HOW MOTIVATION AFFECTS THE BEHAVIOUR OF EMPLOYEES IN THE ORGANIZATION
INTRODUCTION
Motivation in the field of business is the process of stimulating employees and the people in a specific location and location to make certain goals realities. It comes with the attached intentions and benefits initiated by the leaders in an organization. This is one of the approved means of promoting and appreciating the employees in an organization, when the motive, needs, and desire of employees are addressed, their behavior in the workplace will be immensely affected positively. The psychological factors and other related theories support the positive relationship between the motivation and behavior of employees in an organization. The motives can take different forms, either materials or promotion or vocations. And from whichever way it takes, there must be a change in behavior. Therefore this paper will explore how motivation affects the behavior of employees in an organization.
As this will be done, a consultation of the most cited motivational theories i.e., McClelland’s three needs theory and Maslow’s hierarchy of needs McGregor’s theories X and Y Herzberg’s will guide the discussion to reach a conclusive idea. McGregor, through his theory X, talks of human motivation and that people must be coerced, controlled, and directed towards institutional and organizational goals. This is because people do not like work. And on the other hand, Maslow’s hierarchy of needs that addresses the aspects that drive the individual to act into terms and the goals of the organizations.
Aim and objectives
Motivation is a factor that must be treated with the utmost concern in the field of business; this is where the productivity of the employees is confirmed. Therefore, the main aim and the objective of this report and is to find out how motivation affects the behavior of employees in the organization.
Justification
There has been upcoming and constantly growing misconduct in various business organizations; this has been seen to hindering the performance and productivity of the associated organization. Therefore I preferred this topic to help to come with this problem can be done.
Literature review
In a world of business dynamism and progress, there are various literature and researches done by other scholars to support motivation in the sectors of business. Motivation can be inform of the creation of a conducive environment; this will stimulate the reaction and hence boost the performance of the employees. Motivation, when attached to the organizational strategy, sum up to individual motivation that results in a resulted and required performance that targets the individual employee. (Smith and Rupp, 2003). The attachment between motivation and the level of performance has drawn clear and solid; that is, of for an organization to perform and prosper, there must be a certain level of motivation, either individual motivation of group motivation. The historical and the track record of the different organization has shown that, improvement of human resources and capability through appreciation in the form of financial inducements, modification of organizational behavior and the modification of the regulations that govern that the whole institution has been seen to improve and increases the productivity and behavior of employees. (Luthans, 1999). These later results in a resultant improvement and increment of the sales and human resources in the organization. The motivation of the employees in an organization is attached to the good relationship between them and their employers; this is contributed by the fact that there is an improved and proper be behavior and freedom in the company, the more employees are motivated, the more they reveal and tries to be of standard and good manners in the organization. (Orpen 1997). The same concept and the ideas of the Orpen are supported by a study conducted by Selto in the year 2001, employees, when provided with proper and positive motivation, the outcome in terms of behavior, is credible and impressive. This is also confirmed by theory X that proves that for the perfect response, people must be controlled and forced in a friendly manner to accept change and improve their practice. A proper literature review on this matter of motivation reveals the relevance and legitimacy of Maslow’s Hierarchy of needs as a theory that confirms that people, including employees, are motivated by unmet needs that are in hierarchical orders; this involves some motivational factors that are on the lower side. Herzberg also confirms that dissatisfaction and satisfaction are on the different range and, therefore, not the opposite of one another; he then confirms again that motivational factors are results in achievement and hence improved behavior. Monetary rewards and appreciation can be a functional determinant of employee motivation, which later connected to a high level of performance. (Aguinis et al., 2013) In the organization and business institutions, there are key career designs that been subjected to research to prove their relationship as far as the motivation of employees is concerned; this concluded that an active administrative learning framework is essential for the motivation of the employees. (Rastogi,2006). The motivation of the employees is connected to the communication in the organization, verbal and written forms of communications are proven to boost and determine how the employees will behave towards a specific reaction. Their connection is seen to more than essential in promoting and initiating behavioral change in an organization. When the employer targets the mind, spirit, and the needs of their employees, there can be an improved and well-balanced state of behaviors in the workplace, and this will boost the performance of the organizing institutions. (Duchon, 2000). Every human being is molded, and programmed ways that, what targets and in sprits, and that communicates perfectly to the inners being relates well and receives less resistance. As supported by Decoene, an illustrated model of communication shows a good relationship with motivation in the fields of career development and general behavior change. Human behavior is subjected to change and the condition of the prevailing environment, a pleasant environment means a lot, and therefore, employers are, and the management has motivational responsibility in the company, and people should be given a chance to improve. (Vouri, 2012)
As summarized by Cuesta et al., 2012, some motivations do not involve direct monetary transactions of the cash bale to employers. Still, small and simple activities such as job rotation, job promotion, and job transfer are some of the motivational act that always will keep good behavior close and enhance the good relationship in the area and work environment. This is attached to the reason that all employees know that job rotation and job transfer give them the opportunity to learn new skills and in the line of their line duty. To avoid tedious and dullness in the works places that brings a lot of unreasonable behavior, there must be a prior recognition of this fact.
