A Major Influence On Job Performance Is Motivation

A Major Influence On Job Performance Is Motivation There Are Several

A major influence on job performance is motivation. There are several theories explaining the concept of motivation (expectancy theory, ERG theory, reinforcement theory, etc.). Select one of the following three scenarios to use as a framework for your discussion. In your post, apply a specific motivational theory to one of the three scenarios. Complete an analysis of the motivational theory using the scenario as a framework for your discussion.

Scenario A: You are a manager at a manufacturing plant forced to reduce 25% of its workforce due to budget constraints caused in part by increased raw material prices. The remaining employees have suffered a lack of motivation, and your task is to motivate your team to meet weekly quotas despite the current circumstances.

Scenario B: You are a call center representative working at a mortgage company struggling to adhere to new regulations. A recently promoted junior manager has created a less flexible, “numbers-driven” environment, impacting employees’ work-life balance. You need to maintain motivation and productivity while managing these changes.

Scenario C: You have been employed at the same company for 20 years, with no promotional opportunities and feeling at a “dead-end job.” Despite a manageable workload, flexible hours, and supportive colleagues, you are unmotivated to go beyond your job description.

Paper For Above instruction

In this analysis, I will apply Herzberg’s Two-Factor Theory to Scenario C, which involves a long-term employee feeling unmotivated despite several positive work aspects. Herzberg’s theory divides factors influencing motivation into motivators (intrinsic factors) and hygiene factors (extrinsic factors). Hygiene factors, such as salary, job security, and work conditions, prevent dissatisfaction but do not necessarily motivate employees. Motivators—like achievement, recognition, and opportunities for growth—drive job satisfaction and engagement.

In Scenario C, the employee’s lack of motivation stems not from hygiene factors but from the absence of motivators. Despite job security, flexible hours, and good relationships, the lack of advancement opportunities and challenge contribute heavily to feelings of stagnation. Herzberg suggests that to enhance motivation, organizations should focus on increasing motivators by creating opportunities for skill development, recognition, and meaningful work. For this employee, providing avenues for personal growth, acknowledging achievements, or engaging in new responsibilities could reignite motivation.

Applying Herzberg’s theory highlights that improving motivation requires addressing intrinsic factors. While maintaining hygiene factors is necessary, it is insufficient to foster engagement. If management recognizes the importance of motivators, they could implement policies such as training programs or recognition initiatives, leading to increased job satisfaction. Thus, understanding Herzberg’s theory underscores the importance of intrinsic rewards in motivating long-term employees and preventing stagnation.

In conclusion, motivation is multifaceted, and Herzberg’s Two-Factor Theory offers an insightful framework. Particularly in Scenario C, focusing on motivators can improve employee engagement, productivity, and overall job satisfaction, benefiting both the individual and the organization.

References

• Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work. New York: John Wiley & Sons.
• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396.
• Vroom, V. H. (1964). Work and Motivation. New York: John Wiley & Sons.
• Herzberg, F. (1966). Work and the Nature of Man. Cleveland: World Publishing Company.
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• Pink, D. H. (2009). Drive: The Surprising Truth About What Motivates Us. New York: Riverhead Books.
• Ryan, R. M., & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness. Guilford Publications.
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