In organizations the actions of the employees are attempted to be motivated. Following are the examples of negative reinforces that can be applied in the organizations.
Individual engages in action to satisfy needs and motives for tension reduction. On the other hand, if the anticipated rewards are not resulted by adopting a certain line of action, then the employee would not be likely to repeat his behavior.
A manager may have the most highly qualified employees under him and provide them with the best possible environment, but effective performance will not result unless the subordinates are motivated to perform well.
So the rewards of certain action, act as a feedback mechanism that supports the employee to evaluate the consequences when he is considering his future action.
This decreases the motivation of the person and resultantly his certain behavior is eliminated or extinguished. Furthermore, when a certain need is satisfied then that need cannot be regarded as the powerful motivator. Depending on how well the goal is accomplished their needs and motives are modified.
Drastic changes in environment necessitate the revision and modification of needs. If the consequences of the particular course of action followed by an employee are in the form of rewards, then the employee would be motivated to perform the same level of efforts for acquisition of similar rewards in future.
These drives generate a search behavior to achieve particular goals that will satisfy the need and lead to a reduction of tension. Goal accomplishment Action to satisfy needs and motives accomplishes goals. So the employee performs certain course of action to the satisfaction of unsatisfied need.
Such tension can be physical, psychological, and sociological. Examples of punishment include the following. In fact the unsatisfied need stimulates the thought processes of the employee that direct him to adopt a certain course of action. The individuals who have higher needs of power love to take the jobs related to persuasion.
The behavior of an individual is directed towards some goals by an inner drive is called motivation and the process that allow us to motivate people to do some specific job is called the process of motivation. Following are the four basic consequences that can either discourage the behavior of employees or encourage it.
These needs influence the thought processes of employee that directs him to satisfy the needs by adopting a particular pattern of action.
An employee is taken off the probation on the basis of his improved performance. Expectancy Theory According to expectation theory, the employees motivate to exercise a specific level of efforts on the basis of three things which are as follows.
Action to satisfy needs and motives Such tension creates a strong internal stimulus that calls for action. This tension acts as driving force for the accomplishment of the set goals which can satisfy the tension creating need.
Reassessment of Deficiencies of Need When an employee feels satisfaction for his certain unsatisfied need through the rewards of a certain line of action, then he again reassesses any further unsatisfied need and resultantly the whole process is repeated again.
For example, an employee in the organization considers the need for higher pay, more challenging work, for time off etc. Extinction When a reinforcing consequence is failing to provide or it is withdrawn, extinction takes place.
Exploring Ways to Fulfill the Need In this phase of the process of motivation, different alternative ways are explored that can satisfy the unsatisfied need that is identified in the first phase. In this situation a valued consequence is applied to enhance the probability that the same behavior would be repeated in the future so that the similar consequence appears.
According to Herzbergthe lower level needs are quite different motivator than higher level needs and it creates a bad effect when lower level needs are used as a motivational tool for the employees because the needs in the lower level are satisfied quickly. Therefore, management can do its job effectively only through motivating employees to work for the accomplishment of organizational objectives.
These contributions are as follows. The employees are linked with the organizational objectives through the glue of motivational tools. McClelland is also agreed with the Herzberg on the point that the higher level needs are more significant in the working environment.
Then the unfulfilled need stimulates the employee to search certain goal by creating tension in him. Expectancy Instrumentality Valance In other words expectancy is the function of above three things. The relatedness needs are the ones which are satisfied through personal interactions with others like self esteem from others and prestige etc.
This theory promotes further investigation in the area of motivation. Following are some of the examples of positive reinforces. When actions are carried out as per the tensions, then people are rewarded others are punished.
This law of behavior promotes the investigation on results of positive consequences which can motivate the behavior and are referred to as reinforces. If any of these three factors is missing or deficient, effective performance is impossible.Management and Motivation managers and employees in the process of motivation.
Is Everybody Motivated? Management Theories of Motivation Other approaches to motivation are driven by aspects of management, such as productivity, human resources, and other considerations. Most. The Process of Motivation.
The process of motivation starts with the need which may be the perception of deficiency in an individual. For example, an employee in the organization considers the need for higher pay, more challenging work, for time off etc. MOTIVATION:The Motivation Process, Motivational Theories, Challenges of motivating employees Human Resource Management Business Human Resource Management.
Employee Management; Employee Motivation; Work/Life Balance; Team Building; Workplace Communication If your organization’s performance review process includes an employee self feedback and discussion about how the employee can continue to grow her performance should comprise the majority of the discussion.
The employee. - Definition, Process & Types Motivation in management describes ways in which managers promote productivity in their employees. Learn about this topic, several theories of management, and ways in which this applies to the workplace.
A Study of Motivation: How to Get Your Employees Moving SPEA Honors Thesis Spring Indiana University. to provide guidance throughout the process. Professor Hughes has given me the courage and what actions to take to encourage their employees.
The definition of motivation starts with the root word, motive. Webster’s .Download