HRM 7000 WEEK 5 ASSIGNMENT Employee Motivation: The Unknown
Week 5
Employee Motivation: The Unknown
Employee motivation is a vital factor for all businesses. Laborers are not machines and cannot always do the same task with equal passion. When most of us think about job satisfaction and workplace motivation, you automatically think about pay. However, a recent survey across all income levels showed that the top predictor of workplace satisfaction is the culture and values of an organization, followed closely by the quality of senior leadership and the career opportunities at the organization (Chamberlain, 2017). In simpler terms, satisfied employees are motivated employees.
Today’s workplace is composed of four distinct generations of employees; this has never occurred in history until now (Fry, 2018). The Pew Research Center (Fry, 2018) defines these four generations, in descending order, as: Generation Z (born 1997 and later); Millennials (born 1981 – 1996); Generation X (born 1965 – 1980); and Baby Boomers (born 1946 – 1964). Mahmoud et al. (2021) investigated workplace motivational differences amongst Generation Z, Millennials, and Generation X with the finding that intrinsic motivation has a more positive effect on Generation Z staff than Millennials or Generation X employees.
The Society for Human Resource Development (SHRM) reported that 89% of U.S. employees are somewhat or very satisfied with their current job (2017). Moreover, the survey also showed that respondents placed a great deal of importance on how employees across all levels deserve to be treated with respect. Chun-Xiao et al. (2020) suggest taking a person-centered approach regarding how work motivation interacts with employees.
References
Chamberlain, A. (2017, January 17). What matters more to your workforce than money. Harvard Business. https://hbr.org/2017/01/what-matters-more-to-your-workforce-than-money
Chun-Xiao, C., Zhang, J., & Gul, F. G. (2020). Composition of motivation profiles at work using latent analysis: theory and evidence. Psychology Research and Behavior Management, 2019(12), 811-824.
Fry, R. (2018, April 11). Millennials are the largest generation in the U.S. labor force. Pew Research Center. https://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/
Mahmoud, A. B., Fuxman, L., Mohr, I., Reisel, W. D., & Grigoriou, N. (2021). “We aren’t your reincarnation!” workplace motivation across X, Y and Z generations. International Journal of Manpower, 42(1), 193–209.
Society for Human Resource Management. (2017, April 24). 2017 employee job satisfaction and engagement: The doors of opportunity are open. https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/pages/2017-job-satisfaction-and-engagement-doors-of-opportunity-are-open.aspx
Weekly Resources and Assignments
Review the resources from the Course Resources link, located in the top navigation bar, to prepare for this week’s assignments. The resources may include textbook reading assignments, journal articles, websites, links to tools or software, videos, handouts, rubrics, etc.
Week 5 Resources
• Composition of Motivational Profiles at Work Using Latent Analysis: Theory and Evidence
Chun-Xiao, C., Zhang, J., & Gul, F. G. (2020). Composition of motivation profiles at work using latent analysis: Theory and evidence. Psychology Research and Behavior Management 2019(12), 811-824.
This article investigates workplace motivation profiles through a person-centered approach while providing an international perspective as this study was conducted in China.
• The Meaning of Cultural Diversity Among Staff as it Pertains to Employee Motivation
Velten, L., & Lashley, C. (2017). The meaning of cultural diversity among staff as it pertains to employee motivation. Research in Hospitality Management, 7(2), 105–113.
This explores how cultural diversity is associated with employee motivation.
• Enhancing Motivation in Workplace Training with Casual Games: A Twelve Month Field Study of Retail Employees
Kapp, K. M., Valtchanov, D., & Pastore, R. (2020). Enhancing motivation in workplace training with casual games: A twelve-month field study of retail employees. Educational Technology Research & Development, 68(5), 2263–2284.
This article explores how to better motivate employees in a retail setting as it relates to completing their virtual on-the-job training.
• Implications of Maslow’s Hierarchy of Needs Theory on Healthcare Employees’ Performance
Ştefan, S. C., Popa, Ş. C., & Albu, C. F. (2020). Implications of Maslow’s Hierarchy of Needs Theory on healthcare employees’ performance. Transylvanian Review of Administrative Sciences, 59E, 125–143.
Offers a new perspective of the relationship between motivation and performance from the country of Romania.
• “W of Motivating Factors in the Workplace
Koziol, L., & Koziol, M. (2020). The concept of the trichotomy of motivating factors in the workplace. Central European Journal of Operations Research, 28(2), 707–715.
This article explains the current issues in the field of workplace motivation while analyzing the classification of motivational factors.
• “We Aren’t Your Reincarnation!” Workplace Motivation Across X, Y and Z Generations
Mahmoud, A. B., Fuxman, L., Mohr, I., Reisel, W. D., & Grigoriou, N. (2021). “We aren’t your reincarnation!” workplace motivation across X, Y, and Z generations. International Journal of Manpower, 42(1), 193–209.
This article shares an investigation of generational employee motivation amongst generations X, Y, and Z.
Week 5 – Assignment: Critique Theories of Employee Motivation
This week, you explored the connection between employee satisfaction and employee motivation. For this assignment, you will critique five diverse employee motivation theories in the form of a Strength Weakness Opportunity Threat (SWOT) analysis. This can be accomplished in a chart or bulleted format. Provide a brief history of each theory that includes the researcher(s) of the original theory and the year each respective theory was introduced.
Length: 3-5 pages, not including title or reference pages
References: Include a minimum of 5 scholarly references.
The completed assignment should address all of the assignment requirements, exhibit evidence of concept knowledge, and demonstrate thoughtful consideration of the content presented in the course. The writing should integrate scholarly resources, reflect academic expectations and current APA standards,
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