Question:
Describe about the Management and Motivation?
Motivation can be defined as a series of action performed by the managers, supervisors or coworkers within an organization so as to bring out the actual potential of the work force. Motivational activities have become very much relevant in almost all organization. It has become an essential factor so as to make the employees to reach their objectives (Nohria, Groysberg and Lee, 2008). Managers in an organization should understand the importance of motivation and its impact over the employees. Through motivation managers can put a hold or control over the behavior of the employees in a positive way. A manager can certainly instill the motivation into employees and can draw the desired output from them through various motivational techniques. Managers adopts various approaches of motivation like monetary, non monetary, rewarding system, recognition etc for motivating the employees (Cruz, Pérez & Cantero, 2009). There are various theories of motivation highlighted in the scientific and modern management theories. The managers can take these theories as their guidelines and can implement it on their employees based on the work place situation and the organizational policies. Each employee within an organization will be different and varied behaviors. The managers should have the ability to understand those behaviors and should adopt appropriate motivational approaches. The managers should identify appropriate strategies for implementing these strategies. This paper discuss about the management and motivational approaches (Kimball, & Nink, 2006). This paper highlights various motivational theories and its importance and relevance in the modern organization. Various motivational theories like content and process theories are explained and their differences are highlighted in this paper.
Employee motivation is the amount of dynamism, assurance, & ingenuity that a corporation’s employees put on to their businesses. In the progressively economical professional surroundings of current years, seeking methods to inspire personnel has turn out to be an insistent worry for numerous executives. Actually, a number of diverse philosophies & approaches of worker motivation have occurred, fluctuating from financial inducements to augmented participation & authorization. Worker inspiration can from time to time be chiefly difficult for small companies, where the proprietor frequently has spent numerous years constructing a corporation that he/she finds it tough to delegate significant accountabilities to others. But businesspersons must be watchful of such kind of drawbacks, for the effects of low worker motivation on small businesses can be shattering (Bruce, 2006). Some of the difficulties related with apathetic labors comprise satisfaction, deteriorating confidence, and extensive dissuasion. If allowable to endure, these glitches can decrease output, remunerations, and effectiveness in a small business.
In the managing process employee motivation is considered as an important part. A team of highly qualified and motivated employees is necessary for achieving objectives of an organization. It is only through motivation process, they contribute maximum for accomplishing goals. Motivation has a direct relationship with the performance of the employees. If a manager could properly motivate employees by identifying their needs then they can create good achievements. There are various ways through which the management motivates their employees (Hafiza, Shah, Jamsheed & Zaman, 2011). The managers can motivate their employees both in formal and informal ways. In some organizations the managers will involve employees in decision making process, putting forward their opinions and ideas, assisting in formulating various strategies etc. These actions form the indirect form of motivating employees. Providing relevant training and development can build the confidence and the potential of the employees, which can motivate them positively.
It will help the employees to put their maximum effort to increase their productivity. They also adopt various theories of motivation that supports their mode of motivation (Shanks, 2006).
How employee is Motivated?
One tactic to employee motivation has been to outlook “add-ins” to a person’s work as the chief issues in refining presentation. Infinite combinations of worker aids—such as well-being care, life insurance, earnings involvement, worker stock proprietorship strategies, workout amenities, funded mealtime procedures, child care accessibility, business cars, etc. —have been used by corporations in their struggles to uphold content workers in the confidence that contented personnel are inspired staffs.
Many contemporary philosophers, though, suggest that the inspiration a worker senses toward his or her work has a lesser amount of to do with measurable rewards than with the design of the occupation itself (Elding, Tobias & Walker, 2006). Readings as far back as 1950 have displayed that extremely segmented and streamlined works caused in lesser worker confidence & productivity. Additional significances of little worker inspiration comprise absence and great income, mutually of which are very expensive for any business. Consequently, “job enlargement” resourcefulness bring into being to crop up in chief corporations in the 1950s.
In small industries, which might nonexistence the capitals to pass official worker inspiration plans, bosses can nevertheless achieve the similar rudimentary philosophies. So as to aid staffs sense like their occupations are significant and that there influences are appreciated to the business, the small corporate proprietor desires to connect the business’s drive to workers (Herrera, 2002). This message must take the procedure of arguments as well as actions.
