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WORKER MOTIVATION & PERFORMANCE.   Term Paper ID:22687 Click to get this paper Essay Subject: Role of managers in creating productive environment & satisfied workers. Theories, communication, evaluation & counseling techniques. Abstract.... More... 17 Pages / 3825 Words 13 sources, 15 Citations, APA Format $68.00 Return to List of Papers Paper Abstract: Role of managers in creating productive environment & satisfied workers. Theories, communication, evaluation & counseling techniques. Abstract. Paper Introduction: Abstract Understanding why employees are motivated to perform their jobs is one of the more challenging aspects of a supervisor's career. Individuals have different motivations for why they work, and a motivational technique which works well for one individual may not work well for another. To understand how employees are motivated, it is necessary to understand various need theories and determine which of these theories is appropriate in any particular situation. Supervisors must also be able to clearly communicate their needs and the needs of the organization to employees, and also receive communication back from employees regarding their performance. Employees offer information (both verbal and nonverbal) regarding their skills, abilities and incentives, and supervisors need to understa Text of the Paper: The entire text of the paper is shown below. However, the text is somewhat scrambled. We want to give you as much information as we possibly can about our papers and essays, but we cannot give them away for free. In the text below you will find that while disordered, many of the phrases are essentially intact. From this text you will be able to get a solid sense of the writing style, the concepts addressed, and the sources used in the research paper. a motivational technique whichworks well for able to clearly communicate their needs andthe needs of the helps supervisors spot potential problemsbefore they become serious and also growth Introduction A supervisor's job employees to perform their best work on behalf of types ofmotivation in different ways and successful Satisfaction and Performance Understanding motivation and performance begins perform thetask at hand the wise manager seeks factors involved which are more complicated and whichreach number of different approaches to work motivation most ofwhich can theirwork Process theories focus on how rewards people will seek pleasureand avoid pain Advocates of this approach to be vague in terms of the point that the number of Thematic Apperception Test was developed by Henry set of drawings from magazines for power The need for individuals money is primarily a source of feedback onpersonal ineffective if their need for affiliation is not Murrayand McClelland were formulating their views According he termed deficiency needs and must be satisfied a lower-order need can supersede a higher-orderneed DuBrin p Safety needs relate to obtaining These are social needs and begin with the need for desire for self-fulfillment Personal development may beexpressed in many is thetwo-factor theory This theory holds that that the absence of motivator factors wouldnot strong dissatisfaction This approach issignificant in that it ofanticipated rewards These theoretical models assume the Vroom model whichholds that the psychological force on an performance and performance will lead to reward The firstexpectation performance motivation becomes difficult Another consideration by the employee iswhether p The Porter-Lawler model developed by Lyman on personaland institutional perceptions Managers also need hire qualified employees and train them Rewards also need to be perceived both as fair steps generating an idea encoding the idea transmitting it receiving organizations include oral communication written communication including electronic mail and accomplishing simpleand routine tasks Decentralized excess ofinformation Within an organization process and travels from lower level There are a number of receiver's frame ofreference understood by the communicator Feedback should be Rogers and Farson requires listening way all members of the organization practice similar up to the manager to determine what the problem is and counseling is important not the organization in the future a strong managerwill is also reward for the subordinate who with of an employee canprovide the basis for strong in place so that it occurs annually and it is are measuring up to thoseexpectations Generally evaluateemployees in a number of specific categories For example each incidents informally known as management to management by objectives MBO in which it is a more objective technique than theothers for subjective evaluation by the supervisoroutside of have been absentdue to a prolonged method does nottypically allow for tasks that employees are called upon tocomplete For example tasks are important to thedepartment's function but a ranking of employee who has a difficult personal Other evaluation methods such as MBO objectives however carelessly developed objectives can improving the weaknesses andplaying on the for asupervisor to identify an area of weakness the employee for trying to figure out will find thattheir employees are improve and areas which they cannot isone that requires more serious attention easy task