Workplace Motivation
In recent years, the topic of workplace and employee motivation has emerged as a significant concern for both employers and management personnel. An analysis of such strategies at a Target Retail Store provides an example of how such motivational strategies affect the company's sales, profits, workplace morale, and future. One of the most important issues at a Target Retail Store is the timely method and manner of placing and displaying the merchandise on the sales floor before the store actually opens to the public at 8:00 A.M. This must be effectively done with limited resources and staff. As a result, management must be able to appropriately and effectively motivate all staff employees and improve performance and employees' resistance to increasing productivity. This paper will examine the organizational efforts of Target Retail Stores in this area, and identify and analyze two motivational theories not currently in practice by Target. It…...

mla

Bibliography

Maslow, A.H. (1943). A Theory of Human Motivation. Psychological Review, 50, 370-396.

McLelland, D.C. & Burnham, DH (1976). Power is the Great Motivator. Harvard Business Review,54, 100-110.

McGregor, D. (1960). The Human Side of Enterprise. New York: McGraw-Hill.

Mitchell, T.R. (1992). Motivational Strategies. Personnel Management, 10.

Workplace Motivation Is More Than Just a Good Idea
Workplace motivation represents a key area of interest in many academic circles. Interest in the topic ranges from managerial students to those on the human resources management area. The area of workplace motivation reaches almost every area of the business, including the accounting department. The ability to motivate employees affects the organization in many ways. Many of these ways are more obvious, but others are not so obvious. This research will explore the role of employee motivation in achieving and maintaining a competitive advantage in the workplace.

Today's business environment requires that managers keep tight control over costs, productivity and other forms of overhead. Factors such as absenteeism, losses in productivity, and high employee turnover rate have a significant impact on the ability of the business to remain competitive. It has long been recognized that motivation has a measurable affect on the bottom…...

mla

References

Henderson, L. And Tulloch, J. 2008. Incentives for retaining and motivating health workers in Pacific and Asian countries. Hum Resour Health. 2008; 6(18). [Online] Available at:   / [Accessed January 5, 2011].http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2569066 

Lee, D. 2008. How Employee Emotions Affect Your Organization's Ability to Compete. Reprinted from HR Today. [Online] Available at:  http://www.humannatureatwork.com/articles/employee_morale/Employee_Emotions-2.htm 

[Accessed January 5, 2011].

Pinnington A. And Edwards T. 2000, Introduction to Human Resource Management, Oxford, London.

The answer is all of them. They all hold true at some time for certain individuals.
As an industrial psychologist the key task at hand is deciding which theory to apply in order to improve motivation at one's own workplace, or if working as a consultant, at the client's workplace. There is no clear answer or magic formula that will tell the industrial psychologist which theory to apply and at which time. In order to answer the question of which theory to apply, the industrial psychologist must be able to assess the climate and culture of the organization for which they are working. This can be done by several means. They can always take a survey, but this will only tell what the employees want the psychologist to know about them. There are many factors that can influence the outcome of survey results in the workplace. Employees may fear that…...

mla

References

Dotan, H. (2009). Workplace Friendships: Origins and Consequences for Managerial Effectiveness. Best Paper Proceedings, Academy of Management.

Dunlap, N. (2010). Take Your Team to the Top. Journal of Property Management. January/February 2010: 28-30.

Gibson, C. & Earley, P. (2007). Collective Cognition in Action: Accumulation, Interaction, Examination, and Accommodation in the Development and Operation of Group Efficacy Beliefs in the Workplace. Academy of Management Review. 32 (2): 438-458.

Martin, A. (2009). Motivation and Engagement in the Workplace: Examining a Multidimensional Framework and Instrument From a Measurement and Evaluation Perspective. Measurement and Evaluation in Counseling and Development. January 2009. Vol. 21: 223-243.

