Overview of the assignment requirements
The chosen topic for this assignment is “organizational behaviour and motivation of the employees in the workplace”. Three journals are chosen for this particular assignment related to the topic and they are namely, “Workplace motivation in order to make improvement in the performance of the employees”, “the consequence of motivation of the employees on performance of the organization” and “the effects of motivation of the employees in performance of the business”.
Employee motivation is a factor which helps the organization to motivate the employees with the help of providing them incentives, paid holidays, recognition and so on (Stack, 2013). This particular assignment will focus on towards finding out the similarity and the differences between the three chosen journals and also focus on providing what are the lacking factors in these three articles and also incorporation of the information in the articles. In the end conclusion will be provided in the end in order to form an idea about the whole assignment.
The similarity found while comparing the first and the second article are that in the both the article, Maslow’s theory of hierarchy was included in both the article which states that the employees are motivated by the various factors and when the employee fulfils the lower level need, they move towards the higher level and they are arranged like physiological needs of the employees which includes food, sex, sleep and water and when the employees fulfil the need of this level, they move towards the higher level which is need for safety. The safety needs include safety of employment, property, and so on. The third need that is on the ladder is love and belonging needs which states the need for relationship and friendship inside the organization with the peers and colleagues (Osabiya, 2015). After that, there is need of self esteem which states that the employees working in the organization should be praised for the superior works they perform and should also have self-respect and respect for others. The last need that is there in the ladder is the need for self-actualization which states that the employee should be creative and have a challenging job when all the needs in the ladder is fulfilled (Kleinbeck, Quast, Thierry, & H”cker, 2013).
Similarities in perspectives on motivation
Source: www.practical-management-skills.com
From the first two journals it can also be found that the motivation is of two types that are there within the employees and they are intrinsic and the extrinsic type. The intrinsic motivation is that type of motivation which comes from within of the employee. The achievement in the personal level and achievement in the education can provide motivation to the employee in the internal level, while the extrinsic motivation comes from outside of the employees and the organizational factors are dependent on it (Kanfer, Chen, & Pritchard, 2012). For example, if an employee is looking forward for promotion, then he works for the betterment of the organization in order to get the promotion quickly.
While comparing the first two articles with the third article it was found that there is also extrinsic and intrinsic motivation in the third article which helps to motivate the employees of the organization. it has also been stated in the three articles that the managers are the main factors who provides motivation to the employees of the organization and the managers should motivate the employees so that the employees are motivated enough to work for the individual goals and in turn it will help the organization to fulfil the goals of the organization. It is also stated in the first and the third article that communication is also a factor that can motivate the employees. Superior communication between the subordinates and the managers can motivate the employee o the organization (Ganta, 2014).
There are a lot of differences in the three selected articles. While the second article contains a lot of theories in order to motivate the employees of the organization, the first article contains only two theories, the Herzberg’s motivation theory and the theory of Maslow. The second article is full of theories such as Alderfer’s need modification theory, content theory, Mcgregor’s theory of X and Y, goal theory, process theory and so on. While the third article is focused mainly on financial and non financial motivators of an employee, the first two articles are focused on towards the non financial motivators of the employees. Among the financial motivators, there are various factors that motivate the employees. There can be incentive for achievement of a target by the employees and also promotion of the employees which helps to reach the employees in higher posts of the organization and hence more salary is provided to the employees (Robescu, & Iancu, 2016). It is also stated in the third article that money is the best motivation factor for the employees in order to motivate them.
Differences in motivational theories and techniques
There can also be factors that are non financial which motivates the employees at work for the betterment of the organization and the motivators are admiration form the managers of the organization, special attention from the managers of the organization and also an opportunity provided by the managers in order to lead a project.
In the second article, the characteristics of the motivation have been described which is not stated in the two other articles and the characteristics of motivation are mentioned below:
Firstly, motivation is different for different individuals and all the individuals are not motivated by same motivational factors. For instance, some people are motivated by money and some are motivated by recognition inside the organization (Osabiya, 2015).
Secondly, motivation has an effect on the whole employee and a part of him is not affected by the motivation.
Thirdly, motivation is much different from the inspiration, satisfaction and manipulation.
Lastly, motivation is a process which is never ends as an individual has several needs and those needs fulfilment can act as motivators for that person (Pinder, 2015).
There are also a variety of techniques to motivate the employees of the organization which is stayed in the first article and in the other two articles they are missing and they are job rotation, job enlargement and job enrichment. All the above mentioned factors work towards motivating the employees in the organization.
When three articles are analyzed, it can be seen that there are various things that can be reconciled in the three articles. While the first article have various things missing and they can be included in the article which are, the financial factors that motivates the employees of the organization like the incentives to the employees and also promotion of the employees, which is same in case of the second article.
The third article has various things missing from it and they include the theories of motivation in relation to Maslow’s theory of motivation which is very important to motivate the employees working in the managerial level.
