Motivation in the Workplace Essay Example for Free

Motivation in the Workplace Essay Motivation is difficult to explain and practice. However motivation is still the one thing that makes people productive in their jobs. Whether the motivation is tangible or not, it all depends on the individual and how management takes the information and applies it. There are many theories and practices that can be studied and applied to any situation. Motivational theories are studied and practiced by theorists and companies to increase productivity. According to Jerald Greenberg (1999) scientist have defined motivations â€Å"as the process of arousing, directing and maintaining behavior towards a goal†. The act of arousing is related to the desire and vigor to produce. Directing is the election of behavior, and maintenance is the inclination to behave a certain manner until the desired outcome is met (Greenberg 1999). Much of the motivation theories will be related to the definition provided. Some major motivation theories along with the method to successfully motivate employees will be introduced. The theory and method that a manager may choose to use will depend on the environment and on the individual. There are two types of motivation theories content and process. The Content theories are based on the basic need and drives. The other theories focus on the process by which people are motivated (Pepitone, 1999). Content theories of motivation focus on this question: What causes behavior to occur and stop? The answers usually center on (1) the needs, motives or desires that drive pressure and forces employees to action and (2)employees relationships to the incentive that lead, induce, pull and persuade them to perform. The needs or motives are internal to the individual. They cause people to choose a specific course of action to satisfy a need. Incentives are external factors that give value or utility to the goal or outcome of the employees behavior (Pepitone, 1999). Abraham H. Maslow’s Hierarchy of Needs is a content motivational theory. Maslow’s basis was human behavior. He conducted his investigation between 1939 and 1943. The hierarchy of needs has five sets of goals that are called basic needs. Maslow’s idea was â€Å" people will not be healthy and well-adjusted unless they have their needs met† (Greenberg 1999). Maslow arranged the needs in different levels in order of importance. As in a hierarchy the lower level are the most basic needs and the top are the higher level needs. Looking at the figure below one can see how the hierarchy works. The lower order needs must be met before proceeding to the higher order needs. According to Greenberg (1999), Maslow’s needs are in the following order: physiological need, safety need, social need, esteem need, and self-actualization. Man’s basic needs are physiological, for example, hunger, thirst, sleep, etc. When these are satisfied they are replaced by safety needs reflecting ones desire for protection against danger or deprivation. These in turn, when satisfied are replaced by the need for love or belonging to, which are functions of man’s desire to belong to a group, to give and receive friendship and to associate happily with people. When these needs have been satisfied, the esteem needs seeks to be met. One desires self -esteem and self-respect, which are affected by a person’s standing reputation, and his need for recognition and appreciation. Finally, individuals have a need for self-actualization or a desire for self-fulfillment. The urge by individuals for self-development, creativity and job satisfaction (Boeree 1999) In the past, management rewards systems have attempted to satisfy an individual’s lower level needs for safety and physiological security, for protection against deprivation and the threat to a worker or his family. However, management rewards systems should be, aiming to satisfy the individual’s actual need (Boeree 1999). When believed that a certain reward is important and can be attained, the individual will demonstrate a given amount of effort. This in turn will be demonstrated in performance. The link between effort, performance and expectancy is about accomplishing the task. The links between the performance and reward are connected. One’s assumption for whether the rewards are available if the person worked effectively describes the link. In this link the manager/organization is responsible of acknowledging the performance of the employee. If the manager/organizatio n does not acknowledge the employee, there can be a breakdown in the motivation. The acknowledgment needs to be direct, strong, and immediate. Employees usually determine in advance what their behavior may accomplish and the value they place on