Question

What role does Human Motivation play in organizational behavior; in teams, in managing /leading others?

Answer 1

The role of Human Motivation play in organizational behavior is vital.The process of Human motivation plays a very important role in any organisation, profit or non-profit. The managerial process of direction is driven primarily by the process of motivation as it creates within the mind of an employee the desire to work in the direction determined by the manager.

The following aspects may be considered under this head:

• Increases Productivity: Motivation as a process leads to an increase in productivity of the employee. Motivation meets the needs of the employee and thereby creates the drive to work at the best of his abilities. A well-employee will be willing to put in more effort towards the betterment of the organisation than another disheartened employee.

• Ensures Organisational Efficiency: Motivation plays an important role in changing the attitudes of the employees in the organisation. Indifferent attitude is extinguished most efficiently by motivation. The presence of such favorable attitude allows the organisation to thrive and be successful.

• Ensures Loyal Workforce: A well-motivated workforce is a loyal workforce. Motivated employees have high levels of morale and commitment towards the organisation and its goals and objectives. Motivation thus reduces employee turnover and reduces the need for constant induction of new employees.

• Ensures a Reactive Workforce: Adapting to changing business environments is an important feature of any successful business. In order to react to changes easily and to continue smooth functioning, an organisation requires extensive loyalty and commitment of its employees. This reduces resistance to the changes that the organisation intends to make. This in effect makes the organisation efficient in adapting to changing needs.

• Facilitates Direction: Direction is an important managerial function and forms one of its core function. Motivation as already mentioned is a vital part of direction. Direction being a process that involves directing or initiating action according to a plan drawn up requires the employees to work wholeheartedly with commitment and loyalty. The process of direction is thus possible only when the employees proceed in the direction that the manager determines and this requires a motivated workforce.
• On the other hand, work seems easy when people are motivated.Its obvious that You can't directly control a person's interest in his or hr job. Of course, an individual does have some responsibility for motivating himself. But you can encourage that process by creating an environment that helps him to become more intrinsically motivated. Individuals, teams and even whole organizations can reap the rewards.They help to spread an organization's good reputation, reduce rates of absenteeism, and improve performance and profit. By working hard to achieve their goals , and work with a greater sense of urgency than unmotivated people.
• As a human motivation tend to play a role in terms of an organization behavior.

You can use the following steps and strategies to create a motivating environment for your teams,in managing /leading others:-

Step 1: Check Your Assumptions

You may not realize it, but your management style is strongly influenced by what you believe about your people.

For example, do you think your team members dislike working, and need continuous supervision? Or, do you believe that they're happy to do their jobs, and are likely to enjoy greater responsibility and freedom?

These two fundamental beliefs form the backbone of the team motivation concept Theory X and Theory Y .

Theory X managers are authoritarian, and assume that they need to supervise people constantly. They believe that their team members don't want or need responsibility, and that they have to motivate people extrinsically to produce results.

Theory Y managers believe that their team members want more responsibility and should help make decisions. They assume that everyone has something valuable to offer.

In short, your beliefs about your team members' motivation affect the way you behave toward them. So, it's important to think carefully about how you view your people, and to explore what you believe truly motivates them. (It can help to think about it from your own

perspective – would you prefer your own boss to manage you using Theory X or Theory Y? And how long would you stay working for a Theory X manager?)

Step 2: Eliminate Dissatisfaction and Create Satisfaction

Once you've removed the elements of job dissatisfaction, you can look at providing satisfaction. Sources of job satisfaction include clear opportunities for advancement/promotion, an increased sense of responsibility, ongoing training and development programs, or simply a feeling of working with purpose .

Step 3: Personalize Your Motivational Approach

Remember, your team is made up of individuals who have their own unique circumstances, backgrounds and experiences. Consequently, each person may be driven by different motivating factors, and be more or less adept at self-motivation . When you make an effort to understand each team member, you can help them stay motivated.

There are a number of tools and strategies that you can use to tailor your approach to motivation – and not all are completely consistent with one another. However, it's important to remember that every individual and situation is different, so make sure that you choose the theory or model that best fits your circumstances.

Let's explore these in more detail:

• Sirota's Three-Factor Theory  argues that there are three crucial factors that motivate your people. These are Equity/Fairness, Achievement and Camaraderie. You can help to ensure that your team members remain motivated and positive by incorporating each of these factors into their work.
• You can also use Expectancy Theory  to create a strong, motivating work environment where high performance is standard. It clarifies the relationship between effort and outcome, and you can use it to tailor motivational rewards to individuals' preferences.

• Step 4:Use Transformational Leadership:

​​​​Once you've used the motivational approaches we've discussed above, you need to take the next step towards becoming an inspirational, transformational leader When you adopt this leadership style, you can motivate and lift your team to new heights, and help it to achieve extraordinary things. Transformational leaders expect great things from their team members, and they spark feelings of trust and loyalty in return.To become a transformational leader, you need to create an attractive, inspiring vision of a meaningful future, encourage people to buy into this vision, manage its delivery, and continue to build trusting relationships with your team members. Set aside time to develop your own leadership skills, and focus on your own personal development, so that you can become an inspiring role model  for your people.

Key Points:-

Your goal is to keep your team members motivated and enthusiastic about their work. It's important to strike a balance between extrinsic motivators, such as pay raises and changes to working conditions, and intrinsic motivators, like assigning people tasks that they enjoy.

First, analyze your own assumptions about your people. It's important to remember that they will likely respond more positively when you use a participatory style of management, where they have responsibility and can make their own decisions.Next, use Hygiene Factors to eliminate any causes of dissatisfaction among your team members, and then take steps to introduce elements of satisfaction.Everyone is different, so tailor your motivational approach to each team member. There are many strategies and tools that you can use but, the more you know and understand each individual, the more effective your efforts will be.

Finally, remember the importance of leadership in motivating your team members and encouraging them to exceed their expectations. By taking steps to become a transformational leader, you can encourage loyalty and trust, and inspire, support and recognize others. More than this, you can inspire them to achieve extraordinary things.

• Conclusion:- The role of motivation cannot be understated in an organisation. It is a simple process that requires an understanding of human mind and behavior. Such an understanding and proper action thereby stimulating the motives of an employee helps in initiating and maintaining action and helps extensively in satisfying organisational objectives.