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Motivational Methods Paper Kerri McCaughey HCS/325 November 2, 2010 Professor Suwannee Srisatidnarakul, RN, MSN, CCRN Motivational Methods Paper Motivation most certainly plays a huge role in the workplace, therefore, it is imperative to understand fully the basic theories and methods, and of course how to apply these theories and methods to everyday workplace scenarios.
These motivational skills and techniques will definitely play a key role for leaders and or managers, knowing how to motivate people in today’s workforce will provide job growth.Executive summary According to The San Diego Business Journal motivating employees is the key issue for most managers; job discussions and training focus their managers on how to motivate their employees. With the proper motivation of their employees a much higher level of performance and productivity will occur, however, not every employee responds to the same motivation every individual responds differently to certain motivational techniques.In this assignment will be looking at different motivational techniques and approaches, the main question that a company whether it be large or small has is on how they motivate their employees, how does a particular technique work, and when to apply a certain technique and most certainly who they should apply this to? Motivation will increase innovation and productivity in a workplace.
Motivation has a huge influence on productivity, every leader, manager, or supervisor must understand what particular motivational techniques to use on each employee in order to capitalize on the best performance of each and every employee.Each individual has his or her own set of values that life has given them; it is these values that a person has that will make them act differently in a particular motivational technique. Motivational Behaviors Motivational behaviors are unique and are voluntarily, which is used by each employee. The supervisor, manager, leader (motivator) needs to understand each employee and what motivational technique will motivate them best, in order to achieve the highest possible productivity from that employee.When employees are motivated, they pay more attention and put more effort into what they are doing in order to achieve the best possible outcome, therefore, motivation plays a huge role in the managerial tools, these motivational techniques or tools will help a company’s employees to increase productivity. Within today’s organizations the respective goals are usually quite clear and precise, every situation in every organization is different, motivation will either change or maintain a certain level (i.
e. if it works do not fix it).The number one goal is to determine what motivational technique to use on what employee. The content approach assumes that certain individuals will be motivated to fulfill inner needs; therefore, content theories will be focused on the needs that motivate people. Maslow’s hierarchy of needs theory is one of the content theories of motivation; this theory tries to explain what arouses or energizes certain behavior. Maslow will identify five human needs; these needs are physiological needs, social needs, self-esteem needs, security needs and self-actualization needs.
The five needs are arranged in a hierarchy and are divided into higher order and lower order. So Maslow’s theory can definitely assist supervisors, managers, or leaders in an organization to understand the needs of workers and contingent workers. The most powerful need is a need that has not yet been satisfied and it is this need that will motivate the employee to achieve its highest level. Salary and the working environment play a huge role in motivating an employee. Salaries play an important role especially in the first two stages of the hierarchy; we all need money to survive.Another theory is the Alderfer’s ERG Theory; Alderfer has modified Maslow’s hierarchy and has shortened the five needs into three, existence, needs, relatedness needs and growth needs, existence needs: refer to basic survival needs that everyone needs to satisfy.
Relatedness needs: relate to interpersonal contact, social and emotional acceptance, status and caring. Growth needs: are development and sense of self worth. Herzberg’s Theory of Motivation Herzberg’s theory of motivation is quite different than the other motivational theories.Herzberg stated that there were only to kinds of factors in any job, hygiene and motivation, the motivation hygiene model is based on the idea that one set determines dissatisfaction (hygiene) and the other set determines positive satisfaction (motivational theory).
The hygiene set contains the company policy, administration, working conditions and job security. According to Herzberg’s findings he suggests that if these conditions were unsatisfactory they would most certainly be heading towards physiological or psychological withdrawal from the job.These conditions must be met for an individual to be motivated in work, however, other conditions and factors must be met, this proves that in order for an employee to perform his or her work in an organization the working conditions must be satisfactory, when the working conditions are good it not only encourages a healthy working environment but also provides the motivation for the staff to work harder for a particular organization. So often we find that unsuccessful firms have staff that does not perform well according to their expected rate because of bad working conditions.
The motivational factors include a sense of achievement, recognition, advancement and overall enjoyment of the work that they do, will increase productivity because employees will want to come to work. Herzberg has called for attention to the need for increased understanding of the role of motivation in work organizations. He advanced a theory that was simple to understand, he offered managers specific recommendations for actions to improve employee motivational levels.He also argued that money should not necessarily be viewed as the most important factor on the job.
According to this theory the most effective way to stimulate or motivate is to improve the work itself. There are many different ways in which an organization can motivate its employees, managers, supervisors and leaders can motivate their employees as teams, groups or individuals. Motivation can come in many different forms such as employee recognition, improved working conditions, or simple rewards (i. e. day off or a luncheon). Let us discuss now the Goal theory, Goal theory assumes that establishing goals to be obtained motivates behavior in employees.
Goals may be proximal or distal for employees, proximal goals are goals that can be achieved in a short period of time. Distal goals are goals that will be met far into the future. “Performance goals foster the implicit belief that intelligence is fixed, while learning goals are associated with the belief that intelligence is malleable and can be developed. (Driscoll, 2000, p.
309) So in reality a proximal learning goal is used to maintain one’s short-term motivation. Setting goals in themselves are most certainly not enough to maintain ones motivation. In conclusion, each motivational theory should help to explain the differences and the affects that motivation will have on different perspectives. Supervisors, managers or leaders should never expect to use the same motivational techniques to work on different groups or individuals.
One must consider all of the differences of the employees, in order to make the proper motivational techniques and methods to be used for each employee. In the case of a lower level contingent worker, motivation is usually a pay increase or the opportunity to become full-time or permanent, would be more effective on these types of workers.References Donald M. Lombardi Health Care Management: Tools and Techniques for Managing in a Health Care Environment, 1e HCS 325 Week 4 Reading Materials.
EricEducation Resource Information Center Retrieved November 1, 2010 from ww. eric. ed. gov Maslows, A. H. (1954).
Motivation and Personality. (3rd Edition). Harper and Row. McShane, S.
L. Organizational Behavior. (3rd Edition). McGraw-Hill Robbins, S. P. (1998).
Organizational Behavior. (3rd Edition). New Jersey: Prentice-Hall Inc. Hodges, CB Designing to Motivate: Motivational Techniques to Incorporate in E-Learning Experiences Retrieved November 1, 2010, from www. ncolr.
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