Analyzing Organizational And Motivational Theories For Improved Productivity Essay.

The Role of Managers in Providing Motivation to Employees

Question:

Discuss about the Analysis Of Motivation To The Employees.

The essay helps in analyzing the different kind of organizational theories that will be applied in the setting of the organization in an effective manner. The motivational theories have to be analyzed in the next sections, as this will help in improving the problems in the organizations. The role of the managers is essential to be analyzed in such a way that this will provide motivation to the employees. The main dissimilarities will be identified in the performance management system, as this will help in analyzing the issues in providing motivation to the individuals.

The aim and rationale of the essay is to understand the diverse kind of potential issues that can be faced by different organizations. The motivational theories and factors have to be analyzed that helps in understanding the administrative interventions. The diverse kind of steps that has to be taken by the officials has to be analyzed to motivate the employees and to make the production effective in nature.

The structure of the essay includes assessment of the various theories of motivation that will be adopted by organizations to improve productivity of the organization. The various concepts and theories on motivation have to be analyzed in an effectual manner, as this will help in enhancement of presentation of employees.

In the competitive scenario, there are different kinds of organizations that are competitive in nature. The organizations face different challenges in the competitive era, as there is huge competition in the entire market. The diverse factors has to be analyzed as that will help the officials in the organizations to understand the issues faced by employees. The different approaches on motivation have to be applied by companies in order to keep a check on the performance of employees (Guss, Burger and Dorner 2017). The problems are identified by the managers in such a manner that this helps them in increasing the entire productivity of the organization. The main issue in the different organizations is related to the performance of employees, as they are not performing in an effectual manner (Jayaweera 2015). It has been noticed that there are different organizations that do not provide motivation to the employees and this affects the performance of the employees. However, on the other hand there are organizations that provide both monetary and non-monetary motivations as this will help in improving performance and increase creativity (Jonas 2016).

Identifying Dissimilarities in Performance Management Systems

According to Ganta (2014), there are different kind of incentive and compensation programs and bonuses that helped the employees in performing in an effectual manner in the organization. On the other hand Burrai, Font and Cochrane (2015) commented that human resource management plays an essential role in motivating individuals by providing them different motivational factors that will help the officials in understanding the requirements of employees.

Furthermore, Baumeister (2016) commented that there are different employees in companies who are self-motivated and self-directed in nature. These employees are defined as the theory Y employees who help the organizations in performing tasks and increase productivity. The human resource management department provides training and developmental activities to improve their productivity. However, on the other hand, Deci and Ryan (2014) stated that the different non-monetary and non-monetary benefits would help the employees in motivating the employees in an effective manner (Lazaroiu 2015).

There are different kinds of theories that have to be implemented by the organizations, as this will help to understand the requirements of the employees. Such motivational theories will help in improving the overall presentation of the company along with increasing the revenues (Gerhart and Fang 2015). Different companies can use the Maslow’s hierarchy theory of motivation as this helps in focusing on requirements of the different employees. The different requirements are as follows:

The physiological needs are the ones wherein the basic requirements of the employees are taken care in an effective manner. The food, shelter and water are the general requirements that are required for understanding and meeting demands of the employees. Similarly, the social needs have to be take care in an effectual manner as this helps in providing security and insurance to the employees. The different needs and requirements has to be analyzed in an effectual manner as this helped the organizations to provide employees to meet the different expectations of the organization and perform tasks accordingly.

The self-esteem needs include the acknowledgement that is required at workplace along with different kind of responsibilities. Lastly, the security and self-actualization needs are essential in nature as this includes providing training to the employees and this helps in growth of employees. The diversity is maintained wherein this helps in understanding the requirements of employees in an effectual method. As per the respective theory, the requirements have to be analyzed in an effective manner as this helps in generating huge efficiency of the employees.

Different Approaches to Motivation: Monetary and Non-Monetary Benefits

The Maslow’s hierarchy theory has to be analyzed that this helps the employees along with organizations to understand the issues faced by employees and solve them to generate operational effectiveness. The other theory is the equity theory that can be applied by the different companies in the society as this helps the company in motivating employees as per their performance. The equity theory helps in creating different appreciations in such a manner that increases the operational efficiency and effectiveness. This particular theory is fair in nature as this helps them in adjusting the input of the employees in order to reach their perceived equity.

The cognitive theory of motivation can be applied by different organizations as this helps the organizations to reduce the ineffectiveness in the operational activities. The extrinsic and intrinsic motivational factors has to be considered in the different kind of organizations as this helps them in providing motivational factors in an different manner. There are employees in the organizations that are self-motivated and self-directed as they perform their tasks effectively to gain competitive advantage. From the theories, it can be analyzed that operational effectiveness is essential in nature as this helps the company in performing their activities in an effectual manner (Afsar,  Badir and Kiani 2016).

The employees who are motivated in an intrinsic manner are the theory Y approach employees; on the other hand, there are employees who need motivation from the officials, as they are theory X approach employees. These kinds of employees are the ones who do not feel like performing their tasks in an effective manner. The achievement, responsibility and competence are essential in nature as this helps the entire organization to perform and generate revenues for the company.

Conclusion

Therefore, it can be concluded that the different motivational factors play an important role in the different organizations in order to increase the productivity. The motivational factors help the employees in gaining confidence and provide employees to perform their tasks in an effective manner. The different motivational theories such as Maslow’s hierarchy theory and cognitive theory helped the company and employees to understand and meet the requirements in an effectual manner. It has been seen that achievement and competence is essential in nature as this helps to provide employees to meet the different requirements in an effective manner.

Lastly, it has been seen that the equity theory is essential and it helped in generating fairness among the different individuals. The competence of the employees can be gained in an effectual manner as this helped the different organizations to understand the effectiveness in the performance of the employees.

References

Afsar, B., Badir, Y. and Kiani, U.S., 2016. Linking spiritual leadership and employee pro-environmental behavior: The influence of workplace spirituality, intrinsic motivation, and environmental passion. Journal of Environmental Psychology, 45, pp.79-88.

Baumeister, R.F., 2016. Toward a general theory of motivation: Problems, challenges, opportunities, and the big picture. Motivation and Emotion, 40(1), pp.1-10.

Deci, E.L. and Ryan, R.M., 2014. The importance of universal psychological needs for understanding motivation in the workplace. The Oxford handbook of work engagement, motivation, and self-determination theory, pp.13-32.

Ganta, V.C., 2014. Motivation in the workplace to improve the employee performance. International Journal of Engineering Technology, Management and Applied Sciences, 2(6), pp.221-230.

Gerhart, B. and Fang, M., 2015. Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), pp.489-521.

Güss, C.D., Burger, M.L. and Dörner, D., 2017. The Role of Motivation in Complex Problem Solving. Frontiers in psychology, 8, p.851.

Jayaweera, T., 2015. Impact of work environmental factors on job performance, mediating role of work motivation: A study of hotel sector in England. International journal of business and management, 10(3), p.271.

Jonas, J., 2016. Making practical use of Maslow’s Hierarchy of Needs theory to motivate employees: a case of Masvingo Polytechnic. Journal of Management & Administration, 2016(2), pp.105-117.

Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical Investigations, 14, p.97.

Burrai, E., Font, X. and Cochrane, J., 2015. Destination stakeholders' perceptions of volunteer tourism: An equity theory approach. International Journal of Tourism Research, 17(5), pp.451-459.