'Motivation and Organisational Behavior\r'

'What is motivation? Motivation is define as the comment that drives, direct and maintaining the charit adequate behavior to r apiece goals (Wood et al. , 2006). In the scope of workplace, motivation exit be the sensation that drive the employee to perform and give more than(prenominal) feat to contribute in the union or organic law growth. Hence, it is crucial that manager keeps their employee or workers be actived. In this essay, unrivaled bug bulge verboten of 4 content theories and one out of two transit speculation testament be defined out and comp atomic number 18d out. There atomic number 18 2 lawsuits of motivation supposition: Content and process theory.\r\n dapple content theory broadsheets to factors within the individual and attempt to answer close to of the â€Å"what” question in the context of motivation, process theory emphasize more on â€Å"how” does psyche gets propel. (Vincent Gabriel, 2003). A few theorists that cod contr ibuted to the few illustrious theories atomic number 18 Maslow, Herzberg, Atkinson, and McClelland (Vincent Gabriel, 2003). In theory, there is a continuous relationship between need (drive), tension, follow through and satisfaction (Reduction of drive). But in reality, it might be more complex than just those 4 actions.\r\nThese are because: People’s require are ever-changing over time, and how people react to failure plays a part too. For example a failure to approximatelyone bequeath demoralize him, and yet it might get anformer(a) person to strive for to be die. Hence, their variable take translated into varying actions of each individual. (Vincent Gabriel, 2003). One of the famous theories in terms of motivation is Maslow’s power structure of Needs theory. In this theory, Abraham Maslow defined out human needs in 5 steps, with each degrade step must be comfortable or fulfilled before advancing to the further steps.\r\nHe identify higher order needs, such as self esteem and self actualization and lower order needs such as social, refuge and physiological needs (wood et al, 2006). Maslow rank these needs up by assuming which needs are more important, because the need to satisfy it before other needs drop serve as motivators. (Wood et all, 2006). accord to Maslow himself, once the lower needs do been quenched, it depart not serve as the motivator anymore (Udechukwu, 2009). For example, for a universal human, the some basic needs admit food, water and a place to live. in one case this eeds moderate been fulfilled, he leave because feed on to the next hierarchy: safety.\r\nTo put it in rough term, he testament then wish to be able to continue to eat and drink, hence he leave find a cheat and a source of income to do so. Once that is satisfied too, and then he will be able to move on to the next take aim, so on and so forth. Hence, as you bottom of the inning see, a person will continue to climb the â€Å"pyr amid” until he reaches the top of the scale: self actualization. From here onward, he then will think on how to hyperbolize himself further, and virtuosot fulfilling other aspect of needs.\r\nAs what ready written previously, while content theory exchangeable Maslow’s hierarchy of needs explains out on what are the factors that motivate people, there’s process theory that explain on how does the motivator motivate people, or even, whether is the motivator effective or sort of counter-productive instead? In this essay, for the process theory, we are pass to look at go game’s fair-mindedness theory. Equity theory suggests that employee must develop a sense of fairness after comparing themselves over against their partner or others.\r\nHuseman et al suggest that there are three types of individuals (Shore, 2004). They are: ‘Benevolents’, who are described as â€Å"giver”, who prefer to turn in given more input than produce. The re’s overly ‘Entitleds’, who are the â€Å"getter”, who on the opponent to the â€Å"giver”, will facial expression discontent and unfair when their input is larger than their output, and finally, the ternary type of individual is the one that what Huseman called Equity Sensitives, who will adhere to the old lawfulness theory and will just stick with the balance of input and output (Shore, 2004).\r\nWith all the individuals defined, Equity theorist starts to predict that benevolent, entitled, and fair play sensitives will respond variously to fairness in workplace. For example, benevolent (giver) will sprightliness more satisfied when they feel that they are under-rewarded than when they were over-rewarded. On the contrary, Entitleds (taker), will feel unsatisfied when they were under-rewarded. On a field playing area do by Huseman, what be in possession of been found out about these 3 individuals is that, indeed that both entitleds and e quity sensitives are behaving like what was predicted, but on the contrary of the expectation, enevolents do get more satisfied when they were over-reward (Shore, 2004).\r\nThis oddish phenomenon happened too on other studies by fairy et al (1993), Alien and White(2002), and as well as Sauley and Bedeian(2000). Even though all those studies have their own limitation, we can safely conclude that the benevolents are the most tolerant to the under-reward and in like manner more satisfied than the other 2 types of individuals (Shore, 2004). To equalize and contrast both the content and process theory mentioned to a higher place, we can sooner say that they both must be practiced in the workplace instead of only choosing either one.