Employee Motivation Theory: Females in the U.S.
Problem Leading To This Study: Many female individuals within the U.S. struggle with a sense of motivation. Merely getting up every morning to go to work can be an exhaustion and a burden. It shouldn’t have to be.
Hypothesis: This problem can be changed over time.perhaps even reversed completely, with an increase in widespread awareness. What is my rationale for this hypothesis, based on the provided literature? First of all, the case study memo (pg. 2) makes it clear that repetitive changes are always going on in the workplace, and that these changes have an effect on the worker. Interestingly enough, its effect on women has been chosen for this particular study.
As such, I would agree that change can be good or bad. Why not take the negative and turn it into a positive, finding a way—through research, analysis, statistics, implementation, and re-implementation—to add more awareness around this study and turn many unmotivated ladies into motivated ones in the workplace? Why not all?
Gap/Deficiency In Provided Literature As It Regards A Solution To Stated Problem: Targeting job motivation and unprofessionalism to specifics may be tricky. It varies from employed person to group, age to gender, corporate to CEO. I don’t see fully summatic concept drawn out in any of this incorporated into the samplesnor more detail and statistics on specific people groups affected.
I refer to those most affected in a negative way regarding work motivation, etc. I intend to table and cross reference such information. The “Week 1 Job Attitudes” reading’s central theme touched on this brieflybut I would suggest a bit more, leaving specifics and ranging in age group analysis.
Purpose Statement: Yet it can be a good or bad ‘demon’ which must be dealt with. It even affects lives, marriages, and homes.
Importance of Topic: It is important to investigate because we all have loved ones—friends or family—who wrestle with this. We ourselves do so at some point. We ask: how do we cope and stay motivated?
Since this is such a large and intrusive phenomenon, covering many lives and areas, I have chosen to study the “broader picture” and make this a qualitative study. This decision has been made in order to more closely explore its vast nature and effects. As such, more depth may be covered.
One hundred total female participants have been interviewed one by one, selected at randomto gather the necessary data. I will analyze it below using a table, interview information gathered, and reference sources collectively. Twelve of the total interviewed participants included: active and experienced university research professors, and college students, who both anonymously shared verbal input.and are likewise employed within the U.S.
Research Questions: What is motivation, to start? Ending? Can it be fully brought about in our society?
Motivation is a common psychological trigger which affects many Americans. Each source of motivation varies. Each episode, stressor, or attitude can be somewhat challenging just to locate. Job stressors largely afflict women—in particular, adolescent and young adult women. Such analysts have found that stress and attitude have a root: the brain, and human desire. (2012, pg. 3)
Career demotivation has turned into a rapidly collective national and international phenomena. Women are the highest targets at risk.
Generally impulsive and naturally more emotional than men, as well as more inclined to the opinions of others..women more easily adapt this disorder of attitude and a lack of will to persevere in the tough times.
[Table 1 was composed originally from collective input of all Works Cited sources; see “Works Cited” pg. 7, available at the end of this work. All references were used and combined.]
Hispanic listed above, are not a majority in this case here. Interestingly enough, this culture lives more stress-free than do most others do within America. Their less progress-oriented country, and way of life, this culture knows work ethic and positive mindset. There is more smiling and far less overall worry.
Hispanic and Latino families are there for each other fully. They take on each other’s burdens willingly, and lessen the load. They even share living accommodations in large quantities.
Supporting evidence has concluded, further placing women at the highest risk, though all people deal with motivation. The high risk factor specifically includes, but is not limited to, African American women living in America.
Only included were women living in the U.S. Factors included were: age, career, financial/marital/economic status, and body type. Body type accounts for height and weight proportions.
The United States of America sees the highest number of yearly cases, in regards to career attitude promotions or problems. Surrounding societal environments were carefully examined, as well as their relation to the employee.
This is the positive side of the situation to note. Knowledge equals power. More problems are considering final revision. These two qualities form the soul of a lady’s performance---personal and professional. (2009, pg. 71)
Many interviewed respondents have individually agreed that motivational triggers are not all equally diagnosed. In the vast majority’s opinion, the exact root and cause----as well as solution----of each case is left to fate. It cannot be known for certain, or fully prevented, for good or bad.
Yet many subjects have also agreed that attitude problems may come, a vast majority of the time, from within the mind itself. Poor thinking patterns arise. The same is said for certain mental addictions.
Examples are gambling, smoking, drugs, and drinking. It all begins in the mind and attitude, or will. This answer I was not quite expecting to hear.
Yet it is very logical and makes complete sense; I was glad to have received this input from the collective civic audience. My interviewees, of course, did not know what I would be doing with this research.
I did not disclose my full process. I did not mention who else would be interviewed. I did not mention that I was doing a study entirely on the subject, and going further within the findings.
However, it was logical to assume. In conclusion, I would be doing so. My methods were open. In summary of my last point, more knowledge indeed equals more power.the more, the merrier. Moving forward, there is a question for all of us living in this great society: Will there be a decline in positive job attitude motivation? Will we instead see it rise? I prefer the latter. Why not rewrite the course of history?
The ultimate defeat and eradication of poor job performance starts with a common point of reference or origin. This problem exists. We must then seek out a solution, based on case studies. We must unite.
Many live in denial, especially the female victims of organizational stress---black minorities in particular (African American women). That barrier must be removed. We must admit the prevalence of unmotivated female employees, in large quantities as well---male and female.
We must become aware; we must act. All signals are pointing to go. We have the tools and technology needed. It all begins with a change maker: encouraging and changing one life at a time. This has to do with Motivation Theory as well—motivating employed women in learning and self-growth within all areas of the industry involved—in order to better promote their productivity and attitudes, as well as performance. (Motivation Theory reading) Who said, after all, that women can’t be as productive or successful as men? They can be.
In summary, the roots and causes of motivation and demotivation among individual employees can be a bit tricky to pinpoint. Yet it is, however, possible. A large amount of varying factors needs to be examined, cross examined, re-examined, and most likely even double re-examined.
Motivation is a psychological trigger in each individual mind, which affects the collective society. It varies from person to group, age to gender, and culture to nation. Yet it can be a good or bad ‘demon’ which must be dealt with.
Employee motivation affects lives, marriages, and homes. Females are more prone to negative motivation and a sense of overall defeat or exhaustion, leading to less productivity. We have seen just a bit of supporting evidence in statistics, confidential personal testimonies, and professional findings.
Black women living in the U.S. are hit the hardest by it. They are followed closely by other groups of women (see Table 1), and society at large. The question is: what can be done to assist in healthy motivation in the workplace, especially in a country in which over-performance is key?
Nothing is impossible, though many things take time and effort. In this case, whole management groups of men and women need to be evaluated and further trained.as well as re-trained. There is nothing that can’t be done.
Yet, it will take time. Times and work methods change rapidly and suddenly, as do the emotions of many women affected.in particular certain minorities in certain life situations. We must prepare them to face such crises. Corporate business must invest in the more sensitive and emotional employees.their young females. They have much to give to the world, if they remain educated, encouraged, and assisted. Let us begin with our female workers within the great United States of America!
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