Motivation, Organizational Behavior and Performance
explanatory Essay
525 words
Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
It is important for manager to understand that what motivates the individuals. There are different kinds of motivation theories which reveal that individuals are motivated by different factors. For example there is extrinsic motivation and intrinsic motivation (Amabile, 1993). Extrinsic motivation refers to the motivation that one has for the extrinsic rewards such as pay, status, power, etc. Then there are intrinsic motivating factors such as the chance to exercise one’s skills, the opportunity to learn and personal development. Research suggests that various factors motivate employees in a different degree depending on their nature. It would therefore be important for the manager to understand that what are the motivating factors for individual employees and then provide them incentives accordingly so that they can work in a more productive fashion. Once the individuals work with greater excitement and vigour it would automatically lead to better performance.
In this essay, the author
- Explains that motivation is critical for understanding and improvement in organizational behaviour and performance. it is an important tool which managers can use to get more out of their employees.
- Explains that motivation in an employee is an important factor which determines his performance. it is concerned with finding out the reasons which shape and direct the behaviour of the individuals.
- Explains that it is important for managers to understand what motivates individuals. extrinsic motivation and intrinsic motivation are two types of motivation theories.
- Opines that motivation is a very important concept for managers to understand. understanding what ticks an individual helps in developing the right incentive structure.
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- Theories of Motivationanalytical essayMotivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's 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).
In this essay, the author
- Cites benabou, r., and tirole, j. (2003), intrinsic and extrinesic motivation', in the review of economic studies.
- Explains that motivation is the force that transforms and uplifts people to be productive and perform in their jobs.
- Explains mullins' classification of motivation into intrinsic and extrinsic types.
- Evaluates motivational theories in light of 's previous experiences, but they may not be perfect for every situation.
1158 wordsRead More - The Importance of Motivation in an Organizationexplanatory essayAccording to Greenberg (1999), motivation is defined “as a process of arousing, directing and maintaining behavior towards a goal.” Where “directing” refers to the selection of a particular behavior; and ‘maintenance” refers to the inclination to behave with consistency in that manner until the desired outcome is met.
In this essay, the author
- Explains greenberg's definition of motivation as a process of raising, directing, and maintaining behavior towards the desired outcome.
- Explains that motivation is the force that transforms and uplifts people to be productive and perform in their jobs.
- Explains mullins (2002)'s classification of motivation into intrinsic and extrinsic types — intrinsic motivation involves psychological rewards to enhance job satisfaction.
- Explains that a manager must understand the difference between management and leadership in order to motivate people.
- Explains that managers must understand two well-known theories of motivation: maslow's motivation theory and mcgregor’s x-y theory.
- Explains maslow's theory of humanistic psychology, where he believes that all humans would strive for the higher ground, and that the never fulfilling thrust of achievement.
- Explains that douglas mcgregor, the american social psychologist, took maslow's work and devised the x-y theory, which directly relates to the working environments.
- Explains that the theory x management assumes that most people prefer to be directed, they want a safety above anything and are not interested in assuming responsibility.
- Analyzes how theory x uses the hard way of managing, and for the manager, all employees are lazy and must be supervised.
- Explains that the theory y is described as individual's behavior differently. it assumes that people are not lazy and unreliable. they can be self directed and creative at work if they are properly motivated.
- Explains that employees can view work as natural as rest or play, exercise self-direction, and seek responsibility. innovative decisions are widely dispersed throughout the population and are not necessarily the sole province of managers.
- Explains frederick herzberg's two-factor theory, the hygiene and motivation factors, where employees were asked about their working environment and what motivates them.
- Explains that motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction, and employee extension.
1539 wordsRead More - The Workforcement Theory: Different Types Of Motivationexplanatory essayGhillyer (2011, p. 228) stated the importance of motivation is a factor that influences employee performance on the basis of their usage of their full abilities. Management professor Robert N. In this visualization, managers tend to put employee satisfaction as the basis of organizing strategies to improve employee motivation and compensation. This normally results to higher performance and less problems. Hence, following this issue as a base, more motivational theories have been introduced.
