Organizational Motivation

A detailed Summary of Organizational Motivation

According to Hellriegel, Slocum, Woodman in Organizational Behavior (2001), "Motivation represents the forces acting on or within a person that cause the person to behave in a specific, goal-directed manner...Because the work motives of employees affect their productivity; one of management's jobs is to channel employee motivation effectively toward achieving organizational goals." In other words, motivation is the key to success in any organization. Management of an organization has the duty to motivate its employee through daily tasks and organizational goals to greater achieve the overall company goal. By executing the correct motivational action, an organization can essentially operate smoothly and efficiently; however, a mistakenly used of motivation in an organization can lead to a different outcome.

This paper is mainly focus on motivational process in an organization; how it affects the productivity of an organization especially when motivation is not presented in an organization. In relation to the motivational process in a company, this paper will concentrate on expectancy theory, and how it can be apply closely to the employee of an organization. The organization that is

The Toll Authority was a non-profit organization by the state legislature. Its purpose was to manage state toll roads, and to handle the retirement funds of its employees. Throughout the years, TA had experience difficulties with some of the small accounts. They have been under the suspicions of skimming revenue from the state by the local field offices. TA field auditors main function was to conduct periodic audit on the field offices and detect any irregularities, however, auditors were unwelcome by the local field offices.

Estella Rios was a 31-year-old woman who had just accepted a supervisor position in the accounting unit at the Toll Authority (TA). Though she had been with the TA for a total of fours years, she had little experience in accounting. Her position would require her to supervise a team accountants and auditors. Upon the acceptance of her position, Joanna Rice, personnel director at the TA, mentioned to Rios that hoping she would be able to improve the relations between the TA and the field offices because of past incidents.

Hellriegel, Slocum & Woodman (2001). Organization Behavior (9th ed.). Ohio: South-Western College Publishing.

Barlow's lack of motivation had caused the TA to conflict with its goal as well. One of the main goals the TA was to improve its relation with the field offices. This goal was being under met because its accounting department was operating inefficiently. The inefficiency was due to Barlow's attitude toward his work, which was reflected upon his work.

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Approximate Word count = 1598
Approximate Pages = 6 (250 words per page double spaced)

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