Furthermore, the small industry proprietor must set high morals for workers, but too continue helpful of their hard work when goalmouths can’t be stretch to. It might likewise be obliging to let workers as ample independence and elasticity as conceivable in how their works are done. Originality will be fortified if truthful errors are amended but not chastised. Lastly, the small industry proprietor must take stages to include the idea of staffs for the business with his or her own idea.
This will inspire personnel to donate to the small company’s objectives, in addition to aid avert inactivity in its way and persistence.
There are as numerous dissimilar approaches of inspiring workers nowadays as there are businesses functioning in the worldwide commercial setting. Still, certain plans are predominant through all governments determined to recover worker inspiration. The finest worker inspiration hard work will center on what the workers believe to be significant (Hunter, 2014). It might be that workers inside the similar subdivision of the similar association will have dissimilar instigators. Several establishments nowadays discover that suppleness in job strategy and recompense schemes has caused in workers’ augmented permanency with the corporation, better output, and improved confidence.
Giving workers more accountability & supervisory right upsurges their dominion of control above the jobs for which they’re held answerable & improved equips them to convey out those jobs (Park, 2014). Consequently, moods of hindrance ascending from being held responsible for somewhat one doesn’t have the capitals to carry out are reduced. Dynamism is distracted from self-protection to better task achievement.
At many corporations, workers with imaginative thoughts don’t prompt them to administration for fright that their contribution will be overlooked or mocked. When the authority to make in the association is pressed down from the highest to track personnel, workers who know an occupation, invention, or facility best are specified the chance to practice their thoughts to advance it (Korzynski, 2013). The influence to generate inspires workers & aids the association in taking an additional flexible labor force, by means of additional astutely the involvement of its workers, & snowballing the discussion of thoughts & info amongst staffs & sections.
These developments too make a directness to alter that can give a corporation the aptitude to reply rapidly to marketplace fluctuations & withstand a chief motivator benefit in the market.
On the off chance that workers are given the apparatuses and the chances to finish all the more, most will tackle the test. Organizations can inspire workers to attain to all the more by focusing on interminable improvement of representative abilities. Accreditation and permitting projects for workers are an undeniably famous and powerful approach to realize development in worker learning and inspiration.
Frequently, these plans progress workers’ approaches in the direction of the customer & the corporation, while boosting confidence (Mitchell, Holtom & Lee, 2001). Subsidiary this declaration, a study of influences which effect inspiration-to-absorb create that it is openly connected to the amount to which exercise members consider that such contribution will move their work or profession usefulness. In other words, if the frame of information gained can be smeared to the effort to be accomplished, then the achievement of that information will be a valuable occasion for the worker & boss.
The amount of hours worked every week by American workforces is on the increase, & numerous relatives have 2 grownups employed those augmented periods. Below these conditions, numerous workforces are gone speculating how to encounter the loads of their lives yonder the work. Frequently, this anxiety happens despite the fact that at work & might decrease a worker’s output & confidence (Walls, 2007). Corporations that have introduced supple worker preparations have increased stirred workers whose output has augmented. Plans integrating flextime, shortened workweeks, or job allocation, for instance, have been efficacious in concentrating overcome workers near the work to be done and away from the strains of their secluded lives.
For all the defending of other instigators, cash still inhabits a main place in the mix of instigators. The allocation of a corporation’s incomes gives inducement to workforces to produce a value creation, do a value service, or develop the worth of a procedure in the corporation. What aids the corporation openly profits the worker (Hunter, 2014). Financial & additional rewards are being specified to workers for making cost-savings or process-improving thoughts, to increase efficiency & decrease absence.
Money is in effect when it is openly knotted to a worker’s thoughts or activities. Nonetheless, if not joined with additional, non- financial instigators, its inspiring effects are brief. Additional, fiscal enticements can ascertain counter- prolific if not prepared accessible to all associates of the association.
Research after research has establish that the most real instigators of workforces are non- financial. Financial schemes are inadequate persuaders, partly as prospects frequently surpass consequences & since difference amid paid persons might split somewhat than bond workers. Confirmed non- financial confident instigators nurture squad inner self & comprise credit, accountability, & progression (Bruce, 2006). Bosses who identify the “small wins” of staffs, indorse participating surroundings, and pleasure staffs with justice and admiration will discover their workers to be more extremely interested. One corporation’s bosses devised to come up with 30 influential rewards that cost little or nil to implement. The maximum operative rewards, for example letters of praise and time off from work, improved individual contentment and self-esteem.
