HI6005 Management and Organisations Assignment Sample
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Executive Summary
This study’s aim was to critically analyze the motivation which helps the manager to motivate its employees to work hard and achieve the organizational strategic goals efficiently. In this manner, the findings of this report revealed that motivation is one of the important components within an organization as it helps the organizations to achieve their goals and fulfill their different aims as per their requirements. Similarly, motivation is the process and the process of motivation is done by the organizational manager as he/she installs the motivation into the employees. In addition, several theories related to motivation are available in the world and these theories are mapped out to be understood effectively. These findings also defined that one most famous motivation theory is John Holland’s theory of personality and job fit which is also popular to motivate the employees at a significant level. Moreover, motivation theories are categorized into two part one of process theory and second is content theory and these both the categories have different nature from each other.
Introduction
The key purpose of this report is to discuss the motivation as it is adopted by the managers at the workplace for their employees to motivate them. In this report, the detailed concept of motivation is defined to develop the understating about motivation at the workplace. Similarly, it is also discussed in this report that motivation is the processor it is installed by the manager into their employees to motivate them in regards to the work which is done by them at the workplace. In addition, different theories of work motivation are also reflected through the map and a fine explanation of this map is also given in this report. In a similar manner, for analyzing the topic of motivation in-depth, John Holland’s theory of personality and job fit is critically examined as an explanation of the work motivation within the organization. At the end of this report, major differences between content theory and the process theory are outlined in the motivation.
Discussion
Discuss the concept of motivation at the workplace
Generally, motivation is found as the experience of the wishes or the aversion. In this way, it is mentioned that motivation has both kinds of aspects such as objective aspects and the internal as well as subjective aspects. In concern of the workplace, motivation is defined as the willingness of exerting a high level of hard work for organizational goals which are conditioned through the effort’s capability for satisfying some people’s requirements (Herzberg, 2017). In other words, work motivation is considered as the set of lively forces that invent within the people as well as beyond the people’s being for initiating the behavior which is associated with the work. It is also important to identify its direction, form, duration, and intensity, etc. in order to understand what kind of motivation, and organizational employee requires to study related to I-O psychology.
In addition, motivation is one of the important components within an organization as it helps the organizations to achieve their goals and fulfill their different aims as per their requirements. Similarly, the motivation at the workplace allows the organizational management to meet the company’s goals and it is not possible without having employee motivation at the workplace. If the motivation is not considered as an important component at the workplace, then companies could be found within the very risky situation (Steers & Sánchez‐Runde, 2017). That is why it is important for organizational management to take motivation as a crucial factor and treat it as a necessary thing for organizational employees. In this way, it can be mentioned that motivated employees can lead the highly increased productivity within the organization and it can also allow the organization to attain a high level of work output.
In a similar manner to above, motivation can also be effective to decrease the level of absenteeism along with the effective employee’s productivity because motivated employees enjoy their work and try to perform in a more effective manner. Due to the lower absenteeism, the productivity of the overall organization will also increase which is important for organizational growth and its productivity (Putra et al., 2017). At the same time, motivation is also important for decreasing the staff turnover which takes place within the organization due to lack of work motivation and heavy work pressure. It cannot be reduced without proper motivation as through the high level of motivation, employees feel more energetic and find every work very easy to be done. In this situation, employees do not think to leave the organization. Apart from this, motivation is also effective to improve the industrial relations with the trade unions at the workplace (Hedlund et al., 2016). In this, the motivated employees keep the positive views in their mind and they are always ready to help other co-employees which are important to develop industrial relations.
Describe can a manager install the motivation into employees or is motivation a process of drawing out something from employees
After analyzing the motivation concept above, it is important to discuss that can a manager install the motivation into employees or is motivation a process of drawing out something from employees (Donoso et al., 2015). Positive benefits of caring on nurses’ motivation and well-being: A diary study about the role o. On the basis of the above discussion, it can be mentioned that motivation is the process that helps the management to encourage its employees to perform the organizational operations in a more effective manner so that they can be effective to achieve organizational objectives and goals efficiently. However, the process of motivation is done by the organizational manager as he/she installs the motivation into the employees so that they can perform their operations in a more effective manner. In addition, it is also defined that organizations often adopt some critical ways which are important for them to motivate their employees and also can get effective outcomes from them (Pinder, 2014).
At the same time, it is also determined that there are several factors that are considered to enhance the work motivation within the employees at the workplace. In these factors, four systems are quite important and these are adopted by most of the organizations to motivate its employees. These four systems are leadership style, the reward system, the organizational climate, and the work structure which is adopted by the organizational management for its employees (Akkermans et al., 2016). These all four systems work differently from each other and they all have their different effect on the employees and they also have different outcomes at the workplace.