Performance
Workplace motivation and ways to foster individual performance are important topics in the field of business leadership. While individual and organizational workplace motivation and performance measures vary from business to business, a review of the academic literature suggests there are some best practices associated with increasing productivity in the work environment. This paper will review important guidelines associated with increasing workplace motivation for both individuals and organizations, and will provide a personal perspective concerning positive workplace experiences.

The success of businesses depends largely on employee motivation to succeed and contribute to business objectives. Wolverton, Gmelch, Montez, and Nies (2001) suggest that leadership is the primary characteristic that allows organizations and employees to progress. The ability of managers to not just manage employee's, but to do so with positive and supportive methods are important organizational goals; effective managers can facilitate enhanced workplace satisfaction recognizing that happy workers tend to accomplish more…...

mla

References:

Bensimon, E.M., Neumann, A., & Birnbaum, R. (1989). Making sense of administrative leadership: The "L" word in higher education (AAHE-ERIC Higher Education Report 1). Washington, DC: The George Washington University.

Howes, C. (2010). Motivation: Organization Performance Strategies. Retrieved from:  http://www.opstrategies.org/pdf/Motivation-white-paper.pdf 

Wolverton, M., Gmelch, W.H., Montez, J., & Nies, C.T. (2001). The changing nature of the academic deanship. ASHE-ERIC higher education report, 28(1). San Francisco: Jossey-Bass.

Motivation in the WorkplaceMorale. This is referred to as the total satisfaction obtained by a particular person from their work, job, organization, environment, and superiors. It simply implies an individuals happiness, satisfaction, and comfort (Ali & Anwar, 2021). Morale is a mental condition of individuals or groups that influences their attitude (Herron, 2022). In a nutshell, morale is a merger of ones behaviors, opinions, manifestation of views, and attitudes, all consolidated together within a work environment, exhibiting employees attitudes towards working terms, relations with their employers, and work (Noor et al., 2019). Morale has two states, that is, high and low morale.High morale refers to the determination at the place of work which is critical in attaining management goals (Noor et al. 2019). It can lead to a safe and healthy work environment, enhanced employee teamwork, quick resolution of conflicts, and enhanced productivity and motivation. On the other hand (Ali…...

mla

References

Ali, B. J., & Anwar, G. (2021). An empirical study of employees’ motivation and its influence job satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business, and Management, 5(2), 21-30.

Gift, R. A., & Obindah, F. (2020). Examining the influence of motivation on organizational productivity in Bayelsa state private hospitals. Open Access Journal of Science, 4(3), 94-108.

Grace, K., & McDonald, A. (2020). Morale and Motivation: Nurturing Team Cohesion During COVID-19. In Proceedings of the National Developmental Conference on Individual Events (Vol. 6, No. 1, p. 10).

Motivation in the Workplace Case Study: Acme, IncKey IssuesThe main issues faced by the employees were being underutilized, bored, and leadership change. Considering the groups experience and skills, it was surprising that no tasks were assigned to them related to their purpose. Instead, Carol had to find ways to keep them busy because there was no soft skills support needed by the other organization departments. Carol tried her best to ensure the employees did not feel like they were being underutilized, giving them the leeway to interact and collaborate freely. The hands-off approach by Carol was a great motivator because the employees did not feel they had to report and seek permission to collaborate. There was also flexibility in their work, which ensured employees did not have to just do a particular task.Considering the experience each of the employees had, it was demotivating for them to sit around and do…...

mla

References

Basit, A. A., Hermina, T., & Al Kautsar, M. (2018). The Influence of Internal Motivation and Work Environment on Employee Productivity. KnE Social Sciences.

