describe a motivational problem at work
a. Briefly describe the problem situation
b. use a theory of motivation to explain the problem
c. use the theory to describe an intervention/action to change the motivational/behavior.
This ought to be easy for you. Choose any motivational problem: my pet is slackards, who spend the day thinking about outside activities. It could be family, avocations, hobbies, weekends, parties, true loves, and so on. My experience with these folks is that they do not have a sense of ownership of their job. Sometimes they are just slackards.
Good luck.
In my career as a teacher, I saw teachers burn out largely because of unmotivated students. Which theory of motivation -- achievement, recognition, the work itself, responsibility, and advancement -- best fits that problem?
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http://pareonline.net/getvn.asp?v=5&n=11
a. Briefly describe the problem situation:
The problem situation at work is that employees seem to lack motivation and are constantly demotivated to perform their tasks effectively. They exhibit low productivity, lack of enthusiasm, and a negative attitude toward their work.
b. Use a theory of motivation to explain the problem:
One theory that can explain this motivational problem is the Expectancy Theory of Motivation. According to this theory, motivation is influenced by three key factors: expectancy, instrumentality, and valence.
- Expectancy: Employees may lack motivation because they do not believe that their efforts will lead to successful performance. They may doubt their abilities, lack the necessary resources, or perceive the task as too difficult.
- Instrumentality: Employees may also lack motivation if they do not believe that their performance will be rewarded. They might not see a clear connection between their efforts and the desired outcomes or perceive that the rewards are not desirable or meaningful.
- Valence: Lastly, employees may lack motivation if they do not value the rewards or outcomes associated with their performance. The rewards may not align with their personal goals, interests, or needs.
c. Use the theory to describe an intervention/action to change the motivational/behavior:
To address this motivational problem, the following interventions/actions can be implemented based on the Expectancy Theory of Motivation:
- Enhancing Expectancy: Provide employees with the necessary resources, support, and training to boost their confidence and belief in their abilities. Break down complex tasks into smaller achievable goals to increase their perceived expectancy of success.
- Strengthening Instrumentality: Clearly communicate the link between employee performance and desired outcomes or rewards. Establish a transparent performance evaluation system that recognizes and rewards employees based on their contributions and achievements. This will help employees understand that their efforts are relevant and directly tied to rewards.
- Increasing Valence: Customize rewards and recognition to align with the individual preferences and needs of employees. Conduct surveys or open communication channels to understand what motivates each employee. This will allow the organization to offer relevant rewards and incentives that are meaningful and valuable to employees.
By implementing these interventions, the organization can create a more motivating work environment that addresses the factors influencing motivation according to the Expectancy Theory.