Final Presentation 535

Information about Final Presentation 535

Published on July 20, 2014

Author: ukabl



Organizational Motivation for Success: Organizational M otivation for Success Team B Jeffrey Ragan, James Chumbley , Mariela Svenman , Janice Thompson-Hall, Therese Heideman , Bedriena Uka Motivation in the Workplace: Motivation in the Workplace Positive disposition to perform the job that involves: Being happy and committed to achieve organizational goals Being deeply participative and collaborative Being creative for problem solving Being aware of increased productivity and profits…etc Motivation in the Workplace: Motivation in the Workplace Motivation is the mental force that drives the actions of cognitive beings. In a human context, motivation can be either intrinsic or extrinsic ( Hilmarsson & Rikhardsson , 2011 ) Motivation is all those psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal-directed. (Gill , 2011) Motivation in the Workplace: Motivation in the Workplace Work motivation is a process of stimulation of the certain performer or group of people to the activity, directed on achievement of the objectives of the organization, to productive implementation of the made decision or the panned works ( Bogoviz et al, 2013 ) Motivation is the study of what people think and why they behave as they do (Graham and Weiner, 1996). Motivation in the Workplace: Motivation in the Workplace 1730 Industry in Europe Motivation Theories (1): Motivation Theories (1) The 1800’s witnessed the beginning of profit sharing to encourage motivation. Frederick W. Taylor- theory: Objectivity Structure Efficiency Training Matching Industry style : highly centralized, semi-military and little consideration for individual differences of employees Motivation Theories (2): Motivation Theories (2) Motivation theories Year Maslow’s ‘Hierarchy of Need Theory’ 1943 McClelland’s ‘Motivational Needs’ 1958 Herzberg’s ‘Motivation Theory’ 1959 McGregor’s ‘Theory X and Theory Y 1960 Adam’s ‘Equity Theory’ 1963 Vroom’s ‘Expectancy-Valence Theory’ 1964 Locke’s ‘Goal Theory’ 1968 Motivation in the Workplace Contemporaneous View: Motivation in the Workplace Contemporaneous View Work motivation Effective Leadership Employees engagement Employees empowerment Intrinsic Motivation Defined: Intrinsic Motivation Defined It is the internal reward a person feels for a job well done (Cherry, 2014). It is the positive phenomenon of human nature that drives people to explore and learn. It essential to the cognitive and social development of the person (Ryan, 2000). Kenneth Thomas: Kenneth Thomas Researched the work force for 30 years American workers want work that is meaningful Gen X and Gen Y uses technology to complete work tasks – have different needs at work than their parents Created the following 4 building blocks for motivation in the new work force: Choice, Competence, Meaningfulness, Progress First Building Block Choice: First Building Block Choice Workers want to be in control of how activities are performed By using their judgment the workers feel a sense of ownership/responsibility It is fulfilling a need as directed in the self-determination theory (Ryan, 2000). Second Block Competence: Second Block Competence The worker has established standards for how the work should be completed. Upon completion of the worker there is a sense of pride and artistry for the end result. The worker wants to receive recognition from the manager of a job well done. Third Block Meaningfulness : Third Block Meaningfulness Workers want to know their work is meaningful and has a purpose. Meaningfulness helps to energize the worker (Thomas, 2009). This concept helps to build the workers self-esteem motivating him/her to strive for more growth. Fourth Building Block Progress : Fourth B uilding Block Progress Worker will that they are on the right track and moving forward Again building on self-esteem of the worker The worker will see how his/her efforts help to improve the department and or organization. End Results of Building Blocks: End Results of Building Blocks Greater concentration and more effective at work Workers are energized and self-managing Workers become recruiters and positive marketing agents for the organization Organization Responsibilities: Organization Responsibilities Train managers on intrinsic rewards Encourage workers to find meaning in their work Empower workers Empowerment: Empowerment Captures two dimensions