Motivation Paper – Organization Behavior

The subject of human motivation is instead complicated for a number of reasons. Firstly, humans mature more slow than any former(a) organisms on this planet, and for this, the motivational tendencies atomic number 18 acquired more slowly too. Secondly, the respective(prenominal) is dependent on many of his fundamental blisss on other people this is illustrated on his/her use of symbolic language to communicate these inevitably to others. Motivation is defined as the concept that represents the fundamental influence that drives fashion and providing its direction (Morris et al., 1999, p 284).In organizational behavior the principles in the study of behavior, especially on motivational theories, are applied in the workplace. Such theories dish up explain what motivates people in their attitudes toward work, their employers and other aspects of employment in general. atomic number 53 major motivational nonplus or theory more oft used in organizations and industries is the the ory by Abraham Maslow. More prominently called as the hierarchy of needs, this theory explains an individuals needs on variant levels.On the theory, Maslow defines basic or fundamental needs as the individuals biological needs like hunger, thirst and rest. Maslow believes that on this basic level lies the evolution of the other so-called higher(prenominal) needs. If the lower levels are not satisfied, the implications mean the individual cannot or go out not move onto the higher levels (Morris et al., 1999, p.302). Maslows theory became a phenomenal one especially in industry because of its humanistic desirability they seemed significant to people. It helps clarify why some work incentives are not effective for some people and situations. And managers in work settings can implement interventions in their workplaces based on their consciousness of human behavior according to the hierarchy of needs (Berry, 2002, p. 240).Figure 1.1 The following profit diagram illustrates Maslows hierarchical levels where the more basic needs mustiness be largely satisfied before higher motives can emerge. Morris et al. 1999 in A.H.Maslow. Copyright 1954 by Harper & Row.Application4D industries top management has emphasized productiveness as its top priority but where quality of service and inscription to the bon ton are not to be compromised. However, the company wanted a clear cut procedure on how this will be carried out. The function of OAKZ consultancy was asked to address 4Ds concerns. OAKZ consultancy drew a blueprint with an initial taper on 4Ds administrative ply. The rationale 4Ds administrative lag has the direct supervision on the companys production.They also bring forth the top managements echo or voice regarding company policies and direction hence, the administrative staffs critical role in the sales and production or rank and wedge workers yield. When the staff doesnt perform to their utmost, this has a domino effect on the whole workforce. This wa s however enlightened by OAKZ consultancy leadership. After a survey from all levels to seek into concerns or problems that plague the company, the OD (Organization Development) consultant gave the following recommendations.Since 4D (population 780 inclusive of -rank & file and middle management/administrative staff) is quite huge by agricultural/county standards, the company has tried to make their interventions as much as feasible on a collective manner rather than on an individual set-up. Motivating the 150 administrative staff members to function to their utmost includes 1.) tone into their status in the company, whether how many are probationary, casuals, contractuals, and permanent, to determine the extra incentives they will be receiving 2.) What privileges and perks have they received as a collective classify and as individuals, so far 3.)What forms will the incentives take i.e. cash and/or travel privileges, others 4.) The measures that 4D will use to be able to asses s the effectuate of the incentives to the individual workers (HR Metrics). The OD consultant from OAKZ pointed out that based on the Maslow model (above), an assumption is made that these staff members will perform better when their graduation three level needs will be secured and this is done done the following step the company should start to give away superfluous compensation in the form of increased salary commensurate to the output (quality time, punctuality, initiative, attitude, and participation in meetings and work discussions, etc.) of staff members. Underlying principleThis addresses the satisfaction of biological needs Security Needs (can provide for more than diet plus how to make the home more safe etc) and Belongingness Needs (more freedom to enjoy friendships because they can now afford, or fiends will appreciate them because they are no longer dependent on other people). The second in-chief(postnominal) feature of the proposed program or scheme is the rotatio n basis (will schedule) for staff members (could either be by twos) to attend national and/or internationalist conferences for professional growth according to their specialty or would-be specialty. This addresses their prise and Self-actualization needs.Today, with the monitoring and guidance of the OD from OAKZ consultancy, 4D industries have started to implement the long-term program. thither is high morale in the workplace and the rank and file and production people are influenced by the contagious self-confidence of the middle management. on that point are rumors circulating around that the next plan will soon include their numbers.Reference1. Berry, Lilly M.1997. Psychology at Work An introduction to Industrial and organizational Psychology. 2nd Ed. upstart York McGraw Hill.2. Morris, Charles G., and Maisto Albert A., 1999. Understanding Psychology 4th Ed. Prentice Hall. New Jersey.