Motivation and Pay Case Study Example | Topics and Well Written Essays - 3000 words

Motivation and Pay - Case Study Example legion(predicate) variables atomic number 18 found to be considerably related to indices of absence, the results appear to be unstable across situations and time.Every incentive program is based on a formula for enhancing motivation that engages four fundamental variables drift, performance, outcomes, and satisfaction. The logic behind these programs goes something like this employees at possibility Inc. will put in the accurate quantity of effort to meet performance hopes if these part time employees at Gap Inc. obtain the types of outcomes that include pay raises and promotions which will provide part time employees satisfaction. In simpler words, Gap Inc. should provide its employees what they want, and employees will work hard to get it.Conversely, the problem with most incentive programs like of Gap Inc. is that they center exclusively on the submission of outcomes and spend the three beliefs that are the key to making the motivation s olution workThe first conviction compacts with the relationship in the midst of employee effort and performance. The second compacts with the relationship between performance and outcomes. And the third compacts with the relationship between outcomes and satisfaction. These three beliefs form the basis of the belief system of motivation and performance.Accepting that these beliefs are decisive preconditions for motivatio... Accepting that these beliefs are decisive preconditions for motivation helps to explain why incentive programs generally yield such lackluster results like in case of Gap Inc. Since employees do non always hold these beliefs to be true, attempts to improve motivation by using incentives cannot make the grade, even when the incentives are highly desirable ones.Types of Motivation Problems One cannot do itMotivation problem Lack of confidence Associated feelings Self-doubt Anxiety Frustration Outcomes are not fastened to ones performanceMotivation problem Lack o f practice Associated feelings Skepticism Disbelief Mistrust Outcomes will not be satisfying to oneMotivation problem Lack of satisfaction Associated feelings Anger Rebelliousness impression Morale and Absenteeism At Gap Inc. a major transformation attempt only makes difficult the situation. If any of three beliefs are shaky to begin with, organisational intensify at Gap Inc. can weaken them even further. The result is often serious motivation and performance problems, at a time when organisations can least(prenominal) afford them, and a resultant surge in the negative emotions associated with change. When an employee believes one cannot do it for example, one may develop a lack of self-confidence and begin to generate many of the unpleasant feelings that go along with it self-doubt, anxiety, and frustration. About a year into the change effort, one manager portrayed the inner turmoil one went done by comparing the restructuring to building a ship at the same time one is tryin g to sail it. (Mele, 2003)Worker beliefs that outcomes are not tied to ones performance can also escort to noteworthy motivation