alternative possible accomplishments or outcomes. Goal setting theory is the specification of goal to increase performance. Assigning difficult goals usually result in higher performance. Goal setting has three components that have to be used to successfully apply this concept. First the identification of the process, then the characteristics and finally the feedback. The characteristics of goal setting consist of making the goal specific and challenging. The goal must be challenging to increase self-efficacy. It has been noted that a difficult task tends to increase an employee’s performance. This may be because usually people work harder to reach a challenging goal as long it is believed that it can be done. Lastly, feedback will allow people to be informed of their progress. This stage usually included praises about the good job that has been done (Wheaton Cameron, 1998). The descriptions of content and process theories of motivation dealing with organizational and individual behavior are briefly explained. The explanation is only a basis for a better understanding on why and how to approach the concept of motivating employees. All the theories conclude that the manner that managers perceive their organizations and their employees affect their productivity. Whether they are private, public or non-profit organization their aim is to be productive and effective. When looking at the different sectors, they have different goals and objectives, and therefore they must take different approaches in management. Though this may be true we must also acknowledge that all sectors require one to motivate their staff to produce. As managers we must into consideration the different type of individual that make up our organizations. One must modify management styles and behaviors. Dr. Renis Likert has researched many organizations and developed an effective manner to motivate employees and have a productive organization. He has identified four management styles that he feels should be a part of management style in an organization. First exploitive style is where management makes all the decisions and the lower levels are given no power this style has an authoritative approach. The second is the benevolent style that has an authoritative approach, however in this case the management has some trust. The consultative style has substantial amount of trust in their staff. The staff is motivated by reward and some involvement. There is some communication and teamwork involved. Lastly the participative style is more of the group approach. Management has confidences in their staff and the staff feels responsible in accomplishing the organizations mission. This style encourages communication and teamwork. The participative style is the best approach for profit and customer service organizations. Organizations should make the transition to train management to motivate their staff using the participative approach (Cook 1991). As a manager it is difficult to motivate your staff to be productive; however, using certain methods can create a positive environment. It was thought that money motivated people but that has changed. Much of the theories discussed before deal with individual behaviors and needs. One can conclude that motivation is internal and as employers one must make observations and decide what each individual desires. According to Cook (1991) manager must give their staff as much as an organization can. Many employees want to have benefits and security, however; what happens after a job has provided those needs. Remember that Maslow theory has the five needs of an individual and they do not all deal with the necessary needs. As an employer identifying what stage your employee is in will help in putting a plan into action. Collaboration is a way to give employees the feeling of importance. Eliminating any kind of obstacle will create an atmosphere that your staff is eager to perform (Bruce, A. Pepitone, J. 1999). Another approach is educating your employees and matches them to projects that they find interesting and those on which they are knowledgeable. Employees are willing to work harder on projects that they can relate to. This will also increase their success rate that will help in improving their self-esteem. Yet another way to increase productivity is with empowerment. Giving people the choice to make decisions and giving them the tools and supports to their job will increase the inner motivation force within the employees. Encourage staff to satisfy their need for affiliation and create a relationship with the employee to be part of the organizations mission. It is difficult to motivate employees when a manager’s view is negative. For instance a manager’s behavior is explained