In order to encourage productive performance from employees, care needs to be taken with the design of jobs, working conditions, setting of goals, motivation and rewards. Explain how and why all these factors impact upon productive performance and evaluate how a manager may be able to impact upon the processes across the organisation.
Explain how theories of organisational behaviour may be applied in an organisational setting.Evaluate potential organisational problem situations and formulate proactive managerial interventions, with special sensitivity to cultural, ethical and social concerns. Locate relevant research and compare and critique the findings on current developments in organisational behaviour.
Importance of motivation for organizations
The assignment helps in analysis of the different motivational theories that will help in generating productive performance of the different organizations. The different motivational approaches have to be analyzed in such a manner that this will help the different managers in the organization to analyze the differences in the performance of the employees. Proper analysis and evaluation requires to be done in order to analyze the role of the higher official managers in different organizations.
The main aim and purpose of the report helps in analysis of the potential problems that is faced by the different organizations. The different kind of motivational theories has to be implemented in such a manner that this will help in formulation of the managerial kind of interventions. In order to solve the different issues in the organization, developments have been undertaken by the officials of the different companies with the help of motivational theories.
The structure of the assignment includes the evaluation of the different theories and strategies that will be implemented by the different companies. The different kind of motivational theories has to be discussed, as this will help in improvement of the performance of the employees.
Influence of motivation on productive performance and assessment of the impacts faced by managers on different organizations
There are different organizations in the entire world that are competing in nature, as there are various challenges that are having huge implications on it. The different companies and the managers of the company have to understand the different factors that can hugely influence the performance of the employees in the organization. This is the sole responsibility of the different organizations, as this will help in understanding the issues faced by the employees in the different kind of organizations.
The motivation has to be provided to the employees in the organization, as this will help them in looking into the performance of the employees. The proper usage of the different tools has to be adopted, as this will help in motivating the employees to perform better and generate huge productivity in the organization as well (Lazaroiu 2015).
The central issue in the different organizations is relating to the motivation that has to be provided to the employees in the organization. It has been seen that there are employees who are less motivated in the organization and they do not perform properly to complete their different tasks as well. These kinds of employees are the ones who provide low quality work and this is one of the major issues faced by the organizations.
Evaluation of motivational theories
On the other hand, there are employees who are motivated in nature and they perform better and generate huge productivity as well. These kinds of employees are creative and productive in nature and they are the ones who deliver high quality work. Therefore, it can be seen that motivation is one the crucial elements that will have huge effect on the productivity of the organization.
There is different kind of organizations in the entire market wherein there are different techniques that has been designed by them in order to motivate the employees and take proper care of the different issues faced by the employees as well. The different and useful tactics that are designed by the organizations in such a manner that this helps the employees in staying focused on the goals of the organization. In order to motivate the employees and encourage them to perform better, the companies have applied different kind of compensation programs, rewards and recognition along with promotions (Kim et al. 2017).
Wojtaszek (2016) commented that the human resource management department has huge role to play in motivating the different employees in the organization. The main purpose of the Human Resource Management is to encourage employees in the organization, as this will help them in performing better in the organization. Furthermore, on the other hand Van Knippenberg et al. (2015) commented that employees needs to be self motivated in nature as the main purpose of the HR department is to select and recruit employees in the organization. The training and development is required to be done by HR department, however the employees need to analyze their own skills and perform better accordingly.
Strom et al. (2014) commented that proper rewards as well as recognition has to be provided to the employees that could be financial along with non-financial in nature. It is important that the managers in the different organization should include the non-financial rewards, as they are essential in nature. There have been different researches that have stated that there are different organizations that do not focus on the non-financial rewards and they end up committing mistakes at the end as well.
However, Howard et al. (2016) commented that monetary rewards are essential tool and they have more potentiality. The monetary benefits include fat pay cheque for performing well in the organization can motivate them accordingly. In order to motivate the employees in the organization, the employees in the organization have to be provided with different incentives as well as other bonuses (Mostafa, Gould?Williams and Bottomley 2015).
