Motivation and Work Design Essay Example | Topics and Well Written Essays - 2000 words - 1

Motivation and Work Design - analyze ExampleThis paper discusses the motivators significance and outline ways by which employers can design job roles to interest account of individual motivations.Many motivational theories exist that offer bases for understanding effects of motivational factors and strategies for moderate the effects as well as ways for monitoring effects of the factors. Theory X and possibility Y, as McGregor offers, is one of such theories. The theory establishes assumptions on human behavior to develop a simulation for understanding quite a little in a field of study environment and to influence actions and behavior of the people towards want outcomes. Theory X assumes that people are not willing to conform to expectations and calls for managers and organizations control of people for exertion of objectives. It therefore suggests guidelines that can be attained through push factors such as punitive measures for harm to comply. Theory Y however argues for r esponsible behavior and actions in which people can align themselves to stipulate goals in their organizations and work towards realization of the goals (Saiyadain 2009, p. 167).According to Theory X, people do not like work and this means that external influence is necessary to influence completion of desired works. The theory also assumes that people are less ambitious and do not like responsibilities. Instead, they prefer to work under control. In addition, people lack creativity into completing tasks and generating solutions into problems to support the postulate of necessity of external influence. In cognition of Maslows hierarchy of needs theory, Theory X assumes that people are motivated at physiologic and safety levels (Saiyadain 2009, p. 167). Intimidation is further necessary on people in order to ensure execution or objectives. A consideration of Theory Y assumptions however recognizes peoples willingness to work provided that competent conditions exist. Contrary to e xternal pressure to influencing organizational