Also, while comparing the three articles, it was found that form the third article, the extrinsic and the intrinsic factors of motivation was missing. It was only mentioned in the third article that the employees are motivated extrinsically and intrinsically, but a description was not provided in the article which makes it difficult for the reader to understand who is reading this topic for the first time. The concept of motivation was also stated in the second article which was also found missing from the first and the third article which is very important for the readers to understand that what motivation is and how the employees are provided with motivation in order to work in the workplace (Shields et al., 2015). It is also stated in the second article that what are the factors that makes the employees frustrated and these factors are also missing from the rest of the two articles. There are various factors that can affect the employee motivation and cause frustration in them which are mentioned below:
Factors causing employee frustration
Firstly, the power of motivation is an important determinant of the frustration level of the employees.
Secondly, the frustration intensity of the employees also depends on the personality of the employees (L?z?roiu, 2015).
It is also important on the part of the managers to reduce the level of frustration of the employees with the help of following ways:
- Designing the jobs in a way so that it reduces the level of frustration.
- Helping the organization to design the communication process in a way, it reduces the frustration level of the workers.
- Participative management styles can also help to reduce the frustration level among the employees of the organization.
Also, in the second and the third article, job rotation, job enlargement and job enrichment techniques can be implemented in order to make the readers understand about the techniques that are used in the process of motivating the employees.
Integration is the process with the help of which all the information from all three articles can be combined in order to form a single article which can help the readers to understand about the processes that can be used to manage the organization by providing the motivation of the employees.
So, while integrating all the information of three articles the first element that can be included in the integrated article is a definition of the motivation and what motivation actually is. After that, the characteristics of motivation can also be included in the integrated article along with stating why the motivation of the employees is important for the organization to achieve their objective. Also the factors like intrinsic and extrinsic motivation can also be included in the article and the financial and the non financial factors that motivate the employees of the organization. The techniques to motivate the employees should be there at the article which will tell briefly about the factors that will help to motivate the employees of the organization. All the theories that are related to the motivation of the employee in the workplace can be there in the integrated article which includes Maslow’s theory of hierarchy of needs which is the most important theory to motivate the managers of the organization, Herzberg’s two factor theory, theory of X and Y, Alderfer’s need modification theory, goal theory, process theory and so on. Factors that affects the productivity of the employees is important and also the factors that de-motivates them (Blount, 2015). In the end, there can be a conclusion at the end of the article which will state all the factors discussed above and state why employee motivation is so significant for the organization.
The above integrated article can be applied to an organizational context with the help of a situation. For instance, let us suppose an organization is suffering from low growth and development and on analysis, it was found that it was due to the de-motivated sales persons; which is leading to low growth of sales in the organization. On detailed analysis, it was found that the employees didn’t received salaries in time and also no incentive was provided to them upon the fulfilment of the target. Also, promotion is also a factor which was not provided to the sales employees of the organization.
Now, with the help of the integrated article, first it is important for the HR manager to decide how he will provide motivation to the sales employees. As some employees are motivated by the financial factors and some with the help of the non-financial factors, it is to be determined by the HR managers which employee should be provided what type of motivation (Dobre, 2013). Some employees can be motivated by providing incentives and some by recognition in front of the sales department which will motivate them and to some employees’ motivation can also be provided by promoting them in higher posts which will help the company to bring back the sales performance of the organization.
Conclusion:
From the above discussion, it can be said that employee motivation is a significant factor for all the organizations throughout the world. When the employees are motivated they will perform their individual works and thus the objective of the organization will be fulfilled ((Robescu, & Iancu, 2016). Without the motivation of the employees, it is impossible for the organization to achieve their objectives as employees are the main working forces behind the organization.
References:
Blount, Y., 2015. Managing the invisible employee: Productivity and availability. Governance Directions, 67(6), p.365.Blount, Y., 2015. Managing the invisible employee: Productivity and availability. Governance Directions, 67(6), p.365.
Dobre, O.I., 2013. Employee motivation and organizational performance. Journal of Management and Socio-Economic, (1).
Ganta, V. C. (2014). Motivation in the workplace to improve the employee performance. International Journal of Engineering Technology, 2(6), 221-230.
Kanfer, R., Chen, G., & Pritchard, R. (2012). Work Motivation (1st ed.). Abingdon, Oxon: Taylor and Francis.
Kleinbeck, U., Quast, H., Thierry, H., & H”cker, H. (2013). Work Motivation (1st ed.). Hoboken: Taylor and Francis.
L?z?roiu, G., 2015. Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, (14), pp.97-102.
Osabiya, B. (2015). The effect of employees motivation on organizational performance. Journal Of Public Administration And Policy Research, 7(4), 62-75. https://dx.doi.org/10.5897/jpapr2014.0300
Pinder, C. (2015). Work motivation in organizational behavior (1st ed.). [Place of publication not identified]: Psychology Press.
Robescu, O., & Iancu, A. (2016). The Effects of Motivation on Employees Performance in Organizations. Valahian Journal Of Economic Sciences, 0(0). https://dx.doi.org/10.1515/vjes-2016-0006
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., Robinson, J., O’Leary, P. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Stack, L. (2013). Managing employee performance (1st ed.). [Highlands Ranch, CO]: Productivity Pro.
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