Motivation And Behaviour Change Techniques Essay

Question:

Discuss about the Motivation and Behaviour Change Techniques.

Answer:

Introduction:

Motivational techniques are considered as a very effective method to conduct the day to day operations in the organization. Motivation in the workplace is one of the major aspects that should be taken into consideration by the top management. The study is concerned with the tools that are used by the managers, so that the employees can conduct their activities in a proper way. The article discusses about the level of motivation which is very necessary to complete the task. The thesis statement is related with the motivation methods and also addresses the procedures that are very useful to carry out the activities. There are various motivation factors which gives emphasis on the employees. It is very important to take into consideration the theories, so that the employee can complete their task in a proper way. This article, gives main focus on the working style and also on the working environment of the organization. The employee plays an important role to conduct the various tasks that are given by the management (Lazaroiu, 2015).

The strength which is analyzed is related with the increase in the level of productivity and also in the profitability. A motivated labor or the workforce is considered as an important element which helps the business to be successful and competitive in the dynamic environment. Motivation is considered as a process which discloses all the capability and the potential of the employee. It is the seen that the workforce has become very challenging by taking into consideration various reasons (Pedersen, Halvari, S?reb? and Williams, 2016).It is seen that there are many changes which is concerned with the globalization and information technology. The challenges are also concerned with the reduction in many supervisors in the company. The next factor is concerned with the generations that have various expectations at the workplace. Motivation can be defined in many ways. Motivation is concerned with the different force that gives direct impact on the intensity and on the behavior. The employees who are motivated are expected to conduct their activities within the particular time framework (Hofmans, De Gieter and Pepermans, 2013).

There are three concepts which are concerned with motivation and they are intrinsic motivation, extrinsic motivation and self-control. These are the concepts which give direct reflection on the motivation theories and methods which should be taken into consideration by the managers. Intrinsic motivation is concerned with the activity which is related with the individuals. Like for example the person enjoys playing puzzle is related with the motivation. Extrinsic motivation is concerned with the level of motivation which comes from the people who are outsider (Malik and Naeem, 2013). Like for example: The audience cheering at the time of any dance performance. It gives and enhances the level of motivation of the employees. The money is something which is an important aspect for every employee. If the employee is paid great amount or according to the needs, then it is seen that the motivation level can be easily increased. The self-control motivation is enhancing and it is seen that it is connected with the intelligence and also with the emotion of a person. If there is lack of motivation in the employee, then it is seen that the worker or the employee cannot be able to give their best towards the work (Haider, Aamir, Hamid and Hashim, 2015).

The theory that should be taken into consideration is Herzberg’s two factor theory and it should be implemented by the manager in an efficient manner. The theory is concerned with enhancing and making effective modification in the attitude and behavior of the employee (Schwartz, Bruine de Bruin, Fischhoff and Lave, 2015). This theory discusses about various factors that provide the job security to the employees. If the organization offers job security to its employees, then it can be easily seen that the motivation level of the employees is boosted. In this theory the factors which are concerned with the hygiene of an individual is included and it gives focus on the employees that don’t feel dissatisfied. The hygiene consists of various factors like quality of the supervision, working conditions, job security, Policy and administration concerned with company. For enhancing the personal growth, the motivation factors are based on the individual wants and the requirements. The factor of motivation is considered by enhancing the performance of the employees working in the organization. If the factor of motivation is effective enough, then it can be seen that performance level of employees can be increased (Nurmi, Haukkala, Araujo-Soares and Hankonen, 2014). There are various motivator factors like status, responsibility and the personal growth concerned with job. It is very essential to consider these factors for motivating employees to work in efficient way. By considering this theory, it is seen that the leadership in the company should give both the factors related with hygiene, so that the dissatisfaction of the employees who are working in the organization can be minimized (Wong and Laschinger, 2013). The model states that the intrinsic to work should be there by the employees so that the work can be completed in the proper way as required. It is very essential to have a motivation concerned with intrinsic as it is seen that it is a continuous process of management. By considering the theory the manager should have a great challenge to utilize the capability of the employees who are working in the organization. The employee who shows the levels are increasing and also the responsibility level is increased in an effective manner (Ma, Jin, Meng and Shen, 2014).

