Importance Of Motivation And Motivation

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Introduction: Evidence suggests that peoples’ actions are often governed by self-interest. “The self-interest motive is singularly powerful, according to many of the most influential theories of human behavior and laypersons alike (Miller, 1999, p. 1)”. Consequently an effective and responsible manager uses rewards and punishment as a means to improve efficiency of employees and productivity of the company. Whether self-interest alone is responsible for human motivation is a debatable issue and a manager must take this factor into account. Factors other than rewards and punishment also affect motivation. This paper will take a look at some of the theoretical concepts in ethics as related to this topic.
Ethical conduct in the workplace
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Sudden bonuses, spot rewards, appreciation letters, etc provide an impetus for increasing employee productivity. However positive reinforcements are also required. So there should be recognition and appreciation of efforts made by the people. It improves workplace culture and adds to employee satisfaction hence productivity increases. But balance needs to be maintained as too many rewards reduce its importance and effect. Punishments may force employees to follow ethical rules but may also act as a deterrent in the long run. Negative reinforcement forces an employee to follow rules to avoid a difficult situation. A manager also needs to be sure about what constitutes a reward for a person as what one person considers a reward may be thought of as a punishment by another person. According to the father of behaviorism, B.F. Skinner, human beings’ behavior was affected by the rewards and punishments received throughout life. Rewards lead to repetition of a particular behavior whereas punishment leads to removal of unwanted behavior. Value-Centered ethics: An ethical manager must implement positive reinforcements by being very specific about what is desirable behavior in his/her employees and also understand what factors impact employee motivation. “Managerial action should be guided by professionalism and strong ethical value (Kerns, 2004, p. 176)”.…show more content…
dedicated employees who do not mind putting in extra effort for additional work when required. The most important factor affecting work culture is the relationship with the immediate boss. No doubt rewards and incentives are important but a responsible manager realizes that many other factors also account for employee motivation such as job satisfaction, work environment including safety features, career support and opportunities for career growth, faith in company management and senior leadership, equitable pay package, peer relationship, suitability of the job as per the person’s skills and experience, etc. A responsible manager has to look beyond self-interest as a source of motivation so as to engage and retain employees while maintaining a good image of the company for all stakeholders and the business community. The manager also sets an example for the employees to follow. “Leaders’ power to influence may be particularly effective because leaders make decisions about the rewards and punishments that are imposed on employees, and followers learn vicariously by observing what happens to others(Trevino & Brown, 2004, pp. 72).” “Consequences inform observers about the benefits of modeled ethical behavior as well as about the negative effects of modeled inappropriate behavior (Trevino & Brown, 2004, pp.
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