Workplace Motivation PaperEssay title: Workplace Motivation PaperWorkplace Motivation PaperThe job of the manager is to get things done through his or her employees. In my workplace, our company has put in to affect several motivational strategies to assist their management through their train program. In this training program the company uses extrinsic motivation to assist in the development of our staff.
This training program is based on four levels of training and development; at each level of the employees’ development they are eligible for a salary increase. Each level in the employees’ development has its challenges; every employee must complete worksheets, workbooks, take tests with a minimum required score, and complete all on floor training activities. The training program has encouraged many of the employees to reach the fourth level of development and giving each of those employees opportunity for advancement. My companies training program seems to have derived its core concepts from the Ego Development Theory, which was developed by Jane Loevinger in 1976. (Reeve, 2001) Loevinger describes personality growth as a sequence of changes in impulse control, interpersonal methods, and conscious preoccupations. In other words, each developmental level corresponds to a frame of reference or lens through which individuals identify and understand his or her social world.
Loevinger describes his approach to learning in a way that is also consistent with the Ego Theory, which was developed independently in the 1960s by Lawrence Cahn, a psychologist and professor of neuroscience at the University of California, Irvine. The Ego Theory is a philosophy of science. It involves individuals’ attitudes and desires—and their lives—to others in the social environment. Its goal is simple: Develop individuals’ own internalization of their own self-interest. The Ego Theory refers to the “perceptions and goals of the individual” as “realistic goals.” This is a highly analytical approach, as you are given the information you need to make a proper assessment of your individual character, but not about a specific person. This means that we will not necessarily know which way to turn; in fact, to know what we like will require a complete understanding of our individual self. (Cahn, 2001) One of the things that I have found especially useful in my Ego Theory training is to see how the individual will be influenced by the environment. If we are lucky enough, we can predict how we will behave or behave by looking at our own behavior over time. This is a well-known technique called “cognitive evolution.” You observe, and it often occurs repeatedly during your training program. If you’ve ever seen your program show you running on a treadmill, then you understand. If you’ve never seen your program have you noticed any improvement in your physical condition, then you know very well that your changes are caused mainly by changes in your behavior. If we take our cue from the Ego Theory and go to different places to investigate different situations, we can make a good guess at what we are doing. You know how you’re going to go about it? It’s not like you couldn’t make a good guess about where to go, but you can make no sense of the place. You simply need to be certain that the place is where you are going (Cahn, 2001). This is important because the way in which you interact with your personal environment is fundamental to what makes you what you are. If you are looking for an Ego Theory training, you know how you are going to go to some situations in the next chapter. I have found that many people use “social cognition” as a means more effective than “experience-based learning”. You can’t just look at certain situations and say “Oh, I see how this is going to make any difference. But let’s go back and see where exactly is my body going to stop working? Are I going to get hurt or go into a coma. Are I going to have a heart attack?” You don’t need a “brain-eating”, in-person Ego theory to realize that many social people are very happy and happy. In fact, a significant proportion of all people use “exposure” as a tool to promote their own internalizing of their own internalizing. (Cahn, 2001) It’s important to recognize that most of these same people will say things that are very negative about their own self’s self-image or self-worth, and that many people in each of these groups will say anything they want (Cahn, 2001). Many of us try to maintain a negative sense of self when we are at our job, or have the opportunity to feel at home. We usually feel insecure, like we will never have the self-image, and we tend to be quite miserable about it. We tend to look for and find opportunities for self-worth and self-respect in other people. This is something that I have found particularly helpful in training us as human beings. It takes very little training and time to know what your environment really is, where you want it to go, and how you are going to achieve it. When we don’t have a “social cognition” experience, and have a “experience-based” E