for most supervisors andrequires for example Thiscan be improved by sending the employee to areas Some individuals haveweak spatial relationships for example which organization Weisbord p Another performance area that is critical If the supervisor rules outthat it is a deficiency in is critical that the supervisor employee Both parties mustengage in active differentway of explaining what is that is performed badly is a series the problemcan be large To begin to solve this fact deficient in an area which is critical to overcome the problem since it their difficulties However if the situation proves able to perform the requisite tasks results issues which may prevent an employee from performing atask in and understands the task which is to beperformed but that an employeemay need to send certain items his own tasks at or above be a decrease in motivationthat can be difficult for whopresent the obstacles and work it Failing to recognize obstacles can problems that obstacles present and helpingemployees to develop the self-esteem as they take on more responsibility for their motivation within the environment islikely to be nonexistent and that of pay strong performers arerewarded with increases in their overall work environment Reduced work schedules such as a day their supervisors'expectations The issue of consequences the organization or a clear their employees and also the legal environmentin which they orhaving only minority workers in menial positions Negative consequencesare covered hours thatindividuals can work Additional work most effectively when they are known to allparticipants ahead no suchincrease is on the horizon Similarly if workers becomes a serious problem Summary Motivation in the workplace differentindividuals are motivated in a specific environment at hand Successful managers are those spottingperformance problems before they become significant issues and understandtheir employees' obstacles andthe consequences in place is critical if a behavior human decisionprocesses pp Ferris McGraw-Hill Gordon G G April Industry determinants of goodness Across theBoard pp McGregor D The human side of Koslowsky M January Organizational attitudesand behaviors as a function workplaces San Francisco Jossey Bass a supervisor's career Individuals havedifferent understand various needtheories and determine which of these regarding their skills abilitiesand incentives and supervisors need to a work environment which is most importantroles that a supervisor fulfills a lesson which once learned can be research examines types ofmotivation and the components the go into not what the supervisor envisions Instead of assuming thatthe workers notpossess the requisite skills which can or unproductive is to put responsibility whereit does not to perform and areconcerned with identifying the different p One of the first attempts at developing a motivational While hedonistic approaches are useful for This led to the development of the instinctual theory thatwas approach is best used to describeactions after they occur rather and strength of various personal approach further byuncovering three dominant needs the need this need High achievers are driven bythe affiliation tend to be warm individualmotivation also based on needs being more essential to survival realization of one'spotential The hierarchical ordering in terms freedom from pain Oncethese needs are met the second reasonably safe andsecure the third lead to serious maladjustment ofindividuals and recognition as well as appreciation and attentionfrom others their own potential Keys p Another view of Factors that led to satisfaction were termed motivatorfactors while factors would result in littlemore than neutral feelings from employees while not the same Lu p Expectancy theories attempt to that personal andsituational influences are important in employee motivation p Two kinds of expectations are ton increase inproductivity or another desired accomplishment If the employeeanticipates believes that this is the case the easier the theelements of the theories discussed above Under this environment jobs so that increased effortleads to high an objective andquantifiable way and in poor productivity and a loss of competitive and filters and may affect the communication at the less satisfied they are Centralized communicationnetworks are most information Centralized networks more oftenhave to lowerlevels of an organization Generally downward and upwardcommunication is the receiver's level of understanding Communication can key to successful communication To be aneffective including nonverbal ones pp Formal communication effortsshould also complement the to encounter situations where their expectations and theperformance of of the subordinate and counsel the organization in thefuture By evaluating an employee's strengths its current needs but also professional skills and which serve to enhance is most often accomplished through the use ofa formal performance staff members apprised ofwhat is critical incidents and other methods Sagie Koslowsky p ranking environment employees are rankedagainst behaviors constituteeffective or ineffective behavior Other developed The advantages of the rating technique is that each team by usingeach employee's strengths and weaknesses to accurately reflect their situation during a specific period Forexample would receive low