Assignment 2: Using Motivation To Improve Performance 767406

Assignment 2 Using Motivation To Improve Performancedue Week 5 And W

Motivation is a complex subject, but its understanding and application is central to the success of management and organizational success. Imagine that you have been tasked by the CEO of your organization (current or past) with recommending actions to improve the motivation of the organization’s employees. The CEO has requested that you prepare a talking paper explaining to management what motivation is, the factors that influence motivation, the role of the leader in motivation, and ways the organization can inspire motivation. The talking paper should not be a reiteration of motivation theory, but should provide succinct points that cover the key topics of motivation and provides a road map that management can implement to improve motivation within the organization.

Note: You may create and/or make all necessary assumptions needed for the completion of this assignment. For an explanation of a talking paper and tips to create a successful one, read the article titled “How to Write a Talking Points Paper”. Also, review the document titled “Talking Paper Instructions”. In preparation for this assignment, review the following additional resources on motivation: Resources: “Creating a motivating work environment”, located at . Berry, J. (2014). Revolutionising motivation. Training Journal, 10-13. (Note: Available in the Strayer Library)

Write a two to four (2-4) page talking paper in which you: synthesize the concept of motivation, and examine the substantial reasons why motivation is difficult to understand. evaluate the potential effectiveness of the model positioning of motivation, and propose at least one (1) action that the organization can take to apply the concept. detail the feedback control loop, and suggest one (1) way that the organization can use the feedback control loop to determine whether management’s actions are motivating or demotivating. assess the manner in which leaders can influence employee motivation through goal setting, impression management, and encouragement.

Devise a plan to redesign a job of your choice within the organization, outlining the steps that the organization would need to take to redesign the job to encourage and develop motivation for employees. select one (1) theory of motivation from pages 185 to 206 in the textbook. outline a plan to integrate the selected theory into the organization. recommend the key to success in implementing your plan of action to increase motivation within your chosen organization. use at least three (3) quality academic references in this assignment.

You may include the resource(s) provided in the assignment. Note: Wikipedia does not qualify as an academic resource. Your assignment must follow these formatting requirements: be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date.

The cover page and the reference page are not included in the required assignment page length. The specific course learning outcomes associated with this assignment are: analyze the relationship between the basic organizational behavior models of individual, group, and organizational processes, and the productivity of an organization. explain the variety of motivational theories and job design considerations. use technology and information resources to research issues in leadership and organizational behavior. write clearly and concisely about leadership and organizational behavior using proper writing mechanics.

Paper For Above instruction

Motivation is a pivotal element in driving employee performance and organizational success. Understanding how motivation operates within a workplace involves examining its underlying mechanisms, influencing factors, and the ways leaders can cultivate an environment conducive to motivation. This paper synthesizes these concepts, discusses the challenges in understanding motivation, evaluates motivational models, and proposes practical strategies for organizations to enhance motivation systematically.

Understanding Motivation and Its Complexities

Motivation refers to the internal or external stimuli that energize, direct, and sustain human behavior towards achieving goals. It encompasses intrinsic factors, such as personal growth and fulfillment, and extrinsic motivators like monetary rewards and recognition (Deci & Ryan, 2000). However, motivation is inherently complex because it is influenced by diverse personal, social, and organizational factors, which vary across individuals and contexts. Additionally, motivation fluctuates over time and is affected by organizational culture, leadership style, and work environment. This complexity makes it challenging for managers to create universally effective motivational strategies.

Theories and Models of Motivation

Various models attempt to explain motivation, including Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, and Deci and Ryan’s Self-Determination Theory. Among these, the model positioning of motivation — which conceptualizes motivation as a dynamic interplay between individual needs, organizational goals, and contextual factors — proves useful in developing actionable strategies (Latham & Pinder, 2005). This model underscores the importance of aligning organizational incentives with employees' intrinsic drives. Implementing goal-setting mechanisms and fostering a supportive environment enhance motivation based on this framework.

Application of Motivation: Action and Feedback Control Loop

One practical action an organization can take is implementing a comprehensive recognition and reward system tied closely to performance outcomes. This aligns extrinsic motivators with individual and team efforts, reinforcing desired behaviors (Pink, 2009). To evaluate the effectiveness of such interventions, organizations can utilize a feedback control loop, which involves measuring performance, analyzing data, and adjusting strategies accordingly. For example, regular employee surveys and performance metrics can indicate whether motivation levels are rising or declining. Using this feedback allows management to refine their approaches and ensure actions remain motivating rather than demotivating.

The Leadership Role in Motivating Employees

Leaders influence motivation through goal setting—establishing clear, challenging, yet attainable objectives; impression management—shaping perceptions to foster trust and respect; and encouragement—providing support and recognition. Transformational leaders, in particular, inspire employees to transcend self-interest and commit to organizational vision (Bass & Avolio, 1994). By actively engaging employees in goal formulation and providing continuous feedback, leaders can significantly boost motivation levels and turnover intentions.

Job Redesign for Motivation

Redesigning jobs to foster motivation involves increasing task variety, autonomy, and significance. For instance, a customer service representative’s role can be expanded to include decision-making authority, meaningful customer interactions, and opportunities for skill development. The steps include conducting job analyses, gathering employee input, redesigning tasks to incorporate motivational factors, and providing necessary training and resources. Applying Hofstede’s Job Characteristic Model ensures that redesigned tasks enhance motivation through clarity, responsibility, and feedback (Hackman & Oldham, 1976).

Theory of Motivation and Organizational Integration

For integration, I select Deci and Ryan’s Self-Determination Theory (SDT), which emphasizes autonomy, competence, and relatedness as key drivers of motivation. A plan to embed SDT into the organization involves restructuring policies to grant employees greater autonomy, fostering competence through continuous development programs, and promoting a collaborative environment to satisfy relatedness needs. The key to success is leadership commitment—explicitly supporting autonomy and providing constructive feedback that nurtures competence. Regular assessments and adjustments are crucial to sustain motivation aligned with SDT principles.

Conclusion

Effective motivation requires a nuanced understanding of individual differences, organizational dynamics, and leadership influence. By employing a model of motivation that emphasizes alignment of personal and organizational goals, coupled with practical feedback mechanisms and thoughtful job redesign, organizations can cultivate high levels of motivation. Leadership strategies such as goal setting and recognition further reinforce this process. Implementing the Self-Determination Theory provides a systematic approach to fostering intrinsic motivation, which is sustainable over the long term. Ultimately, creating a motivating environment necessitates continual adaptation and commitment from management, supported by evidence-based practices and employee involvement.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• 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.
• Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279.
• 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.
• Pink, D. H. (2009). Drive: The surprising truth about what motivates us. Riverhead Books.
• Revolutionising motivation. (2014). Berry, J. Training Journal, 10-13.
• Creating a motivating work environment. (2014). Resource video. Strayer University Library.
• Additional scholarly sources to support application and theory integration.