Explain How Managers Can Use Motivation Theories to Influence the Behaviour of People in Organizations.

In: Business and Management

Submitted By Fareedaumeer
Words 6645
Pages 27
[pic]

=====================================================================================

[pic]

[pic]

[pic]

[pic] [pic]

[pic] [pic]

[pic][pic]

[pic]

Explain how managers can use motivation theories to influence the behaviour of people in organizations.

[pic]

Table of Content

Page

Introduction 4

The meaning of motivation 6

Theories of motivation

The Need or Content Theories of motivation

Abraham Harold Maslow’s Hierarchy of Needs 8

Douglas Mc Gregor’s Theory X and Theory Y 12

Frederick Herzberg’s Motivator Hygiene Theory 15

David McClelland’s Acquired-Needs Theory 17

The Process or Cognitive Theories of Motivation

Victor H. Vroom’s Expectancy Theory (The VIE Theory) 20

The Reinforcement Theory 23

Conclusion 26

Bibliography 28

Introduction

Understanding people’s perceptions, attitudes, motivations and behaviours is extremely important for achieving both managerial and organisational effectiveness. To get the very best out of people in work settings, managers constantly need knowledge about the behaviour of individuals and groups in organisations; they also need to be aware of the organisational and environmental variables that can potentially affect human behaviour. They need to understand, anticipate, modify and improve behaviours that are organizationally meaningful and relevant.

The contribution of people, through their motivation and commitment, and dedicated behaviour towards the goals and objectives of the organisation, remain the single most important factor in making organisations better and more effective.

Some people like their jobs and work harder as well as smarter. They are also very proud of the organizations for which they work. Other people simply dislike their jobs…...

Similar Documents

Explain How Managers Can Use Motivation Theories to Influence the Behaviour of People in Organizations.

...Contemporary Theories of Motivation Introduction Understanding people’s perceptions, attitudes, motivations and behaviours is extremely important for achieving both managerial and organisational effectiveness. To get the very best out of people in work settings, managers constantly need knowledge about the behaviour of individuals and groups in organisations; they also need to be aware of the organisational and environmental variables that can potentially affect human behaviour. They need to understand, anticipate, modify and improve behaviours that are organizationally meaningful and relevant. The contribution of people, through their motivation and commitment, and dedicated behaviour towards the goals and objectives of the organisation, remain the single most important factor in making organisations better and more effective. Some people like their jobs and work harder as well as smarter. They are also very proud of the organizations for which they work. Other people simply dislike their jobs and would do anything just to avoid working. They would also prefer, if given the choice, to leave the organization. Motivation is the willingness to exert high levels of effort to organizational goals, conditioned by the effort’s ability to satisfy some individual need.   This need is the internal state that makes certain outcomes appear attractive.   Motivation is also the process that account for an individual’s intensity, direction, and persistence of effort toward attaining a......

Words: 480 - Pages: 2

Importance of Motivation Theory in an Organization

...study of different theories of motivation important to managers? Introduction To be motivated means to be moved to do something. Motivation is anything that inspires one to do something. The motivation for me to wake up early morning is to make it to the university in time. Motivation may be defined as psychological forces that determine the direction of a person's behaviour in an organization, a person's level of effort and a person's level of persistence in the face of obstacles. Managers motivate their employees. Most companies are looking into ways to improve efficiency, productivity, and quality. The question is how to make employees work more productively? This is a question of utmost importance to any manager. The answer to this question is very complex and critical. I will address this question by using various journals, research paper and books. There are several theories which manager may employ in order to motivate the employee. This paper will discuss about various types of motivation theories. It further examines which motivation theory should be applied by a manager in a particular situation in order to motivate employees. It will explain how it is dependent on the size of the organization, environment in which the organization is placed and the economic condition of the nation in which organization is. Motivation Motivation can be divided into two types: intrinsic and extrinsic (Guzzo, 1979). Intrinsic motivation is the motivation to work on......

