Hr Performance Issues and Motivation

Topics: Motivation, Maslow's hierarchy of needs, Employment Pages: 5 (1726 words) Published: September 9, 2013
HR Performance Issues and Motivation
Katlyn Schoelkopf
BUS 610: Organizational Behavior
Professor Mistataj
November 12, 2012

HR Performance Issues and Motivation
Any career, or workplace, that you go to you will find those employees that are unmotivated to do anything with their job. These motivational issues will vary from person to person as to what causes them, however many stem from outside external factors. These factors hinder people in the workplace and do not allow them to strive to reach the goals they want to achieve. A few of these factors have to deal with one’s health, career choices, and personal finance. While, they aren’t the only factors, these three factors do tend to present themselves in many situations within the workplace.

First, health is a big concern for people, and their health day in and day out will hinder or help their performances. Someone who is in bad health, or poor health is not going to be motivated to get up and get their day started, they are more prone to being lazy and getting up right when they have to, to get done what needs to get done. On the other hand, someone who is in better health is ready for their day; they want to get up and get moving and do something in life. You can tell those people who are motivated for the work day because they are at work, they love their career choice, and basically they want to be where they are and continue to strive to get to the top.

These people who have health issues can be many different types of people from elder employees to younger employees or even men or women. There isn’t really one category of health issues that is going to describe all that is out there, as each issue really needs its own category to deal with. Alderfer’s ERG Theory talks about regression in the workplace, and this could definitely be one of those case because your “physical” need is not there or your health, and without one piece of the puzzle; it’s cracked. The concept is an easy one to understand when you break it down. According to Babineau (2000), “the corporate profiles reveal that some companies encourage their "team players" to be playful, play games and go on field trips. It begins to read like an elementary school primer for the kids. But a child who is stressed, sleepless and overworked can't be creative. And neither can an adult worker” (E7). There will be no succeeding without all pieces together, but there are ways that you can fix this regression stage and turn it around into a productive stage.

A great way to fix this is find out what is causing all the issues in the first place; are they from the person being alone, are they psychological, what is it that causes the person so much angst that they are putting themselves in risky health situations. One thing that Alderfer’s ERG Theory mentions is about fixing that missing piece and becoming a cohesive match through the whole process. As Baack (2012) mentions about this theory, “Existence needs equate to concepts of physiological and safety needs. Relatedness needs match social needs. Growth needs incorporate needs for esteem and self-actualization. Notice that existence needs could be considered as physical in nature, relatedness as social in nature, and growth as psychological in nature” (4.2). This is extremely important to Alderfer’s ERG theory. One thing that can be implemented would be a more co-worker social interaction. People thrive on being able to be around other people and this helps to lighten up the day from the long day of work. When the social aspect is there, the mindset and psychological aspect will begin to rise. This in turn will help with the health issues, whether those are present issues or complete lack of motivation issue, either way the person will feel more motivated to take care of these issues. If they are serious health issues, also making sure all employees have access to insurance is another way to help them get help and increase...

References: Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc
Babineau, Guy (2000). The full read on employment: Brave new workplace: Corporate culture
gurus breed conformity inside the office by telling employees to `think outside the box. ' The Vancouver Sun. [Vancouver, B.C] 05 Feb 2000: E7. Accessed on February 12, 2012 from Ashford University ProQuest Library at
Yurtseven, Gülten; Halici, Ali (2012). Importance of the Motivational Factors Affecting
Employees Satisfaction. International Business Research. 5.1. (Jan 2012): 72-79. Accessed on February 12, 2012 from Ashford University ProQuest Library at
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