Motivation Introduction: The application of psychology theories in the management of human resources at the work place is a common occurrence given the fact that these theories are aimed primarily at understanding human behavior and trying to find the best possible solution to dealing with behavior that is unacceptable or ungainly (Nelson and Quick, 2004). Chief among these theories are the motivation theories given the fact that these attempt to shed light on the structures, reasons and meaning of behavior besides attempting to put forward solutions to problematic concerns.
These theories could well be divided into three essential categories- the process theories, the content theories and the reinforcement theories (Huczynski and Buchanan, 2007). The process theories consist of theories like equity theory also known as the goal path theory (Robert House) and the expectancy theory (Victor Vroom). These theories focus on the cause effect equation with respect to motivation and behavior. The content theories on the other hand range from the Hierarchy of Needs Theory (Abraham Maslow), the Two-Factor Theory (Frederick Herzberg), and the Acquired Needs Theory (David McClelland).
These theories focus primarily on the satisfaction and related motivation quotients. The reinforcement theories finally are based on works of B. F. Skinner and Ivan Pavlov and focus on the reward and punishment principle. Executive Summary: The following is an attempt to integrate these various theories and apply them in an interpretative manner that would help in solving an issue at the workplace in the most practicable manner possible. The idea will basically be to apply the concepts of management to the theoretical outlines that have been provided by these scholars so that one could understand the best manner of dealing with an issue that negatively affects productivity at the workplace.
The Issue: The problem at hand is one that affects many a company-irrespective of its size in one way or another at some point of its business life cycle or another. The issue is that of chronic latecomers in Tata Consultancy Services, a consulting company and software services headquartered in Mumbai, India. The first issue is late comers. Due to late coming employees the efficiency of company is falling and deadlines are not being met.
There is situation to negotiate with clients for extension of duration of the project, which are not a good sign and needs to overcome for survival. The second problem is miscommunication between employees and managers. Due to misunderstanding the employees are not satisfied Employees are rewarded not for what they do, but for who they are. About the Company: Tata Consultancy was founded in 1968 and it is considered to be a pioneer in the IT Industry of India. It is the largest provider of information technology and business process outsourcing services in India.
The company is listed on the National Stock Exchange and Bombay Stock Exchange of India. TCS innovative and end-to-end technology solutions are based on in-depth research and market analysis. Its area of expertise includes IT services, IT Infrastructure, Asset-Based solutions, Engineering and Industrial Services, and Business Process Outsourcing. TCS conducts its business as per the five principles of Integrity, Understanding, Excellence, Unity and Responsibility and aims to be in ‘Global Top Ten ‘ IT Services company by 2010. TCS has 142 offices more than 42 countries across the globe and is considered one of the largest private sector employers in India with core strength in excess of 140,000 employees.