Discuss About The Essential Theories Motivation Leadership?
Efficiency has played a pivotal role in human life with respect to the increasing and developing the economic circumstances. It is a critical fact that people own numerous talents, hidden abilities and potentials. These are required for the people to prove their efficiency at workplace and be successful. So, it can be argued that the people who do not have these abilities remain backward. To categorize according to the priorities, motivation can be counted in the first as it important for disclosing several known and unknown talents and powers in the most efficient way (Bolino et al. 2013). To have an impact of this talent the managers use certain motivational techniques in an organization to develop the hidden skills in an employee. These skills increase the efficacy of the employees which is beneficial for them in their social life and other enterprises. If the employees can practice these motivational techniques provided by their managers then they will be able to meet up to their expected outcome.
According to DuBrin 2013, in this world, conjunctions such as the changes and advancements at the global and regional level are growing in an interesting way. But the fact that can be argued here is that the rapid growth and development not only has a positive impact on the organization but also affects in a negative way. To maintain with the negativities the organization needs to be driven by strong and decisive managers who will be able to assess the process well. As per the article, the techniques that are used by the managers for motivation purposes increase the efficiency of the employees in the workplace. Efficiency is undoubtedly the most important factor which has an impact on the success of the employee as well as the organization both in a positive and negative way. Efficiency is the most important factor and extremely valuable for enterprises. It is the indicator of the degree of success and the stability of an enterprise. Although the ever- changing environment provides innumerable scope for the organization yet there arises some crisis sometimes. It is recommended for the enterprise to make effective use of the opportunities which arises in the critical situation, and using the potential skills and resources should be able to reduce the risk with a minimum loss (Gelfand et al. 2017). The notion of efficiency can be measured and described almost in each and every socioeconomic system as it is the potential to produce. In the contemporary era of increasing competition, the organization should have a competitive advantage over others by making use of efficiency. High efficiency can be seen as a big challenge and the organization must be able to achieve that in any possible way. Efficiency either in micro or macro economy, is critical in various ways. It can be seen that the definition is not derived by any consensus but vary in many forms. The technological component should be equipped with integrity along with the organizational goal.
The important part that should be taken into consideration is the situation of transportation, procuring raw materials, the economic structure of the place where the investment takes place, the national and international market scenario of the product that will be produced and the intra- business efficiency (Greenberg 2013). Irrespective of the sector, it is absolutely important for the organization to have operational efficiency. It has become the latest style of the people to be efficient in whatever they do. Efficiency can be attained by getting positive feedback which is valued in the social, economic, cultural and other fields. On the other hand it can be stated that efficiency is related to elimination of the prevailing problems, perception and implementing the necessary changes as opportunities by utilizing the resources and keeping the sense of intra- business service quality very high. It should also be taken into consideration that the best possible living conditions of the employees are maintained, by boosting the production by optimum costs, the hard work put for supplying the best living and working conditions for the employees by securing the natural and environment areas. Keeping aside all these factors, when effectiveness is measured, many factors should be kept in mind such as preparing the raw materials for production, using the core and auxiliary products necessary for production, shift timing and schedule of the employees, their salaries, the added value of the product, procurement of the raw materials and the cost of the raw materials which are present in the enterprise (Hildreth and Anderson 2016). The final step, that is, the process of output, takes place in the flawless and unrepeated production with the proper utilization of the skills of the enterprise.
