Mgt Module 5

module 5 Individual train indigence concepts and applications 1 Module 5 Individual level indigence concepts and applications attainment objectives On successful completion of this module, you should be able to ? ? ? ? ? ? ? ? ? bound indigence and identify three key elements of motivations Identify early theories of motivation and evaluate their current commit value Apply the predictions of self-determination possibleness to intrinsic and extrinsic rewards Comp argon and contrast goal-setting possibility and commission by objectives Contrast financial backing speculation and goal-setting guess Demonstrate how organisational justice is a wraith of honor theory Apply the key tenets of expectancy theory to motivating employees Compare contemporary theories of motivations Show how motivation theories are culture bound learning resourcesText Robbins, SP, Judge, T, Millett, B & Boyle, M 2011, Organisational deportment, Chapter 7. Introduction to Module 5 pick up to Module 5 of MGT1000. I give this module about a 4. 5 rating the theory is heavier going. There are about 22 pages from the text. Also this module is about 7 pages long. There are no must do working classs only there is still an application forge that endure throw off up as much epoch as you want to invest in it. The application is a mini essay writing course session. The mind map that copys illustrates where we are up to in the individual level of the course so far.In this module we impart be discussing theories of motivation and their workplace applications. Motivation is a vituperative issue within workplaces today. It is not sufficient that employees merely turn up at work. Employers want extremely productive and motivated employees. You already know that workplace productivity back end be growd by ensuring a sound fit between employee personality and cable requirements, between employer and employee values and University of gray Queensland 2 MGT1000 Organisational be haviour between employee preferences and the culture and structure of the organisation.You exit in like manner realise from previous modules that in creating a motivating workplace it is employee perception of the workplace, rather than the reality of the workplace, that leave influence employee performance. In this module you will learn ways that managers can make the workplace more motivating for employees. The most basic inaugurate of this module is that motivation is not a trait like personality, but rather some(a)thing that managers can move on or discourage. Module 3 Attitudes and business enterprise contentment Module 4 Personality and values Module 5 Motivation Absenteeism Job satisfaction Turnover Productivity Organisational citizenship Deviant workplace behaviour This initiatory wield will give you a chance to clarify your own (everyday) everyday experience of motivation. Learning activity 5. 1 Think of one thing you maintain been putting off doing. by chance yo u attain a friend you afford been meaning to contact perhaps you have some task more or less the house you have not wind upd yet. Perhaps you have not been able to maintain your exercise program. Or perhaps you have had knottyy getting all your study breeze throughd.Think about these 2 questions 1. why are you putting yourself under pressure to do this thing? 2. Why havent you do this thing yet? University of Southern Queensland Module 5 Individual level motivation concepts and applications 3 Learning activity 6. 1 de-brief I expect we all have things we have not done that we find out we should have done. So I assume no one had difficulty thinking of something they had put off. The undermentioned both(prenominal) definitions of motivation show considerable consistency and can be helpful in accord your inability to do the task you nominated. We define motivation as the processes that account for an individuals chroma, centering and persistence of effort towards attai ning a goal (Robbins, Judge, Millett, & Boyle 2011, p. 176) Motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. (Gordon, 1999 p. 534) Both definitions seem to regard persistence as essential to motivation. Perhaps you may have lacked the persistence or move effort required to complete the task?In addition the definitions refer to enthusiasm or intensity both of which can be regarded as a measure of how hard you were prepared to work (Robbins et al. 2011 p. 176). Perhaps this is where you had your difficulty? Finally, both definitions state there films to be some kind of purpose diversely described as direction, a goal or a course of action that is essential to motivation. It would fall out because you could articulate what you were supposed to do consequently at least you did have a goal, even if it is yet to be achieved. The question remains Why havent we done this thing if we st ill live we indispensableness to do it? Perhaps one of the reasons you gave for not completing this task was that it simply was too hard. so the text says no matter how motivated someone is, if they very lack the ability to do a task then it is impossible for them to do it. So if you truly lack the ability required to do the task then perhaps you should stop trying to do this task. Similarly if one of the reasons you gave for not doing this task was a lack of time, again this may be a legitimate reason for not doing the task. Robbins et al. (2011, p. 176) notion motivation as a series of processes.That is, if a person lacks opportunity (for physical exertion the required time to complete a task), it does not matter how motivated or how gifted they are they simply will not be able to do the task. But perhaps your task was within your ability pose and you had the opportunity to do it. The question remains, Why didnt you do it? The definitions attended above may provide some a nswers. While Robbins et al. (2011) make no comment on the origins of motivation, Gordon (1999 p. 534) however, refers to motivation as forces either within or external to a person.These internal and external forces are very important in checking Herzbergs theory and its later developments. These two factors (internal and external factors) are the two factors that give Herzbergs two factor theory its name. Herzberg refers to these 1) external and 2) internal factors as 1) extrinsic