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Motivation And Organisational Effectiveness For Organisational Theory And Behaviour Mcom Sem 1 Delhi University Notes

Motivation And Organisational Effectiveness For Organisational Theory And Behaviour Mcom Sem 1 Delhi University Notes

Motivation And Organisational Effectiveness For Organisational Theory And Behaviour MCOM Sem 1 Delhi University :  The purpose of this paper is to identify the factors that effects employee motivation and examining the relationship between organizational effectiveness and employee motivation. A model was designed based on the literature, linking factors of employee motivation with employee motivation and organizational effectiveness. Three hypotheses were build based on the literature and the model and were tested in perspective of the previous studies and literature. The literature and various studies concluded that factors: empowerment and recognition have positive effect on employee motivation. More the empowerment and recognition of employees in an organization is increased, more will their motivation to work will enhance. Also there exists a positive relationship between employee motivation and organizational effectiveness. The more the employees are motive to tasks accomplishment higher will the organizational performance and success The study focuses on the practice and observance of the two central factors, empowerment and employee recognition for enhancing employee motivation which leads to organizational effectiveness. The organizations should design their rules, policies and organizational structures that give space to the employee to work well and appreciate them on their tasks fulfillment and achievements. This will surely lead to organizational growth

Motivation And Organisational Effectiveness For Organisational Theory And Behaviour Mcom Sem 1 Delhi University Notes

Motivation And Organisational Effectiveness For Organisational Theory And Behaviour MCOM Sem 1 Delhi University :  In the era of globalization, privatization and liberalization, it is very challenging to design the behavior of employees in accordance with that of organization’s requirement as workforce has lots of diversity. Workforce has diversity on the basis of race, religion, ethnicity, caste, nationality, language, organization have to understand human behavior on the basis of (Mental, physical, social and economical) ground as well. The issue is how to study the behavior of human being which is working in an enterprise for leading, motivating and modernizing them in skill full employee. There are no. of factors influence over a human for retort and respond in personal and professional life Behavior of human being can understand Maslow (1954) suggested that human needs could be structured into five categories in a hierarchy of ascending order of prepotency and probability of appearance: (a) physiological; (b) safety and security; (c) belonging and love; (d) esteem; and (e) self-actualization, basic need ,social, environmental, ego, psychological, social needs etc.

Motivation And Organisational Effectiveness For Organisational Theory And Behaviour MCOM Sem 1 Delhi University :  Harvey (1973) has noted, from a policy point of view, nine areas of needs: (a) food; (b) housing; (c) medical care; (d) education; (e) social and environmental services; (f) consumer goods; (g) recreation; (h) neighborhood amenities; and (i) transport facilities. While these definitions of needs are functional and do provide a loose boundary for what may be considered as need or no- need, they may not be able to differentiate the needy from the no-need groups. In this regard, Bradshaw (1972) has provided a methodology in making a ‘real’ need possible. His proposal was to first delineate four types of social needs, namely, (a) normative; (b) felt; (c) expressed; and (d) comparative, then to examine their presence in a given situation. The presence of all types of needs is equated to real need :- (a) Normative need tends to be a desirable standard is set by professionals, policy makers or social scientists, against which the actual standard is compared. Those below the standard are said to be in need of support .

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Motivation And Organisational Effectiveness For Organisational Theory And Behaviour Mcom Sem 1 Delhi University Notes

Motivation And Organisational Effectiveness For Organisational Theory And Behaviour MCOM Sem 1 Delhi University : special services. (b) Felt need is equated to what people want. It can be defined easily by asking service users or potential users what they wish to have. (c) An expressed need is generally taken as equivalent to demand, as the unmet need. The notion is that one does not make a demand unless one feels the need. (d) Comparative need is measured by reference to a user already receiving the service in question. Therefore, a person is in comparative need if he or she has the same or worse characteristics as someone receiving the service. Understanding human behavior is a complex task as every human being has got unique programming and it we can behavior can understand by ,UPC Model which stands for and Individual behavior can be understood by SOBA model. Soba stands for S-stimuli, Oorganize, B- behavior, and A-action. An individual is guided or influenced by its internal and external stimuli like social, political, economical, cultural, psychological stimuli. Individual then organize all these according to their own ways. Their behavior and action is based upon the stimuli.

Motivation

Motivation And Organisational Effectiveness For Organisational Theory And Behaviour MCOM Sem 1 Delhi University : According to Webster’s New Collegiate Dictionary, a motive is “something a need or desire that causes a person to act”. Motivation is defined as “the act or process of motivating”. as a result, the performance or procedure of presenting an objective that cause a person to capture some achievement is motivation (Shanks.N. H.). According to Butkus & Green (1999), motivation is derived from the word “motivate”, means to move, push or influence to proceed for satisfying a want (Kalimullah et al, 2010).

