are encouraged to take 10- to 15-minute walks. Some might consider Rubin’s ideas silly, but he believes that if you take care of your employees, they will take care of your business. Although Ron Rubin has tried to make Republic of Tea a better place to work for his employees during a challenging period, what other things could he do?
What Would You Do?
Successful managers, lik ...
Nursing management
The document discusses several theories of motivation that can be applied to managing employees and nurses. It describes Maslow's hierarchy of needs, Herzberg's motivators and hygiene factors, Vroom's expectancy theory, McClelland's need for achievement, affiliation and power, and McGregor's Theory X and Theory Y. The manager chooses these theories to understand what motivates employees in order to increase productivity. Maslow's hierarchy identifies physiological, safety, social, esteem and self-actualization needs that managers can help fulfill through compensation, benefits, recognition and challenging work.
mu.otcelcecetmuvrce MBA MOTIVATION /pvrcescemutat,i.omu
mu.ot,ivrat,i.omu .omu this /pvrcescemutat,i.omu
MOTIVATION OF THEORIES.pptx
Motivation theory aims to understand what drives people to work towards goals. There are intrinsic and extrinsic motivation factors. Intrinsic factors include satisfying needs, while extrinsic involve external rewards. Managers can improve motivation through rewards, recognition, and training. Abraham Maslow's hierarchy of needs proposes that lower level needs like physiological and safety must be met before higher needs such as esteem and self-actualization can motivate.
Maslow Theories and criticism
The document discusses Abraham Maslow's hierarchy of needs theory of motivation. Maslow proposed that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher needs like belonging, esteem, and self-actualization. The document also provides examples of how businesses can apply the theory to motivate employees by satisfying each level of needs through compensation, role definition, and work opportunities.
Team leadership - Assignment 2
Joseph Lane discusses principles of motivation for self and others. Recognition of accomplishments and clarity of goals are important. Maslow's hierarchy of needs provides a framework for understanding human motivation, moving from basic physiological needs to higher-level growth needs. Theories by Alderfer, Hertzberg, and others also explore factors that motivate or dissatisfy workers. Setting SMART goals that are specific, measurable, agreed upon, realistic and time-based helps organizations and individuals stay on track to complete tasks and projects. Effective strategies include planning goals in advance while ineffective ones lack clear direction.
1 This text was adapted by The Saylor Foundation under .docx
1
This text was adapted by The Saylor Foundation under a Creative
Commons Attribution-NonCommercial-ShareAlike 3.0 License without
attribution as requested by the work’s original creator or licensee.
http://creativecommons.org/licenses/by-nc-sa/3.0/
http://creativecommons.org/licenses/by-nc-sa/3.0/
2
Chapter 5
Theories of Motivation
L E A R N I N G O B J E C T I V E S
After reading this chapter, you should be able to do the following:
1. Understand the role of motivation in determining employee performance.
2. Classify the basic needs of employees.
3. Describe how fairness perceptions are determined and consequences of these
perceptions.
4. Understand the importance of rewards and punishments.
5. Apply motivation theories to analyze performance problems.
Motivation at Trader Joe’s
People in Hawaiian T-shirts. Delicious fresh fruits and vegetables. A place
where parking is tight and aisles are tiny. A place where you will be unable to
find half the things on your list but will go home satisfied. We are, of course,
talking about Trader Joe’s, a unique grocery store headquartered in California
and located in 22 states. By selling store-brand and gourmet foods at
affordable prices, this chain created a special niche for itself. Yet the helpful
employees who stock the shelves and answer questions are definitely a key
part of what makes this store unique and helps it achieve twice the sales of
traditional supermarkets.
Shopping here is fun, and chatting with employees is a routine part of this
experience. Employees are upbeat and friendly to each other and to
customers. If you look lost, there is the definite offer of help. But somehow the
friendliness does not seem scripted. Instead, if they see you shopping for big
trays of cheese, they might casually inquire if you are having a party and then
point to other selections. If they see you chasing your toddler, they are quick to
3
tie a balloon to his wrist. When you ask them if they have any cumin, they get
down on their knees to check the back of the aisle, with the attitude of helping
a guest that is visiting their home. How does a company make sure its
employees look like they enjoy being there to help others?
