Organizational Behavior †Motivation Essay Example Essay Example

Organizational Behavior – Motivation Essay Example Paper Organizational Behavior – Motivation Essay Introduction MGMT 2008 – Organisational Behaviour Motivation Theory Throughout the Caribbean, managers are continually challenged to motivate a workforce to do two things: work towards helping the organization achieve its goals, and to work towards achieving their own personal goals. In order to successfully do this, they must first properly understand the concept of motivation. The Webster’s New Collegiate Dictionary defines a motive as â€Å"something (a need or desire) that causes a person to act. Motivation, in turn, is defined as the act or process of providing a motive that causes a person to take some action. In most cases motivation comes from some need that leads to behavior that results in some type of reward when the need is fulfilled. Thus, managers have the responsibility of making employees willing to exert high levels of effort, sufficient to achieve their personal needs as well as the organisation’s goals. Psychologists have studied human motivation extensive ly and have derived a variety of theories about what motivates people. These include theories that focus on motivation being a function of 1) employee needs of various types, 2) extrinsic factors, and 3) intrinsic factors. One major needs-based theory was that of Abraham Maslow which focused on satisfying the needs of employees to keep them motivated. Maslow (1954) proposed a hierarchy of needs that progresses from the lowest, subsistence-level needs to the highest level of self- actualization. Once each level has been met, the theory is that an individual will be motivated by and strive to progress to satisfy the next higher level of need. Basically this hierarchy suggests that people are motivated to fulfill basic needs before moving on to other, more advanced needs. This hierarchy is most often isplayed as a pyramid with the most basic needs at the lowest levels of the pyramid, while the more complex needs are located at the top. Those needs at the bottom of the pyramid are basic physical requirements including the need for food, water, sleep, and warmth. Once these lower-level needs have been met, people can move on to the next level of needs, which are for safety and security. Organizational Behavior – Motivation Essay Body Paragraphs As people progress up the pyramid, needs become increasingly psychological and social. Soon, the need for love, friendship, and intimacy become important. Further up the pyramid, the eed for personal esteem and feelings of accomplishment take priority. Maslow emphasized the importance of self-actualization, which is a process of growing and developing as a person in order to achieve individual potential, located at the tip of the pyramid. Maslow believed that these needs are similar to instincts and play a major role in motivating behavior. Physiological, security, social, and esteem needs are referred to as deficiency needs (also known as D-needs), meaning that these needs arise due to deprivation. Satisfying these lower-level needs is important in order to avoid unpleasant feelings or consequences. The highest-level of the pyramid was termed as growth needs (also known as being-needs or a-needs). Growth needs do not stem from a lack of something, but rather from a desire to grow as a person. Frederick Herzberg (2003) and his ‘Two Factor Theory further modified MasloWs needs theory and consolidated down to two areas of needs that motivated that deal with Job context and lead to Job dissatisfaction (company policy and administration, supervision, interpersonal relationships, working conditions, salary, status, and security); while motivators are those factors that deal with Job content nd lead to Job satisfaction (achievement, recognition for achievement, the work itself, responsibility and growth or advancement). Herzberg’s findings revealed that certain characteristics of a Job are consistently related to Job satisfaction, while different factors are associated with Job dissatisfaction. The conclusion he drew is that Job satisfaction and Job dissatisfaction are not opposites. The opposite of satisfaction is no satisfaction and the opposite of dissatisfaction is no dissatisfaction. Remedying the causes of dissatisfaction will not create satisfacti on. Nor will adding the factors of Job satisfaction eliminate Job dissatisfaction. In order to adequately motivate employees, managers must first removed the sources of Job dissatisfaction and subsequently and those of satisfaction. The search for needs- based motivation theories also leads to McClelland’s Acquired Needs Theory, which surrounds the idea that needs are acquired throughout life. That is, needs are not genetic, but are learned or developed as a result of one’s life experiences (McClelland, 1985). This theory stipulates that there are three major types of needs, hich are the need for achievement (which emphasizes the desires for success, for mastering tasks, and for attaining goals); the need for affiliation (which focuses on the desire for relationships and associations with others); and, the need for power (which relates to the desires for responsibility for, control of, and authority over others). All of these theories approach needs from a somewhat dif ferent perspective and are helpful in understanding employee motivation on the basis of needs. However, other theories of motivation also have been posited and require consideration by managers in compiling motivational strategies. Another approach to understanding motivation focuses on external factors and their role in understanding employee motivation. Best known for this is B. F. Skinner’s (1953) Reinforcement Theory which studied human behavior and proposed that individuals are motivated when their behaviors are reinforced. His theory is comprised of four types of reinforcement. The first two are associated with achieving desirable behaviors, while the last two address undesirable behaviors. Positive reinforcement’ relates to taking action that rewards positive behaviors; ‘avoidance learning’ occurs hen actions are taken to reward behaviors