Essay question: “Is has been said that all employees in today's workplace are motivated”. Do you agree with this statement? In your answer, discuss the accuracy of your position and demonstrate your understanding of the relevant theories underpinning your argument.
Ivanitskaya, Glazer, & Erofeev (2009) suggest that ‘‘the most fundamental element of any organization that helps the organization to survive is the individual person’’ (p. 109). In order for an individual person to be useful to an organization, they must be motivated. Motivated employees help organizations survive, as they are more productive. (Lindner, J. R 1998) Motivation relies on various agencies to be effective, therefore all workplaces fail to consist of motivated employees unless a number of these factors have been implemented. Employee engagement is a crucial concept, which must be considered by executives. The drives and movers of employee motivation must be studied in order for it to be instigated, additionally the theories that focus on drives and needs. Furthermore, theories such as the four drive theory and expectancy theory can be studied, as they are significantly important to the concept of motivation. Models such as Maslow’s needs model and the Four-Drive theory are significant, as they can act as guidelines and innovators of motivation. Understanding and having knowledge of these theories can result in achieving higher productivity. (Nasri, W, & Charfeddme, L 2012) Employee engagement has been defined in many different ways and the definitions and measures often sound like other better-known and established constructs like organizational commitment and organizational citizenship behavior. (Rotman, JL 2006) Ultimately, there is a continuous debate on the genuine meaning of the term, however, based on popular definitions, engagement is the extent of employees commitment, work effort and desire to stay in an organization. (Vance, R.J 2006) Companies are advantageous when accommodating engaged employees as employee engagement can improve firm performance outcomes such as sales, profits, reduce turnover and increase productivity. Engaged staff work harder, perform better, give better service (Baron, A 2013) and can help organizations achieve their missions, execute their strategies and generate important business results. (Vance, R.J 2006) Thus, managers understand that employee engagement is relatively important and rewarding for the businesses success, therefore they stand behind initiatives designed to improve employee engagement. (Maylett, T 2012) Johnson, (2009) believes in order for an employee to be fully engaged, there must be three influencing factors at play including the appropriate work environment, retention of the skills to perform the required tasks, and the motivation to perform at an optimal level. Once these factors are available, courses must be taken to achieve and maintain employee engagement. These courses include conducting business analysis to determine what roles are really valued at, determining what leadership education is necessary to create a culture where both core jobs and non core job roles are valued and rewarded, examining in detail what structural impediments may exist, accessing the ways in which the various roles need to be enacted throughout the year and engaging employees in the right roles at the right time. (Welbourne, T.M 2007)
An equally significant aspect of motivation theories is the Expectancy theory, which has been recognized as one of the most promising conceptualizations of individual motivations. (Ferris, K 1977) The theory, generally supported on empirical research, focuses on an employee’s motivation to complete a task, favoring the probability of completing the task and the possible outcomes or consequences of accomplishing the task. This theory contains three factors including instrumentally, performance-outcome expectancy and valance. Redmond, B (2010) states that when...
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