One of the keys to this puzzle is pay. Trader Joe’s sells cheap organic food, but
they are not “cheap” when it comes to paying their employees. Employees,
including part-timers, are among the best paid in the retail industry. Full-time
employees earn an average of $40,150 in their first year and also earn average
annual bonuses of $950 with $6,300 in retirement contributions. Store
managers’ average compensation is $132,000. With these generous benefits
and above-market wages and salaries, the company has no difficulty attracting
qualified candidates.
But money only partially explains what energizes Trader Joe’s employees.
They work with people who are friendly and upbeat. The envir ...
Motivation & Theories of Motivation(1).pptx
Maslow's hierarchy of needs proposes that lower level needs must be satisfied before higher level needs can be addressed. Herzberg's two-factor theory separates job factors into hygiene factors that prevent dissatisfaction and motivational factors that encourage satisfaction. McClelland's three-needs theory identifies achievement, power, and affiliation as key motivators. Vroom's expectancy theory states that motivation depends on expectancy, instrumentality, and valence. Adams' equity theory proposes that employees seek fair balance between their own inputs and outputs compared to others.
SALES FORCE MOTIVATION 8.pptx
This document discusses motivating a sales force. It explains that financial compensation alone is not sufficient for motivation according to Maslow's hierarchy of needs. Trust between salespeople and management, as well as a sense of belonging and esteem from peers and management, are also important for motivation. To effectively motivate salesforces, companies must understand basic human motivation and recognize that non-financial factors like trust, recognition, and personal growth opportunities are key to high performance.
Motivational Theories and Their Applications in Internet Retailer .docx
Motivational Theories and Their Applications in Internet Retailer Company
Motivational theories deal with the reasons behind the individuals' action in the course of their working activity, as well as with the tools that may be used by management while dealing with workforce. In this article, 2 motivational theories will be discussed: that by A. Maslow (the human needs hierarchy theory) and the one by C. P. Alderfer (an ERG theory).
The motivational theory presented by Maslow (1954/1987) is based on the hierarchy of needs idea, with some needs' categories taking precedence over the others due to their higher relevance to human beings. According to Maslow, 5 levels of human needs exist, with physiological (food, air, rest, sex), safety (security, freedom from threat), social (affection, love), esteem (recognition, status), and self-actualization (personal growth, self-fulfillment) needs constituting a model for their progressive growth. As soon as requirements of the lower level of needs are satisfied, humans begin feeling the necessity to satisfy needs connected with the next higher level (Maslow, 1954/1987). Therefore it is possible to influence human behavior by using the desire to satisfy the next level of needs.
Maslow’s theory of motivation may be criticized from the point of view of its methodological individualism (as only the behavior of disparate individuals, not the groups to which they belong, is analyzed), its lack of interest to processes of human sub-consciousness, and its unempirical character (assumptions of Maslow’s theory have never been tested in laboratory conditions). Nonetheless, it should be noted that Maslow’s focus on self-esteem as a factor of human motivation and subjective issues unique to each individual allows for ad hoc determination of motivation factors, which is indispensable in modern volatile business and work environment.
The second theory of human motivation that is worth mentioning here is the so-called ERG theory introduced by Alderfer (1969). According to Alderfer, 3 levels of human needs that influence behavior of an employee exist: 1. Existence needs; 2. Relatedness needs; and 3) Growth needs (hence ERG). The Existence needs' level encompasses factors covered by Maslow’s physiological and safety needs’ levels, as the needs for personal security, nourishment or sexual intercourse are included there. The needs for personal achievement, recognition within a given social group and/or close relationship with it form the second tier of Alderfer’s motivation level. Finally, the needs for personal growth, self-actualization and/or realization of individual potential are included in the Growth needs category.
The main strengths and weaknesses of Alderfer’s theory are rather similar to those of Maslow’s, except that Alderfer explicitly aimed for the coverage of behavior in large organizations (such as private corporations), rather than for definition of factors of individual motivation. Alderfer focused on th ...
