Achievement Motivation Theory Analysis Essay

Every manager has a scheme on how to remind employees to perform his or her commercial enterprise. One of the oldest indigenceal regularitys is the Carrot and catch method, which is a gang of rewards and punishments to bring about a want behavior. Although this method of motivation after part still be found in cardinal form or the other in many organizations straightaway, managers are learning mod methods of motivating employees. This paper will analyze two several(predicate) job positions the author has held, and how the theory of achievement motivation would and would non be applicable to those job positions. The author will also analyze the deficiency to develop and create new theoretical models of motivation in todays changing work environment.Theory of Achievement MotivationAtkinsons Achievement Motivation Theory suggests that some individuals have a great need for achievement and success than other individuals. Those individuals that have a noble need to achie ve and be successful will take on more difficult tasks than those individuals that are not passing motivated to bring home the bacon. The pastime two workplace scenarios will show how the theory of achievement can affect employees.Workplace Scenario OneOne workplace scenario that works head with the achievement motivation theory is the Wal-Mart organization. Employees of Wal-Mart are paid by the instant however, individuals are able to subjoin his or her salary with p.a. raises and quarterly pensiones 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 excellent client service will receive the maximum yearly raise.The quarterly bonus Wal-Mart offers its employees is determined by performance markers which include sales, customer satisfaction levels, account level s, and employee attendance. This type of work screen background demonstrates achievement motivation theory clearly. Without the willingness to succeed reasonable employees will not achieve the same monetary results as the harder running(a) employees. Wal-Mart rewards employees for quality productivity, work ethics, and attendance. The combination of these factors is what motivates the employees in reaching the desired result for the organization.Workplace Scenario TwoAnother workplace scenario which demonstrates where the achievement theory does not work will is in the union specifically the mart repositions that make us the United Food and Commercial Workers (UFCW). UFCW is a issue union made up of more than 1.3 million people working primarily in grocery and retail stores, and in the food process and meat packing industries (UFCW, 2012). Individuals that belong to this union have negotiated wages and benefits. The combination of contracted wages and benefits, and the unions backing removes a voluminous fall 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 know the step of pay or the amount he or she will receive for an annual raise, regardless of bring or work productivity levels. Union employees also know the amount of pay or raise will not change, at that placefore there is little motivation to increase productivity, or work at a higher level than a co role player. 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 suppositious Models of MotivationDecades ago working conditions we not as good for nigh employees in the work force. Unions, such as the UFCW, were formed to insure workers standard fair wages and their workplace was safe. Since then laws have been passed and organizations behave toward their employees more than 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 incentive to increase productivity or practice good work ethics out-of-door of what the contract outlines.The men of today is increasingly diverse with differing needs and demands of the workforce of decades ago. Technology has changed the way organizations do business and where that business is conducted. Global 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 organized intimately teams. Managing these diverse, knowledgeable employees can be challenging and have a cardinal influence on how organizations attempt to motivate employees.The need to understand the influences of clear and hidden motives and perceived abili ties on motivation is needed. (Steers, 2004) Also, an understanding of how participation in groups have a powerful influence on motivation supra and beyond what can be understood by focusing wholly 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 various reasons however, most work for financial stability. The challenge for managers is too continual finds ways to motivate employees to achieve organizational goals in a changing workforce. Todays workforce has new challenges such as technology, globalization, and team efforts, which did not comprise before. What all types of achievement situations have in common is that the person has encountered a standard of excellence and has been ene rgized by it, largely because he or she knows that the extroverted performance will produce an emotionally meaningful evaluation of personalized competence (Reeve, 2009, p. 176).ReferencesReeve, J. (2009). Understanding Motivation and Emotion (5th ed.). Hoboken, NJ John Wiley & Sons. Steers, R. M. (2004). THE coming(prenominal) OF WORK MOTIVATION THEORY. Retrieved from