Essays on The Nature of Motivation in Organizations Coursework

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The paper "The Nature of Motivation in Organizations" is a great example of management coursework.   Organizational behavior is a field of study that investigates the impact that individuals, groups and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’ s effectiveness. The objectives of organizational behavior include improving superiority and productivity for products, acting in response to the labor shortage brought about by high demand for products or lack of skilled laborers, improving customer service in order to retain and expand the customer base, inspiring innovation and change, among others(Hansaker, 2005). The nature of motivation in organizations Motivation is the process of arousing, directing, and maintaining behavior toward a goal.

According to this definition, motivation involves three mechanisms: The first component is arousal, which to do with the force, or power behind our actions. The second component is direction, which entails the choice of behavior taken. The third component is maintenance, which is apprehensive with people's perseverance, their enthusiasm to go on to apply effort until the satisfaction of objectives(Thomas, 2009). There are different ways of motivating people while on the job.

These include: Motivating by meeting basic human needs Achievement of this is through fulfilling the basic needs of people and their desires for daily operations in the organizational setup. Companies that assist their employees in this pursue are certain to reap the benefits in the end. Understanding and managing Organizational behavior - Apex CPE (2006, p. 24) suggested that organizational behaviorists say that companies that endeavor to meet the needs of their employees; attract the best people and stimulate them to do outstanding work. Maslow's need hierarchy theory In 1943, Abraham Maslow published a pioneering psychological theory applicable to employee motivation that became well known and widely accepted among mangers (Understanding and managing Organizational behavior - Apex CPE (2006, p. 7). Understanding and managing Organizational behavior - Apex CPE (2006, p. 7) proposed that Maslow’ s theory presumes that motivation happens from a hierarchical sequence of needs.

Seeing that the needs of each concentration obtain fulfillment, the individual advances to the next level. Maslow's basic idea was: People will not be healthy and stable unless they have all of their basic needs met.

Specifically, Maslow identified five different types of needs which, he maintained, are trigger in a hierarchy, beginning at the lowest, most basic needs, and working upward to the next level (Understanding and managing Organizational behavior - Apex CPE, 2006, p. 24). In addition, these needs are not provoked all at once or in an arbitrary fashion. Somewhat, each need is activated stepwise, only after the one underneath it in the hierarchy has been satisfied (Understanding and managing Organizational behavior - Apex CPE, 2006, p. 24). Maslow’ s theory has five categories Physiological Needs: This is the least of the order and is defined by physiological needs, those that satisfy fundamental biological drives, such as the need for air, food, water, and shelter (Understanding and managing Organizational behavior - Apex CPE, 2006, p. 23).

For instance, In 1988 Schultz went to the board of directors with his plan to enlarge the company’ s health care coverage to include part-timers who worked at least 20 hours per week. He saw the offer not as a liberal sign but as a foundation strategy to win employee faithfulness and commitment to the company’ s mission.

He argued that Part-timers were fundamental to Starbucks in that they constituted two-thirds of the company’ s workforce. Hence, providing the employees with health care benefits would indicate that the company honored their importance. As a result, starting in late 1988, part-timers working 20 or more hours were presented the same health coverage as full-time employees (Starbucks: A Case Study in Motivation, n.d).

Bibliography

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Ball, J. (2003). Understanding Herzberg’s Motivation Theory. London: Oxford University Press.

CPE, A. (2012). Understanding and Manging Organizational Behaviour. apex cpe press.

Farias, M., & Bonn, E. (2005). What is Organizational Behaviour. Chicago: Angelfire Publications.

Hansaker, P. (2005). Management: A Skills Approach. Upper Saddle River: Pearson Prentices Hall.

Pmsuwan, S. (2007). Organizational Behaviour,Theories and Concepts . London: Suthiwam Press.

Shannon, R. (2011). Motivation Through HERZBERG’S Two Factor Theory-. East Michigan University Press.

Stacey, J. (2011). Adams Equity Theory on Job Motivation.

Stephen, P. (2011). Organizational Behaviour. New York: ebook browse.com.

Suthinn, P. (2011). Organizational Behaviours:Theories and Concepts. BupressEducation.

Thomas, T. (2009). Motivation in Theory – Herzberg Two-Factor Theory. London: Oxford University Press.

UNESCO. (2011). Organizational Behaviour 14. Paris: UNESCO Educational papers.

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