Work Motivation Organizational In Behavior -Myassignmnethelp.Com

Question: Discuss About The Work Motivation Organizational In Behavior? Answer: Introducation The study of Organizational Behaviour is extremely intriguing. The concept is actually concerned with the idea of individuals who work in teams. It can be said that they work together. The study helps to explain how a person is expected to behave in a suitable organisation. It is unlikely that two individuals will work in the same way even in an identical situation. Human behaviour can be successfully determined by several aspects. These factors are the value system, emotional intelligence, organisational culture, the environment of working, the design of job among others. An organisational culture which is appropriate is helpful in the modification of individual behaviour. There are different scopes of organisational behaviour which are the impact of personality on performance, the motivation of employees, leadership qualities and the creation of effective teams and groups. The organisations of the present world need to be growth oriented and this can be ensured with respect to the quantity of the product to be produced with zero error quality. The absenteeism of the employees and their low productivity needs to be mended at all costs. It is crucial that the employees operate in a congenial atmosphere and attain the desired goals. The people who work for any organisation are most important and need to be managed well. The organisations need to identify the needs of the individuals and take the necessary steps for the fulfilment of tasks in order to enable them to perform effectively. The connection between all the employees be it in high or low positions need to be understood and established. This is to be done on the basis of the complete understanding and faith based on the mutual amount of trust for proper communication. There are two different structures of organisations. In case of formal organisations there are a structured set of objectives for the organisation. It is also important to contribute towards the fulfilment of organisational objectives. The stakeholder interest, the proper way of communication, social groups and the government companies need to be considered at any cost. Management of technology is also a crucial occupation of any management and it is significant element of any unit. The selection, installation and procurement of any technology is important and these factors should not be compromised at any cost. The several systems and sub systems should support any sort of technology. The suitable management of the procedures of any job is also important for the high morale of the workforce. The person needs to be involved in the work and lead the people working under him by example. An effective organisational structure needs to be built so that the employees might understand that they are important and might enjoy a common cultural bond. At the time when employees are given their entitlements completely they are happy and can even prepare for better and higher positions. At the time of day to day operations, transparency needs to be maintained and suitable degree of value system. They should also display behavioural ethics in order to reap benefi cial results in the times to come. The management of external environment is also important in managing the employee behaviour in any organisation. There are several changes which occur in the external environment in case of any organisation. Therefore the managers need to maintain the balance between the internal and external environment of an organisation (Truss et al 2013). The managerial standards are a significant factor in the motivation or the de-motivation of employees according to suitable studies. The managerial standards should be maintained in connection to the job standards as mentioned in the survey. The background of employees should clearly be stated and should be available to the managers. In a similar way the managers history and background should be also made aware to the employees. The managerial standards can be a vital reason for the motivation or de-motivation of employees. The motivation in a persons job is an important factor apart from the normal monetary motivation. Motivation in a job can be financial, opportunity for involvement in the projects of the company and the chance of building a career leading to the management and direct involvement of tasks. In case there is ample motivation the employees can become more and more productive. However a lack of motivational factors might leave employees thinking of better options and chances of them leaving the organisation increases (Yozgat, Yurtkoru and Bilgino?lu 2013). Employee evaluations are also an important way in which the employee motivations can be assured. In case of the employee evaluations, proper input is given on the performance of the employees and thereby they also get an opportunity of pointing out or clarifying whatever they have learnt throughout their experience at work (Van De Voorde, Paauwe and Van Veldhoven 2012). There are several factors which affect the productivity of work. It is important to look into these factors as productivity of the employee is determinant of the success of any organisation. The factors such as the setting of goals, the resources, leadership and the correct attitude are essential for the proper amount of productivity at the workplace (Carter et al. 2013). The positive attitude of an employee is bound to lead to a greater amount of satisfaction with his or her job and any sort of negativity is bound to inhibit any sort of positivity. A persons attitude at the workplace is infectious and can both positively as well as negatively impact the workplace (Schreurs et al 2012). The setting of goals also impacts the workplace