GSBS6004 Organisational Behaviour and Design

Motivation for the employees refers to the level of energy, creativity, and commitment that an organization’s workers bring to their tasks. Whether the economy of the nation is developing or shrinking seeking new ways for motivating the employees is always a concern for the management. Motivation for the employees especially for the small firms can be problematic sometimes. The owners of the company often spent years after years establishing a business and find difficulty in transforming meaning responsibilities on others. But even small-sized firms can deliver motivation and can create an ideal workplace for the employees. Employees can visualize their contribution and performance level in the organization. A highly motivated workforce and smoothly operating workforce free their owner from the stress of long-term development of the business. Moreover, tangible rewards and intangible rewards can improve the efficiency of the employees. This essay will be demonstrating the different theories implemented for the employee’s motivation and how do the theories work for increasing the potentiality for the employees. The paper will show by executing which motivation theories a small-sized firm can create a thriving workforce for the development of the organization (Alshmemri, Shahwan-Akl, & Maude, 2017).

Motivation is regarded as the force which causes the employees to do any type of activity regardless of its nature. Motivation acts physically, mentally, socially, psychologically, and emotionally. Motivation has three key elements as Direction, Intensity, and Persistence. Direction is one of the most necessary elements in the field of psychology because direction drives intensity and persistence. This the element which provides direction to the employees’ motivation. This is the stage where the setting of the objective and goal is done, which is based on the various internal factors and external factors, prevailing challenges, and the belief in the individual. Intensity refers to the amount of effort which the individual or employee is ready to put in meeting the objective or goal (Riratanaphong, & van der Voordt, 2015). This type of effort is based on a lot of extrinsic factors and intrinsic factors that describe the elements of motivation in terms of organizational behavior as well. Persistence describes how long an individual or employee can constantly put in the same amount of effort for achieving the objective of the organization (Omotayo et al, 2015).

Motivation can be categorized into two types one is intrinsic or internal motivation, other is extrinsic or external motivation. The difference between the two types of motivation depends on the action initiated behind it. Intrinsic motivation refers to a motivation that drives employees by satisfying with internal rewards. Intrinsic motivation is connected with an internal desire for performing a task and extrinsic motivation is connected with completing a task for the desire to receive some kind of reward (Healy, 2016). But according to research intrinsic motivation have more benefits rather than extrinsic motivation in terms of reward. Motivation is the outcome of the combination of both conscious factors and unconscious factors. Examples of intrinsic motivation include venturing opportunities for the development in the personal life of the employees for the achieving satisfaction by completing a task or by achieving a set of standards for becoming a role model. Examples of extrinsic motivation are recognition or salary. When the employees are motivated for performing, achieving, and learning for considering outcome rather than personal fulfillment then the employees can be said to be extrinsically motivated (Gerhart, & Fang, 2015).

For motivating the employees Maslow’s Hierarchy of needs can work very effectively. This hierarchy can also be referred to as Maslow’s theory of motivation consisting of five stages of human needs. By reaching each level's specific needs the employees can feel motivated. There are five stages in the hierarchy model provided by Maslow. The psychological needs in the theory refer to the basic requirements of the human being. Employees need to have vital opportunities and services at the workplace for feeling their most basic requirements are being fulfilled. The employees need access to a restroom, proper drinking water, refreshment time, and a comfortable working atmosphere. One of the most important physiological needs which should be addressed is the steady income of the employees that supports the basic requirements such as food, house, and other utilities. Safety is another vital requirement that can influence the satisfaction level of the workplace (Karanika-Murray, & Michaelides, 2015).

Ensuring a safe office for the employees may include a fire exit, proper ventilation, and security arrangement from preventing an unwanted individual from entering the workplace. Another part of feeling safe for the employees in the workplace is emotional safety and support. The love and belonging stage are somewhat different in the workplace rather than in different areas of life. If the employees do not feel safe or wanted the employees may not properly engage in the work (Rahman et al 2015). The owner must also focus on the fact that employees can balance personal life and professional life properly.

Esteem can be regarded as a belief for making a contribution to attention a higher objective. The employees need to feel that they are growing, developing, and achieving outcomes in their work that can lead to recognition. An employee’s self-esteem can ultimately influence the overall engagement of the employee in the workplace. The final stage of Maslow’s need theory is the self -actualization that enhances the working potentiality of an employee. The owner must make sure that development opportunities are provided to the employees and should focus on the employee’s talent and skills (Einstein, Addams, & Roosevelt, 2016).