marks for attendance becompared to another but results in a hierarchical ranking whileanother employee is outstanding at interpreting that data and formulatingstrategy of the most subjective ways toevaluate employees and depends largely other minor problems may be construedas evaluating employees If objectives are carefullystructured the evaluation process not only identifies evaluation process and one which can be highly effective how theemployee might improve that skill Following this to identify areas that can bestrengthened and this point it can be important that supervisors understand how deficiency in a particular area is one thatthe employee can able to change no matter what steps thesupervisor takes Determining in skills relates to an employee's unfamiliarity be the result of a learning disability to help employees meet their own potential as have the ability to complete the task but the task that the employee does not understand thetask as the Edwards p To do this the supervisor subordinate If the task hasbeen performed poorly own words can helpidentify where the communication to perform during the course of his job are what thesupervisor thinks they are It may be which is a communicationproblem Effective supervisors will in moraleamong other employees if refrain from dismissing the employee ortransferring him to members of theorganization who resent having This assumes that the employee has the obstacles come fromother departments on which If theitems come from production late the employee demoralizing to employees who mustconstantly face missing deadlines or otherwise to help them overcome suchobstacles In the supervisor mayspeak to other supervisors is demoralizing failing to correct recognized obstacles achieving its objectives but also builds actions byemployees If employees are neither rewarded for accomplish their tasks Consequences cut across both positive and only limited effectin the work environment work incentives whichcan be used to feel that theyare valued within the organization This may final action of termination if performance does not improve Understanding employers thatmight indicate an unfair bias are laid off what must be done to document poorperformance the vast sea of regulations that if they perform well are are likely to take steps necessary to build a foundation Understanding how towhich individuals and then communicating how those needs can be and paying attention to potential problemsbefore they as well Understanding all of R April The study of evaluationprocess Organizational behavior human decision processes pp Fournies F F and total quality control Industrial engineering M Rubin J S Osland Eds The organizational behaviorreader organizationalbehavior New York John Wiley Sons Vecchio R P Organizational Abstract Understanding why employees are motivated to perform their jobs one individual may not work well for another To understandhow organization to employees and also receive communicationback from employees regarding help supervisors spot the strengthsamong their employees By using the includes many different types of roles thecompany Finding the key to motivating employees supervisors developcomprehensive understanding of each of their employees and with understandingthat the workers are not to understand why the workers are notperforming to his expectations to the heart of effective be broken down into either content theories or process theories control behavior Thesetheories are concerned with the hold that individuals makerational choices based on predicting behavior and oflimited practical use Freud and others focused proposed instincts were toonumerous to render the theory A Murray as anoutgrowth of his research that when subjectsdescribed them could be used to highlight the achievement determines how employees will respond tochallenging job assignments because performance rather than an end in balanced withtheir needs for achievement and power to Maslow needscan be classified into tonsure anindividual's very existence and security Higher-order needs Maslow's deficiency needs are identified as physiological needs a secure environment in whichan individual is free from include the need for affection love and sexual expression esteem including self-respect and the esteem of others Esteem different ways but some individuals the factors which contribute tojob satisfaction make employees unhappy but would leave them feeling suggests that the issues that that individuals makerational decisions based on economic realities These employee to exert effort is afunction of his expectancies of that effort will lead to performance refers to an employee'sassumption a given level of performance will result Porter and Edward Lawler seeks to create the perceptionthat effort will adequately for the tasks to which they are assigned and equitable Communication Communication is it decoding it understanding it and responding nonverbalcommunication DuBrin p The more group members networks are preferable for complex communication can travel downwards upwards or horizontally to upperlevels Horizontal communication travels between approaches to improving communication within anorganization These include using encouraged sothat the communicator is certain that for total meaning responding to feelings behind approaches tothe process Performance Problems Managers with even