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1. Briefly explain any 2 motivational theories that you know and how
effective these theories in developing employees in organization.
QUESTION 1
Motivation is a six phased process beginning from the inner state of need
deficiency and ending with need fulfillment.
Motivation is the result of processes, internal or external to the individual, that
arouse enthusiasm and persistence to pursue a certain course of action.
NEED AND IMPORTANCE OF MOTIVATIONThe need for motivation in an organization may be summed up as follows-
6. Principle of guidance- The job of the management is to guide his subordinates towards the attainment of goals. The managers should give
suggestions instead of orders.
Infact the management must create a feeling of belonging, team spirit and group
cohesiveness among them by following the above principles.
THEORIES OF MOTIVATION
1-CONTENT THEORIESContent theories offer insight into the needs of people in organizations and help
managers understand how needs can be satisfied in the workplace.
Maslows hierarchy of needs theoryOne of the most widely mentioned theories of motivation is the hierarchy of
needs theory put forth by psychologist Abraham Maslow. Maslow saw human
needs in the form of a hierarchy, ascending from the lowest to the highest, and
he concluded that when one set of needs is satisfied, this kind of need ceases to
be a motivator.
Physiological needs- These are the basic needs for sustaining human life itself,
such as food, water, warmth, shelter and sleep. Maslow took the position that
until these needs are satisfied to the degree necessary to maintain life, other
needs will not motivate people.
Security, or safety needs- These are the needs to be free of physical danger
and of the fear of losing a job, property, food or shelter.
Affiliation, or acceptance needs- Since people are social beings, they need to
belong, to be accepted by others.
Esteem needs- According to Maslow, once people begin to satisfy their need to
belong, they tend to want to be held in esteem both by themselves and by others.
This kind of need produces such satisfactions as power, prestige, status and selfconfidence.
Need for self-actualization- Maslow regards this as the highest need in his
hierarchy. It is the desire to become what one is capable of becoming- to
maximize ones potential and to accomplish something.
Herzberg stated that when people talked about feeling good or satisfied they
mentioned features intrinsic to the job and when people talked about feeling
dissatisfied with the job they talked about factors extrinsic to the job.
Hygiene (Maintenance)
Motivators
Achievement
Recognition
Work Conditions
Work Itself
Salary
Responsibility
Advancement
Personal Life
Growth
Hygiene factors ( maintainance factors)Hygiene factors are to viewed as preventive measures that remove sources of
dissatisfaction from the environment. Maintaining a hygienic work environment
will not improve motivation. Hygiene factors produce no growth in workers output,
but they prevent loss in performance caused by work restriction.
MotivatorsMotivators are associated with positive feelings of employees about the job. They
are related to the content of the job. Motivators are necessary to keep the job
satisfaction and job performance high.
ContributionHerzbergs two factor theory has made a significant contribution toward
improving managers basic understanding of human behaviour. He advanced a
theory that was simple to grasp, and significantly offered specific action
recommendation for managers to improve employee motivation levels. He drew
the attention of managers to the importance of job content factors in work
motivation which had been neglected previously.
The Porter and Lawler motivation modelPorter and Lawler model has made significant contribution to better
understanding of work motivation and the relationship between performance and
satisfaction. Motivation, performance and satisfaction are separate variables and
have complex relationship. Both promoted the thesis that performance causes
satisfaction.
Porter and Lawler point out that effort (force and motivation) does not lead
directly to performance. It is mediated by abilities, traits and by role perceptions.
Thus, Porter and Lawler model suggests a change from earlier thinking- that
performance leads to satisfaction.
Porter and Lawler also recommend that organisations critically re-evaluate their
current reward policies. They stress that management should make a concerted
effort to measure how closely levels of satisfaction are related to levels of
performance.
QUESTION 2
Why do we need the changes in organization? What are the best ways
to implement effective organization change?
Whatever the mission, our business or organization comprises people with
distinctive qualities:
diverse backgrounds, personalities, motivations, talents and aspirations
These are qualities that, when complemented, aligned and directed, you and
your company/organization succeed.
Individuals must be brought into alignment and agreement for the organization to
succeed. Mere employees work to complete individual tasks. But members of a
body embracing a common purpose, a clear vision and responsibility for
achieving the vision can be transformed into leaders - leaders who excel in life.
For success to happen, we must cooperate and work ethically with core values
and purpose. This happens
when we are challenged to create the most profitable and just organization,
an empowered culture, a stronger community
fully realized the expected benefits in the past are tied to mismanaging the
human side of change.
