Assignment 1: Application Of Materials Motivation In This Mo

Assignment 1 Application Of Materials Motivationin This Module You

In this module, you reviewed research related to motivation. In this discussion, describe an imagined human services agency in which you supervise employees whose performance is lower than the expected level. Tasks: In a minimum of 200 words, respond to the following: Discuss the details for this imagined service agency to depict a real situation. Utilizing the core concepts highlighted in this module's reading, discuss how you would understand the expected performance better. Identify and describe the specific interventions you might apply to increase the performance of the employees.

Paper For Above instruction

In addressing the challenge of improving employee performance within a human services agency, it is crucial to first understand the underlying factors that contribute to the observed deficiencies. Imagine a community mental health center where a team of case managers has been showing decreased productivity and engagement, leading to subpar client outcomes. This scenario could be due to various factors, including lack of motivation, insufficient resources, unclear performance expectations, or personal issues affecting work performance.

The first step in understanding expected performance involves establishing clear benchmarks and performance standards aligned with organizational goals. Utilizing concepts from motivation theories such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, I would assess whether employees' basic needs and job satisfiers are being met. For instance, Maslow's theory suggests that fulfillment of physiological, safety, social, esteem, and self-actualization needs influences motivation. If employees lack resources or safety, their motivation to perform may diminish. Herzberg's theory indicates that addressing hygiene factors such as working conditions, salary, and relations can reduce dissatisfaction, while motivators like recognition and achievement can promote better performance.

To enhance understanding and improve performance, I would implement a comprehensive performance appraisal system that includes regular feedback, goal setting, and self-assessment opportunities. Additionally, applying motivational interventions like recognition programs and opportunities for professional development can boost morale and engagement. For example, instituting peer recognition initiatives and providing avenues for skill enhancement can foster a sense of accomplishment and purpose.

Further, employing techniques such as intrinsic motivation through aligning individual goals with organizational mission and providing autonomy can empower employees. Encouraging participative decision-making allows employees to feel valued and increases their commitment. As per Deci and Ryan's Self-Determination Theory, supporting autonomy, competence, and relatedness enhances intrinsic motivation and, consequently, performance.

In summary, by clarifying performance expectations, addressing basic needs, recognizing achievements, and fostering autonomy, I would cultivate a motivating environment. Regular communication and tailored interventions like coaching or counseling could further address personal barriers to performance. These strategies, grounded in motivation theories, are essential in fostering an engaged, committed workforce capable of delivering quality services in a human services setting.

References

• 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.
• Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work. John Wiley & Sons.
• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396.
• Latham, G. P., & Pinder, C. C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56, 485-516.
• Ryan, R. M., & Deci, E. L. (2000). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary Educational Psychology, 25(1), 54-67.
• Pink, D. H. (2009). Drive: The surprising truth about what motivates us. Riverhead Books.
• Kanfer, R. (1990). Motivation theory and industrial and organizational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of Industrial and Organizational Psychology (pp. 75-170). Consulting Psychologists Press.
• Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.
• Vroom, V. H. (1964). Work and Motivation. Wiley.
• Schunk, D. H. (2012). Learning theories: An educational perspective (6th ed.). Pearson.