Caillier, J. G. (2020). Testing the influence of autocratic leadership, democratic leadership, and public service motivation on citizen ratings of an agency head’s performance. Public Performance & Management Review, 43(4), 918-941. https://doi.org/10.1080/15309576.2020.1730919

Mallik, A., Mallik, L., & Keerthi, D. (2019). Impact of employee morale on organizational success. Int. J. Recent Technol. Eng, 8, 3289-3293.  https://doi.org/10.35940/ijrte.D8070.118419

For instance, LaFleur and Hyten (1995) suggested that performance of hotel banquet staff improved when staff members received monthly bonuses function of their ability to meet accuracy and timeliness goals in setting up banquet functions (cited in Ambrose & Kulik, 1999).
Implementing these strategies should be facilitated by the fact that the two strategies complete each other. Establishing clear goals and their attainment is facilitated by the incentive, which may increase goal commitment, motivation, and thus, performance.

eferences

Incentive media kit (2005), etrieved from site: http://www.huttonmedialimited.com/images/pdfs/Incentive-rates-Production2005.pdf

Ambrose, M.L., & Kulik, C.T. (1999). Old friends, new faces: Motivation research in the 1990s. Journal of Management, 25(3), 231-292.

Steven H. Appelbaum, ammie Kamal (2000). An analysis of the utilization and effectiveness of non-financial incentives in small business. Journal of Management Development, Volume: 19 Issue: 9 Pp. 733-763

t Hon. Andrew Smith MP. "Making a difference - motivating people to improve performance," etrieved from site, http://www.hm-treasury.gov.uk/Documents/Public_Spending_and_Services/Public_Services_Productivity_Panel/pss_pspp_makingadifference.cfm?

Incentive esearch Foundation…...

mla

References

Incentive media kit (2005), Retrieved from site: http://www.huttonmedialimited.com/images/pdfs/Incentive-rates-Production2005.pdf

Ambrose, M.L., & Kulik, C.T. (1999). Old friends, new faces: Motivation research in the 1990s. Journal of Management, 25(3), 231-292.

Steven H. Appelbaum, Rammie Kamal (2000). An analysis of the utilization and effectiveness of non-financial incentives in small business. Journal of Management Development, Volume: 19 Issue: 9 Pp. 733-763

Rt Hon. Andrew Smith MP. "Making a difference - motivating people to improve performance," Retrieved from site,  http://www.hm-treasury.gov.uk/Documents/Public_Spending_and_Services/Public_Services_Productivity_Panel/pss_pspp_makingadifference.cfm ?

Workplace Motivation
This paper investigates the issue of motivation as it applies to an organizational setting.

The research regarding motivation in the workplace has been a major area of investigation that is of interest to corporate leaders, managers, organizational psychologists, and educators. The issue that this paper will discuss has to do with the particular factors that managers and leaders can address to increase the motivation of their workers to perform as well as to increase the job satisfaction levels of their employees. However, motivation is only one issue regarding increased productivity or increased job satisfaction; we would certainly think that at a basic level an employee would need a certain level of motivation to perform as well as the ability to actually do the job (as it turns out the research is consistent with this type of common-sense thinking). However, the actual types of interventions/activities that can be used to motivate…...

mla

References

Argyris, C. 1993, Knowledge for action: a guide to overcoming barriers to organizational change, Jossey-Bass, San Francisco, CA.

Chien, J.C. 2013,'Examining Herzberg's Two Factor Theory in a large Chinese chemical fiber company' World Academy of Science, Engineering and Technology, vol. 78, no. 248, pp.1433-1438.

Gneezy, U. And Rustichini, A. 2000, 'Pay enough or don't pay at all', Quarterly Journal of Economics vol. 115, no. 3, pp. 791-810.

Hackman, J.R. And Oldham, G.R. 1980, Work redesign. Pearson Education Inc., Upper Saddle River, N.J.

In the absence of both factors, employee motivation will not work. Green and Butkus also shared that although Vroom's model had been widely accepted for a number of years, it lacked applicability that it cannot be used in practice.
Aside from Vroom, Green and Butkus (1999) also shared about Green's own Belief System model. This model was actually a practical application of Viktor Vroom's Expectancy Theory and was reported to be better utilized by the workforce. The Belief System Theory focused on using a structured and facilitated meeting between the supervisor and the staff. This meeting becomes a venue to discuss motivational problems on the areas that Vroom had developed and will provide the manager and the employee with a specific period to help address motivational issues in their workplace.