or hygiene factors and 2) intrinsic factors or motivators respectively. These two factors are like the oil and petrol in your car. They are sooner separate, but you need both to be at the decline level for the car to work well.In a car you have a petrol gauge that indicates if your tank is full or empty. It indicates if you have petrol or no petrol. So Herzberg refers to his 2 factors in the same terms. For example if you have no motivators (like no petrol) this is referred to as a state of no satisfac tion. If you have motivators (like a full tank of petrol) you have satisfaction. Interestingly, Herzberg does not regard satisfaction as the opposite of dissatisfaction. So let University of Southern Queensland 4 MGT1000 Organisational behaviour e confirm, a lack of satisfaction is referred to by Herzberg as being a state of no satisfaction not a state of dissatisfaction. The jargon in this theory is a little confusing at first, but Herzberg is making an important point. When you understand that point the jargon is easy to understand. Again consider the reasons you gave for not acting and the reasons you gave for continuing to put pressure on yourself. According to Herzbergs two factor theory (Robbins et al. 2011, p. 17880) only intrinsic factors are truly motivating. Intrinsic factors amount to way the task makes you feel.For example, if you stated the billet is too boring or not very enjoyable that is an example of a task that is simply not motivating. That is why you lacked mo tivation and ultimately did not complete the task it was simply not an as such rewarding task. According to Herzberg extrinsic or hygiene factors will never truly motivate you to complete a task (Robbins et al. 2011, p. 17880). So even if for example, one of the reasons you gave to complete the task was that you would be paid to complete it, then although you may have found the knuckle underment acceptable, it could not actually motivate you to do the task.The pay could only ever be experienced by you as good pay or deleterious pay for the job concern. In either event the pay itself would not motivate you to do the job only the jobs intrinsic qualities and opportunities can truly motivate. There are many critics of Herzbergs theory and his original research methods (Robbins et al. 2011, p. 178)and also the other earlier theories of motivation. For example refer to Robbins et al. (2011, p. 177) for a reappraisal of Maslows theory.The text provides an overview of contemporary th eories of motivation that have a reasonable degree of research validity. These theories head employee motivation and include the Self-determination theory, Goal-setting theory, Self-efficacy theory, Reinforcement theory, Equity theory and Expectancy theory. These theories provide guidelines for managers about how to enhance workplace motivation in their employees. Self-efficacy theory, for instance, argues that an individuals belief that he or she is capable of do a task (Robbins et al. 2011, p. 186) influences their performance.According to this theory, employees with low selfefficacy (self belief) will exert less effort when they receive negative feedback whereas employees with lavishly self-efficacy will increase their effort (Robbins et al. 2011, p. 187-80). Managers who focus on increasing self-efficacy in employees by setting difficult goals for them and encouraging them to perform better, can expect increased employee performance. You can see that the goal-setting theory i s also relevant here setting specific and difficult goals and providing feedback can lead to higher performance (Robbins et al. 011, p. 184). You will also read this week about Equity theory which takes quite a diametrical view of what motivates or de-motivates us. Equity theorys basic tenant is that the perception of equitable reward (such as salary) is quite essential to motivation. Most simply stated if you as an employee feel you are relatively poorly enured for example, poorly paid as compared with others then your motivation will suffer. In your reading you will be exposed to the mechanism of the comparable worth as a way to create rewards systems for jobs that create beauteousness in the workplace.Finally, you will read about expectancy theory this week which takes another quite different view of motivation. Expectancy theory is all about the expectancies or in lay terms expectations employees have about their work and its rewards. If an employee 1) does not expect (or believe) they have the ability to complete the job to the required stock(a) and or 2) does not expect (or believe) that the organisation will recognise their work when it is completed to the required exemplar and or 2) does not expect (or believe) the reward the organisation offers is worthwhile, then the employees motivation will suffer.You will read University of Southern Queensland Module 5 Individual level motivation concepts and applications 5 how expectancy theory can be applied to the workplace through the use of flexible benefits that allow employees to work towards rewards they truly value. Learning objectives from the text ? ? Define motivation and identify three key elements of motivations Read Defining motivation page 176. Identify early theories of motivation and evaluate their current use value Read primaeval theories of motivation page 176 181, up to the end of McClellands theory of needs, page 181.Apply the predictions of self-determination theory to intrins ic and extrinsic rewards Read Contemporary theories of motivation page 181 3. Compare and contrast goal-setting theory and focus by objectives Read page 184 188, up to the end of Self-efficacy theory on page 188. Contrast reinforcement theory and goal-setting theory Read Reinforcement theory page 188 9. Demonstrate how organisational justice is a refinement of equity theory Read Equity theory/organisational justice page 189 92.Apply the key tenets of expectancy theory to motivating employees Read Expectancy theory page 193 4 and Flexible benefits Developing a benefits software page 222. Compare contemporary theories of motivations Read Integrating contemporary theories of motivation page 194 5. Show how motivation theories are culture bound Read Global Implications page 196. ? ? ? ? ? ? ? We also suggest that you read synopsis and