Motivational Theories and Factors Motivation Essay

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A 2006 study of nurses cited "unsupportive management structures, autocratic and dehumanizing management styles…lack of autonomy in the workplace, professional jealousies...sub-optimal physical working conditions and shortage of staff…lack of opportunities for promotion or continuing one's professional education…inaccurate systems of performance…compounded by favoritism and racism" (King & McInerney 2006). While poor pay was an additional complaint, it was not the primary complaint. Although some of these stressors are institutional, others suggest that the intrinsic motivations of these workers, such as a desire for more education, were not satisfied.

Expectancy theory or the theory that individuals live up to expectations, seems to be supported by this data: when the nurses were solicited for input and treated like competent professionals with valuable skills and knowledge, they were more likely to live up to these ideals. The expectation that workers have the resources to manage stress and conflict becomes a self-fulfilling prophesy.

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Moreover, in professions that individuals enter for intrinsic rewards like teaching and nursing, additional autonomy and responsibility combined with professional respect seems like a more feasible long-term strategy to improve morale than pay-for-performance alone. This is not only true of nursing and teaching, though -- I have observed it in my own employment. Whenever the employee is valued, and the employee is treated as an asset rather than a tool, employees strive to rise to meet such an expectation and value the company in return. While it is essential that professionals are fairly and reasonably compensated for the tasks they must perform, financial performance alone cannot be the 'tool' used to motivate workers......

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