with McGregors Theory X or Theory Y. In this case a manager must identify what style of managing is most effective. Building morale is an important concept when motivating employees. Morale will help create productivity in an organization. Developing a shared vision is a way to begin building morale. For instance as managers, one must communicate views honestly a directly during discussion with employees about performance. Make sure they have the necessary information to do their job. Allow employees to influence their own performance goals. Get out of the offi ce, be visible and accessible. Communicate a clear view of the long-range direction of the organization. Listen carefully and consider the opinions of others open-mindedly before evaluating staff. Communicate high personal standards informally with day-to-day contact. Remember to acknowledge the progress that the staff has achieved either with certificates, a note or just a tap on the shoulder. The staff wants to be told that they are doing a good job (Pepitone Bruce, 1999). Again empowering staff requires some basic principles. Inform the staff what their responsibilities are. Give them authority equal to their responsibilities. Set standards of excellence. Provide people with training that will enable them to meet these standards. Provide feedback on performance. Recognize them for their achievements. Trust and treat them with dignity and respect (Nelson 1997). Showing staff that management is listening and affirming that you understand their view will create positive work environment. The language that use is also very important. Using â€Å"we† and â€Å"us† when speaking of the organization this will make the staff feel a part of the organization, thus improving the productivity of the staff. Encourage employees to make suggestion no matter how small the idea may be, and this will create a comfortable environment and inspire more significant ideas (Cook 1991). It is important to point out, however, that motivation must be used wisely. The misuse of some theories and techniques could result in negative consequences. Remember that employees who receive rewards on performance tend to perform better than employees in groups where rewards are not based on performance. Understanding the causes of human behavior can predict the behavior to the extent that the behavior can be controlled. Therefore, if managers understand the relationship between incentives, motivation, and productivity, they should be able to predict the behavior of their employees. Consequently, managers who know this, and know how to apply given incentive, can expect to realize increased productivity from employees. Today, 70% of employees are less motivated while 50% only put enough effort into their work to keep their job (Spitzer 1995). Many managers are not sure of the technique to use to motivate their staff. The best way to find what motivates staff is to ask them directly. This may be done informally or during performance evaluations. Find out what he/she wants from the organization and what makes them happy. A happy employee will be more productive than an unhappy one. If there has been a problem with absenteeism it may be because the organization is not fulfilling their needs. Whether it is need for achievement, the need for power, the need for affiliation, or the basic needs as studied by Herzberg, McClelland, or Maslow as a manager must examine and modify the management approach. References Boeree, C. George (2006) Abraham Maslow. Available: http://webspace.ship.edu/cgboer/maslow.html Cook, M. (1991). 10-Minute Guide to Motivating People. New York: Alpha Book Greenberg, J. (1999) Managing Behavior in Organizational (2nd Ed.). New Jersey: Prentice Hall Learning, Reinforcement, Reward System and Self-Management Teams. Available: www.emporio.edu Nelson, B (1997). 1001 Ways to Energize Employees. New York: Workman Publishing Pepitone, J. Bruce, A. (1999) Motivating Employees. New York: McGraw Hill Spitzer, D. (1995). Super Motivation. New York: AMACON. Wheaton Cameron.(1998) Developing Management Skills 4th Ed. Addison –Wesley Inc

Frankenstein is Not a Natural Philosopher Essay examples -- Shelley Fr