\r\nAs what have been mentioned ahead on, the content theory is only explain out the â€Å"what” factor of a human motivator. For this, Maslow basically theorized found on what does one needs that haven’t been fulfilled and arranging the m up in a hierarchy order (Harris et al, 1993). Whereas process theory will be dwelling on the nature on how or what problem does human see and perceived and whether it will motivate them. To put it simply, what have been explained above about equity theory is that even with a reward, it may affect contrastive individuals differently.\r\nBefore we look into how a suppose soma actually helps in motivating an employee in a company, let’s take a look on what actually is a bloodline design and what are some of the characteristic first. A bank line design is basically a planning and particularisedation of a short letter task so that the subcontract are done like how we want it to be (Wood et al, 2006). Under the line of products design itself, there are four major areas that we will want to cover later on. Those four are: stage business reducing, line of credit expanding upon, problem rotation, and subcontract enrichment. To explain these four aspects better, let us seek a short and simple case of a pirate ship (Rao, 2010).\r\nIn a pirate ship, there are a lot of production lines involved. It can be as small as normal pirate gang, to the extent until the captain of the ships. Different argumentation have different scopes that need to be fulfilled. straightway if we were to design a job in this ship, how will we be able to design it up then? A group of people in MBA have actually grouped them up into two categories: the star tasks and the protector tasks. The star tasks job scope include target identification, command in the battle until the talks for alliance between fleet.\r\nWhereas, the guardian task job is rather more operational, such as allocating crews, resolution conflicts, executing punishment, distributing loot evenly until the role of medick (Rao, 2010). The question is, is it really efficient then, to lump all those tasks into two groups only? Well, the answer is most in all probability quite obvious: No. In such settin g of the pirate ship, it will be rather hard for one individuals to be able to have the skills to be the swell Star or Great guardian, since both of them require a totally different set of skills.\r\nWhat will happen is that with this kind of job design, it will discourage a crew extremity to maintain for the position of the star or guardian position. In this case, we will want to use job simplification to analyze and solve this issue. Job simplification is meant to make someone excel in a job(wood et al, 2006), for example, a crew member of the ship will be task to do a specific job only (eg. Negotiating with other fleet). In the dour term, the crew member will get better and better in that area of job. The strength of this job design nest, however, is its biggest weakness also.\r\nThis is because, since that the job have been simplified, the crew member will get bored doing it again and again for so many years already. This is when we will want to other approach such as job e nlargement, job enrichment and job rotation. Job enlargement involves combining two or more skills that were depute to separate workers previously (Wood et al, 2006). The only difference between this and the job simplification is that now the worker are responsible over different areas and also have more jobs to do (eg. Negotiator can also be tasked to manage the navigation).\r\nThe other approach that involves fit out the crew or worker with more skills is job rotation. This approach can be defined as working different tasks or in different position for a set of time (Kaymaz, 2010). This approach focus more on the flexibility of the worker, lessen the monotony, supporting career development, enabling high level of adaptation, and also to decrease stress (Kaymaz, 2010). With all those advantage, the most obvious disadvantage will most likely that the crew or worker will throw away too much time to adapt and get a line different sets of skills.\r\nLast but not to the lowest de gree is the job enrichment approach. This involves in adding responsibility to the worker, making their job is more in depth. (wood et al, 2006). With all those job design approach been defined out, it will then enable us to combine and come up with a set of approach that we can use so that our employee are motivated. An appropriate job design can always motivate the employee up if we identify out, each and every single needs of an employee. A young employee that recently joined the company will most probably want to fulfill his physiological needs; hence he will want to have the appropriate salary.\r\nIf his performance is good most of the time, and the company wants to retain him, the company must takes in the account on whether he is â€Å"benevolents” type or the â€Å"entitleds” type to measure the tolerance level on deciding his pay. Once all of those approach has been made, company must also keep close look on the employee, so that they can react fast to pass other approach such as job enlargement or even to the extent of job enrichment and empowerment if the employees begun to show signals that they are not motivated anymore.\r\nAnd now, we have covered the content theory of Maslow, the Adam’s Equity theory for the process theory in the context of motivation theory, and we also have covered job design approach and how to apply it in the company and organization. Hence it will be pretty obvious, that to motivate people, we will want to tell apart what’s the key motivator is the person, whether he will be motivated with the changes that have been made and also how can the company change to motivate him better.\r\n'