the best and how best toremedy the situation Fundamentally it is only to the immediatejob at hand but be able to help develop employees who are able theassistance of his manager is motivation in the future and help theemployee develop often tied topay increases However effective managers recognize performance evaluation techniques can be employeecould be rated with regard to quality of work by exception makes notes of actual jobbehaviors and are employees are judged against objectives that they theirsupervisor or the Employees can be compared against each other using exceptional cases and employees may be rated in illness or surgery While the such exceptions The ranking technique has in an accounting department one employee mightexcel at preparing employees would not take thedifferences in relationship withhis supervisor may find that the critical have the advantage ofevaluating employees based on the needs be difficultto attain and may result in a strengths This feedback or counseling perhaps a lack of professionalskill on computers how bestto develop skills that meet the employer's much more motivated to take the steps necessary toacquire Skills can be taught ability cannot There may be some problems awareness on their part as to training classes or by otherwisehelping the employee learn the skill is not a skill that can betaught Recognizing this limitation to supervisors is that oftask understanding An employee ability or skills that is communicate the task and its listening making sure that the supervisor's needs areclearly to be done Since performance has already oftasks which are performed badly which problem the supervisor should beginby verifying the performance of the job Or the employee may can be expensive to recruit and trainnew personnel tobe beyond salvation because the deficiencies of in a demoralization notonly for the employee who a satisfactory manner Chief among these are obstacles over there are external influences which prevent to customers but depends on the itemscoming from production in the supervisor's expectations While most supervisors are willing to even the most effective supervisor to with them to create processes which make theobstacles result in employees beingblamed for skills to help prevent obstacles from own job environment Ferris Judge Rowland Fitzgibbons p A supervisors and employees are likely to havehigh levels of anxiety wages weak performers receive no suchincreases Financial off a free lunch or dinner is one that must be handled very carefullywithin promotional path Negativeconsequences vary but generally include a work Preferential treatment must be based on ability by a variety of regulations regulations can be imposed by unions andother organizations and today's of time Workers who know understand the penaltiesfor failing to meet is a complicated issue that depends onwork is what determines asupervisors success in motivating his subordinates Effective individuals who are able to communicateeffectively with their subordinates and strengths and weaknesses Such understanding often comesfrom a supervisor is to be effective References DuBrin A J Foundations G R Judge T A Rowland K M Fitzgibbons D organizationalculture Academy of management review pp Keys D E enterprise New York McGraw-Hill Rogers C R Farson R of participation in strategic and tacticalchange decisions Journal of organizational motivations for why they work and theories is appropriate in anyparticular situation Supervisors must also be understand this information inorder to effectively motivate employees Appraising performance conduciveto high levels of productivity and employee is that of motivator A good manager isable to motivate consideredmastered Instead individual employees respond to different successfully motivating employeesto meet their goals and objectives Motivation in question are lazy or unskilled or unwilling to be remedied through training there may be other belong McGregor p There are a rewards that people seek in theory focusedon the principle of hedonism which finds that describing behavior after thefact it has proven based on inborn or innate predispositions Instinctual views gainedacceptance to than as predictors of specific behavior Vecchio p The needs Specifically he used a for achievement the need foraffiliation and the need prospect of performance-based satisfaction rather than by monetarygain For these and friendly in their relationships but may be at approximately the same time that than higher order needs Lower-order needs of potency prepotency means that a deficiency in order needs safety needs can beaddressed set of needs can be considered prevent the individual from meeting higher-order needs The growth needs The highest level set of needs self-actualization needs includes the work motivation developed by Fred Herzberg that contributed to dissatisfaction were deemedhygiene factors Herzberg held failing to meet hygienefactors would result in explain worker motivation in terms One of themost widely cited versions of expectancy theory is key to the expectancy model effortwill lead to that increased effort will not lead to increased motivational task Ferris Judge Rowland Fitzgibbons managersshould offer valued rewards and these rewards should be based performance Managers also need to base rewards on the performance of these tasks edge In anycommunication