Motivation and Commitment

Motivation and Commitment

QUESTION ONE.

Motivation is desires, needs, and drives within an individual. Wants or obligations within the individuals evoke a sense of willingness to do something to accomplish goals. Motivation is an essential tool in management in that it enables workers in an organization to willingly do something to achieve specific goals set by the administration. Thus, it is imperative for corporate leaders to arouse interest om the performance of employees in their jobs.

QUESTION TWO.

Inequality motivation is the concept that highlights how motivation fairness influences worker’s performance. Inequality motivation is when workers identify inequalities in the input or output ratios of themselves. They will result from adjusting their input to reach their perceived output ratios. In general, people have many wants to satisfy their desires. These wants are usually scarce; thus, people continuously compete with one another to fulfill their individual wishes. Each person has a different variety and strengths in their desires, of which some individuals driven by the need to be successful. In contrast, others are predominantly driven to enhance security in satisfying their desires.

In management, work is either controlled by an individual or by others. If people were able to satisfy their basic wants or needs, they do not find work challenging and see it as just a necessary responsibility in actualizing their desires. People with unequal motivation are primarily focused on enhancing their working environment rather than their performance in their work. Rewards and achievements are the predominant factors in influencing workers’ satisfaction and can negatively or positively impact the performance of employees. Rewards is a crucial tool used in changing worker behavior in promoting organizational growth and performance..

QUESTION THREE.

There are several theories of motivation. Specific theories, such as equity theory and expectancy theory, are based on the concepts of equality and procedural justice. Equity theory is one of the motivational methods that use the notions of fairness in influencing worker’s behavior. Equity theory asserts that a person’s motivation is aa a result of what an individual perceives to be fair. The doctrine holds that motivation can be as a result of one’s perception and outcomes.

Procedural justice is the process in which fair—decision-making activities are used as a tool for effective decision making. People expect decisions to be appropriate and of equal standards while receiving their rewards. Equity theory highlights that fairness in an individual’s outcomes influences their motivation. Secondly, in expectant theory asserts that individuals’ efforts evoke the result of reward they desire. Both equity theory and expectant theory are cognitive in nature, influencing motivation among employees. Both theories hold that an individual’s perception efforts affect their expectations.

QUESTION FOUR.

Job enlargement is defined as the process of increasing tasks or activities to an employee.     On the other hand, job enrichment is the ability to give a particular employee responsibility at different levels. In job enlargement, it is necessary to deal with assigning extra activities or tasks to a specific employee. Job enrichment focuses more on giving higher responsibilities to employees at higher levels. Since job enlargement is all about increasing tasks, employees are less specialized, while job enrichment is specialized. Job enrichment requires an employee to have higher levels of skills, unlike job enlargement, which does not consider specialized skills for an individual to perform his or her job.

Secondly, job enrichment is horizontal in increasing activities, while on the other hand, job enlargement is vertical in nature in increasing responsibilities to a particular employee. Thirdly, job enrichment depends on job enlargement, whereas job enlargement is interdependent and does not complement job enrichment. Besides, job enlargement is simple in promoting productivity, due to the fact that it involves the addition of tasks. In contrast, job enrichment is more complicated in its procedures. This is because of the high decision-making procedures and skills required for an employer to perform his or her job.