Motivation & Power in Business. *The uploaded files consist of all the information and or articles that is needed for this assignment. I included two other articles/ sources if you needed it. *Attached is also the syllabus to the assignment. UNIT 3 Reflection Paper. Below are the directions as well: Unit III Reflection Paper The employment of different types of power might influence a team member’s satisfaction, and thus, his or her motivation to continue. In regards to your current industry and/or the culture of your current organization, write a reflection paper that addresses the following requirements: Describe which motivational theory, as described in Harell and Daim in the required readings for this unit, would be the most appropriate for your industry/organization. Why? Describe which of the original power types from the French and Raven power taxonomy, as described by Elias (2008) in this unit’s required readings, would fit best with the selected motivational theory. Your reflection paper should be two to three pages in length. Be sure to include the rubric elements from the guidelines below: The response reflects in-depth consideration and personalization of theories, concepts, and/or strategies. The writing should be clear and concise with proper sentence structure, grammar, and punctuation, and it should be free from spelling errors. The response includes all major components: accurate accounts of the topic area, critical analysis of the topic area, and scholarly or professional application of the topic area. The response demonstrates synthesis of ideas presented, and the implications of these insights for the learner’s future learning are noted. Information about accessing the grading rubric for this assignment is provided below.

    Motivation & Ableness in Business

    Misspend motivational hypothesis

    The design enhancement hypothesis would be the most misspend hypothesis to authentication in an construction. Zimmerman, (2008) explains this hypothesis as individual where mob conciliate most mitigated act reform at operation if they own sets objectives and designs that they neglect to close in a detail date. The crew overseer should instrument this hypothesis by enhancement up designs coercion the construction and reviewing them on a daily plea to distinguish if they own been closed. It is likely to terminate this if there are abundance overseers to manage the operationers or if there is a feasible reckon of employees. The loftier actance conciliate be gaind with designs and objectives that are firmenedened and over peculiar (Robins & Judge, 2011).  Enhancement designs are individual fashion of challenging the employees in an construction which conciliate effect them act polite. Puffworthy actance at a indivisible roll leads to puffworthy results coercion the full construction.

    Application of this hypothesis presents the operationers a judgment of significance in a crew or they comprehend what is expected of them (Udechukwu, 2009). Whole the employees conciliate be operationing towards gaining peculiar designs so that they can earn a absolute acceptance from the crew government and colleagues. Good behaviors and refinement are attributed to by the absolute feedback which enables the crew to operation firmeneder coercion the advenient designs. The employees educe the traits of commitment and convergence becaauthentication they own to be committed to the toil and they must referable present up precedently the labor is consummate. The firmeneder the designs that own been by the overseers the over, the crew conciliate close which so leads to the loftier motivation coercion the employees to act reform and reform. The nucleus aim of each crew is to gain the constructional designs. Therefore, the designs enhancement hypothesis distinguishms the most misspend.

    Effectiveness

    The constant ableness would chime polite with the separated design-enhancement hypothesis to bear reform actance coercion the full construction. Design enhancement hypothesis is whole environing achieving designs timeliness the constant ableness is whole environing the overseer constanting the employees as a fashion of influencing the employees to operation firmeneder (Elias, 2008). It is so environing wholeocating duties and toils that individual is weak to do to other mob and constanting them behind auspicious total of the enactment. The constant ableness is most misspend becaauthentication the general community believes in earnting star in come-back behind they own closed star. The employees conciliate be motivated over to gain the constructional designs if they arrive-at their firmenedened operation and commitment to act polite is being valued by the overseers.

    There is a appearance of the employees operationing smarter and firmeneder towards achieving the designs of they comprehend they are going to be constanted coercion arriving at the constructional designs. The constant ableness bears environing complacency in the full construction; it is a win-win position becaauthentication the employees conciliate be pleased with how they are treated and the government conciliate be complacent with the puffworthy results from the employees. Constants such as promotions, constant increment, puff is presentn to the employees by their actance on labors assigned to them by the overseers (HemaMalini & Washington, 2014). The employees conciliate educe a absolute refinement and perspective environing the construction if they are constanted becaauthentication they conciliate arrive-at appreciated coercion their suggestive efforts. The employees’ morale conciliate be boosted innate to reform results and closement of the expected designs of an construction.

    References

    Elias, S. (2008). Fifty years of bias in the operationplace. The extrication of the French and Raven ableness taxonomy. Journal of Government History, 14(3), 267-283. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=https://searchproquestcom.libraryresources.columbiasouthern.edu/docview/211031316?accountid=33337

    HemaMalini, P. H., & Washington, A. (2014). Employees’ motivation and valued constants as a solution to able QWL- from the perspective of expectancy hypothesis. TSM Business Review, 2(2), 45-54. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=https://searchproquestcom.libraryresources.columbiasouthern.edu/docview/1656246637?accountid=33337

    Udechukwu, I. I. (2009). Correctional conductor turnover: Of Maslow’s needs hierarchy and Herzberg’s motivation hypothesis. Public Personnel Government, 38(2), 69-82. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=https://searchproquestcom.libraryresources.columbiasouthern.edu/docview/215950421?accountid=33337

    Zimmerman, B. J. (2008). Design Enhancement: A Solution Proactive Source of. Motivation and self¬ regulated learning: Hypothesis, exploration, and applications, 267.