Motivation
There are several theories that attempt to explain what motivates workers, though they do not always agree. Frederick Taylor believed workers are mainly motivated by pay and proposed paying workers based on their productivity. However, workers disliked Taylor's approach as it treated them like machines. Elton Mayo found workers are also motivated by social factors and having their input valued. Abraham Maslow and others proposed theories of human needs and motivation, with Maslow suggesting needs are arranged hierarchically from basic physical needs to higher psychological needs. Frederick Herzberg identified motivators that directly motivate workers and hygiene factors that do not motivate but can cause dissatisfaction if absent. Understanding different motivation theories can help managers motivate their employees through various incentives and job designs
Implication of motivational concepts in workplace: A study on selected privat...
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. We will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
people complete needs
Abraham Maslow proposed a hierarchy of needs to understand human behavior, with physiological needs at the bottom and self-actualization needs at the top. Douglas McGregor advocated for Theory Y management which assumes employees want to fulfill work and will exercise self-direction if committed to objectives, versus Theory X which assumes coercion is needed to motivate employees. Theory Z management focuses on long-term employment, high productivity, employee satisfaction and well-being through job security, trust and loyalty between workers and management.
Coursework 1
This document discusses various theories of motivation including Herzberg's two-factor theory, McGregor's Theory X and Theory Y, and Maslow's hierarchy of needs. Herzberg's theory separates motivators like achievement and hygiene factors like relationships. Theory X managers believe employees dislike work while Theory Y managers believe employees can be self-motivated. Maslow's hierarchy proposes that lower level needs like physiological and safety must be met before higher level needs like esteem and self-actualization can motivate. The document analyzes how these theories apply to effective management practices like providing challenges, recognition, and a supportive environment to maximize employee motivation.
THIS HAS TO BE DONE IN 5 HOURS IF YOU HANDSHAKE MUST BE DONE IN .docx
Wanda, the owner of Salty Pawz dog treats company, wants to motivate her employees without increasing pay. She is considering non-financial motivators. The document analyzes several motivation theories that could apply:
1. Maslow's hierarchy of needs suggests motivating different needs like social belonging or esteem. Wanda could organize social events or recognize accomplishments.
2. ERG theory similarly groups needs into existence, relatedness, and growth. Frustrating one need may cause employees to focus on another.
3. Equity theory posits employees compare their inputs/outputs to others'. Perceived inequity demotivates. Wanda should ensure new/current employees are treated fairly.
Bm Unit 2.5 Motivation
IB Business and Management (Standard Level)
All material taken from the IB Business and Management Textbook:
"Business and Management", Paul Hoang, IBID Press, Victoria, 2007
Needs for achievement, affiliation, and power the possible sales manager’s ac...
The document discusses a research study examining how sales managers can motivate salespeople to achieve exceptional performance levels. It provides background on theories of motivation from Maslow and McClelland, focusing on needs for achievement, affiliation, and power. The study involved a survey of 350 salespeople and managers in Nigeria. Statistical analysis found that satisfying salespeoples' needs for achievement, affiliation and power through appropriate rewards and recognition can lead to high performance and organizational effectiveness. The document recommends actions sales managers can take to trigger exceptional performance based on understanding individual salespeoples' motivations and needs.
A Study of Employee Motivation in Organization
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
HOW TO ENHANCE MOTIVATION OF STAFF IN A FINANCIAL SECTOR
This document discusses strategies for enhancing staff motivation at Guaranty Trust Bank in the UK. It analyzes motivation theories like Maslow's hierarchy of needs and McClelland's achievement, power, and affiliation needs. Popular motivational strategies mentioned include empowerment, delegation, participation, and reward systems like merit pay and incentives. Financial motivators could include commissions, benefits, or profit sharing. Non-financial motivators focus on recognition, responsibility, meaningful work, and growth opportunities. Effective motivation requires understanding individual needs and tailoring strategies to both intrinsic and extrinsic motivators.
