Analysis Of Motivations Role In The Management Of People In An Organisation

Introduction:Analysis Of Motivation’s Role In The Management Of People In An Organisation

Demotivated employees can heavily influence the productivity and work process of a business organisation. These demotivated employees can produce a huge amount of negative consequences towards the productive growth of a business organisation. The development process of motivation and work passion in these demotivated employees becomes one of the most crucial jobs of a business manager. In this particular research analysis, the approaches of a manager will be determined which can be very effective in motivating these demotivated employees appropriately. With the proper analysis of different types of real-world-based case scenarios, this specific research examination will also find out the motivation-building strategies of a manager among these demotivated employees. The effects and impacts of these demotivated employees on the productive development of an organisation will also be described in this research study.

2.0 Discussion

This particular part of this research study contains descriptions of a wide variety of approaches and methods of a manager for motivating employees. Also, this section describes the development of different consequences which might be produced in a business organisation.

2.1 Identification of Approaches of Managers for Motivating People

Business managers from all around the world utilize a wide variety of techniques and approaches which are essential for the development of motivation among employees. The motivation-building process of a business organisation requires a wide variety of approaches which can produce the best possible outcomes for a business organisation. A manager of a business organisation uses various types of theories and models associated with a manager's motivation-building strategies (de Andrade Baptista et al. 2021). There are different types of methods and theories are present that help in the building process of motivation among these employees. “McClelland Three Needs Theory” can be a very significant and efficient theory that a business manager can use for the development of motivation among their employees. This particular theory which is McClelland Three Needs Theory is a very popular and effective theory among business managers as the proper use of this theory can effectively develop motivation and work passion among the working groups (Bhattacharya, S. and Mittal, 2020). In this specific motivation-building theory the developer has used three distinct aspects of a human being emotional system which plays a very crucial role in the management of human mental health.

These three different factors which were identified in this particular research theory are the achievement, affiliation and power of a human being emotion. A manager uses these three factors to influence employee emotions to build motivation and work passion.

Figure 1: Components of McClelland three needs theory

(Source: https://usergeneratededucation.files.wordpress.com/2023/01/mcclelland.jpeg)

Impact of Achievement

It can be identified with the help of this particular theory of motivation that if a person gets various types of achievements in their life, they always wanted to gather more achievements throughout their personal and professional life (Hussainy, 2020). These achievements also make motivation among these people. A manager takes advantage of this particular factor they creates various types of achievements or award-giving programs for their employees.

Impact of Affiliation

The second factor which is contained by McClelland Three Needs Theory is the impact of affiliation approaches for motivating employees or other organisational staff. It was found that the development of social connection or affiliation process can effectively increase the level of motivation and work passion among human beings. This specific element is used by the managers to produce effective outcomes for the management of employees’ motivation level inside an organisation.

Impact of Emotional Power

The third influential element which is described in this specific motivation theory is the impacts and effects of power on developing motivation (Mourão, 2020). It can be identified with the help of various previously done research studies that the improvement of a person motivation is heavily linked to success and recognition.

With the proper blend of these three influential factors, a manager primarily produces effective strategies such as achievement and award-giving programs, a well-designed feedback system for the identification of employee requirements and also provide proper recognition to the employees. According to a previously done research study a company named CIR firm has produced effective outcomes after using this particular motivation development theory (Mahande and Akram, 2021). It was identified that this specific business organisation have found various complaints from their employees about negative work culture inside the company. The management of the CIR firm has identified that the negative work culture of the organisation is creating demotivation between the employees. To resolve these crises the managers of this organisation have implemented the approaches and techniques of McClelland Three Needs Theory to produce significant strategies to motivate their employees. The results of this research study have shown that the company was able to produce favorable outcomes after the use of this theory.

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2.2 Importance of Considering Individual Differences

A business organisation contains a wide variety of people who are from different types of cultural backgrounds. Also, these employees of an organisation include different types of distinct personalities and choices. These diverse personalities and work process of an organisations employee are the main reasons for understanding these differences in personalities properly. It was identified that the proper understanding process of these different personality differences of these employees as a manager can produce effective team management, and proper communication and also improve ethics.

Effects of identifying personality differences of employees

Employees of a business organisation possess various types of identities which are associated with their cultural, social and demographical backgrounds. The primary work role of a business manager is to identify and analyses a wide variety of factors which are related to their employee identity. Because it will ultimately develop a proper and positive work environment among the employees of the organisation (Basalamah and As’ad, 2021). A human being can be motivate and demotivated by various types of psychological reasons. A demotivated person surely does not provide the work output which a passionate and motivated person can provide. One of the most crucial elements which can produce motivation among these employees is the development of a positive work environment in an organisation. The role of an efficient manager becomes very important to provide these conditions to their employees. The proper work harmony between a particular team can be produced after the proper identification of various issues (Hartinah et al. 2020). A manager needs to prepare effective strategies after the proper implementation of these approaches properly [Referred to appendix 1].

These reasons become very significant for the development of different types of factors which are contained by the considering of individual differences which are present in a particular organisation.

