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Organisational Behavour

Organisational Behavour

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A1 maop.bus211.01 A1 maop.bus211.01 Document Transcript

  • Zaman University Motivation Theory and Motivation in the Workplace Individual Assessment I: Annotation Phanara Mao Instructor: Neil Walsh Organizational Behaviors - BUS 211 November 04th , 2013
  • Organizational Behavior - BUS 211 Section 1Take-home Annotation Assessment I Title: Employees Motivation in Organization Devadass, R. (2011). Employees Motivation in Organization. The International Conference on Sociality and Economic Development, 10, 1-5. The authors deliberate the motive effects on employees in the workplaces rely on three main evidential experiences as; job features, performances of each employee, and management procedures. Additionally, they claim that the managers should take a really care of work motivation and trying to prevent it as well for purpose of boosting productiveness and profitability. Also, the employees' behaviors point the motivation ability in form of being motivated or daunted by the managers or the leaders in organization. Specially, the authors discuss the potential methods to develop work motivation and distribute it according to four elements which there are; sources of data, inclusion and exclusion, demo and screening, and analyzing the information and the data collected. Although, the work motivation theories still a most-often-researched topic, which is discussed as a dynamic and complex process of human behaviors, but the academic researchers and authors continue to develop and find the most suitable alternatives for academic users in a well-timed fitness along the dynamic world of today human being. Finally, the authors conclude that all-inclusive manners of employees are motive views of the workers. Likewise, they added that motivation of employees in the workplaces also accustom to the promotion of the workers in order to improve their performances. Briefly, the employees are naturally initiated by incentive traits bases on degree of diversity and diversity of management in the workplaces. INDIVIDUAL ASSESSMENT I, ZAMAN UNIVERSITY 2013 1 | P A G E
  • Organizational Behavior - BUS 211 Section 1Take-home Annotation Assessment I Title: Motivating Employees Nickels, W. G., McHugh, J. M., & McHugh, S. M. (2008). Motivating Employees. Understanding Business (8th ed., pp. 258-286). Boston: McGraw-Hill Irwin. In this chapter, the authors emphasize many motivation theories and specify these theories clearly by giving the description of scientific management theory of Taylor, Hawthorne studies, understanding the Maslow’s motivation theory of needs, differentiate between theory X, theory Y, and theory Z of Douglas McGregor, clarify the theory of expectancy, goal- setting, equity and reinforcement, and how the manager apply these motivation theories to the workplaces. Strategically, the managers take action of motivation through creating organizational culture, promoting better performances, providing financial benefits, rewarding, creating better working environment, open communication, training, job enlargement, job rotation, and using effective questioning techniques. These potential techniques and theories are compulsory for leaders and managers who wish to inspire their subordinates or employees to work more effective, and productive for their prospective outcomes. Although, there are many different theorist and mangers propose different or similar theories and studies, but there is only one aim to provide encouragement to the employees for purpose of boosting productions or outcomes for prosperity and future growth of all workplaces. Interestingly, some traditional or classical theories are developed to be ongoing generation and efficient globally in dynamic world. Briefly, motivation is a powerful catalyst in all workplaces for inducing human capital movement in return of reaching organizational goal and objective with potential performance. INDIVIDUAL ASSESSMENT I, ZAMAN UNIVERSITY 2013 2 | P A G E
  • Organizational Behavior - BUS 211 Section 1Take-home Annotation Assessment I Title: Intrinsic and Extrinsic Motivations Ryan, R. M., & Deci, E. L. (n.d.). Contemporary Educational Psychology. Idealibrary. Retrieved October 29, 2013, from http://www.idealibrary.com The author try to clarify the classic theory of motivation, which include intrinsic motivation and extrinsic motivation. Intrinsic motivation is defined as a type of motivation existed people willing to work emotionally due to their enjoyable inspiration and their interest in order to take potential and productive activities. Meanwhile, extrinsic motivation is defined as a type of motivation existed when people are encouraged to work economically bases on future growth and outcome that can actually