Motivating Culturally Diverse Workforce in an Organization Essay
Culturally Varied Workforce in an Organization Muhammad Junaid Murshed Southern Fresh Hampshire University or college Abstract From this research paper, I will be discussing some of the methods which may be used to properly motivate a culturally different workforce in an organization. At first, I will present a brief summary of motivation, a number of the well-known motivational theories and cultural selection.
Then, Let me look into a couple of reasons for demotivation among the staff of an corporation, followed by a few of the distinguished and effective motivational techniques that may be utilized to determine and/or manage the same, citing real-life illustrations. Finally, I will conclude the paper having a brief summary of the key points discussed in the paper together-with a personal opinion about the effectiveness of the motivational strategies discussed previously mentioned. Motivation is described as the desire to achieve a goal or a certain functionality level, leading to goal-directed behavior (Bauer and Erdogan, 2010, p. 97). As can be viewed from the above declaration motivation might be directly associated with performance.
Even though the direct relationship, motivation by itself may not be sufficient to elicit the desired result. This is so , as, this (motivation) generally is affected by elements such as a great individual’s capability (p. 97) to perform the work and the resources available (p. 97) to him/her to aid in achieving the objective(s). Culture refers to values, beliefs, and customs that exist in a society (Bauer and Erdogan, 2010, p. 40).
Diversity refers to the ways through which people are identical or totally different from each other (Bauer and Erdogan, 2010, p. 9). The world includes various diverse cultures (p. 40) entailing a diverse (p. 29) inhabitants base i. e. regarding age, male or female, race, faith, physical skills etc . Therefore , motivating (p.
97) people require understanding their descent first, since, it is most likely to influence the dominant need in their personality. With the completing of time many scientists, philosophers and specialists have developed different theories to clarify and boost an individual’s motivational level. For the purpose of my personal research paper, I will be focusing on some of this, namely, Maslow’s hierarchy of needs (p. 00), the ERG theory (p. 101), the two-factor theory, the acquired-needs theory (p.
102) and the self-determination theory to base my personal comparisons and conclusions to cultural selection. Maslow’s hierarchy of demands The theory is based on an easy premise: Human beings have demands that are hierarchically ranked. There are a few needs which might be basic to all or any human beings, in addition to their absence nothing else concerns. As we satisfy these simple needs, we start looking to meet higher order needs (Bauer and Erdogan, 2010, p. 99). Physiological requires: The requirement for air, food, and water (Bauer and Erdogan, 2010, p. 100).
Safety requires: The must be free from threat and pain (Bauer and Erdogan, 2010, p. 100). Social demands: The requirements of developing with other people, being loved, and forming lasting accessories with them (Bauer and Erdogan, 2010, p. 100). Esteem demands: The desire to be respected by one’s peers, feel important, and be appreciated (Bauer and Erdogan, 2010, p. 100).
Self-actualization want: The need to become everything you are capable of becoming (Bauer and Erdogan, 2010, p. 00). ERG theory ERG theory, developed by Clayton Alderfer, is a modification of Maslow’s structure of demands. Instead of the five needs that are hierarchically organized, Alderfer suggested that fundamental human needs maybe arranged under three categories, namely, existence, relatedness, and growth (Bauer and Erdogan, 2010, p. 101). Existence: A need matching to Maslow’s physiological and safety needs (Bauer and Erdogan, 2010, p. 101).
Relatedness: A need related to Maslow’s social needs (Bauer and Erdogan, 2010, p. 101). Growth: A need talking about Maslow’s confidence and self-actualization (Bauer and Erdogan, 2010, p. 101). Two-factor theory By asking individuals what satisfies these people on the job and what dissatisfies them, Herzberg came to the conclusion that aspects of the effort environment that satisfy staff are very different from aspects that dissatisfy them (Bauer and Erdogan, 2010, p. 101). Acquired-needs theory According to the theory, people acquire 3 types of needs due to their your life experiences. These types of needs would be the need for accomplishment, the need for holding, and the need for power.
Almost all individuals end up with a combination of these types of needs, as well as the dominant needs are thought to drive employee behavior (Bauer and Erdogan, 2010, p. 102). Self-determination theory Self-Determination Theory (SDT) symbolizes a broad structure for study regarding human inspiration and individuality. SDT articulates a meta-theory for mounting motivational studies, a formal theory that identifies intrinsic and varied extrinsic sources of motivation, and a description of the particular roles of intrinsic and types of extrinsic motivation in intellectual and social development in addition to individual differences.
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Bauer To. & Erdogan B. (2010) Theories of Motivation. Organizational Behavior, 97. 4. Kafig T. & Erdogan W. (2010) Ideas of Motivation: Need-Based Ideas of Motivation.
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