Motivation and Job Attitudes - Research Paper Example

Consulting: Motivation and Job Attitudes Introduction In the first scenario, the major problem is that the manager has no morale that is beneficial in motivating the employees in the organization. Previously, the manager, Mrs. Canton used to take her employees for seminars, purchase new equipment for business and undertook employee transfers to benefit the Company. Recently, she is extremely moody and pessimistic of making the company a better place. Despite the salary increase for the employees and numerous inspirational talks, the company’s performance seems not to improve. In scenario one, the three recommendations that would solve the problem include introduction of extrinsic rewards to motivate the manager intrinsically, emphasis on goal attainment through GST and emphasis of self efficacy abilities. The second scenario incorporates employees of Widgtech who are not motivated in their job that takes eight continuous hours to complete each day. However, these employees have no control of their jobs since are under constant supervision. Donna, the CEO is not impressed with the fact that the company has a higher rate of turn over than the productivity rates. In order to increase satisfaction and decrease the rate of turn over in the organization, Donna needs to carry out three major activities in the organization. First, Donna should increase job involvement, employee engagement and commitment to the organization’s goals and objectives. According to Latham (pp.23) many employees switching jobs no longer chase neither salaries nor benefits, but reassure in the current job. Body Scenario 1 In the first scenario, the major problem is that the manager of the Orion Manufacturing, Mrs. Canton has lost hope in motivating her employees. Despite her efforts, it seems that the harder she works, the more the employees endeavor to make her life more stressful and jeopardizing the Company’s success. In fact after the employees strike, even after salary increment, she seems extremely moody and hopeless that her job will bear any good fruits. Her consistent anger and depression are major indicators of her despair in her job; a factor that would jeopardize the company’s success. 1st recommendation The first recommendation towards solving this problem include introduction of extrinsic rewards to the manager that would interpret to intrinsic motivation in the manager. Just like her employees were given an increment in their salaries, there is a great likelihood that increasing her salary would impact positively in herb job. Despite her efforts to improve the organization’s success to futility, increasing her salary would make her have a different angle on quitting and despair in her job. This type of motivation will determine the intensity of commitment; Mrs. Canton will put in her job, and the kinds of jobs she will engage in, as well as the duration that each task will take. This commendation relates to the self determination theory, which works on the basis that rewards arouse both extrinsic, performance of specific outcomes, and intrinsic motivation- conduction of activities for personal satisfaction (Bloch pp.23). If the employees do well, then manager is happy to have achieved her objectives. 2nd recommendation The second recommendation on solving this scenario entails emphasis on goal attainment by the manager as well as the employees. Goals are not attained in just a day but constantly and consistently follow up of the organization’s activities. From goal setting theory, task performance is one of the major ways in order to attain goals and objectives of the society. According to Adair (pp.79) this theory indicates that the factors that drive goals to be motivating are its difficulty, acceptance and specificity of the goals. Mrs. Canon should be committed to attainance of the organization’s goals, a factor that most psychologist argue that is the most dominant factors that drive organizations towards attainment of its goals and objectives. 3rd recommendation Lastly, in order to solve this situation, the management of the Orion Manufacturing needs to improve the self efficacy abilities of its employees. Porter (pp.22) argues that self efficacy is the ability to arouse motivation capabilities in the individual in order for individuals in question. Self efficacy leads to employees or individual believe that they can carry out a certain role. This theory has had successful implications for individuals and organizations over the years. In relation to this case study, Mrs. Canton may benefit greatly from application of this model. She should not despair from the fact that her employees are not performing. She should consistently keep motivating her employees instead of getting angry at depressed at the situation. Campell (pp.35) indicates that self efficacy improves performance through the Pygmalion and Golem effects through communication of expected organization’s goals as well as the impact of low expectations on the organization respectively. Scenario2 The problem in Scenario two is that the Widget Company is experiencing a higher staff turn over unlike the profits made in the organization. The management has had a long history of constant supervision of its employees who feel a bit uncomfortable with the situation. 1st recommendation An increase in job involvement in the employees would assist in solving this scenario. According to research on employee engagement job involvement is one of the major factors that lead to success in organizations. Through the involvement of employees in the job, it becomes easier for the employers learn more about its employees abilities and potentials. The organization should, therefore, involve the employees in carrying out tasks in the organization with minimal supervision. With this, the employees will be in a better position to carry out skills in a more efficient way. 2nd recommendation Employee engagement would assist in a great mile towards solving the issue of scenario two. Employee engagement allows for involvement and satisfaction of individuals towards successful business operations. Hingar (pp.45) argues that employee engagement is the ability to boost the employees’ morale by giving them responsibilities in the organization that makes them feel recognized. If the management allows for engagement of employees in the organization, there is the likelihood that dedication, passion and energy will be interpreted in the employees. 3rd recommendation The last recommendation to the scenario is the commitment to the organization’s goals and objectives. The management must reduce the rate at which it subjects its employees under supervision. In turn, the management should motivate the existing employees towards success. Job satisfaction and life satisfaction are part of the success of an organization, in that, if the employees are satisfied in their job, they will have a positive attitude towards the objectives of the organization, referred to as spillover theorem. If the employees are dissatisfied with the treatment from the management, this will reflect on the motivation levels of employees. In short all aspects of the employees’ life relate to their behavior in the business. It is, therefore, the responsibility of the management to ensure that the employees are given the necessary freedom to have psyche to carry out their duties with ease. Conclusion This essay highlights the application of motivational and attitude change towards solving dilemma scenarios in organizational set ups. Focus on the cases in point commenced the project and the recommendations attempted to solve the cases. Applications of psychological applications of motivation and attitude change are undoubtedly the best remedies to such instances. Works cited Adair, John. Leadership and motivation: the fifty-fifty rule and the eight key principles of motivating others. London: Kogan Page Publishers, 2007. Bloch, Barbara. & Herzberg, Frederick. The motivation to work. London. Transaction Publishers, 2004. Campell, James. Motivation, attitudes, goal setting, performance and interactive effects of pay for performance. New York: ProQuest, 2005. Hingar, Ashar. Motivation and job attitudes. New York: HCM State Institute of Public Administration, 2007. Latham, Gary. Work motivation: history, theory, research, and practice. New York: Sage Publishers, 2007 Porter, Lyman. & Bigley, Gregory. Motivation and work behavior. New York: McGraw-Hill/Irwin, 2003. Read More