Discussion

Whiteley and Kerr's ideas focus on an individual's motivation and how it can be used to help him contribute more to…...

mla

References

The American Heritage Dictionary of the English Language, 4th Edition. (2000). Houghton Mifflin Company.

Kerr, Steven. (1997). Ultimate Rewards: what really motivates people to achieve. Boston, Ma. Harvard Business School Press.

Whiteley, Philip. (2002). Motivation. Oxford, United Kingdom Capstone Publishing, Ltd.

Green, Thad B. And Butkus, Raymond T. (1999). Motivation, beliefs and organizational transformation. Westport, Conn. Quorum Books.

According to Nolan (2010), the right incentive program can help with this process.
Nolan (2010) reports that a motivated and goal-oriented staff is essential to any optometric practice, since staff / patient interaction accounts for about 70% of the patient's total time in the office. If the staff is not content, patients will not be treated appropriately and will look for eye-care services someplace else. Also, the cost of finding and training new staff members is much more costly than ongoing training and retaining activities. In addition, staff productivity significantly influences a practice's volume. Nolan (2010) therefore recommends a three-part incentive process: The first is to set annual financial goals for the practice, or else the staff will not be motivated to achieve them. In the fourth quarter, establish specific goals in attracting new patients and retaining present ones, revenue-per-patient, eye-wear sales and cash receipts. Second is to schedule a…...

mla

References Cited:

Gatlin, R (July 1, 1997) How to effectively reward employees. Industrial Management, 1-4.

Nolan, B. (2005) Reward your staff to build your practice: by setting financial goals for your practice, scheduling productive staff meetings and offering staff-incentive programs, you'll retain your current employees and grow financially. Review of Optometry 142(12) 36+.

Opperman, M. (2007) Give your team a cut: by offering quarterly bonuses based on employee performance, you give your team a strong incentive to succeed -- and help your practice thrive. Veterinary Economics 48(3), 49+.

Schrag, R.L. May I Speak Frankly. Retrieved March 10, 2010.  http://mayispeakfrankly.blogspot.com/

Motivation Methods
The success, performance, as well as development of an employee are influenced by motivation. There are numerous methods and theories on motivation. McClelland, for instance, in his theory expresses that each employee has specific needs acquired over time based on life's experiences. His theory summarized the needs of people into achievement, power, and affiliation. Different employees get motivated in varying manners therefore a manager should not rely on one motivation technique to serve the entire workforce. This paper will address three motivational methods, and how they would be applied in the workplace.

One motivational method that would reap numerous benefits from the employees and commonly applied in most organizations is rewards. Everyone is familiar with the use of rewards as a motivator since as early as preschool and daycare, rewards such as sticker chart and snacks were given for good behavior. Even later in life rewards still appeal to adults…...

mla

References

Atchison, T.A. (2003). Exposing the myths of employee satisfaction. Healthcare executive. 17(3), pp. 20.

Cummings, L.L., & Elsalmi, A.M. (1968). Empirical research on the bases and correlates of managerial motivation. Psychological Bulletin, 70, pp.127 -- 144.

Motivation, Stress, And Communication
Ford motor is a global company dealing with the manufacture of vehicles. It has several offices/manufacturing plants in most parts of the world. For the company to run smoothly and efficiently, its operations are divided into several department headed by several departmental managers. One of the departments am in charge is the Supply Chain Systems Sales department a position I filled as the head of department.

A Supply Chain System Sales Operations Manager is in charge of two broad roles. One of roles concerns supplies while the other deals with sales of their locomotives. These two roles are interlinked in a way that the person in charge must ensures that their sales offices are supplied by their products (vehicles) for sales and shipping of new vehicles to other customers or to their sales offices in countries ford motors has no factory. Sales are an interactive kind of work…...

mla

References

Champoux, J. (2010). Organizational Behavior: Integrating Individuals, Groups, and Organizations: Taylor and Francis.