profess there are specific any stage Common forms of communication in effective for quickly and accurately a single leader and may subject their members to an generally one level at a time Upwardcommunication reverses the processed formally while horizontal communication isoften informal be thought of as empathetic with the listener an individual should practice active listening which according to company's overall communication strategy Inthis their subordinates fail to coincide In these situations it is the subordinate onhow best to improve that performance This evaluation and weaknesses and byconsidering the needs of to fulfill the organization'sfuture needs There his self-esteemand self-worth In this way effective evaluation evaluation strategy Most organizations have thisformal process expected of them and how they The rating technique is used to each other in a hierarchical fashion Critical methods use different criteria but often center around techniques similar employee is judgedusing the same criteria and full advantage However therating technique does not allow an employee whose work may be outstanding might although the illness was a one-time event The rating that does nottake into account the different based on the information Both on other factors than merelyperformance An significant problems by the supervisor organization and the individual both profit from achievingthe an employee's strengthsand weaknesses but also has a mechanism for indeveloping professional skills among workers It is not enough type of strategy placestoo much responsibility on who offer ways in which to build skills tospot areas which employees can rectify with proper training or whether the deficiency these issues is not an with computersin general or with a computer program in particular or just eachindividual's tendency to excel in different well as meet theobjectives of the may not beperformed to the supervisor's satisfaction supervisor does This becomes an issue of communication inwhich it must again practice effectivecommunication which is also required from the once it is up to the supervisor to try a breakdown is occurring More serious than a single task Thesesituations are difficult to overcome because the magnitude of that the employee is in work with an employee in order to helpthem they recognize that the employer is willing tohelp them overcome another department Keeping an employee on staff whois not to do the employee's work for him There are other skillsand ability to perform the task the employee depends For example will miss the deadline evenif he performs not completing theirtasks Over the long term the result can some cases the employee can speak directly with those to determine where the problem is and how bestto fix can be equally demoralizing Helping employees solve the the professional skills of the employee and their good performance norpenalized for poor performance the negative work performance The most often used consequence is as employees are also motivated by recognition andthe reward those employees who meet or exceed mean that positiveconsequences are increased responsibility additional compensation recognition within what the appropriate consequences should be requiresthat supervisors understand such as only promoting white males before a worker is dismissed and the number of form the business environment Consequences likely to do so than if correct poor performance beforethe performance individuals are motivated and determining how effectiveaddressed in the work situation become serious Effective managers also understand the importance of the factors which influenceperformance including skills abilities task understanding congruence inorganizational behavior research Organizational Coaching for improved work performance NewYork pp Lu D J May The endless recycling of pp Englewood Cliffs NJ Prentice Hall Sagie A behavior Chicago DrydenPress Weisbord M R Productive is oneof the more challenging aspects of employees are motivated it is necessary to their performance Employees offerinformation both verbal and nonverbal performance appraisal processeffectively supervisors can create includingcounselor manager administrator and leader One of the is not a lesson easilylearned nor is it the corporateenvironment in which they operate This necessarily to be blamed if their performance ormotivation is While it may be that the workers do management Assuming that the workers arebeing willfully disobedient Content theories focus on what motivates people dynamics or process aspects of workmotivation Gordon a careful evaluation of costs and benefits on the role of unconscious motivation forhuman behavior applicable to real-world situation As withhedonistic approaches the instinctual on instinct theory Murray created a test forestablishing the presence needs that were dominant inthe subjects McClelland took the story-telling task persistence and the acceptance ofchallenge are closely related to itself Individuals with a highneed for Abraham Maslow developed a more complete view of a hierarchy with the needs that are lower in thehierarchy growthneeds are concerned with personal development and the including the need for food water sleep and threats If a person is Theabsence of friends or loved ones can needs include the desire forachievement prestige and may never experiencethe desire to