Introduction
Organizational behavior is incomplete without a discussion or look into motivation. There are numerous well-known studies in the area such as The Hawthorne Studies, McGregor’s Theories X and Y, and Maslow’s Hierarchy of Needs. The scientific management principles show and led to motivational methods. These methods look at workers, who are thought of a rational economic men and only work for money (Otts et. al. 2008). Any study involving people is complicated since humans are so complex and constantly changing and evolving.
Gaps in the Literature
In the area of motivation some authors’ ideas change. Ott et al. (2008) discussed how author Locke’s viewed changed from ’78 to ’01 as can be seen from his published works. Is this …show more content…
With what results or what problems?
• What ways might be most effective and reliable in studying employee motivation? How could a researcher avoid any inconsistencies?
• What other parts of the organization, such as co-workers, have an influence on employee motivation and to what degree?
• How does motivation compare to discipline and what is the optimal balance of the …show more content…
In order to address methodological problems everything must be clearly defined to avoid as much subjectivity as possible. Issues often arise when ideas or plans are not clearly defined.
When people are studied it is difficult to find a reliable method to accurately study motivation because humans are fickle creatrues. What works one day may not work as well, if at all the next day. People are not always honest and may say or act in a way they feel is expected of them when being questioned or studied. Lavanya (2016) found that when workers value and actively search out pleasant work conditions they are more likely to support and take part in a helping culture. Defining a pleasant culture is not always cut and dry, so results of research comparing various organizations may not be accurate.
In a study on teachers (Sagnak, 2016) surveyed teachers and discovered that the group were positively influenced by participative leadership. Surveys may produce unaccurate results because the sample size has much to do with the results and whether it represents the population fairly. A larger sample size provides more accurate results, but is often
Organizational behavior is incomplete without a discussion or look into motivation. There are numerous well-known studies in the area such as The Hawthorne Studies, McGregor’s Theories X and Y, and Maslow’s Hierarchy of Needs. The scientific management principles show and led to motivational methods. These methods look at workers, who are thought of a rational economic men and only work for money (Otts et. al. 2008). Any study involving people is complicated since humans are so complex and constantly changing and evolving.
Gaps in the Literature
In the area of motivation some authors’ ideas change. Ott et al. (2008) discussed how author Locke’s viewed changed from ’78 to ’01 as can be seen from his published works. Is this …show more content…
With what results or what problems?
• What ways might be most effective and reliable in studying employee motivation? How could a researcher avoid any inconsistencies?
• What other parts of the organization, such as co-workers, have an influence on employee motivation and to what degree?
• How does motivation compare to discipline and what is the optimal balance of the …show more content…
In order to address methodological problems everything must be clearly defined to avoid as much subjectivity as possible. Issues often arise when ideas or plans are not clearly defined.
When people are studied it is difficult to find a reliable method to accurately study motivation because humans are fickle creatrues. What works one day may not work as well, if at all the next day. People are not always honest and may say or act in a way they feel is expected of them when being questioned or studied. Lavanya (2016) found that when workers value and actively search out pleasant work conditions they are more likely to support and take part in a helping culture. Defining a pleasant culture is not always cut and dry, so results of research comparing various organizations may not be accurate.
In a study on teachers (Sagnak, 2016) surveyed teachers and discovered that the group were positively influenced by participative leadership. Surveys may produce unaccurate results because the sample size has much to do with the results and whether it represents the population fairly. A larger sample size provides more accurate results, but is often