In this essay, the author
- Explains ghillyer's definition of motivation as a factor that influences employee performance on the basis of their full abilities.
- Explains the hierarchy of needs theory, which states the condition in which individuals are motivated as they are in need to satisfy their needs.
- Explains that safety needs include security, protection, health, employment, property, family, and social stability. commonwealth bank of australia has established enable network to increase employment opportunities for individuals with disabilities.
- Explains how social needs are met by accentuating team goals, such as team volunteering days and the global corporate challenge. the commonwealth bank supports diversity positively and affirms gender equality.
- Explains that self-esteem needs visualize the desire of confidence, achievement, recognition, success, strength, and intelligence. delegation helps develop leadership by giving chances for staff to share the responsibility of running a business.
- Explains that self-actualization consists of self fulfillment, accomplishment, creativity, experience purpose, and morality. the exchange of knowledge could accomplish benefits for leaders and workers as they assemble and lead the team.
- Explains that the reinforcement theory focuses on external environmental consequences on behaviour. commonwealth does not display these methods in their employee management.
- Explains that positive reinforcement encourages rewards for effective performance. the commonwealth bank of australia rewards staff and employees on their employee management planning.
- Explains that extinction does not provide positive consequences at a standard point to eliminate undesirable behavior. commonwealth bank provides special benefits in regards of salary sacrifice advantages which can only be reached when they are eligible.
- Explains the two-factor theory, or motivation-maintenance approach, by frederick herzberg, which differentiates the cause of high and low motivation by two major categories. rana peries, head of it innovation and digital financial services asia, has developed international experiences and networking through transfer to china from the company.
- Analyzes how the commonwealth bank of australia aims to gain true motivation by job enrichment programs while keeping proper attention to maintenance factor.
- Refers to commonwealth bank of australia 2015, management now, mcgraw-hill education, london, green, cd 2000, ‘a theory of human motivation’, viewed 20 december 2014.
- Explains rao, gvs, ‘theoretical and empirical considerations of the two-factor theory of job satisfaction’, indian journal of industrial relations.
- Explains the impact of positive reinforcement on employees’ performance in organizations, american journal of industrial and business management, vol. 4, no. 1, pp.
1595 wordsRead More - Motivational Theoriesexplanatory essayMotivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work. Most people are motivated as a result of their individual needs being satisfied, which gives them the inspiration to perform specific behaviors for which they receive rewards (Kinicki & Williams, 2011). These needs vary from person to person, as everybody has specific needs to be satisfied. When we consider factors that determine the motivation of employees, many of us think of a high salary. This answer is correct for the reason that some employees will be motivated by money, but mostly wrong for the reason that it does not satisfy other needs to a lasting degree (Bizhelp24, 2010). This supports the idea that human motivation is a personal characteristic and not a one-size-fits-all option. Managers will achieve a better rate of motivation in their employees by identifying the key factors that determine the rate of motivation. These factors are linked directly to the employees’ individual needs, behavior, and attitudes.
In this essay, the author
- Explains that motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work.
- Explains that there are numerous motivational theories that attempt to explain how motivation works, but the challenge is applying them to actual situations or individuals.
- Explains that compensation based solely on commissions does not address other motivational factors that will motivate sales staff to peak performance.
- Explains how a successful motivational program recognizes these factors and combines awards, recognition, and peer pressure. this is consistent with the erg theory developed by clayton alderfer.
- Explains victor vroom's expectancy theory, which suggests people are motivated by two things: how much they want something, and how likely they think they are to get it.
- Explains that motivational theories can be divided into two groups: external rewards and enforcements and internal factors. maslow's hierarchy of needs theory illustrates employee needs beyond a paycheck.
