Motivational factors on the employee’s commitment Essay Example for Free

indigenceal factors on the employees commitment studyTodays organizations and companies want their enterprise to be some in the future, successful and sustainable avoiding the endangerment of performance or any negative effect. They consist of employees known as individualnel that turned into tender-hearted resources. Some of the major factors shaping the expiry argon the quality that you hold if employees be the right good deal how the manager could keep it up how they abide be motivated for good performance. Motivation is a inevitable tool for management or pointership providing a lawsuit to employees to perform in a trus iirthy way. In addition, the essay will include the academic background of motif theories as that of Herzberg, Maslow, Adams and Vroom. Setting goals is an crucial motivating process and has been the focus of recent research and theory on spend a penny motivation (Locke and Latham, 1990). Thus, examples would be provided for further and prac tical explanation of theories, as the cases of Starbucks, Freese and Nichols (FNI) and orchard apple trees iPhone. At the start of the 20th deoxycytidine monophosphate fundamental theories of motivation argon presented, models about what motivates sketchers and their responses. Several theories of motivation try to analyze and estimate who wants, what and why. This is the reason why the theories of Herzberg, Maslow, Adams and Vroom have implications on the contemporary business.First, the bigger portion of Herzberg is that he developed the motivation hygiene theory, which believes that thither be many factors that workers could be motived. Byhese factors generate satisfaction and dissatisfaction. According to Herzberg (1959) accomplishment, the work itself, responsibility, crop and recognition, and companion policies, workconditions, supervision including relations with peers and management, salary causing respectively the two unalike distinctions. propitiation and Dissatisfa ction portrait two different human ask driven by salary to purchase security and food and by actions leading to grow and attain (Herzberg, 1987). However, job satisfaction does not imply always-high level of cropivity or excellence of motivation response. Practicing in business, the challenge at work is to raise the usefulness of ability of employee leading to the growth of responsibility levels.Herzbergs Two Factor Theory and Maslows are the main theories of motivation. Continuing with Maslows model, Maslow classifies the human needs and try ons how the classifications are connected to each other. A person starts at the bottom level, where they try to satisfy basic needs (food and house). When the needs have been fulfilled, there are no longer a motiving force and the individual goes to the next stage. Moving on the rest pecking order we can recognize safety needs (loss or protection against unemployment), social needs (communication, teamwork), esteem needs (human to be acc epted and valued by others, respect from others) and self- effectiveization (how people think about themselves) (Maslow, 1954). If the management can find which level of need each employee expects, they can then decide corresponding rewards.Besides, one of the nigh relevant process theories of motivation is Adams Equity Theory. According to Adams, the theory argues the comparison of employees job commentary and outcome and also the same with that of other person at the same level (Mowday, 1991). Adam set inputs as characteristics (age, sex, education, social status) that guide individual to social exchange for an effort. Outcomes are specified as the benefits, the rewards or privileges (money, work duties, better status, power, authority). The employee is not moved to an action when there is a balance between inputs and outcomes, because they are already satisfied and equality exists. However, if the individual notices that the ratio of outcome/input is less than that of expected , then dissimilarity exists and motivation forces start to build up the lost equity. It should be noted that there are two main different ways to restore the equity. Either the individual might choose higher outcome based on their lower inputs, or reduce the inputs in relationto the same outcome (Adams, 1965). The actual purpose is the equality between input and outcome.Therefore, inequality could be when the employee is either over-rewarded or under-rewarded (Fok et al, 2000). It was initially proposed in the early 1960s the Expectancy Theory by Victor Vroom, which premises the significance of motivation. The theory tries to examine why individuals choose specific behavior or action. According to Vroom (1964), there are deuce-ace central components Expectancy (effort leading to a grouchy level of performance) Instrumentality (that performance will lead to outcomes) Valence (the value that the individual places on the outcome). Droar (2006) suggests that for a person to be motiva ted the key elements moldiness be linked. Otherwise, Porter and Lawler (1971) argue that Expectancy theory needs to be updated, because it includes