It can be argued at this juncture that, in case of efficiency, the connection between the input and the products are used for production. Efficiency is explained as the prevailing correlation between the attained products and the raw materials required for producing that attained product in the facility of production, necessary equipments, workforce, labor, capital and energy and a balanced using of the resources and the services. Thus, efficiency is, the appropriate utilization of the by combining the capital with technology and thus achieving the high level of the workforce labor and making the prudential investment for a place. It can be considered as the utilization of the factors such as resources, goods and services, raw material, labor, machines and equipments, capital, property, energy and material (Hoch and Kozlowski 2014). There can be many defects in the efficiency factor. It is calculated as the ratio of the incomes that is gained by production and service to the applied costs in that sector. Thus, it can be summed up as the ratio of the total revenue acquired after the sales of the product that was produced to the cost of production. It is the process of enhancing the sales by decreasing the prices to an optimum level due to the two factors of making more production in comparison to others and gaining high efficiency. But the fact is that if the dialogue between the employer and the employee is maximized, the employee agents will be improved in the organization which will further improve the relationship between the manager and the wage- owner (Hogg and Terry 2014). This effective relationship will have an impact on the intra- organizational efficiency by making successful production. The process of intra- organizational efficiency is gaining momentum and the production is gaining profit because of the investment which began by making production.
The modern economic efficiency can, thus, be justified as the significance put in the years which was increased by the capital investments and thus, began the rising of life. It is feasible to describe the importance of efficiency by from various perspectives. In today’s modern world of competitiveness, efficiency can be directly tallied with the organization and the containing human factors. It is important from every aspect of employees, managers, organization and also the community. In fact, employees are the most essential elements which have an impact on the enterprise. The other elements of efficiency, effect, benefit, productiveness are useless despite their significance, if the employees do not use them. This can lead to the problem of supplying of efficiency (Luthans, Luthans and Luthans 2015). Therefore, the role of the employees inside the enterprise remains the same. But, at the same time it is possible to distinguish the factors which affect the efficiency in two classifications- intra- business and extra- business. The intra business factors can be sorted as that affect the efficiency such as the system and structure of the organization, factory, machines and equipments. The extra business factors can be sorted as that affects the efficiency such as energy and equipment, business practice, technology and management approach.
The causes of the reduction in efficiency in an enterprise are several. Unhealthy and unsafe working environment can be considered as one of them (Miner 2015). Unfavorable relations with the managers are another essential factor which gives scope to the organization to reach to the targeted goals and objectives. Negative relations between the colleagues do not provide a suitable working environment for the employees. So, it is required by the management of the organization to let the employees work peacefully and in harmony which will reduce the deficiency in each other. Another factor which can be taken into consideration is low motivation. It not only results in negativity of the employees’ productivity but also create unwillingness on the part of the employees to bring a task forward. Therefore, low motivation is directly proportional to low productivity (Pinder 2014). Low payment, on the other hand, leads to negative productivity on the part of the employees. Payment is of great significance when it comes to maintain the satisfaction level of the employees in the organization. Employees can be retained if their effort can match up to the payment they are receiving. Low payment de- motivates the employees which in turn are related to low productivity on the part of the organization.
Reference
Bolino, M.C., Klotz, A.C., Turnley, W.H. and Harvey, J., 2013. Exploring the dark side of organizational citizenship behavior. Journal of Organizational Behavior, 34(4), pp.542-559.
DuBrin, A.J., 2013. Fundamentals of organizational behavior: An applied perspective. Elsevier.
Gelfand, M.J., Aycan, Z., Erez, M. and Leung, K., 2017. Cross-cultural industrial organizational psychology and organizational behavior: A hundred-year journey. Journal of Applied Psychology, 102(3), p.514.
Greenberg, J. ed., 2013. Organizational behavior: The state of the science. Routledge.
Hildreth, J.A.D. and Anderson, C., 2016. Failure at the top: How power undermines collaborative performance. Journal of personality and social psychology, 110(2), p.261.
Hoch, J.E. and Kozlowski, S.W., 2014. Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership. Journal of applied psychology, 99(3), p.390.
Hogg, M.A. and Terry, D.J. eds., 2014. Social identity processes in organizational contexts. Psychology Press.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational behavior: An evidence-based approach. IAP.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Spence, G.B. and Deci, E.L., 2013. Self?determination theory within coaching contexts: Supporting motives and goals that promote optimal functioning and well?being. Beyond goals: Effective strategies for coaching and mentoring, pp.85-108.
Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive advantage. Routledge.
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