An organization comprises of human resources who have distinct feelings and emotions. These emotions and feelings play important role in determining the output and efficiency of work of the human factor while at job…
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An organization comprises of human resources who have distinct feelings and emotions. These emotions and feelings play important role in determining the output and efficiency of work of the human factor while at job.In this paper we apply one or more of motivational theories to suggest improvement which the manager can apply in given work place scenario to improve employee response and motivation resulting in better output and achievement of organizational goals.Motivation theories provide ready and general constructs to analyze the behavior of human resources at work place. This analysis can distinctly exhibit the possible solutions to motivational problems at work place. Management of any organization has to work adequately to enthuse the human resources in order to ensure that they do work in consonance with organizational goals and objectives.Routine-requiring the 5 employees to attend to customer queries on mortgages, insurance and bank accounts themselves. This work is fairly structured task. The bank has standard question templates on terminals. Employees are required to query the customer and fill in the required data in these templates. Based on this data the answer to customer question(s) appears on terminal screen. This is then passed on to the customer to ensure satisfactory service. Such tasks form up to 90% of the total work load of these 5 employees.Non routine -These are customer queries which cannot be satisfied by the terminal based templates. They require additional knowledge about the banking products and often present such decision situations where creativity and correlation skills are required. It is an internal practice that such queries may be forwarded to the manager to deal. Normally such queries form about 10% of the total queries received by these 5 employees.
13 Problem has arisen as the manager has started receiving such forwarded queries much in excess of the 10% trend and she subsequently discovered that quite a few of them were in fact routine queries which could have been attended to by the 5 member line staff.
15 It is apparent that some line member is trying to pass on his/her work to the 'new unwary manager'. This is not only intruding upon the time and job responsibilities of the manager but also resulting in customer dissatisfaction as not only customer has to wait more to get routine answers but also several non routine queries wait longer as manager is busy in answering routine queries. There apparently is a major motivational problem amongst line staff which needs immediate resolution otherwise the situation may snowball with a multiplier effect.
17 Manager has to realize that motivation comes from within. It is an inner drive that causes a person to do something or act in a certain way. It is a complex inspirational energy which is highly desirable in the workplace, equally desired by both managers and workers alike. However this inspirational energy is missing in portion or full in present situation. Motivated employees will put in extra effort when needed, without being asked. Instead here employees are trying to pass on the effort required of them to management layer. In order to resolve this manager can use any of the 8 popular motivation theories. These theories are Management by Objectives, Maslow's hierarchy, Quality Circles, Herzberg's Two-factor Theory, McGregor's Theory X and Y, "In Search of Excellence", theory of Peters and Waterman, Managerial Grid, and Likert
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Employees Motivation and Empowerment. The primary purpose of this discussion is to highlight the importance and usefulness of employee motivation and empowerment in the success and development of an organization. It needs to be understood that motivation and empowerment are often considered as two of the most important aspects of leadership.
There is a thin line between being educated and being learned. Brain-based learning is in real sense a no-brainer since the brain in intimately connected and involved with everything that the students and educators do at school. Thus, any disconnect among these paramount factors is an ultimate recipe for frustration as well as potential disaster.
For the past two decades this has spurred researchers to investigate what kind of characteristics and psychological processes help in this, what kind of methods can be used and whether the methods implied make a difference. The construct of self-regulation refers to the degree that individuals are motivationally, behaviorally, and metacognitively active participants in their own learning process.
Motivation has been defined as the psychological process that gives behaviour purpose and direction (Kreitner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993). Motivation is the fuel that drives people towards achieving their goals and objectives (Bhat, 2007 p.
Thus, according to Taylor the factors that influence people's motivation are not only material, but also immaterial ones. 4
The policy of "stick and carrot" Taylor suggested implied punishments for poor performance and appraisals for better working efficiency.
bilities which have become prerequisites to stay in business no longer offer competitive edge that is sustainable, organisations are increasingly focusing on their human capital and organisational management as a source for developing competitive platforms. In his book, In
The conclusion from this study states that the motivational theories established by Maslow and Alderfer have served a substantial element for organizational management in understanding the needs of their employees. The hierarchy of needs by Maslow was the pioneering work that conceptualizes the role of human needs in the motivation perspective.
As the paper stresses Pat may be more superior to Chris. Pat might have probably graduated with a higher degree than Chris. Chris is a male while Pat is a female and most probable the employer is more biased to women. The sixth reason could be due to different company loyalty; Pat might have work longer for the company than Chris.
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