Jeffery Moore, Week 5, Motivational PPP
This document discusses motivation theories and how to motivate employees. It defines motivation as the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal. Motivation can be categorized into initiation of effort, direction of effort, and persistence of effort. The document then discusses four theories of motivation: Maslow's hierarchy of needs, Alderfer's ERG theory, McClelland's acquired-needs theory, and William's basic model of work motivation. It also defines intrinsic and extrinsic rewards and provides practical steps for motivating employees, such as satisfying lower-order needs first and creating opportunities for higher-order needs.
4. the impact of government and the eu
The document discusses the impact of government regulation and EU membership on businesses. It outlines regulations around minimum wage, maternity/paternity rights, health and safety, and taxation. It also provides brief details on the European Union, including that it is a group of countries that work together through shared rules and benefits of membership, which countries pay for through taxes that fund changes across Europe.
4. the impact of government and the eu
The document discusses the impact of government regulation and EU membership on businesses. It outlines regulations around minimum wage, maternity/paternity rights, health and safety, and taxation. It also provides brief details on the European Union, including that it is a group of countries that work together through shared rules and benefits of membership, which countries pay for through taxes that fund changes across Europe.
More Related Content
Similar to 1. motivation
Respond in 700 to 1,050 words to the questions that follow the cas.docx
Respond in 700 to 1,050 words to the questions that follow the case application. Include a short discussion about the opinions of the team on the practices of the two businesses. How would you and your team members respond if you worked in this type of environment? Would either of the practices work in health care organizations? Explain.
chapter 16 Motivating Employees
Let’s Get Real:
Meet the Manager
Aisha Warren
Retail Store Manager
Dots, LLC
Warren, MI
You’ll be hearing more from this real manager throughout the chapter.
MY JOB:
I am a retail clothing store manager for Dots, LLC. I am responsible for leading, motivating, and coaching a team of approximately 10 employees. I am focused on customer service and sales results.
BEST PART OF MY JOB:
The relationships that I have built with customers and staff members. I am amazed by the many follow-up visits and phone calls I receive from past staff members and customers. Many have expressed their gratitude for what I have taught them about management, sales, and fashion.
WORST PART OF MY JOB:
The feeling of defeat when my team and I do not meet our sales goal. Achieving our sales goal can be difficult. The key is to motivate team members with incentives that keep them pushing to achieve the goal.
BEST MANAGEMENT ADVICE EVER RECEIVED:
Be a leader and not a boss. It is important to set the tone for your expectations and lead by example. This advice has made me successful.
LEARNING OUTCOMES
· Define motivation. page 430
· Compare and contrast early theories of motivation. page 431
· Compare and contrast contemporary theories of motivation. page 435
· Discuss current issues in motivation. page 445
A Manager’s Dilemma
Ministers. Customers. Embassies. These are the interesting “names” given to employees, customers, and retailers at gourmet tea company Republic of Tea.1 Like many companies, big and small, Republic of Tea struggled through the economic recession. As the crisis intensified, “CEO Ron Rubin sat in his office and asked himself, What more can we do to help our ministers?” The answer was as unexpected as the question that prompted it.
Within weeks, the company rolled out a program called “Healthy Ministry, dedicated to improving the health, physical fitness and well-being of its 100 employees.” At the company’s Novato, California, headquarters and its Nashville, Illinois, warehouse, employees now have access to a full-time nutritionist, on-site health screenings, and a $500 credit that can be used for gym memberships or health plans such as Weight Watchers. With a workday walking program, employees are encouraged to take 10- to 15-minute walks. Some might consider Rubin’s ideas silly, but he believes that if you take care of your employees, they will take care of your business. Although Ron Rubin has tried to make Republic of Tea a better place to work for his employees during a challenging period, what other things could he do?
What Would You Do?
Successful managers, lik ...
