Factors That Drive Motivation In An Organizational Behavior (Coursework Sample)

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Factors That Drive Motivation In An Organizational Behavior
There are various factors in an organization that acts as a determiner to the levels of staff motivation. Motivation is the central catalyst towards the performance of a given any organization. These factors can either be positive or negative depending on the nature of leadership in an organization. It is fortunate that these factors can be changed to positive in case of leadership change especially when the previous leader has not been in a good position to exercise positivity. There are four factors that influence motivational in an organization. These factors can be listed as, reward system, organizational climate/environment, and working structure of an organization.
Various theorists have come up with theories that explain how organizations can develop attractiveness of these factors. The studies of motivation are to examine the needs of every individual’s needs in an organization. There are various theories explaining these behaviors or factors but we have two main and famous. These are, The Maslow’s Hierarchy of Needs and Equity Theory.
The Maslow’s Hierarchy of Needs theory
It illustrates how human beings have hierarchically ranked needs. It is common that human beings have basic needs that are so vital to them and therefore they cannot do without them. When one basic need is fulfilled it automatically ceases to act as a motivator, and therefore another higher need is expected to be fulfilled. It simply means that individuals would expect something new as a motivator (Maslow, 1943).
In his theory, Maslow has mainly talked about psychological needs as basic. The theory has specifically stressed on the workers need for food, and other biological human needs. One will simply go searching for the basic needs whenever they lack, and therefore the search may outdo other urges. For example, when one is hungry, will simply go and look for food which means all his behavior is directed at only one thing, finding food. Once the food is found, the search for food ceases, and it no longer acts as a motivator. Organizations should provide meals to their workers to motivate them to maximize their input while on duty. For example, workers can be provided with tea, snacks or even lunch just to show that the management is caring thus building a sense of belonging.
Most employees would worry about their safety immediately they are hunger free. They tend to think about their future, whether they are free from danger and so on. When an employee starts thinking about future, age always becomes a threat because as they grow old there is a worry of how their future will be. In this circumstance, the employer can motivate them by coming up with a plan that will ensure the certainty of their future. These can be through retirement compensation scheme, life insurance, coverage, and Education plan. When an employee is sure that his/her future is catered for, then it is easy to work harder in achieving his goals and that of the organization.
There is a need for employees to bond with other beings in the organization. We refer to these as social needs whereby people want to be loved and have lasting attachments with others. Our health and well-being are associated with these attachments, Baumeister, R. F., & Leary, M. R.(1995). It is healthy when we talk together and share our experiences with our friend or colleagues. It is likely to share same problems when working in the same organization and therefore when employees bond together, they highlight this issues and it is easy to solve them. In pan event whereby employees feel that they have no freedom to bond or relate to other beings in an organization, then the recipe for hatred against the management is bred. This happens because there will be that perception that the organizational leadership is above everything they deserve nothing but only working.
Companies should also embrace the need of self -actualization to its employees. In an event where employees are only confined to what the management wants then the performance level will be very low. There is a need to allow workers to be what they desire to be in to come up with new skills in their respective fields of work. If they cannot be allowed to acquire new skills then it will be difficult to face new challenges in their lives.
Maslow hierarchy of needs theory is very common in business setting since it is applicable. When the organization understands what their employee’s needs are then it is easy to understand them. The hierarchy gives the employer a clue of how employees react when they are treated in a certain way. For example, the manager praising an employee for good work in front of his colleagues can satisfy the need of esteem. One feels recognized and noticed when praised for what he is doing and therefore motivated to do better than that.
Organizations can satisfy employee’s psychological needs through good remuneration. It is important to note that employee’s safety and esteem needs can also be satisfied through a paycheck. These can be through offering benefits like company-sponsored retirement plans and also a measure of job security. It is motivating when knows that his job is secured and indeed he can plan for the future. Job security can be achieved through an extended contract or employee being hired on permanent basis. There is a big difference between a person working on an irregular basis and a regular basis regarding their input to the organization.
Social needs are also significant and there is a need to satisfy them. Having friendly environment and conducive collaboration for all workers at their workplace is very vital in satisfying social needs. An organization can achieve these through various ways. Organizing picnics and fun days for workers is helpful to the majority of workers since they bond together as on family. Sometimes it may be a challenge if this is arranged on worship regarding most of the employees will have to sacrifice thus causing resentment.
Promotion opportunities at work, reorganization of employees efforts at work, and awarding of job titles that give an employee a feeling that he has achieved different status at his place of work can be a good recipe for esteem satisfaction. Every employee has a wish to move to the next level of his profession, and if he remains in the same position permanently, he cannot be motivated to do the best. Besides an organization may provide growth and development opportunities on and off the job to satisfy self-actualization needs. Giving an employee an engaging and challenging work can also lead to self- actualization.
Equity theory
Working in an organization where employees are not being treated equally is the biggest challenge to most workers. Hiring another person who is not qualified like me being paid higher than me is not motivating at all. Automatically I will not be motivated as before. This is unfair to another workmate regarding equity and the reaction of ‘this is unfair’ is displayed. Equity theory can explain this scenario. Such situations are likely to lower the input of some workers
The amount of the effort that employees put into their work must correspond to their employment benefits or rewards (Whatishumanresource.com, n.d.). Employee’s input in an organization can be measured by individual’s efforts in a given task, worker’s allegiance or faithfulness, their duration in the organization, educational background, and the level or ability to perform a given skill (King and Miles, 1994). The outcome of all these should be the rewards they receive for their inputs. For example, a person may feel unfair when he has performed well and has spent a lot of time in and organization and he is being paid little compared to a person who just joined the organization recently. The situation is unfair based on the input of the two employees to the organization. Even though the majority might have this perception, some may feel they are fairly treated when the newcomer has an added advantage of his skills like computer knowledge and the company is willing to pay for the extra skills.
There might also be an overpayment inequity in an organization where some workers are rewarded more than what they are working for. In simple terms, their outcome is more than their input to the organization. The equity theory asserts that those who are over-rewarded may feel guilty and they would want to balance the situation by working harder to restore equity perceptions. Some individuals may not experience guilt because they feel they are better than others and offer a lot to the organization.
Individuals may react differently to inequity. Employees will be motivated to react to a situation where there is inequity. There are those who will have a positive view, and those with contrary view on the same situation. Organizations will have to pay attention to these two reactions as they are sensitive.
In equity theory, fairness is the big...