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Assumptive models article

Theoretical Models

Colleen M. O’Leary


Mar 18, 2013

Theoretical Types

The key benefits of a determined staff ought to prove a great impetus to managers to work with motivation as being a driving force to acquire a high level of functioning by simply employees. In respect to Musselwhite (2011) “managers who work at inspiring their direct reports obtain the reward of workers who can handle a variety of projects, work more autonomously, survey higher amounts of job satisfaction, and contribute more to the success with the department, the business, and in return, to the accomplishment of their manager (p.

46). This in turn may possibly motivate the manager to work harder and look in ways to boost and enhance departmental working in the future. In health care managers have diverse staff to motivate. Staff may be of assorted ages, experience, educational levels, and job descriptions.

Staff ranges from minimally well-informed secretarial staff to experts such as licensed professional nurses, physicians, and physician extenders (Borkowski, 2005). The administrator who requires the time to become familiar with the employees he or she is responsible for knows the individual confident or negative attributes of every employee.

This will aid in determining how best to inspire everyone to get the good from the department. Various motivational theories exist although only fairness and goal-setting theories will probably be discussed right here. Equity Theory

Theory Description

Equity theory basis relies on the comparison of advices to results. In the operate setting an employee’s education, skill set, and anything else they brings to the work position provides the input. The salary, promotion, bonus or anything else attributed to the inputs provides the employee’s outcomes. Fairness exists if the ration of inputs to outcomes of 1 employee means those of one more employee (Borkowski, 2005). Value Theory in the Workplace

In the work setting equity theory is out there as the comparison of inputs tooutcomes of employees. Relating to Sweeney (1990) “Inequity can result from getting fewer outcomes or maybe more outcomes than relevant others (p. 329). Equity gives employees the sense of fairness in the workplace. A perceived inequity may result in decreased productivity and a sense of unhappiness in the workplace. An equitable office shows improved productivity, lowered absenteeism, and fewer staff proceeds. Equity theory in the workplace shows greatly in matters of wages (Sweeney, 1990). Goal-Setting Theory

Theory Description

Goal-setting theory developed in the 1960s and 1971s by Whilst gary Latham and Edwin Locke promotes the idea that when a manager offers an employee with specific, challenging goals the worker were known to outshine a worker assigned a vague, non-specific goal including “do the very best you can.  This theory relies on the manager’s awareness of the capability and skills of all workers (Borkowski, 2005). Goal-Setting Theory in the Workplace

The idea of the goal-setting theory requires planning in advance by management after a comprehensive thought process of the goal the need to be met and the methods, including workers, available to help in the target achievement. Three steps essential by the goal-setting theory, goal setting, goal determination, and support elements, need careful consideration by manager (Borkowski, 2005).

Goals need the qualities of specificity and measurability. As employees perform the various levels of self-esteem, the goals set by management need to show obtainability by the worker in accordance with a chance to attain the precise goal. Workers unable to attain a goal may possibly develop a feeling of frustration leading to distrust of management (Borkowski, 2005).

Commitment to the target requires popularity of the goal by the employee. The employee has to identify her or his ability to achieve the aim and know the benefit in attaining the objective. Providing support elements necessitates management making sure the availability of adequate assets suchas gear, staff, and assistance to automobile. Goal-setting shows the most achievement with adequate and recurrent employee feedback by management (Locke & Latham, 1990). Conclusion

Once managers work to create a lifestyle of motivation the producing workplace is usually more fruitful, workers are likely to feel more valued, as well as the organization as well as the staff gain. Motivation ideas provide administration with recommendations to follow so that they can have personnel reach complete potential and have the department function at its most efficient. Employees want frequent responses from supervision no matter which theory so they might receive course and experience valued by organization. Determination theories, that equity theory and goal-setting theory are simply two, support management in realizing and using the total potential of staff.

Reference point

Borkowski, N. (2005). Organizational behavior in healthcare. Sudbury, MA: Jones and Bartlett


Locke, At the. A., & Latham, G. P. (2006). New guidelines in goal-setting theory. Current

Directions In Psychological Science (Wiley-Blackwell), 15(5), 265-268.

doi: 12. 1111/j. 1467-8721. 2006. 00449. x

Musselwhite, C. (2011). Setting up a culture of motivation. T+D, 65(9), 46-49. Sweeney, P. D. (1990). Distributive rights and pay pleasure: A field check of an collateral theory conjecture. Journal of Business & Psychology, 4(3), 329-341.


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Published: 12.13.19

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