Impacts of individual differences consideration as a manager

The process which was mentioned in the development of the manager can be identified with the help of this earlier research work. This particular factor develops various types of factors which are contained by the development of a business organisation. It was identified that this specific method which is the identification of individual differences can produce favorable outcomes such as the production of various types of factors associated with the proper productivity of the organisation properly (Riyanto et al. 2021). It was found after analyzing various previously done research studies that the appropriate identification of individual differences as a manager can be also beneficial as it can properly develop the positive work environment within a business organisation. A positive work culture of a business organisation can be very effective as it can ultimately produce motivation within the employees and workers of an organisation (Kuswati, 2020). The building process of motivation can be very effective which are associated with the proper improvement of a business organisation. It also grows the personal and professional level of a business organisation. It can be found that if a manager can produce strategies with the help of proper mixing of these approaches it can definitely help the organisation to create various types [Referred to appendix 2].

2.3 Descriptions of Methods to Motivate a Demotivated Employee

The Strategies of a Manager for the Development of Motivation

The inspiring process of a demotivated worker is a requires a diverse methodology from the management authorities of a business organisation. This particular section of this research study will investigate procedures for various managers and the results a demotivated individual can have on both the association and its employees.

Figure 2: Motivation development process of employees

(Source: https://www.semanticscholar.org/paper/)

The building process of motivation is a critical consideration for worker execution, efficiency, and generally work fulfillment. A manager must first comprehend the root causes of an employee lack of motivation before facing them. It could be because of personal issues, work-related dissatisfaction, a lack of recognition (Basalamah, 2021). Differentiating these variables is critical for fitting a powerful inspirational system. To determine this issue, a manager of a business company can embrace different motivational process. The fundamentals for educating a positive workplace is a very important process which can produce positive impacts on a business organisations. This includes making a culture of open communication, observing and rewarding activities, and giving productive input. Workers who feel esteemed and respected are bound to be roused.

Defining clear objectives and expectations is another critical perspective. Considered targets provide workers with a feeling of motivation and bearing, making their shops more significant. Additionally, including representatives in the objective setting sequence can improve their responsibility and inspiration. Professional advancement potential vulnerable accesses can likewise inspire (Paais and Pattiruhu, 2020). Mentorship, workshops, or training programs can not only boost morale but also demonstrate a promise to the employee development. The outcomes of having an unmotivated representative give out past the individual. One of the prompt effects is a decrease in efficiency.

Consequences of the demotivated employees on the organisation

A demotivated employee can affect the group confidence. Their absence of pleasure and commitment can extend like a disease, founding a deadly workplace. This might encourage expanded income as different representatives might feel low and look for uncovered accesses in other organisation. Group segments additionally endure when one part is demotivated. Coordinated effort and cooperative energy inside the group become compromised, delaying the accomplishment of collective objectives. In difference and displeasure might develop among colleagues, influencing communication and making a boundary to successful joint efforts. According to an influential point of view, the results of demotivated workers are not restricted to the prompt group (Guterresa et al. 2021). Negative audits on manager survey places or through verbal exchange can prevent possible competitors from considering about the reminder.

Moreover, an unmotivated worker might display reduced obligation to hierarchical qualities and objectives. These methods have created a vast variety of process which becomes very effective for the development of various organisations from all over the world. The CIR firm company have also faced these consequences of a demotivated employees in their company productivity. A demotivated professional will generally perform at less than ideal levels, influencing the general result of the group and possibly compromising project limit times. This absence of arrangement can obstruct progress and obstruct the organization capacity to adjust to changing business sector elements. It might prompt reduced development and importance. Management of a business organisation should address the main drivers, establish a favorable workplace, and give valuable exposed access to proficient development. The outcomes of a demotivated worker give out past individual execution to affect group components, and generally speaking efficiency. Not only are proactive measures to increase motivation advantageous to the individual, but they also contribute to a more successful workplace.

3.0 Conclusion

This entire research study becomes very essential for the development of a wide variety of factors which are associated with the motivation building process for the employees of an organisation. It can be identified with the help of this particular research study a demotivated employee can produce a wide variety of impacts which have become essential for this research study. The initial part of this research analysis described a very effective motivation building methodology which is “McClelland Three Needs Theory”. With the proper implementation of this particular theory this study have analyses various ways which are used by a business manager for the development of their organisations. In the next section of this research study the description of individual difference are mentioned which is also a very significant factor which can help a manager to build motivation for an unmotivated employee.

Reference List

Journals

• Basalamah, M.S.A. and As’ad, A., 2021. The role of work motivation and work environment in improving job satisfaction.Golden Ratio of Human Resource Management,1(2), pp.94-103.
• Bhattacharya, S. and Mittal, P., 2020. The impact of individual needs on employee performance while teleworking.Australasian Accounting, Business and Finance Journal,14(5), pp.65-85.
• de Andrade Baptista, J.A., Formigoni, A., da Silva, S.A., Stettiner, C.F. and de Novais, R.A.B., 2021. Analysis of the Theory of Acquired Needs from McClelland as a Means of Work Satisfaction.Timor Leste Journal of Business and Management,3, pp.54-59.
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• Mahande, R.D. and Akram, A., 2021. Motivational factors underlying the use of online learning system in higher education: an analysis of measurement model.Turkish Online Journal of Distance Education,22(1), pp.89-105.
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