that avoid undesirable or negative behaviors. This is sometimes referred to as negative reinforcement. ‘Pu nishment’ includes actions designed to reduce undesirable behaviors by creating negative consequences for the individual; and, ‘extinction’ represents the removal of positive rewards for undesirable behaviors. Theories that are based on intrinsic factors focus on internal thought processes and perceptions about motivation. Examples of these kinds of theories include Adam’s Equity Theory which proposes that individuals are otivated when they perceive that they are treated equitably in comparison to others within the organization (Adams, 1963); Vroom’s Expectancy Theory which addresses the expectations of individuals and hypothesizes that they are motivated by performance and the expected outcomes of their own behaviors (Vroom, 1964); and, Locke’s Goal Setting Theory which hypothesizes that by establishing goals individuals each of these theories deals with a particular aspect of motivation, studies have found it unrealistic to address them in isolation, since these factors often do come nto play in and are important to employee motivation at one time or another. Other approaches to motivation are driven by aspects of management, such as productivity, human resources, and other considerations. The most famous theory in this regard is McGregor’s Theory X and Theory. Created by Douglas McGregor, this approach again draws upon the work of Herzberg and develops a human resources management approach to motivation. This theory first classifies managers into one of two groups. Theory X managers adopt an authoritarian style and generally believe that the verage person dislikes work and will avoid it he/she can; therefore most people must be forced with the threat of punishment to work towards organisational objectives; and the average person prefers to be directed, to avoid responsibility, is relatively unambitious, and wants security above all else. Theory Y managers, on the other hand, take a participative management app roach and believe that effort in work is as natural as work and play; people will apply self-control and self-direction in the pursuit of organisational objectives, without external control or the threat of unishment; commitment to objectives is a function of rewards associated with their achievement; and people usually accept and often seek responsibility. Altogether, whilst all of the aforementioned theories are helpful in understanding management and motivation from a conceptual perspective, it is important to recognize that most managers draw upon a combination of needs, extrinsic factors, and intrinsic factors in an effort to help motivate employees, to help employees meet their own personal needs and goals, and ultimately to achieve effectiveness and balance within the rganization. Managers should take into account most of the aspects upon which these theories focus, namely expectancy, goal setting, performance, feedback, equity, satisfaction, and commitment for example, when they are developing a motivational strategy for their employees. The literature which surrounds motivation theory suggest a wide range of strategies for managers to implement in seeking to help motivate employees. First off, managers should expect the best from their employees as persons tend to live up to the expectations they and others have of them. (Manton, 2005, p. 292). They should also seek to reward desired behaviours and ensure that rewards are not given for undesirable behaviors and be sure to use many different types of rewards to achieve the desired outcomes (Manton, 2005, p. 295). Allowing subordinates to take responsibility for their own motivation is another strategy. This can be achieved by managers taking steps to deal with problem employees, to understand employees’ needs, to determine what motivates their employees, to engage employees in the problem-solving process, and to really work hard at resolving, rather than ignoring, difficult employee problems (Ni cholson, 2003). Additionally managers show seek to play to the employees’ strengths, promote high performance, and focus on how they learn. This requires them to know what their employees’ strengths and weaknesses are, to find out what will be required to get specific employees to perform, and to understand how to capitalize on the ways those employees learn as an alternative method of encouraging and motivating them (Buckingham, 2005). Motivating an employee is a delicate task. Caribbean managers effectively put them in practice. Should these managers place more focus on roviding their employees with sufficient extrinsic rewards for desired performances, there is an increased likelihood that said employees will become motivated. However, creating an environment which facilitates employees’ satisfaction of intrinsic needs, is equally as important in motivating employees and keeping them motivated. References The Webster’s New Collegiate Dictionary Herzber g, F. (2003, January). One more time: how do you motivate employees? Harvard Business Review. Locke, E. A. , Latham, G. P. (1990). A theory of goal setting and task performance. Englewood Cliffs, NJ: Prentice-Hall. Maslow, A. H. 1954). Motivation and personality. New York: Harper Row. McClelland, D. C. (1985). Human motivation. Glenview, IL: Scott, Foresman. Skinner, B. F. (1953). Science and human behavior. New York: Macmillan. Vroom, V. H. (1964). Work and motivation. New York: Wiley. Adams, J. S. (1963, November). Towards an understanding of inequity. Journal of Abnormal and Social Psychology. Manton, J. (2005). From management to leadership. San Francisco: Jossey-Bass. Nicholson, N. (2003, January). How to motivate your problem people. Harvard Business Review. Buckingham, M. (2005, March). What great managers do. Harvard Business Review. We will write a custom essay sample on Organizational Behavior – Motivation Essay Example specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Organizational Behavior – Motivation Essay Example specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Organizational Behavior – Motivation Essay Example specifically for you FOR ONLY $16.38 $13.9/page Hire Writer

