Hcs 325 Motivational Methods Research Paper
Motivational Methods Paper
Janine Bowser
HCS 325
May 28, 2012
Sharon Sauls
Every manager in an organization must develop the necessary skill of motivation, and apply it to their staff in order to work more efficiently. This ability is a key role for each department and it is of utmost importance that it be applied in a manner that is both beneficial to the organization and staff as well. Each staff member has a role to play in accomplishing goals and it is the duty of the managers to facilitate and motivate their staff. This paper will address three motivational methods to motivate staff for upcoming changes for the organization. Motivation can be defined as: “Forces within individuals that account for the level, …show more content…
These are items such as feeling pride and a sense of achievement, recognition, and room for advancement. As it turned out, things relating to the setting of the job were what they enjoyed least about the job, he labeled this hygiene factors. These are items such as work environment and conditions, interpersonal relations, policies, quality of supervision, and salary. These negative factors can be remedied with improving policies to enable staff to feel more satisfied in their environment, such as adding soothing environmental sounds, music, or providing chair message for example can help create a less chaotic work environment and positive hygiene factors. However, in using this method it is also important to be conscious that the two-factor theory is a complementary theory, improving the hygiene is also along with improving the satisfier factors as well. Common sense means that one follows with the other, recognition must also come along with environmental …show more content…
Utilizing the two previous methods of motivation based on the needs of staff, a manager can then create jobs by assigning the required tasks to those individuals who are appropriate to accomplish job performance and job satisfaction for themselves as well as the organization. To make the future changes the organization is anticipating it is essential that the managers utilize their skills to “tailor job design” (Lombardi, Schermerhorn, 2007), to fit the strengths of staff with their own specific qualities and needs, this includes four specific areas, one, job simplification: identifying work processes and tasks for staff to work in clearly defined and specialized tasks. Managers can utilize lesser skilled staff to perform duties of lesser complexity, allowing others with higher skill levels to focus on areas of greater need. Job rotation allows the manager to create flexibility and understanding of other areas, creating a better relationship and moral between departments. Job enlargement integrates or combines tasks previously done by separate workers, this is an option that a manager should do with caution because it could have an opposite reaction to the motivation they are trying to create. The final alternative in job design is job enrichment which is essentially delegating some of the responsibilities of the manager to another individual creating a broader scope to their current position and
Janine Bowser
HCS 325
May 28, 2012
Sharon Sauls
Every manager in an organization must develop the necessary skill of motivation, and apply it to their staff in order to work more efficiently. This ability is a key role for each department and it is of utmost importance that it be applied in a manner that is both beneficial to the organization and staff as well. Each staff member has a role to play in accomplishing goals and it is the duty of the managers to facilitate and motivate their staff. This paper will address three motivational methods to motivate staff for upcoming changes for the organization. Motivation can be defined as: “Forces within individuals that account for the level, …show more content…
These are items such as feeling pride and a sense of achievement, recognition, and room for advancement. As it turned out, things relating to the setting of the job were what they enjoyed least about the job, he labeled this hygiene factors. These are items such as work environment and conditions, interpersonal relations, policies, quality of supervision, and salary. These negative factors can be remedied with improving policies to enable staff to feel more satisfied in their environment, such as adding soothing environmental sounds, music, or providing chair message for example can help create a less chaotic work environment and positive hygiene factors. However, in using this method it is also important to be conscious that the two-factor theory is a complementary theory, improving the hygiene is also along with improving the satisfier factors as well. Common sense means that one follows with the other, recognition must also come along with environmental …show more content…
Utilizing the two previous methods of motivation based on the needs of staff, a manager can then create jobs by assigning the required tasks to those individuals who are appropriate to accomplish job performance and job satisfaction for themselves as well as the organization. To make the future changes the organization is anticipating it is essential that the managers utilize their skills to “tailor job design” (Lombardi, Schermerhorn, 2007), to fit the strengths of staff with their own specific qualities and needs, this includes four specific areas, one, job simplification: identifying work processes and tasks for staff to work in clearly defined and specialized tasks. Managers can utilize lesser skilled staff to perform duties of lesser complexity, allowing others with higher skill levels to focus on areas of greater need. Job rotation allows the manager to create flexibility and understanding of other areas, creating a better relationship and moral between departments. Job enlargement integrates or combines tasks previously done by separate workers, this is an option that a manager should do with caution because it could have an opposite reaction to the motivation they are trying to create. The final alternative in job design is job enrichment which is essentially delegating some of the responsibilities of the manager to another individual creating a broader scope to their current position and