Motivating Culturally Diverse Workforce in an Organization Essay Example for Free

Motivating Cultur each(prenominal)y Diverse workforce in an Organization EssayCulturally Diverse Workforce in an Organization Muhammad Junaid Murshed Southern rising Hampshire University Abstract In this research paper, I pull up stakes be discussing some of the methods that whitethorn be apply to effectively motivate a culturally diverse workforce in an organization. At first, I testament present a brief introduction to motivation, some of the well-known motivational theories and cultural diversity.Then, I will look into a few reasons for demotivation among the workforce of an organization, followed by some of the distinguished and effective motivational techniques that may be utilized to ascertain and/or deal with the same, citing real-life examples. Finally, I will conclude the paper with a brief summary of the key points discussed in the paper together-with a personal opinion about the authorization of the motivational methods discussed above. Motivation is defined as the desire to achieve a goal or a certain performance level, leading to goal-directed behavior (Bauer and Erdogan, 2010, p. 97).As can be seen from the above account motivation may be directly linked to performance. Although the direct correlation, motivation alone may non be sufficient to elicit the desired result. This is so, as, it (motivation) usually is enchantd by factors such as an individualists ability (p. 97) to perform the task and the resources available (p. 97) to him/her to aid in achieving the objective(s). Culture refers to values, beliefs, and customs that exist in a society (Bauer and Erdogan, 2010, p. 40). Diversity refers to the ways in which people are similar or unalike from each other (Bauer and Erdogan, 2010, p. 9). The world consists of various different cultures (p. 40) entailing a diverse (p. 29) population theme i. e. in terms of age, gender, race, religion, physical abilities etc. Therefore, motivating (p. 97) individuals require understanding thei r descent first, as, it is most likely to influence the dominant subscribe in their personality. With the passing of time many scientists, philosophers and psychologists have developed various theories to relieve and enhance an individuals motivational level. For the purpose of my research paper, I will be counselling on some of it, namely, Maslows pecking order of of necessity (p. 00), the ERG theory (p. 101), the two-factor theory, the acquired-of necessity theory (p. 102) and the self-determination theory to base my comparisons and/or conclusions to cultural diversity. Maslows hierarchy of needs The theory is based on a simpleton premise Human beings have needs that are hierarchically ranked. There are some needs that are raw material to all human beings, and in their absence nothing else matters. As we satisfy these basic needs, we start looking to satisfy higher order needs (Bauer and Erdogan, 2010, p. 99).Physiological needs The need for air, food, and wet (Bauer and Er dogan, 2010, p. 100). Safety needs The need to be free from danger and pain (Bauer and Erdogan, 2010, p. 100). Social needs The needs of bonding with other human beings, being loved, and forming lasting attachments with them (Bauer and Erdogan, 2010, p. 100). Esteem needs The desire to be well-thought-of by ones peers, feel important, and be appreciated (Bauer and Erdogan, 2010, p. 100). Self-actualization need The need to become all you are capable of becoming (Bauer and Erdogan, 2010, p. 00). ERG theory ERG theory, developed by Clayton Alderfer, is a modification of Maslows hierarchy of needs. Instead of the five needs that are hierarchically organized, Alderfer proposed that basic human needs maybe sorted under three categories, namely, existence, relatedness, and growth (Bauer and Erdogan, 2010, p. 101). Existence A need corresponding to Maslows physiological and safe needs (Bauer and Erdogan, 2010, p. 101). Relatedness A need corresponding to Maslows social needs (Bauer and Er dogan, 2010, p. 101).Growth A need referring to Maslows esteem and self-actualization (Bauer and Erdogan, 2010, p. 101). Two-factor theory By asking individuals what satisfies them on the job and what dissatisfies them, Herzberg came to the conclusion that aspects of the work milieu that satisfy employees are very different from aspects that dissatisfy them (Bauer and Erdogan, 2010, p. 101). Acquired-needs theory According to this theory, individuals acquire three types of needs as a result of their life experiences. These needs are the need for achievement, the need for affiliation, and the need for power. tout ensemble individuals possess a combination of these needs, and the dominant needs are thought to drive employee behavior (Bauer and Erdogan, 2010, p. 102). self-rule theory Self-Determination Theory (SDT) represents a broad framework for the study of human motivation and personality. SDT articulates a meta-theory for framing motivational studies, a formal theory that define s intrinsic and varied extrinsic sources of motivation, and a definition of the respective roles of intrinsic and types of extrinsic motivation in cognitive and social development and in individual differences.Bibliography 1. Bauer T. Erdogan B. (2010) Demographic Diversity. Organizational Behavior, 29. 2. Bauer T. Erdogan B. (2010) Cultural Diversity. Organizational Behavior, 40. 3. Bauer T. Erdogan B. (2010) Theories of Motivation. Organizational Behavior, 97. 4. Bauer T. Erdogan B. (2010) Theories of Motivation Need-Based Theories of Motivation. Organizational Behavior, 100-102. 5. Self-Determination Theory An get to Human Motivation Personality. Retrieved from http//www. selfdeterminationtheory. org/theory