Part A
1. Evaluate three (3) factors that influence employee motivation and provide one (1) original example of each.
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2. Compare and contrast three (3) motivation theories, choose one to support and defend, and provide one (1) original example that illustrates each.
Part B
Julie will be adopting a child in December and needs to take 10 weeks off to complete the process and bond with the baby. Julie works full time and has worked for her current employer (which has over 75 employees at its one location) for four years.
Steven is having knee surgery next week and will be off for six weeks. He is full time and has worked for his employer, which has almost 30 employees, for 7 months.
1. Provide a brief explanation of the FMLA law and appraise this law.
2. Which of these individuals is eligible for Family & Medical Leave Act (FMLA) leave? Provide two (2) supporting facts to justify your position. Share your opinion about why you have made your decision with elaborations and evaluate the issue of fairness.
Solution
Factors that Influence Employee Motivation
Employee motivation refers to the level of commitment, energy and creativity that company workers bring to their workplace. The key to achieving the highest possible results in an organization depends on the ability to identify the factors that drive each individual in the work place. Among the factors that influence employee motivation is the non-monetary incentives (Le, Aquino, Jalagat, Truc, Si & My, 2021). Here, individuals receive recognition and rewards for their hard input in the organization. This is mainly a way to satisfy employee’s self-actualization needs. This falls in the case of acknowledgement of extraordinary performance, increasing morale and motivating high performance among the employees. A good example of non-monetary incentives in organizations is when an employee in a sales organization is acknowledged for having the most sales in a month and perhaps is even awarded a trophy for it.
The second factor is when an organization invests in its employees. Most employees prefer career development trainings and opportunities as compared to rewards and recognitions (Le et al., 2021). Hence, this makes development a key factor for motivating employees. More so because it makes employees self-dependent thus, allowing for them to contribute more effectively in the organization. This factor is also associated with bringing about loyalty from the employees as it shows them that the organization values them and wants them to make more progress in the organization. A good example of the development factor is when organizations pay for extra training of their staff, this is in terms of educational advancements.
The third motivational factor is enabling a good work life balance (Le et al., 2021). Motivated employees are more prepared to work longer hours and are less likely to leave the organization. In a good work life balance, employees are willing to go over and above for the success of the organization. Hereby, an organization must ensure that employees work reasonable hours while combining work with activities that promote one’s health and wellbeing. A good example is rewarding employees with paid vacations in order to allow for employees to bond with their families.
Compare and Contrast Three Motivation Theories
Motivation theories refer to the studies associated with understanding the force driving people towards working to a particular goal. Among the motivational theories include; Maslow’s hierarchy of needs. According to Maslow, a person is motivated only when his needs are fulfilled (Badubi, 2017). Additionally, the needs start from the lowest basic needs and keep moving up the levels. As such, the leader must understand the specific needs of individuals in the team and work accordingly in order to help them fulfill their needs.
The second is the Hertzberg’s two factor theory. This theory classifies the needs into two categories; motivating and hygiene factors (Badubi, 2017). Motivation factors are needed for ensuring satisfaction and motivation for employees so that they can acquire higher performance. Hygiene factors on the other end see to it that employees are not dissatisfied and mere presence of them does not guarantee employee motivation. Hence this calls for both factors for the theory to work.
Thirdly is the McClelland’s theory of needs. This theory depicts that we all have three motivating factors. These are; achievement, affiliation and power. Among the drivers one is dominant in our behavior (Badubi, 2017). The drive majorly depends on our life experiences. In comparison, all three theories work towards employee motivation. They also exhibit stark differences. For instance, in Maslow’s theory, one’s motivation occurs from fulfilment of one’s needs. On the other hand, Hertzberg’s two factor theory, motivation depends on two factors (motivation and hygiene) which must be met. This also contrasts to McClelland’s theory, motivation occurs from drivers that are dependent on our life experiences.
I choose to support the Hertzberg’s two factory theory. This is majorly because it does not only focus on factors that lead to satisfaction but it also checks on the factors that lead to employee dissatisfaction (Badubi, 2017). Notably, without both factors employees motivation cannot be attained both hygiene and motivation factors must be looked into.
Brief explanation of the Family and Medical Leave Act law
The Family and Medical Leave Act of 1993 is a United States labor law that requires covered employers to provide their employees with unpaid job-protected leave for either qualified medical or family reasons (Donovan, Perry & Library of Congress, 2019). The act is designed to help employees balance between their work and family responsibilities. More so, the act provides for up to twelve weeks of unpaid but job-protected leave per year. However during this period their group health benefits must be maintained during the leave.
Which of these Individuals is Eligible for Family & Medical Leave Act (FMLA) Leave?
Julie is eligible for Family and Medical Act leave. This is because according to the act, for an employee to be eligible for the leave, they must have worked for their employer for at least twelve months (Donovan, Perry & Library of Congress, 2019). Julie on this case has worked for the organization for four years. Secondly, Family and Medical Leave Act only applies to organizations with fifty or more employees. My opinion on the matter is that Julie qualifies for the leave more than Steven. This is not only because of the stipulated laws but also judging on the fact that Julie has worked for the organization more than Steven. It is however, unfair for Steven being that his condition regards serious medical concerns but he has however, not met the eligibility criteria to qualify for the Family and Medical leave Act leave.
References
Badubi, M, R. (January 01, 2017). Theories of Motivation and Their Application in Organizations: A Risk Analysis. International Journal of Innovation and Economic Development, 3, 3, 44 51.
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Donovan, S. A., Perry, R. M., & Library of Congress. (2019). The Family and Medical Leave Act (FMLA). (CRS reports (Library of Congress. Congressional Research Service).Bottom of Form
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Le, D. H., Aquino, P. G., Jalagat, J. R. C., Truc, N. T., Si, L. K. Q., & My, L. T. H. (January 01, 2021). Factors affecting employees’ motivation. Management Science Letters, 1063 1070.
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