Organizational Motivation
According to Hellriegel, Slocum, Woodman in Organizational Behavior (2001), "Motivation represents the forces acting on or within a person that cause the person to behave in a specific, goal-directed manner...Because the work motives of employees affect their productivity; one of management's jobs is to channel employee motivation effectively toward achieving organizational goals." In other words, motivation is the key to success in any organization. Management of an organization has the duty to motivate its employee through daily tasks and organizational goals to greater achieve the overall company goal. By executing the correct motivational action, an organization can essentially operate smoothly and efficiently; however, a mistakenly used of motivation in an organization can lead to a different outcome.This paper is mainly focus on motivational process in an organization; how it affects the productivity of an organization especially when motivation is not presented in an organization. In relation to the motivational process in a company, this paper will concentrate on expectancy theory, and how it can be apply closely to the employee of an organization. The organization that is
By demonstrating a new performance appraisal approach, one third of the employee would either quit, another would agree with changes, and another would linger until further outcome according to the Third of Law (Achieving Competitive Advantages, 2000). The role of management is to delegate its goals and motivate its employees. Coercive power is an individual's ability to influence others' behavior by punishing their undesirable behavior as defined in Hellriegel, Slocum, Woodman (2001). In addition, Barlow was well networked with other governmental departments. The expectancy model states, "People are motivated to work when they expect to achieve things they want from their jobs. Rios is required to submit a formal performance evaluation on all of her workers, and Barlow's performance appraisal was the most challenging yet she had to face. First, Rios should establish herself in a management perspective. As management, reward accordingly is an essential tool in an organizational success. Ohio: South-Western College Publishing. Conclusion Motivate plays a vital role in any organization. Barlow Barlow's lack of motivation had caused the TA to conflict with its goal as well. As in the case of Estella Rios, motivation was the cause of organization inefficiency. This goal was being under met because its accounting department was operating inefficiently. He had secured his position with his expertise and his background knowledge of the TA.
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Acceptance Essays
