Motivation has 3 basic factors; according to a recent article written by Stephen P. Robbins entitled Organizational Behavior and Leadership (15th Edition, “Motivation Concepts”).
They are as follows: intensity, direction, and persistence. Let’s dive a little bit deeper into these concepts. Along with these factors, let’s look into 3 key components of the expectancy theory of motivation and how it will assist in what needs to be done for this company to develop a better system of individual performance.
According to the same article above, intensity measures how hard a person tries to accomplish a task. Intensity can be measured by almost anything in life, including exercise and volume, being more of the two common measures. When we look at intensity with motivation, it must stay at a certain level or measure to accomplish the ultimate goal throughout the whole process. So with intensity and this situation at the work place, each individual, along with both supervisors, should measure the intensity of their attitude and energy towards their positions and the workplace atmosphere.
Feedback should be gathered on what would make each person’s experience at work more interesting. This would include the best ways to provide recognition and help for the growth and success of each person. This will assist in improving the intensity of motivation, which in turn, will improve the overall performance. Direction is also important because one must remain on a focused path the entire time from the beginning to the end on that specific goal, which in this case is performance within the company’s employees.
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When motivation is slipping on tasks being performed by volunteers who have other full time jobs, the learning team suggests that in order to analyze the cause of the motivation problem, an effective manager needs to look at what drives the volunteers and the outside factors that may be affecting performance. We know that each of the volunteers was motivated to sign up for different reasons. ...
For example, staying focused and organized are key elements to doing this. Each supervisor should change the way they manage each individual’s tasks by providing specific lists in a prioritized manner to have each person fulfill. The other important aspect to this is recognition. Once tasks are completed, try new ways of recognition, adapting to each individual’s needs with recognition. Some people require more recognition than others, whether it is an individual recognition or team recognition.
In fact, this is proven as one of the largest key factors with motivation in several theories. Recognition can be given in the form of just grateful sayings or more extensive rewards such as pay raises and paid time off. This would be useful, especially towards Supervisor B’s employees who are complaining about the amount of pay they receive for the time that they work. Persistence is a combination of direction and intensity in keeping certain stamina at a constant level while striving to complete the ultimate goal.
Within the work atmosphere, persistence usually involves keeping a positive attitude and always moving forward in every task an individual completes. Persistence can be managed by each supervisor in the way of making each individual track their own present success and where they want to be within the company, for instance, in a 6 month, 1 year, and 5 year time frame. This enables each person to get more involved in staying persistent for a short term and long term period. This not only encourages better attitudes but will lead to enhanced individual performance.
Using these 3 steps to incorporate this in this particular work scenario, along with the expectancy theory of motivation, will improve motivation. With this particular theory, motivation is improved by how much an individual wants rewarding and recognition. With that being said, as a supervisor, particularly Supervisor A, more effort needs to be demonstrated by giving the people who perform at a higher rate much better rewards than the individuals who do not perform near as well.
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After eight weeks of working with a group of six members, the most important learning experience was learning how to use motivation in a group work. Accurately apply motivation can improve team work efficiency and outcomes. This essay will provide a critical thinking about how to use motivation in a group and discuss which aspect need improvement when apply motivation in a group. In this task, ...
This theory would work well with Supervisor B’s employees in obtaining higher pay raises and individual bonuses for the employees that perform at a higher rate, depending on the company’s budget. Money, in general, is a motivator itself. Encouraging employees to earn this reward and recognizing them will help improve their attitude. This, in turn, will improve the intensity of their performance.
This also allows them to focus on the direction of the ultimate goal and their persistence in maintaining consistent and advanced performance within the workplace. These factors are all important in maintaining motivation and must be incorporated in improving performance with this particular company. References: Robins, Stephen P. (2012) Organizational Behavior and Leadership. 15th Edition. Motivation Concepts. Chapter 7. Thinkexist (1999-2013) Thinkexist. com Quotations. Retrieved May 22, 2013, from, http://thinkexist. com/quotes/bill_cosby/ .
