Motivation, Organizational Behavior and Performance :: organizations, business, motivation,

Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved. Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the â€Å"driving force within individuals† (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to bett er organizational performance (Wiley, 1997). It is important for manager to understand that what motivates the individuals. There are different kinds of motivation theories which reveal that individuals are motivated by different factors. For example there is extrinsic motivation and intrinsic motivation (Amabile, 1993). Extrinsic motivation refers to the motivation that one has for the extrinsic rewards such as pay, status, power, etc. Then there are intrinsic motivating factors such as the chance to exercise one’s skills, the opportunity to learn and personal development. Research suggests that various factors motivate employees in a different degree depending on their nature. It would therefore be important for the manager to understand that what are the motivating factors for individual employees and then provide them incentives accordingly so that they can work in a more productive fashion. Once the individuals work with greater excitement and vigour it would automatically lead to better performance.

Managing Individual Performance Essay

Abstract This paper will discuss how managing individual performance have affected my personal and professional development. It will also briefly identify and discuss several written works on Maslow’s Hierarchy of Needs as well as the Myers-Briggs Type Indicator. Also this paper will discuss my experience through the Managing Individual Performance simulation and results improvement. Managing Individual Performance A good manager can motivate employees and equally to go the extra mile, and complete the unachievable, despite their limitations. As a leader and manager of people, it pays to understand what is important to each team member. Understanding motivation helps me to put my emotions and actions in perspective. Contemporary motivational theories recommend that managers should realize individual differences, evaluating needs correctly and addressing these through the right interventions. Criteria a team leader use when selecting members of a team Team leaders or managers must ensure that the teams and their projects have the ability to survive. To maintain the team’s viability, I included the following elements: proper membership, interpersonal skills, each member should be a contributor, a clear charter or purpose, achievable, noticeable results, understand and agreed-upon ground rules, and intensive teambuilding up front. The changes needed to improve team effectiveness across the organization do not involve individual teams, but rather the systems that support them. These systems include the following: organizational structure,  motivation, promotion and performance appraisal criteria, and compensation. In addition, Jeff Cowell and Jerry Michaelson (2000), recommend â€Å"in selecting team members, and prepare a draft charter† (p11). It is very important to prepare a draft charter where you can briefly describe the team’s purpose, and you can see candidates interest. Team selection in the simulation I selected the team in the following order: first, Michelle Levy for the build case files position, because she is a natural problem solver with good communication skills, and an investigative nature of collecting facts. My second selection was Lisa Srafford holding the moderate self-help groups. She has conflict management skills, ability to facilitate groups meeting and very patient in stressful situations. My third selection was Tony Wu to perform follow-ups. Tony has capability to interpret reported data, good observation skills, and his bachelors in business make him more capable in accounting for external factors. My last team member, Daniel Nichols, trainer with knowledge and domineering attitude, was selected to supervise confrontation sessions. His Master in Business Administration (MBA), prepared him to have good communication skills, excellent conflict management, and with his strong personality made him capable of build mutual respect, discipline, and motivation to victims while handling sensitive personal issues. Factors I need to consider in order manage my team effectively There are many factors in order to manage a team effectively. McShane-Von Glinow (2002) gives us six of the important elements â€Å"reward systems, communication systems, physical space, organizational environment, organizational structure, and leadership† (p232). Reward systems indicate that people tend to work more effectively when they are partly rewarded for their performance. Communication systems, maintain valuable information and feedback between team members. Physical space, with a good layout will improve communication between team members. Organizational environment and structure, where team members have secure resources for their performance. Last but not least, the most important factor is leadership to maintain the ongoing support from all executives to provide the right coaching,  motivation, and all elements mentioned. Individual’s personality play a role in the team’s success Kreitner (2003) describe personality as â€Å"the relatively stable pattern of behaviors and consistent internal states that explain a person’s behavioral tendencies† (p84). Personality has both internal which represent the thoughts, values, and genetic characteristics, and external elements are the observable behaviors. Also personality has recover credibility in organizations in the last years, the