Motivation Organization For Business Research Method

Concept of Motivation

Discuss about the Motivation Organization for Business Research Method.

Motivation has been the center point of every organizational success. It is a very important aspect of any organization where it can lead the organization to the highest level of success. It is the process of self-awareness of everyone’s internal demand with the help of different actions. The ultimate output depends on the employees’ performance and the mental resources which are provided (Braksick, 2000). Here, the leader of the organization must come into play in big time. His/her dedication towards the organization can put a good impact upon the employees where he can set a good motivational example in front of the employees. According to Nikos Kazantzakis it can be said that to succeed we must first believe that we can. This can only be possible by motivation because it increases the inner strength of a man where he/she gains self-confidence which helps them to achieve a required goal more easily and efficiently (Elias, 2012). While giving an example of motivation, reward is the first thing that comes to mind. Everybody wants to be rewarded for what he/she is doing and the reward must be attractive enough. It should also be the center o attraction for the employees and by which they can carry forward their jobs keeping the best motivation in their mind. There are many kinds of rewards like money, performance feedback, promotional options etc. These are the facts which is always are there in the mind of every employee (Braksick, 2000). Financial rewards affect the employees in big time. However the other options of reward are there to motivate the employees. So they always look forward to achieve the higher posts of the organization which makes them do their part of the job more efficiently and this is where the dedication towards the job comes into play (Elias, 2012).

The study of motivation is mainly concerned with the fact that why people think and behave the way they naturally do their work. This concept can be influenced or can influence an organizational environment big time. There are many points of view by which a motivation can be described. By concerning the points forces, complex, drives tension needs and many other facts the concept of motivation can be made clear. Independent and dependent relationship among the employees and with the higher post holders can help the organization. Motivation is nothing but setting a good example in front of the employees which makes the path of achieving a given goal clear (Exploring the Concept of Focus in Reversal Theory, 2015). Moreover if any of the employees set a good example by doing brilliant individual performance then the other employees gain eagerness to improve their individual performance is well. This is a good motivational example. Concept of motivation includes two different forms of motivation such as intrinsic motivation and extrinsic motivation. Intrinsic motivation means that the motivation is performing a particular activity in order to experience the satisfaction and the pleasure. In today’s competitive market this kind of motivation is very crucial, people need to keep going with the work and achieve the given goal. This motivation includes the fact of personal needs, self-motivation etc. A self-motivated person seeks to increase expectation as he or she likes to do the tasks well as the work expectation matches the skill of the employee, this is when the employee faces the situation which can challenge him/her and gets ready to complete the given goal with a fixed determination for he work (Falcone, 2009).

Activity for Development

Activity for development

There are many ways by which the term motivation can be clarified. Also there are some issues which are the points of concern for a particular organization. By keeping all the employees in mind the leader of the company must go through every possible path to develop their capabilities. In many ways this can be done efficiently. One of them is development activity. The Developmental activity is the key point to develop an employee’s capability. It requires proper coaching to do the needful. Here coaching doesn’t mean the formal coaching; proper mentoring is required here. Here an employee must be treated as a personal partner rather than a formal student. This will help to develop an employee’s performance which will help the organization to achieve its required target in big time. There are some organizations that only focus on achieving the given goal; they don’t even consider the employee developmental activities. Now this can lead the organization to few problems like the inefficiency of the employees, delay of work, etc. but focusing on the employee development activity will increase the skills and self-confidence of the employees which will make the path of a goal very clear (Glaser and Walther, 2013). All the responsibilities of the development must be taken by the leader of the organization. He/she must be aware of the fact that the organization must not be limited to its resource of work. Now and then the limit has to be increased, and the employees should also be taught in the best way to make the view of the given job clear. In this way, the development of the employees can be done efficiently.

