There are four Theories of Motivation. They are Expectancy Theory, Goal Setting Theory, Equity Theory, and Job Enrichment Theory. Each could be used, individually or all could be used in combination, to help motivate employees to perform their jobs to the best of their abilities to achieve the success they desire. When employees are motivated and feel appreciated they tend to care more about their jobs and become more productive, which in turn can help the business be more successful.…
employee’s belief (a) that working hard will allow the person to perform at a high level, and (b) that if the person does perform well, he or she will be rewarded for it (see Figure 7.3). According to this view, motivation is therefore a two-stage process. Several factors determine whether or not employees believe that working hard will lead to a superior job performance. Each of these factors is discussed next.”. We see this as Mary Ellen Sheets founded a company and issued out franchises to those who wanted to be an owner within the company. Mary Ellen Sheets implemented motivation to new franchisee’s by building her own training facility, insuring that new owners were properly prepared from learning how to safely move large things in tricky situations to how to properly send royalties. This achieved the expectancy theory of insuring that those who are operating businesses under her companies name are doing so correctly.…
The motivation in this case study is the Expectancy Theory. Theory states that the motivation of employees depends upon whether or not they believe that performing at a high level will lead to the reward they desire. Mary Ellen Sheets the owner of Two Men and a Truck did this when she started franchising the business. Sheets wanted everyone who invested in a franchise to succeed as she did. Sheets opened a school that taught the owners of the franchise and the employees everything from how to answer the phones properly, how to move large furniture in tricky areas, and how to handle their finances. Sheets method accomplished two things. The first was to help the new owners succeed quickly and second it taught them how to self-manage themselves.…
The case study of Sheets shows her motivation came from two needs. The first was her self esteem and the how she strived hard to be successful. This really showed through her hard work and desire to be a perfectionist. When Sheets quit her job, it showed her desire to achieve and that she is willing to take risks. Sheets second need is the need for belongingness because Sheets had children. As a hard working woman, she was capable of putting all her children through college, in addition she also made the company family oriented by having her daughter as the CFO and President and her sons as franchise owners and board members. Sheets approach to creating high performing teams…
The motivation theories used in Two Men and a Lot of Trucks are the Expectancy Theory and the Equity Theory. With having the motto “To treat others as you would want your Grandma treated.” the company is expecting the owners and employees to treat customers with respect as well as their belongings, therefore causing the customers to be satisfied and to refer other friends to use the services of Two Men and a Truck. With the Equity Theory the company has set up a computer lab where franchisees can compare data of other franchisees and communicate about what is working and what is not. Mary Ellen Sheets approach to creating high-performing teams was to be the best out there. She came up with a moving company to move clients within city limits or short distances, and by charging by the hour instead of by the pound. She also made sure everything was spotless and her employees were in clean uniforms. She guaranteed the work done, and followed up with any complaints that were made and resolved them.…
In a business management team, a motivation staff is an important part to a management team, I will be writing about four theorists who have already researched on how to motivate employees and have helped businesses and organisations to motivate their employees with these theories. The four theorists I have chosen are Frederick Taylor, Elton Mayo, Abraham Maslow and also Frederick Herzberg.…
Internalization and integration are the processes through which extrinsically motivated behaviors become more self-determined. Intrinsic rewards: tend to give personal satisfaction to individual by the following: Information/feedback, Recognition, Trust, Relationship, and…
Motivation is literally the desire to do things. There were several factors for Horvath’s rapidly growing sales volume. Firstly, Bob valued hard work. He worked ten to twelve hours per day even in the most recent phases of his career. Accordingly, his senior and middle management group worked similar hours. Motivating employees to complete their work correctly and on time is one of the major tasks of management. Changing an employee's perception of his place within a company is sometimes an effective way of improving organizational behavior constructively. Employees who perceive that they have a greater control over their work lives will likely be more motivated to excel within the organizational…
Motivation, job satisfaction and performance are driven by: the employer and employees. Employers control the output provided to the employees and the employee bring morels, values, personal beliefs, education, and experience. Increasing employee motivation can increase job satisfaction and performance. “Motivation refers to forces within an individual that account for the level, direction, and persistence of effort expended at work (Schermerhorn, Hunt, and Osborn, 1997).” Motivation is the key to creating an environment in which optimal performance is possible (staff@incentives.com, 2010).…