Analysis of Mayor Cory Booker essays

Analysis of Mayor Cory Booker essays The most intriguing metropolitan mayoral race occurred May 14, 2002, when incumbent Sharpe James was sought an unprecedented fifth term. However, James would not be vying against the typical candidate. The 66-year-old James was about to face the fight of his political life thanks to freshmen City Councilman Cory Booker. Booker grew up in the wealthy suburb of Bergen County, New Jersey. He was named Mr. Football of New Jersey in 1987 and attended Stanford University on an athletic scholarship. In 1992, he traveled to Oxford on a Rhodes scholarship. Upon his return to the U.S. he attended Yale Law School. Instead of embarking on a high paying law career Booker decided to move to Newark, New Jersey and become an activist for black residents whom he believed were being supplanted by the inadequate administration of Mayor Sharpe James. In 1999, Booker gained national attention by fasting and camping out next to a series of abject housing projects for ten days. He was attempting to draw the publics attention to the lack of police protection for the law-abiding tenants from gang members and drug dealers (Booker, 2002). Soon afterwards, Booker lived in a trailer for five months where each night he parked on street corners thus obstructing the normal routine of drug dealers (Booker, 2002). After seeing much Bookers activism on Fox News, 60 Minutes and CNN I, along with several political commentators and political strategist, believed Cory Booker would be the next Mayor of Newark, New Jersey. To my utter chagrin, my predictions were wide of the mark, about negative seven percent wide to be exact. To understand why my chosen candidate failed I decided to analyze the vital elements of his campaign. The first thing that came to mind was Corys age. Cory at the time was 32 years old and was challenging a 66-year-old incumbent. Sharpe and his cronies began to plant seeds of doubt and apprehension in the older African Am...

Administrative and Constitutional Law Essay Example | Topics and Well Written Essays - 2000 words

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Comparative politics Essay Example | Topics and Well Written Essays - 1750 words

Comparative politics - Essay Example The focus of Green political theory â€Å"is usually on two themes: on the role of anthropocentric ethics in reducing the non-human world to merely being of instrumental value to humans; and on the question of limits to growth.† (Paterson, 2001:35). Eckersley (1992) suggests that the defining characteristic of Green politics is ecocentrism, or the rejection of an anthropocentric thought which places value only on humans in favor of one which also places value on ecosystems and all other living organisms. Ecocentrism recognizes the full range of human interests in the non-human world- and not merely the instrumental value of particular parts of nature-, the interests of the non-human world, as well as the interests of future generations of humans and non-humans. Finally, ecocentrism â€Å"adopts a holistic rather than an atomistic perspective†, valuing populations, species, ecosystems and the ecosphere as a whole as well as valuing them individually. Dobson (1990) specifies another defining characteristic of Green politics- the limits to growth argument about the nature of the environmental crisis. Paterson says that Greens suggest that â€Å"it is the exponential growth experienced during the last two centuries† which is the main reason behind the current environmental crisis. (2001:36) Dobson suggests that there are three arguments which are important in this context: first, that technological solutions will just postpone the crisis, but cannot prevent it from happening altogether; second, that the exponential nature of growth means that dangers which have been accumulating over a period of time may suddenly have a catastrophic effect; and third, that the problems associated with growth