Attitude and behavior of the employees

Attitude and behavior are the two most important aspect of an organization as far as the employees are concerned. It is obvious that every employees are not of same category or don’t have the same frame of mind. The difference of mentality, the difference of capability can put good or bad impacts upon the organization. So this has been the point of discuss in any organization, so it is the responsibility of the leader of any particular organization to maintain the perfect platform for any employee by which this has become the important aspect of an organization that how the employees of that particular organization is reacting and behaving against their given job (Glaser and Walther, 2013). Their efficient level must be satisfied by the given work. Otherwise, they can complain about it, or they can be in a problematic situation which can affect the organization big time. So to get the best result out of the employees, it should be very clear that the satisfactory level of the employees must be reached. There is one more thing (Measuring food safety culture: Insights from onsite foodservice operations, 2013), the surroundings must be good enough to work, it means that the environment must be user-friendly, and the employees shouldn’t be interrupted by external problems. They must be taught to be responsive enough which will increase their personal skill. It will affect the productivity of the organization (Gunkel, 2006).

Attitude and Behavior of Employees

An organization which has a hierarchical pyramid and a centrally based decision-making process is mainly based on several assumptions about human motivation and nature according to McGregor. These assumptions are called Theory X by McGregor. It mainly considers that most of the people of an organization want to be directed properly, they do not want to assume responsibilities and value safety above everything. This point mainly indicates that the employee of an organization is motivated by financial means and by the threat of punishment. Managers who are dealing with the irresponsible employees are likely to follow this philosophy where they are taught to take extreme control (III and Naquin, 2008).

Nevertheless, there is doubt in Theory X’s efficiency whether it can fulfill the required demand, especially in the field of our democratic society. McGregor himself has come to the conclusion that this theory is not efficient enough to work in the real world, as its assumption about human nature and activities are not always correct. Most of the organization who has worked based on this theory has failed to achieve the given goal in most of the cases. They have also failed to motivate their employees in this field because the employees are always concerned about their safety and physiological matters. The employees here always try to find excuses for not going to work which is affecting the organization badly. As a whole, this theory of motivation is nothing but a necessary evil (Max and Bacal, 2003).

On the other hand Theory, Y can be considered as the best option in these circumstances. It focuses on creating a good environment for work; it also makes the surroundings better to work on aligning the individuals’ goals with the goal of the organization. Here achieving a goal is very easy and as a result, the productivity and the outcomes are high. People here are glad enough to come to the work as the user-friendly environment is the key word of this theory. Employees here are conscious enough to do their works, and they are proven to be very creative also. Unlike the previous theory, this theory provides a perfect organizational environment where every employee gets their freedom of work. It motivates them big time to work sufficiently in extreme conditions also (Max and Bacal, 2003). The pressure of work is not a matter of concern here, as everything is handled tactfully over here. An employee can be turned into a self directed if he or she is motivated properly. Lion Pvt. Ltd. can be recommended to follow the correct motivational theory in the case of achieving higher success.

Theories of Motivation

Anyhow, it is not suggested here that Theory X is not sufficient enough, or Theory Y is good enough, it is the way you are representing your organization to employees. The pressure of work is everywhere; the reliability comes through the way you are taking care of it and the way you are making the employees motivated to their individual jobs.

Moreover there are other theories which have described the term Motivation big time. According to Maslow, the employees have five different level of need like; safety, social, ego, physiological and self-actualizing (Natoli, 2004). The author has argued that the lower level needs had to be satisfied before going into the upper level. With this kind of indication it can believed that workers of any organization  will be motivated to work and stay more longer in any organization if these needs are satisfied at various level of work. There is another conclusion that if an employee gains satisfaction by some moves in a particular level that move will not work to satisfy the same employee in another level. The previous mentioned specific needs are described here; concerning the part physiological needs include needs of food and shelter, the safety needs define the need for stable environment as well as relatively free from threats. The needs related to affectionate relations with the other member of the group can be defined as the love needs. The needs for self-respect, the esteem for others and self-esteem can be concluded as the esteem needs (Natoli, 2004). Last but not the least, the self-actualization need which can be described as the self-fulfillment. So these are the needs which is described briefly in this theory which can conclude the term motivation in a new specific way.

