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Organizational Behavior: Leading, Motivating and Evaluating Employees
The chapter discusses various ideas about human psychology and organizational behavior. One thing it talks about is leadership. According to Cherry (2011), leaders should be able to inspire and motivate the employees in an organization. The way that this can be done is through the leader adopting various styles. However, it has been noted that one of the most important ways in which leaders can inspire others is by proper delegation and making the employees feel that they are important. Motivated employees are most effective and productive. Leaders can also help such motivated people to grow in the company (White, n.d.). This is why it is important for the leader to be able to look at the employees and understand what they want and what they need. This is extremely important because if the leader knows his subordinates, he would be able to lead them better and make more use of them.
The chapter also talks about the leaders’ ability to understand the employees and their needs. In this respect, we find that one of the ways in which a leader can gauge the motivation level of an employee and provide relevant incentives is by studying the employee in the context of their needs. For example, Abraham Maslow described the hierarchy of needs in which he talked about how people are motivated to do things based on what they need. If a person is hungry and has to eat, he would be motivated by his desire to eat. Once his hunger is satisfied, he would have the need for shelter; and once that is satisfied, a need for security, social acceptance and finally self-actualization. (BusinessDictionary.com, 2010). Thus, if a leader finds that the employee is already satisfied in the...
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...ther using various platforms. It has been noted that in many companies, employees tend to not use emails, especially the older employees. It is important for the employees to use such technology to keep themselves abreast of all interdepartmental events and happenings.
Another very important thing in terms of motivation is that employees sometimes are more motivated because of nonmonetary incentives compared to monetary incentives. For instance, many employees want to be respected and they want to be appreciated for their work. Such people are more motivated if the leaders recognize their talents and praise them for their job. Other employees might be happier knowing that their work is being appreciated and that they are helping build the company. This is why if employees feel a sense of belonging in the organization, they work more effectively and productively.
Among all the communication mediums used in an organization, emails are used widely as an effective form of a business communication. From the company’s CEO to an employee of the business, emails are very easy and inexpensive. “Internal emails can function as an effective communication for sharing basic information, such as new cafeteria prices, paper use guidelines, or security precautions, for example. Sending simple messages to an entire workforce with just the click of a mouse is fast, easy, convenient and can save the company money”. (Lorette,
In the 1940s Abraham Maslow created his famous theory of needs and set the groundwork for David McClelland who in 1961 launched his book, “The Achieving Society” (Mind Tools, n.d.). McClelland’s Acquired Needs Theory explores the thought that “needs are acquired throughout life…needs are not innate, but are learned or developed as a result of one’s life experiences” (Buchbinder & Shanks, 2007, p.27). In this theory are three types of needs: need for achievement-desire for success, mastering tasks, and attaining goals; need for affiliation-desire for relationships and associations with others; and need for power-desire for responsibility, control, and authority (Buchbinder & Shanks, 2007). Therefore, management, hospitals, and organizations must determine what the needs of their employees are in order to properly motivate
Every person has a motivating factor that makes them go to work. Some people go to work for the paycheck or the benefits, others go to work for the social aspect or experience, these are incentives. Incentives are the most common motivating factor for people to complete tasks. This is also called, work motivation. Work motivation is defined as “A force that drives people to behave in a way that energizes, directs, and sustains their work behavior” (Steers, R. M., Mowday, R. T., & Shapiro, D. L., 2004). In contrast to the benefits of incentives, incentives are commonly counterproductive because they undermine the intrinsic motivation of an individual, this is the overjustification effect.
Organization behavior is the study of behaviors and attitudes of people in an organization. After all, human behaviors and attitudes determine the effectiveness of any organization. The approach used in studying organizational behavior is called the system approach. This approach interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. In this paper, I propose to study leadership and motivation, as among the most pressing issues in organizational behavior. Further, I will discuss how these issues can be addressed.
Leaders are considered as an important part to any successful organization because the leader is not just being a successful leader but also to bring achievement to the organization and its employees. “Leadership is the ability to influence a group toward the achievement of goals.” (Robins, page 221). Leaders insist employees on entering training courses to improve the productivity, and to expand their knowledge.
Leaders are responsible for guiding employees to complete job duties and ultimately reach organizational goals. This task can be challenging and involves far more than simply instructing employees on what to do. The act of leading well requires a leader to build positive relationships and through this connection inspire and empower their followers. An organization’s greatest resource is its people however, to fully harness the power of this resource a leader needs to engage and continually motivate employees. Encouraging others and developing them is an essential part of being an effective leader.
