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External/Internal Factors

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Motivation Paper Motivation plays an important part of every organization. Our organization has three types of employee's, salespeople, production workers, and administrative staff. This paper has three theories to explain which theory best motivates each type of employee. Salespeople are best motivated by the Expectancy Theory, which is a three- phase theory. Production workers are best motivated by the Two-Factor Theory, which consist of hygiene and motivation. Administrative staff is more motivated by the Equity Theory. Salespeople rely on motivation that is accomplished through a process; the method that best fits them is known as Vroom's Expectancy Theory. The Expectancy Theory, as stated by Victor Vroom, is motivation that has a high performance result due to value being placed on the salesperson and their ability. Salespeople are motivated to the degree that he or she believes "(1) effort will yield acceptable performance, (2) performance will be rewarded, and (3) the value of the rewards is highly positive," (Schermerhorn, Hunt, & Osborn, 2005). For salespeople to earn rewards or benefits, they first need to know the expectancy of their position. During this first stage, the managers will layout the training that is needed and will set their goals. ...read more.


her job, by simply asking workers when they felt good about their job and when they felt bad about their work environment. From this study he came up with the Two-Factor Theory that separated workers into two different categories: Hygiene factors and motivation factors. (Schermerhorn, Hunt, & Osborn, 2005). Hygiene factors are sources that affect job dissatisfaction. These factors include: company policy and administration, wages, salaries and other financial remuneration, quality of supervision, quality of inter-personal relations, working conditions and feelings of job security. Motivation factors are sources that affect job satisfaction. These factors include: opportunity for advancement, gaining recognition, responsibility, challenging or stimulating work, sense of personal achievement & personal growth in a job. The Two-Factor Theory works well with the production worker due to the simplicity of applying these to a specific individual. (Schermerhorn, Hunt, & Osborn, 2005). In light of recent events at Ford Motor Company and General Motors the Two-Factor Theory comes into effect. Many plants have been shutdown and jobs were cut. This is attributed to the flood of lower priced foreign cars coming into the United States. One of the main reasons for this cut is the fact that these auto makers have amazing benefits for its workers. ...read more.


(Schermerhorn, Hunt, & Osborn, 2005). A perspective on motivation which is goal-oriented leads to the view that being satisfied by achieving the goal will make the action rewarding on its own. Shermerhorn, Hunt & Osborn says, it is not the reward-giver's intentions that count, but it is how the recipient perceives the reward that will determine actual motivational outcomes. It is evident that administrative staff that is not properly rewarded will seem uncomfortable versus those that are over-rewarded. Because of this, major attention and direction is given to provide the process and conditions that will eventually stimulate and structure the administrative staff involved in the negative inequity. People who feel they are overpaid increase the quantity or quality of their work while those who feel they are underpaid decrease the quantity or quality of their work. (Schermerhorn, Hunt, & Osborn, 2005). As discussed in this paper all three employees have different theories that best motivates them. The salesperson is motivated by Vroom's Expectancy Theory, which has three phases and extrinsic and intrinsic rewards. The production worker is best motivated by the Two-Factor Theory, which consists of hygiene and motivation. Finally, the administrative staff that plans and organizes the work is mostly motivated by the Equity Theory, which removes the discomfort and restores a sense of equity. ...read more.

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