The paper "The Future of Work Motivation Theory" is a great example of an article on management. Organizational behavior and management of human resources have experienced tremendous changes in the contemporary business world. The changes have been characterized by related changes in general business and management especially as influenced by the 21st Century occurrences. Key occurrences include information technology advancements and globalization. As such, human resource management is faced and characterized by increasing diversity and change with high divergent needs and demands (Robbins and Judge, pp 20). Globalization has also brought in new focuses such as the internationalization of businesses and organizations (Adler, pp 9), in addition to increased knowledge and the attention on teams.
As such, the challenge is on managers to diversify with the changes so as to ensure sustained motivation of the workforce. This paper focuses on the changes in human resource management with respect to motivation theory. It is a critique of an article by Steers and Mowday who explores the question of future needs in motivation theory development. Article critique From the onset, this paper well agrees to the timeliness of Steers and Moody in focusing on the future of motivation theory works.
This is with reference to the numerous changes in the globalized business management. Past and early theories and approaches cannot be applied in the contemporary management of human resources from their face value. The contemporary workforce management has either faced them or has seen them evolve and get bettered. The article focuses on the evolution of motivation theory. Having set the pace in the introductory remarks, the authors define their research or theses question. They intend to focus on the future of motivation theory.
This is by asking: “ What is the future of work motivation theories? ” In the pursuit of understanding whether there is a future for motivation theories work, the authors seek to delineate the critical questions whose answers will affect the future focus. These questions revolve around the change of research agenda, modification of the current models, and the need for new models. This research focus appreciates that models can either be modified or adapted according to times and that there may be a need for new models all together in understanding employee behavior and job performance in contemporary organizations.
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Robbins, S and T Judge. Organizational behavior. Upper Saddle River, NJ: Prentice Hall, 2010.
Steers, R and R Mowday. "The future of work motivation theory." Academy of Management Review, 29 (3) (2004): 379-387.