Organizational Behaviour for Productivity - myassignmenthelp.com

Question: Discuss about theOrganizational Behaviourfor Productivity of the Employees. Answer: The thesis statement of this article is productivity of the employee can be increased by applying the various motivation techniques in the organization. A companys success is dependent on the motivating employees. One of the biggest concerns of manager should be made meaningful contributions even in smaller task. Motivation techniques can enhance the productivity of an employee appropriately. There are two factors which should be considered by manager in motivating the employees. These are nourishes and catalysts. Nourishes are considered as the feeling which makes employee motivated and happy. A catalyst contains encouragement to motivate employees regarding complete the task. Efficiency is the major factor which has capability to bring the positive as well as negative change (Csikszentmihalyi and Wong, 2014). Efficiency reveals the degree of success of growth and the stationery state of the organization. Efficiency can be elaborated as the deployment of the numerous factors such as labor, numerous products and goods, material, machinery equipment, energy and capital property. The strength of the motivation techniques is job satisfaction, increase productivity, improve learning capacity, and improve efficiency and more engaged with works and employee as well. Job satisfaction is essential element for the employees to stay in a company for a long time. Motivation techniques help them to stay with company for a long time with job satisfaction. Manager of the organization can enhance the efficiency of the employee by following motivation techniques. Manager of the company needs to communicate richly with their employees and invest his time in them with higher engagement (Jorgensen, Bice, Unruh, Akehi, Crockett and McReynolds, 2017). By understanding that employees are first people for him, these will enhance the high performance of them. It keeps across the unique qualities of the wage-earners and shows that in what manner these qualities and characteristics can be used in the organization in the way of growth. Due to natural outcome of these characteristics and qualities, it composes environment of competition for the purpose of developing the welfare of social and economic of the individuals. The biggest achievement of manager is to reveal the talent and strength of the employees to accomplish the task. Along with that it has been discussed in this article that manager should be lenient sometimes with colleagues to make them comfortable. Motivation techniques can be one in the form of allowing employees to states their opinions ad possibilities for sharing information. Manager must be attentive towards his employee. Praise is the factor which motivates employee efficiently and employee get encouraged towards accomplish the task within time frame. Manager of the organization should be on his words and being patient while acting with employees. It has been argued by Guclu and Guney, (2017), that the behaviour of manager towards employee is able to bring the impact of negative and positive in the organization. Wage-earners should be trea ted by human being and manager should be liable to concern about the psychological need of wage-earner. Every coin has two aspects which reveals in the positive term and negative terms. This thesis statement has same concept and defined that motivation techniques use by manager can have the positive impact as well as negative. The weakness of this statement can be made due to the behaviour of the manager because manager of the organization is liable to understand the need of the employee and make them comfortable towards their work (Onoyase, 2017). The attitude of the manager is important element in the progress of the organization. Apart from that there can be another element is that unmotivated employee would not take interest in the accomplishing the task. Unmotivated employees spread the rumors to make the unhealthy environment of working. It will bring the un-cooperation in the organization and it will build the demonstrations and strikes problems for the management. It has been stated by Nuttin, (2014), that motivation rewards may be the cause of de-motivation because when wage-e arner do not get rewarded, it would bring the situation of discouraged and enhance the feeling of covetous to the people who are getting rewarded. Financial motivation such as piece rate quality may suffer as they are demanding to hurry. Non-financial motivation such as flexibility in the job may be the reason of over time consuming to change between the roles. It will increase the possibilities of team conflicts and stress among wage-earners. For instance, if manager do motivate employees in force manner to achieve the target as soon as possible by ignoring the psychological need of employees, it would carry the negative working environment and capacity as well as efficiency of the employees will be decreased. Achievement motivation has the nature of perpetual (Hanus and Fox, 2015). Once a higher achiever fulfill the demand of the organization within time frame, the over expectation of the organization on him amplifies the situation of stress to him. Negative relations between the employees will prevent the growth of motivation in amongst employee. It is required that organization should pay salary or incentives as per the efforts of the wage-earner. Due to low payment they will get discouraged and find another opportunity to get higher salary which brings the situation of attrition. As per my viewpoint towards this thesis statement, organization behaviour is dependent upon the workers of the organization as well as the management. A motivation technique is the major tool to encourage them adequately. I have been analyzed that there are numerous strategies to improve the employee engagement and motivation. It has been studied by Gallup that may of the employees left their job due to job un-satisfaction and the