The goal-setting theory states that employee’s are motivated when they are given a specific goal. Mary Ellen Sheets set goals and had business plans made so she knew approximately how well the company would do. This encouraged her to try and franchise and that went well too. She wanted everyone to have a good experience with a business known to cause stress and she worked hard to accomplish that.…
Some of the main factors that are at the root of motivational discourse are the content of work, extent of employee participation in organizational decisions, and the core extrinsic incentives of wages, promotion, fringe benefits, job and post-employment security. It has been suggested by Bishop (1987, p. 56), that increases in productivity within companies are directly related to increased wages, and also by the use of merit-based pay. Although, the strongest motivator is self-actualization, that is, the desire to maximize one 's potential, fulfill oneself and use one 's abilities to the fullest. Research has shown that organizations that effectively manage human capital find that motivation and commitment to individuals has increased their performance and hence improving performance of organization (Bhatti, Waris, Zaheer & Kashif-Ur-Rehman,…
According to The San Diego Business Journal motivating employees is the key issue for most managers; job discussions and training focus their managers on how to motivate their employees. With the proper motivation of their employees a much higher level of performance and productivity will occur, however, not every employee responds to the same motivation every individual responds differently to certain motivational techniques. In this assignment will be looking at different motivational techniques and approaches, the main question that a company whether it be large or small has is on how they motivate their employees, how does a particular technique work, and when to apply a certain technique and most certainly who they should apply this to? Motivation will increase innovation and productivity in a workplace. Motivation has a huge influence on productivity, every leader, manager, or supervisor must understand what particular motivational techniques to use on each employee in order to capitalize on the best performance of each and every employee. Each individual has his or her own set of values that life has given them; it is these values that a person has that will make them act differently in a particular motivational technique.…
As a manager, I believe that taking the time and understanding the different strengths in each employee will give me the determination to what motivational methods and techniques will benefit them as individuals. By having this evaluation of each employee I can determine what will motivate them the most. I have found that by using job rotation, job enlargement and job enrichment has made huge impacts in increasing the motivation within all the employees at my health care facility.…
According to the book Organisational Behaviour on the Pacific Rim (2007), motivation is the “forces within a person that affect his or her direction, intensity and persistence of voluntary behaviour in the workplace”. This means that compared to a non-motivated employee, a motivated one is willing to consistently (persistence) give more effort to their job (intensity) to achieve the desired goal or goals (direction). Today, motivating employees is important and has become more challenging for employers due to the fact that an engaged workforce result in greater performance, productivity and success for the business. This is why many managers want to find ways on how to motivate their subordinates so that the employees are willing to contribute to the firm with full potential as it will affect the corporate performance. In order to motivate subordinates effectively, managers need to have a better understanding of motivation which is why there are numerous theories that try to explain the term. Motivation theories can be grouped into two types, the “Need Theories” and the cognitive psychology evaluation theories. The “Need Theories” are the “Hierarchy of Needs Theory”, the “Theory X and Theory Y”, the “Two-Factor Theory”, the “Four-Drive Theory” and lastly the “ERG Theory”. Whereas for the cognitive evaluation, there are the “Job-Design Theory”, the “Reinforcement Theory”, the “Expectancy Theory”, the “Equity Theory and finally the “Goal-setting Theory suggested by E.A Locke, which will be discuss in detail in this essay because this theory has become the most effective and widely used motivational tool that has been supported with many years of empirical research (Barsky 2008).…
Nowadays, most of the firms in all kind of industrial workplace request to building the team, working as a team, “Team building skills” are critical for effectiveness as a manager or entrepreneur, and because it could lead to productivity, therefore, "Motivation" skills has to apply to those day to day teams, intrinsically by given positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth; extrinsic to the work itself, and include aspects such as company policies, supervisory practices or wages. For example, In a clothing buying office, the manager would give those more important brands to the most productive team of merchandisers, not just to making sure the productivity, also making employee feel prod of their own jobs. This is called goal setting, In a company should always more than one team but only one product or project make the highest profit, therefore healthy…