ILM 8605-415 Motivating People in the Workplace Assignment Help UK

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Assignment Task Answer 1: Assess the relevant theories of motivation that are applicable within their respective areas of responsibility.

Assignment answer – Motivation theories explain why people do their work well or poorly in various fields: work, school, or healthcare. For instance, Maslow’s hierarchy of needs posits that there are needy things in life with which a person needs to satisfy himself before he goes on to seek higher goals, such as personal growth. 

Herzberg’s Two-Factor Theory reveals that people at work are motivated by not only the basic job conditions but also the factors that make them feel important, such as recognition. Vroom’s Expectancy Theory believes that people work harder if they believe their efforts will reap rewards. 

McClelland’s Theory of Needs underlines that people at work are motivated based upon achievement, affiliation, or power and learning these can help leaders motivate their teams. By saying that people are most motivated when they feel in control and supported, the Self-Determination Theory calls for the application of these theories in making environments that will make people reach their goals and do their best.

Assignment Task Answer 2: Identify the factors that could influence the performance and motivation of employees within the workplace.

Assignment answer – Several factors may characterize, contribute to, and impede the performance and motivation of employees in the workplace. These factors tend to either improve or impair an employee’s ability to perform effectively and remain motivated:

• Work Environment: An efficient work environment in which employees feel valued and motivated toward tasks yields satisfactory results.
• Leadership and Management: Strong communication skills, expectation setting, and feedback engagement on the part of leaders inspire motivation and desirable performance.
• Recognition and Rewards: Rewarding the efforts of employees by appreciation, offering bonuses, or even promotions leads to higher morale and effort reinforcement in employees.
• Opportunities for Growth: Work opportunities for professional development and career advancement keep employees motivated.

Assignment Task Answer 3: Choose an appropriate motivation theory and implement it effectively within their area of responsibility or operation.

Assignment answer – Herzberg’s Two-Factor Theory, where hygiene factors and motivators need to be attended to simultaneously, is effectively implemented by first addressing hygiene factors and the sheer basics that prevent dissatisfaction and demotivation. 

Such hygiene factors include compensation as fair as possible, safe work conditions, job security, and a clearly stated company policy. Addressing these fundamental needs should then be followed by providing opportunities for career growth, offering recognition for achievements, and assigning meaningful work. 

With such encouragement and responsibility, as well as enhanced autonomy for the employees in executing their roles, a sense of purpose is also enhanced. The employees feel valued and engaged if the interplay between these factors is dealt with by employers, thereby leading to increased job satisfaction, motivation, and overall performance.

Assignment Task Answer 4: Evaluate the outcomes and impact of the applied motivation theories in different areas of motivation within the organization.

Assignment answer – Analyzing the outcomes and effects of applied motivation theories in diverse aspects of an organization can provide insight into how they work in driving the performance, satisfaction, or engagement of employees. The theories may not be as effective across different motivation factors such as job satisfaction, productivity, retention, or overall success of the organization.

• Job Satisfaction (Herzberg’s Two-Factor Theory)

Improved hygiene factors and motivators increase employee satisfaction, minimize turnover, and enhance morale.

• Employee Performance (Vroom’s Expectancy Theory)

Clear links between effort and rewards enhance performance and productivity since employees are motivated to achieve goals.

• Leadership and Engagement (Maslow’s Hierarchy of Needs)

Meeting the needs of employees at various levels leads to higher engagement, creativity, and a deeper connection with the organization.

• Team Cohesion (McClelland’s Theory of Needs)

Understanding the various motivational drivers namely, achievement, affiliation, and power enhances teamwork, collaboration, and organizational culture.