Organizational Behaviour And Employee Development Business Essay

Organizational Behaviour And Employee Development Business EssayCan passenger vehicles score employee indigence? Discuss with reference to the theoretical material outlined in the module. motif is the driving force in which serviceman being acquire their goals. Motivation is the power that strengthens behaviour, fall throughs the route to the behavior and it triggers the tendency to continue. Motivation is a course that is concerned with a kind of strength that boosts the consummateance and directs wholeness towards accomplishing some definite pose. Motivation is a force that helps case-by-case to make their passions. It is a strength that helps individual to stay focus and determined. Over the eld many authors keep back defined motivation save up bank date there is no single definition for motivation. According to Goddard et al (2006) it is an accumulation of diverse routes which put across and manipulates our activities to attaining some particular ambitions. Howev er, scorn different definition of motivation there atomic number 18 some greens concerns expressed such as the individuality phenomenon. Individual discount be ca usage differently due to their behavior, attitudes, goals and values. Employee behaviors can be change toward achieving get hold ofment in an brass section by applying a sort of motivation. Employee motivation is 1 of the policies that music directors use to increase the effectual trade focal point among the employees in the brass instrument. An employee who is rund is responsive of the goals and objectives that she or he essentialiness strike and she accordingly directs her efforts towards that direction.Motivation usually formulates an system more successfully because the provoked employees atomic number 18 constantly looking for the improved practices to do the race. It is therefore important for organization to comport employees motivation. One key factor in employee motivation is the opport virtuoso that the employees sine qua non to continue to develop and grow the hypothesise and c areer enhancing skills. According to Goddard et al (2006) genteelness is the planned intervention which is designed to enhance the determinants of an individuals billet performance. double-deckers are individuals that are responsible for heading organizations. Managers are in addition account adequate to(p) for overseeing of the several(a) departments inwardly an organization. In any organization, the management of employees should be the first anteriority of all managers. How employees break downs within the organization is highly dependent on the kin that they have with the management. Managers thus play a vital role in motivating employees. A cause employee bequeath be more rich and effective in his be given station than an employee with strained relations with the manager. Managers should obtain to maintain a positive relationship as such arable relationships enable managers to accomplish the organizational goals and objectives. Effective management allows managers to capitalize on the strengths of individuals employees. A manager can affect his employees to use their strengths to see a barter venture succeed. The success of a manager in further his employees to be productive translates to success in the organizational operations as the company is able to attain its set goals and objectives. Managers who have a stack for their organization can build employee motivation that will see an organization soar and become successful.According to McGregory (1960), the management should strive to organize the portion of productive enterprise which includes the finances, raw materials, imaginations and the people within the organization. It is only through the proper management of these elements of productive enterprise that a manager can effectively lead an organization towards r separatelying its economic ends. The people within an organization refer to employees. The management is responsible for the direction, motivation and control of the actions of its employeesi. The behavior of employees within an organization is reflective of the kind of leadership and management that persists within the organization. The active intervention of the management in the campaigning of employees within an organization reduces the risks of resistance among employees. According to McGregory (1960) employees un ward offableness to be persuaded, bribeed, directed, punished and controlled by the management.Managers need to undercoat the beau ideal approach to use so as to motivate employees to consort harder and efficiently within the organization. The hard approach of management involves the use of coercion, threats and extreme control to get functions of the organization operational. The hard approach to management of employees may bear result, but it breeds negativity such as demoralisation of employee, high employee frolic out and sabotage of organization objectives. Alternatively, employees can make to make out the soft approach of managing employees. The soft approach of management involves acceptable employee demands, and emphasizing on harmony. The soft approach may be the ideal strategy, though it can in addition lead to abdication of management and nonmaterial performance. Managers should thus strive to rise a firm but amusement park approach that adopts bits of the hard and the soft approach of management of employees.Managers can also motivate its employees by considering the diverse necessarily of employees as presented in Maslows surmisal of gracious motivation. Managers should ensure that employees are able to admit their physiological un quashably by accomplishmenting in the organization. The job translation that an individual assure should be satisfactory enough in terms of financial benefits. An employee would be propel to perform if his job enables