Now, consider the cost of these failed changes. How much time and money was
spent on initiatives that were not fully implemented? What was the impact to the
organization of these changes not being implemented? Your organization cannot
risk the additional cost and missed benefits of poorly managing the human side
of change.
Building the competency to manage change effectively, throughout the
organization, can be viewed as a cost avoidance measure aimed at minimizizing
the impacts associated with failed changes.
critical to project outcomes and the organization's ability to meet its objectives.
very top all the way down to front line supervisors and employees. Change
management competency shows up across the entire organization, and must be
managed both from the organizational and the personal perspective.
Summary
In organizations across the globe, there is in an increased need to truly build the
competency to manage change. Building the competency sets your organization
apart and improves the execution of each new project being implemented. It
allows you to minimize the substantial negative consequences of mismanaging
change and better position yourself to be successful on future initiatives. Building
the competency to change is not easy - it requires design, project management,
change management and commitment from the organization - but it will be critical
for success in coming years.
QUESTION 3
In todays economic situation you may find it harder to meet your goals and
challenges. There is stress both out and inside our workplace; employers,
managers and workers all add up stress and reduce productivity while
decreasing physical and emotional health, so it is important to put stress under
control, and find ways to reduce the one caused by work it self.
For everyone everywhere the troubled economy feels like an unstoppable crisis,
a series of Layoffs" and "budget cuts" have become workers headache, and as
result the increased fear and anxiety is producing more and more stress. The
ability to manage stress can make a difference, that can be a decisive factor
between success and failure. The better one is managing stress, will affect
positively your surroundings.
There are many ways to reduce both our overall stress levels and the stress you
find on the job and in the workplace.
Taking responsibility for improving your physical and emotional well-being.
Avoiding pitfalls by identifying knee jerk habits and negative attitudes that add
to the stress you experience at work.
Learning better communication skills to ease and improve your relationships
with management and coworkers.
Also there are many signs that warn people of excessive stress at work. When
people feel overwhelmed, they lose confidence and become irritable or
withdrawn, making them less productive and effective and their work less
rewarding.
If the warning signs of work stress go unattended or without notice, they can lead
to bigger problems. Beyond interfering with job performance and satisfaction a
chronic or intense stress can also lead to physical and emotional problems.
Signs and symptoms of excessive job and workplace stress:
Muscle tension
depressed
headaches
Stomach problems
work.
Social withdrawal
Problems sleeping
Fatigue,
Trouble concentrating
If you reduce job stress by taking care of yourself before it stars interfering with
your life, it would be perfect, but in most of the cases this doesnt happens,
normally it stars interfering with the persons job and ends up interfering with you
personal life. When this is the case, its time to take action.
As in Maslows hierarchy of needs, When your own needs are taken care of,
youre stronger and more resilient to stress. The better you feel, the better
equipped youll be to manage work stress without becoming overwhelmed.
As a manager one needs to be aware the work itself its a stress producing
activity, even if the person enjoy work when you see todays economy plus
factors, it becomes a common indicator on the population that stress is part of
life, and dealing with it is what is important for the person and the organizations
in witch they are..
A major option when dealing with stress at work is to promote the development of
emotional intelligence, by understanding this concepts:
Self-awareness The ability to recognize your emotions and their impact
while using gut feelings to guide your decisions. Self-management The
ability to control your emotions and behavior and adapt to changing
circumstances. Social awareness The ability to sense, understand, and
react to other's emotions and feel comfortable socially. Relationship
management The ability to inspire, influence, and connect to others and
manage conflict.
over again (a fresh start), But most people don't like to do this because they feel
like they are losing control again. They prefer to have some control rather than
no control; and being unemployed is immeasurably worse than being in a
stressed out job. The fear of the unknown will always be more stressful than the
apparent.
Not having a job is stressful in itself because of all the negative connotations that
go with being unemployed. You have no identity if you are not working. You can't
socialize with your co-workers because you have nothing in common. You have
no money to pay the mortgage.
Even if the job's environment has grown increasingly stressful, retaining a large
measure of self-control and self-confidence by understanding and practicing
emotional intelligence is important. Emotional intelligence is the ability to manage
and use your emotions in positive and constructive ways. It's about
communicating with others in ways that draw people to you, overcome
differences, repair wounded feelings, and it defuse tension and stress. The best
way to help your employs to overcome stress is to giving them tools they can use.