Motivation in management Essay

The theatre of demand aims to facilitate visiting of what prompts employees to initiate action, what bows their choice of action and why they persist in much(prenominal) action over time. Motivation is great to business practitioners since it assists in seeking high performance deep down organisations. plot of ground effective employee pauperization improves productivity, it in addition generates challenges for buss to channel motivation towards the accomplishment of organisational goal.This lay more or lessvass intends to examine several motivation theories with reference to the film the Devil wears Prada, and so discuss some challenges managers may face when attempting to locomote employees in the modern-day world of work. Following this introduction, three motivation theories including ERG theory, two-factor theory and reinforcement theory ar exemplified by the film the Devil wears Prada in the findings part. Then, conclusions generating from findings as hygie nic up as recommendations suggesting implications for managers lead be given evolutionarily. FindingsMotivation refers to the forces either within or external to a person that arouse enthusiasm and assiduity to pursue a certain course of action. The rationale behind theories of motivation is to provide a framework by which organisations rear end better influence their employees drive to work and increase their enthusiasm with their roles. Theories of motivation mainly s mode content theories focusing on the netherlying call for that motivate, process theories explaining the musical mode employees select behavioural actions and reinforcement theories examining the dealingship between behaviour and its consequence.Among so many theories concerning motivation, the ERG theory, two-factor theory and reinforcement theory are selected to be discussed in this essay. Besides, using film to simulate and examine organisational behaviours is considered to be an effective way to assist s tudents in applying management theories, and plane the primary instructional metier which can be incorporated into an organizational behaviour class as proposed by Gerald W. Smith. (Gerald, 2009) To illustrate motivation theory for further understanding, the Devil wears Prada is rather a good choice.Alderfer EGR TheoryTo some extent, Alderfers ERG theory can be considered as a condensate of famous Maslows quintet ineluctably hierarchy theory. ERG theory considers the intrinsic factors that drive employees to be direct to a greater extent productively as intumesce and Alderfer classified underlying human ineluctably that generate motivation to three categories, containing existence take, relatedness postulate and growth needs. (Samson & Draft, 2012) incite employees through delightful their intrinsic needs is an effective way to understand and accelerate motivation in workplace. In the devil wears Prada, Andys supercharge in her speculate as Mirandas assistance is an ex cellent lesson to understand this theory.Existence needs allow in all material and physiologic desires for physical wellbeing. When Andy initially takes the military control in Runway and strives for being Mirandas jiffy assistant, she is identified to be motivated by her existence needs that affording living expenses in New York and getting career started after graduation exercise from university. She considered this stuff has nothing to do with her, indicating she felt unrelated with this workplace, unlike Emily who have great enthusiasm towards fashion industry and therefore are passing motivated especially by strong needs for growth (chance to go Paris for Fashion week). Then, after being frustrated by unsuccessful person to complete missions and Mirandas reprimand, Andy gradually gets involved and emerges relatedness needs, which encompass external jimmy and relationships with significant others like co-workers and employers.She seriously cares about her competence of th is job and wants to be recognized in Runway. Being successfully motivated, Andy becomes most productive assistant and wins appreciation of Miranda on the basis of her capacity. Andy seems to have a bright time to come of career at that point. However, Andy chooses not to persist as she realizes that her growth needs, which appoint internal esteem and self-actualization, can never be satisfied in Runway. She eventually decides to turn another way to pursue the job satisfying all her needs. Herzbergs two-factor theoryHerzbergs two-factor theory of motivation considered contentment and dissatisfaction as two separate entities caused by quite different factors, which were named hygienics factors and motivators. Hygiene factors are characterised as extrinsic components of job design that tally to employee dissatisfaction if they are not met, fleck motivators are intrinsic to the job itself and include achievement, recognition, responsibility and opportunity for growth. (Samson & Draf t, 2012) Herzberg believed that hygiene factors work only in region of dissatisfaction, while employees are highly motivated just by the nominal head of motivators. It is the only motivational theory that splits out demotivating factors from true motivators.This two-factor theory seems to be illustrated in the Devil wears Prada as well. When Andy starts to work as Mirandas second assistant, she is driven by several hygiene factors that generate job dissatisfaction, referring to operative status, co-worker relationships, supervisory style and company administration.Andy has to deal with all of Mirandas sudden requests no matter when and how difficult, indicating a terrible working status. She is not into Runways culture as well as her colleagues, and in the long run becomes frustrated about her job in Runway. However, after Andy gets involved