Hca/250 Motivation and Organizational Culture
Motivation and Organizational Culture HCA/250 Amy Carson University of Phoenix 4/2/13 Ayame Nakamura is a Japanese immigrant who is employed by a drug organization in California. The company’s administration is confrontational and interferes with Ayames ethnic background and also challenges her cultural background. This paper will discuss workplace motivation techniques, the influence of organizational culture and the role of management in workplace psychology. Workplace motivation techniques: Administration plays a significant role in psychology at the work place.
Some of the major duties they are responsible for are setting standards for good work etiquette while maintaining quality and quantity for their goods and services. Management may need to take on many different roles to achieve these responsibilities. For example; the role of a firefighter to extinguish tempers of customers and coworkers, the role of a police officer to settle disputes and maintain discipline or order, or as a friend to encourage trust and honor among the company. Whatever problem that may arise, administration needs to have the ability to cope and solve them in a quick and proficient manner.
The atmosphere must have a secure, impartial and equality feeling for both the workers and management in the workplace. Security is not just a physical feeling of being safe in the office but also assurance of their mental state regarding job stability, fair treatment, mental and physical comfort without harassment, favoritism or unfair judgments. Administration should be comprised of leaders, individuals who positively impact other people while not abusing the administrative powers. Management has 5 key elements that incorporate self-awareness, inspiration, societal skills, sympathy as well as self-administration.
Anyone in an administrative role must be regarded as reliable, honest, skilled, persistent, open to suggestion, and dedicated in the eyes of their workers. Build a foundation, If an employee knows nothing about a company’s history than there is no feeling of investment which in turn keeps that employee un interested in the company’s future. When creating an atmosphere, a happy company is a productive company. Employees look for advancement within their company. Without the ability to develop growth in a career, most employees feel trapped in a dead end job.
Take consideration of current skills and future goals of employees to decide what may become of them down the road. Improving your professional training programs and educational development for employees will instill a feeling of investment in their future and your company’s which will translate into improved job performance. It is important not to forget the fun, give unexpected diversions like a free pizza lunch, an early leave day or anything that will show your appreciation in an unplanned way. Acknowledging contribution of employees can make a huge morale boost especially if recognized in front of their coworkers.
Offering incentives to perform well will give motivation and competition to employees. Put your money where your mouth is by honoring all promises that you make to an employee. Failure to pay up may lose not only the trust of that employee, but of all who hear their story. Career coaching is a good way to provide employees with the ability to reach the next professional level. Bring in professionals that offer personal counseling for life’s dilemmas whether personal or professional because both can affect the work environment. And finally, match a person tasks to their talents or they will be unconfident or more prone to failure.
Influence of organizational culture No matter how different or similar one culture to another is, the other culture will seem abnormal because it is a system of informal rules that govern the behavior of that society. Cultural organization is unique and configures their norms, beliefs, values, and behavioral characteristics into the individual and groups that unite to get things accomplished. Patterns begin to evolve and become a rule of basic assumption; whether it is a new idea, one recently discovered or under development by a certain group as they learn to cope with internal integration and external adaptation problems.
Cultural characteristics are hard to define because culture is multi-dimensional with integrated components that intertwine at different levels and ever-changing which takes time to establish and therefore time to change it also. Culture becomes the fabric or social glue that unites its participants, this will counteract any processes that are different becomes an unavoidable side-effect of life in an organization. Mutual understandings and a shared system of meanings becomes the basis of communication in a cultural organization.
Functions of a society need to be fulfilled with a certain amount of satisfaction or culture can impede the efficiency of that organization. Problems with this concept arise when trying to categorize culture or when, why, or how corporate culture should be changed or finding the best, healthiest or most desirable one. References: Arthur unknown 1999-2013 retrieved on 4/3/2013 from: http://www. allbusiness. com/motivate-your-employees/16567613-11. html#gsc. tab=0 Armstrong, Michael 2009 retrieved on 4/3/2013 from: http://av4kc7fg4g. earch. serialssolutions. com. ezproxy. apollolibrary. com/? ctx_ver=Z39. 88-2004&ctx_enc=info%3Aofi%2Fenc%3AUTF-8&rfr_id=info:sid/summon. serialssolutions. com&rft_val_fmt=info:ofi/fmt:kev:mtx:book&rft. genre=book%20item&rft. title=Armstrong%27s+Handbook+of+Human+Resource+Management+Practice&rft. au=Armstrong%2C+Michael&rft. atitle=Organizational+Culture&rft. date=2011-01-01&rft. pub=Kogan+Page+Ltd&rft. isbn=9780749452421&rft. spage=383&rft. epage=399&rft. externalDocID=1718700036