Thermodynamics Lab Essay Example for Free

Thermodynamics Lab Essay Purpose: The purpose of this lab is to determine the identity of an unknown metal, and to prove whether the laws of thermodynamics hold when determining this identity. Using the accepted specific heat of water (4186 J/kg  · oC), heat flow between two different sets of water though the conduction of an unknown metal can provide useful data in determining the identity. The heat transfers can be calculated to approximate the specific heat of the unknown metal. When heat is transferred to an object, the temperature of the object increases. When heat is removed from an object, the temperature of the object decreases. The relationship between the heat (q) that is transferred and the change in temperature (DT) is: q = mCDT = mC  · (Tf Ti). After the specific heat of the metal is found, it can then be compared to known specific heat values of various metals, which in turn will allow for a probable identity of the unknown metal to arise. Hypothesis: The identity of the unknown metal is aluminum. This can be inferred from the unknown metals appearance, which resembles aluminum it its color, light weight, and luster. The laws of thermodynamics will hold when determining the unknown metal. The laws of thermodynamics must apply in order for heat flow to occur during the experimentation. Materials: The materials used in the lab were two calorimeters (insulated, Styrofoam containers), an unknown metal in the shape of a wide horseshoe, two thermometers, a balance, water, a beaker, and a Bunsen burner. Procedure: 1.Measure the weight of the Pyrex beaker, and then pour 200 mL into the beaker. Weigh the beaker filled with water. Record both weights to find the weight of the water by itself. Let this mass of water be labeled 1. Next, pour the water into one of the calorimeters and take the temperature of it. This temperature should be the room temperature and the same as the unknown metals temperature. 2.Pour 200 mL of water into the beaker and weigh the beaker filled with water. Record the weight. Let this mass of water be labeled 2. 3.Use the Bunsen burner to heat up the 200 mL of water in the beaker to 75o C. Then pour the hot water into the other calorimeter. 4.Set-up the calorimeters by placing the thermometers and the unknown metal in their specific places. 5.Record temperatures of both calorimeters every minute until thermal equilibrium is reached. 6.Clean and return all materials and dispose of any waste. Conclusion: The graph indicates that heat flow did undergo during the experimentation. The cold water increased in temperature, while the hot water decreased. The two liquids underwent changes in temperature until they both reached thermal equilibrium. This thermodynamics law is called the Zeroth Law of Thermodynamics. This law basically states that two bodies will naturally reach thermal equilibrium when in contact. The First Law of Thermodynamics was obeyed as well. Only heat from the warmer body went to the colder body. Heat only travels in one direction, from the hot to the cold, as can be seen from the graph. My hypothesis of the unknown metal being aluminum was correct. The results of my lab showed that the unknown metal was aluminum, and later it was said that the metal had in fact been aluminum. The lab calculations went well. The values were somewhat disparate however. For example, the specific heat was found to be 1200  ± 110 J/kg  · oC, but the actual specific heat of aluminum is 900 J/kg  · oC. This difference can be attributed to the imperfect insulation of the calorimeters. Some heat must have been lost during the experiment, which may have caused a distortion in values as a result. Also, the metal was exposed to the outside air, and likely lost some heat to the air. Overall, the lab was a success. The only improvements I would suggest are to have better insulators and more precise instruments. Better insulation would yield improved results. The metal, which was transferring the heat, should have been insulated so that heat could not escape during the heat transfer. More pr ecise instruments would cut down on the uncertainties, which then would allow for better and more accurate results.

Essay --

Dr. Goodall is a well-known British primatologist who has discovered a substantial amount about primates in her many years of research. She has written numerous books, including one that we will be going into depth about called, â€Å"Through a Window.† Her book contains personal experiences, research findings, and even pictures to help the readers visualize her scientific breaking moments from her thirty years with the chimpanzees of Gombe. She states that there is are minor differences, and several similarities between humans and the chimpanzees. We will discuss these differences and similarities through their social behavior, intellectual ability, and emotions. To conclude, examine Goodall’s research to adopt what her findings can tell us about our early ancestors, and whether or not her study coincided to the steps of scientific methodology. To start, research shows that there are a striking number of similarities between humans and chimpanzees in context to their social behavior. Next, we will see comparisons between humans and chimpanzees through their intellectual abilities. ...