Nursing management
The document discusses several theories of motivation that can be applied to managing employees and nurses. It describes Maslow's hierarchy of needs, Herzberg's motivators and hygiene factors, Vroom's expectancy theory, McClelland's need for achievement, affiliation and power, and McGregor's Theory X and Theory Y. The manager chooses these theories to understand what motivates employees in order to increase productivity. Maslow's hierarchy identifies physiological, safety, social, esteem and self-actualization needs that managers can help fulfill through compensation, benefits, recognition and challenging work.
mu.otcelcecetmuvrce MBA MOTIVATION /pvrcescemutat,i.omu
mu.ot,ivrat,i.omu .omu this /pvrcescemutat,i.omu
MOTIVATION OF THEORIES.pptx
Motivation theory aims to understand what drives people to work towards goals. There are intrinsic and extrinsic motivation factors. Intrinsic factors include satisfying needs, while extrinsic involve external rewards. Managers can improve motivation through rewards, recognition, and training. Abraham Maslow's hierarchy of needs proposes that lower level needs like physiological and safety must be met before higher needs such as esteem and self-actualization can motivate.
Maslow Theories and criticism
The document discusses Abraham Maslow's hierarchy of needs theory of motivation. Maslow proposed that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher needs like belonging, esteem, and self-actualization. The document also provides examples of how businesses can apply the theory to motivate employees by satisfying each level of needs through compensation, role definition, and work opportunities.
Team leadership - Assignment 2
Joseph Lane discusses principles of motivation for self and others. Recognition of accomplishments and clarity of goals are important. Maslow's hierarchy of needs provides a framework for understanding human motivation, moving from basic physiological needs to higher-level growth needs. Theories by Alderfer, Hertzberg, and others also explore factors that motivate or dissatisfy workers. Setting SMART goals that are specific, measurable, agreed upon, realistic and time-based helps organizations and individuals stay on track to complete tasks and projects. Effective strategies include planning goals in advance while ineffective ones lack clear direction.
1 This text was adapted by The Saylor Foundation under .docx
1
This text was adapted by The Saylor Foundation under a Creative
Commons Attribution-NonCommercial-ShareAlike 3.0 License without
attribution as requested by the work’s original creator or licensee.
http://creativecommons.org/licenses/by-nc-sa/3.0/
http://creativecommons.org/licenses/by-nc-sa/3.0/
2
Chapter 5
Theories of Motivation
L E A R N I N G O B J E C T I V E S
After reading this chapter, you should be able to do the following:
1. Understand the role of motivation in determining employee performance.
2. Classify the basic needs of employees.
3. Describe how fairness perceptions are determined and consequences of these
perceptions.
4. Understand the importance of rewards and punishments.
5. Apply motivation theories to analyze performance problems.
Motivation at Trader Joe’s
People in Hawaiian T-shirts. Delicious fresh fruits and vegetables. A place
where parking is tight and aisles are tiny. A place where you will be unable to
find half the things on your list but will go home satisfied. We are, of course,
talking about Trader Joe’s, a unique grocery store headquartered in California
and located in 22 states. By selling store-brand and gourmet foods at
affordable prices, this chain created a special niche for itself. Yet the helpful
employees who stock the shelves and answer questions are definitely a key
part of what makes this store unique and helps it achieve twice the sales of
traditional supermarkets.
Shopping here is fun, and chatting with employees is a routine part of this
experience. Employees are upbeat and friendly to each other and to
customers. If you look lost, there is the definite offer of help. But somehow the
friendliness does not seem scripted. Instead, if they see you shopping for big
trays of cheese, they might casually inquire if you are having a party and then
point to other selections. If they see you chasing your toddler, they are quick to
3
tie a balloon to his wrist. When you ask them if they have any cumin, they get
down on their knees to check the back of the aisle, with the attitude of helping
a guest that is visiting their home. How does a company make sure its
employees look like they enjoy being there to help others?
One of the keys to this puzzle is pay. Trader Joe’s sells cheap organic food, but
they are not “cheap” when it comes to paying their employees. Employees,
including part-timers, are among the best paid in the retail industry. Full-time
employees earn an average of $40,150 in their first year and also earn average
annual bonuses of $950 with $6,300 in retirement contributions. Store
managers’ average compensation is $132,000. With these generous benefits
and above-market wages and salaries, the company has no difficulty attracting
qualified candidates.
