Question

1. How will you apply THE TOTAL MOTIVATION Theory in the workplace?
2. Maslow’s Hierarchy of Needs is also a form of motivation in the workplace . HOW   will you apply this theory in an organization. ?
3. Discuss briefly the importance of ethical behavior in the workplace.

Answer 1

Application of Total Motivation Theory At Work Place

According to the Total Motivation (ToMo) theory, the reasons because of which an employee works can be determined and evaluated to know how well he or she works. There can be many different reasons due to which an employee works. Some reasons may contribute towards a higher performance while others may restrict or deteriorate it. For instance, some employees may work only as they prefer to play and action over inertia. Some work to enhance their potential and some to have a purpose in life. These are the reasons that improve performance and motivate positively. Emotional pressure, economic pressure, and inertia (just doing or continuing the job for the sake of it) are also reasons to work but affect performance adversely.

Hence as one moves along the spectrum, the reasons to work get disconnected from the work itself more and more. Those who find work a game or a play will be more enthusiastic towards it and innovative as well. Those who have negative reasons for working will be disconnected from the work itself and will be thinking about other things not relevant to a job. Employees can be better motivated by adding more to do the positive factors affecting performance, or by adding play, purpose, or potential to a job. The motivation also improves when containing the performance-decreasing reasons/factors such as inertia, and economic and emotional pressure.

Measures including, pay, job design, and performance reviews among others can be modified and structured to improve on positive motivation and performance. Organizations need to develop a high performing culture so that potential, purpose, and play can be improved upon. When the employees work on job tasks that are relevant to their qualifications and experience, they realize their self-potential better. Processes in many different industries, including fast food, telecommunications, and retail have been modified to improve on playfulness, which delights the employees and improve performance. When employees find that they are empowered enough to work on their ideas they find a greater purpose in their jobs, so these measures should be introduced in jobs and organizational culture. Also, when the rewards, incentives, salary, and other benefits match an employee’s aspirations, he/she finds a job to be more satisfactory, rewarding, and meeting needs, among other purposes for which he or she is pursuing a job.

2. Application of Maslow's Hierarchy of Needs Theory in an Organization

The hierarchy of needs theory, as put forward by Maslow, points out that there are five different levels of the employee or human needs that he or she aims to fulfill. At the different levels of the “hierarchy of needs” model, there are different and specific needs to be pursued.

Physiological needs: On the lowest level of the model are the physiological needs. In real and personal life these needs include basic needs like the need for water, food, and shelter. A beginner may perform a job to fulfill these needs initially. Also, there may be certain basic needs to be met in a job environment as well. These include the availability of water, breaks for the employees to eat their meals, and a comfortable work environment. Hence the organization schedules and other aspects should be modified to help employees meet their basic needs.

Safety needs: The next level is occupied by safety needs. Employees that feel secure are more innovative, creative, and concentrate on their job and tasks better as they are less distracted by the security threats. Therefore, workplaces may have proper security provisions, for instance, the guards, vaults for storing employee valuables, well-structured and reliable buildings, work premises, and infrastructure, among other security inputs, to ensure that the employee’s safety is met, which will add to the motivation of employees.

Belonging and Love Needs: Employees should feel emotionally attached to their colleagues, should have a sense of belonging to the organization, and should identify well the legacy of it. They should also find themselves well absorbed in a company's culture and work environment to be motivated. This subsequent human and employee need may be fulfilled by improving employee engagement by implementing the relationship-building events and campaigns, among other measures.

Esteem needs: The esteem needs relate to recognition of efforts and following and perusal of higher goals. Once the needs of the employees at the previous hierarchy levels are met, they pursue their esteem needs. Rewards, accolades, recognitions, promotions, and enhancement in job title, among other inputs and programs improve employee confidence and engagement.

Self-Actualization: The last level of the “hierarchy of needs” model is a stage when an employee wishes to realize his or her fullest potential at work and to gives shape to his/her dreams of contributing the highest and most valuable to a business or the community as well. Employees especially, those at higher levels, need to be engaged in the more innovative, creative, and challenging tasks, and should also be encouraged to talk about their ideas, which should be explored further. Employees at superior hierarchy levels are more satisfied with their pay/benefit structures, position, and authority, and are pursuing needs of higher nature which occupy a top position in the Maslow “hierarchy of needs” model.

Employees at different hierarchical levels of the organizations may be pursuing different needs, positioned at the different levels of “Maslow’s hierarchy of needs” model. Therefore, the challenges and rewards should also be modified for particular employees to make them more motivating.

3. Importance of Ethical Behavior in the Workplace

A branch of philosophy, ethics involves the systemization, defense, and recommendation of the concepts of “right and wrong” behavior. The word “ethics” comes from the Greek root word “Ethos”, which means “moral nature” or “character”. At the workplace, ethics can be defined as the moral codes, which act as a guide to the behavior of employees and help them determine what can be a right or wrong action/conduct/behavior.

Importance of Ethical Behavior at the Workplace

Ethical codes and their following leads to positive employee behavior, which provides for the growth of an organization. Following of unethical behavior damages the foundations of an organization and its reputation in a market. Trust, values, and reliability are some important aspects and factors affecting the strength of business organizations. Stakeholders, including investors, owners, employees, suppliers, and customers have trust in each other and aspire symbiotic relationships that provide benefits to all. Following ethics ensures that common goods and well-being are pursued, which is the main premise on which the growth and sustainability of a business organization may be based. For instance, the Utilitarian ethical theories postulate that actions that provide maximum happiness and most wellbeing for all should only be pursued.

Employees, including talented employees, like to work in organizations that follow ethical codes of conduct and policies. Working in these environments provide for better job satisfaction, which is also good for the performance of the employees. Following ethics also ensures that the management guides and mentors the employees well. Ethics ensures that management takes good care of its employees, even in the tough times, which provides for a lasting bond. Trust and loyalty improve retention rates and reduce turnover rates, and ensure that the organizations do not waste money and other resources by initiating and accomplishing their hiring and training cycles again and again.
Ethical organizations not only chase profits but also give back to the community they are part of. The practice of ethics ensures that the organization has a good reputation in the market and is making the entire marketplace as well as its foundations and strengths more sustainable.

Following ethics also ensures that an organization complies with law better. For instance, organizations that are more transparent and have clear accountability codes, structures, policies, and provisions in place are less likely to infringe legal boundaries as imposed by laws and Acts including the Sarbanes-Oxley Act. The Act makes it mandatory for organizations to have certain codes of conduct for their senior managers and Directors and ensure that financial reporting and accounting are well monitored. Acting in good faith is an important element to contract laws as well. Therefore, employees as well as in organizations can remain free of legal troubles as well if they practice ethics.