Lessons learned and gaps in my understanding.
After doing my research and examining what other researchers have done on the topic of motivation, and behavior of employees. I have come to learn and realize some of the facts that govern and fuels the wheel of business and the success of the different organizations. First, I can learn that there are various dimensions of motivation in the organization that requires and targets and different levels of attention—ranging from monetary job transfers. All management and all who are able and responsible should have all these at their fingertips. Secondly, I am able to learn that not all motivation will move and inspire employees, a human will always possess different understating, and therefore for good behavior, a good and a preferable dimension of motivation should be looked and checked keenly to evaluate what is required before its application.
Some sense and upgraded level of understanding I am able to learn from the theory X of McGregor, which states that people in one point in life in their line of professionalism needs to be forced and coerced for improvement in behavior change, not all need to be implored to act accordingly in the workplace and outside the workplaces. Communication is the key to all good things, and strategies in a business set up; to my realization, motivations when combined with excellent communication skills and criteria can change the whole concept of behavior in an organization, which later results in the realization of the good performance level.
On the other hand, this concept of motivation been able to put bring into the light the gap that exists between my understanding and what is universal and applicable in an organizational setup. Utilization of the above-learned facts and lessons in my career development will always result in a credible improvement in my academic life. This will be applied in the life of constants improvement and a greater desire and to learn more in a conducive environment. A grater understating that will of various dimensions of motivation will help in addressing direct effort in a particular channel to meet the intended goal.
Conclusion
Motivation operates as accelerators, and as the fuel that moves the organization to enhance its performance. All employees are subjected to motivation, and it’s necessary that all should be motivated. Through the dimension of motivation, the behavior of employees is definite and promising for the betterment. The association between behavior and motivation has been confirmed by other researchers as that which is very crucial and urgent for the creation of a conducive environment for change and better response. This conclusion is based on the findings of the earlier scholars, mind, spirit and individual needs of the employees who remains the best target for the specific dimension of motivation. This is supported by the fact that human beings are creatures that work with their intellect and higher thinking capacity.
References
Malina, M.A. and Selto, F.H., 2001. Communicating and controlling strategy: An empirical study of the effectiveness of the balanced scorecard. Journal of management accounting research, 13(1), pp.47-90.
Orpen, C., 1997. The effects of formal mentoring on employee work motivation, organizational commitment and job performance. The Learning Organization.
Smith, A.D. and Rupp, W.T., 2003. An examination of emerging strategy and sales performance: motivation, chaotic change and organizational structure. Marketing Intelligence & Planning.
Luthans, F. and Stajkovic, A.D., 1999. Reinforce for performance: The need to go beyond pay and even rewards. Academy of Management Perspectives, 13(2), pp.49-57.
Garg, P. and Rastogi, R., 2006. New model of job design: motivating employees’ performance. Journal of management Development.