- Explains that human resource management experts believe adequate base pay is essential to retaining employees and basic staff motivation, but it doesn't motivate in the long term.
- Analyzes how solange de santis' story refutes the stereotypical view of factory workers. they were dedicated, hard-working, highly skilled, and creative, but were locked in a tight battle between management and unions.
- Explains how american airlines discovered what can happen when they allowed production workers some creativity. they rigged up old machine parts and built "thumping ralph", a drill-bit sharpener.
- Explains that the brazilian company semco has a large proportion of blue collar workers. they give their workers an unusually large degree of freedom and responsibility, including letting them plan production, set their own work hours, and choose the sites and designs for the factories.
- Explains that employee motivation is not an absolute science and no single motivational theory will work for all employees.
- Cites bizhelp24's article, "the art of motivating salespeople." the article is available at www.johnboe.com.
- Describes compensation today's different types of motivation theories, citing kinicki, williams, and kjeralf.
1748 wordsRead More - Employee Motivation is the Key to Successexplanatory essayEmployee Motivation is the Key to Success MEANING OF MOTIVATION Motivation is an aspect of managerial function of directing under execution. It is necessary as a means to induce people to work, as they are able and trained to do, willingly. The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees.
In this essay, the author
- Explains that a horse will drink only if its thirsty-so with people. they must be motivated or driven to excel on the workshop floor or in the "ivory tower."
- Opines that motivation can be improved quickly by using seven strategies for motivation.
- Explains that motivation is a means to reduce and manipulate this gap. it is inducing others toward goals specifically stated by the motivator.
- Explains that tanzania revenue authority (tra) was established by act no. 11 of 1995 and commenced operations in 1996.
- Aims to be an effective and efficient tax administration, which promotes voluntary tax, compliance by providing high quality customer services with fairness and integrity through competent and motivated staff.
- Opines that excellence can only be achieved through excellent performance of every person, rather than the high-pitched performances of a few individuals. motivation is the crux.
- Opines that there is no simple answer to the question of how employee motivation the key to success to performance of organisation.
- Explains that motivation is an aspect of managerial function of directing under execution. it is necessary to induce people to work, as they are able and trained to do, willingly.
- Explains that understanding and appreciation of human nature is a prerequisite to effective employee motivation in the workplace and effective management.
- Explains that employee motivation is the ability to get your employee to do their job better and more efficiently. john c. maxwell believes that you need to develop the leaders around you.
- Explains that the manager's main task is to develop a productive workplace. he/she should motivate his/her team, individually and collectively, so that productivity is maintained and developed and employees derive satisfaction from their jobs.
- Explains that tanzania revenue authority through application of motivations mark remarkable performance of tshs.per month in............... personnel function and leadership were considered, the most critical components.
1396 wordsRead More - Reflection Paper On Personal Learningexplanatory essayMotivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...
In this essay, the author
- Explains that ashley hughes' course, organizational behavior, focused on studying the impact of individuals, groups, and structures on behavior within an organization and how their behaviour affect the performance of the organizations.
- Explains how cialdini's six principles of persuasion are useful in real life, explaining tricks of influencing others.
- Explains that the way we act, think, and communicate should consult the theory of social proof. they recommend building a personal relationship with clients by sharing their common preference.
- Explains that a successful company should have logical reward systems, reasonable job designs that highly motivate its employees, expect staff members to manage themselves and transform its controlling leadership into empowering leadership.
- Explains that people from different cultures may have different opinions towards empowering leadership.
- Explains the influence of psychological empowerment, intrinsic motivation, and creative process engagement on employee creativity.
- Explains that motivation is about the intensity, direction, and persistence of reaching a goal.
- Explains the four drive theory, which describes human motivation as a set of dynamic, interacting needs that are written in our gene.
- Explains that communication is essential for effective functioning in every part of an organization. the ability to communicate effectively ranks as the most important skill for new hires.
