Question:
Discuss About The Weaknesses Would Be Use Of Economic Tools?
Organizational behaviour explores human behaviour inside organizations and apply tactics to motivate employees with an intention to improve productivity of the organization. It consists of theories which helps in resolving issues at work place and manage them accordingly. Efficiency of a business defined by its success. Employees play a crucial role in this context. Motivation is the only key to encourage employees to work out the best they can. Various data collection and motivation techniques are applied. Strengths based on the article given has made certain appearances by practically applying various economic tools, methods and techniques. Clearly making it easier for organizations to understand and apply such methods to increase the efficiency. There are theories on motivation in given article, thoroughly explained that gives a clear idea on how to implement them on each level of management to gain the best outcomes and ultimately increase efficiency of such enterprise. Weaknesses would be the use of economic tools, statistics and techniques in this motivation research are quite intensive and analytical in nature which requires a skilled personnel to perform this research on the other hand, and it’s time consuming and involves additional costs to hire such qualified personnel. When data is been taken for a particular study it comes with its own limitations it is not necessary those methods and techniques work out for every organization so the results are not as accurate that one can completely rely on. Motivation has been defined as the “willingness to exert effort to achieve the organization’s goals, conditioned by this effort’s ability to satisfy individual needs” (Robbins & Coulter, 1996). The author says that time to time motivation is required to achieve organizational objectives. What I believe is the use of motivation techniques is helpful in today’s scenario of changing and developing economic situations. To explore the hidden talents of workers and employees at the work place, motivation plays a key role to work out the best for the organization and on the same hand satisfies the needs of the wage earners.
The question arises why there is a need to motivate? The clear answer for the same would be its main asset whose performance affects the set standards by every organization. To increase the overall efficiency of the enterprise and to fulfil the long term objective we need to focus on the elements which lead to such goal. Because ultimately employee efforts is going to help the organization to achieve the set goals.
However, I completely agree with the statement that efficiency is the key ingredient to success of an organization where employees are the elements involved and based on their performance the organizational objectives can be achieved. To increase the outcomes of lower level management there is a constant need of motivation by top level management (Bozeman & Su, 2014).
In support of the said argument, research is being done to provide evidence for the same. It has been argued that motivation techniques to increase efficiency of workers applied by managers are beneficial for the manager and organization or not.
A small shift towards the needs of employees and what can motivate them to work more and in a particular direction could result in better aspects. It’s hard to stay focused every time at that particular point one needs to be pushed in a positive manner. (Wong, 2013)
Some control by supervisors in lower level of management and taking care of employees keeping in mind their needs that what can work for them and to move them in a particular direction. This proves to be one of the most effective methods of motivation to increase efficiency of wage earners (Queen and Hess, 2017).
There are philosophical orientations based on human nature and behaviour about what can be predictable as of their needs and wants at workplace and in what way they can be encouraged to push themselves towards organizational goals. Manager needs to examine the intensity and direction of motivation required which matches up with the employees present at the moment. (Goulionis, 2013)
From the understandings of class concepts it is understood that motivation is the way through which performance is attained at the set standards by organizations. Managers should make efforts to find out what can be done to whom to get desired results as each individual is different and so are their needs. There are different ways and methods classified to motivate each individual alike. All these years we have studied is Abraham’s Maslow theory of needs based on hierarchy of needs and those five needs namely are:
-Physiological: It includes basic necessities.
-Safety: Where the need arise for security and emotional harm.
-Social: The need for social belongingness arises.
-Esteem: It includes two factors (internal and external) which includes self-respect, achievement, status, recognition.
By applying the Maslow’s theory, manager gets an idea of how to motivate someone by knowing his current needs and focuses on the same. This theory is quite logical and easy to understand and does not require certain skills to perform (Piche?re, Cadiat and Probert, 2015).
accounting has a direct impact on employee productivity as they work best of their abilities which results in increased productivity. There are several ways to motivate employee in order to increase their productivity which varies from employee to employee. It consists of few factors and they are explained below:
Incentives- A pay is a major influence for employees at work. An effective pay can drive employee to increase productivity and work best of their ability. Incentive comes with a variety of arrangements for example perks, bonuses, paid leave. It is designed to drive employee in a direction as required by manager.
Recognition- Employee needs feedback and recognition at a certain point of time by their employers to yield quality work. Acknowledgements made by employers has a direct impact on employee therefore motivates to improve.
Self-motivation- Some employees are self-disciplined and self-motivated; all they need is a little attention and recognition by employers. Other factors will not influence them because they take up personal challenges and work productively (Robbins, et. al., 2016).
Conclusion as per the studies made in the context is that motivation proves to be most critical variable in increasing productivity of employees and ultimately enterprise’s efficiency gets increased and leads to bigger shares in the market. The survey shows differentiation of different factors and variables taken from economy to showcase the motivation strategy. The methods and techniques and economic tools make it easier for manager to apply such strategies to get desired results. But it comes with its own disadvantages as per my viewpoint it requires qualified skills to apply such methods. Time consumption and various costs involved in it makes it a more critical strategy to adopt
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. London [u.a.]: Kogan Page.
Bozeman, B., & Su, X. (2014). Public Service Motivation Concepts and Theory: A Critique. Public Administration Review, 75(5), 700-710. https://dx.doi.org/10.1111/puar.12248.
Elliot, A., Dweck, C., & Yeager, D. (2017). Handbook of competence and motivation. New York: The Guilford Press.
Goulionis, J. (2013). Motivation Techniques Used by the Needs of Universities of Highest Education. Journal of Studies in Education, 3(2).
Healy, K. (2016). A Theory of Human Motivation by Abraham H. Maslow – reflection. The British Journal Of Psychiatry, 208(4), 313-313. https://dx.doi.org/10.1192/bjp.bp.115.179622
Miner, J. (2015). Organizational behavior 1 Essential Theories of Motivation and Leadership. New Delhi: Prentice-Hall of India Private.
Newbold, P., Carlson, W., & Thorne, B. (2013). Statistics for business and economics. Boston: Pearson.
Piche?re, P., Cadiat, A. and Probert, C. (2015). Maslow’s Hierarchy of needs. [Place of publication not identified]: 50 minutes.
Queen, T. and Hess, T. (2017). Linkages Between Resources, Motivation, and Engagement in Everyday Activities. Motivation Science.
Robbins, S., Judge, T., Odendaal, A., Roodt, G., & Robbins, S. (2016). Organisational behaviour. Cape Town, [South Africa]: Pearson Holdings Southern Africa.
Ritz, A., Brewer, G., & Neumann, O. (2016). Public Service Motivation: A Systematic Literature Review and Outlook. Public Administration Review, 76(3), 414-426. https://dx.doi.org/10.1111/puar.12505
Wong, Z. (2013). Human factors in project management. San Francisco, Calif.: Jossey-Bass.
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