Motivation is a single driving factor in an individuals’ work performance. Employers take this matter very seriously as it would be a waste of time, energy and expense to develop ones skills if not properly motivated. Contrary, when one is highly motivated they tend to have high productivity. Many leaders believe to succeed in business you need to be able to motivate employees as it is a good way to exert high levels of efforts toward organizational goals. Unfortunately it’s easier said than done! Needs Theories, Goal-Setting Theory, Equity Theory/Organizational Justice, and Expectancy Theory are the four specific theories that were developed for motivational practice touching on several different disciplines. Thus, this paper will first examine how various motivational strategies affected productivity in my workplace. In addition, it will include an explanation of the organization's efforts to improve performance, employees' resistance to increasing productivity, and the management's philosophy of motivation and its practices. Lastly, the paper will identify and analyze the implications of applying any two motivational theories not currently in practice in my selected workplace and how these motivational theories would have impacted both management and employees.
As companies are always looking for ways to boost earnings in a growing competitive environment, they inescapably turn their focus towards employee productivity. Inevitably when employees are unsatisfied with their current work situation, productivity decreases, tension builds in the work environment, and morale becomes very low. Companies with longevity know historically that morale affects productivity, yet management has struggled to come to terms with the factors that can create positive morale and an environment that attracts and retains workers and encourages them to produce.
Programs such as motivational ones provided to employees tend to prove very useful...
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