An organization must implement policies predicted by the Herzberg theory for the real world. Though the hygiene issues are not only elements of dissatisfaction but these issues need to be dealt with for creating a satisfactory workplace.  One of the satisfactory elements is the company policy and administrative policy that can be a greater issue for dissatisfaction of the employees. For decreasing the factor of dissatisfaction supervision by the owner needs to be properly implemented. if the supervisor uses positive feedback, then it can help in the evaluation of the employees (Koster, 2017). Salary is not always a motivation for all the employees but every employee requires fair reimmunization for their work. Even interpersonal relations are a part of satisfaction for the employees, so the employees should be provided a reasonable amount of time for socializing. 

The most important factor which drives employees from satisfaction to dissatisfaction is the working condition which is available for them. The owner must provide facilities and equipment for setting a motivating workplace that can encourage the employees (Rožman, Treven, & ÄŒančer, 2017).  Herzberg’s theory states most individuals want to sincerely perform their jobs. To assist them the owner must utilize their talents and experience for achieving a clear, standardize goal. Employees at all levels of the organization need recognition for their achievement in terms of work. Publicly thanking them or providing clap can enhance their satisfaction in the workplace. Employees are more motivated when they are given responsibility and enough freedom to perform their job. The owner can demonstrate trust over his or her employees by providing them the responsibility of challenging tasks. The challenging task itself or the work itself on believing the fact that the employees are capable of responsibility and challenging task (Bakotić, 2016).

In the theory of X, it is assumed that employees are lazy and will avoid work at any cost. Because of this fact, owners need to closely supervise and control their employees at the workplace. However, the theory of Y states that the employees are self-motivated, ambitious for accepting the greater level of responsibility and the owner knows that these employees enjoy working (Ozsoy, 2019). However, the theory of X has fallen out of the market in recent times and small-size firms may not deal with such employees described in the theory. Theory Y has become more important in this type organization.

Conclusion

To conclude, it can be said that employees are regarded as an asset to the company. Motivation can be referred as a set of process which direct, arouse and maintain the behavior of the employees for achieving some objective and goals.  Whether it is a small-size or large-size business firm, all the employees need a minimum amount of motivation for improving their performance.  Motivation is the key element for the success of the employees. For a thriving workforce, the employees need to be highly motivated, ambitious, and committed to their work.

Due to the lack of motivation, the employees will be less satisfied or dis-satisfied which will impact the performance of the employees in terms of productivity. Motivational workforce delivery more to the organizational result by manufacturing or producing more in terms of quantity and quality. A good working environment and better working conditions can increase the job satisfaction of the employees and the employees will perform their best that can double the work performance of the employees. Small-sized companies need to create a fair environment for employee competition with fair compensation, fair treatment, fixed working hours that can improve the job attitudes of the employees.

References

Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life Science Journal, 14(5), 12-16.

Bakotić, D. (2016). Relationship between job satisfaction and organisational performance. Economic research-Ekonomska istraživanja, 29(1), 118-130.

Einstein, A., Addams, J., & Roosevelt, E. (2016). Maslow› s hierarchy of needs.

Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs.

Healy, K. (2016). A theory of human motivation by Abraham H. Maslow (1942). The British Journal of Psychiatry, 208(4), 313-313.

Karanika-Murray, M., & Michaelides, G. (2015). Workplace design: Conceptualizing and measuring workplace characteristics for motivation. Journal of Organizational Effectiveness: People and Performance.

Koster, D. (2017). Motivation in the workplace.

Omotayo, O. A., Olubusayo, F. H., Olalekan, A. J., & Adenike, A. A. (2015). An Assessment of Workplace Deviant Behaviours and Its Implication on Organisational Performance in a Growing Economy. Journal of Organizational Psychology, 15(1).

Rahman, M., Osman-Gani, A., Momen, A., & Islam, N. (2015). Testing knowledge sharing effectiveness: trust, motivation, leadership style, workplace spirituality and social network embedded model. Management & Marketing: Challenges for the Knowledge Society, 10(4), 284-303.

Riratanaphong, C., & van der Voordt, T. J. (2015). Measuring the added value of workplace change: comparison between theory and practice. Facilities, 33(11/12), 773-792.

Suyono, J., & Mudjanarko, S. (2017). Motivation engineering to employee by employees Abraham Maslow theory. Journal of Education, Teaching and Learning, 2(1), 27-33.

Are you in dire need of assignment help in the UK? Can’t figure out who can help you whenever you find yourself thinking, “Wouldn’t it be great if I could pay someone to do my assignment?” With Myassignmenthelp.co.uk, you can fulfil your desires without any hassle.

Send us your requirements, and our paper writers will take care of your assignment worries quickly. So now, you don't have to worry about, "Where can I find someone to do my assignment for me in the UK?” Instead, let our experts provide you with the best assignment help in London, Bristol, Manchester, Liverpool and more!