One important system out of these four systems is leadership style as it is most important as compared to other ways to motivate employees. In this system, it is very crucial to select the appropriate leadership style because an effective leader can be beneficial for the organizational employees to motivate them at a significant level so that they can improve and enhance their productivity (Rahardjo, 2014). In this manner, a different type of leadership styles are found within the organization but there is only one leadership style which is effective to motivate the employees and that is democratic leadership style as it helps the employees to feel more valued because leaders give them a sense of the ownership over the job position as well as motivate the high productivity. In this situation, it is mentioned that if the management needs to motivate its employees, then it requires being wise while applying the principles related to the democratic leadership style.
In addition, the reward system is also a crucial factor for the organizations to motivate its employees at a significant level because it includes the combination of monetary and non-monetary rewards or the social awards like recognition and the appraisal, etc (Ngai et al., 2016). These rewards have a major impact on organizational employee performance as compared to another thing because all the employees need any motivational factor for which they perform a more effective manner. In this, paying monetary rewards such as cash bonuses and trips etc can motivate the employees at the level of the bonus amount.
Moreover, the organizational climate is also considered as the motivational factor or system which is focused by the organization and its management in order to motivate the employees to perform their tasks with a high level of productivity. In concern of climate, it is identified that the organizational climate has a direct influence on the employees in order to motivate them and get their commitment towards organizational productivity. There are two types of organizational climates are determined at the workplace such as a positive climate and the negative climate (Gagné et al., 2015). In a similar manner to above, the positive climate is effective for the organization to motivate its employees and keep them satisfied. However, the negative organizational climate creates a negative impact on the employee mainly two factors such as motivation and commitment.
Apart from above, coaching is also an important factor which is adopted by the organizations very commonly. Through the coaching, the organizational managers attempt to improve the workforce, their morale, and help them to achieve their personal goals which are aligned with the organizational goals. In this way, an effective coaching includes the development of relationship with motivation, trust and the accountability within the organization. Thus, these above mentioned all the factors are more important way for the managers to motivate the employees.
Provide the map of different motivation theories at work and examine the map
In concern of motivation, it is examined that several theories related to motivation are available in the world and these theories are mapped out to be understood effectively. In this manner, the map of different motivation theories at work is provided below:
While analyzing the map of different motivation theories, it is found that this motivation theory map includes two main motivation behaviors as intrinsic motivation process and extrinsic motivation. In this way, the intrinsic motivation behavior is performed due to the sense of the individual satisfaction which they bring whereas extrinsic motivational behavior is showed for receiving something from further persons (Bui et al., 2016). In other words, the intrinsic motivation includes the conducting something as it is personally reimbursing to the people. Apart from this, the extrinsic motivation includes performing something as people want to get a reward or they want to avoid the punishment.
In addition, these two behaviors of motivation lead two theories of motivation such as process theory and the content theory. In these theories, the content theory concentrates on what kind of human behavior motivates the people whereas the process theory concentrates on how human behavior is motivated. In detailed manner, the process theory of the motivation includes the psychological processes which motivate the person to behave in the particular manner which are considered as the process theory of motivation (Parker, 2014). In short, these process theories evaluate how the personal requirements create the effect on people’s behavior for achieving the goals associated to their needs. Apart from this, the content theory is identified as the earliest theories of the motivation as these theory tries to explore the different factors which are effective to motivate the people for seeking after their needs and satisfying them needs.
In similar manner, these two theories include different theories to motivate the people and these theories are adopted by the organization for keeping their employees motivated and enhance their productivity. In this way, process theories include two main theories such as expectancy theory and the goals setting theory which covers Victor Vroom’s expectancy theory, Skinner’s reinforcement theory, Locke’s goal-setting theory, and Adam’s equity theory etc (Hauser, 2014). In the same concern, the content theory includes four key motivational theories such as Herzberg’s two-factor theory, Maslow’s needs hierarchy, McClelland’s achievement motivation and the Alderfer’s ERG theory etc. These all the theories are more effective to bring motivation into the organizational employees in their own way. With the help of this motivational theories map, all the motivation theories are categorized into different categories as per their nature.
Critically examine John Holland theory of personality and job fit as an explanation of work motivation
For motivation, several other motivation theories are also found which are also famous for the work motivation within the organization. In these different work motivation theories, one most famous motivation theory is John Holland’s theory of personality and job fit which is also popular to motivate the employees at a significant level (Ciobanu & Androniceanu, 2015). As per this theory, there are six types of people in the culture and these six types are realistic, investigative, artistic, social, enterprising and conversational. Some of the people take these six types of people as the Holland Codes. As per this theory, within the organization, people who have the same personality work together and develop the work environment which fits to their type. The detailed discussion about the John Holland theory of personality and job fit is important so that its effectiveness can be measured within the organization for motivating the organizational employees effectively.
