Hence, he claims that employees are driven into doing something only if they are sure that it will lead to a desired outcome Nel, et al. In institutions, employees opt to deliver at a level that they perceive it will lead to the highest returns.
How to achieve top motivation – a case study | Leader's Beacon : Knowledge is Power
Consequently, they only work harder if they are sure of getting rewards in return. In most cases, the rewards are in the form of money like salary increment or bonuses. Expectancy theory suggests that employees are cogent decision makers. Hence, they thus perceive their acts and actions in terms of self-gratification. In other words, the theory argues that people are motivated if they are sure of getting rewards after achieving a certain goal.
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Vroom supports his argument by introducing the issue of instrumentality. As aforementioned, he claims that people work hard if they learn that their effort will be rewarded. In a bid to justify his assertions, he gives an example of a manager who worked in a consultancy company. The manager was promised that if she worked hard, the management would reward her by raising her salary. Hence, the manager worked harder; unfortunately, the management did not keep to its promise.
Eventually, the manager got demotivated and lost trust in the management. Daft opposes the Two-Factor motivation theory by claiming that, in as much as money may act as a hygiene factor, it may also act as a motivator. Hence, he postulates that financial rewards also act as motivators. To support this argument, Daft gives an example of an instance where an employee is devoted to seeing that his or her salary goes up.
In return, it would lead to her motivation since she would feel to have achieved her goal. Simons and Enz posit that employees from different industries prefer different motivators.
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While in one organisation employees may prefer factors like employee growth, development, and recognition, in other places employees may prefer extrinsic factors like financial bonuses and salary increment. Hence, financial rewards also act as motivators. Simons and Enz give an example of the hospitality industry where most of the employees prefer extrinsic motivators like salary increment and other financial rewards in the form of bonuses and commissions.
As evidenced by the Google case study, it is evident that money is not the ultimate motivating factor in companies today.
Motivation at Work: A Case Study
From the company, it is clear that employees nowadays go for intrinsic motivators like responsibilities, employee growth, development, and recognition rather than extrinsic factors like money. The main reason why most of the employees yearn to work for Google Company is the chance of advancing their skills and experience. The company allows employees to pursue their dreams by helping them work on the projects they feel comfortable working on. For a long time, institutions have used varied strategies to motivate their employees. The belief by some organisational leaders that money acts as the best motivating factor lead to organisations coming up with reward systems that award money to performing employees.
In spite of the reward systems, organisations have not managed to enhance employee performance. A research conducted by Herzberg and other scholars proved that intrinsic factors like employee growth, development, and recognition contribute more to employee motivation compared to extrinsic factors like financial rewards.
In the current competitive global market, institutions should come up with strategies to motivate their staff. As it is clear that extrinsic factors like salary do not motivate employees for a long time, organisations ought to work on intrinsic factors of employee motivation.
Tesco Case Study of Motivation
Just like Google Company, companies should ensure that they establish an environment that promotes employee growth and development. Additionally, they should empower their employees and assign them to diversified responsibilities. Barling, J. Behaviour in organisations: South African Perspectives. Curran, C. Rewards: Respect, responsibility, relationship and recognition. Nursing Economics, 22 2 , DeMicco, F. The relationship of job attitudes to retirement intention of older foodservice employees.
Hospitality Education and Research Journal, 11 2 , — Griffin, R. Organisational Behaviour: Managing People and Organisations. London, UK: Cengage Learning. Lee-Ross, D. An exploratory study of work motivation among private and public sector hospital chefs in Australia.
Journal of Management Development, 21 8 , Lindner, J. Understanding Employee Motivation. Extension Journal, 36 3 , Nel, P.
Exploring Motivation in an Online Context: A Case Study
Human Resources Management. Simons, T. Motivating hotel employees beyond the carrot and the stick. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly.
The nature of the research effectively makes it an explanatory research. As the researcher has to work with the members of the organization, it will be an inductive study. The research strategy pursued by the researcher is an action research which is particularly important as the researcher has to communicate and collaborate with the chosen organization KFC. The researcher will collect data using qualitative and quantitative methods such as focus group and survey questionnaire.
While collecting data, the researcher will communicate with the participants and observe them to gather more information to develop an outcome on the research subject matter. This is why action research was a more suitable strategy. The researcher collected samples from 5 central London KFC stores from 40 participants. This is a cross-sectional study due to limitation of time and money. However, the researcher took necessary steps to collect data as accurately as possible and reduce the reliability errors.
The limited coverage of five central London stores can be seen as a limitation of this research. The researcher believes that it represents the London area quite well and the outcome can be tested further in wider settings. The researcher has no previous experience in conducting a formal research. With more experience, the researcher could shed more light on the subject matter.
However, within the given time frame, the researcher has learnt a lot and has made the best effort to conduct this research. The main focal point of this report will be to find out a relationship between leadership and motivation. This is a great chance for the researcher as well as the organization to find the effectiveness of its leadership and the motivation level of the employees. This research has valuable academic, business and individual benefit for the researcher. This dissertation project will not only give a clear idea about the chosen organization, it will also give an overall snapshot of the industry.
It may help the companies to take valuable decisions in terms of defining its leadership and employee motivation. It will help KFC and other companies in the same industry to find the loop holes in its employee management system and device a better way to negotiate the problem to enhance the relationship with the organization. It will also give a real world scenario to a new entrant based on a present leading company. This dissertation has some important academic benefits. It will give a reader good knowledge on theories of motivation and leadership and their connection. It will also give a good idea about motivation techniques used by a large company in the food and beverage services industry.
The survey and focus group analysis will give a student some important information about the current situation and may also work as a basis for further research in the same field.
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