Motivation, Stress and Communication

Table of Contents

Introduction3

Discussion3

Job Description Setting3

Motivation and Employee Behavior4

The Theory of Achievement4

The Theory of Targeting4

The Expectations Theory5

Stress Management6

Nonverbal and Cultural Barriers to Communication6

Nonverbal Communication7

Culture Communciation7

Common Nonverbal and Cultural Barriers8

Conclusion9

Reference10

Motivation, Stress and Communication

Introduction

The purpose of the paper is to focus on the setting of job description and performance in relation to stress, motivation and communication. It attempts to enlighten the issues related to workplace stress as well as the factors that motivate a person in the workplace. It also discusses the importance of communication and highlights the barriers to communication, which need to be catered. It discusses as to how the workplace stress affects workplace performance, the impact of motivation on workplace performance and as to how the communication process overall impacts the organization.

Discussion

Job Description Setting

The selected organization would be Verisign, Inc. due to its extremely renowned position in the market. It is a great organization and I would be looking forwards to be a part of it. The job description would be of a network engineer and my responsibilities would include the following:

Monitoring the overall internet traffic

Monitoring the traffic flow within the organization

Resolving issues related to internet or network connectivity of the employees

Resolving any software or hardware issues of employees

Creating a plan of seating arrangements and shift management in the organization and installing software and employee profiles accordingly

Motivation and Employee Behavior

The issue of motivation is an extremely important issue in management theory, primarily because the motivation of employees and design of appropriate reward systems is one of the essential conditions of success of the organization (Lawler & Jenkins, 1992). The term "motivation" comes from the Latin word “Mover” which means "move" all the factors that activate, maintain and guide the workplace behavior to achieve certain goals. It is worth noting that the term "general factors" indicates the need to motivate through the entire set of integrated treatments aimed to involve mental health in the work process (Kessler, 2001). There are three important motivational theories that can be studied wit respect to workplace behavior. These are briefly discussed below:

The Theory of Achievement

The theory was proposed by D. McClelland and was built on the three basic needs regarding the motivation of workplace behavior. According to him, workplace behavior is dependent on the need for achievement, which includes the sense of power, sense of belonging, and the sense of good relations with the workplace environment (Cameron & Pierce, 2002).

The Theory of Targeting

E. Locke came up with a new motivational concept for the workplace behavior. According to him, an important source of motivation to work is jointly determined by the superior and subordinate goals. Thus, he emphasized on the essentiality of being specific, realistic, and acceptable to both sides to, which he believed will improve productivity (Clark & Wilson, 2001).

The Expectations Theory

This theory is another contribution in the concepts of workplace behavior and employee motivations, which was proposed by V. Vroom. The expectations theory emphasized that people are motivated to take specific action if they find that these activities will lead ultimately to an attractive result or reward ...