Unless Otherwise Stated, Answer In Complete Sentences. ✓ Solved

Unless Otherwise Stated Answer In Complete Sentences And Be Sure To

Unless Otherwise Stated Answer In Complete Sentences And Be Sure To

Unless otherwise stated, answer in complete sentences, and be sure to use correct English, spelling and grammar. Sources must be cited in APA format. Your response should be four (4) double-spaced pages; refer to the "Assignment Format" page located on the Course Home page for specific format requirements.

Sample Paper For Above instruction

Part A: Employee Motivation and Theories

Employee motivation is a critical aspect of organizational success, influencing productivity, job satisfaction, and retention. Several factors impact motivation, including intrinsic interest, management styles, and work environment. Understanding these factors allows organizations to develop strategies to enhance employee engagement and performance.

Factors Influencing Employee Motivation

  1. Intrinsic Interest in Work: When employees find their tasks engaging or align with their personal interests, their motivation to perform increases. For example, a graphic designer might feel highly motivated when working on creative projects that allow artistic expression, as it fulfills their passion for design.
  2. Management Support and Recognition: Employees are motivated when their efforts are recognized and supported by management. For instance, an employee who receives public acknowledgment for their successful project feels valued, which encourages continued high performance.
  3. Work Environment and Conditions: A safe, comfortable, and well-resourced work environment boosts motivation. For example, an office with ergonomic furniture and collaborative spaces can motivate employees to work more efficiently and feel satisfied in their workspace.

Comparison of Motivation Theories: Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Self-Determination Theory

Maslow's Hierarchy of Needs posits that human motivation is driven by a series of hierarchical needs, starting from basic physiological needs up to self-actualization(Maslow, 1943). Herzberg's Two-Factor Theory distinguishes between hygiene factors, which can cause dissatisfaction if absent, and motivators, which drive satisfaction and enthusiasm(Herzberg, 1959). Self-Determination Theory emphasizes intrinsic motivation, highlighting the importance of autonomy, competence, and relatedness in fostering motivation(Deci & Ryan, 1985).

Support for Self-Determination Theory

I support Self-Determination Theory (SDT) because it emphasizes intrinsic motivation, which is more sustainable than extrinsic rewards. Employees who feel autonomous, competent, and connected are naturally motivated and tend to perform better. For example, providing employees with meaningful work assignments that allow them to exercise autonomy and showcase their skills can lead to higher engagement and job satisfaction. This approach aligns with contemporary findings suggesting that supportive work environments foster greater intrinsic motivation, leading to improved organizational outcomes(Gagné & Deci, 2005).

Part B: FMLA Law and Eligibility

1. Explanation and Appraisal of FMLA

The Family and Medical Leave Act (FMLA) is a United States federal law enacted in 1993 that entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave within a 12-month period for specified family and medical reasons(U.S. Department of Labor, 2023). The law aims to help employees balance work and family responsibilities by providing job security during significant life events such as childbirth, adoption, or serious health conditions.

FMLA is broadly beneficial as it offers employees time off without fear of losing employment or facing discrimination. However, it has limitations, including eligibility requirements and unpaid status, which may restrict access for some workers. Critics argue that unpaid leave can impose financial hardship, especially on lower-income employees, and question whether the law adequately supports all workers, particularly part-time or recently hired employees.

2. Eligibility and Justification

Julie appears to be eligible for FMLA leave because she has worked for her employer for four years, surpassing the minimum 12 months requirement(U.S. Department of Labor, 2023). Steven, with only seven months of employment, is unlikely to qualify, as FMLA requires at least 12 months of employment. Furthermore, Julie works at an organization with over 75 employees, meeting the FMLA’s coverage threshold.

Supporting facts include:

  1. Eligibility is contingent upon the employee having worked at least 1,250 hours in the past 12 months, which Julie likely satisfies given her four-year tenure, whereas Steven's shorter employment period makes him ineligible.
  2. The employer’s size is a factor; FMLA covers private sector employers with 50 or more employees within a 75-mile radius, so both companies qualify, but only Julie’s employment duration qualifies her for leave.

Personal Reflection and Fairness

In my view, Julie should be granted FMLA leave because she has a long tenure with the organization, and her need to bond with her adopted child falls within FMLA's protected reasons. It is fair because her sustained employment and the organization's size make her eligible, and supporting new parents contributes to work-life balance and organizational loyalty. Conversely, Steven’s shorter employment period indicates less established employment rights, making a case for prioritizing those with longer tenure. Supporting employees during significant life events aligns with principles of fairness and organizational responsibility, promoting a positive work environment.

References

  • Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Springer Science & Business Media.
  • Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.
  • Herzberg, F. (1959). The motivation to work. John Wiley & Sons.
  • Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
  • U.S. Department of Labor. (2023). Family and Medical Leave Act. https://www.dol.gov/agencies/whd/fmla
  • Additional scholarly sources to be added as needed for comprehensive coverage.

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