- Opines that face-to-face networking is more effective than phone calls and emails. respect is earned by hard-work, ability and communication.
- Explains that empowering leadership is the process of implementing conditions that enable sharing power with employees by delineating the significance of the job, providing greater decision-making autonomy, expressing confidence in the employee’s capabilities.
- Opines that empowering leadership requires finding the balance between control and freedom.
2945 wordsRead More - What is Motivation?analytical essayMotivation is defined as the factors that lead to the desire of employees to perform to their fullest of abilities in order to meet the goals set the by the organization as a whole, and also to meet personal aims set by the employees themselves. Motivation requires commitment and effort which can consequently lead to a significant increase in productivity and efficiency. An essential feature of motivation is that it’s an intangible concept, it is invisible and internal (Pinder, 1998). Managers constantly seek new methods to stimulate their employees into putting more effort into their jobs. Although containing contradictory ideologies, different motivation models, such as Herzberg’s Two-Factor Theory (Herzberg, 1959) and Taylor’s Scientific Management or Taylorism(Taylor, 1911), have served as a basis to managers on how to increase motivation or keep it at a constant high level throughout. Both these models contradict in the sense that Taylor suggests money is the sole factor that leads to motivation whereas Herzberg concludes that there are other factors that lead to positive stimulation.
In this essay, the author
- Opines that organizational culture as a root of performance improvement: research and recommendations, contemporary management research, vol. 4, no. 1, pp 43-56, march 2008.
- Explains sinclair, tucker, cullen, and wright's research on performance differences among four organizational commitment profiles.
- Describes taylor, f.w., the principles of scientific management, harper & brothers, new york and london.
- Quotes ghazanfar, chuanmin, khan, m.m., and bashir for their study of relationship between satisfaction with compensation and work motivation.
- Defines motivation as the factors that lead to the desire of employees to perform to their fullest potential in order to meet the goals set by the organization as a whole.
- Explains herzberg's theory of motivators and hygiene factors, which lead to an employee’s desire to work harder in order to meet pre-set goals.
- Explains that motivational models implemented by managers have different impacts, at an individual level and an organizational level, and outcomes, on the short-term or immediate and long-run.
- Explains that managers could set harder jobs with high levels of skill variety to employees, which links in to herzberg's motivator of job challenge.
- Explains that taylor's theory has a different impact at an individual level on employees.
- Argues that herzberg's model would require changes in the organisation’s culture, which is defined as assumptions that employers and employees have towards the behaviour for different situations in relation to the beliefs of the company.
- Argues that taylorism encourages workers to increase their output, which, in periods of high demand, can vastly benefit the organisation.
- Opines that herzberg's model would result in a change in attitude from the managers towards the workers, which might be hard to adapt.
- Argues that taylor's scientific management would have an opposite effect to herzberg’s two-factor theory in both the short and long term.
- Analyzes the disadvantages of herzberg's model. he assumes all workers have the same attitude towards their work, but it cannot be assumed that everyone has same ideas.
- Explains that taylorism shows disadvantages. us vehicle companies used taylor's ideas throughout the 20th century, but with introduction of new technology, taylor’s scientific management became outdated and companies looked into changing their production line to suit modern systems of increasing productivity.
- Concludes that herzberg's approach to motivation would be more suitable in a working environment as it doesn't focus solely on money and gives employees the option to enlarge their repertoire of skills by means of job enrichment.
- Analyzes the mediating effects of perceiving organizational support on the relationships between organizational justice, trust and performance appraisal in malaysian secondary schools.
- Explains that incentive pay is almost down and out in manufacturing. strategic direction journal.
- Opines that fordism and taylorismus are responsible for the early success and decline of the u.s. motor vehicle industry.
- States giancola, f., "examining the job itself as a source of employee motivation".
- Describes herzberg's thoughts on motivating employees.
- Explains locke, e. a., & latham, g. p. building a practically useful theory of goal setting.
