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Here the selected two articles are Article 1: “ Basicss about Employee Motivation ” written by Carter McNamara, Article 2: “ Employee Motivation ” by Dr. Robert E. Wubbolding. As the assignment is to make a comparative analysis between two articles on a related subject, the choice was done on subject of employee motive which is an indispensable subject in effectual concern disposal.

In the first article it is fundamentally focal points on the new directors and supervisors. First it describes how to unclutter up the myths of employee motive. Then it describes basic rules in employee motive. Subsequently it provides the inside informations of measure you can take for employee motive.

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The 2nd article starts with a serious job in human resource direction and so starts the treatment about the Ideas of the direction that need to perfectly give up by the direction. Then it opens up for a treatment of why employees win or neglect and what we can make.

Consequently there are no clear cut similarities that we can happen it these two articles. But after the reading and the understanding it will open-up for broader apprehension of the country of employee motive. The employee motive factors besides include in these two articles but those are in a concealed mode. But one time you analysis this critically it tells the narrative of how a director or above station can manage the employees.

And these articles besides teach us non merely the stairss that we can make for motive people but the principals that a director must cognize how to utilize those in the organisation. And the best thing we can acquire those articles is that how we can do a agenda to actuate our employees. It besides describes why we fail in the procedure of actuating our employees. And eventually these two articles make us believe ourself and happen out what are the incorrect attitudes we have our ain.

Discussion:

Comparative Analysis:

As above said Article 1: “ Basicss about Employee Motivation ” introduces the myths to unclutter up in the employee motive. Those are as follows:

“ I can actuate people ” – Not truly — they have to actuate themselves

“ Money is a good incentive ” – understand the motive factor of each of employees

“ Fear is a bloody good incentive ” – Fear is a great incentive — for a really short clip

“ I know what motivates me, so I know what motivates my employees ” – Not truly different people are motivated by different things.

“ Increased occupation satisfaction agencies increased occupation public presentation ” – Increased occupation satisfaction does non needfully intend increased occupation public presentation

“ I ca n’t grok employee motive — it ‘s a scientific discipline ” -Supporting your employees to actuate themselves toward increased public presentation in their jobs.A

Article 2: “ Employee Motivation ” besides introduces the thoughts which have to be given up by the direction. Those are slightly new when comparison with the myths of article one. The undermentioned four thoughts are uneffective and really constitute barriers to increased quality.

As a director, I can coerce employees to make what I want them to make

Increasing the compensation bundle is sufficient to maintain people happy

It is non necessary to honor people for “ making what they are supposed to make. ”

Peoples are good, honest, and will ever execute to the best of their ability

In article one introduces specific stairss that can assist to travel a long manner toward back uping the employees to actuate them in an organisation.

1.A Do more than read this article — use what you ‘re reading here

2.A Briefly write down the motivational factors that sustain you and what you can make to prolong them

3.A Make of list of three to five things that motivate each of your employees

4.A Work with each employee to guarantee their motivational factors are taken into consideration in your wages systems

5.A Have one-on-one meetings with each employeeA

6.A Cultivate strong accomplishments in deputation

7.A Reward it when youA seeA it

8.A Reward it shortly after you see it

9.A Implement at least the basic rules of public presentation direction

10.A Establish ends that are SMARTER

11.A Clearly convey how employee consequences contribute to organisational consequences

12.A Celebrate accomplishments

13.A Let employees hear from their clients ( internal or external )

14.A Admit to yourself ( and to an appropriate person else ) if you do n’t wish an employee

In article two introduces this country as “ What you can make ” and it says like this, Write a description of the behavior of two employees with whom you need assist. Be specific about their negative behaviors. After you read Employee Motivation, return to these two employees, utilizing your new accomplishments. You will be surprised at your success in assisting employees learn to modify their behaviors in positive ways-ways that will assist their productiveness and do them happier-a win-win for everyone!

But in article one “ Basicss about Employee Motivation ” introduces five basic rules in the employee motive.

Motivating employees starts with actuating yourself.

Always work to aline ends of the organisation with ends of employees.

Key to back uping the motive of your employees understands what motivates each of them.

Acknowledge that back uping employee motive is a procedure, non a undertaking.

Support employee motive by utilizing organisational systems ( for illustration, policies and processs ) — do n’t merely number on good purposes.

In article two besides describes this in a different mode. It ever focuses to talk to the bosom of the reader as sing him or her as a trough instead than presenting constructs and attacks in employee motive. It is as follows with some cardinal countries that author needs to stress. That society believes this is illustrated by the actions of our establishments. Governments believe that stiffer punishments will, of themselves, bring around the drug job ; that more effectual penalties will command pupil behavior. And the universe of employment, in which most people spend a high per centum of their clip, has surpassed other establishments in confirming this unsound theory-that people can be efficaciously controlled from above.

The fact is that employees can be helped to go more productive, to demo inaugural, and to make quality work. But the usage of force entirely brings merely impermanent conformity. If you are willing to do a committedness to alter, you can larn how to train employees in an effectual mode. You can larn effectual ways to speak with employees who are apathetic, immune, or who suffer from other negative traits or attitudes. If you have of all time found yourself without words to react to an employee, or acquiring defensive, or giving in to the impulse to verbally assail an employee, you will profit from implementing the thoughts contained in this book. These accomplishments can assist you experience more comfy about your occupation. You might even look frontward to Monday forenoons! Positive consequences depend on one condition-you must larn the technique and so set it into pattern.

Article ever seek to construct a conversation with the reader. It introduces the employee ‘s behavior where the demand of the employee motive will originate as follows.

Do you hold employees who…

Are systematically tardily to work?

Perform below their potency?

Lack enterprise?

Fail to follow through?

Seem to be Moody?

Perform hapless quality work?

Decision:

Article 1 first get down up with what a director should give up if he wants to actuate the employees. After that writer wants to unclutter the myths of motive and so bit by bit input the fresh thoughts of motive, And besides the Motivation should be SMARTER all the clip harmonizing to the state of affairs. And all the clip we need to happen out the employees situational analysis, it is clearly reference in the article that after finish one motivate factor you must supervise it in assorted ways. There is one large plus point mentioned by the writer that one time you get in to a place which is above director degree you must ever construct confident relationship among others, this will assist you to increase the motive of the employees under you. In nutshell it ‘s all about how you build good motive accomplishments among employees in the organisation.

Article 2, Employee Motivation, is a tool book that addresses the concerns of anyone who of all time wanted to actuate anyone. It foremost asks serious of inquiry which reader ‘s head will open to a new country. Then introduces basic rules in employee motive and so things can make when implementing those rules. So more or less both the articles try to open the reader ‘s head by believing that the reader will implement what the writers have mentioned. And this article besides guides person to rethink what motions he has failed to actuate the other 1.

Once you understand and recorrect the passed errors you can be a good incentive or a good director. And besides it gives the right manner to manage an employee instead than you loose him or her. It besides teach us to alter our attitude towards the motivation others. And if you truly want to alter the other individual you need to alter yourself foremost. This will assist you to construct a win-win state of affairs between the employer and employee.

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