Organizational behavior: Motivation and/or empowerment

Résumé du document

Employee motivation is a recurring term of XX and XXI th century. Indeed, companies are looking to increase their production desperately and employee motivation may be a key factor. In addition it can help on the social development of many employees unhappiness, especially today.

This paper will allow readers to identify new ways for employers to increase their earnings. It will also inform on analyzes across the world to respond to a growing need: motivation.

It will squeeze the literature and extract the most important features to confront to the realities of our world. The ultimate goal will be to identify ways of responding to these problems and to put forward a unique solution for a maximum use of these means.
This document was structured as follows: It will be a conceptual paper based on a literature review which will analyze relevant theories. To conclude, I will propose my own theory or own solution.

In the first part, I will present some problems in contemporary companies then I would put forward some famous theory and I would try to keep the essential elements for our analysis and finally I would put these theories with problems of companies and find thanks to them some solutions.

Extraits

[...] Recognition of the effort 4. Recognition of the competencies The way to improve employee motivation perfectly meets the expectations of Maslow. Indeed refocus workers a sense of esteem, achievement and belonging. Furthermore MAYO has shown that an increase of recognition is conducive to employee motivation and significantly increased the productivity of workers. Motivation by remuneration conditions As demonstrated Adams's analysis, financial compensation may be a lever of motivations. But there are several types of payment and ways more "recent" can be very effective. [...]

[...] And to raise this motivation, firms may provide incentive bonus to financially reward employees with respect to the results and performance results. The company can offer its employees stock ownership plans or savings plans for retirement funds. These devices blocked for several years will allow the company to keep and retain its workforce, developing a sense of belonging to the organization Finally, companies especially large organizations can allow employees to acquire shares in the company, thanks to stock options and employee stock ownership. [...]

[...] & Judge, T. A. (2005). Goal regulation across time: The effects of feedback and affect. Journal of Applied Psychology 453-467. Huang, X., Shi, K., Zhang, Z., & Cheung, Y. L. (2006). The impact of participative leadership behavior on psychological empowerment and organizational commitment in Chinese state-owned enterprises: The moderating role of organizational tenure. Asia Pacific Journal of Management 345-367. [...]

[...] Academy of Management Journal 332-349. Tsui, A. & et al. (1997). Alternative approaches to the employee- organization relationships: Does investment in employees pay off? Academy of Management Journal 1089-1121. Lee, M., & Koh, J. (2001). Is empowerment really a new concept? International Journal of Human Resource Management 684-695. Ilies, R. [...]

[...] Internal communication quality will help motivate all staff in the sense that he knows what are the issues and the objectives of its tasks. In this way, the worker will be able to realize his own self- assessment (VIE theory And employees work together for a common goal. In other words, it is important to make sense of the work required its employees that will allow them to eventually take responsibility in their work. In addition, it is necessary that the communication to the collaborators is as transparent as possible. [...]