Motivation and Organisational Behavior

What is pauperization? Motivation is define as the stimulus that drives, direct and maintaining the human doings to r severally goals (Wood et al. , 2006). In the context of workplace, motivation testament be the unrivaled that drive the employee to perform and give to a greater extent than effort to contri notwithstandinge in the guild or organization growth. Hence, it is crucial that manager keeps their employee or doers impeld. In this essay, whiz issue of four field theories and one out of twain process system entrust be defined out and comp atomic number 18d out. on that point be 2 types of motivation surmisal Content and process supposition. opus content theory looks to factors within the individual and attempt to dissolving agent about(predicate) of the what point in the context of motivation, process theory emphasize more on how does someone gets motivated. (Vincent Gabriel, 2003). A few theorizers that invite contributed to the few storied theories are Maslow, Herzberg, Atkinson, and McClelland (Vincent Gabriel, 2003). In theory, there is a continuous relationship mingled with need (drive), tension, action and satisfaction (Reduction of drive). But in reality, it might be more complex than passly those 4 actions.These are because Peoples ineluctably are changing over time, and how people contradict to mischance plays a part too. For example a failure to someone bequeath demoralize him, and yet it might push an opposite person to gain for to be repair. Hence, their varying necessitate translated into varying actions of each individual. (Vincent Gabriel, 2003). One of the illustrious theories in terms of motivation is Maslows Hierarchy of Needs theory. In this theory, Abraham Maslow defined out human postulate in 5 steps, with each trim back step essential be satisfied or complete before advancing to the further steps.He identify higher establish needs, much(prenominal) as ego esteem and self actualization and lower order needs such as social, safety and physiological needs (wood et al, 2006). Maslow rank these needs up by assuming which needs are more important, hence the need to satisfy it before other needs canister serve as motivators. (Wood et all, 2006). According to Maslow himself, once the lower needs fetch been satisfied, it allow not serve as the motivator any longer (Udechukwu, 2009). For example, for a normal human, the most basic needs complicate food, pissing and a place to live. Once this eeds have been fulfilled, he will indeed move on to the next hierarchy safety.To put it in unskilful term, he will then privation to be able to touch to eat and drink, hence he will find a craft 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 level, so on and so forth. Hence, as you can see, a person will continue to climb the pyramid until he reaches the top of the scale self actualization. From here onward, he then w ill think on how to expand himself further, and start fulfilling other aspect of needs.As what have written previously, speckle content theory like Maslows hierarchy of needs informs out on what are the factors that motivate people, theres process theory that explain on how does the motivator motivate people, or even, whether is the motivator trenchant or rather counter-productive instead? In this essay, for the process theory, we are departure to look at Adams equity theory. honor theory suggests that employee must develop a sense of fairness after analyse themselves against their peer or others.Huseman et al suggest that there are tierce types of individuals (Shore, 2004). They are Benevolents, who are described as giver, who prefer to have given more input than output. Theres in like manner Entitleds, who are the getter, who on the contrary to the giver, will feel discontent and cheating(prenominal) when their input is larger than their output, and finally, the third ty pe of individual is the one that what Huseman called Equity Sensitives, who will adhere to the old equity theory and will just stick with the balance of input and output (Shore, 2004).With all the individuals defined, Equity theorist starts to predict that benevolent, entitled, and equity sensitives will respond diametrically to fairness in workplace. For example, benevolent (giver) will feel 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 sphere of influence study done by Huseman, what have been found out about these 3 individuals is that, indeed that both entitleds and equity 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).This extraneous phenomenon happened too on other studies by King et al (1993), alien and White(2002), and likewise 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 excessively more satisfied than the other 2 types of individuals (Shore, 2004). To compare and contrast both the content and process theory mentioned above, we can rather say that they both must be practiced in the workplace instead of only choosing both one.As what have been mentioned earlier on, the content theory is only explain out the what factor of a human motivator. For this, Maslow basically theorized based on what does one needs that havent been fulfilled and arranging them up in a hierarchy order (Harris et al, 1993). Whereas process theory will be dwelling on the nature on how or what chore 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 whitethorn affect different individua ls differently.Before we look into how a capriole forge actually helps in motivating an employee in a company, lets take a look on what actually is a task name and what are some of the characteristic first. A hire out bearing is basically a planning and specification of a line of descent confinement so that the job are done like how we want it to be (Wood et al, 2006). Under the job design itself, there are four major areas that we will want to cover later on. Those four are job step-down, job enlargement, job rotation, and job enrichment. To explain these four aspects better, let us examine a short and simple case of a robber ship (Rao, 2010).In a pirate ship, there are a lot of jobs involved. It can be as small as normal pirate crew, to the extent until the captain of the ships. Different job have different scopes that need to be fulfilled. Now 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 group ed 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 negotiation for alliance mingled with fleet.Whereas, the guardian task job is rather more operational, such as allocating crews, solving conflicts, executing punishment, distributing loot evenly until the role of medic (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 likelihood quite obvious No. In such fructifyting of the pirate ship, it will be rather hard for one individuals to be able to have the skills to be the Great Star or Great guardian, since both of them require a totally different set of skills.What will happen is that with this kind of job design, it will discourage a crew member to apply for the position of the star or guardian position. In this case, we will want to use job simplification to give way 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 long term, the crew member will get better and better in that area of job. The strength of this job design accession, however, is its biggest helplessness also.This is because, since that the job have been simplified, the crew member will get bore doing it again and again for so many years already. This is when we will want to other approach such as job enlargement, job enrichment and job rotation. Job enlargement involves combining two or more skills that were charge 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).The other approach that involves equipping the crew or wo rker 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 tractability of the worker, decreasing 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 probably that the crew or worker will croak too much time to adapt and learn different sets of skills. die but not least is the job enrichment approach. This involves in adding responsibility to the worker, make 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 new employee that recently joined the company will most probably want to fulfill his physiological needs hence he will want to have the appropriate salary.If 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 benevolents type or the entitleds type to measure the tolerance level on deciding his pay. Once all of those approach has been make, company must also keep close look on the employee, so that they can react fast to apply other approach such as job enlargement or even to the extent of job enrichment and empowerment if the employees begun to orient signals that they are not motivated anymore.And now, we have covered the content theory of Maslow, the Adams 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 know whats the f all upon 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.