Bartol and Martin (1998) describe motivation as a power that activates the tendency to continue, build up behavior, and gives way to behavior (Farhad et al, 2011). This explanation identifies that in order to attain certain objectives; individuals must be clear about their destinations and be satisfactorily energetic . According to Bedeian, (1993) it is an internal force to convince an unsatisfied need and the spirit to achieve. It indicates those psychological actions that foundations the encouragement, direction, and determination of conscious actions that are goal oriented (Farhad et al, 2011). It is an inner power that forces individuals to drag off personal and organizational goals (Reena et al, 2009).

Employee Motivation

Motivation And Organisational Effectiveness For Organisational Theory And Behaviour MCOM Sem 1 Delhi University : Many factors like performance appraisals, employee motivation, Employee satisfaction, compensation, Training and development, job security, Organizational structure and other primarily influence on Employee Performance, but the area of study is paying attention only on employee motivation as this factor highly influence the performance of employees.

One of the policies of managers is employee motivation to increase effective work administration along with employees in organizations (Shadare et al, 2009). A motivated employee directs its efforts in that direction through which he must achieve the definite goals and objectives. Rutherford (1990) reported that motivated employees are constantly looking for better practices to do a work so motivation makes an organization more successful, so it is necessary for organizations to encourage motivation of their employees (Kalimullah et al, 2010).

One of the employees most stable and greasy challenges is to do their best work even in tough circumstances and this can be made possible through motivating them.

Organizational Effectiveness

Organization is the composition of people which generate independent business identity for some particular reason and getting desired result within defined resources is treated as effectiveness.

Organizational effectiveness is the view of how capable an organization is in achieving the results the organization aims to generate (Muhammad, et al, 2011). It plays an important role in accelerating organizational development (Bulent et al, 2009). It is the net satisfaction of all components in the process of gathering and changing inputs into output in an efficient way (Matthew et al, 2005).

Organizational effectiveness is defined as the level to which an organization, by the use of certain resources, fulfils its objectives without reducing its resources and without placing excessive tension on its members and society (Mary et al, 1996). It is the maximum combined value of the primary components (Matthew et al, 2005).

The goal model describes organizational effectiveness in terms of the extent to which an organization achieves its objectives. The legitimacy model views organizational effectiveness in terms of a background assessment “of component preferences for performance and natural restrictions on performance from an external environmental point of view” (Zammuto.R.F, 1982).

The constituency model considers organizational effectiveness “as a set of several statements, each reflecting the evaluative criteria applied by the various constituencies” involved with the organization being evaluated with an emphasis on means criteria (Connolly.T, 1980).

The systems resource model defines organizational effectiveness “in terms of its (the organization’s) negotiating position, as reflected in the ability of the organization, in either absolute or relative terms, to utilize its environment in the attainment of limited and valued resources” and how they use these resources (Yuchtman.E, 1987).

The study is aimed to determine the factors that increase employee motivation and the relationship of organizational effectiveness with employee motivation

Empowerment

According to (Bennis, 1989; Block, 1987; Kanter, 1977; Kanter, 1979; Kanter, 1989; McClelland, 1975) empowerment is defined as an approach to leadership that empowers subordinate as a main element of managerial and organizational effectiveness (Honold,L, 1997). According to Bowen & Lawler (1992) to permit employees to formulate decisions is expressed as empowerment (Amin et al, 2010). Giving authority and liberating potential of employees is Empowering.

Having larger control over ‘how’ jobs are done and carried for more growth and productivity is the main energetic force of empowerment (Smith, B, 1997). According to Tannenbaum (1968), it is the study of internal organization power and control which illustrated that the distribution of power and control enhances organizational effectiveness (Honold,L, 1997). Rappaport (1987) defined empowerment process as mastering on problems of organizations by people, organizations and societies (Amin et al, 2010).

Empowerment and Employee Motivation

Contribution of employees in management and decision-making related to policies, objectives and strategies of the organization is employee empowerment and participation. According to Chao et al. (1994), employees’ perceptive of the goals, standards and political principles of their firms were positively and significantly related to employee motivation and gratification towards work (Reena et al, 2009). Motivating employees that leads to constant increase and organizational growth are due to Empowerment (Smith, B, 1997).

Empowerment directs faster decision of customer troubles for the reason that employees did not disperse time referring customer oppositions to managers. Increased independence enhances work productivity, amplifies employees’ wisdom of self-efficacy and their motivation to get upon and complete certain tasks (Mani, V, 2010). According to Brewer et al. (2000), in decision-making procedures managers should regard employees.

Bhatti and Qureshi (2007) propose that employee participation in organization measures develop motivation and job-satisfaction level (Reena et al, 2009)

Motivation And Organisational Effectiveness For Organisational Theory And Behaviour Mcom Sem 1 Delhi University Notes

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