Organisational Behaviour and Motivation

... ... middle of paper ... ...R., PR Week, 11th December. 8) George, T., (2001), Managers, Staff Differ (Slightly) on Ethics, Information Week, 19 February, pp. 140. 9) Harvard Business Review (1996), The Culture and Ethics of Software Privacy, September/October, pp. 52 10) Harvard Business Review, (1996), Values in Tension: Ethics Away from Home., September/October, pp.

(1999). The whole enchilada: intellectual capital and you. Training Magazine Retrieved on September 13, 1999 from Training Supersite: http: //www.trainingsupersite.com/publications/magazines/training/909cover.htm Hansen, M., Nohria, N. & Tierney, T. ( 1999, March-April). What's your strategy for managing knowledge? Harvard Business Review, reprint 990206 Mudge, A.

Understanding Human Behaviour is critical to organisations The first part of my paper will look at ways to understand how, and more importantly, why we behave the way we do in our workplace. It is believed that if we can go some way to understanding our work colleagues better, we can increase productivity for the organisation. What is Organisational Behaviour? “Organisational behaviour (often abbreviated as OB) is 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 toward improving an organisation’s effectiveness” Robbins and Judge (2009:44) The benefits of self evaluation/self assessment as it relates to leaders today Many studies have proven that by understanding a group or individual, it will help to make that organisation a better place to work. There are several ways to begin the study of an organisations and individuals within it, and in this... ... middle of paper ... ...aphy Clawson, J.G.

Analyzing Performance Review of Employees by the Organization As part of the Business Management 2 Module of the BA (Hons) Business Studies Degree I am required to critically evaluate the extent to which my employer, The Organisation, reviews the performance of its employees and suggest ways in which this might be improved. For this purpose I will evaluate the specific areas of the performance management framework employed by my employer focusing particularly on appraisal interview and training and development policies. I will attempt to identify their strengths and weaknesses and assess their effectiveness with the overall performance management system. Armstrong and Baron (1998) in discussing performance management systems said that in recent years they have become a valuable tool in providing an integrated and continuous approach to managing performance. The use of such systems can be traced back to Taylor in the early 20th Century when they were used as a means to justify individual employee wage increases at a time when it was felt that money was the only incentive required for an employee to improve or continue to perform well.

Motivation and Job Satisfaction Theories The idea of motivation applies to internal elements that coerce action and external elements that can function as stimuli to perform. There are several characteristics that can be affected by motivation such as intensity and persistence. Moreover, motivation goes beyond affecting the procurement of individuals’ skills, and plays a part in the magnitude which they use their skills and abilities. The belief is an organization that has excessive quantity of turnover and absenteeism is the consequence of poor job satisfaction. Excessive turnover and absenteeism normally will result in the organization paying additional cost to recruit and train new employees which can and normally will impact the company bottom-line.

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Mullins (2002) also classifies motivation into Intrinsic and Extrinsic types. Intrinsic motivation involves psychological rewards to enhance job satisfaction, such as the opportunity to use one's ability, a sense of achievement, receiving appreciation and positive recognition or being treated in a considerate manner (Mullins, 2002:P490). Such methods ensure employees are constantly motivated while being engaged in activities that are enjoyable and rewarding. The function of manager is to complete a task on time. The task or project may be very simple or vastly complex and technically challenging.

2010 Introduction Traditionally, the effectiveness of employees’ performance was one of the primary concerns of managers and theorists who researched issues related to management and who developed management theories. Views on the effectiveness of employees’ performance and its improvement vary consistently. The variety of theories has been developed to stimulate the improvement of effectiveness and productivity of employees through the implementation of new methods offered by different theorists. In this respect, job satisfaction has proved to be one of the key factors that determine the effectiveness of employees’ performance. At the same time, many researchers failed to understand the full scope of factors influencing job satisfaction.

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Motivation Theories And Techniques A Manager Can Incorporate In An Organization Introduction Motivation is difficult to explain and practice. However motivation is still the one thing that makes people productive in their jobs. Whether the motivation is tangible or not it all depends on the individual and how management takes the information and applies it. There are many theories and practices that can be studied and applied to any situation. Motivational theory are studied and practiced by theorist and companies to increase productivity.