develop are different from the factors which contribute to jobdissatisfaction neutral abouttheir jobs Similarly addressing hygiene factors lead to satisfactionand dissatisfaction are theories have gainedmuch attention because they stem from the idea the future and the attractiveness offuture outcomes Scanlan Keys that increased effort on his part will lead in reaching a particularoutcome The more strongly the employee to combine content and process theories and incorporates many of lead to rewards and design Tasksshould be designed so that performance is measurable in key to organizations and ineffective communicationscan result Obstacles to this process include noise barriers must depend on each other for information anddecision making tasksthat require the sharing of Downward communication travels from the upper employees who occupy thesame level of an organization language including nonverbal language that is appropriate to the receiver understood the message Effective listening is also the speaker's comments and noting all cues understanding of motivational processesare likely the manager's responsibility toevaluate the performance also in anticipating the needs of not only to help theorganization meet able to cultivate skills which will helpbuild his the skills necessary for his own career growth Evaluating subordinates that informalevaluation performed more frequently helps keep divided into fourcategories rating ranking dependability cooperationand knowledge of the job In a evaluated as to whether these two acting in common have the ratingtechnique which may help the supervisor form an effective such a way thatdoes not employee would receivehigh marks for quality of work he the advantage of enabling one employee to financial statements and manipulating data employee strength into account The critical incident technique is one incident technique leads to lessfavorable reviews since tardiness and of the organization which is asignificant factor when decrease in motivation by the employee A good can be a criticalpart of the for example and not offer suggestions on needs Fournies p Instead supervisors who work with employees the skills in question At be learned Thus supervisors have todetermine whether an employee's whichthe employee simply will not be what the critical issues are Adeficiency that is lacking A deficiency inability might helps supervisors determine the bestway may have the skills to complete a task and may the issue then themost likely remaining cause is levelof significance to the employee communicated and understood by the been aproblem having the employee restate the task in his may encompass most of what anemployee is expected that the employee's skill level and ability not clearly understand the tasks and since there can be a significant increase the employee are tooextreme supervisors should not is frustrated but for other whichthe employee has no control theemployee from accomplishing the task Often these a timely manner in order to be sent out take such obstacles into effect whenperforming evaluations it can be overcome Effective supervisors work with employees less likely to occur In other situations situations that are out of their control which arising inthe future not only assists the organization in good motivational environment has clear consequences for and frustration in trying to remuneration as a motivator has or even trips can be strong an organization Employees who perform well need to limiting of potential careergrowth or the andcannot be based on overtly subjective determinations by and laws including regulationsregarding how people human resource professional must keepapprised of that they will receive anincrease in pay their objectives or failing to perform to standard they in the behavior science field in order to motivationdepends on understanding need theories and which needs are important superiors which includes effectivelistening effective feedback formal performance appraisal process but may also involve informalapproaches of organizational behavior Englewood Cliffs NJ Prentice-Hall Edwards J E April Subordinate influence and the performance January Five critical barriers to successfulimplementation of JIT E Active listening In D A Kolb I behavior pp Scanlan B Keys B Management and a motivational technique whichworks well for able to clearly communicate their needs andthe needs of the helps supervisors spot potential problemsbefore they become serious and also growth Introduction A supervisor's job employees to perform their best work on behalf of types ofmotivation in different ways and successful Satisfaction and Performance Understanding motivation and performance begins perform thetask at hand the wise manager seeks factors involved which are more complicated and whichreach number of different approaches to work motivation most ofwhich can theirwork Process theories focus on how rewards people will seek pleasureand avoid pain Advocates of this approach to be vague in terms of the point that the number of Thematic Apperception Test was developed by Henry set of drawings from magazines for power The need for individuals money is primarily a source of feedback onpersonal ineffective if their need for affiliation is not Murrayand McClelland were formulating their views According he termed deficiency needs and must be satisfied a lower-order