Workplace Motivation Essay

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Workplace Motivation Jennifer Byron PSY/320: Human Motivation October 24, 2011 Facilitator: Dr. Paul Cantz Workplace Motivation How do motivational strategies affect productivity in the workplace? What efforts does the organization make to improve performance and lower employee resistance to increased productivity? What are management’s philosophy of motivation and practices? The following paper will identify and analyze the implications of applying two motivational theories, as discovered through the Motivation Concepts table completed in week one, not currently in practice at D&B. The paper will also consider how the chosen motivational theories would impact both management and employees. In week one, the paper discussed how the Goal Setting Motivation theory is applied to the D&B workplace. Each goal must adhere to the S.M.A.R.T. (Specific, Measurable, Achievable, Realistic, and Time-Targeted) objectives (Locke & Latham, 2002). The paper also looked at two situations in which goal setting worked and where goal setting did not work. Although the above were the main topics of week one’s paper, D&B does use a number of the Motivational Theories as described within the table. Self-actualization is used on a daily basis by the majority of the team members. D&B associates are empowered to use their full qualifications as a way of excelling in a project and advancing within the company (Rogers, 1959). As part of ongoing innovation, D&B leaders encourage team members to use Positive Affect in creatively resolving problems, whether system, internal customers, or external customers (Isen, 1987). Most recently, North America Delivery (NAD) Leaders restructured Delivery team members’ quarterly and yearly goals, also known as the Leadership Development Plan (LDP). The LDP consists of goals set by the NAD Leaders as a way of determining how to improve productivity,

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