rude behaviour of their manager (Campos, Coricelli and Moretti, 2014). I have been gone through with the report of Gallup which stated communication, individual strengths and performance management are essential components to make employee engagement and increase productivity and efficiency of the employee. It has been recommended by the Gallup report that communication should be done by manager richly and make them feel that they are important asset for the organization and their presence is valuable for it. Clarity regarding mission and vision amplifies t he productivity and reduce the frustration level of worker towards performing the task. Manager of the organization should focus on strength of employees over weakness. A strength based culture motivates employee to learn their roles more hastily, construct more and considerably better work (Nurmi, Hagger, Haukkala, Arajo-Soares and Hankonen, 2016). I have gone through with article and find that efficiency is the essential element for the growth of the employees and the utilization of the efficiency is dependent on the manager. I believe unhealthy and unsafely work environment demoralized employees and low their morality. A manger needs to be active towards their employees and handle them as per fair treatment. There are so many motivation theories such as Maslows hierarchy needs, Hertzbergs motivator-hygiene theory, goal setting theory reinforcement theory and so many more which can be applied in organization by manager to motivate their employees efficiently. I do agree with theses statement because motivation techniques are essential for increasing the productivity of the employees efficiently. There are so many techniques of motivation which may influence employee towards accomplishing the task within time frame. Along with that techniques make them enthusiasm and bring job satisfaction in their work. I have been analyzed that creative positive work environment, provide incentives, set goals, share profit, conducts reward and recognition, solicit employee input and professional enrichment can be the part of motivation techniques. Increasing motivation at workplace will be helpful to boost productivity and team performance. A motivation technique facilitates to reduce the unwillingness to complete a task (Richter, Raban and Rafaeli, 2015). My stake points in the favor of this statement can be provided clarity, incentivize and motivate an individuals rather than a team. In the support of my stake points, I recommended that clarify of vision and mission should be necessary to motivate employees. Incentivize program is essential for improving the efficiency of the employees because it is the factor of motivation which is able to fulfill the psychological need of an employee in a different way. It would be easier to attain the success for the organization when it can envision It. Individually motivation is important for improving the environment because individual performance can increase the performance of team appropriately. Aligned incentives are only the way to make sure individuals on a team that they are working towards the goals (De Grip and Sauermann, 2013). It has been concluded that motivation techniques play a vital role in the picture of growth of the organization. Motivated employee has the more capacity to accomplish the task with enthusiasm in comparison of de- motivated employee. It amplifies the healthy environment and encourages other employee to perform efficiently. In this essay, discussion has been made in the favor of thesis statement. Strength and weakness has been elaborated in concise manner which will be helpful for further studies. I have been discussed my viewpoints regarding thesis statement along with stake key points. I have been analyzed that motivation techniques has so many kinds, there is need to identify the correct technique by manager to motivate employee in well-organized manner. References Campos, N.F., Coricelli, F. and Moretti, L., 2014, Economic growth and political integration: estimating the benefits from membership in the European Union using the synthetic counterfactuals method. Csikszentmihalyi, M. and Wong, M.M.H., 2014, Motivation and academic achievement: The effects of personality traits and the quality of experience, InApplications of flow in human development and education(pp. 437-465). Springer Netherlands. De Grip, A. and Sauermann, J., 2013, The effect of training on productivity: The transfer of on-the-job training from the perspective of economics,Educational Research Review,8, pp.28-36. Guclu, H. and Guney, S., 2017, The Effect of the Motivation Techniques Used by Managers to Increase the Productivity of their Workers and an Application. Business Management Dynamics Vol.6, No.7, Jan 2017, pp.01-18. Hanus, M.D. and Fox, J., 2015, Assessing the effects of gamification in the classroom: A longitudinal study on intrinsic motivation, social comparison, satisfaction, effort, and academic performance,Computers Education,80, pp.152-161. Jorgensen, S.W., Bice, M.R., Unruh, S., Akehi, K., Crockett, H. and McReynolds, J., 2017, Motivation of Shoulder Surgery Patients for Rehabilitation,International Journal of Exercise Science,10(2), pp.234-245. Nurmi, J., Hagger, M.S., Haukkala, A., Arajo-Soares, V. and Hankonen, N., 2016, Relations Between Autonomous Motivation and Leisure-Time Physical Activity Participation: The Mediating Role of Self-Regulation Techniques,Journal of Sport and Exercise Psychology,38(2), pp.128-137. Nuttin, J., 2014,Future time perspective and motivation: Theory and research method, Psychology Press. Oliver, R.L., 2014.Satisfaction: A behavioral perspective on the consumer. Routledge. Onoyase, A., 2017, Motivation and Job Performance of Lecturers of Tertiary Institutions in Nigeria: Implication for Counseling,World Journal of Educational Research,4(2), p.280. Richter, G., Raban, D.R. and Rafaeli, S., 2015, Studying gamification: the effect of rewards and incentives on motivation, InGamification in education and business(pp. 21-46). Springer International Publishing.