reason is that some personality habits predict some work-related behaviors and emotions under certain conditions, and stress reactions. Besides individual personality play a role in the team’s success because this help people find the jobs that best suit them and their company’s needs. Personality preference in the MBTI assessment and how this may affect the way an employee carries his or her tasks. Depending on the job description, you can find personality preference in the Myers-Briggs Type Indicator (MBTI). We have 16 distinct types. Some job description prefer ISFJs people with a high sense of duty, others prefer ENTJs because they are considered natural leaders. For example, corporate executives tend to be ESTJs, meaning that they are more extroverted, sensing, thinking and judging types, and so on. These types indicate a person’s preference. All of this may affect the way an employee carries his or her tasks because these types do not indicate the way he or she behaves all the time. I think that these indicators can limit the creativity and decision making besides limiting good people to perform a specific job in determinate area. Maslow’s Hierarchy of Needs, how it affects motivation and my team choice. McShane-Von Glinow (2002), described Maslow’s Hierarchy of Needs as â€Å"a content motivation theory of five instinctive needs arranged in a hierarchy, whereby people are motivated to fulfill a higher need as a lower one becomes gratified†(p133). From the bottom those are physiological, safety, belongingness, self-esteem, and the top is self-actualization. People have different levels of motivation, and they may fit one of those levels. As a leader you have to measure the needs of each member of your team, because  when you have to motivate or reward them, you can select the wrong level. According to Maslow the lowest needs are initially most important, but higher need become more important as the lower ones are satisfied. Maslow’s model may not predict employee needs as well as scholars initially expected. Team selection and how that falls on Maslow’s Hierarchy of Needs During the simulation, I selected the best people for the different positions. It was an 8 months project. I had my first situation during the second month. I failed at motivating one of my team members, giving me the wrong results. The same situation was present in month 4 with other team members. After I repeated the simulation and learn more about my team members needs, I overcame those situations successfully. Team selection performance, expectations and  factors in selecting strategies to motivate my team Money and other financial rewards are a fundamental part of the employment relationship. Also public recognition, awards, and membership will help employees to have better performance. It is important to know the different levels of needs mentioned before. You have to know what kind of an employee need have in that moment. Some of the factors include task performance, competencies, job status and seniority. Results improvement after running the simulation again I repeat the simulation three times, and definitely each time my results improved significantly. My weakness was motivating my team members with the inappropriate reward, giving as a result to the decrease in the team performance. Application of the lesson learned at my workplace Job design involves assigning task to a job and distributing work throughout the organization. Job specialization, which subdivides work into separate jobs for different people, increase work efficiency because employees achieve the tasks quickly, less training, and matching more closely with the jobs best suited to their skills. Although, reduce stress, problems, increase product or service quality, and decrease costs. Leadership is the process of influencing oneself to establish the right direction and  motivation needed to perform a task. Also I have to include personal goal setting, constructive thought, design the right rewards, self-monitoring, and self-reinforcement. Better knowledge of the needs of each team members will help leaders to make the right decisions without affecting the individual performance. Leaders require a process of observation, reflection, and evaluation. It necessitates that we take time periodically to think about what has happened. Were there conflicts? How were they handled? What has gone well and why has it? What has not gone well and why? Could we have done better? Most importantly, we must develop the skill of asking ourselves what steps we can take to be more effective either in our current team or as a member of future teams. As I said in the beginning, a good manager motivates people to achieve the impossible without limitations. This become possible only with a clear understanding of each individual needs with the help of all motivational theories recommended. This understanding is implemented though optimal intervention. Also evaluating needs correctly and addressing these though are the right interventions. References Bagraim, J. (2001). Organizational psychology and workplace control: the instrumentality of Corporate culture. South African Journal of Psychology; Sep2001, Vol.31, Issue 3 p43. Bower, M. (2003). Company philosophy:† the way we do things around here† McKinsey Quarterly; 2003 Issue 2, p110, 8p.3c. [University of Phoenix Special Edition Series]. Cowell, J., Michaelson, J. (2000). Flawless Teams. Executive Excellence, 17(3), 11.[University of Phoenix Special Edition Series] Kreitner, R. (2003). Organizational Behavior, Sixth Edition. New York: McGraw-Hill McShane-Von, G. (2003). Organizational Behavior, Second Edition. New York: McGraw-Hill