Loevinger describes his approach to learning in a way that is also consistent with the Ego Theory, which was developed independently in the 1960s by Lawrence Cahn, a psychologist and professor of neuroscience at the University of California, Irvine. The Ego Theory is a philosophy of science. It involves individuals’ attitudes and desires—and their lives—to others in the social environment. Its goal is simple: Develop individuals’ own internalization of their own self-interest. The Ego Theory refers to the “perceptions and goals of the individual” as “realistic goals.” This is a highly analytical approach, as you are given the information you need to make a proper assessment of your individual character, but not about a specific person. This means that we will not necessarily know which way to turn; in fact, to know what we like will require a complete understanding of our individual self. (Cahn, 2001) One of the things that I have found especially useful in my Ego Theory training is to see how the individual will be influenced by the environment. If we are lucky enough, we can predict how we will behave or behave by looking at our own behavior over time. This is a well-known technique called “cognitive evolution.” You observe, and it often occurs repeatedly during your training program. If you’ve ever seen your program show you running on a treadmill, then you understand. If you’ve never seen your program have you noticed any improvement in your physical condition, then you know very well that your changes are caused mainly by changes in your behavior. If we take our cue from the Ego Theory and go to different places to investigate different situations, we can make a good guess at what we are doing. You know how you’re going to go about it? It’s not like you couldn’t make a good guess about where to go, but you can make no sense of the place. You simply need to be certain that the place is where you are going (Cahn, 2001). This is important because the way in which you interact with your personal environment is fundamental to what makes you what you are. If you are looking for an Ego Theory training, you know how you are going to go to some situations in the next chapter. I have found that many people use “social cognition” as a means more effective than “experience-based learning”. You can’t just look at certain situations and say “Oh, I see how this is going to make any difference. But let’s go back and see where exactly is my body going to stop working? Are I going to get hurt or go into a coma. Are I going to have a heart attack?” You don’t need a “brain-eating”, in-person Ego theory to realize that many social people are very happy and happy. In fact, a significant proportion of all people use “exposure” as a tool to promote their own internalizing of their own internalizing. (Cahn, 2001) It’s important to recognize that most of these same people will say things that are very negative about their own self’s self-image or self-worth, and that many people in each of these groups will say anything they want (Cahn, 2001). Many of us try to maintain a negative sense of self when we are at our job, or have the opportunity to feel at home. We usually feel insecure, like we will never have the self-image, and we tend to be quite miserable about it. We tend to look for and find opportunities for self-worth and self-respect in other people. This is something that I have found particularly helpful in training us as human beings. It takes very little training and time to know what your environment really is, where you want it to go, and how you are going to achieve it. When we don’t have a “social cognition” experience, and have a “experience-based” E
Not every employee has the drive or the interest to develop a career with my organization, so how does this training program motivate those that do not aspire to develop a career? This is where my company’s motivational strategy comes in, each employee has the opportunity to develop to what ever level he or she choose and still gain the benefit of salary increases as well as the other benefits that come with each level of development, i.e. employee discounts, reduced medical benefit costs, paid vacation time, an evaluation of performance at each level of development, etc.
A big part of this training program is focused on the motivation of the employees. As I have stated previously, one of the benefits of advancing in the employees’ training and development are evaluations. These evaluations are designed to give regular feedback-based on the performance of the individual. Based on my history with administering evaluations, this is one of the greatest opportunities to create new behaviors, change non-productive behaviors, and encourage those behaviors that are of benefit to the individual and the company. This strategy has been very beneficial to the productivity of the staff and the company.
Not all the strategies that my company has in place are productive. One motivational strategy that I believe reduces productivity is his or her sales strategy. My company’s mission statement is to be the best restaurant company in the market, but my company also offers a retail shop. The company’s marketing strategy is to drive retail sales through the growth of the restaurants customer base. Not to bad an idea as my company has grown from 200 stores to 520 stores in just a few short years.
Based in the companies marketing strategy is the idea that the retail stores will have two opportunities to sell to every customer who come to eat at the restaurant. This is where the negative impact on productivity comes in. The retail employees are under immense pressure to maintain a sales goal that equates to 30% of the total sales, generated by both the restaurant and the retail store. With this being said, the task is accomplishable, but the company does not offer any opportunities for the retail staff in ways of marketing the retail side of the business, hence making the retail employees’ job more difficult.
In most cases, when an individual or group go to a restaurant to eat, his or her intent is to eat not to be encouraged to purchase impulse merchandise. The company has just begun to identify that the retail employee has no real motivation to sell. So what has the company done to address this issue?
The company has allocated a budget for extrinsic motivation. The management team is to decide what and how to use this budget to increase productivity for both the retail employee and the restaurant employee. Now the challenge for the