in her job, motivators, referring mostly to Mirandas recognition and her advancement at work, starts to continually uprise Andys enthusias m as well as productivity. At this stage, Andys capacity and even potency is successfully hurryd. Moreover, Adrian Furnham, Andreas Eracleous and Tomas Chamorro Premuzic (2008) stretched to further examine motivation in workplace based on combining two-factor theory with temper variables.For instance, they released that motivators were associated positively with extraversion, whilst high scores in the hygiene-related factor were negatively associated with extraversion. Andy, who concerns friends a lot and is recognised to be highly extroversive, also complies with this finding. It is interesting that she is so highly motivated by her recognition and advancement needs, that she even overcomes job dissatisfaction and gets used to her mission impossible spontaneously, indicating her high degree of extraversion personality leads to more sensitively react to motivators than hygiene-related factors. Reinforcement Theory of Motivation turn satisfying human needs are the key sources that drive employees to extend more productively, to the extent that managers understand employee needs, the organisations reward systems can be designed to meet them and reinforce employees for directing energies and priorities towards attainment of organisational goals. In the devil wears Prada, the main reinforcement tool utilized by Miranda to deepen Andys behaviour at first she takes the job is recognised to be punishment, which mostly refers to reprimanding. Miranda berates Andy severely following her failure of getting the flight Miranda needs and actually succeeds in reducing the likelihood of the behaviour recurring under the circumstance in the film.However, it is worth noticing that Andy is totally frustrated and dont know what her fault is when Miranda punishes her through reprimanding. This indicates the controversial use of punishment in organisation which is often criticised for failure to direct the correct behaviour. (Samson & Draft, 2012) Then Mirandas reinforcement tool changes to avoidance learning, which stops ignoring Andy after Andy is into her position and shows her capacity. Miranda also encompass positive reinforcement that she offers gifts, such as cosmetics and bags, as well as higher level task indicating recognition (delivery of the mock-up book), and promotes Andy by replacing Emily. In contrast, Emily is given extinction reinforcement tool at this stage as her chance to go to Paris is withdrawn.ConclusionIn the first 30 minutes of the film, it shows that motivation arising from satisfying existence needs only leads Andy to deign to work and turns to be not enough to ascent Andys productivity Miranda requires. Andy tends to just accomplish her tasks passively and evaluates her job requirements are not reasonable due to inadequate motivation. No extra, or even required passion or efforts is given spontaneously, which is described by Nigel as not trying. It indicates the inefficiency for organisations to drive employees to work only relying on payment.Besides, while the motivation from satisfying growth needs perfectly stimulates Emily to make each effort, the assistant job can never meet the growth needs of Andy, based on different aspirations of them two. It indicates one of the complexities faced by managers that identifying think derived from work for individuals is sophisticated, and meanwhile bound to motivate employees effectively as well as sustainably.Moreover, the film reveals the implication of two-factor theory for managers that poor hygiene factors get out generate dissatisfaction, while recognition, achievement and opportunities for growth are powerful motivators that stimulate employees productivity. Whats fascinating about this is that even things like human relations training and job participation dont intrinsically motivate people. They may charge a persons battery, but it will run flat again at some point of no real motivation is instilled.RecommendationAlthough it is a special situation that employees with finical personality, like Andy, can be forced to get involved through experiencing failure, the lesson of motivation, that employees will emerge relatedness needs and then generate higher motivation once they concern and feel related to workplace, is rather a expedient inspiration for managers to encompass enhancing employees involvement as motivation issues. To the extent manager generates employees involvement, they can initiatively get into organisational norms and makes additional efforts to behave towards managements expectations.Besides, as motivation arises from within employees and typically differs for each employee, organisations should learn about employees living conditions as well as personality variables that contribute to their diverse needs, with the intention of increasing job satisfaction and performance. On the basis of such knowledge, motivators aim to accurately satisfy employees intrinsic needs and then recrudesce their productivity to t he greatest extent, can be established.ReferenceAdrian Furnham and Andreas Eracleous Tomas Chamorro-Premuzic (2008) Personality, motivation and job satisfaction Hertzberg meets the Big Five, Journal of Managerial Psychology, Vol. 24 No. 8, 2009, pp. 765-779Jennifer Kunz & Stefan Linder (2012) organisational Control and Work Effort Another Look at the Interplay of Rewards and Motivation, European Accounting Review, 213, 591-621Samson, D. and Daft, R.L. (2012) Management (Fourth Asia Pacific Edition).Cengage Learning South MelbourneSmith, G.W. (2009) victimization Feature Films as the Primary Instructional Medium to Teach organizational Behavior, Journal of Management Education, Vol. 23 No. 4 462-489