{"id":9465,"date":"2017-01-20T18:38:42","date_gmt":"2017-01-20T18:38:42","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/masterybusiness2xngcxmasterspring2016\/?post_type=chapter&p=9465"},"modified":"2017-03-31T17:15:30","modified_gmt":"2017-03-31T17:15:30","slug":"putting-it-together-motivating-employees","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/suny-hccc-introbusiness\/chapter\/putting-it-together-motivating-employees\/","title":{"raw":"Putting It Together: Motivating Employees","rendered":"Putting It Together: Motivating Employees"},"content":{"raw":"

Synthesis<\/h2>\r\n[caption id=\"attachment_3437\" align=\"alignright\" width=\"256\"]\"Photo<\/a> \"You can't make me.\"[\/caption]\r\n\r\nHave you ever heard the expression\u00a0\"stubborn as a mule\" and heard it used to describe someone who won't change their mind or\u00a0way of doing things? \u00a0What would it take to get such a mulish person to change, to work in a different way\u2014say, more efficiently or\u00a0effectively? Well, now that you have some motivational theories under your belt, you probably\u00a0have some ideas. Being able to motivate people is obviously an invaluable skill\u2014in business and in life\u2014and it's not surprising that the most effective leaders and managers are those who can inspire others to work hard and get things done.\r\n\r\nAt the beginning of this module you were asked what motivates you, how you motivate others, and which strategies have worked (or not worked) for you. Now that you have completed the module, reflect on your answers to those questions.\u00a0Can you identify some of these motivational theories at work in your own motivations? Do you have a better understanding of where your own motivation comes from?\r\n\r\nOne last thought as we conclude the\u00a0module. When you came up with\u00a0your list of motivating factors, it was your<\/em> list. \u00a0What motivates you might\u00a0not motivate the person working beside you. So, as you interact with people throughout\u00a0your personal and professional life, keep in mind that motivation is highly variable. It doesn't mean that the theories are wrong or completely irrelevant\u2014it's just that everyone, like you, is motivated by a different set of needs, wants, and aspirations, and you'll need to understand those differences before creatively engaging with them. If you can, you'll be well on your way to being an effective leader and achieving great things.\r\n

Summary<\/h2>\r\nIn this module you learned about motivation and how organizations can use motivation theory to achieve organizational goals and objectives. The following\u00a0is a summary of the key points.\r\n

The Hawthorne Effect<\/h3>\r\nConducted at the Western Electric Hawthorne Works plant in Cicero, Illinois, Elton Mayo and his colleagues attempted to apply Taylor's process of scientific management by conducting experiments in the workplace. What resulted is a phenomenon known as the \"Hawthorne effect,\" which occurs\u00a0when subjects being studied change their behavior simply because they are being observed and treated differently.\r\n

Need-Based Theories<\/h3>\r\nThe first theories used to explain human motivation were need based. These theories proposed that people are mainly motivated by trying\u00a0to meet certain needs and that if you can understand their needs, you can better motivate them. Among\u00a0the need-based theories are Maslow's hierarchy of needs, ERG theory, Herzberg's two-factor theory, and McClelland's acquired-needs theory.\r\n

Process-Based Theories<\/h3>\r\nProcess-based theories of motivation view motivation as a more rational, deliberate process. The three best-known\u00a0process-based theories are equity, expectancy, and reinforcement theories.\r\n

Theory X, Theory Y, and Theory Z<\/h3>\r\nDouglas McGregor theorized\u00a0that worker motivation is\u00a0closely linked to the way managers view and treat their workers and that all managers fall into one of two types\u2014Theory X and Theory Y. \u00a0Later, William Ouchi\u00a0combined Eastern and Western management practices to develop Theory Z\r\n

Strategies for Motivating Employees<\/h3>\r\nTwo methods of applying motivation theory\u00a0in\u00a0the workplace are\u00a0job models and goal setting. Beyond these two applications, companies have become very aware of the way\u00a0motivated employees impact organizational effectiveness and efficiency.\r\n

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Synthesis<\/h2>\n
\"Photo<\/a><\/p>\n

“You can’t make me.”<\/p>\n<\/div>\n

Have you ever heard the expression\u00a0“stubborn as a mule” and heard it used to describe someone who won’t change their mind or\u00a0way of doing things? \u00a0What would it take to get such a mulish person to change, to work in a different way\u2014say, more efficiently or\u00a0effectively? Well, now that you have some motivational theories under your belt, you probably\u00a0have some ideas. Being able to motivate people is obviously an invaluable skill\u2014in business and in life\u2014and it’s not surprising that the most effective leaders and managers are those who can inspire others to work hard and get things done.<\/p>\n

At the beginning of this module you were asked what motivates you, how you motivate others, and which strategies have worked (or not worked) for you. Now that you have completed the module, reflect on your answers to those questions.\u00a0Can you identify some of these motivational theories at work in your own motivations? Do you have a better understanding of where your own motivation comes from?<\/p>\n

One last thought as we conclude the\u00a0module. When you came up with\u00a0your list of motivating factors, it was your<\/em> list. \u00a0What motivates you might\u00a0not motivate the person working beside you. So, as you interact with people throughout\u00a0your personal and professional life, keep in mind that motivation is highly variable. It doesn’t mean that the theories are wrong or completely irrelevant\u2014it’s just that everyone, like you, is motivated by a different set of needs, wants, and aspirations, and you’ll need to understand those differences before creatively engaging with them. If you can, you’ll be well on your way to being an effective leader and achieving great things.<\/p>\n

Summary<\/h2>\n

In this module you learned about motivation and how organizations can use motivation theory to achieve organizational goals and objectives. The following\u00a0is a summary of the key points.<\/p>\n

The Hawthorne Effect<\/h3>\n

Conducted at the Western Electric Hawthorne Works plant in Cicero, Illinois, Elton Mayo and his colleagues attempted to apply Taylor’s process of scientific management by conducting experiments in the workplace. What resulted is a phenomenon known as the “Hawthorne effect,” which occurs\u00a0when subjects being studied change their behavior simply because they are being observed and treated differently.<\/p>\n

Need-Based Theories<\/h3>\n

The first theories used to explain human motivation were need based. These theories proposed that people are mainly motivated by trying\u00a0to meet certain needs and that if you can understand their needs, you can better motivate them. Among\u00a0the need-based theories are Maslow’s hierarchy of needs, ERG theory, Herzberg’s two-factor theory, and McClelland’s acquired-needs theory.<\/p>\n

Process-Based Theories<\/h3>\n

Process-based theories of motivation view motivation as a more rational, deliberate process. The three best-known\u00a0process-based theories are equity, expectancy, and reinforcement theories.<\/p>\n

Theory X, Theory Y, and Theory Z<\/h3>\n

Douglas McGregor theorized\u00a0that worker motivation is\u00a0closely linked to the way managers view and treat their workers and that all managers fall into one of two types\u2014Theory X and Theory Y. \u00a0Later, William Ouchi\u00a0combined Eastern and Western management practices to develop Theory Z<\/p>\n

Strategies for Motivating Employees<\/h3>\n

Two methods of applying motivation theory\u00a0in\u00a0the workplace are\u00a0job models and goal setting. Beyond these two applications, companies have become very aware of the way\u00a0motivated employees impact organizational effectiveness and efficiency.<\/p>\n

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CC licensed content, Original<\/div>