Motivational Methods Hcs 325

Motivational Methods There be diverse motivational methods that are utilise in the transactionplace. There are deuce-ace motivation theories equity opening, expectancy supposition, and goal- perplexting theory. In an organization, motivational methods are apply to improve and prepare staff members for implementation of stark naked policies. Motivational triumph depends on what methods are used and what the exact motivation is. One theory of motivation is equity theory. The essence of the theory is that perceived inequity is a motivating statethat is, when people believe that they have been inequitably hard-boiled in comparison to others, they entrust try to eliminate the discomfort and renew a sense of equity to the situation (Lombardi, 2007, p. 284) . In an organization, not every unmatched allow take aim along there will be disagreements and even arguments. When a cliper is dissatisfied with their job they will become less elicit and invested in it. They will not w ork as hard as they once did which affects the team as a whole. A worker may even quit or be transferred if they perceive inequity (Lombardi, 2007, p. 84). A way for a supervisor to correct this situation is to communicate the think value of rewards given, by doing so the worker experiences like it is less of a competition and will strive toward the goal of getting a burn or promotion. Social science research suggests that people are nigh likely to internalize norms when they feel autonomous, capable, and related to others (Bartlett, 2009, p. 1895). An of import goal is for an employee to feel like they are an important part of the team. The expectancy theory is establish on the question What determines the willingness of an individual to work hard at working classs important to the organization? (Lombardi, 2007, p. 284). If an organization is preparing for a diversify in policy, the supervisor mustinessiness get their staff prepared for the change. In most chances, the workers feel hunky-dory with the policy they currently have and are reluctant for change because it disrupts work patterns for a while. The supervisor should let their team know of the importance of the change as well as take small steps to take a shit up to the impending change. With the ever changing workforce feature articles such as age of the average worker, and workers waiting longer to retire, there is a outstanding range of workers and with that, a greater range of needs. Changing workforce characteristic may impact the effectiveness of pay, reward, and recognition systems if demographic-based generational differences in the workforce translate into norms at expectations and motivation (McGinley & Meese, 2011, p. 82). A way to motivate workers with this theory is for the supervisor to undeterminedly link effort and performance, link performance to work outcomes, and choosing work outcomes valued by the individual (Lombardi, 2007, p. 285). When an organization needs its departmental supervisors to prepare staff for change, the expectancy theory can be used to motivate workers.For example, if a department is going under a new policy, the workers in that department will have to adapt, a way to get a line a smooth adaptation is for the supervisor to set goals and expectations that need to be excreteed as well as impart rewards for those who follow protocol on a regular basis and explain what the rewards are and their criteria beforehand. Positive supporting will increase the frequency of desirable behavior by qualification pleasant consequence contingent on its occurrence (Lombardi, 2007, p. 88). The goal-setting theory is that tax goals can be highly motivating if they are properly set and if they are well managed (Lombardi, 2007, p. 285). For the goal-setting theory to work, supervisors and team members must work unneurotic to set the right goals in the right ways (Lombardi, 2007, p. 285). In the case of preparing for change, the goals shoul d be to have a smooth transition, in order for this to happen, everyone must work together. It cannot be just one person pushing the others to reach a goal.If the supervisor want to make their staff feel competent and capable of doing a good job they will have to take workers with ability, train workers to use ability, support work efforts, and clarify performance jobs (Lombardi, 2007, p. 286). When goals are specifically set there is a greater outcome for success. For example, in a wound care facility a goal for one worker is to complete inventory in 45 minutes twice a day the worker will have a clear understanding of what is expected of them rather than the supervisor to tell the worker get the inventory done today.Rewarding the accomplishment of a worker will reinforce good work ethic and ensure greater outcomes in the future. When an organization wants to make changes, it affects everyone, from the top to the bottom. In order for the changes to be employ in an effective manne r, motivation among staff is needed. Providing positive reinforcement when a task is continuously done correctly can ensure that the task will continue to be done correctly. Implementing any one of the lead motivational methods discussed will make any change a uncreased transition.Keeping workers motivated to do their job will increase productivity and provide better outcomes for the organization. References Bartlett, K. T. (2009). Making good on good intentions The critical component part on motivation in reducing implicit workplace discrimination. Virginia honor Review, 95(8), 1893-1972. Lombardi, D. J. , Schermerhorn, J. R. , & Kramer, B. (2007). Health Care Management. Hoboken, NJ John Wiley & Sons. McGinley, J. , & Meese, T. (2011, March). Intelligence Community judging Generational differences in workplace motivation. American Intelligence Journal