Expectancy Theory - This is a kind of aim, it could be the quality of work that the employees have to product, and so they are expected to produce good quality of work. The standard of the work that can be produced. For example a carpenter cannot be expected to make the finest cabinet with the wrong type of tools to do so.
Outcome 3.2
Relating to the case study you can see that there are a lot of differences between workforces. The shop floor workers are made to feel scared and on edge all the time by their boss, they are given targets to aim for, but these targets cannot be reached, so when they are not fulfilled they are punished for this by not being offered overtime. This is an absence of motivation
In the administrative department there is a presence of motivation as the manager listens to his workers, discussing the targets, which can realistically be met. Giving them motivation to better themselves, for example encouraging one of the work force to study to become a member of the Chartered Institute Of Marketing. This shows a presence of motivation.
Task Three
Applying motivation theory – within the case study I found that the manager within the administrative and support department applied motivation within the work force in different ways. For example, He its his employees down every week and makes his colugues talk about their progress relating to targets.
Another example was that he makes sure that the targets that are set for his work force are ones that can actually be met.
Another example is that during the day he comes and sits down with the employees and try’s to find out any problems that they might have, if they have any then they can discuss them without letting the employee keeping it to themselves. Doing this makes the employee feel as if they are appreciated.
Failing to apply motivation theory – within the case study I found that the manager on the shop floor was not applying motivation. Examples of this are:
- He is not an approachable manager for the employees to go to. He is known as the most feared man on the shop floor. If he is feared then if there is a problem with one of his workers, then they will keep it to themselves, which will be an ongoing problem.
- Another example is – If a problem is identified then, they are punished for speaking up about it. They are punished by not being given overtime.
- Another example is – because not problems are not discussed he doesn’t realise that the targets that the employees are set are impossible to achieve therefore his employees are not motivated to achieve these targets.
- Employees are not made to feel appreciated, the work isn’t praised, and they are not thanked for the work they have completed.
Relationship between motivation theory and the practice of management
Motivation theory and the practice of management have a relationship in the respect that they both work together. If you don’t have good management for example, the managers don’t sit down and set realistic targets for the workers, then they are going to be set targets, which they cannot meet, and so they are not motivated to reach the targets. Another example which would go with this is if when the manager had set the targets to which the workers meet, he makes sure that the workers are made to feel that they have done something positive which would be there self esteem and encourage them to get the same praise again.
TASK THREE - Factors which influence individual behaviour at work
These are:
- Targets/ aims: If employees are set a realistic goal to meet within their work then they have the motivation to reach this target, an example of this could be, in a car show room a sales assistant is given a target of selling one car a day. Having this realistic target the worker has the motivation to sell that car.
- Appreciation: Within a work force if employees are made to feel as though the employer is pleased with either the standard of work that they have produced or the amount of work that is produced then they will want to work harder to please the employer, if the employer didn’t make the employee feel as though there work was acknowledged then they will not want to work hard for this person.
- Conditions at work: If workers have to work in poor conditions then they won’t have the same motivation to work as employees who have comfortable working conditions.
Task Four
Brief Description Of Event
My experience was working in a shoe shop. I was given daily targets of selling £800 worth of shoes within 4 hours, with a pair of shoes averaging £20 per shoe. Throughout the day the manager would start making comments about the amount of shoes that I had sold, informing me that it wasn’t good enough. If the targets where met that day then he would say that if we where able to reach that target then he should make it higher for the next week.
Analysis Of Event
From this you can see that the targets that I was given I wasn’t able to reach, and so this didn’t give me the motivation to try, Why try and reach something I knew I couldn’t reach.
You can also see that the manager hadn’t sat down and set realistic targets for me to meet. As well you can see that he gave us no motivation to reach the targets and also gave us no praise when they where met.
What I Learnt
From this experience I learnt that to be able to motivate people you have to have be able to give them a task in which is reasonable for the to complete. As well people need to feel appreciated and as thought they have achieved something themselves when they have completed something