Smith’s article ‘Frankenstein and natural magic’ takes a literary approach to the analysis of ‘Frankenstein’ although this is supported by some background scientific knowledge. Through the article, Smith describes the impacts science has made on Frankenstein’s life . Smith plays close attention to Frankenstein’s childhood, where he discovered the ancient philosophers, and his Ingolstadt years. It is in these periods where Smith argues that Frankenstein is not a natural philosopher but a natural magician due to his affinity for the ancient natural sciences, the romantic genius he posses and by contrasting Frankenstein against traditional, enlightenment stereotypes of the natural philosophers within the text and the greater Socio-historical context. However, this is in contrast to the arguments of Sleigh, who by comparing Aldini to Frankenstein, attempts to rationalise his actions and draw parallels with the attitudes of the modern philos ophers. In Sleigh’s ‘Life, Death and Galvanism’ the analysis is significantly more scientific than Smith’s consequently this is done at the expense of true literary discussion and thus only brief passing references are made to Shelly’s ‘Frankenstein’ therefore the reader has to pry out comparisons between Frankenstein and Aldini. The article itself is the story of Aldini and his uses of Galvanism but it also draws on considerable philosophical ideas to analyse the thought process of Aldini. Like Smiths text, the article is chronological and details events from 1808 onwards. Her argument concedes that Aldini and Frankenstein may have had similar attitudes due to the nature of their work, their need for ‘Inspiration and their backgrounds. One could theorise that although Frankenstein shows to be mor... ...in. She argues that they have a similar attitude and their actions are only slightly dissimilar. Nonetheless, one can question the reliability of Aldini as a representative of natural philosophy because of Smith’s focal description of a natural philosopher, thus alerting us to Frankenstein’s incompatibility with the traits given to a natural philosopher. Thereby arguing that Frankenstein was no natural philosopher. Works Cited Shelley, Mary Wollstonecraft, and Joseph, M. K, Frankenstein; or The modern Prometheus. London, New York: Oxford University Press, 2008. Sleigh, Charlotte. ‘Life, Death and Galvanism.’ Studies in History and Philosophy of Biological and biomedical Sciences 29 (1998): 219-248 Smith, Crosbie. ‘Frankenstein and Natural Magic.’ In Frankesntein:Creation and Monstrosity, edited by Stephen Bann, 35-59. London: Reaktion, 1994. Frankenstein is Not a Natural Philosopher Essay examples -- Shelley Fr Smith’s article ‘Frankenstein and natural magic’ takes a literary approach to the analysis of ‘Frankenstein’ although this is supported by some background scientific knowledge. Through the article, Smith describes the impacts science has made on Frankenstein’s life . Smith plays close attention to Frankenstein’s childhood, where he discovered the ancient philosophers, and his Ingolstadt years. It is in these periods where Smith argues that Frankenstein is not a natural philosopher but a natural magician due to his affinity for the ancient natural sciences, the romantic genius he posses and by contrasting Frankenstein against traditional, enlightenment stereotypes of the natural philosophers within the text and the greater Socio-historical context. However, this is in contrast to the arguments of Sleigh, who by comparing Aldini to Frankenstein, attempts to rationalise his actions and draw parallels with the attitudes of the modern philos ophers. In Sleigh’s ‘Life, Death and Galvanism’ the analysis is significantly more scientific than Smith’s consequently this is done at the expense of true literary discussion and thus only brief passing references are made to Shelly’s ‘Frankenstein’ therefore the reader has to pry out comparisons between Frankenstein and Aldini. The article itself is the story of Aldini and his uses of Galvanism but it also draws on considerable philosophical ideas to analyse the thought process of Aldini. Like Smiths text, the article is chronological and details events from 1808 onwards. Her argument concedes that Aldini and Frankenstein may have had similar attitudes due to the nature of their work, their need for ‘Inspiration and their backgrounds. One could theorise that although Frankenstein shows to be mor... ...in. She argues that they have a similar attitude and their actions are only slightly dissimilar. Nonetheless, one can question the reliability of Aldini as a representative of natural philosophy because of Smith’s focal description of a natural philosopher, thus alerting us to Frankenstein’s incompatibility with the traits given to a natural philosopher. Thereby arguing that Frankenstein was no natural philosopher. Works Cited Shelley, Mary Wollstonecraft, and Joseph, M. K, Frankenstein; or The modern Prometheus. London, New York: Oxford University Press, 2008. Sleigh, Charlotte. ‘Life, Death and Galvanism.’ Studies in History and Philosophy of Biological and biomedical Sciences 29 (1998): 219-248 Smith, Crosbie. ‘Frankenstein and Natural Magic.’ In Frankesntein:Creation and Monstrosity, edited by Stephen Bann, 35-59. London: Reaktion, 1994.

