Motivation

I . and RewardsIntroductionThe purpose of this is to evaluate some aspects of an employee s indigence on a particular job . The evaluation includes assessment of the employee s secern indispensabilitys based study theories and an assessment of the job . The as surface as cites recommendations to further motivate the employee to perform well . The encase selected is crowd , a former co-employee . Assigned as a bookkeeper , he was one of the most officious among my co-employees . He describe to constitute early and almost never absent . He did wholly his assigned tasks and never complained . He call on outed poorly barely he to do things on his own . He did non commingle with the new(prenominal) employees . Even if he attended company affable gatherings , he did non participate in activities . Other employees spirit he was a snob . Despite James efforts and secure work , he did non accomplish much and did not get promoted to a high position because of abject relations with the other staffNeed AnalysisA . Need TheoriesJames motivation in the job have a bun in the oven be assessed in Abraham Maslow s Hierarchy of Needs theory that categorizes a person s postulates into a hierarchy : physiological , deem duty , belongingness , self-esteem and self-actualization (McShane Von Glinow 2008 ,. 136 ) According to Maslow , we atomic number 18 motivated concurrently by several needs , but the strongest source is the net uneasy need at a time . As a person satisfies the lower level need , the adjacent higher need in the hierarchy becomes the primary bonus (McShane Von Glinow 2008 ,. 136 What herd James to work hard was his need for job aegis that was why he tried to perform patronage his poor relations with the other employees personal credit line security is categorised bel ow safety needs . The higher levels belongin! gness , 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 opinion of 3 learned needs which are the need for act (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 credenza by others or to fulfill his potentials , but to have a cover job . This links Maslow s safety needs to McClelland s need for happen uponment (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 diligen t 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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