So, it is seen that the manager should use effective techniques or the methods which enhances the working capacity of the employee to conduct the day to day operation in efficient manner. It is the responsibility of an individual to complete the task on time, so that the company can easily achieve the goals and objectives. Motivation can also be enhanced if proper training is offered to the customers who are working in the organization. The concept of motivation is a very complex and also the misunderstood concept (Miner, 2015). If the organization or the company is not able to implement the motivation techniques, then it can be seen that the targets cannot be achieved by the company. The motivation is concerned with the psychological concept as it is useful for the person to showcase their capabilities that are not disclosed. It is also considered as a process in which there is a proper allocation of an individual to allocate the efforts as per the requirements of the tasks (Girma, 2016). The individual consist of various levels of motivation which can be varied from an individual to individuals. The needs and requirements of an individual are different and they behave according to the needs and wants. In this article the main focus is given on the laborers who are engaged in producing goods. It can be seen that there are three relationships where the employees are motivated in a less way and their requirements are not fulfilled or satisfied (Pinder, 2014). The first connections elaborate about the efforts and the performance of the employees who are conducting their day to day task in the organization. Managers should make aware about the rewards and appraisal which is given to the employees after performing best towards their work. There are many cases in which the employee thinks that the recognition cannot be attained by the efforts, in this case they are less motivated towards the work (Mayer, 2014).

The second connection is about the employee’s performance and the rewards that are considered by taking into consideration the organization. The employees are assured that they will achieve the benefits if they perform well. But in many cases the employees feel demotivated because they know that they cannot be rewarded by taking into consideration their performance level. The weakness that is analyzed in the article is that the employee should give main focus on adopting the techniques that are effective and also profitable for the company. The main responsibility of the top management or the manager is to create an environment in which the employee can work with the positive attitude and can also be committed towards the work. It is seen that the value to employees help to attract the interest of more and more employees towards the organization (H?lsheger, Alberts, Feinholdt and Lang, 2013).

So by analyzing all the factors it is seen that motivation is considered as an important factory that increases the performance of the employees. For achieving growth it is very essential that the main priority should be given to the employees. The research also gives focus on the communication techniques used by the manager to motivate the employees who are working in the organization (Teixeira and Hagger, 2016).The manager having good communication skill can easily motivate its employees to work towards the goals and objectives of the organization. It is also seen that if the employee do not receive the salary according to the efforts made, then the level of dissatisfaction can be enhanced. So, to make the employee satisfied the proper remuneration should be given to them (Kanfer, Frese and Johnson, 2017). If the employee is working in a productive way then there should be no delay in the benefits that should offered to the employees of the organization.

References

Girma, S., 2016. The relationship between leadership style, job satisfaction and culture of the organization. IJAR, 2(4), pp.35-45.

Haider, M., Aamir, A., Hamid, A.A. and Hashim, M., 2015. A literature Analysis on the Importance of Non-Financial Rewards for Employees' Job Satisfaction. Abasyn Journal of Social Sciences, 8(2), pp.341-354.

Hofmans, J., De Gieter, S. and Pepermans, R., 2013. Individual differences in the relationship between satisfaction with job rewards and job satisfaction. Journal of vocational behavior, 82(1), pp.1-9.

H?lsheger, U.R., Alberts, H.J., Feinholdt, A. and Lang, J.W., 2013. Benefits of mindfulness at work: The role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction. Journal of Applied Psychology, 98(2), p.310.

Kanfer, R., Frese, M. and Johnson, R.E., 2017. Motivation related to work: A century of progress. Journal of Applied Psychology, 102(3), p.338.

Lazaroiu, G., 2015. Work Motivation and Organizational Behavior. Contemporary Readings in Law and Social Justice, 7(2), p.66.

Ma, Q., Jin, J., Meng, L. and Shen, Q., 2014. The dark side of monetary incentive: how does extrinsic reward crowd out intrinsic motivation. Neuroreport, 25(3), pp.194-198.

Malik, M.E. and Naeem, B., 2013. Towards understanding controversy on Herzberg theory of motivation.

Mayer, R.E., 2014. Incorporating motivation into multimedia learning. Learning and Instruction, 29, pp.171-173.

Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Nurmi, J., Haukkala, A., Araujo-Soares, V. and Hankonen, N., 2014. Physical Activity: the Role of Autonomous Motivation and Self-regulation Techniques. European Health Psychologist, 16(S), p.564.

Pedersen, C., Halvari, H., S?reb?, ?. and Williams, G., 2016. Effects of a worksite intervention on autonomous motivation, exercise and health: a randomised controlled trial. European Health Psychologist, 18(S), p.560.

Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.

Schwartz, D., Bruine de Bruin, W., Fischhoff, B. and Lave, L., 2015. Advertising energy saving programs: The potential environmental cost of emphasizing monetary savings. Journal of Experimental Psychology: Applied, 21(2), p.158.

Teixeira, P. and Hagger, M., 2016. Motivation and behaviour change techniques based on self-determination theory: a consensus analysis. European Health Psychologist, 18(S), p.389.

Wong, C.A. and Laschinger, H.K., 2013. Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), pp.947-959.

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