Analysing Business, Personal And Professional Development (Essay Sample)

BUSINESS DEVELOPMENT AND PROFESSIONAL DEVELOPMENT
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Business Development and Professional Development
Introduction
The values and vision of an organization play a great role in motivating the employees. The term motivation itself is derived from the term motive which is defined as, what prompt an individual to act in a specified manner or develop a given conduct (Bush, 2013). Motivation itself is a significant component in improving the productivity and thus every leader has to have an understanding of the visions and values of the organization so as to promote the yields of the organization through motivation. Bush (2013) defines motivation to any power in an individual that has the power to drive him or her towards the satisfaction of the basic needs.
Notably, values that a business organization portrays shape its operational principles that are essential for directing how employees should conduct based on where’s the vision declaration outlines what the organization aims to be in future. It clearly defined goals and values, ensure that everyone in the organization is aware of both the long term goals and short term goals as well as their expected code of conduct as employees of the organization (Gale, 2012).  This creates a favorable environment in boosting the morale of employees since they know what is expected of them. Both the values and visions of an organization play an important role in the motivation of employees in an organization. In this paper, I intend to discuss the values and missions in relation to the motivation theories, describe various motivation theories as well as relate their application to the realization of the vision of a tourism based organization.
The importance of Visions and Values in Motivation of Employees.
Values
Every organization has its stipulated values which aim at safeguarding the vision of the organization and ensure it’s achieved. Some of these values are; teamwork, honesty, excellence, commitment, recognition, professionalism, optimistic and creative.
Teamwork is one of the values that helps in enhancing the inspiration within the employees since it creates a platform whereby workers listen to one another, check with others and have a divergent view in the performance of various chores within an organization. Personnel, therefore, support each other in an organization, work towards a common goal co-operatively regarding each and everyone’s views (Bush, 2013). This leads to a favorable operational atmosphere full of fun and satisfaction. The employees, for that reason, will not require much supervision and will be able to deliver on time and meet deadlines (Furman, 2015). An organization operation based on teamwork also has set guidelines of conflict resolutions which are solved in the open to coming up with an impartial result which all parties are comfortable with.
According to Maslow's and Herzberg theories, all these theories work at crafting motivation for the employees. Maslow's in his theorem talks of the social needs of the employees. In his theorem, he discusses the need of giving and in receipt of love, attachment, belonging, connotation and acceptance (Gale, 2012).  This can only be possible if the organization creates a means of socialization to improve their employee's social needs. By embracing teamwork as a value it ensures interactions and mingling which leads to friendships and association. Secondly, conflicts are resolved amicably and in an open manner, therefore, improving the social aspect of employees.
According to Herzberg theorem, it indicates that the fundamental factors within the organization work setting are deficient. Arguably an employee experiencing an intrinsic motivation is always devoted to the job all through as well as self-fulfillment (Bush, 2013). In his theorem, he differs with Maslow's since in his theorem the intrinsic inspiration, the attributes are resulting from the work itself and are experienced by employees individually (Gale, 2012). It is evident from the two theories that values of the organization, in the case, it will determine the motivation of the employees.
Professionalism and specialization as a value each employee acts with integrity, he is dependable and accountable and always delivering work of high quality. Secondly, the employees present their disagreement in a manner that portrays good character and courtesy. Tasks are performed in accordance with the set guidelines and codes of conduct and each employee are able to deliver to the maximum in his area of specialization.
Maslow in his theorem discusses the aspect of specialization as a self-actualization need whereby there is a need to recognize one's potential for sustained self-development and for continuous development of an individual's capability.
Vision
The vision defines the optimal image of the organization in the forthcoming bearing in mind the goals set, for them to be accomplished the organization values play a great role. The vision itself motivates the organization to deliver so as to realize the vision in time to come. (Gale, 2012). The employees are focused on attaining the predicted goals. Working toward a definite goal will always motivate employees since there are benefits accrued when the objectives and goals are realized to them, the entire organization as well other stakeholders of the organization.
However, there is a simple vision statement that an organization can have such as; to offer affordable solutions in health care, to be the best beer brewing company in the United States or to be the only choice of preference to every consumer (Bush, 2013). However, there are other missions which are comprehensive in nature. For instance, one of the companies that is committed to the value of relentlessness is Epson Limited Company that pursuits the concept of innovation in its compactness. The company achieves this goal by practicing environment viability standards such as energy saving and high-precision technologies.
Motivation Theories.
Motivation can be defined in simple terms as a theoretical thought used to explain human behavior. These concepts give the reasons as to why people acted in a given way, their needs as well as their desires (Gale, 2012). Extensively these theories also explain why an individual would like to repeat a certain behavior and why he wouldn't want to repeat the behavior. Several theories discuss these motivation theories, basically, am going to give more preference to the theories discussed later.
Hertzberg’s Two Factor Theory.
This theory was established in the early 1950s by a man known as Fredrick Hertzberg. In his study, he found two factors that influence employee's motivation and satisfaction. (Furman, 2015).  He, therefore, classified them as motivation factors and hygiene factors. Motivation factors are those that motivate the employee to work harder at the workstation. These are such as enjoying your work, feeling reorganized and career advancement. The second factor is the Hygiene factors. The absence of these factors may lead to the absence of motivation and dissatisfaction. These factors include good salaries, company policies, and relationships with managers and core workers. (Gale, 2012).  According to Herzberg, both factors, motivation and hygiene factors work independently of each other. Though the employee satisfaction is increased by motivator factors, their absence does not really mean dissatisfaction also the hygiene factors do not necessarily mean increased motivation and satisfaction but their absence lead to an increase in dissatisfaction.
Arguably, Hertzberg’s Two Factor Theory implies that for a comparatively developed and productive workforce requires a firm to focus on improving production factors such as hygiene and motivators. This will enable the employees to feel supported and appreciated thus enhancing a means of giving responses and ensure employees and their role in the growth and prosperity of the company (Bush, 2013). Additionally, the theory stresses on ensuring that the employees are treated well and earn a fair salary for the services or work done and that the management is supportive. To effectively employ these theories it's imperative for one to understand that different people have a different thing that motivates them and therefore a need to understand what really motivates employees at an individual level.
Maslow’s Hierarch of needs theory. Maslow's as a psychologist developed the theory based on human motivation. The nitty-gritty of the theory being that each individual greatest basic wants and needs have to be met prior to their motivation. Maslow's theorem is based on a hierarchy of 5 levels. These are and physiological level, safety level, belonging, self-esteem and self-actualization. (Bush, 2013). Physiological needs include food water and shelter which have to be meet for one to survive, safety level include the personal and financial security, the welfare and health. According to the pyramid of needs, one has to be in good health, secure and safe, one also has to have meaningful relationships and confidence. All these factors ensure development and growth of employees.
Hawthorne Effect. The Hawthorne effect was initially described by Henry A. Lands Berger in the 1950s. He observed a tendency of some workers to work harder when they knew that they are being observed. According to his theory, employees will work harder if they know they are being seen. (Furman, 2015).  However, in his theorem he discourages hovering around b...