him to meet his basic needs. O ther needs such as safety needs, love needs and esteem needs. The management can motivate employees by reviewing the esteem needs of employees. This can be d wholeness by giving recognition to employees for their efforts. Managers should also hold each of employees with equal importance so as to motivate each to work in their respective work stations. Employees must be able to work in organizations that allow self actualization. Employees need to have a comprehend of growth and increment as they work in their organizations. Managers can achieve this by engaging employees in strategies such as training and development programs. Employees will be prompt to work for institutions that give them a find oneself to grow.Managers must strive to see their employees ask over training and educational opportunities as they work in the organization. The cleverness of an employee to shift from one job description to another motivates them to remain productive and efficient. Managers should motivate employees to perform by creating career growth opportunities. Training program within the organization are indicators that a manager desires to retain its employees. It is also an indicator that the management desires to take its employees to greater trains of achievement. Managers should ensure that the organization embraces an elaborate training system from the time an employee is hired. How the organization orientate a new employee is critical on the success of the organization. An preference activity can drive or destroy employee relationships, which in turn affect their motivation and performance within the organization.Alderfer (1972) presents an alternative look of the human beings needs rather than the one provided by Maslow in his hierarchy of needs. Alderfers opening is known as the Existence, Relatedness and Growth (ERG) theory. The existence category as provided by Alderfer refers to the basic needs that human begins desire for so as to survive. These are ba sic needs such as food and shelter as provided in Maslows physiological and safety needs. Just like in Maslows an individual will be motivated to work for an organization that enable him to meet these needs. With this in mind manager should ensure that they adopt a manufacture system that guarantees reasonable payment to employees. The second category refers to needs associated, with advertdness and baron to form ain relationships. Managers should be able to raise an environment that fosters unity and a sense of belonging among employees. A sense of belonging leads to productivity and performance as employees considers themselves a unit. The employees, as a unit, strive to achieve the organizations goals as well as set targets. An employee will be motivated to operate in an environment with warmth rather than hostility and conflict. howl (1964) the expectancy theory looked at how individual perceived the attractiveness of reward and how to achieve it. Individuals work in an organization with the intention of benefiting in one way. The reward system covers the drive to acquire among employees within an organization. Managers should strive to establish an elaborate reward scheme that note high performers and low performance. Rewards in the form of commissions and compensation packages to high performing employees motivate the winners to keep up the exemplary work. Similarly, those identified as average or low performers will strive to work harder. Subsequently, the organization ends up with a highly motivated team that strives to achieve the overall goals of the organization. Rewards for performance motivate employees to achieve the target that managers set for the organization. It is the incentives that the managers offer to the employees that determines their levels of motivation to see the company achieve its targets. somewhat individual may also think that the target is unattainable therefore affecting their expectations of meeting the set targetIt is the responsibility of managers to ensure that they create a healthy relationship with the employees. Employees must be able to function where they can demonstrate their potential without barriers. Creating an environment where employees work at their level opera hat means that there is minimal conflict. Conflict interferes with the work environment managers should thus strive to ensure that all employees understand the need to avoid all forms of conflict and focus on working in unison. Employees must function in a scenario where they trust each other where employees are comfortable working with each other. It is the presence of such environments that employees receive motivated to work and become fully committed to the responsibilities assigned to them.The manager plays a vital role in ensuring that employees have healthy relations at the workplace. The manger must take the role of the team leaders. As a team leader, he should strive to understand and know his employees well. It through understanding their employees well that the manager will understand the interests and specialization of each employees. He will then assign delegate and responsibilities based on the employees specialization. A motivated employee is one who is given an opportunity to demonstrate his potential, managers can embolden this by allowing employees to select task and responsibilities they believe they can perform best.Managers should also motivate their employees by being good role models. Manager should win team work and working towards one goal. He should also avoid negative subjectivism as well as partialities that strain relationships in the workplace. Acts of favoritism of some employees over others should be avoided. Managers should also strive to compliment employees when they perform exceptionally. Similarly, he should correct them when they fail to perform as expected.The model job characteristics which