Motivation in an Organization

Motivation in an Organization

Jaclyn R. Posa

Wilmington University

Motivation in an Organization

Introduction

        Every organization creates their own way to encourage their employees to strive to go the extra mile. Some use incentives such as a casual dress day; others use trips or days off. No matter which way an organization does this it is still a form of motivation.  Motivation is to create a desire for one to do something.  In an organization it could be a task that is part of someone’s job duties or something in addition to their daily duties.

Frederick Herzberg (LO 2)

        A theory focused on job satisfaction and dissatisfaction, but neither the opposite of the other.  “Job satisfaction was more frequently associated with achievement, recognition, characteristics of the work, responsibility, and advancement” (MGT 6501, 2013, p133).  

        Unlike dissatisfaction that is “associated primarily with factors in the work context or environment. Specifically, company policy and administration, technical supervision, salary, interpersonal relations with one’s supervisor, and working conditions“(MGT 6501, 2013, p.133).  Once again, the above listed items describe unpleasant thoughts when it comes to an organization or any work place, given the title of hygiene factors by Herzberg.  

        According to Herzberg job satisfaction and dissatisfaction are not opposites. The opposite of either is to have none of either.  For example,  the opposite of job satisfaction is no job satisfaction.  A zero mid-point is where one has no satisfaction and no dissatisfaction.  Research and many companies disagree with Herzberg and his theory, a similar thought is that hygiene factors are related to job satisfaction.

Goal Setting (LO 7)

        “Regardless of the nature of their specific achievements, successful people tend to have one thing in common. Their lives are goal oriented” (MGT 6501, 2013, p.143).  Edwin Locke created a model of goal setting which consists of four portions.  Goals direct attention, goals regulate effort, goals increase persistence, and goals foster the development and application of task strategies and action plans. Directing attention pertains to the idea that once given a goal or a deadline, one’s attention tends to revolve around that goal. As for regulating effort, the closer one is to a deadline for the goal to be met, the more effort one is going to put into finishing their project.  

        Persistence is something that can break some down or make some stronger.  When it comes to goals, persistence is a piece of the puzzle as a “reminder to keep exerting effort in the appropriate direction” (MGT 6501, 2013, p.145).  Lastly goals create the maps for those to create their futures. Even if it means the layout for a business, an action plan to help a business grow, or strategies to save a crumbling business; goals not only help develop organizations but they also help save some.