Words: 2094 - Pages: 9

Organization and Behaviour

...ORGANIZATION & BEHAVIOUR TESCO Organization & Behaviour TESCO Organization & Behaviour Task 1 1.1 Compare and contrast three different organizational structures and cultures. The organizational culture Culture is the way we think, feel and act in a society. Companies act not only according to their identity but also their culture and internal structure. That is, as a person, the "personality" of the company (Way of being and behaving) depends on the interaction between their structures and identity culture. Organizational culture is the way of thinking, feeling and doing shared members of the company. Culture is a good or intangible capital, consisting of shared values, which, to the extent that generates motivation, collaboration and commitment, will have a greater value for the company. It is a system of assumptions and shared meanings, such as identity, distinguishes the organization from any another. Culture not formally indicates how to do things in the company and what is their importance (Wilson, 1989, P. 303-319). It is a social construction based on customs, learning, experiences and traditions. This culture may or may not further the objectives of the company. Culture becomes visible and / or strengthened through different aspects, such as: Identification The degree of commitment of staff to the company as a whole, and not just with your type of work or specific field performance. Group organization The extent...

Words: 3852 - Pages: 16

Value and Personality in Organization Behaviour

...Introduction Organizational behaviour is a field of study that analyzing the impact that individuals, groups, and structure have on behaviour within organizations, for the purpose of applying knowledge to improve an organization’s effectiveness (Robbins & Judge, 2013). According to the early research, to improve the effectiveness of the organization, stuffing may be one of the concern, and this leads to the discussion of organization member behaviour (Rue & Byars, 2009). As recent research pointed out that organization member behaviour can be affect by many factors, yet values have long been considered important to explain action in and around organization (Schwartz,1992; Potocan & Nedelko, 2011). In this essay mainly focus on how personal value as a vital diver of working and behaviour. Different person may have different value that leads different thought, attitude and behaviour, whereas understand how value drive a personal behaviour is not only important for a manager but affect the organizational behaviour as well (Collins & Porras, 2002). Therefore, the discussion will emphasize how personal values adjust into a group or an organization; and how personal values influence the organization behaviour. Besides, the discussion will go through the influence of personality to give further discussion on how an individual fit into an organization. The Hofstede’s Cultural Framework and The Big Five Personality Model will be used to explain how value and......

Words: 2833 - Pages: 12

Explain Analytically, How Motivation Theories Could Help Managers Elicit ‘Discretionary Effort’ from Employees. Illustrate Your Answer with Suitable Examples of Hr Practices.

...Explain analytically, how motivation theories could help managers elicit ‘discretionary effort’ from employees. Illustrate your answer with suitable examples of HR practices. One of the most interesting fields of study in human resource management is that of motivation. Researchers have always tried to determine what motivates people's actions and, as a result, different motivation theories have emerged. But before these theories are examined, it should be made clear what motivation means. Lots of academics, including Beardwell and Clayton(2007), define motivation as willingness to exert effort for the realization of specific goals. When a person is motivated, his behaviour is based upon his or her individual needs. Many different factors affect human behaviour, so motivation could be described as a psychological process between the individual and the environment. According to Steers(1996), motivation is extremely important for understanding organizational behaviour. Herzberg also notes that specific attention should be turned to motivation, as it plays an essential part in work organizations. However, human behaviour varies from person to person, which means that people are often motivated by completely different factors. This variation in motivational variables means that it is difficult for managers to predict exact human behaviour or to manipulate employee's psychological willingness. That is the reason why there is no one best motivation theory or framework that......

Words: 2521 - Pages: 11

“with the Use of Motivation Theory, Discuss How Caribbean Managers Can Enhance Motivation of Their Employees. Provide Relevant Examples to Illustrate Your Answer.”

