Assignment 2

Business Management and Organizational Behaviour

Submitted To: - Prof. Oluseyi Sode

Submitted by: - POREDDY PRANITH REDDY

Student Id: - 4511681

Motivating the employees in the organisations helps in increasing the productivity of

the company and increases job satisfaction for employees. It's the degree of

dedication, enthusiasm, and enthusiasm that a company's employees bring to the

job each and every day. Without it, businesses face lower levels of production and

productivity, and it's possible that they won't accomplish key objectives either in

order to retain employee engagement, businesses must develop tactics. (Why

employee motivation is important and how to improve, measure and maintain it,

2022)

I prioritise my values according to what is most important to me at that period of time

in my life. My family, friends, health, and profession are often my top values.

However, one value could take precedence over the others depending on the

circumstances in my life. I care a lot about my career. I will work better and try to

improve myself professionally everyday. I take satisfaction in the fact that I think my

career has a positive impact on society. These are just a handful of the principles

that I hold dear. Compassion, honesty, integrity, and loyalty are some additional

ones, but they're not the only ones.

I like to work in a meaningful and enriched job. It helps me to grow in my career by

gaining knowledge about different fields in my work. It gives me job satisfaction,

creates motivation and increases work quality. By doing an enriched job, I get to

learn more skills and variety of tasks in my job. It is an incredibly exciting job for me

to assign the combined duties to the employees by putting them back together to

create a new and larger module of work. A direct link between the employee and
clients, for which the management is accountable, must be established between the

client and the user of the good or service that the employer works on.

The study of motivation theory aims to identify and comprehend the factors that drive

someone to work toward a certain goal. In addition to its various applications in

psychology and sociology, this theory is crucial for organisations, particularly in

regard to management.

1. Incentive theory - Humans are driven by reinforcement, acknowledgement,

incentives, and rewards, claims the incentive motivating hypothesis. The

incentive theory postulates that people may behave in numerous ways in order to

achieve a certain result, start a specific activity, or reap a specific reward. Here

are some examples of workplace rewards

a. Bonus

b. Praise

c. Opportunity

d. Promotion

e. Salary or wage

f. Paid time off or vacation

2. McClelland Need hypothesis theory

According to McClelland's need theory, there are three primary desires that the

majority of people have, and each need is linked to a certain personality type that is

motivated to satisfy it. Managers may be able to place staff members in settings

where they may thrive and accomplish their goals by taking into account the needs

of their employees using McClelland's need theory. Examine these three criteria to
determine which incentive could be most useful for each employee: (Employee

Motivation, 2022)

 Need for achievement

 Need for power

 Need for affiliation

3. Continuity theory

Competence theory states that people typically want to engage in certain activities to

showcase their abilities, skills, and intelligence. When a person successfully

demonstrates their intelligence to their coworkers, it may encourage them to feel

competent in that sector. If individuals feel competent, they may execute tasks with

more certainty, which might increase productivity and efficiency. Confident workers

could be motivated to learn more in-depth material so they can share it with their

coworkers and garner recognition.

4. Expectancy theory

The expectation hypothesis contends that individuals will do certain actions if they

anticipate positive outcomes. The expectation theory may be used to increase your

team's productivity, effort, or effectiveness at work. You could temporarily raise your

team's hourly salary in order to motivate them to work longer hours to complete a

project.

5. Maslow's hierarchy of needs theory

 Physiological

 Safety

 Socialization
  Esteem

 Self-actualization: (5 Motivation Theories To Use in the Workplace , 2022)

Employee motivation is the amount of vigour, dedication, and innovation that

employees bring to their work. A management issue is continually finding methods to

inspire staff, regardless of how the economy is doing. Contrasting views emphasise

either employee participation or incentives (empowerment). The entrepreneur has

frequently worked tirelessly for years to create the business, making it challenging

for them to assign people significant tasks. Entrepreneurs should be aware of these

traps, though, since they can have negative consequences on small enterprises due

to poor staff enthusiasm. Complacency, indifference, and even widespread

discouragement are examples of such issues. Such viewpoints can build up to

become catastrophes.

Maslow's hierarchy of needs is the theory of motivation that most accurately sums up

who I am. Lower needs must be met before higher wants, according to Maslow's

theory. Because I must satisfy my physiological requirements (food, water) before

my safety needs, my belonging needs (family, friends), my esteem needs (approval),

and finally self-actualization, this theory of motivation best captures my drive

(education). (Jae Min and Hanna (2015). According to this idea of requirements,

after a person satisfies one need, they will then fulfil the next. This cycle will carry on

until the person achieves self-actualization, the highest level of the hierarchy.

Comparing intrinsic and extrinsic drive, there is a big difference. Someone who

receives their motivation from actually carrying out a task or work is said to be

intrinsic. Extrinsic motivation is motivation that originates from another person, such
as compensation, promotion, or feedback. I get my motivation from completing a

task or job since I know that my diligence paid off and I completed the assignment.

This encourages me to take on additional tasks and to be proud of and satisfied with

the final result. (Intrinsic vs. Extrinsic Motivation: Which Is Best?, 2022)

My principles of behaviour or value system is related to my motivational system,

which is discussed under the complexity factor. I personally think that honesty can

be seen in every person's behaviour and in how they communicate. Both systems

have links between the actions. Goals are crucial to my future and play a crucial

influence in my accomplishments.

No, I wouldn't give up my moral values to accomplish a professional goal. Achieving

a goal without lying, stealing, or cheating is always possible. I won't be able to fulfil

Maslow's hierarchy of wants if I sacrifice my moral principles in order to accomplish a

professional objective. My friends and family will not support or value the bad

choices I have made if I steal, lie, or cheat. Moreover, I won't be able to grow

personally.

Extrinsic motivating strategies were used by both my former and present companies

to encourage their staff members through promotions and feedback from customers.

Employees will feel more valued and driven to work more if this is done. As a result

of my employers' success, I am inspired to put in more effort since I know they will

appreciate it.

Conclusion

In order to recruit, maintain, and increase overall production levels in an

organisation, motivation is crucial. A motivated workforce offers a number of

benefits, including reduced absenteeism, employee retention, low staff turnover,

quality, and improved customer service. People who work in service-related fields

are also more likely to offer better customer service and have more job satisfaction.

Thus, it is beneficial for the organisations to motivate their employees to perform

their duties well in order to reach their professional goals and organisations goals.

(Motivation, 2022)

Bibliography

5 Motivation Theories To Use in the Workplace . (2022, june 22). Retrieved from indeed:
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Employee Motivation. (2022). Retrieved from inc: [Link]

Intrinsic vs. Extrinsic Motivation: Which Is Best? (2022). Retrieved from Intrinsic vs. Extrinsic
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Motivation. (2022). Retrieved from BBC:

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important-and-how-to-improve-measure-and-maintain-it#:~:text=Employee%20motivation
%20is%20the%20level,to%20keep%20their%20employees%20engaged