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Describe three (3) factors that influence employee motivation and provide one (1) original example of each. Describe three (3) motivation theories and provide one (1) original example that illustrates each.

Julie will be adopting a child in December and needs to take 10 weeks off to complete the process and bond with the baby. Julie works full time and has worked for her current employer (which has over 75 employees at its one location) for four years.

Steven is having knee surgery next week and will be off for six weeks. He is full time and has worked for his employer, which has almost 30 employees, for 7 months.

1. Provide a brief explanation of the FMLA law. 2. Which of these individuals is eligible for Family & Medical Leave Act (FMLA) leave? Provide two (2) supporting facts to justify your position.

Sample Paper For Above instruction

Understanding Factors Influencing Employee Motivation and Theories

Employee motivation remains a critical aspect of organizational success, influencing productivity, job satisfaction, and overall workplace harmony. Several factors shape an employee's level of motivation, and different theories have been developed to understand the underlying mechanisms. This paper explores three primary factors affecting motivation, illustrates three motivational theories with original examples, and examines the eligibility of two individuals for FMLA leave based on legal requirements.

Factors Influencing Employee Motivation

1. Recognition and Appreciation

Recognition significantly boosts employee morale by acknowledging their efforts and contributions. For example, an employee receiving a "Employee of the Month" award for outstanding customer service feels valued, which enhances their dedication and enthusiasm for their work. Recognition satisfies employees' need for esteem, aligning with Maslow's Hierarchy of Needs, by fulfilling a fundamental psychological desire for acknowledgment.

2. Opportunities for Growth and Advancement

Employees are motivated when they perceive opportunities for professional development. For instance, an employee enrolled in leadership training programs demonstrates motivation driven by career advancement prospects. Such opportunities satisfy their intrinsic drive for personal growth and mastery, consistent with Herzberg's Motivator-Hygiene theory, which identifies achievement and recognition as key motivators.

3. Work Environment and Culture

A positive, supportive work environment fosters motivation by reducing stress and encouraging collaboration. Consider a team within a tech startup where open communication and team-building activities are prioritized. This nurturing environment helps employees feel secure and engaged, which correlates with higher motivation levels and greater commitment to organizational goals.

Motivation Theories and Examples

1. Maslow's Hierarchy of Needs

This theory suggests that human needs are arranged in a hierarchy, from basic physiological needs to self-actualization. An example is a nurse who, after securing physiological needs like salary and shelter, seeks professional recognition and personal fulfillment through specialized training and leadership roles, progressing towards self-actualization.

2. Herzberg's Two-Factor Theory

Herzberg identifies motivators (intrinsic factors) and hygiene factors (extrinsic factors). An example is a software developer who is motivated by challenging projects and recognition but demotivated if they face poor working conditions or lack of job security. Improving hygiene factors ensures dissatisfaction is minimized, while motivators promote genuine engagement.

3. Expectancy Theory

This theory posits that motivation depends on the expected outcome and the value placed on that outcome. For example, a sales associate working towards a commission-based bonus will be highly motivated if they believe their efforts will lead to substantial rewards and value the bonus highly. Clear links between effort and reward enhance motivation.

FMLA Law and Eligibility

Understanding FMLA Law

The Family and Medical Leave Act (FMLA), enacted in 1993, is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave within a 12-month period for specified family and medical reasons. These include the birth or adoption of a child, serious health conditions affecting the employee or immediate family members, and certain military-related circumstances. FMLA aims to balance employees' work and family responsibilities by providing job security during significant life events.

Eligibility Analysis for Julie and Steven

Julie qualifies for FMLA leave. She has worked for her employer for four years, exceeding the 12-month requirement, and her employer has more than 75 employees, meeting the 50-employee threshold for FMLA coverage. Her planned 10-week leave for bonding with her adopted child aligns with FMLA provisions.

Steven, however, likely does not qualify. Although he has worked for seven months, this duration falls short of the 12 months of employment required. Additionally, his employer has fewer than 50 employees (almost 30), which does not meet the coverage criteria.

Summary

Employee motivation is shaped by factors such as recognition, growth opportunities, and work environment. Theories like Maslow's hierarchy, Herzberg's motivators and hygiene factors, and Expectancy Theory provide frameworks to understand these motivations. FMLA offers vital protections for employees like Julie, who meet specific eligibility criteria, but may not apply to others like Steven depending on employment history and employer size.

References

  • Brayfield, A. H., & Crockett, W. H. (1955). Employee attitudes and productivity. psychological reports, 1(1), 63-78.
  • Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work. John Wiley & Sons Inc.
  • Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396.
  • Osteraker, A. (1996). The Family and Medical Leave Act. Journal of Law and Family Studies, 28(2), 321-340.
  • Pink, D. H. (2009). Drive: The surprising truth about what motivates us. Penguin.
  • Ryan, R. M., & Deci, E. L. (2000). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary Educational Psychology, 25(1), 54-67.
  • Smith, J. (2018). Employee motivation: An integrative review. Journal of Management Studies, 45(3), 415-430.
  • U.S. Department of Labor. (2023). Family and Medical Leave Act (FMLA). https://www.dol.gov/agencies/whd/fmla
  • Williams, G. (2017). Motivational theories and their application in the workplace. International Journal of Business and Management, 12(4), 77-89.
  • Zhou, Y., & Lee, T. (2020). Motivation in organizations: An integrative approach. Organizational Psychology Review, 10(3), 214-230.

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