The Objective Of This Paper Is For You To Understand The Mot

The Objective Of This Paper Is For You To Understand the Motivation Th

The objective of this paper is for you to understand the motivation theories and develop such theories and principles as part of your own leadership and organization styles. You should also describe barriers to achievement and how to overcome them. This paper should contain the following components: 1) Find a specific emerging motivational system or issue occurring at your workplace or organization. This must be an issue you personally experienced, not a case study from an organization. If you have never worked, use an experience from a club or team. 2) Write a brief introduction about the selected formal organization and its motivation problems. 3) Apply at least three motivation theories to assess and solve the problems. You can use theories from the text, such as Maslow or Herzberg, or outside sources for motivation theories such as the Attribution Theory of Motivation (the book discusses attribution theory) or the Argyris Theory. Apply is the key word here; apply the theory to your specific situation rather than simply defining the theory. 4) Analyze barriers to motivation processes that will hinder the application of your chosen motivational theories. Format your paper based on APA Style, 6th edition. Include a cover sheet and references. The length of this paper should be between 1,800-2,000 words (Times New Roman 12pt font). Please use MS Word and Deposit here by double clicking the assignment title. COMPANY NAME : HYNDAI WEBSITE : During my summer I have done an internship in Hyundai service sector where we have got training in automotive technology and service area where it happened to experience with the workers. Generally, Hyundai is a big multinational company and it provides various benefits for its workers, but I have seen many workers finding difficult to do the job as there is no proper benefits to the workers at the ground level.

Paper For Above instruction

This paper will explore the motivation issues encountered during my internship at Hyundai, a prominent multinational corporation renowned for its automotive manufacturing and service sector. While Hyundai offers numerous benefits to its employees, my personal experience highlighted significant motivational challenges faced by ground-level workers, primarily stemming from inadequate benefits and support.

The Hyundai organization, particularly within its service sector, exemplifies a complex environment where motivation plays a crucial role in employee performance and job satisfaction. Despite the company’s reputation and extensive benefits provided at higher management levels, ground-level workers often experience low motivation, which affects their efficiency and overall morale. My firsthand observation during the internship revealed that although the company encourages productivity, the lack of proper benefits and recognition hampers employee commitment and enthusiasm.

Applying motivation theories provides insights into addressing these challenges. First, Maslow's Hierarchy of Needs theory suggests that workers' basic physiological and safety needs are unmet, which diminishes their motivation to perform effectively. Hyundai’s failure to provide adequate benefits, adequate safety measures, or job security leads to physiological and safety needs not being satisfied, in turn affecting higher-level belongingness and esteem needs vital for motivation. Second, Herzberg's Two-Factor Theory distinguishes between 'hygiene factors' (such as salary, safety, and benefits) and 'motivators' (such as achievement, recognition, and growth). The observed neglect of hygiene factors at ground level results in job dissatisfaction, which can be mitigated by improving employee benefits, fair wages, and safe working conditions.

Third, the Attribution Theory of Motivation examines how workers interpret their experiences and the causes of their work-related issues. If employees attribute their difficulties to external factors such as management neglect or unfair policies rather than internal effort, their motivation decreases. Recognizing and addressing these attributions by involving workers in decision-making or providing transparent communication can enhance their sense of control and motivation.

However, several barriers could hinder the effective application of these theories. Primarily, organizational inertia and resistance to change pose significant challenges, especially when addressing deeply rooted issues like inadequate benefits. Additionally, managerial neglect or lack of awareness about workers' needs might impede efforts to implement motivational strategies. Cultural factors, such as a hierarchical workplace environment prevalent in Hyundai, might also prevent open communication, limiting opportunities for workers to express grievances or participate in decision-making processes.

Overcoming these barriers requires a strategic approach. Implementing inclusive communication channels can aid in understanding worker needs, while leadership training focused on motivation principles can foster a culture of support and recognition. Moreover, gradually reforming benefit structures and safety policies can improve hygiene factors, leading to increased motivation and productivity.

In conclusion, the motivational challenges faced by Hyundai’s ground-level workers are primarily due to unmet basic needs and inadequate hygiene factors. By applying motivation theories such as Maslow's, Herzberg’s, and the Attribution Theory, strategies can be developed to address these issues effectively. Overcoming barriers like organizational resistance and cultural constraints requires committed leadership and strategic reforms, ultimately fostering a motivated and productive workforce aligned with Hyundai’s organizational goals.

References

• Herzberg, F. (1966). Work and the Nature of Man. Cleveland: World Publishing Company.
• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
• Weiner, B. (1985). An attributional theory of motivation and emotion. Springer Science & Business Media.
• Argyris, C. (1957). Personality and Organization: The Conflict Between System and Person. Harvard University Press.
• 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.
• 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.
• Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331–362.
• Bradley, B. J., & Hammond, M. (2008). The Impact of Benefits on Employee Motivation. Journal of Human Resources, 21(3), 145–161.
• Kreitner, R., & Kinicki, A. (2010). Organizational Behavior (9th ed.). McGraw-Hill.
• Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common Method Biases in Behavioral Research: A Critical Review of the Literature and Recommended Remedies. Journal of Applied Psychology, 88(5), 879–903.