...This essay uses motivation theory to explain how Caribbean managers can enhance motivation of their employees. Motivation has three levels of analysis; the individual, group and organization. It’s not only the managers or the organization’s responsibility to motivate their employees, they themselves should be intrinsically motivated to perform well on the job; but one key aspect of being a manager, is being able to accomplish tasks and subsequently the organization’s goals through the efforts of other people. It is generally accepted and proven that motivation is essential in organization but what exactly is motivation? Motivation, specifically in relation to organizational goals, is“the processes that account for an individual’s intensity, direction and persistence of effort toward attaining a goal”(Robbins and Judge: 204).To expound on this definition, it is a series of actions that causes an individual to persistently channel their efforts, with great devotion, in a direction that benefits the organization. For example, a motivated salesman will direct his efforts into meeting or surpassing his sales quota for the week or month, which in turn benefits the company. To understand motivational issues in a culturally diverse workforce, managers need to pay attention to both their people’s cultural values and the fundamental attitudes toward work (Hitt, Black and Porter 2012). Vega-Rosada (2006) and Punnett (2001, 2006) in their respective studies suggest that the colonial......

Words: 1465 - Pages: 6

How Can Managers Turn Cultural Diversity to Their Advantage?

...misunderstanding among people working in the same organization due to their different values, beliefs, backgrounds, etc. To avoid cultural misunderstanding and turn cultural diversity to advantage, in this workshop we will provides a general definition for “culture” as well as for “diversity”, discusses the benefits of diversity in the workplace, the challenges of managing a diverse workplace, and presents effective strategies for managing diverse workforces. Definition of culture According to Kroeber und Kluckhohn (1952, p. 357) “Culture consists of patterns, explicit and implicit, of and for behaviour acquired and transmitted by symbols, constituting the distinctive achievement of human groups,.., the essential core of culture consists of tradition, ideas and their attached values, culture systems may considered as products of actions and also as conditioning elements of future action” Furthermore, managers often see culture as “the collective programming of the mind which distinguish the members of one human group from another… the interactive aggregate of common characteristics that influence a human group’s response to its environment” (Adler, 2002, p. 17) Cultural orientation As Adler mentioned cultural orientation of a society reflects the complex interaction of values, attitudes, and behaviours displayed by its members. Figure 1-1 Influence of Culture on......

Words: 2704 - Pages: 11

Organization Behaviour

...Use the Expectancy theory to explain why the student’s motivation decline to such an extent that they destroyed the bottles of chili sauce. What is Expectancy Theory of Motivation? “Expectancy theory is a motivation based on the idea that work efforts is directed toward behaviors that people believe will lead to desired outcome” (McShane, page 132). Expectancy (Effort to Performance), Instrumentality (Performance to outcome) and Valence (reward/ outcome) are three key elements in expectancy theory, work together and range of probability is between 0 to 1 and -1 to +1(valance) and if any of the element is missing motivation become zero. Factor influence of students “Motivation Declined” Expectancy theory relay on external and internal behavior toward motivation. Working at the Chili Sauce Plant Bill, John and Robert faced new challenges and did not receive any recognition and motivation for their work. From very first day working with neuroticism, self efficacy George, student’s efforts lead to poor job performance and they ready to quit but their goal and physiological need insist to stay, face the strong working situational challenges. Lunenburg (2011) assert that “leader should try to increase the belief that employees are capable of performing the job successfully”. Rahim’s as a manager focus directive behaviour, avoidance policies, individualism values among co-worker discourage student to trust on him and to that bring issues which affecting their......

Words: 616 - Pages: 3

Organization Behaviour

...multidisciplinary field of stduy that investigate show indidividuals behave within formal organizations. OB AS AN INTERDISCIPLINARY FIELD (Campo) * Psychology: individuals, motivation, personality, attitudes, learning, goals, expectation, perceptions, cognition. * Sociology: groups, status, hierarchy, influence, trust, reciprocity, social identity, social networks. * Economics: perfromance, efficency, effectiveness, incentives, monitoring, coordination. * Political science: power, governance, negotation, politics. INDIVIDUAL BEHAVIOR Managers achieve results by working with and through others. The abilitiy to undestand, predicit and control individual behaviour in the absence of direct monitoring is one of the most important- but also difficult managerial skill to master. FORMAL ORGANIZATIONS A formal organization is a social system with specific goals and usually consisting of several interrelated groups of subunits. Formal organizations are governed by clearly stated and enforced norms that typically survive the churning (mescolare) of organizational members. PURPOSE OF ORGANIZATIONAL BEHAVIOR The purpose of organizational behaviour is to inform the optimal design(progettare) of the organizational strcture and processes to promote improvement in the satisfaction and productivity of oganizational members while increasing the efficency and effectiveness of the organization as a whole ( nel suo complesso). SATISFACTION AND PRODUCTIVITY ......