consist of five core belongings help to describes motivation in the context of job satisfaction. ( Hackman and Oldhams 1975). The five core dimensions that can be associated with job satisfaction levels of employees within an organization. The skill variety the extent to which an employee is required to utilise multiple or different level of skills. The core dimension is task identity this is where an individual is identifiable in completing a share of work from start to finish. The third core dimension is task importation whether an individual job affect other people work which relate to the importance of the work. The fourth core dimension is autonomy the freedom or discretion for people to perform and organized work. The fifth core dimension the task feedback this is the feedback that employee receive after completion of task. It could also be feedback receive on job performance.The element of bonding within an organization determines the ability of employees to work together and achieve set goals. The sense of belonging that employees achieve within an organization determines their level of motivation. Managers can strive to enhance the motivation levels of employees by formulating an organization culture that promotes positive aspects of work such as team work, collaboration and fellowship. Managers should strive to foster mutual reliance and friendship among employees. Employees must be able to recognize each other as not only co-workers, but also friends who they can entrust with their personal stories. The ability of implementing a strong culture that emphasizes on oneness encourages best practices within the organization.The third drive is the drive to comprehend events and situations that occur around human beings. It is by understanding different aspects of events that individuals are able to establish reasonable actions and responses. In the workplace, the drive to comprehend means that employees must be capable of making viable contributions. Manager should be able to create job descriptions that pose a challenge to the employees. Challenging job descriptions give employees an opportunity to learn and grow. It also eliminates the risk of monotony which discourages employees as they feel trapped and without any prospects of growthii. Managers should also strive to give employees job designs that are distinct and give important roles for employees within the organization. The job designs must be meaningful so that employees get a sense of adjudicate within the organization. Employees must be able to see that there are integral parts of the organization due to the specific role they are undertaking within the organization.Creating a feeling of security and confidence Manager should ensure that they participate in luculent performance management and resource allocation process. Employees who are certain of their job security regardless of business actions such as mergers and acquisitions are motivated to perform rather than employees that are unsure of their future within the organi zation. Managers should ensure that they engage in mediocre organizational process. If the management intends to engage in a retrenchment cause for instance, they should strive to ensure all employees comprehend the need of the restricting model and the effects of the processiii. Manager should also be just and transparent in processes such as rewarding and recognizing employees for their efforts within the organization.According to Gitman, McDaniel, (2008) managers who desire to motivate their employees to perform exemplary must be able to maintain talent among employees. A manager can detect positive traits among a few employees. Instead of picking out the exemplary employees from the rest, an ideal manager will formulate a strategy to capitalize on these peculiar traits. The manager must determine an effective strategy to capture a talent and turn it into performance. In any organization, it is impossible to find employees that function the same way. Employees exhibit diffe rent skills and talents that a manager must be able to tap and use to realize the company success. A manager that focuses on employee strength is able to lead the employee to success. The manager is also able to encourage employees to embrace the spirit of team work that they can trust on so as to achieve organizational objectives.ConclusionEmployees are valuable assets of any institution it is the responsibility of management, to ensure that he employees have the morale to work and see the organization soar to success. Managers should take a hand-on approach in their management efforts. Employees need to see their managers putting as much effort in seeing the company succeeds. Manager should be the role models of their employees by guiding them through hardships of employment. Managers can also select the ideal approach to handle the employees. The hard approach may bulge too dictatorial, whereas the soft approach may lead to lack of sincerity on the part of the employees. A mid dle stand enables the managers to be strict, but helpful to employees to achieve their greatest potential. Managers should also consider having a training and development strategy to assist its employees grow. Employees will be motivated to work for an employer who takes the time to see their employees grow and develop in their career paths. Managers must also adopt reasonable pay and compensation packages that will motivate employees to perform. The pay and compensation package must be one that enables employees to meet their basic needs and also secure their future.ReferenceAlderfer, C. (1972). Existence, relatedness and growth human needs in organizational settings. capital of the United Kingdom New York free press.Bratton (2007) option from motivation at work, in work and organizational behavior, pp257-269, 272-273 and 487-519. 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