Motivation in the Workforce Essay - 3871 Words

Managing employees is cited as being the biggest problem to small business owners. This is because employers very often dont know how to handle employees. Effectively managing employees is a skill acquired through training and practice. Many books have been written on the subject, and courses are regularly offered through educational institutions. Motivation theories were developed or built upon the human relations findings. The new focus for motivation theory was on the search for satisfaction of human needs. This new approach swept through management thinking in the 1950s. Maslow (1954) offered his needs hierarchy according to which human beings have their needs arranged in a hierarchy such that they are motivated to†¦show more content†¦Their initial work in the 1920s found that workers (in a Philadelphia textile mill) who were given extra breaks and subsidized meals at work did improve their productivity; and when these extra rewards were taken away their effort fell back (see Mayo 1949). The research team then set up a major series of studies at the Hawthorne Works of the Western Electric Company which continued for ten years. Their aim was to study the effects of a range of fatigue-inducing factors such as levels of lighting, temperature, frequency of breaks, etc. in combination with an incentive payment by results system. If this research had produced the results expected at the outset, we would have had a prescription for high productivity based on lighting levels, temperature, frequency of meal breaks, health levels, etc. In some of their experiments the working environment was changed drastically to assess how this influenced productivity, but the results were a surprise at the time. There was a steady improvement in productivity throughout all the changes, even for instance when the lighting intensity was raised in imperceptible stages over a long period to a very bright intensity and then gradually reduced to that of a moonlit night. In their attempts to ensure that no other variables intervened in their experiments, the researchers had unwittingly changed one of the most important variables of all. 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The A Master s Program For It Management - 1682 Words

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Treating Drug and Alcohol Abuse - 1079 Words

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A Letter to a Friend Free Essays

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Before I Die- Speech free essay sample

If it sometimes seems as though the world is killing itself, here, between covers, is something to live for. A book about a 16-year-old girl dying of leukaemia. This may sound too depressing for words, but this much-hyped novel is meant to drive hundreds of thousands of readers to tears and to fast injunctions for all their friends to read it. | | |Good Morning Class and Mr Cartwright. Before I Die by Jenny Downham is in every perception, every | |particle of one girl’s desire, regret, rage, lust, light and darkness right to the end. Here is a | |girl who wants, and because her time is limited, her wanting has a greater intensity than your | |average teenager will ever know. A girl named Tessa, trapped in her failing body in an unnamed | |English | |town writes a list of 10 things that she desires to do before her time is up. 10 experiences that | |are not necessarily the kind of thing a parent would love. We will write a custom essay sample on Before I Die- Speech or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In fact, Tessas pretty sure that her dad| |will hate most of it. But its her life. And she wants to get to experience it. Tessa tastes new | |experiences to make her feel alive while her failing body struggles to keep up. This is where Jenny | |Downham | |has managed to take the reader into the mind of sixteen-year-old middle school girl, her family and | |her friends as Tessa puts up an amazing struggle and we see the strain that such an illness brings | |to all around her. Jenny expresses to readers throughout the novel to never turn your back on the | |external world, and honestly what it is like to face death, as Tessa thinks, â€Å"before I’ve even lived| |properly. † | |Fighting back against hospital visits, endless tests, drugs with excruciating side-effects, her | |relationships are strained at best. Her father is at wits end. Zoey, her best friend, comes and | |goes. She meets the boy neighbour, after a long stretch of watching him through her bedroom window. |Although through all that Tessa finds love. In the early stages only to get close, push him away, | |get close | |then push him away again she finally falls in love with Adam and for her receiving his love in | |return is the experience she most hungers for. One of the more surprisin g revelations to be found in| |â€Å"Before I Die† is that it’s a young adult novel only in the sense that readers Tessa’s age are | |perhaps the ideal audience for a true story about sex, drugs, love and death. Although reviewers | |have stated â€Å"I | |don’t care how old you are. This book will not leave you†. Personally, not the easiest story to | |read, in terms of sunshine and happiness. It will take you to the very edge, but its certainly well| |worth the read. Tessa is someone to aspire to, when all is said and done. | |By Jenna Hitch | | |