Bus 610
HR Performance Issues and Motivation
BUS 610 Organizational Behavior
Prof.
August 9, 2012
HR Performance Issues and Motivation Every organization no matter how large or small has goals they wish to meet. Each organization will have changes in its future and has to have certain set goals and objectives in place to help map out their course of action that will lead to their desired end result (Martin, 2009). In order for a company to successfully meet their final goal it is important for them to continually motivate their employees. According to Organizational Behavior by David Baack, motivation is what starts, maintains and stops behavior (Baack, 2012). Organizations each have their own way to set goals and motivate their employees to reach those goals. There are numerous motivational theories that are widely used to help attain organizational goals, however a lot of times they will run into motivational problems that can be detrimental to reaching the goals. This paper seeks to exemplify one such problem and show how any kind of break in the motivational theory can be at fault. Once the problem has been assessed the theory of motivation will be used to explain what actions can be taken to change the disruptive behavior. One of the biggest challenges that companies of all sizes face is ethical challenges. There are many ethical challenges that can affect motivation in the workplace including pay discrimination based on gender and race and losing jobs to countries where companies offer subsistence pay and poor working conditions which results in motivation issues in both countries (Baack, 2012). Ethical challenges can also be how professional an individual is in his or her work environment. A person’s actions can have adverse effects on workplace motivation. Personal accounts are the best way to show how ethical issues can become huge motivational problems. For example, this student has a family member who works for a very large public
BUS 610 Organizational Behavior
Prof.
August 9, 2012
HR Performance Issues and Motivation Every organization no matter how large or small has goals they wish to meet. Each organization will have changes in its future and has to have certain set goals and objectives in place to help map out their course of action that will lead to their desired end result (Martin, 2009). In order for a company to successfully meet their final goal it is important for them to continually motivate their employees. According to Organizational Behavior by David Baack, motivation is what starts, maintains and stops behavior (Baack, 2012). Organizations each have their own way to set goals and motivate their employees to reach those goals. There are numerous motivational theories that are widely used to help attain organizational goals, however a lot of times they will run into motivational problems that can be detrimental to reaching the goals. This paper seeks to exemplify one such problem and show how any kind of break in the motivational theory can be at fault. Once the problem has been assessed the theory of motivation will be used to explain what actions can be taken to change the disruptive behavior. One of the biggest challenges that companies of all sizes face is ethical challenges. There are many ethical challenges that can affect motivation in the workplace including pay discrimination based on gender and race and losing jobs to countries where companies offer subsistence pay and poor working conditions which results in motivation issues in both countries (Baack, 2012). Ethical challenges can also be how professional an individual is in his or her work environment. A person’s actions can have adverse effects on workplace motivation. Personal accounts are the best way to show how ethical issues can become huge motivational problems. For example, this student has a family member who works for a very large public
References: Baack, D. (2012). Organizational behavior. Bridgepoint Education. Collins, F. (2006). Career Self-Interest and Concern for Others--The Effects of Co-Worker Attitudes on Fraudulent Behavior. Accounting & The Public Interest, 695-115. Martin, A. J. (2009). Motivation and Engagement in the Workplace: Examining a Multidimensional Framework and Instrument From a Measurement and Evaluation Perspective. Measurement & Evaluation In Counseling & Development (American Counseling Association), 41(4), 223-243.