What My Instructor Requires Students To Include

These Are What My Instructor Require Students To Include With Their Wr

These are what my instructor require students to include with their written work as each instructor is different. APA format is in Word and just follow the template. While APA does provide formatting and structural guidance please remember it does not cover all papers and is relegated to research papers mostly. Therefore I will ask for different items within your written assignments. The following are some common issues that detract from overall scores: ( Cover page) No running head No page number Incorrect instructor heading (Instructor Todd, Curtis Todd, Curtis Todd PhD (Dr. Curtis Todd will suffice) No date Font in running head does not match rest of font (Body of paper) No thesis statement Excessive short sentences Grammatical errors Spelling Failure to use headings for new topics within the paper Sentence structure (awkward, missing words) Punctuation Incorrect or improper citations Conclusion heading and paragraph "In conclusion' statement which will be severely penalized as this is not scholarly. No restated thesis statement in past tense MORE GUIDANCE: Please be sure to include a thesis statement within the introduction of your written work. The thesis statement should be in bold font and be the last few sentences of the introduction. For example the thesis statement could say This paper will discuss.... or This paper will explore etc....

Please be sure to clearly state what you will discuss or address in your assignment to give your reader clarity. It should be a few sentences at mostly rather than a paragraph. Be succinct as well. You must use an Introduction heading at the beginning of you paper and use transitional sentences to introduce the next new topic. In the conclusion of the paper please be sure to restate your thesis statement in past tense however; you do not need to use bold font.

In the conclusion please do not introduce any new information. You should summarize and provide your final thoughts. Please, please do not begin your conclusion with ’in conclusion' as this is not a scholarly response and substantial loss of points will occur. Please do not use bullet points, graphics, pictures or numerals when discussing information as this can be viewed as just filling the page requirement. The written assignments are too small to incorporate the above and if you a penalty will ensue.

ALL WRITTEN ASSIGNMENTS ARE TO BE SUBMITTED AS A WORD DOC ONLY. A PDF FILE WILL NOT BE ACCEPTED Please be sure to write all papers in third person for a better academic flow. According to APA (slide 13 in pwr pnt presentation). Use 3rd person point of view (unless opinion paper): Avoid pronouns such as I, we, my, our (1st person) and you, yours, your, us, we (2nd person). Deal with facts, thus, providing citations within paper and reference page.

Focus on subject; not feelings about the subject. The use of 3rd person retains a formal tone: Academic writing is more formal than casual conversation. Please, please, please follow all assignment directions along with weekly announcement information as this can also impact your grade. I want each of you to finish strong and if you have any questions or concerns please contact me.

Assignment: HR Performance Issues and Motivation

The relationship between the organization and its members can be greatly influenced by what motivates individuals to work.

The style of leadership, job design, resources on the job, and environment can all have a significant effect on the satisfaction of employees and their performance. Performance is also influenced by individual motivations (e.g., social, recognition, financial reward, personal growth and development, and/or intrinsic satisfaction) and can equally impact the organization. There are many theories that attempt to explain the nature of motivation. Write a four- to five-page paper (excluding the title and reference pages) evaluating the relationship between motivation, job satisfaction, and work performance. Be sure to address the following:

1. Describe a performance issue which resulted from a motivational problem (what, why, who).
2. Use a content theory of motivation (e.g., Maslow, Alderfer, Herzberg, or McClelland) or a process theory (i.e., Adams, Locke, or Heider and Kelley) to explain how the issue creates a performance problem for the organization.
3. Use the theory of motivation you selected to describe an intervention/action to change the motivation/behavior and correct the performance problem.

Your paper must use a minimum of three scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style as outlined in the Ashford Writing Center.

Text: Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc.

Paper For Above instruction

The effective management of employee performance is crucial for organizational success. Motivation plays a fundamental role in influencing job satisfaction and performance outcomes. This paper explores the intricate relationship between motivation, job satisfaction, and work performance through the lens of motivational theories, illustrating how motivational issues can lead to performance problems and proposing interventions to address them.

To illustrate these concepts, consider a scenario within a manufacturing firm where a significant performance issue has arisen. The company faced declining productivity rates among assembly line workers. An investigation revealed that the root cause stemmed from low motivation levels, primarily driven by a lack of recognition and limited opportunities for personal growth. The affected employees, primarily long-term staff, felt undervalued and disconnected from the organization’s goals. This motivational deficiency resulted in decreased effort, increased absenteeism, and lower quality output, thus negatively impacting overall organizational performance. This example exemplifies how motivational problems can manifest as tangible performance issues.

To analyze this scenario, Maslow’s Hierarchy of Needs offers a valuable framework. According to Maslow (1943), individuals have a hierarchy of needs, beginning with physiological necessities and progressing to safety, social belonging, esteem, and self-actualization. In this context, the employees’ unmet needs for esteem and self-actualization contributed significantly to their diminished motivation. They lacked recognition from supervisors (esteem needs), and opportunities for personal development were scarce (self-actualization). The deficiency in satisfying these needs directly correlated with reduced motivation, thereby causing decreased productivity and commitment.

Addressing this motivational deficit requires targeted interventions grounded in Maslow’s theory. An effective strategy would involve implementing recognition programs that acknowledge employee achievements, thereby satisfying their esteem needs. Additionally, providing opportunities for skill development and career advancement aligns with self-actualization needs, fostering intrinsic motivation. For example, offering training sessions, mentorship programs, and clear pathways for promotion can enhance employees’ sense of growth and purpose. These interventions could uplift morale, re-engage staff, and restore their motivation, leading to improved performance.

Furthermore, this approach aligns with Herzberg’s two-factor theory, which distinguishes between hygiene factors (such as salary and working conditions) and motivators (such as recognition and achievement). By enhancing motivators, organizations can elevate job satisfaction and performance (Herzberg, 1959). Simultaneously, addressing hygiene factors ensures that employees’ basic needs are met, preventing dissatisfaction. Combining these strategies creates a comprehensive approach to motivate employees effectively.

In conclusion, understanding the motivational underpinnings of employee performance is vital for addressing performance issues. By applying content theories such as Maslow’s, managers can identify unmet needs that impede productivity and develop interventions targeting these areas. Recognizing the importance of motivation in job satisfaction not only improves individual performance but also contributes to organizational success. As demonstrated, tailored motivational strategies, grounded in established theories, can significantly enhance employee engagement and overall performance.

References

• Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc.
• Herzberg, F. (1959). The motivation to work. New York: Wiley.
• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
• Alderfer, C. P. (1969). An empirical test of a new theory of human motivation. Organizational Behavior and Human Performance, 4(2), 142-175.
• McClelland, D. C. (1961). The achieving society. Princeton, NJ: Van Nostrand.
• Adams, J. S. (1963). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67(5), 422–436.
• Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717.
• Heider, F. (1958). The psychology of interpersonal relations. New York: Wiley.
• Kelley, H. H. (1967). Attribution theory in social psychology. In D. Levine (Ed.), Chronicles of social psychology. New York: Holt, Rinehart & Winston.