Locke, E.A., & Latham, G.P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57, 705-717.

Oldham, G.R., & Hackman, J.R. (2010). Not what it was and not what it will be: The future of job design research. Journal of Organizational Behavior, 31, 463-479.

The vertical differentiations are associated with the components of abstraction that permit individuals to determine both their intentions and their behaviors. The horizontal differentiation is associated with different intentions including the completion of the project.
Tubbs and Eckeberg (1991) assert that understanding the intentional model has implications associated with understanding the effects of goal setting. The authors argue that the intentional behavior model explains the cognitive effects of goals which is rarely seen in research pertaining to work motivation. The authors posit that the research is important because it is the first time that research has sought to determine the impact that goals have on people.

Finally Latham and Pinder (2005) discuss Work Motivation Theory and research at the dawn of the twenty-first century. The author point out that interest in motivational theories has not waned since they first begin to surface. According to the authors, work motivation represents a set…...

mla

References

Klein J.I. (1990) Feasibility Theory: A Resource Munificence Model of Work motivation and Behavior. Academy of Management Review. 15 (4) pgs. 646-645.

Latham G.P., Pinder, C.C. (2005) Work Motivation Theory and Research at the Dawn of the Twenty-First Century. Annual Review of Pyschology. 56: 485-516.

Tubbs M.E., Eckeberg S.E. (1991) Academy of Management Review. 15(1) pgs. 180-199.

Motivation at Work Application
In the case study, Making of Hotplates, Workers seems to be having jobs which are extremely specialized. Each task is balanced for three minutes per each station making the work to be extremely monotonous to the workers making them to become unhappy, Because of unhappiness of workers at the workplace; these would have resulted in poor morale as well as low motivation. Motivation in the workplace is a form of force that makes the employees to do things which will result to high production by having an inspiration of completing the tasks allocated. When there is motivation in organization, the employees try to put more effort to increase the output standard (Whiteley, 2002). This paper analyzes the importance of motivation to the workers in the workplace and problems that result when there is low motivation.

Changes in the workplace accounting for increase in productivity and decrease in controllable…...

mla

References

Rush, H.M. (2008). Job design for motivation; [experiments in job enlargement and job enrichment,. New York: Conference Board.

Stack, L. (2010). Super competent the six keys to perform at your productive best. New York:

Wiley.

Whiteley, P. (2002). Motivation. London: Capstone Pub.

Although his theory is not necessarily incompatible with Maslow and Alderfer's ideas, Herzberg places less emphasis on basic needs, and more upon using higher, internal needs to elicit optimal performance from the individual.
One common objection to theories of human motivation, of course, is that different types of people appear to be motivated by different things. For example, one teacher may choose his or her position because of job security, while another teacher may be more motivated by the idea of changing children's lives. This means that different strategies must be deployed in motivating people within the same organization or within different professions: a salesperson may be motivated by different things than a professor. "According to David McClelland's an individual's specific needs are acquired over time and are shaped by one's life experiences. Most of these needs can be classed as either achievement, affiliation, or power" (McClelland's theory of needs,…...

mla

References

Herzberg's Two-Factor theory. (2010). Net MBA. Retrieved February 23, 2010.

 http://www.netmba.com/mgmt/ob/motivation/herzberg/ 

McClelland's theory of needs. (2010). Net MBA. Retrieved February 23, 2010.

 http://www.netmba.com/mgmt/ob/motivation/mcclelland/

One of the struggles facing anyone in a management situation is figuring out how to keep the workforce motivated.  In fact, working on developing management techniques requires concentrating on how to motivate people, whether it is directly focused on techniques that can increase motivation or simply focused on changing worker’s perceptions of leadership, which can either be motivating or demotivating, depending on the perception.  There are various different theories of motivation that are often used to describe what motivates workers, how to increase motivation, and how to avoid things that decrease employee motivation. 

Your analysis needs....