People spend an extensive part of their lives at work, so it is not astonishing that they expect to be rewarded and fulfilled with the job that they do. Motivation is concerned with why people do things as well as what drives them to act in a particular way. Understanding what motivates an individual is important in a workplace. Motivated employees are happier at work. They get more satisfaction from their work, they are absent less frequently, and work with more enthusiasm. This encourages them to contribute more, hence increasing the productivity in the organization. Unmotivated workers will not be as contented with their position in the work environment as motivated workers. The job might not be as important for them which may lead to a poor performance, which will lead to less efficiency and hence to poor productivity.
Motivation is defined as individual internal process that energizes, directs and sustains behavior. Motivation depends on how much the person wants something and how likely they think they will get it. Managers struggle to improve motivation in the workplace, but with the right tools they can become successful. Maslow’s hierarchy of needs is a pyramid of personal satisfaction that need to be met so a person can reach their full potential and be happy. Each level of the pyramid is stratified from the bottom up. A person cannot move up the pyramid until the bottom needs are met. Maslow’s hierarchy is usually a personal tool used to assess how an individual is doing, but businesses adapted this tool to use in the workplace and improve morale.
To become a truly effective leader, one must encapsulate the various behaviors related to the aforementioned course learnings in his/her persona and demonstrate such behaviors daily. This course has allowed me to identify four behaviors that all leaders must portray to be effective. The first of which is that a leader must be inspirational. To do so, a leader must set the appropriate vision and direction for the organization and provide a path to achieving defined goals. Additionally, a leader must induce the proper levels of motivation so that each employee has sufficient incentive to work towards the organization’s goals. As discussed in the class, motivation can be accomplished by factors such as rewarding hard work and providing the correct opportunities to employees. While these are motivating in that employees desire to be fairly compensated and to be doing work they deem valuable, inspiration comes more from organizational culture. A leader will be inspirational by setting a tone that appreciates each employee’s contribution, no matter how small in scale it is. Further, employees are inspired when they work collaboratively in a group setting and can capitalize on individual strengths to drive organizational goals.
While technological innovations can provide increased opportunities for organizations and give them a competitive advantage, not all employees respond well to changes in their everyday workflow. When an organization updates its systems, it can face some resistance from employees, especially when the employees do not feel properly trained and lack the confidence in using the new system. Employees may grow frustrated and become less productive and efficient. In some extreme cases, technology can also replace some of their duties and make their positions obsolete, leaving them out of a job. This ties back to the need for job security. Technology has come a long way in the past 50 years and the types of challenges just mentioned are a lot more common in this day and age than they were before. Therefore, managers need to adapt to this changes in the work environment and find a way to satisfy their employees’ needs while increasing work performance and
Furthermore, there are three theories which explain the different factors in how employees are motivated based on their needs. The first theory, Maslow’s Hierarchy of Needs, was proved by Abraham Maslow in the years of 1943 and 1954 (McLeod, 2013). Maslow believed that society developed their motivations depending on their needs. Maslow’s Hierarchy of Needs is a theory in which five motivational needs( self-actualization,esteem, belongingness and love, safety, and psychological) are demonstrated in a hierarchy pyramid. The five motivational needs are divided into three categories(basic, psychological, and
Motivation is best defined as the needs, wants, and beliefs that drive an individual. It is the basis of what people work for and keeps them doing things they otherwise would never do. People act in a whole new manner when they are motivated by something. Motivation gives them a whole new perception of the task at hand. Motivation is not always positive though, and it does not always just come from one place, for example, your boss. Motivation can be negative by not receiving something, and contrary to popular belief it is not always money that motivates people to do what they do. People have different needs, wants, and desires and the finding what is most important to those individuals is the key to motivation. People and companies have used countless techniques and approaches to motivate others and employees, but what works for one person does not necessarily work for the other.
Motivation is the process of getting someone to act on a particular situation. According to (Adelhardt, S, K. 2015, December 2) lack of motivation in the workplace is the most problematic subject for all managers, because it leads to decreasing productivity, performance and yet it increases the chances of employee resignation. Many employers suppose that managers these days are struggling to motivate their employees due to lack of significantly vital experience as well as knowledge in the employee engagement developing process. One of the successful strategies that managers can use to increase employee inspiration is by offering an attractive remuneration and benefits to their employees. Remuneration and benefits such as an extrinsic bonus
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
During his life and in modern days, Maslow’s Hierarchy has been used to enhance leadership in business settings. Many motivational enterprises have taken the Hierarchy of Needs and adapted them to teach leaders how to help their employees achieve a high level of motivation. A company named Ovation Incentives trains that “an employee needs their basic needs such as their salary and work conditions to be fulfilled first before reaching high level needs such as feeling part of something bigger within an organization” (Stead,