A Story of an entrepreneur

Entrepreneur is an individual who organizes and operates a business and taking financial risk to do so. The entrepreneur is commonly seen as an innovator of new ideas, and business processes. Everyone has different strengths and weaknesses ,and entrepreneurs are no exception. But all entrepreneurs share certain qualities. We all know about Md. Yuan's, Salmon F. Raman, Bill gates, Richard Brannon and so on. They create such a miracle in the world as an entrepreneur.But now we are talking about a person who is not such popular like hem; but he an real life entrepreneur He earns very low but he can be the great example for us or those who wants to be an entrepreneur. His name is Md Kafka All, An entrepreneur. He is a freedom fighter and now he is a hawker of Goulash Hawkers Market ,make his earnings by selling cloth products like T-shirts, pant, children's outfits and other materials. He was born in 1950 in National at Lakehurst district in Islanders village . He is the youngest son of Mohammad All and Nazism statue.From childhood he was familiar with poverty and at very early GE he lost his parent's. Md. Kafka all is not an educated person at all. He Just went to school only for one day!!!!! And that day he decided that he will never come to school again!!! But this fact can't beat his confidence. In 1971, he participated in the war. After that 9 month bloodshed war. He lost everything. He had nothing to do at that time. So he took a loan of only 500 take from a relative and then came in Dacha 1975 . He didn't have any plan or idea. He didn't knew his destination.But he had only one thing and that is courage and self-confidence. He slowly made connections everywhere. He met as many people as he could and bullied up relationships. Afterwards, this people helped him. They took him to guiltiest and attached him how to do his business. From that day he started a new life. Then he started his business by a rickshaw van from one area to another to sell his product like T-shirts, pant, children's outfits and other materials. Then after some time he rented a small shop with his product in sultana.It is true that Kafka all is not as popular as the other entrepreneur but now he is much solvent. Now he is the owner of his own shop in the goulash hawkers market he is very much popular for his honesty. He usually opens his shop at 9:00 am and finishes his work 10:00 pm. So he works for 14 hours a day,but in the seasonal times like Did he works for almost 20 hours daily. Beside him,his grandson helps him to work. Basically,there is only one employee working in the shop but in seasonal times he hires 4 employees by working in two shifts and he pays 3000 take to each employees and also provides food and shelter to them.He also give them performance bonuses so that they get motivated to attract more customers. He rations the bonus by the number of products sold by an individual employee. He maximizes his profit in the winter season;This is peak time he sell s his product the most. He also makes a handsome amount of profit in the national festivals like Did LU flirt and Durra Pupas. He incurred a severe loss when there is a hart. Hart interrupts his daily business routine. Let is quite impossible for him to various places. He mainly asks for people from his relatives and brings employees room his village.He expects good behavior from them so that they can deal with customers effectively. Elf they fails to maintain this,he fires them out. He expects honesty and loyalty from the employees. From Sultana and Maryanne,Saber All brings all his Readmes garment products. He had many dealers and keep regular contact with them, and bought good from them. Very rarely he buys the goods on cash but most of the times he buys them on account. His daily sales revenue is equivalent to 2000 to 3000 Take and from there he makes a profit of 700 to 900Take. He states that he is quite happy with the profit he makes. The customers mainly comes to his shop bec ause he charges less then the other shoppers which sit Just beside his shop. He attracts the customers by the diversity of the products. The most interesting fact is his main customers are not the lower class people but the higher class ones from the trip-state area like Goulash and Banana?and they are the regular ones!! He gave an advice to us about what a person need to be if he [she wants to be an entrepreneur.He states that every entrepreneur must believe in himself. One should maintain honesty and believe in the decisions he make. He notes that without honesty no one can succeed in life. One should be hardworking to achieve the goal of the business. We should salute and respect this Freedom fighter because instead of all this ups and downs he never gave up. He continued his business even after incurring a loss. He has tremendous self confidence which made him able to run the business for 38 years. That is what a true entrepreneur have to have.