Explain Kants Theory of Ethics Essay

Kant was born in 1724-1804, he was a German thinker from East Prussia (now Russia), and he spent his whole life in his hometown. Kant wanted to create a logical, stand-alone theory that wasn’t just based on assumptions, he believed in an objective right or wrong that is decided on reason and that we shouldn’t do the right thing just because it’s right and not to fulfil our desires. Can we lead a life following his ideals are there not some situations where a perfect moral decision cannot be made, are all our choices fuelled by personal gain and desire? He has a deontological and absolute approach to ethics, to Kant what makes an action good is when you do your ‘duty’ and that one’s duty is to always flow the moral law. We should not act out of love or compassion. The motive is what makes an action good –nothing else! The consequences to Kant are meaningless it’s the act itself that needs to be right an example of his thinking would be its immoral to kill 1 man in order to save 10. For Kant the fact that we ‘ought’ to do something implies that it is possible to do it. Thus moral statements are prescriptive: they prescribe an action. Ought implies can, ‘if I ought to do X’, it means ‘I can do X’. Kant also believed that moral statements are a priori (knowable prior to experience) and synthetic, that they can be verified by our empirical evidence so are either true or false. Kant put forward the idea of two imperatives the hypothetical imperative, these are not moral commands and they don’t apply to everyone. In Kant’s eyes you only need to obey them if you want to achieve a certain goal. An example of this would be that Kant observed that the word ‘ought’ is often used none morally, for example ‘if you want to become a better artist or guitarist, you ought to practice’. On the other hand Kant also proposed the Categorical Imperative, these are moral commands that can be universalised and do not depend on anything else. Whereas the hypothetical imperative requires you to go from ‘a’ to ‘b’ then categorical imperative only requires you to just do ‘a’. â€Å"Duties for duties sake† this related to the categorical imperative. Kant then goes on to the 3 maxims, first off to test a moral maxim as it’s a universal law either everyone should follow it or everyone should reject it. The first maxim is ‘Your action should be able to be universalised’ before you act in a certain way, would you like everyone in the same situation to act in the same way. If not, then you are involved in a contradiction it goes against reason, â€Å" so at that principle of action might safely be made of law for the whole world† if you were to take lying through the first maxim its clear it would fail as that would mean everyone would be lying to one another and trust is completely destroyed. The second maxim is ‘Don’t treat people as a means to an end’ Kant strongly believed that you can never use human beings as a means to an end, to exploit or enslave them. Humans to Kant are all the highest point of creation and so demand a unique treatment. This guarantees that all individuals are afforded the moral principles; therefore no humans can be used for the sake of others, he also explained that we have a duty to develop our own perfection, developing our moral, intellectual and physical capabilities. We also have a duty to seek the happiness of others as long as that is within the law and allows the freedom of others. â€Å"Always recognise that human individually are ends and do not use them as a means to your end† therefore you can’t lie for example to further your own needs at the cost of using someone. Kant’s final and third maxim ‘ work towards a kingdom of ends’ this is an overall culmination of the first two, everyone should act as if every person was a ‘end’ and that moral choices be based on any empirical consideration about human nature, human flourishing or human destiny. However it needs to be clear that despite this autonomy this does not mean that everyone can just decide their own morality but rather that each individual has the ability to understand the principles of pure practical reason and follow them. It is impartial and must apply to everyone. If one maxim is disproved then the law becomes immoral and can’t be universalised. Kant also talked about good will and duty, to Kant the ‘greatest good or summon bonum’ is what Kant terms as good will. Someone of good will is not good because of what they achieve (the consequence) but because he/she acts out of duty. Good will to Kant is the only thing that is truly pure, as we can get our reasoning wrong or it can be manipulated, but to have the good will to perform your duty cannot be manipulated or got wrong. Kant contrasted ‘doing your duty’ with ‘giving into your emotions’ or doing what you feel like. The main two meanings of duty come into conflict as the first thought meaning of duty is to obey your superior, this is what the Nazi soldiers claimed innocence about when they were trialled for war crimes they were just following orders but is that moral? To obey the moral law do the right thing and think a situation through is Kant’s meaning of duty â€Å"Good will shines forth like a precious jewel† –Kant. Kant’s theory of ethics seems to grant freedom to do anything that can be universalised. This sets the limits but does not give guidance; therefore in order for it to make sense Kant proposed the three postulates, the existence of god, freedom and immorality. We know that morality can exist because we can observe it. However we must be free to perform it as otherwise the act wouldn’t be truly moral. Morality and freedom must come from somewhere to Kant this