Management & Motivation

Posted on: April 25 2019, By : Shubham Naskar
Management & Motivation
Management is defined as “getting things done through people”, but this is more easily said than done. People are an organization’s most valuable and expensive resource. They are also the most difficult element of an organization to manage. People possess a variety of talents and they will react differently in different circumstances. In fact, in many ways people are unpredictable. Unlike machines, they are not interchangeable, which creates problem for organization.
Motivation is concerned with why people do (or refrain from doing) things. A “motive” is a need or a driving force within a person. The process of motivation involves choosing between alternative forms of action in order to achieve some desired end or goal. Goals can be tangible such as higher earnings or intangible such as personal reputation or prestige. Manpower consultancy in India put special emphasis on the process of motivation
We can divide motivation at work into two types:
1.    Internal Motivation: This is related to the work, where there is a connection between the task itself and the individual needs.
2.    External Motivation: This is independent of the task i.e. the task is merely a means to an end. E.g. working for a higher wage.
Whenever clashes of interest developed, these were resolved in the traditional manner by offering financial incentives and/or threatening the loss of employment-providing external motivation. HR courses in Navi Mumbai impart training on different ideas and practices in organizations. Traditionally this is known as “Carrot & Stick” idea. Carrot being money and stick means fear. Note that there is a range of carrots and sticks. The point being most human beings are influenced in their work performance by the desire for reward and the fear of punishment. For the best match top HR consultant in Mumbai helps in finding the right planning for the motivation factor.
 The term used for encouraging workers to meet the expectations of the organization is positive reinforcement. Psychologist identifies two types of positive reinforcement: extrinsic reinforcement- these are the outside influences and rewards such as money, extra holidays, company car etc. other is intrinsic reinforcement- these are inside the individual reward feelings, like finding work interesting, feeling appreciated etc. top manpower agencies in India considers the influence of these reinforcement. 
Management has to operate behavior modification for the advantage of the organization, so as to take account of the following points:
·  The desired behavior must be defined and explained to the employees so that they know what is expected of them.
·  The rewards and punishments need to be defined and explained to the employees
·   A decision must be made whether to use extrinsic or intrinsic reinforcement or a combination of these
·   There must be adequate monitoring of employee behavior to see whether the reinforcement are having the desired effect
The proponents of scientific management saw the problems faced by people at work as resulting from a failure of management to properly integrate workers into their roles in the organization. The scientific approach states that the management and labor would co-operate to accomplish the best results. Best job consultancy in India follow the scientific approach for their organization. The basis of this approach lay in in the following factors: 
Time & Motion Study
Working conditions
Below are some of the ideas of Elton Mayo that can be deployed to assist the integration of individuals into their work roles:
·  Individuals are social beings just as much as economic beings and will perform well in organization if their social needs are met.
·  Individuals expect to be treated as human beings in the workplace; they expect to be treated with dignity and politeness
·  Individuals like to feel that they have some control over their own work situation; they appreciate being consulted over matters which affect them
·  Good communications are crucial; people have a right to know what is going on in the organization
·  Grievances should be dealt with quickly; if not, people may brood discontent festers.
·  Individuals value praise when they feel that they have earned it
·  Individuals perform well in a secure environment; they react against uncertainty and threats. 
Within enterprises there is an informer organization of friendship groups, gossip and generally accepted norms and values. Management should take account of this, e.g. When changing a worker from one job to another.
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