Essential Theories Of Motivation Leadership â€Myassignmenthelp.Com

Question: Discuss About The Essential Theories Of Motivation Leadership? Answer: Introducation The new era of business organizational behavior is very challenging nowadays. Organizational behavior is the study of the behavior of an organization. Also, we can say the behavior study of individuals and groups in an organization. It is essential in an organization, that managers should follow the proper schedule. The job opportunities, instruction, analysis, scheduling, checking, reviewing the result of jobs, retaining the disciplining of employees and production, set the rules and objectives and checking the work procedure of employee (Armstrong, and Taylor, 2014). The Strength of every organization is based on the study of organizational behavior, which is decided into many divisions this includes organizational culture, workforce diversity, and communication, learning of organization, efficiency, and effectiveness of an organization. The main concern of OB is that what people do in the organization, how their effect the group and organizational behavior (Barry. and Wilkinson, 2016). Recognition: According to research, the organization world is changing, in recent years drastic changes have been occurring. Todays new progressive workplace is totally different from the past, they have new technologies, new features, the services are given by them to the customers and clients are totally different and unique. Increased globalization requires more interaction among people in an organization they come from different culture, nation, religion this is called workforce diversity in the organization (Bromiley, et al., 2015). Diversity has positive and negative both effects on the organization. The Systematic approach represents the relationship between groups, people in an organization. There are three main elements or OB- Ethics Conception Goals Self- actualization: Every organization includes the official, casual and social environment. These three elements give the turn to the organizational behavior. Understand the leadership, different ways of organization. Every organization includes the official, casual and social environment. These three elements give the turn to the organizational behavior. Understand the leadership, different ways of communication, individuals and group structure within the organization, these elements have been provided by the organizational culture communication, individuals and group structure within the organization, these elements have been provided by the organizational culture. The Weakness of every organization can be defined as the relationship between profitability and amount of input and output are called productivity. In management, words productivity is the amount of result produced from the raw material and the accounting of manpower used this ratio is known as productivity. If the amount of raw material and manpower are used less than productivity will be high, so in simple words, we can say that productivity is the reciprocal of the amount of raw material and manpower used. Profitability is known the revenue after paying all the bills and taxes of the company. Profitability is affected by the quality and productivity. Managers also pay the attention towards the costing and the accuracy of the result (Sturm, and Antonakis, 2015.). Key Skills:- Working style of manager should be cooperative. Truthful and Trustworthy manager. Manager pays considerations to the correctness and estimate. Manager understands the quality system and profitability. The Manager can also work in under pressure. Motivation: The question of research to describe the view, to increase the performance of employee using the motivation technique by managers on the employee. The Primary section of the research defining the individual employee specification. In the primary section, the main objective of the research is to have a proper description about the sex, stage of development, educational skills and experience, assignment to be a part of this survey (Schneider, et al., 2013). In the second section the motive of the survey to know the view of an employee about the motivation technique. The goal of motivation technique is confirming the employee to work caringly and enthusiastically. In many cases this technique fell through, there are many methods differ from this technique to achieve this. A motivation technique might give a positive effect on some employees, but in some cases, it might not give the same effect. The motivation of individual is based on their requirements, differ. The factors which effect on the motivation technique of employee are: - salary and income increases, bonuses, prizes, agreements, healthy work atmosphere, job safety, rest pauses, working times etc. Salary and bonuses are the main two-factor for every employee to maintain their regular life. Healthy working environment rest hours permit the worker to make their work good. The Complete productivity of the organization and to accomplish the longtime goals and target we need to concentrate on the features which lead to such objectives. Because eventually, wage- earner struggles are going to benefit the business to complete the fixed target. Though, I totally agree with the testimonial that productivity is the vital element to the accomplishment of a business where staffs are the main