John Holland’s Theory related to career is defined for the people who prefer the jobs while choosing a career at the place where other people who are like them work. In this manner, it can be mentioned that these people find the environment in which they use their skills, as well as habits and they, can also express their personal attitude as well as values at the time of dealing with the problems and performing their job roles. As per this theory, the behavior of people is identified through the interaction between environment and the personality (Arora, 2014). The theory of Holland is centered on the different notion that a number of people fit into one out of six defined personality types. These personality types are realistic, investigative, artistic, social, enterprising and conventional. For example, people who are investigative seek the environment which is investigative and artistic people search artistic environment. At the end, it can be mentioned that people who select to work within the environment which is similar to their personality type are more satisfied as well as successful. For instance, the artistic people feel more satisfied in the artistic environment such as a dance teacher who feels more satisfied in the dancing school as compared to commerce school (Pordanjani & Ebrahimi, 2015).
Reflect the major differences between the content they and the process theory of the motivation
Motivation theories are categorized into two part one of process theory and second is content theory and these both the categories have different nature from each other. In this manner, the process theories of the motivation always try define why the people’s behaviors are initiated. The process theories of motivation concentrate on the mechanism through which people select a target and some efforts which they apply to hit the selected targets (Febiningtyas & Ekaningtias, 2014). At the same time, the content theories are different from the process theories and the main aim of these theories to address what the factors are effective to motivate the people within the organization. In a similar manner, the content theories are also defined as the needs theories as these are generally connected with the view which focuses on the significance of identifying what motivates them. In this manner, these theories are important to identify what the people’s needs are and connect the motivation to the accomplishment of these requirements within the organizational mainly (Toode et al., 2015).
After analyzing the process theory and content theory separately, there are several differences which are identified between both the theories such as process theory and content theory. In this way, the difference between content theory and the process theory is that the content theory focuses on the causes which are related to changing the human requirements continuously whereas, in the process theory, it focuses on the psychological processes that affect the motivation in context to the expectations, perception of the equality and the goals of them (Bosch et al., 2018). At the same time, one more difference between process theory and the content theory is their category of theories as the process theory of motivation includes the reinforcement theory, expectancy theory, equity theory and the goal-setting theory whereas the content theory includes the Maslow’s hierarchy of needs and Herzberg developed the two-factor theory, etc. These different categories of theories have different focus as per their nature.
In this manner, the description of process theories includes the reinforcement theory which is the approach of motivation which argues about the behavior which outcomes in rewarding consequences is probably to be repeated, while the behavior which outcomes in punishing consequences is less probably to be repeated. In similar manner, other theory is expectancy theory which indicates that people’s motivation level depends on the effectiveness of the rewards required and the likelihood of the rewards attained (Olafsen et al., 2015). One more theory is equity theory of motivation which expresses that people’s perception on how people are being behaved through their organization in comparison to other organizational employees in the same organization level. The last process theory is goal-setting theory in which the goals specialty, difficulty, commitment and acceptance is combined to identify the people’s goals directed effort.
Apart from process theories, it is also important to discuss content theories of motivation in order to understand the differences between both kinds of theories. In this, one of the important content theories is Maslow’s hierarchy of needs. In this theory, five levels of needs of an individual are defined and these levels are the physiological needs, the safety needs, the social needs, the self-esteem, and the self-actualization needs (Ciobanu & Androniceanu, 2015). At the same time, one more content theory is Herzberg’s two factors theory which reflects that the motivation of an individual depends on the two key factors such as hygiene factors and the motivation factors and these factors have a different meaning of motivation.
Conclusion
At the end of the discussion of this report, it can be concluded that work motivation is considered as the set of lively forces that invent within the people as well as beyond the people’s being for initiating the behavior which is associated with the work. Similarly, motivated employees can lead the highly increased productivity within the organization and it can also allow the organization to attain a high level of work output. At the same time, motivation is the process that helps the management to encourage its employees to perform the organizational operations in a more effective manner so that they can be effective to achieve organizational objectives and goals efficiently. Moreover, there are several factors that are considered to enhance the work motivation within the employees at the workplace. These four systems are leadership style, the reward system, the organizational climate, and the work structure which is adopted by the organizational management for its employees. In the last, Motivation theories are categorized into two parts one of process theory and second is a content theory, and both categories have different natures from each other.
References
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