Role of managers in motivating employees
There are different theories on motivation that can be applied by different organizations, as this will help in understanding the different factors that has to be adopted in order to improve their performance. Maslow’s Hierarchy Theory has been applied by different organizations, as this will help in analyzing the needs of the employees in the organization. The requirements are analyzed in the following manner:
Basic amount of salary that is provided to the employees in the organization
Security related to the job along with insurance and health
Different teams, departments, supervisors and subordinates
Recognition at office that includes high status with responsibilities
Advancement and training of employees, growth of the employees in performing their tasks
According to Maslow’s Hierarchy Theory, it can be analyzed that the needs of the employees has to be understood in such a manner that this will help in understanding the priorities of the employees. Proper satisfaction of the employees is essential in nature as this will help them in performing well and generate huge productivity in the entire organization as well (Gupta and Shaw 2014).
There are different organizations can apply the equity theory as well in order to motivate the different employees in the organizations in an effective manner. The main motto of the Equity theory is to motivate the employees as per their performance (Olafsen et al. 2015). The managers of the organization has to create a motivating and proper working environment as this will help the employees in working hard with application of their creativity in the organization. The managers of the organization has to apply Equity theory in such a manner that this will help in performing better in the organization.
Lastly, the cognitive analysis theory can be applied by the different organizations as this helps in providing both intrinsic as well as extrinsic motivational influences to the organization. Both extrinsic and intrinsic factors are important in nature as this will help employees in performing better in the organization and generate huge productivity as well (Deci and Ryan 2014).
The intrinsic motivators include achievement, competence along with responsibility that is based on the internal environment. Furthermore, extrinsic factors include the environmental factors that will help in including the feedback along with promotion of the employees in the organization (Njoroge and Yazdanifard 2014). The working condition of the organizations helps in improving the productivity of the employees.
Payment to the employees in the organization in an effective manner
Feedback and promotion provided to the employees as per their tasks performed by them
Proper condition of the organization is essential
From the different theories related to motivation, it can be analyzed that motivation is essential in nature for generating huge productivity in the entire organization. As to encourage and improve the productivity of the employees in the organization, this is essential for the organizations to take proper care of the employees along with the working condition wherein they are performing their tasks (Afsar, Badir and Kiani 2016). The productive performance plays an essential role as this will help in performing better and achieve the goals in the organization as well. The productive performance can be achieved by the entire organization with implementation of different motivational theories in the organization.
Different methods adopted by organizations
Therefore, it can be inferred that motivation plays an essential role in different organizations as this helps in generating huge productivity in the organization. In order to generate huge productivity and help the employees in performing better, the organizations have applied the different motivational theories such as equity, cognitive analysis theory and Maslow’s Hierarchy theory. The reward management such as monetary and non-monetary incentives has been provided to the employees in the organization that helped in motivating the employees, as this is essential to generate profit and revenues in the company. Lastly, the managers of the different organizations along with HR department helped in motivating the employees and gain productivity in the organization as well.
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.
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.
Gupta, N. and Shaw, J.D., 2014. Employee compensation: The neglected area of HRM research. Human Resource Management Review, 24(1), pp.1-4.
Howard, J., Gagne, M., Morin, A.J. and Van den Broeck, A., 2016. Motivation profiles at work: A self-determination theory approach. Journal of Vocational Behavior, 95, pp.74-89.
Kim, A., Kim, Y., Han, K., Jackson, S.E. and Ployhart, R.E., 2017. Multilevel influences on voluntary workplace green behavior: Individual differences, leader behavior, and coworker advocacy. Journal of Management, 43(5), pp.1335-1358.
Lazaroiu, G., 2015. Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, 14, p.97.
Mostafa, A.M.S., Gould?Williams, J.S. and Bottomley, P., 2015. High?performance human resource practices and employee outcomes: the mediating role of public service motivation. Public Administration Review, 75(5), pp.747-757.
Njoroge, C.N. and Yazdanifard, R., 2014. The impact of social and emotional intelligence on employee motivation in a multigenerational workplace. Global Journal of Management And Business Research.
Olafsen, A.H., Halvari, H., Forest, J. and Deci, E.L., 2015. Show them the money? The role of pay, managerial need support, and justice in a self?determination theory model of intrinsic work motivation. Scandinavian journal of psychology, 56(4), pp.447-457.
Strom, D.L., Sears, K.L. and Kelly, K.M., 2014. Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees. Journal of Leadership & Organizational Studies, 21(1), pp.71-82.
Van Knippenberg, D., Dahlander, L., Haas, M.R. and George, G., 2015. Information, attention, and decision making. Academy of Management Journal, 58(3), pp.649-657.
Wojtaszek, H., 2016. Selected aspects of innovative motivation. World Scientific News, 44, p.1.
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