some flaws. For example, an employer gives a reward, such as a promotion or financial bonus hence the employees will bonus their productivity to gain the reward. However, this besides works if the employees believe the reward is favorable to their actual needs. Apple is a company that can be used to exemplify the theory of Herzberg. Behind Apple and the design of products by employees is the psychological science of extrinsic and intrinsic characteristics driven by the question Will I enjoy using this product myself? .The extrinsic motivation is based on rewards for executives by giving them 3%-5% bonus of their salary. Next, all Apple employees receive discounts on products or they might receive free iPhone or iPad if they are on the growing team (Issaacson, 2011). This is more efficient than the increase of the salary as long as the y see in front of their eyes the results of the effort, but also it is cheaper for Apple. In addition, intrinsic motivation is driven by corporate culture. Employees are weightily committed to their job, as monotonous encoding that they enjoy it (Issaacson, 2011). The culture of Apple was forced by Steve Job. What motived him to follow his dream and his heart was the passion, creating innovative products based on enjoying using himself rather than to pay off profits to Apple. The core principles for this are Do something direct for your life Get better and better at something that matters There is no reason not to follow your instincts and your heart, nothing to lose (Awareness of his death) Understand that you live only once. Apple is a company that works and thinks outside the box helping people to change the ground (Gladwell,2011). Furthermore, Freese andNichols (FNI) is a practical example of expectancy theory. FNI is the first engineering/architecture firm to receive this honour.Employees are trained to improve quality in the work and seminars and FNI University training offered by the company. shapeers have the authority to work on their own. In 2010 FNI gained the Malcolm Baldrige National tone of voice Award. In addition, Starbucks Corporation, the most famous chain of coffee shops in the world, attracts customers for its quality and the good value for money while the prices are high. Beyond, the employees are also satisfied. Major motivational principle of king of coffee is the equity, meaning how fair the employees are treated by the employers during their work (Economist.com , 2009). For Starbucks employees are partners, not just employees, giving them valuable knowledge and training and providing them with rewards and benefits. Besides, Starbucks offer a creative and magnificent work place, as part of ethics program, where the company treats its partners with respect and prestige.Motivation theories should be examined in a deeper and macro level. Firms corporate operate and have subsidiaries in different countries, where there are different employees around the world with different cultures and values. It is complicated for an organization to motivate different cultures, for the reason why each has different temperament and the ranking of needs differs among cultures. The motivation to work differs across cultures and this could be illustrated the following example. In countries where there is high risk of economic failure the reward of success is low, like Greece, where there is an enthusiasm for work because the deep recession. Great enthusiasm for work could be found when high uncertainty of outcome have with positive reward (Triandis,1982).To conclude, according to the background theories, personal goals are contributing to the developing of human behavior. They are used by individuals to monitor, to modify and evaluate their behavior. Generally speaking, motivation can be preferential and discriminating aspect of particular behavior. It should be understood that motivation is important for the explanation of force toward a particular behavior or action. Vrooms expectancy theory also places emphasis on the richness of motivation in the explanation of why people choose a particular action or behavior. Managers responsibility is to inspire, empower, envision and motivate employees for the fulfillment of their needs based on the different culturalbackground.ReferencesAdams, J. (1963) Towards an rationality of inequity. Journal of Abnormal and Social Psychology, 67 p.422-436. Adams, J. (1965) Inequity in social exchange . Advances in data-based Social Psychology, Academic Press. Droar, J. (2006) Expectancy theory of motivation.Economist.com (2009) Woke up, smelled the coffee. online Available at http//www.economist.com/node/14536977 Accessed 23rd October 2012 . Fok, L. et al. (2000) Human factors modify the acceptance of total quality management. International Journal of Quality and Reliabi lity Management, 17 (7), p.714-729. Freese and Nichols Website (2010) Malcolm Baldrige National Quality Award Report. online Available at http//www.freese.com/sites/default/files/Malcolm%20Baldrige%20Service%20Sheet.pdf. Gladwell, M. (2011) The Tweaker The Real Genius of Steve Jobs. New York. 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