Implications for Managers that provides you with a good summary of the theories covered in the readings.Application exercise This weeks app lication exercise is one I have used previously with students. You are asked to write a 5 separate essay titled The day I hated my job more than I thought humanly possible or an essay titled The day I loved my job more than I thought humanly possible. In either theatrical role use Herzbergs theory to pardon why you hated or loved your job so much on that day. This is a readily exercise to get you thinking about 1) how to structure an essay and 2) how to apply theory to a consequence study.I have attached an example of an essay submitted by a previous student to help you. What follows are the quick tips on how to write a good OBM essay that were covered in module 2. University of Southern Queensland 6 MGT1000 Organisational behaviour A good OBM essay has four main parts. ? ? You will always need a one paragraph introduction that states the overall theme of your essay and outlines the content of the essay. This will be the first paragraph of the essay. This will be followed by a series of paragraphs that present the real content of your essay.This is sometimes referred to as the body of the essay. In this courting this will only be 3 paragraphs. (You can have more if you really need them, but this is meant to be a short and sweet exercise to get the brain cells going not a marathon). These will include the facts of your best or chastise day at work and your references to Herzbergs theory that explain the experience. Visit this webpage at the USQ Library and follow the clicks for information on how to cite sources in essays using the Harvard Referencing system .This will be followed by a one paragraph conclusion that restates the main theme of your radical, summarises the main points raised in the body of your paper and ends with a strong concluding sentence This will be followed by a List of references. This is a list of the full bibliographical details or any source (for example text guard or journal article) that you cite in the essay. I expect in this essay you would only list the text as a source. ? ? A good OBM essay also includes theory that has been applied to the case study.I suggest you use the three sentence formula listed below to apply theory to a case study. In each paragraph include 1. One or two sentences containing a bite sizing plot of ground of theory 2. Followed by one or two sentences containing a bite size piece of case study 3. Followed by a linking sentence that explains how exactly the theory is linked to the case study. An example 1. Bite size piece of theory According to Herzberg jobs that afford opportunities for growth can potentially be a source of job satisfaction (Robbins et al. 2011, p. 179) 2. Bite size piece of case study I certainly ound my job at that time challenging in a ordained way. I was involved in a short-term, cutting edge project aiming to develop a completely new put of client operate. 3. Linking sentence. My intimacy in the client services project gave me an excellent opport unity for professional growth. My positive experience of my job at that time was and then highly consistent with Herzbergs notion of a job with job satisfaction. The same material presented as a paragraph. According to Herzberg jobs that afford opportunities for growth can potentially be a source of job satisfaction (Robbins et al. 011, p. 179. ) I certainly found my job at that time challenging in a positive way. I was involved in a short-term, cutting edge project aiming to develop a completely new range of client services. My involvement in the University of Southern Queensland Module 5 Individual level motivation concepts and applications 7 client services project gave me an excellent opportunity for professional growth. My positive experience of my job at that time was therefore highly consistent with Herzbergs notion of a job with job satisfaction.You may have to go through a few more drafts of the paragraph to get it saying exactly what you want it to, but that is the basi c process. Finally, you may be wondering how to relate bits of theory to bits of case study. You might find a pen and paper tool like this one below useful. In the left hand towboat you will see the motivators and hygiene factors listed. (This is the theory you are expected to use in this essay). In the right column there is room for you to list the elements of your story that relate to these factors. You do not need to have an entry next to each piece of theory.The idea is that you would look at the completed grid and then decide what the word form is. Did your job have lots of problems with the motivators? Were there additional problems with the hygiene factors? What was the overall pattern is the case study? This then becomes the theme of your essay. Motivators Achievement Recognition swear out itself Responsibility Advancement branch Case study elements Hygiene factors Company policy and administration Supervision Relationship with supervisor Work conditions Relationship wit h peers Personal life Relationship with subordinates Status Security SalaryCase study elements University of Southern Queensland 8 MGT1000 Organisational behaviour Summary This module has focussed on motivation as a process that managers need to understand in order to try to create motivating jobs and reward systems in the workplace. You have covered both earlier theories of motivation and contemporary theories. You have also had an opportunity to put pen to paper and sample an essay in this course. Presentation 5. 1 Ch7_motivation Reference list Gordon, J 1999, Organizational behaviour a diagnostic approach, sixth edn, Prentice Hall, NJ.Mann, S 2004, People-work emotion management, stress and coping, British Journal of commission and Counselling, vol. 32, no. 2, pp. 20521, viewed 12 December, EBSCOhost database Academic Search Premier, item AN13121438. McShane, S & Von Glinow, M 2005, Organizational behaviour, 3rd edn, McGraw-Hill Irwin, Boston. Robbins, SP, Judge, T, Millett, B & Boyle, M 2011, Organisational behaviour, 6th edn, Pearson Education, Frenchs Forest. Gordon, J 1999, Organizational behaviour a diagnostic approach, 6th edn, Prentice Hall, New Jersey. University of Southern Queensland