Organisational Behaviour and Motivation Term Paper Organisational behaviour is described as 'A field of study that investigates the impact that individuals, groups, and structure have on behaviour within organisations, for the purpose of applying such knowledge towards improving an organisations effectiveness.' (Robbins and Millet and Cacioppe and Waters-Marsh, 1998, p.10). An important area within organisational behaviour is motivation. Herzberg describes the main problem in business practice is, 'How do I get an employee to do what I want him to do' (1991, p.13) Motivation is a word that is used to describe how eager a person is to complete a task. 'Motivation is the set of processes that arouse, direct and maintain human behaviour towards attaining a goal' (Robbins et al., 1998, p.199). Robbins uses a rounded approach when explaining motivation as the willingness to exert high levels of effort towards organisational goals but 'conditioned by the efforts ability to satisfy some individual need.' (Robbins et al., 1998, p.199). Inkson and Kolb relate motivation to ability, environmental conditions and performance (1999). 'Highly motivated people with average abilities may succeed given supportive environments. Conversely, capable people in supportive environments may perform poorly if they lack motivation' (Inkson and Kolb, 1999, p.319) Motivation interests me as I enjoy finding out about what factors are required for employees to achieve the desired goals that the business expects of them. Greater knowledge of how people are motivated will also help me personally as it will enable me to understand what drives me to wanting to achieve my goals. Motivation is complex and there are many theories which explain how motivation can be brought out in people and as a result how employers can get the most out of their employees. ?Theories of motivation in business have passed through many stages, influencing and being influenced by the prevailing management ideologies and philosophies of each era.? (Bowey, 2001) There are many differing views about how employees should be treated and tended too in order for them to achieve the desired goals. Herzberg believes that ?The only way to motivate the employee is to give him challenging work in which he can assume responsibility? (1991, p.13). Other common ideas include incentive plans, job loading, i... ... middle of paper ... ... issue in remuneration. http://www.netnz.com/gainsharing/Motivation.html c) Inkson, K. & Kolb, D. (1999). Management: Perspectives for New Zealand. (2nd ed.) New Zealand: Pearsons Education (p.317 ? 335). d) Herzberg, F. (1991). One More Time: How Do You Motivate Employees?: Harvard Business Review: business Classics: Fifteen Key Concepts For Managerial Success. (p.13 ? 22) e) Young, S. (1995 March 23). Taking Care of Employees is the Route to Business Health: People Management: The magazine for professionals in personnel, training and development. (p. 53) f) Little, B. (1995 February 23). Different Approaches to the Role of Work Place Mentoring: People Management: The magazine for professionals in personnel, training and development. (p. 51) g) Kohn, A. (1993 September - October). Why Incentive Plans Cannot Work: Harvard Business Review. (p.54 ? 63) h) Myers, C. & McCutcheon, M. (1995 April 20). Different Approaches to the Role of Work Place Mentoring: People Management: The magazine for professionals in personnel, training and development. (p. 32 - 34)
Nitin N., Boris G. and Linda-Eling L. (2008, July 01). Employee Motivation: A Powerful New Model. Harvard Business Review.
An area in organizations where both employees and leaders often have difficulty with is motivation. Leaders complain that employees are not doing what they want them to do, and employees complain they have no desire or that there is no reason to do many of the tasks they are given in the workplace. Author Herzberg (1968) states that the best way to get someone to do something is to ask him or her. If there is still an issue with motivation, there are other options leaders have. While leaders may consider complicated methods of getting an employee to do something, many have a clear answer.
Steers, Richard M., Richard T. Mowday, and Debra L. Shapiro. "Introduction to Special Topic Forum: The Future of Work Motivation Theory." The Academy of Management Review 29.3 (2004): 379. Print.
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.
There is no shortage of motivational theories, just as there is none for leadership theories; however there are a few particularly important ones. It is interesting to note that even some of the most notable ideas of motivation are nothing more than untested hypotheses with simple anecdotal observations as a backbone that has served for years of...
Stephen P. R. & Timothy A. J. (2007). Motivation Concepts. Organizational Behavior (12th Ed.)(p. 208). Upper Saddle River, NJ: Prentice Hall.
Motivation is key in the workplace. It is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective, and desires of the person and of his or her peers/co-workers. These elements are the reasons one has for carrying on a specific way. An illustration is an understudy that invests additional energy contemplating for a test since he or she needs a superior review in the class. The Inside and outside principles that animate want and vitality in individuals to be constantly intrigued and centered around their work, part or subject, or to try to achieve an objective.
What is motivation? Motivation is defined as “an individual’s willingness to respond to the organization’s requirements in short run.” (P.71 Dixon, 1998) For the purposes of this research paper, I find the most fitting definition of motivation is to define it as “the force that Energizes, Directs, and Sustains behavior.” (uri.com, 2014) Motivation is imperative to productivity. A highly motivated staff often leads to high productivity from the workforce.
In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...
Nelson, Bob. "The ironies of motivation." Strategy & Leadership Jan.-Feb. 1999: 26+. General OneFile. Web. 22 Aug. 2010.1, Para. 4.
Stephen Robbins and A.J.B UBRIN think organisational behavior (OB) includes three interrelated influence and contact area of research: the behavior of the individual level, the group level and the organisational level behavior.
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. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
There are many ways to motivate employees to increase their productivity. It is important for employers to find what will best motivate their employees. An employee who is motivated by wealth will produce more when they receive pay-for-performance incentives, where employees who are motivated by recognition will produce more if offered more responsibility or a greater title (Michaelson, 2005, p.236). Four types of motivation that help
Motivation, 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...
People’s behaviour is determined by what motivates them. The aim of this essay is to discuss the essence of the motivation and psychological strengths, its evolution, a brief overview of the key theories of the employees’ motivation and behaviour analysis. The main task is to understand how motivation affects employee behaviour and to clarify the importance of motivation. In this essay I will discuss and produce definitions and examples to answer the main question of what is the driving force and how do people’s needs influence performance at work?