To what extent are cuts to the public sector likely to affect employee Essay

To what extent ar cuts to the public sector likely to affect employee demand Restrict your answer to an analysis by Kehrs - turn out Example479). Prior to Kehrs sit (2004a), conceptions of work motivation largely ignore the role of tacit motives and how these are distinguished from translucent motives (2004a, p. 479). In this work, Kehrs model of compensatory work motivation and volition is reviewed for its feasible relevance given budget cuts in government. A key concept of Kehrs compensatory model is that implicit in(predicate)/ hard-core motive discrepancy gives rise to decreases in volitional strength (Kehr 2004b, p. 315). In discussing the future of motivation theory, Steer et al. (2004, p. 385) acknowledged that Kehrs model synthesized several lines of research on motivation covering implicit and explicit motive as sanitary as helped answer several intriguing as well as previously unanswered problem s concerning goal attainment. This is significant as the Internationa l query Centre on Organizations has emphasized that motivating people is not an easy task (2007, p. 1). Kehrs model is highly relevant given the a CATO Liberty news report by Mitchell (2010) indicated that United body politic Prime Minister Cameron is poised to implement savage government budget cuts in the United Kingdom. II. Kehrs compensatory model of work motivation and volition As described by Kehr (2004a, p. ... 482). In Kehrs theoretical account (2004a, p. 482), a manager high in affiliation implicit motive may enjoy a companionship with his unproductive subordinate but will still defer to the demands of his or her supervisor to emergence productivity by dismissing the subordinate (Kehr 2004a, p. 482). The supervisor demands constitute an extrinsic factor. In Kehrs (2004, p. 482) analogy, implicit motives squeeze while explicit motives pull the individual. This means that implicit motives come from within the individual while explicit motives reinforce, moderate, or even suppress the push coming from the implicit motives. In Kehrs analogy of a senior personnel and an unproductive subordinate, Kehr suggested that extrinsic factors and explicit motives could override intrinsic factors and intrinsic motives. Citing the work of McClelland (1995), Kehr (2004a, p. 480) set that the three major implicit motives are power, achievement, and affiliation. Implicit motive are not consciously favorable but they are assessed by operant, fantasy arousing, picture-story tests, such as the Thematic Apperceptation Test or tat (Kehr 2004a, p. 480). The implicit motive for power pertains to the sine qua non to dominate, control, or influence (Kehr 2004a, p. 480). The implicit motive for achievement refers to the need to meet or exceed personal standards (Kehr 2004a, p. 480). Finally, the implicit motive for affiliation revolves on the need to make and deepen social relationships (Kehr 2004a, p. 480). Implicit motives determine long-term behavioural trends while e xplicit motives or value produced by extrinsic factors result to cognitive choices or goals (Kehr 2004a, p. 482). In Kehrs example (2004a, p. 482), people with explicit power motive may aim for positions of