Respond To Posts – Coursework Example
Respond to posts Respond to posts Additional new areas and topics for research on work motivation for Dana Dana has outlined the common variables that impact on employee motivation. In addition, she has presented the main problems that these employees, in the health care industry, face and how they affect their general performance and motivation. From her arguments and findings, it is apparent that there are a number of new areas and topics for research on work motivation, which she can consider. In particular, she can take into account how to foster individual performance and motivation. Also, she can reflect on the environmental factors that affect the motivation of employees and how they can be manipulated to foster positive results and increase the employee’s driving force. According to Deckers (2010), motivation begins from within and is greatly influenced by external/environmental factors. Therefore, understanding how to spark off motivation and sustain it is crucial for achieving high employees’ performance and motivation.
Shared insights from reading Staci’s post
From having read Staci’s posting, there are a number of insights that I can share. According to Kanfer (2009), work motivation entails a balance of the employees input versus the output. This means that when the efforts of an employee are acknowledged or recognized by the management or colleagues, he or she will develop motivation leading to an increase in perform. However, there are a couple of other work motivation challenges in an employment circle, which entails the problem of implementing the right theoretical aspects of motivation to a practical employment framework.
According to Bowling, Eschleman and Wang (2010), it is also not easy to identify and address individual needs, given that everyone has distinctive work-related preferences. Nonetheless, it is possible to have employees with similar work experiences and education backgrounds, but with different motivational attitudes. Also, organizations may fail to apply the right performance strategies on its employees, such as working long hours without reimbursement, rewards or promotions (Bowling et al., 2010). In this regard, an organization, its management team may pose significant work motivation challenges to its employees.
Bowling, K., Eschleman, J., & Wang, Q. (2010). A meta-analytic examination of the relationship
between job satisfaction and subjective well-being. Journal of Occupational and
Organizational Psychology, 83(4), 915-934.
Deckers, L. (2010). Motivation; Biological, Psychological and Environmental. (3rd ed., pp. 2–3).
Boston, MA: Pearson.
Kanfer, R. (2009). Work motivation: Identifying use-inspired research directions. Industrial and
Organizational Psychology, 2(1), 7793.