But money only partially explains what energizes Trader Joe’s employees.
They work with people who are friendly and upbeat. The envir ...
Motivation & Theories of Motivation(1).pptx
Maslow's hierarchy of needs proposes that lower level needs must be satisfied before higher level needs can be addressed. Herzberg's two-factor theory separates job factors into hygiene factors that prevent dissatisfaction and motivational factors that encourage satisfaction. McClelland's three-needs theory identifies achievement, power, and affiliation as key motivators. Vroom's expectancy theory states that motivation depends on expectancy, instrumentality, and valence. Adams' equity theory proposes that employees seek fair balance between their own inputs and outputs compared to others.
SALES FORCE MOTIVATION 8.pptx
This document discusses motivating a sales force. It explains that financial compensation alone is not sufficient for motivation according to Maslow's hierarchy of needs. Trust between salespeople and management, as well as a sense of belonging and esteem from peers and management, are also important for motivation. To effectively motivate salesforces, companies must understand basic human motivation and recognize that non-financial factors like trust, recognition, and personal growth opportunities are key to high performance.
Motivational Theories and Their Applications in Internet Retailer .docx
Motivational Theories and Their Applications in Internet Retailer Company
Motivational theories deal with the reasons behind the individuals' action in the course of their working activity, as well as with the tools that may be used by management while dealing with workforce. In this article, 2 motivational theories will be discussed: that by A. Maslow (the human needs hierarchy theory) and the one by C. P. Alderfer (an ERG theory).
The motivational theory presented by Maslow (1954/1987) is based on the hierarchy of needs idea, with some needs' categories taking precedence over the others due to their higher relevance to human beings. According to Maslow, 5 levels of human needs exist, with physiological (food, air, rest, sex), safety (security, freedom from threat), social (affection, love), esteem (recognition, status), and self-actualization (personal growth, self-fulfillment) needs constituting a model for their progressive growth. As soon as requirements of the lower level of needs are satisfied, humans begin feeling the necessity to satisfy needs connected with the next higher level (Maslow, 1954/1987). Therefore it is possible to influence human behavior by using the desire to satisfy the next level of needs.
Maslow’s theory of motivation may be criticized from the point of view of its methodological individualism (as only the behavior of disparate individuals, not the groups to which they belong, is analyzed), its lack of interest to processes of human sub-consciousness, and its unempirical character (assumptions of Maslow’s theory have never been tested in laboratory conditions). Nonetheless, it should be noted that Maslow’s focus on self-esteem as a factor of human motivation and subjective issues unique to each individual allows for ad hoc determination of motivation factors, which is indispensable in modern volatile business and work environment.
The second theory of human motivation that is worth mentioning here is the so-called ERG theory introduced by Alderfer (1969). According to Alderfer, 3 levels of human needs that influence behavior of an employee exist: 1. Existence needs; 2. Relatedness needs; and 3) Growth needs (hence ERG). The Existence needs' level encompasses factors covered by Maslow’s physiological and safety needs’ levels, as the needs for personal security, nourishment or sexual intercourse are included there. The needs for personal achievement, recognition within a given social group and/or close relationship with it form the second tier of Alderfer’s motivation level. Finally, the needs for personal growth, self-actualization and/or realization of individual potential are included in the Growth needs category.
The main strengths and weaknesses of Alderfer’s theory are rather similar to those of Maslow’s, except that Alderfer explicitly aimed for the coverage of behavior in large organizations (such as private corporations), rather than for definition of factors of individual motivation. Alderfer focused on th ...
Motivation
There are several theories that attempt to explain what motivates workers, though they do not always agree. Frederick Taylor believed workers are mainly motivated by pay and proposed paying workers based on their productivity. However, workers disliked Taylor's approach as it treated them like machines. Elton Mayo found workers are also motivated by social factors and having their input valued. Abraham Maslow and others proposed theories of human needs and motivation, with Maslow suggesting needs are arranged hierarchically from basic physical needs to higher psychological needs. Frederick Herzberg identified motivators that directly motivate workers and hygiene factors that do not motivate but can cause dissatisfaction if absent. Understanding different motivation theories can help managers motivate their employees through various incentives and job designs
Implication of motivational concepts in workplace: A study on selected privat...
