Question

Scenario

In a meeting with members of Informational Systems operations area, you ask middle managers about the recent sub-par performance in the department and their thoughts about the reasons behind it. They state that their performance goals are set too high, with the vast majority of their employees missing their individual targets across the board.

In your education and training to be an organizational behavior consultant, you studied various needs-based motivational theories:

• Maslow’s hierarchy and the five categories of basic human needs
• The ERG theory which compressed Maslow’ five categories to three (Existence, Relatedness, and Growth)
• The Two-Factor theory, which describes factors that either motivate people or make them dissatisfied

Your Task

Which of the motivational theory/theories do you think is best for describing human behavior in the workplace? Based on that, how would you construct a work environment using reward strategies, work-life balance considerations, and other approaches?

Answer 1

Answer

To my view the best is two factor theory and the philosophy of acquired requirements. Taking them into consideration I clarified the necessary question.

Explanation:

The two factor hypothesis and the learned model theories of needs are better represented in the workplace for human behavior.

• The two-factor hypothesis (also known as Herzberg 's principle of motivation-hygiene and dual-factor theory) notes that there are some variables in the workplace that induce job satisfaction and a different group of variables cause frustration, both working independently of one another.
• # Performance, appreciation, job status, transparency and development incentives all come under motivators / satisfiers.
• # Hygiene factors / dissatisfiers contribute to pay, secondary working circumstances, interaction with superiors, physical place of work and interaction between boss and employee.
• The philosophy of learned needs analyses the needs of people and classifies them into three driving forces, the desire for success, strength or association.
• The acquired needs theory of David C. McClelland is also known as "human motivation theory," "the theory of motivational needs." It is used to consider employee expectations and create a plan in the enterprise for the motivational process.

Motivating your staff is a delicate and purposeful task, involving more than an annual examination or a few comments in the personal file of someone. The effective use of motivational ideas in our workplace would allow the company to inspire the workers and accomplish the employees' collective purpose and individual objectives.

Here are few ways you can boost efficiency and job motivation:-

1) Make Expectations Clear

Employees without goals are of course going to be aimless. Provide them with specific targets that can be met, and ensure that tangible criteria are in place to measure their performance.

2) Correct Privately; Praise Publicly

Most people don't get inspired by negative reviews, particularly if they feel embarrassed about it. The only suitable way to address an current, performance-related problem or fix a new, particular error is in the employee's or your own workplace, with the door locked. On the other hand, officially reveal that one of the staff has made a especially excellent appearance, sale or other noteworthy achievement.

3) Make Rewards Achievable

The yearly incentive trip given to the top-performing employee is well known to all. The thing is, bonuses like this typically go to one or two workers. This leaves the majority of the workers thinking like there is not much sense in diligent work when the same few individuals are only reaping the benefits.

To inspire sustained consistency in results, set up a sequence of smaller incentives over the year.

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