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Date Created: 11/14/15
Running Head MOTIVATIONAL PROBLEM A Motivational Problem at Work Alexander Rodgers BUS610 Organizational Behavior MAB 1 134A 05 September 2011 Gary Shelton Running Head MOTIVATIONAL PROBLEM 2 A Motivational Problem at Work Introduction Motivation plays a great deal keeping employees committed towards the organization and in helping them produce the best results In order to keep an employee motivated the organization must provide employees with both monetary and nonmonetary rewards The monetary rewards include all the cash related rewards while the nonmonetary rewards are the noncash rewards which an employee gets These include rewards such as subsidized meals mobile reimbursement and free transportation service In the absence of any of the two an employee can be demotivated and this if further re ected in his performance Problem Situation In this case the employee is facing issues with regards to the absence of nonmonetary rewards which has deteriorated his performance at work As mentioned above both kinds of rewards help in keeping employees motivated An employee working very hard and on a timely basis always expects appreciation and recognition from his supervisor However he is not receiving any kind of appreciation which is the primary factor of demotivation Herzberg39s Theory of Motivation This theory is also known as the Two Factor Theory and it is divided into two categories The first category has a set of factors that lead to dissatisfaction while the other set has factors that lead to satisfaction In order to understand the levels of motivation of an employee in a better way Fredrick Herzberg has determined some factors These factors help in determining the level of satisfaction or dissatisfaction in a work environment Running Head MOTIVATIONAL PROBLEM 3 The factors that lead to dissatisfaction are the policies of the company supervision issues and relationship of an employee with the boss work conditions that an employee is provided with the salary an employee receives and his relationship with colleagues However the factors that lead to satisfaction are achievement recognition the work an individual is assigned to his responsibilities advancement and growth In this case the employee is having workplace motivated problem due to the absence of appreciation and recognition Therefore if the company provides the employee with this non monetary reward by giving the employee recognition it will greatly help him in further increasing his productivity Kinicki amp Kreitner 2009 Intervention In order to cope up with the motivation problem at work the management of the organization can come up with certain interventions The management must therefore look into the problem in depth and must solve the problem before any serious issue occurs Some of the ways in which this motivational problem can be solved is by doing the following 1 Employee should be thanked by name so that his colleagues and the other employees working in the organization get to know about the employee 2 The work which is being recognized should be stated specifically since this identifies and underpins the behavior which is desired 3 The employee should be explained that the organization appreciated what he did and that the organization felt pride in it 4 The value which has been added to the organization because of the contribution of that particular employee should be appreciated Running Head MOTIVATIONAL PROBLEM 4 5 The management must also support the employee and should tell him about the way in which his behavior has supported the organizational objectives and goals A direct connection between the organizational goals and the work an individual is assigned to should be developed Award Recognition Survey According to a survey which was conducted in 1998 it was revealed that employees who received recognition awards affected them These rewards positively affected the perception of the recognition program as well as the organization as a whole From the 33774 US and Canadian employees it was revealed that 97 of the employees felt acknowledged when they received an excellent award presentation while 39 of the employees felt acknowledged when they received a poor award presentation Ivancevich Konopaske amp Matteson 2007 It had also been noted that commitment of 93 of the employees was built towards the organization when they received an excellent award presentation while 41 felt stronger commitment to their organization after a poor award presentation Ivancevich Konopaske amp Matteson 2007 The impact that employee recognition has on the employee greatly depends on the way he is recognized or appreciated Awards normally tend to have little impact on the employees when they are recognized on mail or when the award is kept on his desk However a good presentation of the way in which the award is delivered makes a lasting impact This is because when the employee s colleagues get to know about the contribution of the employee they feel good Running Head MOTIVATIONAL PROBLEM 5 Conclusion Since appreciation is a human need employees respond in a positive manner when their work is valued Therefore their satisfaction and productivity increases and their work improve Providing recognition to employees is either free or costs very less to the organization Recognition can be both formal and informal and it can be given on the basis of an employee s behavior or effort Recognition also serves as a powerful means of communication and it creates a positive environment at work Running Head MOTIVATIONAL PROBLEM Reference IvanceVich J Konopaske R amp Matteson M 2007 Organizational Behavior and Management MCGrawHill Irwin Kinicki A amp Kreitner R 2009 Organizational behavior Key concepts skills amp best practices 4th ed New York NY MCGrawHill Irwin
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