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. We will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
people complete needs
Abraham Maslow proposed a hierarchy of needs to understand human behavior, with physiological needs at the bottom and self-actualization needs at the top. Douglas McGregor advocated for Theory Y management which assumes employees want to fulfill work and will exercise self-direction if committed to objectives, versus Theory X which assumes coercion is needed to motivate employees. Theory Z management focuses on long-term employment, high productivity, employee satisfaction and well-being through job security, trust and loyalty between workers and management.
Coursework 1
This document discusses various theories of motivation including Herzberg's two-factor theory, McGregor's Theory X and Theory Y, and Maslow's hierarchy of needs. Herzberg's theory separates motivators like achievement and hygiene factors like relationships. Theory X managers believe employees dislike work while Theory Y managers believe employees can be self-motivated. Maslow's hierarchy proposes that lower level needs like physiological and safety must be met before higher level needs like esteem and self-actualization can motivate. The document analyzes how these theories apply to effective management practices like providing challenges, recognition, and a supportive environment to maximize employee motivation.
THIS HAS TO BE DONE IN 5 HOURS IF YOU HANDSHAKE MUST BE DONE IN .docx
Wanda, the owner of Salty Pawz dog treats company, wants to motivate her employees without increasing pay. She is considering non-financial motivators. The document analyzes several motivation theories that could apply:
1. Maslow's hierarchy of needs suggests motivating different needs like social belonging or esteem. Wanda could organize social events or recognize accomplishments.
2. ERG theory similarly groups needs into existence, relatedness, and growth. Frustrating one need may cause employees to focus on another.
3. Equity theory posits employees compare their inputs/outputs to others'. Perceived inequity demotivates. Wanda should ensure new/current employees are treated fairly.
Bm Unit 2.5 Motivation
IB Business and Management (Standard Level)
All material taken from the IB Business and Management Textbook:
"Business and Management", Paul Hoang, IBID Press, Victoria, 2007
Needs for achievement, affiliation, and power the possible sales manager’s ac...
The document discusses a research study examining how sales managers can motivate salespeople to achieve exceptional performance levels. It provides background on theories of motivation from Maslow and McClelland, focusing on needs for achievement, affiliation, and power. The study involved a survey of 350 salespeople and managers in Nigeria. Statistical analysis found that satisfying salespeoples' needs for achievement, affiliation and power through appropriate rewards and recognition can lead to high performance and organizational effectiveness. The document recommends actions sales managers can take to trigger exceptional performance based on understanding individual salespeoples' motivations and needs.
A Study of Employee Motivation in Organization
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
HOW TO ENHANCE MOTIVATION OF STAFF IN A FINANCIAL SECTOR
This document discusses strategies for enhancing staff motivation at Guaranty Trust Bank in the UK. It analyzes motivation theories like Maslow's hierarchy of needs and McClelland's achievement, power, and affiliation needs. Popular motivational strategies mentioned include empowerment, delegation, participation, and reward systems like merit pay and incentives. Financial motivators could include commissions, benefits, or profit sharing. Non-financial motivators focus on recognition, responsibility, meaningful work, and growth opportunities. Effective motivation requires understanding individual needs and tailoring strategies to both intrinsic and extrinsic motivators.
Jeffery Moore, Week 5, Motivational PPP
This document discusses motivation theories and how to motivate employees. It defines motivation as the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal. Motivation can be categorized into initiation of effort, direction of effort, and persistence of effort. The document then discusses four theories of motivation: Maslow's hierarchy of needs, Alderfer's ERG theory, McClelland's acquired-needs theory, and William's basic model of work motivation. It also defines intrinsic and extrinsic rewards and provides practical steps for motivating employees, such as satisfying lower-order needs first and creating opportunities for higher-order needs.