Over the lengthier term, genuine admiration & individual signs are far new real & more inexpensive than prizes of cash only (Herrera, 2002). At long last, a platform that syndicates fiscal reward schemes & contents inherent, self- objectifying wants might be the maximum strong worker instigator.
Inspiration in place of work can make anticipated production from the workforces. Bosses can professionally impart inspiration into workers over some well-organized approaches like training.
Coaching is the training session conducted for the employees to develop their technical knowledge, interpersonal skills, personality etc. This session will provide them with confidence and will bring out their efficiency to perform a particular task in a better way. This can motivate the employees in a positive way. Coaching can be provided to employees on the job as well as off the job. A manager can select the method of coaching depending on the nature of work and the behavior of the employees (Ledgerwood & Petry, 2006).
While considering the theories of motivation there are three types of motivation which includes content theory of motivation, process theory and reinforcement theory of motivation. Content theory highlights which factors motivates the employees in a work place. Process theory highlights why an employee should be motivated and how they should be motivated. The reinforcement theory highlights how the outcome of a process influences the behavior of the employees (Dembo, & Seli, 2007).). Some theories which under pins these concepts are mentioned below:
This theory is associated with identifying various factors that can motivate the employees. The theories which comes under this is:
According to his theory of needs when the lower level need of an employee is satisfied then his need for higher level rises. His hierarchical pyramid of needs includes physiological needs, safety needs, social needs, esteem needs and self-actualization needs. Once a manager is successful in fulfilling those needs he or she will be motivated (Gagné & Deci, 2005).
This theory explains existence, relatedness and growth needs of the employees. Existence explains the willingness of an employee for physiological well-being. Relatedness is his desire to get satisfied in his interpersonal relationship. Growth explains career and personal growth and development (Griffin, & Moorhead, 2011).
According to this theory there are two factors that can motivate or de-motivate the workers in a work place. They are satisfiers or motivators and dis-satisfiers or hygiene factors respectively.
Motivators include achievement, recognition, work itself, responsibility, advancement and growth. Hygiene factors include company policy, supervision, and good relationship with boss and peers, working condition and salary (Jones, & Lloyd, 2005).
This theory explains the need for achievement of personal goals, need for competence to deliver timely and quality work. It also explains the power of an employee to influence others and affiliation to relate people efficiently (Latham, & Pinder, 2005).
Adam’s theory of job motivation explains that there are several variable factors, which can influence the assessment and perception of the employees about their job and their employers. According to this theory a fair balance should be maintained between the employee input and the output. The employee input includes hard work, skill level, tolerance, enthusiasm etc and an employee’s output includes salary, benefits, recognition etc (Falk, & Fischbacher, 2006).
According to this theory an individual’s behavior is considered as a function of its consequences. It explains that the positive consequences of a particular behavior will tend an employee to repeat it and negative consequences will tend an employee to not to repeat it. Here the manager can have a control over the employee behavior through the adopting the methods like positive reinforcement, negative reinforcement, punishment, extinction etc (Yang, XU. WANG, & ZHAO, 2005).
This theory explains that if a specific task or goal is allocated to the employee and if they are well aware of their objectives and responsibilities then they will be motivated to do work. The vagueness and uncertainty in the goal may affect their performance and hence gets de-motivated. Challenging goals with adequate support and feedback can make the employee to contribute higher performance (Locke, & Latham, 2006).
According to this theory an employee is influenced by several factors when he is accomplishing several tasks. Those factors include probability of completing those tasks and the output of the task. The employee opinion can be influenced by the factors like expectancy, valence and instrumentality (Lunenburg, 2011).
When comparing the various theories of motivations which underpin content theory and process theory it can be concluded that the content theory explains various factors that motivates employees and process theory explains how and why an employee should be motivated.
John Holland theory of personality and job fit is another theory of motivating the employees at workplace. According to his theory of personality traits and job fit the personality of the employees can be categorized into six. All employees fall under any one of this category and chooses careers according to it (Korzynski, 2013). The managers can assess these personality traits through several career key tests and can select employees according to the organizational needs.
