Motivation in the Workplace Motivation is referred to as “internal factors that impel action and to external factors that can act as inducements to action” (Locke and Latham 2004, p388). Motivation is an intrinsic part of any successful business, creating a work environment which not only pushes employees to reach their full potential but also nurtures their physiological and psychological needs. I will examine two motivational theories, firstly Herzberg’s Hygiene Theory, followed by Equity Theory. I will conduct a critical analysis of both theories highlighting the benefit of each theory from a managerial perspective and also bring forward any flaws or weaknesses I find. I will look at extrinsic motives; tangible/physical things e.g. pay …show more content…
His initial interviews were conducted on engineers and accountants, both highly skilled and intellectual jobs, would he have obtained the same results from ‘lower’ or ‘less-complex’ jobs such as cleaners or waiters? Also younger people don’t focus on job content and care more about income and job security, factors Herzberg deems as hygiene factors (World Economic Forum 2016). Herzberg also views pay and promotion as a hygiene factor, but in some cases, recognition may be given in the form of bonuses or promotion. Finally, many other studies have been conducted using the Hygiene theory and different results have been acquired, even some of Herzberg’s studies found data which contradicted his own …show more content…
Stacy Adams believed that when there is inequity people will react in several different ways, some will justify the inequity by downplaying their efforts, eg ‘I don’t work that hard so I don’t deserve what that person earns’, or highlighting the referents inputs, eg ‘that person is more qualified than me so deserves better pay’. However, his theory relies on the following reaction, if the person perceiving the inequity increases or decreases their inputs to match the referents outcomes to create a more equal work environment. This was shown to be true in a study with piece-rate employees. Those who felt they were being underpaid increased quantity and reduced quality in order to achieve the same pay as other workers. Those who felt they were overpaid reduced quantity while keeping the quality the same, again trying to achieve and equal pay across the board (Kanfer 1990). To put into practice managers should try to make sure each employee is treated fairly in relation to their inputs and outcomes. Equity theory can be very hard to implement, managers may not be able to see the inequity between employees. A huge risk of inequity within the workplace is the possibility the employee may withdraw from the situation and
This essay expresses the opinion of Tara Siegel Bernard on behalf of the existence of the gender pay gap and focuses on it being a primary issue in the workplaces of major companies. The essay goes on to discuss how our society expects women and men to both behave in particular ways and how that idea has contributed to the ever present pay gap, such as how “. . . the imbalance often traces back to women being hired at a lower salary than their male peers” and “. . . women are less inclined to ask for raises. . .” Pointing out the possible reasons for the gender pay gap helps to establish the need for companies and our country’s leaders to find solutions.
The main purpose of the article, “Equal Pay Day: When, where and why women earn less than men” by Dana Ford, is to inform the audience about the pay gap between genders that still exists in the United States today. To emphasize on the subject of gender pay gap, Ford shows the reader how race, age, and even the state the woman lives in could affect how big or small the pay gap is. While the speaker, Dana Ford, may use a negative tone toward the issue, this newdesk editor is also aware of the progress in equality in the past 50 years. Ford states that “The good news is that the gender pay gap is getting smaller. In 1964, women on average were paid 59% of what men were paid.
“It is a wise man who said that there is no greater inequality than the equal treatment of unequals” (Frankfurter). There is a time in life where a person can work just as hard as you but that person seems to be more successful than you. Having the same equal treatment as someone else will not make you equal to them. In “Up Against Wal-Mart”, Karen Olsson writes an article about employees being mistreated by Wal-Mart. Employees are unable to be successful to achieve the American Dream because of this mistreatment.
James Schulman adds “fairness requires treating equally individuals in the same circumstances and avoiding undeserved favoritism”. No it is unreasonable for each individual to expect fair wage in return for their
Hello Eleanor, I agree too that there is an inequality in pay between men and women. This is an important issue to our country, and must be addressed as such. Though this country always overcomes inequality and will succeed in the future. The introduction gave a strong emotional stance on the issue. It established many reasons to your thesis and laid out the main points.
Though there are more women in the work force now more than ever, they are still being paid less than men for doing the same job. Three explanations for the wage gap between men and women are discrimination, human capital and organizations of jobs. A group theorists who believe the wage gap is a result of discrimination are called bias theorists. Aulette and Wittner state that bias theorists believe that “decisions about who will be hired, promoted, fired and what an employee will be paid are made in ways discriminate against women” (189). Some discriminatory practices are openly represented while some are more subtle.
One concept that can potentially solve this problem is comparable worth, or pay equity. This is a simple, bias-free tool used to determine how much a worker should make, based off experience, qualifications, skills, etc. If this concept were legally mandated, businesses would be forced to pay women what they deserve. This intuitive program could help to finally close the gender wage gap. Women do not need to be victims of oppression in the workplace any longer; it is time to embrace solutions like this and fight for
Did they win their fight, or are they fighting for no reason? Equal pay was always a struggle for women. When men and women in the same workplace got paid different amounts for the same amount of work it angered women. “The persistence of gender-based wage disparities — commonly referred to as the pay or wage gap — has been the subject of extensive debate and commentary.
Fifty years ago, it was 20-to-1. Again, the patterns were the same for all subgroups, regardless of age, education, political affiliation, or opinion on inequality and pay. “In sum,” the researchers concluded, “respondents underestimate actual pay gaps, and their ideal pay gaps are even further from reality than those
By working as a financial advisor for Allstate, all of my income is derived from commission. Moreover, each financial advisor is apportioned a specific number of agents to work with. Allstate designed the commission scales to increase as more production is produced. The financial advisor didn’t feel the commission scales were impartial to everyone.
Why do women earn less than men? Why do individuals from the working-class face a pay deficit? Why does wage vary with unrelated and unchangeable characteristics? Because bias has taken the reigns. The UK hosts one of the widest pay gaps compared with international peers.
Hypothesis: Gender disparity in the workplace could be interpreted as differences in wages between men and women based on their qualifications to get the same
Motivation at workplace There are two dimensions of motivation; internal and external. Internal motivation refers to personal interest in doing something and external motivation refers to be persuaded by someone’s activity. The characteristics of motives are identified as: individualistic, changing, may be unconscious, often inferred, and hierarchical (Reece, 2014). Most important fact to understand motivation is the theories. Many motivational theories have been developed over time to study human behavior at the workplace.
Motivation is essential for a group as well as an organization. In the eyes of the leader of organization McDonald’s, authorizing and inspiring staff members to do the best in their job and they’re capable of helps create job satisfaction, lowering gross revenue in an industry that has a standing for stimulating its employees. In addition, a glad, stable workforce not just conveys better customer service; it is likewise more compelling at building deals and attracting repeat business. There are five concentrate benefits of employee motivation which Mc Donald’s approached at: 1. Improved Productivity 2.
The current times exude a fundamental shift from simplification and standardisation at work towards laying a deeper focus on specific job properties, suggesting a transformation within the realm of work. The inconsistencies in Motivation-Hygiene Theory and Job Characteristics Theory have unfolded interest in researching the link between people and the kind of work they do. This essay will first critically discuss the ideals of changing landscape of work whilst carefully measuring job characteristics. It will then extend and refine essential work characteristics, identify new moderating variables & mechanisms and outline outcomes & antecedents by looking at broader perspectives and ways of redesigning jobs; all radiating their profound impact