feature involved and based on their presentation the business target can get. To raise the results of small level administration there is a continuous requirement of inspiration by the high-level administration. The Agreement with the thesis statement is: This is understood that inspiration pushes single to effort in a way which leads to the activities of administrative as well as individual aims. The Inspiration is not only supporting the staff member to enhance their work skills to beat but also fulfills their individual requirements. This indirectly discloses the hidden abilities of folks when they are given correct path and values to monitor. The Motivation techniques support supervisor to plan-out the root of what approaches and how to put on them consequently to the type of employees existing at the moment (Robbins, and Judge 2013). The improved proficiency guarantees control in goods and that outcomes in larger stocks in the marketplace. Real and logical events given under object displays that if correct procedures are to be implemented in an organization then it will be extra stress-free for supervisors to acquire optimistic outcomes. The surveys are done in the provided object it can be assumed that there are methods of procedures and techniques to be monitored to inspire each and all kind of individual and group at the organization (Rideout, and Gray, 2013). The value of motivation at the place of work is well defined and it straitly gives impact on the presentation of workers (Nahavandi, et al., 2013). In favor of the given statement, to provide proof of the same study is being done. It has been said that inspiration methods to raise proficiency of employee applied by supervisors are helpful for the supervisor and business or not. A minor change in the direction of the requirements of teams and what can inspire them to do work extra and in a specific way could outcome in well phases. Sometimes its hard to stay concentrated every time at that specific point one is essentials to be pushed in an optimistic way (Miner, 2015). By supervisors control in an inferior level of management and to keep the things in mind about the taking care of team members, their needs, to change them in a specific way what effort can be done for them. This statement proves that this technique of motivation is one of the best methods to increase the efficiency of employees.There are logical methods which are based on nature and behavior of human about their needs what can be expected, and whats the needs of the workplace and in what sense employees can push themselves to achieve the organization goals. The manager should inspect the strength and way of inspiration required which should ties up with the present team at the moment ( Kreitner, and Kinicki, 2013). From the class concepts understanding, this is understood that by the motivation technique performance could be better of employee and can achieve the set goals in organizations. To get wanted outcomes as each individual employee, managers should do efforts to get wanted outcomes. To motivate each individual employee, there are many techniques and procedures classified. We have studied this year, is Abrahams Maslow theory of needs which is based on the hierarchy of needs. Those five needs give below: -Physiological: this need theory involves basic necessities of an individual. -Security: This need theory based on, the need arise for safety and emotional damage. -Social: this need theory tells about, the need arises for the social belongings. -Esteem: This need theory includes two features (internal and external) which involves self-worth, accomplishment, rank, recognition (Pinder, 2014). -Self-actualization: The need theory of where the determination for self-fulfillment rises. By implementing the Maslows theory, a manager can get a knowledge about, how to motivate individual employee by knowing the current needs of him (Luthans, et al., 2015). As per the studies, the conclusion of the whole critique made in the framework is that motivation technique proves the direst element in accumulating output of individual employees and eventually the efficiency of an organization gets increased. The research shows the diversity of different issues and variables to be taken from budget to display the inspiration strategy. To get desired results this methods and procedures and monetary technique helps the manager. As per my viewpoint, every technique and methods have disadvantages, for the implementation of motivation technique, it needs a well-qualified manager. This technique and strategies also have some drawbacks which make it more critical to adopt as such it is a time-consuming strateg. References: Armstrong, M., and Taylor, S. 2014. 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Psychology Press. Rideout, E.C. and Gray, D.O., 2013. Does entrepreneurship education really work? A review and methodological critique of the empirical literature on the effects of university?based entrepreneurship education. Journal of Small Business Management, 51(3), pp.329-351. Robbins, S.P. and Judge, T., 2013. Organizational behavior. Schneider, B., Ehrhart, M.G. and Macey, W.H., 2013. Organizational climate and culture. Annual review of psychology, 64, pp.361-388. Sturm, R.E. and Antonakis, J., 2015. Interpersonal power: A review, critique, and research agenda. Journal of Management, 41(1), pp.136-16