of individualized considerations and intellectual simulation Empowerment does the following: Encompass sharing power Enhancing self-efficiency Energizing employees (Gill, 2011) Extrinsic Motivation Defined: Extrinsic Motivation Defined "Extrinsic motivation refers to our tendency to perform activities for known external rewards, whether they be tangible (e.g., money) or psychological (e.g., praise) in nature." (Brown, Psychology of Motivation , 2007) Examples of Extrinsic Motivation: Examples of Extrinsic Motivation Customer loyalty cards Discounts Airlines’ frequent flyer miles Organizations bonus and commissions Recognition and Rewards: Recognition and Rewards The goal of a reward system is to provide recognition and reinforcement contingent upon excellent team performance that reinforces motivational benefits of challenging directions and well-designed teamwork ( Hackman , 2002). Recognition and Rewards: Recognition and Rewards The purpose is to demonstrate that others in the organization have a vested interest in the performance and they are willing to provide organizational resources to recognize accomplishments ( Hackman , 2002). Recognition and Rewards: Recognition and Rewards Reward systems should provide recognition and reinforcement contingent on excellent performance The intent is to reinforce the motivational benefits of challenging direction and well-designed teamwork or individual growth ( Hackman , 2002) Method of Extrinsic Motivation “Disruptive Innovation”: Method of Extrinsic Motivation “Disruptive Innovation” Social e-commerce is an excellent example of outside influences. According to Robles (2014) “Social e-commerce is growing at five times the rate of traditional retail channels. New avenues of e-commerce, such as daily deals offered by companies like Groupon and LivingSocial , have boosted the sector's momentum since 2010” (p. 127). The ability of the individuals to use a concept referred to as “disruptive innovation” is a perfect example of extrinsic motivation. Additives of Motivation – Not Everyone is Motivated the Same: Additives of Motivation – Not Everyone is Motivated the Same Personal Motivation and Ability: Personal Motivation and Ability Make desired behaviors intrinsically satisfying Only offer extrinsic rewards if really needed Punishment is a last resort Including Others: Including Others Does the team member have the right social network? Does the team member need to be moved to a new area? Do they have the right team built? Reward Design: Reward Design What is important to the team member? This will help in identifying intrinsic motivators Stack the rewards Intrinsic with extrinsic rewards Even without extrinsic rewards, intrinsic is mandatory ( Cesaroli , 2014) Change the Environment: Change the Environment Propinquity Is the physical environment aligned with our human message? Assign interdependent goals and put them in close proximity to one another. Conclusion: Conclusion The evolution of motivation Intrinsic or Extrinsic? Hybrid Model and Structure for Efficiency References: References Admin (August 13, 2010). Employee motivation – new secrets . Retrieved July 19 th , 2014 from http://accidental- Brown, L. V. (2007). Psychology of motivation . New York: Nova Publishers. Burnette , J (2008). Women workers in the British industrial revolution”. Retrieved, July 17, 2014. From: women-workers-in-the- british -industrial-revolution/ Cherry , K. (2014, July 3). What is Intrinsic Motivation . Retrieved from Psychology: http :// /od/motivation/f/intrinsic-motivation.htm?p=1 References: References Fotosearch . Stock photography and stock footage: Clipart of Magnifying Glass – Motivation .Retrieved , July 17 th 2014. From: Gill, R. (2011). Theory and Practice of Leadership. Thousand Oaks: SAGE Publications, Inc. Hackman , J. (2002). Leading teams . Boston, MA: Harvard Business School Press. Patterson, K. (2008). Influencer: the power to change anything . New York: McGraw-Hill. References: References Robles, E. (2015). How to identify disruptive new businesses. Review of Business & Finance Studies , 6 (1), 121-130. doi : 1526663590 Ryan, R. M. (2000). Self-Determination Theory and the Faciliatation of Intrinisic Motivation, Social Development, and Well-Being. American Psychologist , 68-78. Thomas, P. K. (2000). Intrinsic Motivation at Work: Buidling Energy & Commitment. San Francisco: Berrett_Koehler Publishers.

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