- Explains that malik, m.e., towards understanding controversy on herzberg theory of motivation, textroad publication, issn: 2090-4304, pakistan.
- Explains markos, s., and sridevi, m.s. employee engagement: the key to improving performance.
- Cites mayo, g.e., the human problems of an industrial civilization, rootledge, london & new york.
- Cites mckeachie, w.j. and bess, j.l., in teaching well and liking it: motivating faculty to teach effectively.
- Cites ravasi, d., schultz, m. (2006), responding to organizational identity threats: exploring the role of organizational culture.
1825 wordsRead More - Manipulation of Employeesopinion essayRobbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
In this essay, the author
- Opines that managers' concerns regarding motivation and how to get the most effort from their employees are valid concerns because of the reality of today's economy.
- Explains that robbins and judge define motivation by three elements: intensity, direction, persistence, and situations. these elements should be expected from employees and managers.
- Opines that managers should make a conscience effort to stay in touch with the interest, skills, and abilities of their employees. employees can provide valuable information about how to motivate each other.
- Explains maslow's hierarchy of needs theory, which has received wide recognition among practicing managers, and could provide valuable insight in motivation.
- Opines that if we want to motivate people on their jobs, emphasize factors associated with the work itself or to outcomes directly derived from it. promotional opportunities, opportunities for personal growth, recognition, responsibility, and achievement are intrinsically rewarding.
- Explains that managers can link rewards to productivity and offer bonuses to meet certain goals and deadlines. manipulation can motivate employees in an ethical way by encouraging them to perform at their best in a dangerous setting.
- Explains that edwin locke's research on the goal-setting theory addresses these issues and the effect that goal specificity, challenge and feedback have on performance. specific goal setting produces a higher level of output than the generalized goal of "do your best".
- Opines that managers use their authority to influence by artful skill and adapt or change to suit one’s purpose or advantage, influencing employee productivity for the benefit of themselves and the organization. employees should refuse to allow managers to control them.
873 wordsRead More - Motivation And Work Design Essayexplanatory essayMany business managers today are not aware to the response that motivation can have on their business. The size of the business is not a factor when considering motivation: whether you’re trying to get full potential from one hundred or an individual everyone is in need of some form of motivation. It is something that is tackled differently by different organisations and the reasonability of its integration lies with all the supervisors of staff. It is essential to understand the various tactics that managers and supervisors will use to motivate there working staff, also why it’s important to initiate extrinsic and intrinsic motivation techniques with the correct work design into the work place for optimum results. “There is only one way…to get anybody to do anything. And that is by making the other person want to do it” Dale Carnegie.
In this essay, the author
- Explains that business managers aren't aware of the response that motivation can have on their business. the reasonability of its integration lies with all supervisors of staff.
- Explains the two main forms of motivation in the work place: exentric and incentric motivation, based on abraham h. maslow's theory.
- Explains that the pyramid is fairly universal among different cultures, but there are differences in an individual's motivational content in a particular culture.
- Explains the rigidity of maslow's theory and how alderfer constructed a more convincing and easier erg theory, namely existence needs, relatedness needs and growth needs.
- Explains that extrinsic motivation is focused on how employee behaviour is initiated, directed, and maintained.
- Explains that victor vroom's theory was based on three variables: valance, instrumental and expectancy. the research has not provided absolute backing for the theory.
- Explains the importance of carefully thought out job roles and design in motivating employees.
1824 wordsRead More - Motivation And Lack Of Motivationanalytical essayMotivation 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
In this essay, the author
- Opines that managers should consider remuneration as one of the most effective strategies in consideration of managing employee engagement.
- Argues that fostering an emotional connection at work is critical to employee engagement, as stated by the power of positive emotions.
- Argues that managers should use intrinsic motivation to boost employee's performance and manage engagement.
- Argues that it is essential for managers to know how to respond to the challenges discussed above.
1176 wordsRead More