There are different theories regarding human nature and motivation in particular. Understanding motivation means that you must understand human nature. Motivation is often not clearly understood, therefore leading to poor practice. Motivation in the workplace is a difficult subject, touching on several disciplines. Strategic recognition is visualized as a very important program. Changes in the corporate culture can help the employees to meet goals and help them to realize what the company's values and beliefs are. Recognition is important, but it is not only about gifts and points. A CEO cannot just order employees to be motivated and it will just magically happen. Most employees feel that these are just part of the job and gives them no added motivation to improve. In the workplace, there are often misconceptions by employers who feel that the hours and the pay should be motivation for the employee to do better and reach higher goals. These are considered to be extrinsic and intrinsic motivation. Motivation comes from two sources: other people and oneself. Motivation can be considered the driving force that compels a person to take action toward a desired goal. Other terms which could be used are motive, inspiration, inducement, incentive, and cause. The theory emphasizes equity in pay structure of employees’ remuneration.What exactly is motivation and why is it important in the workplace? states that motivation is the act of motivating or providing a person with a reason to act in a certain way. Stacey Adams posits that an employee who perceives inequity in his or her rewards seeks to restore equity. This theory is useful in designing incentive/reward scheme. If estimated benefit justifies cost of more efforts, they develop a drive for action. Individuals, thus, perform a ‘cost-benefit analysis’. These could be reducing input to match outcome or if that is not possible, resorting to absenteeism/turnover. If the outcome is less, one feels inequity and is motivated to take corrective action (which may even be harmful to organizations). In case the outcome is more than expected, one will increase input (to preserve self-esteem). In this way, the employee feels to be treated fairly and is motivated to put in optimum performance and even reciprocates the organization by engaging in organizational citizenship behavior(s) Opens in new window. When there is equity, there is satisfaction. Inequity occurs when a person perceives that the ratio of his or her outcomes to inputs and the ratio of a relevant other’s outcomes to inputs are unequal. Obsessive-Compulsive Personality Disorder.
Managers’ Role in Achieving Organizational Effectiveness.The Contingency Approach to Organization Theory.The Human Relations School of Organization Theory.The Classical School of Organization Theory.Early Contributions to Organization Theory.Stages in the Development of Organization Theory.Organization Theory's Relatedness to Organization Structure & Design.
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