The personality traits explained by Holland are Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Realistic employees are so practical and have good working skills with tools. Investigative employees are more precise, scientific and intellectual. They possess good problem solving and decision making skills. Artistic employees are more creative and are more expressive and independent. Social employees are more helping minded and will love to work in a team. They are trust worthy and friendly. Enterprising employees are ambitious, energetic etc. They possess good leadership skills. Conventional employees are goal oriented. Managers can also use these personality traits to motivate them.
On the theoretical obverse, Turner & Lawrence recommended that there’re 3 elementary features of an “inspiring” job:
1. It need to let an employee to sense individually accountable for an expressive share of the effort accomplished. An operative need to sense possession of and linking with the effort he or she does. Though in-group circumstances, a fruitful struggle will substitute a consciousness in a separate that his or her aids were vital in achieving the group’s accountabilities.
2. It need to deliver consequences which have inherent sense to the person. Actual effort that doesn’t clue an employee to sense that his or her labors trouble will not be upheld. The consequence of a worker’s effort should consume worth to himself or herself and to additional people in the association.
3. It should deliver the worker with response about his/ her activities. A positive, credible analysis of the effort executed is vital to an employee’s inspiration to advance.
Though vocabulary variations, the creeds of worker incentive continue comparatively unaffected from conclusions over half a century before (Park, 2014). Nowadays catchwords comprise “authorization,” “excellence spheres,” and “cooperation.” Altogether of these standings prove the 3 features of inspiring occupations usual out in the philosophy of Turner & Lawrence. Authorization offers individuality & lets an operative to take possession of thoughts & actions, whether performing only or in squads. Excellence spheres & the cumulative incidence of squads in nowadays effort surroundings offer staffs chances to emphasize the significance of the effort talented by memberships in addition to obtain response on the effectiveness of that effort.
Reasonable, dependable & see-through procedures for presentation managing and resource allocation aid to encounter publics’ drive to guard. RBS, for example, has functioned firm to create its judgment procedures very perfect. Workers might differ with a specific consequence, for example the nixing of a pet project, but then again they’re capable to comprehend the basis behindhand the choice. Cross-business unit squads that create conclusions by means of pure standards, for example the influence on corporation monetary presentation, study novel technology activities at RBS.
In reviews, workers boom that the procedure is reasonable and that subsidy standards are see-through. Though RBS is a challenging association, staffs also understand it as an impartial one.
Conclusion
Even though workers seek to diverse fundamentals of their association to please dissimilar drives, they presume their bosses to do their finest to talk all four inside the restraints that the organization levies. The reviews indicate that if workers noticed that a boss was considerably poorer than her aristocrats in satisfying even just one drive, they valued that administrator below par, even if the business altogether had important limits (Mitchell, Holtom & Lee, 2001). Staffs are certainly very reasonable about winning a big-picture outlook and seeing a administrator in the setting of a bigger organization, but they do certain appealing fine-grained assessment yonder those administrative warnings. In brief, they are truthful about what administrators can’t do, but too about what administrators must be competent to do in gathering all the rudimentary wants of their underlings.
At the monetary amenities firm we learnt, for instance, one executive outpaced his aristocrats on satisfying juniors’ efforts to obtain, link, & understand. Though, his assistants specified that his capability to encounter their effort to protect be under the usual of other executives in the corporation (Herrera, 2002).
Therefore, heights of effort commitment and administrative guarantee were inferior in-group than in the business altogether. In spite of this administrator’s bigger capability to bear out three of the four drives, his comparative flaw on the one aspect spoiled the whole motivational shape of his group.
From this paper it is evident that the process of motivation can make the working atmosphere smooth and happier. Such atmosphere can increase the productivity of the organization. Proper definition and description of the concept of motivation is described in this paper. The importance of the managers to adhere with the concept of motivation is also described clearly. This paper has developed a map on the various motivational theories that has been proposed in the management papers (Walls, 2007). The concept and relevance of these theories are explained in this paper. Through this paper it has been concluded that managers can instill motivation into the employees. Managers can motivate employees through various approaches like coaching, training and development, role modeling, mentoring, monitoring etc. The approach of coaching is highlighted in this paper. Various theories like two-factor theory; Maslow’s theory, ERG theory, vroom’s theory etc are explained in this paper. The difference between process theory and content theory is highlighted. The theory of John Holland that explains the personality traits and job fitness are explained here. The content theories and process theories of motivation are explained in this paper and their differences are highlighted.
References
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