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Fred Mertz is an undergraduate student of computer sciences, having no interest in this field. He only opted for this field to attain a good job and salary at the end of the day. Else than that, his interest in computer sciences was nothing more than a way to make big money. On hearing about the decreased demand of computer scientists in the market, his motivational level has decreased to an alarming rate and he has become a below average student in the class.
Fred’s prime goal is to graduate and get a good job. He could have done this by opting for a field in which he has interest and tempts him. One can’t be motivated towards a task unless it gives him satisfaction and intrigues him. The way/path Fred chose to fulfill his goal is inappropriate and that is why he is de-motivated towards his work and isn’t initiating his work related behavior. Further, according to goal setting theory, goals need to be well defined, challenging yet achievable. In the case of Fred, his goal is quite vague and he just flew with the wind to achieve his goal and opted for computer sciences without realizing this very fact that he has no interest in this field and the consequences would be alarming at the end.
According to Vroom’s VIE Theory; people will be motivated because they perceive that their effort and performance will lead to a desired outcome. Work motivation is very much dependent upon the perceived association between performance and outcome. Individuals do change their behavior after they predict the outcome (Isaac, Zerbe and Pitt 213). Below is an illustration of expectancy theory:
Fred lacks both instrumentality and valence to become a computer science graduate and afterwards, get a good job. After knowing about the declining demand of computer scientists, his expectancy to get a good job has declined a lot. As his expectancy to get the desired reward and outcome is lacking, he is de-motivated to perform well
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Motivation can be rooted in the need to reduce physical pain or optimize pleasure or it can be rooted in specific needs like eating, desired goal, state of being, and ideal. Motivation can also be attributed to reasons that are less apparent like altruism, morality, selfishness, and avoiding mortality.
In a way, it is seen that motivation influences the outcome of people depending on the type and amount of the motivation in question. In the video, it is however seen that such a theory does not always work in all situations. The study shows that
salaries they are paid is not equal to the amount of hard work and effort they invest in their work, then employees will experience a decline in their motivation (Gitman 243). This is a theory that I as a manager would follow in order to motivate my workforce. Benefits,
Nevertheless, certain theories are gradually becoming out of date in response to the newest technological advancements, whereas the others can be extrapolated to any type and epoch of commercial and managerial settings. The present paper is designed to discuss two motivation theories, which are goal-setting and cognitive evaluation theories.
Not all workers can be motivated in the same way. Therefore, there is a need to focus on the motivation of workers in hospitality industry, and the way that human resource management practices address work values and motivational factors.
From this research, we also found out different employees in different position and different levels of wages have different motivators.
This case is most applicable at home level where people will perform their daily chores without any supervision for the proper good of the family.
Extrinsic motivation involves the usage of the external factors to trigger the pressures and rewards rather than
Intrinsic motivations are important in human beings but the level of intrinsic motivation is different depending on the task at hand. There are individuals who are motivated to one activity as they enjoy doing it, but may have very little intrinsic motivation, as they dislike
Such companies identify motivation as what “energizes, directs and sustains employee behavior” (Perry & Porter 1982, p.89). It is interesting to find how successful companies use motivation to achieve specific business goals. Thus I examine the employee motivation
According to the research findings, it can, therefore, be said that within the business field, the idea that employer motivating forces or prizes so that workers performance and labor are significant, is a method of acquiring and guaranteeing staff inspiration and output, is broad and rampant.
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