productivity. The criteria which positively impact the productivity of an organisation are specific, measurable action oriented, realistic and time bound goals. The regular productivity is bound to increase when the setting of goals is a regular part of the business proceedings of an particular company (Kitchin 2017). Insufficient resources have a chance of having an impact on the attitude of the employees as also their productivity. The performance goals should also be realistic and the employees should be given sufficient scope to understand and learn from their job in order to implement the practices in the future. The professional help that can be provided by the company should also be made available to the employees so that they can perform to the best of their ability (Mullins and Christy 2013). Leadership is another indispensable factor which impacts the overall performance of the employees of an organisation. The supervisors should provide proper guidance to the employees instead of blaming them for the mistakes which they might commit, or the promises which they might fail to keep and at the same time should not fail to ignore the productivity related problems. Too less supervision might adversely impact productivity (Park and Shaw 2013). The ego clashes at the workplace might make the office atmosphere unsuitable for work and hence it is advisable that two people who have opposing personalities should be made to work together after a certain level of understanding has been established. This can prevent problems at the workplace. The stress at the workplace is another severe issue. While several employees work under pressure, some employees cannot perform well. In case of such aggressive environments the employees should be given the required space (Jiang et al. 2012). Lack of clarity of roles and accountability of jobs might cause the employees to get confused regarding their job roles and their relationship with the members of their team might also get hampered. The lack of clarity might lead to situations where everyone gets blamed for something wrong and everyone wants to take credit for anything done right (Wong and Laschinger 2013). The lack of transparency is another crucial reason for there being confusion among the employees. The proper pairing of team partners often goes a long way in ensuring a proper amount of productivity of the company. Wrong team members might sometimes cause low productivity due to problems and confusion (Conway and Coyle?Shapiro 2012). Human behaviour is the most critical element of organisational performance and productivity. The desirable human behaviour is crucial for the success of the organisation. The individuals in managerial positions should understand the importance of individual needs and values, goals and expectations within an organisation (Wood et al 2016). The managers of an organisation should understand and motivate the employees so that their performance benefits the organisation as a whole (Pinder 2014). It is natural for employees of different cultures, societal norms, social backgrounds and customs to work together in an organisation. It then becomes the duties of the managers to make sure that no distinction is made on the basis of caste, creed or another other characteristic. The people should be provided an environment of work where they enjoy and have a zeal of coming to work. All the diversity should be set aside and the company needs to be managed efficiently. In such situations the compan y can attain productivity levels required and emerge a global dominant in their respective field. References: Carter, M.Z., Armenakis, A.A., Feild, H.S. and Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change.Journal of Organizational Behavior,34(7), pp.942-958. Conway, N. and Coyle?Shapiro, J.A.M., 2012. The reciprocal relationship between psychological contract fulfilment and employee performance and the moderating role of perceived organizational support and tenure.Journal of occupational and Organizational Psychology,85(2), pp.277-299. j Mullins, L. and Christy, G., 2013.Management Organisational Behaviour. Pearson Education. Jiang, K., Liu, D., McKay, P.F., Lee, T.W. and Mitchell, T.R., 2012. When and how is job embeddedness predictive of turnover? A meta-analytic investigation. Kitchin, D., 2017.An introduction to organisational behaviour for managers and engineers: A group and multicultural approach. Routledge. Park, T.Y. and Shaw, J.D., 2013. Turnover rates and organizational performance: a meta-analysis. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Schreurs, B.H., Hetty van Emmerik, I.J., Gnter, H. and Germeys, F., 2012. A weekly diary study on the buffering role of social support in the relationship between job insecurity and employee performance.Human Resource Management,51(2), pp.259-279. Truss, C., Shantz, A., Soane, E., Alfes, K. and Delbridge, R., 2013. Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory. Van De Voorde, K., Paauwe, J. and Van Veldhoven, M., 2012. Employee well?being and the HRMorganizational performance relationship: a review of quantitative studies.International Journal of Management Reviews,14(4), pp.391-407. Wong, C.A. and Laschinger, H.K., 2013. Authentic leadership, performance, and job satisfaction: the mediating role of empowerment.Journal of advanced nursing,69(4), pp.947-959. Wood, J.M., Zeffane, R.M., Fromholtz, M., Wiesner, R., Morrison, R., Factor, A., McKeown, T., Schermerhorn, J.R., Hunt, J.G. and Osborn, R.N., 2016.Organisational behaviour: Core concepts and applications. John Wiley Sons Australia, Ltd.. Yozgat, U., Yurtkoru, S. and Bilgino?lu, E., 2013. Job stress and job performance among employees in public sector in Istanbul: examining the moderating role of emotional intelligence.Procedia-Social and behavioral sciences,75, pp.518-524.l