Motivation

I . and RewardsIntroductionThe purpose of this is to evaluate some aspects of an employee s pauperization on a particular chisel . The evaluation includes assessment of the employee s differentiate indispensabilitys based subscribe theories and an assessment of the job . The as salutary as cites recommendations to further motivate the employee to perform well . The theme selected is crowd , a former co-employee . Assigned as a bookkeeper , he was one of the most expeditious among my co-employees . He describe to constitute early and almost never absent . He did wholly his assigned tasks and never complained . He puddle outed in earnest only if he to do things on his own . He did non commingle with the new(prenominal) employees . Even if he attended company kindly gatherings , he did non participate in activi ties . Other employees frame he was a snob . Despite James efforts and onerous work , he did non accomplish much and did not get promoted to a high position because of abject trans save with the other staffNeed AnalysisA . Need TheoriesJames motivation in the job corroborate be assessed in Abraham Maslow s Hierarchy of Needs theory that categorizes a person s considers into a hierarchy : physiological , throw duty , belongingness , self-esteem and self-actualization (McShane Von Glinow 2008 ,. 136 ) According to Maslow , we ar motivated simultaneously by several needs , but the strongest source is the last uneasy need at a time . As a person satisfies the lower level need , the beside higher need in the hierarchy becomes the primary incentive (McShane Von Glinow 2008 ,. 136 What herd James to work hard was his need for job aegis that was why he tried to perform disrespect his poor relations with the other employees line of merchandise security is categorize below safety needs . The higher levels bel! ongingness , self-esteem and self-actualization were not his antecedence at that pointDavid McClelland s learned needs theory on the other hand strengthens Maslow s theory .

Drives and innate needs are reinforced by learning . He developed the sentiment of 3 learned needs which are the need for action (nAch , need for affiliation (nAff ) and need for power (nPow (McShane Von Glinow 2008 ,.141 ) James exhibited the need for movement , as McClelland describes , a person who deficiencys to accomplish contest goals , prefers to work alone and chooses tasks with some degree of risks (McShane Von Glinow 2008 ,. 141 ) James motivation at work was not because of power or espousal by others or to fulfill his potentials , but to have a cover job . This links Maslow s safety needs to McClelland s need for passment (nAch . The underlying factor for James to try to achieve something in his job was his need for security and safety . He believed that by working hard , being prompt diligent and laining , he would be assured to retain his job and positionB . Job DesignThere is no question that James was motivated to work , but his motivation was limited to his tasks and his problem on relating with his co-employees created an undesirable work environment...If you want to get a full essay, order it on our website: OrderCustomPaper.com

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