is God. Kant argues that there must be a God and an afterlife as there has to be some sort of reward. As we cannot be perfect in this life. This is known as reaching the summon bonum that I mentioned earlier, as this cannot be achieved in this life, there must be an afterlife where this can be achieved. For Kant, morality leads to God. Part B: Assess the view that it is always right to keep one’s promises. In Kant’s view immorality occurs when the categorical imperative is not followed: when a person attempts to set a different standard for themselves then for the rest of humanity. In the Groundwork for the Metaphysics of Morals, once Kant has derived his categorical imperative he applies it to a number of examples. The second example and probably the most analysed is that of an unfaithful promise. Kant applies his imperative to a person who is short of money who intends to ask for a loan, promising to repay it, but with no intention of doing so. When Kant applies the categorical imperative to this situation he discovers that it leads to a contradiction, for if breaking promises were to become universal then no person would ever agree to a promise and promises would disappear. Kant connects rationality with morality, and sees contradictory behaviour as immoral. Some critics have argued that Kant never asserts the connection between rationality and morality, but most dismiss this and point out that Kant clearly explains how morality must be based upon reason and not upon desires. Another weakness is that what if your friend told you a secret that he was planning to murder someone, it would be your obligation to keep it but is that morally right? Could that surpass the 3 maxims, in the second maxim there can be no use of one individual for the sake of another, are you forsaking the person that is planned to be murdered just to keep a promise. However on the other hand there are strengths to Kant’s way of thinking as it means everyone single human has intrinsic value, actions are based on reason and logic and there are 3 straightforward maxims that need to be followed so it cuts out many grey areas as if it simply doesn’t follow the maxims it can’t be universalised. Other theories, utilitarianism for example would say it would be wrong to keep a promise of a secret of planned bomb attack that would kill hundreds as you would be saving hundreds of lives by informing the police. Utilitarian’s believe that the outcome outweighs the action. In my opinion I agree with Kant theory as I believe there needs to be trust between people, as relationships with people would mean nothing also it’s a matter of honour if you gave your word to someone I will promise you this etc. then it has to be in the best of your ability to fulfil it if it’s a good cause and not unjust. However in extreme cases such as say the promise of keeping a secret of a planned terrorist attack I would have to side with the utilitarian approach.

Destiny, Fate, Free Will and Free Choice in Oedipus the...

The Role of Fate in Oedipus the King In Oedipus the King, one can easily see the tragedy that comes when Oedipus lives out fate, although not of his own intentions. Oedipus did everything in his own power in order to keep the prophecies from being fulfilled. One might even say that Oedipus ran from fate. Webster defines tragedy as a medieval narrative poem or tale typically describing the downfall of a great man. Oedipus the King is certainly a tragedy, and as Dr. Lucas states in his blog, Character V. Fate, it is the definitive tragedy (p.2). It is difficult to see Oedipus as a bad man. In order for the story to be considered a tragedy, Oedipus must have been a great man. Of course he made some poor choices, but most of his†¦show more content†¦Of course it is not possible to completely absolve Oedipus from blame, but one can certainly understand much of his wrongdoings that he later so severely punished himself for. Dr. Lucas says in Character V. Fate that Oedipus ultimately takes responsibility for his actio ns ( Lucas p. 2). Only a great man would take responsibility for a wrongdoing that he had been able to get away with for so long. It had been years before when Oedipus killed Laius. He was able to marry and have children with Jacosta. Oedipus felt that it was his duty as King to uncover the reason behind the plague that was hurting the people in his Kingdom. Oedipus took responsibility and probably punished himself more than Creon or any other would have. While living in ignorance to the sins that Oedipus had committed Oedipus could see and serve as King. He chose to blind himself when he learned the truth. The prophecies that he had been willing to forsake his homeland for had come true without Oedipus even realizing it. He left home to protect his birth father, whom he had loved. By not allowing Oedipus to know the truth of his ancestry, his family had opened the door for his fall. Revermann also says Oedipus is indeed trapped by these two old men (Revermann p. 4). Oedipus lived without knowing what he was doing. The truth was too difficult for Oedipus to deal with. He had tried so hard to avoid the horrific prophecies, and fell right into them. He believed that he had a choice, but Oedipus didShow MoreRelatedFate vs Free Will1663 Words   |  7 PagesOedipus The King: Fate Vs. Free Will The ancient Greek writer, Sophocles suggests that while there are factors beyond mankind’s control that we have the power to make choices that affect our destiny. In his play, Oedipus the King, Sophocles makes it quite clear that although everyone is born with a fate, you have the ability to alter its direction and toll. 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