Motivating Culturally Diverse Workforce in an Organization Essay

Culturally Diverse Workforce in an Organization Muhammad Junaid Murshed gray New Hampshire University Abstract In this research composing, I willing be discussing some of the methods that may be used to effectively motivate a culturally diverse custody in an organization. At first, I will 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 come to an end the paper with a brief summary of the key points discussed in the paper together-with a personal opinion about the effectiveness of the motivational methods discussed above. indigence is defined as the desire to achieve a goal or a certain performance level, leading to goal-directed behavior (Bauer an d Erdogan, 2010, p. 97).As can be seen from the above statement motivation may be directly linked to performance. Although the direct correlation, motivation alone may not be sufficient to elicit the desired result. This is so, as, it (motivation) usually is influenced by factors much(prenominal) as an individuals ability (p. 97) to perform the task and the resources lendable (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 atomic number 18 connatural or several(predicate) from each other (Bauer and Erdogan, 2010, p. 9). The world consists of various different cultures (p. 40) entailing a diverse (p. 29) population base i. e. in terms of age, gender, race, religion, natural abilities etc. Therefore, motivating (p. 97) individuals require understanding their descent first, as, it is most seeming to influence the predomin ant deprivation in their personality. With the passing of time some(prenominal) scientists, philosophers and psychologists have developed various theories to explain and enhance an individuals motivational level. For the purpose of my research paper, I will be commission on some of it, namely, Maslows pecking order of unavoidablenesss (p. 00), the ERG possibility (p. 101), the two-factor conjecture, the acquired- inevitably opening (p. 102) and the self-determination theory to base my comparisons and/or conclusions to cultural diversity. Maslows hierarchy of adopts The theory is based on a simple effrontery Human beings have needs that are hierarchically ranked. There are some needs that are basic to all benignant beings, and in their absence nothing else matters. As we satisfy these basic needs, we start facial expression to satisfy higher order needs (Bauer and Erdogan, 2010, p. 99).Physiological needs The need for air, food, and water (Bauer and Erdogan, 2010, p. 100) . Safety needs The need to be free from insecurity and pain (Bauer and Erdogan, 2010, p. 100). Social needs The needs of bonding with other world beings, being loved, and forming lasting attachments with them (Bauer and Erdogan, 2010, p. 100). Esteem needs The desire to be regard 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. kinda of the five needs that are hierarchically organized, Alderfer proposed that basic human needs maybe grouped under three categories, namely, existence, relatedness, and growth (Bauer and Erdogan, 2010, p. 101). Existence A need corresponding to Maslows physiological and safety needs (Bauer and Erdogan, 2010, p. 101). Relatedness A need corresponding to Maslows social needs (Bauer and Erdogan, 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 environment that satisfy employees are actually 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.All individuals possess a combination of these needs, and the dominant needs are thought to drive employee behavior (Bauer and Erdogan, 2010, p. 102). Self-determination theory Self-Determination speculation (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 defines intim ate and varied extrinsic sources of motivation, and a description 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. organisational 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 Approach to Human Motivation & Personality. Retrieved from http//www. selfdeterminationtheory. org/theory