a1 maop.bus211.01

Zaman University

Motivation Theory and Motivation in the Workplace

Individual Assessment I: Annotation

Phanara Mao

Instructor: Neil Walsh

Organizational Behaviors - BUS 211

November 04th, 2013

Organizational Behavior - BUS 211 Section 1Take-home Annotation Assessment I

Title: Employees Motivation in Organization

Devadass, R. (2011). Employees Motivation in Organization. The International Conference

on Sociality and Economic Development, 10, 1-5.

The authors deliberate the motive effects on employees in the workplaces rely on three main

evidential experiences as; job features, performances of each employee, and management

procedures. Additionally, they claim that the managers should take a really care of work

motivation and trying to prevent it as well for purpose of boosting productiveness and

profitability. Also, the employees' behaviors point the motivation ability in form of being

motivated or daunted by the managers or the leaders in organization. Specially, the authors

discuss the potential methods to develop work motivation and distribute it according to four

elements which there are; sources of data, inclusion and exclusion, demo and screening, and

analyzing the information and the data collected.

Although, the work motivation theories still a most-often-researched topic, which is

discussed as a dynamic and complex process of human behaviors, but the academic

researchers and authors continue to develop and find the most suitable alternatives for

academic users in a well-timed fitness along the dynamic world of today human being.

Finally, the authors conclude that all-inclusive manners of employees are motive views of the

workers. Likewise, they added that motivation of employees in the workplaces also accustom

to the promotion of the workers in order to improve their performances. Briefly, the

employees are naturally initiated by incentive traits bases on degree of diversity and diversity

of management in the workplaces.

INDIVIDUAL ASSESSMENT I, ZAMAN UNIVERSITY 2013 1 | P A G E

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Title: Motivating Employees

Nickels, W. G., McHugh, J. M., & McHugh, S. M. (2008). Motivating Employees.

Understanding Business (8th ed., pp. 258-286). Boston: McGraw-Hill Irwin.

In this chapter, the authors emphasize many motivation theories and specify these theories

clearly by giving the description of scientific management theory of Taylor, Hawthorne

studies, understanding the Maslow’s motivation theory of needs, differentiate between theory

X, theory Y, and theory Z of Douglas McGregor, clarify the theory of expectancy, goal-

setting, equity and reinforcement, and how the manager apply these motivation theories to the

workplaces. Strategically, the managers take action of motivation through creating

organizational culture, promoting better performances, providing financial benefits,

rewarding, creating better working environment, open communication, training, job

enlargement, job rotation, and using effective questioning techniques. These potential

techniques and theories are compulsory for leaders and managers who wish to inspire their

subordinates or employees to work more effective, and productive for their prospective

outcomes.

Although, there are many different theorist and mangers propose different or similar theories

and studies, but there is only one aim to provide encouragement to the employees for purpose

of boosting productions or outcomes for prosperity and future growth of all workplaces.

Interestingly, some traditional or classical theories are developed to be ongoing generation

and efficient globally in dynamic world.

Briefly, motivation is a powerful catalyst in all workplaces for inducing human capital

movement in return of reaching organizational goal and objective with potential performance.





Title: Intrinsic and Extrinsic Motivations

Ryan, R. M., & Deci, E. L. (n.d.). Contemporary Educational Psychology. Idealibrary.

Retrieved October 29, 2013, from http://www.idealibrary.com

The author try to clarify the classic theory of motivation, which include intrinsic motivation

and extrinsic motivation. Intrinsic motivation is defined as a type of motivation existed

people willing to work emotionally due to their enjoyable inspiration and their interest in

order to take potential and productive activities. Meanwhile, extrinsic motivation is defined

as a type of motivation existed when people are encouraged to work economically bases on

future growth and outcome that can actually induce them to take intensive and productive

activities. Strategically, motivation is an art of effective and efficient encouragement to other

people to take intensive, and productive action in the workplaces economically. They also

add that motivation is very vital for both educational and developmental practice, and it is the

potential human desire for their satisfaction. Specifically, human need to be supported,

related, delegated, and inspired in order to achieve higher productive tasks assigned.

Although, motivation is a magic tool in the workplaces, but this sensational uniqueness

doesn’t fit everybody for any situations in any workplaces because it has different kinds,

different levels, and different amount of people to be motivated.

The authors conclude by reviewing that the social and psychological needs of being

motivated and energized is feeling included, autonomic, powered, competitive, and supported

as one well. Furthermore, they add that the appropriate condition of society comfort intrinsic

motivation and assist insources to settle better motivation extrinsically.



Title: The Future Work of Motivation Theory

Steers, R. M., & Mowday, R. T. (2004). The Future of Work Motivation Theory. The

Academy of Management Review, 29(4), 379-389.

The authors point the differences of motivation theories bases on many psychologists' points

of view and the potential roles of motivation theory in field of management by doing

academic research accurately. They discuss about the complex theory, opportunities, and

benefits of motivation theories that are essential to survive the organization in the

workplaces. Additionally, they also claim that the most important people's inspiration to work

intensively and economically is motivation including empowerment, job training, job

enrichment, job enlargement, and pay-the-job incentive for the workers.

However, this research is the main points of common motivation theories, it is changed

alternatively bases on globalization and the dynamic world of human being, and development

of technological innovations, it is likely opening a new window for academics researchers,

managers, and the workers to be motivated and obtained a higher knowledge of management

and inspiration for practicing in the workplaces. Furthermore, they also mention that

sometimes self-set goal setting maybe insufficient for motivating people in the organization.

Finally, the authors briefly conclude that motivation can be understood and implicated on

workplaces by using life-span and adult development theories to facilitate of understandable

motivation in organization. At the end, they add that effective effects on motivation could be

identified by participation of workers in group works as a level influences individually.



Title: Employee’s Motivation

Yudhvir, M., & Sunita, M. (2012). Employee's Motivation. Asian Journal of

Multidimensional Research, 1(2), 2278-4853.

The authors argue that motivation is the process of providing employees with motive as a

catalyst to complete the tasks and achieving targets negatively or positively. They also take

some concepts of famous psychologist and successful managers such as; Maslow, Vroom,

Herzberg and Taylor, to be discussed concerning to motivation in form of job satisfaction to

understand, analyze, and learn organizational behaviors and human behaviors in the

workplaces. Additionally, they also claim the two types of motivation, which are intrinsic and

extrinsic motivation in this research. Furthermore, motivation is a crucial tool, it is not only

managers or human resource department for businesses, but it is for everyone to create a

better work environment in every workplaces.

On the other hand, motivation is not only financial benefit; it sometimes can be non-monetary

incentive (training, flexible work hours, and so on), or monetary incentive (sharing profits,

bonuses, and so on) or other options such as; competition, recognition, and promotion. Also,

there are five different needs of human such as; psychological needs, safety needs, social

needs, esteem needs, and self-actualization, Maslow agued. Theory X and Y of Mcgregor and

Vroom ’theory also apply to similar principle of motivation theory.

They brief that the most efficient components to motivate employee are related intrinsic

motivation include; empowerment, growth, inclusion, objective, and trustworthy. Finally,

they conclude that motivation is the important asset to boost the performance of employees

and receiving better outcome in the workplaces effectively, and economically.


