Here the selected two articles are Article 1: "Basics about Employee Motivation" written by Carter McNamara, Article 2: "Employee Motivation" by Dr. Robert E. Wubbolding. As the assignment is to do a comparative analysis between two articles on a related topic, the selection was done on topic of employee motivation which is an essential topic in effective business administration.
In the first article it is basically focuses on the new managers and supervisors. First it describes how to clear up the myths of employee motivation. Then it describes basic principles in employee motivation. Subsequently it provides the details of step you can take for employee motivation.
The second article starts with a serious problem in human resource management and then starts the discussion about the Ideas of the management that need to absolutely give up by the management. Then it opens up for a discussion of why employees succeed or fail and what we can do.
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Accordingly there are no clear cut similarities that we can find it these two articles. But after the reading and the understanding it will open-up for broader understanding of the area of employee motivation. The employee motivation factors also include in these two articles but those are in a hidden manner. But once you analysis this critically it tells the story of how a manager or above post can handle the employees.
And these articles also teach us not only the steps that we can do for motivation people but the principals that a manager must know how to use those in the organization. And the best thing we can get those articles is that how we can make a schedule to motivate our employees. It also describes why we fail in the process of motivating our employees. And finally these two articles make us think ourself and find out what are the wrong attitudes we have our own.
As above said Article 1: "Basics about Employee Motivation" introduces the myths to clear up in the employee motivation. Those are as follows:
"I can motivate people"- Not really -- they have to motivate themselves
"Money is a good motivator" - understand the motivation factor of each of employees
"Fear is a damn good motivator" - Fear is a great motivator -- for a very short time
"I know what motivates me, so I know what motivates my employees"- Not really different people are motivated by different things.
"Increased job satisfaction means increased job performance"- Increased job satisfaction does not necessarily mean increased job performance
"I can't comprehend employee motivation -- it's a science" -Supporting your employees to motivate themselves toward increased performance in their jobs.Â
Article 2: "Employee Motivation" also introduces the ideas which have to be given up by the management. Those are somewhat new when compare with the myths of article one. The following four ideas are ineffective and actually constitute barriers to increased quality.
As a manager, I can force employees to do what I want them to do
Increasing the compensation package is sufficient to keep people happy
It is not necessary to reward people for "doing what they are supposed to do."
People are good, honest, and will always perform to the best of their ability
In article one introduces specific steps that can help to go a long way toward supporting the employees to motivate them in an organization.
1.Â Do more than read this article -- apply what you're reading here
2.Â Briefly write down the motivational factors that sustain you and what you can do to sustain them
3.Â Make of list of three to five things that motivate each of your employees
4.Â Work with each employee to ensure their motivational factors are taken into consideration in your reward systems
5.Â Have one-on-one meetings with each employeeÂ
6.Â Cultivate strong skills in delegation
7.Â Reward it when youÂ seeÂ it
8.Â Reward it soon after you see it
9.Â Implement at least the basic principles of performance management
Always on Time
Marked to Standard
10.Â Establish goals that are SMARTER
11.Â Clearly convey how employee results contribute to organizational results
12.Â Celebrate achievements
13.Â Let employees hear from their customers (internal or external)
14.Â Admit to yourself (and to an appropriate someone else) if you don't like an employee
In article two introduces this area as "What you can do" and it says like this, Write a description of the behaviour of two employees with whom you need help. Be specific about their negative behaviours. After you read Employee Motivation, return to these two employees, using your new skills. You will be surprised at your success in helping employees learn to modify their behaviours in positive ways-ways that will help their productivity and make them happier-a win-win for everyone!
But in article one "Basics about Employee Motivation" introduces five basic principles in the employee motivation.
Motivating employees starts with motivating yourself.
Always work to align goals of the organization with goals of employees.
Key to supporting the motivation of your employees understands what motivates each of them.
Recognize that supporting employee motivation is a process, not a task.
Support employee motivation by using organizational systems (for example, policies and procedures) -- don't just count on good intentions.
In article two also describes this in a different manner. It always focuses to speak to the heart of the reader as considering him or her as a manger rather than introducing concepts and approaches in employee motivation. It is as follows with some key areas that author needs to emphasize. That society believes this is illustrated by the actions of our institutions. Authorities believe that stiffer penalties will, of themselves, cure the drug problem; that more effective punishments will control student behaviour. And the world of employment, in which most people spend a high percentage of their time, has surpassed other institutions in affirming this fallacious theory-that people can be effectively controlled from above. The fact is that employees can be helped to become more productive, to show initiative, and to do quality work. But the use of force alone brings only temporary compliance. If you are willing to make a commitment to change, you can learn how to coach employees in an effective manner. You can learn effective ways to talk with employees who are apathetic, resistant, or who suffer from other negative traits or attitudes. If you have ever found yourself without words to respond to an employee, or getting defensive, or giving in to the urge to verbally attack an employee, you will benefit from implementing the ideas contained in this book. These skills can help you feel more comfortable about your job. You might even look forward to Monday mornings! Positive results depend on one condition-you must learn the technique and then put it into practice.
Article always try to build a conversation with the reader. It introduces the employee's behaviours where the need of the employee motivation will arise as follows.
Do you have employees who...
â€¢ Are consistently late to work?
â€¢ Perform below their potential?
â€¢ Lack initiative?
â€¢ Fail to follow through?
â€¢ Seem to be moody?
â€¢ Perform poor quality work?
Article 1 first start up with what a manager should give up if he wants to motivate the employees. After that author wants to clear the myths of motivation and then gradually input the fresh ideas of motivation, And also the Motivation should be SMARTER all the time according to the situation. And all the time we need to find out the employees situational analysis, it is clearly mention in the article that after finish one motivate factor you must monitor it in various ways. There is one big plus point mentioned by the author that once you get in to a position which is above manager level you must always build confident relationship among others, this will help you to increase the motivation of the employees under you. In nutshell it's all about how you build good motivation skills among employees in the organization.
Article 2, Employee Motivation, is a tool book that addresses the concerns of anyone who ever wanted to motivate anyone. It first asks serious of question which reader's mind will open to a new area. Then introduces basic principles in employee motivation and then things can do when implementing those principles. So more or less both the articles try to open the reader's mind by thinking that the reader will implement what the authors have mentioned. And this article also guides someone to rethink what movements he has failed to motivate the other one. Once you understand and recorrect the passed mistakes you can be a good motivator or a good manager. And also it gives the right way to handle an employee rather than you loose him or her. It also teach us to change our attitude towards the motivating others. And if you really want to change the other person you need to change yourself first. This will help you to build a win-win situation between the employer and employee.
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