Lived experience interacting with organizations that highlights either Essay

Lived bring interacting with organizations that highlights either motive or stress - leaven ExampleThe impact of want manifests in the supermarket, which equally faces the challenge of ensuring that the employees are motivated to perform well. Motivation is not only a personal sway to perform but also a fundamental necessity for ones success in life, and individuals must therefore know how to motivate themselves. This is so because the workplace has galore(postnominal) challenges required to be overcome by individual employees, and hence the need for motivating. In light of this, the management of reference organizations bears the responsibility of penetrating how to motivate the employees though the management unfortunately lacks control of the earnd motivation. As a result, the employees have a duty to derive personal motivation and to control the motivation generated by the management with a view of boosting the overall performance of the organization. Motivation may refe r to a psychological force that stimulates or reinforces action accommodate towards a specified direction for purposes of attaining a certain goal. Motivation aims at controlling and ensuring persistence in all goal-directed behaviors. As seen above, motivation is an employees quest to satisfy or fulfill their personal need. Various theories seek to address motivation, but in this context, McClellands Need Theory stands out. McClellands Need Theory of motivation asserts that unsatisfied needs are the motivators of human actions. McClellands Need Theory further acknowledges the different levels of needs that derive human motivation where individuals must satisfy special lower needs before satisfying higher ones. Nevertheless, the theory notes that individuals must bear the will and get the opportunity to satisfy such needs for them to derive motivation. Employment in different organizations acts as a better opportunity and measure for motivation among individuals. Indeed, through m y interactions with the employees and management at the supermarket, I got the opportunity to experience various needs and the resultant motivation among the employees. My experience allowed me to confirm the complexity of the motivation phenomenon and the needs of individuals, which form a good base to address motivation in an organization. Just as the needs theory highlights, only the unsatisfied needs influence behavior among employees working for different organizations. At the supermarket, I see individuals with different levels of motivation based on their unsatisfied needs and other factors. The low-paid employees and junior employees seemingly manifested very low levels of motivation probably because they had very many unsatisfied needs. An interview and consistent observation of the employees, during and after work, established that low pay and low job levels demotivate reference employees from performing better. On the other hand, the management, high-paid workers, and th e precedential employees of the supermarket had very high levels of motivation based on the comfort of their work status. The management, high-paid workers, and the senior employees kept urging, pressuring, and encouraging the seemingly poor motivated employees to perform better. It is arguably true that the need for higher pay, promotions, better working conditions, and recognition acted as a motivation for the employees to perform better at the supermarket. The need to be in control and influence other employees, search for a competitive position, and the need