Words: 9829 - Pages: 40

Motivation Theory

...PERFORMER “Why is employee’s motivation important?” it is because in today’s economy recession, it is more important than ever to have better motivated employees. A motivated employee is a productive employee. A productive employee is a more profitable employee. When people are not motivated, they become less productive, less creative and which could make the company loss their assets. When an employee works hard and believes there will be some kind of reward and does not receive one, the employee can easily stop the motivation of wanting to perform their duty. In order to enhance the connection between performance and outcomes, managers should use systems that tie rewards very closely to performance. Employees who are working hard every day want to feel needed and appreciated. Leaders or managers need to make sure the employees get what they deserve so that they would not feel useless and might make them less motivated to work. Motivating employees requires creativity and an understanding of the areas where employee performance exceeds organization's expectations. Motivation also may come for bringing improvement before become major problems. In order to improve the connection between effort and performance, managers should get a training to improve employee capabilities and help employees believe that added effort will in fact lead to better performance. 2.1THE EXPECTANCY THEORY Figure 2.0 Victor H. Vroom proposed the Expectancy Theory in 1964. Victor H. Vroom......

Words: 6073 - Pages: 25

How Can Organizations Minimize Counterproductive Work and Deviant Behaviour

...Journal of Organizational Behavior J. Organiz. Behav. 30, 525–542 (2009) Published online 5 October 2008 in Wiley InterScience (www.interscience.wiley.com) DOI: 10.1002/job.563 Getting even with one’s supervisor and one’s organization: relationships among types of injustice, desires for revenge, and counterproductive work behaviors DAVID A. JONES* University of Vermont, Burlington, Vermont, U.S.A. Summary I tested hypotheses derived from the agent–system model of justice specifying that, among the different types of justice, interpersonal and informational justice explain the most unique variance in counterproductive work behavior (CWB) directed toward one’s supervisor, and procedural justice explains the most unique variance in CWB directed toward one’s organization. I also tested whether individuals’ desires for revenge against one’s supervisor and one’s organization mediate certain justice–CWB relationships. Results (N ¼ 424) provided considerable support for the study hypotheses, showing that employees tend to direct their CWB toward the source of perceived mistreatment, and that desires for revenge explain part, but not all, of the relationships between some types of injustice and CWB. Implications for theory, research, and practice are discussed. Copyright # 2008 John Wiley & Sons, Ltd. Introduction It has been estimated that up to 75 per cent of employees engage in behaviors such as theft, sabotage, unexcused absenteeism, and vandalism (Harper, 1990;......

Words: 10089 - Pages: 41

How Managers Can Use Motivation Theories

...Motivational theories attempt to explain what motivates people to behave the way they do. Motivational theories can be applied to workplace settings to shed light into why some employees work harder or are more committed than others, which can lead managers to understand how to motivate each employee to perform at peak levels. Understanding how to apply motivational theories in the workplace can take your leadership skills to the next level. Ads by Google Business Plan Example Download Business Plan Template Fill the Blanks & Get the Job Done!biztree.com Step 1 Use traditional and innovative compensation strategies to leverage the expectancy theory. The expectancy theory puts forth the premise that for each specific task, employees will put forth an amount of effort commensurate with their perceived value of the compensation they will receive. Employees who resist taking on new job duties, claiming “I'm not being paid for this,” serve as an ideal example of the expectancy theory at work. Step 2 Tie compensation incentives directly into specific performance objectives to push your employees to excel. Give out generous bonuses to top performers, and use intangible rewards in additional to monetary compensation to reach employees on a deeper level, soliciting a deeper level of commitment to company goals. Related Reading: How to Make a Motivational Workplace Step 3 Institute employee development programs, employee recognition programs......