There are loads of factors by which one can be motivated, the important and the most happening actor above all is money. Employees, who are working under an organization, want a sufficient amount of salaries as money represents the main incentive. Financial rewards have the capability to motivate someone towards higher performance (Tracy, 2013). Therefore, pay has an important significance to put a perfect impact upon the employees, but it is found that only money or financial aspect can’t make an organization better as the employees in this case always look for financial satisfaction, and this is a harmful aspect of any organization. According to Whitley pay doesn’t boost productivity in the long term and money doesn’t improve productivity significantly. However there are other factors of motivation like rewards, performance feedback, and social recognition is there which are positive enough to an organization (Tracy, 2013).

Depending on numerous researchers it is proved that reward is one of the key motivational factors which increase the effectiveness of an organization  A fair number of companies uses to pay, bonuses and promotions kinds of reward to motivate the employees and increases their effectiveness. Overall to make the employees trust the leader and complete the given task properly for the organization the employees should be motivated properly according to Baldoni. The company, Lion Pvt. Ltd. are therefore given the advice of following the policy of providing a reward to the employees which can increase the individual performance of the employees as well as the organization.  Moreover job satisfaction is the main factor of motivation as far as the personal issues of an employee is concerned (Whiteley, 2002). This is a state of emotional happiness mainly the results from the achievement of the target that one employee gets through performing his particular part of contribution inside the particular organization. Job satisfaction actually refers to the fact of an employee’s general attitude towards his/her individual performance. It is to be notified that if the employee gets satisfied by his or her personal performance then the job satisfaction level will increase big time in his/her mind. Job satisfaction also helps to rebuild the confidence of the employees which helps them to create a good impression about the organization in their mind. It is also discussed that individuals who express high satisfaction in their particular job are likely to be more innovative which helps them to be productive is well. The job environment and factors which are associated with the job can be categorized initially. These also include that how the employees are treated, relations with the other people of the organization, the actual nature of job which is provided. These are the matters of concern in case of discussing the factors of motivation (Whiteley, 2002).

Summary

There are many cases of motivation are described here. The process of motivating an employee is described in four different parts, first of all, the activity by which an employee’s performance will be developed is mentioned in the different aspect. Lion Pvt. Ltd. must be aware of the fact that the employees of that company must be developed well enough to handle any situation. Secondly, the attitude and behavior have to be maintained properly to achieve the success of the organization. Then there are two theories to be followed, the second theory of those are proved to be useful for the mentioned company. Last but not the least the main factor of the motivation is a reward, where money plays an efficient role, as far as the employees are concerned. However, rewarding money can’t be the only factor of motivation as it can deteriorate employees’ attitude. The other factors like performance feedback, social recognition are useful enough. Lastly, it can be said that a good motivational example can raise an organizational impact in the market, and it also helps the employees to increase their individual skills and improve their capability for the work. If one wish to lead the organization to the highest level of success, he/she needs to set the best platform for the employees to work on. In another term they have to act like a family to achieve any particular goal. By following all the above mentioned points thoroughly one can put a good impact in this competitive and increasing market through his/her organization.

Reference

Braksick, L. (2000). Unlock behavior, unleash profits. New York: McGraw-Hill.

Elias, S. (2012). Deviant and criminal behavior in the workplace. New York: New York University Press.

Exploring the Concept of Focus in Reversal Theory. (2015). JMEP, 4.

Falcone, P. (2009). 101 tough conversations to have with employees. New York: AMACOM.

Glaser, T. and Walther, E. (2013). Two in one conditioning? The role of valence in concept learning.Learning and Motivation, 44(3), pp.174-183.

Gunkel, M. (2006). Country-compatible incentive design. Wiesbaden: Deutscher Universitäts-Verlag.

III, E. and Naquin, S. (2008). New Metrics for Employee Development. Performance Improvement Quarterly, 17(1), pp.56-80.

Max, D. and Bacal, R. (2003). Perfect phrases for performance reviews. New York: McGraw-Hill.

Natoli, V. (2004). Theory of Employee Survival. Performance Improvement Quarterly, 17(4), pp.80-94.

Tracy, B. (2013). Motivation. New York: AMACOM, American Management Association.

Whiteley, P. (2002). Motivation. Oxford, U.K.: Capstone Pub.