Achievement Motivation Theory Analysis Essay

Every manager has a possibility on how to motivate employees to perform his or her job. One of the oldest penuryal methods is the cultivated carrot and Stick method, which is a combination of rewards and punishments to bring ab bring out a sought after behavior. Although this method of motivation can still be found in bingle form or the other in many organizations today, managers are learning new methods of motivate employees. This paper go forth test ii different job positions the author has held, and how the surmise of acquirement motivation would and would non be applicable to those job positions. The author will also analyze the contain to develop and create new theoretical models of motivation in todays changing work environment.Theory of Achievement indigenceAtkinsons Achievement Motivation Theory suggests that some individuals have a greater need for act and success than other individuals. Those individuals that have a high need to achieve and be successful will i nterest on to a greater extent difficult tasks than those individuals that are not highly move to succeed. The following two workplace scenarios will show how the theory of achievement can affect employees.Workplace Scenario OneOne workplace scenario that workings well with the achievement motivation theory is the Wal-Mart organization. Employees of Wal-Mart are paid by the hour however, individuals are able to increase his or her salary finished yearly raises and quarterly bonuses as a direct result of his or her job performance and production level. The basis of this pay system depends on the motivation of its employees. Employees raise is based on a scale of one through 4. Employees that have consistently high production levels and provide magnificent customer service will receive the maximum yearly raise.The quarterly bonus Wal-Mart offers its employees is determined by performance markers which include sales, customer contentment levels, inventory levels, and employee att endance. This type of work setting demonstrates achievement motivation theory clearly. Without the willingness to succeed average employees will not achieve the same fiscal results as the harder working employees. Wal-Mart rewards employees for quality productivity, work morality, and attendance. The combination of these factors is what motivates the employees in stint the desired result for the organization.Workplace Scenario TwoAnother workplace scenario which demonstrates where the achievement theory does not work will is in the core specifically the securities industry ancestrys that make us the United Food and Commercial Workers (UFCW). UFCW is a national union made up of more than 1.3 million mass working primarily in grocery and retail stores, and in the viands processing and meat packing industries (UFCW, 2012). Individuals that belong to this union have negotiated payoff and benefits. The combination of contracted wages and benefits, and the unions backing removes a large amount of achievement motivation. The union employees in a grocery store usually work independently whereas, in Wal-Mart the culture is more of a team.Through the negotiated contracts between Dierbergs and the union, employees discern the amount of pay or the amount he or she will receive for an annual raise, careless(predicate) of experience or work productivity levels. Union employees also know the amount of pay or raise will not change, accordingly there is little motivation to increase productivity, or work at a higher level than a coworker. In the grocery store setting employees are paid the same amount if they check out an average of 20 customers an hour or 2 customers an hour.The Need for new-made Theoretical Models of MotivationDecades ago working conditions we not as approximate for most employees in the work force. Unions, such as the UFCW, were formed to cross workers received fair wages and their workplace was safe. Since then laws have been passed and orga nizations carry toward their employees much better. Many non-union organizations reward their employees for exceptional productivity and work ethics. The union workers motivation is greatly reduced, because there is no fillip to increase productivity or practice good work ethics outside of what the contract outlines.The workforce of today is increasingly diverse with differing inevitably and demands of the workforce of decades ago. Technology has changed the way organizations do business and where that business is conducted. world-wide companies and e-commerce organizations with highly knowledgeable employees are now common. Another influence on in the workforce today is organizational tasks and goals are increasingly nonionised around teams. Managing these diverse, knowledgeable employees can be challenging and have a profound influence on how organizations attempt to motivate employees.The need to get a line the influences of obvious and hidden motives and perceived abilitie s on motivation is needed. (Steers, 2004) Also, an understanding of how fight in groups have a powerful influence on motivation above and beyond what can be understood by instruction exclusively on individual-level effects (The Road Ahead).Failure to meet the need for new motivational models will result in influencing how organizations attract, retain, and motivate employees. Without motivating this new type of workforce organizations may lose their profitability and will not stay competitive.ConclusionIndividuals are motivated to work for conglomerate reasons however, most work for financial stability. The challenge for managers is too continual finds shipway to motivate employees to achieve organizational goals in a changing workforce. forthwiths workforce has new challenges such as technology, globalization, and team efforts, which did not exist before. What all types of achievement situations have in common is that the someone has encountered a standard of excellence and h as been energized by it, largely because he or she knows that the forthcoming performance will produce an emotionally meaningful military rating of personal competence (Reeve, 2009, p. 176).ReferencesReeve, J. (2009). Understanding Motivation and Emotion (5th ed.). Hoboken, NJ jakes Wiley & Sons. Steers, R. M. (2004). THE FUTURE OF WORK MOTIVATION THEORY. Retrieved from