Similar to 1. motivation (20)
Respond in 700 to 1,050 words to the questions that follow the cas.docx
Respond in 700 to 1,050 words to the questions that follow the cas.docx
mu.otcelcecetmuvrce MBA MOTIVATION /pvrcescemutat,i.omu
mu.otcelcecetmuvrce MBA MOTIVATION /pvrcescemutat,i.omu
1 This text was adapted by The Saylor Foundation under .docx
1 This text was adapted by The Saylor Foundation under .docx
Motivational Theories and Their Applications in Internet Retailer .docx
Motivational Theories and Their Applications in Internet Retailer .docx
Implication of motivational concepts in workplace: A study on selected privat...
Implication of motivational concepts in workplace: A study on selected privat...
THIS HAS TO BE DONE IN 5 HOURS IF YOU HANDSHAKE MUST BE DONE IN .docx
THIS HAS TO BE DONE IN 5 HOURS IF YOU HANDSHAKE MUST BE DONE IN .docx
Needs for achievement, affiliation, and power the possible sales manager’s ac...
Needs for achievement, affiliation, and power the possible sales manager’s ac...
HOW TO ENHANCE MOTIVATION OF STAFF IN A FINANCIAL SECTOR
HOW TO ENHANCE MOTIVATION OF STAFF IN A FINANCIAL SECTOR
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1. motivation
- 1. MOTIVATION
- 2. Specification Detail Motivation theory – the significance of motivation in the workplace, with specific focus on Maslow’s hierarchy of needs and its potential in organisations The idea that motivation comes from within
- 3. Lesson Objectives To understand the importance of motivation To know how to motivate your employees
- 4. What are you motivated by?? Getting good grades to get into university? Getting a good job? Proving to yourself or someone else that you CAN DO IT? Think about it … what motivates you
- 5. Does Money Motivate? Why would a business want to motivate staff? With the person next to you evaluate if paying someone more money will fulfil your reasons for wanting to motivate staff.
- 6. Maslow – ‘hierarchy of needs’ Abraham Maslow (1908 – 1970): motivation comes from meeting unsatisfied needs Once a need is satisfied it ceases to motivate and the next, higher need motivates Only an unsatisfied need can motivate behaviour
- 7. Maslow’s Hierarchy of Needs Realising your own dreams and potential Recognition, acknowledgement and rewards Contact and friendship with fellow workers Safe and non-threatening work environment and job security Ability to acquire food, shelter, clothing and other basics
- 8. Maslow Maslow identified a hierarchy of needs: physiological; safety; social; esteem; self- actualisation The first three are lower order needs; these are satisfied from the context within which the work is undertaken The last two are higher order needs; these are met through the content of the work
- 10. Maslow’s hierarchy of needs How would the manger of manager interpret Maslow’s hierarchy of needs? How a company might meet each of the level of needs?
- 11. How businesses might meet Maslow’s needs Physiological needs: ◦ Employees need to be paid adequately so they can provide for basic needs e.g. food, water Safety needs: ◦ Shelter, safety e.g. mortgages, life insurance ◦ Pay must enable employee to pay rent/mortgage, feel income is secure
- 12. How businesses might meet Maslow’s needs Social needs: ◦ Employees need social contact through friendship with colleagues, working in teams etc Esteem: ◦ A business offers prospects & promotion ◦ Employees have opportunity to show they are capable Self-actualisation: ◦ Employee has the opportunity to become everything he/she has wanted to become e.g. the boss
- 13. Maslow’s hierarchy of needs Modcloth : Here How would the manger of manager interpret Maslow’s hierarchy of needs? List how Modcloth company might meet each of the level of needs
- 14. Reasons to motivate Using one sentence, for each reason state how the following factors could be improved through motivating staff. 1. Productivity 2. Absenteeism 3. Quality 4. Turnover 5. Training & Recruitment
- 15. Question: (you will have 20 minutes to complete in as much detail as possible) Evaluate how important it is to have a well motivated work force. (8 marks) Productivity Absenteeism Quality Turnover Training & Recruitment