Words: 445 - Pages: 2

Organization Theory Behaviour

...or Excel spreadsheet and head four columns with these four categories. Once you have done this you can begin to list things under each heading; giving you an honest in-depth analysis of your business. By undertaking a SWOT analysis a business will be able to prepare much better short and long term plans. It will also allow them to identify gaps between their actual and desired performance and aid them in closing these gaps. It is however important that you are completely honest when it comes to the negative parts of your examination for the SWOT to be an effective tool. Let us have a look at the various elements that make up SWOT analysis in more detail. Strengths These are the things that your business does well. It may be that the marketing of your organisation is better than your competitors' or your product is more advanced. Whatever these attributes are, list them down under this heading. Weaknesses. This is an area where you will need to be very truthful withy yourself. Here you need to list down things about your organisation where the performance is weak. For instance, your business may not be very good at dealing with customer complaints and as a result your retention of long term customers or repeat orders may have suffered. Opportunities These are environmental factors that can be exploited. For example it may be that your current product or service can be enhanced by the introduction of some new technology that has been developed. Another example......

Words: 3132 - Pages: 13

How Managers Actions Influence the Corporate Culture and Current Employees of the Organization?

...What do managers do? How do their actions influence the corporate culture and current employees of the organization? Most managers would probably claim to be able to exercise leadership in some form or another. A manager can be regarded as someone who, by definition, is assigned a position of leadership in the enterprise. What do managers do will influence the corporate culture and current employees of the organizations? The basic thing that manager should do is planning. Planning involves selecting objectives, and the strategies, policies, programs and procedures for achieving the objectives either for the organization as a whole or for a part of it. For example, manager should planning before, while and after to make a contract with other organization. Effective planning will affect the profit and loss of the organization with successful profit will prevent conflict in corporate culture and motivate current employees. It is also important a manager to organize the organization. Organizing involves the establishment of a structure of tasks which need to be performed to achieve the goals of the organization, grouping these tasks into jobs for an individual, creating groups of jobs within sections and departments, delegating authority to carry out the jobs, and providing systems of information and communication, and for the co-ordination of activities within the organization. Other thing that important for manager to do is commanding...

Words: 283 - Pages: 2

Explain How Managers Can Use Motivation Theories to Influence the Behaviour of People in Organizations.

...Explain How Managers Can Use Motivation Theories to Influence the Behaviour of People in Organizations. In: Business and Management Explain How Managers Can Use Motivation Theories to Influence the Behaviour of People in Organizations. [pic] ===================================================================================== [pic] [pic] [pic] [pic] [pic] [pic] [pic] [pic][pic] [pic] Explain how managers can use motivation theories to influence the behaviour of people in organizations. [pic] Table of Content Page Introduction 4 The meaning of motivation 6 Theories of motivation The Need or Content Theories of motivation Abraham Harold Maslow’s Hierarchy of Needs 8 Douglas Mc Gregor’s Theory X and Theory Y 12 Frederick Herzberg’s Motivator Hygiene Theory 15 David McClelland’s Acquired-Needs Theory 17 The Process or Cognitive Theories of Motivation Victor H. Vroom’s Expectancy Theory (The VIE Theory) 20 The Reinforcement Theory 23 Conclusion 26 Bibliography 28 Introduction Understanding people’s perceptions, attitudes, motivations and behaviours is extremely important for achieving both managerial and organisational effectiveness. To get the very best out of people in work settings, managers constantly need knowledge about the behaviour of individuals and groups in organisations; they also need to be aware of the organisational and environmental variables that can potentially......

Words: 292 - Pages: 2

Die Industrielle-Revolutions-Show Twenty-Five Little Pre-pubers Without a Snoot-ful | Turkish subtitles Mary Shelley (2017) | Koncerty