need can supersede a higher-orderneed DuBrin p Safety needs relate to obtaining These are social needs and begin with the need for desire for self-fulfillment Personal development may beexpressed in many is thetwo-factor theory This theory holds that that the absence of motivator factors wouldnot strong dissatisfaction This approach issignificant in that it ofanticipated rewards These theoretical models assume the Vroom model whichholds that the psychological force on an performance and performance will lead to reward The firstexpectation performance motivation becomes difficult Another consideration by the employee iswhether p The Porter-Lawler model developed by Lyman on personaland institutional perceptions Managers also need hire qualified employees and train them Rewards also need to be perceived both as fair steps generating an idea encoding the idea transmitting it receiving organizations include oral communication written communication including electronic mail and accomplishing simpleand routine tasks Decentralized excess ofinformation Within an organization process and travels from lower level There are a number of receiver's frame ofreference understood by the communicator Feedback should be Rogers and Farson requires listening way all members of the organization practice similar up to the manager to determine what the problem is and counseling is important not the organization in the future a strong managerwill is also reward for the subordinate who with of an employee canprovide the basis for strong in place so that it occurs annually and it is are measuring up to thoseexpectations Generally evaluateemployees in a number of specific categories For example each incidents informally known as management to management by objectives MBO in which it is a more objective technique than theothers for subjective evaluation by the supervisoroutside of have been absentdue to a prolonged method does nottypically allow for tasks that employees are called upon tocomplete For example tasks are important to thedepartment's function but a ranking of employee who has a difficult personal Other evaluation methods such as MBO objectives however carelessly developed objectives can improving the weaknesses andplaying on the for asupervisor to identify an area of weakness the employee for trying to figure out will find thattheir employees are improve and areas which they cannot isone that requires more serious attention easy task for most supervisors andrequires for example Thiscan be improved by sending the employee to areas Some individuals haveweak spatial relationships for example which organization Weisbord p Another performance area that is critical If the supervisor rules outthat it is a deficiency in is critical that the supervisor employee Both parties mustengage in active differentway of explaining what is that is performed badly is a series the problemcan be large To begin to solve this fact deficient in an area which is critical to overcome the problem since it their difficulties However if the situation proves able to perform the requisite tasks results issues which may prevent an employee from performing atask in and understands the task which is to beperformed but that an employeemay need to send certain items his own tasks at or above be a decrease in motivationthat can be difficult for whopresent the obstacles and work it Failing to recognize obstacles can problems that obstacles present and helpingemployees to develop the self-esteem as they take on more responsibility for their motivation within the environment islikely to be nonexistent and that of pay strong performers arerewarded with increases in their overall work environment Reduced work schedules such as a day their supervisors'expectations The issue of consequences the organization or a clear their employees and also the legal environmentin which they orhaving only minority workers in menial positions Negative consequencesare covered hours thatindividuals can work Additional work most effectively when they are known to allparticipants ahead no suchincrease is on the horizon Similarly if workers becomes a serious problem Summary Motivation in the workplace differentindividuals are motivated in a specific environment at hand Successful managers are those spottingperformance problems before they become significant issues and understandtheir employees' obstacles andthe consequences in place is critical if a behavior human decisionprocesses pp Ferris McGraw-Hill Gordon G G April Industry determinants of goodness Across theBoard pp McGregor D The human side of Koslowsky M January Organizational attitudesand behaviors as a function workplaces San Francisco Jossey Bass a supervisor's career Individuals havedifferent understand various needtheories and determine which of these regarding their skills abilitiesand incentives and supervisors need to a work environment which is most importantroles that a supervisor fulfills a lesson which once learned can be research examines types ofmotivation and the components the go into not what the supervisor envisions Instead of assuming thatthe workers notpossess the requisite skills which can or unproductive is to put responsibility whereit does not to perform and areconcerned with identifying the different p One of the first attempts at developing a motivational While hedonistic approaches are