Performance Issues And Motivation

Topics: Motivation, Behavior, Human behavior Pages: 6 (1321 words) Published: July 29, 2015
Performance Issues and Motivation
BUS 610 Organizational Behavior
Prof. Adriene Osborne
March 4, 2014

Performance Issues and Motivation
Motivation ranks as one of the most commonly used terms in business. Motivation is defined as the act or an instance of motivating, or providing with a reason to act in a certain way (, 2014). In considering motivation as it relates to work, perhaps the best way is to think of motivation in terms of an end result: behavior. M. R. Jones defined motivation as what starts behaviors, what maintains behaviors, and what stops behaviors (Baack, 2012). Things that start and maintain behaviors at work are attendance, punctuality, productivity/effort, cooperation with others, and citizenship behaviors. Things that can stop behaviors at work are unhealthy habits, unsafe workplace, conflicts, vandalism, and unethical actions (Baack, 2012). My current supervisor has a poor leadership style that is extremely evident in the way that she attempts to run things. She has this notion that if she states repetitively that she believes all things should be even and fair that everyone will just believe that even thing she does is even and fair. Problem is she may say it but never acts on her words; the flaw in her system is that nothing is ever completely even and life is not fair we all know this. She holds the title for supervisor but is not tough enough to stand up to specific subordinates that are truly in need of being reminded why they are paid to come to work. Each worker under her has a set task list to be completed at the end of each month; this set of tasks revolves every month so it is no surprise as to what is expected of us as workers. Every month two workers talk too much and fall behind on their work. It is the same two workers every month. The rest of us are forced every month to have to bail the workers out of the hole in which they have put their selves. If that person is behind and we do not help them then the rest of us are told that we should be aware of the workers needing help and the blame then falls on us for the work not being done.

Herzberg’s Two-Factor Theory states that hygiene factors are related to job dissatisfaction; wages, hours, working conditions, relationships with supervisors, and relationships with peers. The theory also states that motivators are responsible for workplace satisfaction and are derived from personal effort and performance; achievements, recognition, actual work or job, responsibility, and a chance for advancement/growth. Motivators serve as an incentive to try harder when there are no motivators then no motivation occurs (Baack, 2012). This type of work environment does nothing to boost the performance motivation for the rest of us that get our work plus theirs done. If anything, it slows down the performance of the workers that constantly have to catch up the work of the two slacking members. They know that if they finish their work too fast that they are going to have to pick up the slack from the other two, not to mention this is in my opinion abuse of the good dependable worker. I know that most people would say that this is the norm but it should not be the norm. In some instances, this one included, the slacking workers are paid double what the non-slacking workers are paid per hour. The non-slacking workers feel stressed, overworked, and underappreciated. The American Psychological Association’s Center for Organizational Excellence suggests that modern corporations are at risk for encountering major employee disengagement issues. This is bad news for the bottom line as research show that engages employees are more productive, produce better work, and remain more loyal to their companies than unhappy workers (Baseline, 2013). The state county offices and their workers are under constant review by quality assurance (QA) reviews that work in the Little Rock state headquarters. Our cases and case actions are...

References: Baack, D. (2012). Organizational Behavior. San Diego: Bridgepoint Education Inc.
Baseline. (2013, May 1). Workers Are Stressed, Overworked, Underappreciated. Retrieved February 27, 2014, from (2014). Working Conditions. Retrieved February 27, 2014, from (2014). Motivation. Retrieved February 27, 2014, from
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