Retaining Human Services Workers in Florida

Motivation in Organizations The need to motivate members of an organization to perform in a productive manner is a well accepted premise (Luthans, 1991, pp. 146147). The means by which such motivation is accomplished within organizational structures, however, are subject to disagreement, experiment, and dynamic change (Luthans, 1991, pp. 151152). Since the mid1950s, three theories of motivation that have received wide attention and considerable acceptance are those of Abraham Maslow, Frederick Herzberg, and B. F. Skinner (Steers and Porter, 1991, p. 202). While none of these theories has proven valid in all situations, each has made major contributions to the development of a wide variety of effective techniques for the motivation of individuals within organizational environments.

The motivational theories of Maslow, Herzberg, and Skinner are, essentially, drive theories. While they are drive theories, they have also provided the bases upon which most o

. . .
e of organizational leadership may be a major cause of organizational conflict, and, in turn, is directly related to the management of such conflict (Carew, ParisiCarew, and Blanchard, 1986, pp. 4650). Leadership is often implicated in the development of organizational conflict, when the style is either highly authoritarian or indifferent (House, 1984, pp. 8591). Motivation is also often implicated in the development of organizational conflict, and in the effective application of power within organizations (Hoyt, 1984, pp. 7172). While motivation is the product of a complex structure of interrelationships within an organization, leadership behaviors and human resources management policies are of particular significance. Both leadership behaviors and motivations within organizations exert significant impacts on the quality of superiorsubordinate relationships within an organization. Within an organization, superiorsubordinate relationships are integral to the use of power. Superiorsubordinate relationships within an organization are often defined by communications. Poor interpersonal communications may lead to the development of organizational conflict. One major problem area within organizations is the nee
. . .

Some common words found in the essay are:
ParisiCarew Blanchard, Peter Drucker, Frederick Herzberg, Angle Perry, Stanton Buskirk, Salancik Pfeffer, Summary Literature, Lenz Engledow, Szilagy Wallace, Herzberg Skinner, organizational commitment, organizational conflict, skinner 1953, development organizational, power organizations, participative management, organizational environments, development organizational conflict, hardy 1985, commitment correlated, levels organizational, levels organizational commitment, lead development organizational, strong commitment correlated, organizational commitment correlated,
Approximate Word count = 5346
Approximate Pages = 21 (250 words per page)

More Essays on Retaining Human Services Workers in Florida