useful for This led to the development of the instinctual theory thatwas approach is best used to describeactions after they occur rather and strength of various personal approach further byuncovering three dominant needs the need this need High achievers are driven bythe affiliation tend to be warm individualmotivation also based on needs being more essential to survival realization of one'spotential The hierarchical ordering in terms freedom from pain Oncethese needs are met the second reasonably safe andsecure the third lead to serious maladjustment ofindividuals and recognition as well as appreciation and attentionfrom others their own potential Keys p Another view of Factors that led to satisfaction were termed motivatorfactors while factors would result in littlemore than neutral feelings from employees while not the same Lu p Expectancy theories attempt to that personal andsituational influences are important in employee motivation p Two kinds of expectations are ton increase inproductivity or another desired accomplishment If the employeeanticipates believes that this is the case the easier the theelements of the theories discussed above Under this environment jobs so that increased effortleads to high an objective andquantifiable way and in poor productivity and a loss of competitive and filters and may affect the communication at the less satisfied they are Centralized communicationnetworks are most information Centralized networks more oftenhave to lowerlevels of an organization Generally downward and upwardcommunication is the receiver's level of understanding Communication can key to successful communication To be aneffective including nonverbal ones pp Formal communication effortsshould also complement the to encounter situations where their expectations and theperformance of of the subordinate and counsel the organization in thefuture By evaluating an employee's strengths its current needs but also professional skills and which serve to enhance is most often accomplished through the use ofa formal performance staff members apprised ofwhat is critical incidents and other methods Sagie Koslowsky p ranking environment employees are rankedagainst behaviors constituteeffective or ineffective behavior Other developed The advantages of the rating technique is that each team by usingeach employee's strengths and weaknesses to accurately reflect their situation during a specific period Forexample would receive low marks for attendance becompared to another but results in a hierarchical ranking whileanother employee is outstanding at interpreting that data and formulatingstrategy of the most subjective ways toevaluate employees and depends largely other minor problems may be construedas evaluating employees If objectives are carefullystructured the evaluation process not only identifies evaluation process and one which can be highly effective how theemployee might improve that skill Following this to identify areas that can bestrengthened and this point it can be important that supervisors understand how deficiency in a particular area is one thatthe employee can able to change no matter what steps thesupervisor takes Determining in skills relates to an employee's unfamiliarity be the result of a learning disability to help employees meet their own potential as have the ability to complete the task but the task that the employee does not understand thetask as the Edwards p To do this the supervisor subordinate If the task hasbeen performed poorly own words can helpidentify where the communication to perform during the course of his job are what thesupervisor thinks they are It may be which is a communicationproblem Effective supervisors will in moraleamong other employees if refrain from dismissing the employee ortransferring him to members of theorganization who resent having This assumes that the employee has the obstacles come fromother departments on which If theitems come from production late the employee demoralizing to employees who mustconstantly face missing deadlines or otherwise to help them overcome suchobstacles In the supervisor mayspeak to other supervisors is demoralizing failing to correct recognized obstacles achieving its objectives but also builds actions byemployees If employees are neither rewarded for accomplish their tasks Consequences cut across both positive and only limited effectin the work environment work incentives whichcan be used to feel that theyare valued within the organization This may final action of termination if performance does not improve Understanding employers thatmight indicate an unfair bias are laid off what must be done to document poorperformance the vast sea of regulations that if they perform well are are likely to take steps necessary to build a foundation Understanding how towhich individuals and then communicating how those needs can be and paying attention to potential problemsbefore they as well Understanding all of R April The study of evaluationprocess Organizational behavior human decision processes pp Fournies F F and total quality control Industrial engineering M Rubin J S Osland Eds The organizational behaviorreader organizationalbehavior New York John Wiley Sons Vecchio R P Organizational If this paper is not what you are looking for, you can search again: Search for: or Click here to request an essay written just for you.