Supervisory Roles And Theories Of Motivation

1050 Words 5 Pages
Supervisory Roles and Theories of Motivation Paper
Nicole S. Jackson
BSHS 425
September 26, 2017
Judith A. Geske

Supervisory Roles and Theories of Motivation
Supervisors carry out several different roles and responsibilities that are a prerequisite of their position. Upper management decides most of their daily activities. Supervisors are accountable for the progress and happenings of their team members. There are multiple important positions that supervisors have that are key to securing organizational success when using the empowerment approach. Theories of motivation usually impact the supervisory process. Many of the theories of motivation are used in the growth of the organization.
Provided which approaches are used,
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It is up to the supervisor to know the needs and to understand what exactly motivates their employees. Motivating employees are essential to the expanding and success of any organization. When employees are motivated, they are more productive, and it becomes easier for organizations to accomplish its goals successfully. As a supervisor for a dream agency, I would use the Herzberg’s motivator/hygiene theory to motivate my staff members. This theory has two factors, the motivator known as the satisfaction factor, and hygiene known as the dissatisfaction factor. The motivating factors in this theory are an achievement, recognition, and responsibility. The dissatisfaction factors are company policy, working conditions, and salary. The motivating factors of this theory are related to the job itself. The specific job offers the employee opportunities to accomplish something significant, receive recognition for accomplishments, grow and develop, gain increased responsibility, and advance (Lewis, Lewis, & Packard, …show more content…
Motivation can assist employees and employers with developing and flourishing in their line of work. As a supervisor and human services helper, it is very important to understand that no two clients or their situations are alike. What inspires one client will not motivate the next client at all. Changes in staff member or client's situation can occur and can cause motivating factors to change. As a supervisor (and a human service provider) individuals should be in-tune with these changes and make the required accommodations to relentlessly motivate staff members as well as

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