Application of Motivational Theory in the Organization
Application of Motivational Theory in the Organization
Application of Motivational Theory in the Organization
It was not long ago when employees were considered just ingredient in the production of goods and services. Today however, employees are much more of the equation and require more than just the carrot of a weekly paycheck. They require motivation. Motivation represents those psychological processes that cause arousal, direction, and persistence of voluntary actions that are goal directed (Kinicki & Kreitner, p. 144, 2009).
At a regional wireless carrier in North Carolina, John is supervisor of facilities. His primary responsibilities are overseeing the corporate headquarters building and retail locations for upkeep and safety. He is also responsible for new construction and remodeling as needed. John is very capable in his job but is relatively hard headed when working with others and lacks organizational habits to help him do his job better and more efficiently. In the final analysis, a motivation tool must be implemented to help him with his performance which will lead to more efficient effort.
John’s duties and responsibilities are very task oriented. With that said, the goal setting theory would be the best solution to accomplish the most motivation for this employee. The goal setting theory is generally accepted as among the most valid and useful motivation theories in industrial and organizational psychology, human resource management, and organizational behavior (Anonymous 2010).
Dr. Edwin Locke’s research identified five main characteristics that were essential to the success of goal setting. These were clarity, challenge, commitment, task complexity, and feedback. An important characteristic of the goal setting theory is that the best goals are those that are productive, clear-cut, and measureable (Anonymous (2010).
Clarity
An important characteristic of the goal setting theory is that the goals must be clear cut and understood.
Application of Motivational Theory in the Organization
It was not long ago when employees were considered just ingredient in the production of goods and services. Today however, employees are much more of the equation and require more than just the carrot of a weekly paycheck. They require motivation. Motivation represents those psychological processes that cause arousal, direction, and persistence of voluntary actions that are goal directed (Kinicki & Kreitner, p. 144, 2009).
At a regional wireless carrier in North Carolina, John is supervisor of facilities. His primary responsibilities are overseeing the corporate headquarters building and retail locations for upkeep and safety. He is also responsible for new construction and remodeling as needed. John is very capable in his job but is relatively hard headed when working with others and lacks organizational habits to help him do his job better and more efficiently. In the final analysis, a motivation tool must be implemented to help him with his performance which will lead to more efficient effort.
John’s duties and responsibilities are very task oriented. With that said, the goal setting theory would be the best solution to accomplish the most motivation for this employee. The goal setting theory is generally accepted as among the most valid and useful motivation theories in industrial and organizational psychology, human resource management, and organizational behavior (Anonymous 2010).
Dr. Edwin Locke’s research identified five main characteristics that were essential to the success of goal setting. These were clarity, challenge, commitment, task complexity, and feedback. An important characteristic of the goal setting theory is that the best goals are those that are productive, clear-cut, and measureable (Anonymous (2010).
Clarity
An important characteristic of the goal setting theory is that the goals must be clear cut and understood.