induce them to take intensive and productive activities. Strategically, motivation is an art of effective and efficient encouragement to other people to take intensive, and productive action in the workplaces economically. They also add that motivation is very vital for both educational and developmental practice, and it is the potential human desire for their satisfaction. Specifically, human need to be supported, related, delegated, and inspired in order to achieve higher productive tasks assigned. Although, motivation is a magic tool in the workplaces, but this sensational uniqueness doesn’t fit everybody for any situations in any workplaces because it has different kinds, different levels, and different amount of people to be motivated. The authors conclude by reviewing that the social and psychological needs of being motivated and energized is feeling included, autonomic, powered, competitive, and supported as one well. Furthermore, they add that the appropriate condition of society comfort intrinsic motivation and assist insources to settle better motivation extrinsically. INDIVIDUAL ASSESSMENT I, ZAMAN UNIVERSITY 2013 3 | P A G E
  • Organizational Behavior - BUS 211 Section 1Take-home Annotation Assessment I Title: The Future Work of Motivation Theory Steers, R. M., & Mowday, R. T. (2004). The Future of Work Motivation Theory. The Academy of Management Review, 29(4), 379-389. The authors point the differences of motivation theories bases on many psychologists' points of view and the potential roles of motivation theory in field of management by doing academic research accurately. They discuss about the complex theory, opportunities, and benefits of motivation theories that are essential to survive the organization in the workplaces. Additionally, they also claim that the most important people's inspiration to work intensively and economically is motivation including empowerment, job training, job enrichment, job enlargement, and pay-the-job incentive for the workers. However, this research is the main points of common motivation theories, it is changed alternatively bases on globalization and the dynamic world of human being, and development of technological innovations, it is likely opening a new window for academics researchers, managers, and the workers to be motivated and obtained a higher knowledge of management and inspiration for practicing in the workplaces. Furthermore, they also mention that sometimes self-set goal setting maybe insufficient for motivating people in the organization. Finally, the authors briefly conclude that motivation can be understood and implicated on workplaces by using life-span and adult development theories to facilitate of understandable motivation in organization. At the end, they add that effective effects on motivation could be identified by participation of workers in group works as a level influences individually. INDIVIDUAL ASSESSMENT I, ZAMAN UNIVERSITY 2013 4 | P A G E
  • Organizational Behavior - BUS 211 Section 1Take-home Annotation Assessment I Title: Employee’s Motivation Yudhvir, M., & Sunita, M. (2012). Employee's Motivation. Asian Journal of Multidimensional Research, 1(2), 2278-4853. The authors argue that motivation is the process of providing employees with motive as a catalyst to complete the tasks and achieving targets negatively or positively. They also take some concepts of famous psychologist and successful managers such as; Maslow, Vroom, Herzberg and Taylor, to be discussed concerning to motivation in form of job satisfaction to understand, analyze, and learn organizational behaviors and human behaviors in the workplaces. Additionally, they also claim the two types of motivation, which are intrinsic and extrinsic motivation in this research. Furthermore, motivation is a crucial tool, it is not only managers or human resource department for businesses, but it is for everyone to create a better work environment in every workplaces. On the other hand, motivation is not only financial benefit; it sometimes can be non-monetary incentive (training, flexible work hours, and so on), or monetary incentive (sharing profits, bonuses, and so on) or other options such as; competition, recognition, and promotion. Also, there are five different needs of human such as; psychological needs, safety needs, social needs, esteem needs, and self-actualization, Maslow agued. Theory X and Y of Mcgregor and Vroom ’theory also apply to similar principle of motivation theory. They brief that the most efficient components to motivate employee are related intrinsic motivation include; empowerment, growth, inclusion, objective, and trustworthy. Finally, they conclude that motivation is the important asset to boost the performance of employees and receiving better outcome in the workplaces effectively, and economically. INDIVIDUAL ASSESSMENT I, ZAMAN UNIVERSITY 2013 5 | P A G E