Motivation Paper – Organization Behavior

The subject of human motivation is quite complicated for a number of reasons. Firstly, humans mature more(prenominal) slowly than any other organisms on this planet, and for this, the motivational tendencies are acquired more slowly too. Secondly, the someone is dependent on many of his fundamental satisfactions on other flock this is illustrated on his/her use of symbolic language to communicate these needs to others. Motivation is defined as the fancy that represents the fundamental influence that drives behavior and providing its linealion (Morris et al., 1999, p 284).In organizational behavior the principles in the study of behavior, especially on motivational theories, are applied in the workplace. Such theories help explain what motivates people in their attitudes toward work, their employers and other aspects of employment in general. One major motivational model or system more often used in organizations and industries is the theory by Abraham Maslow. More prominently ca lled as the pecking order of needs, this theory explains an individuals needs on distinct take aims.On the theory, Maslow defines basic or fundamental needs as the individuals biological needs like hunger, thirst and rest. Maslow believes that on this basic level lies the ontogenesis of the other so-called higher(prenominal) needs. If the lower levels are non satisfied, the implications mean the individual cannot or depart not move onto the higher levels (Morris et al., 1999, p.302). Maslows theory became a phenomenal one especially in industry because of its humanistic desirability they seemed significant to people. It helps clarify why some work incentives are not effective for some people and situations. And managers in work settings can implement interventions in their workplaces based on their understanding of human behavior according to the hierarchy of needs (Berry, 2002, p. 240).Figure 1.1 The following pyramid diagram illustrates Maslows hierarchical levels where the more basic needs must be largely satisfied before higher motives can emerge. Morris et al. 1999 in A.H.Maslow. Copyright 1954 by Harper & Row.Application4D industries top management has emphasized productivity as its top priority but where quality of expediency and loyalty to the company are not to be compromised. However, the company wanted a clear cut procedure on how this will be carried out. The work of OAKZ consultancy was asked to address 4Ds concerns. OAKZ consultancy drew a blueprint with an initial focus on 4Ds administrative staff. The rationale 4Ds administrative staff has the direct supervision on the companys production.They also become the top managements echo or voice regarding company policies and direction hence, the administrative staffs critical role in the sales and production or rank and file workers output. When the staff doesnt per plaster bandage to their terminus, this has a domino effect on the whole workforce. This was further enlightened by OAKZ consu ltancy leadership. After a survey from all levels to look into concerns or problems that plague the company, the OD (Organization Development) advisor gave the following recommendations.Since 4D (population 780 inclusive of -rank & file and middle management/administrative staff) is quite huge by rural/county standards, the company has tried to make their interventions as such(prenominal) as possible on a collective manner rather than on an individual set-up. Motivating the 150 administrative staff members to function to their utmost includes 1.) Looking into their status in the company, whether how many are probationary, casuals, contractuals, and permanent, to determine the extra incentives they will be receiving 2.) What privileges and perks have they received as a collective throng and as individuals, so far 3.)What forms will the incentives take i.e. cash and/or travel privileges, others 4.) The measures that 4D will use to be able to assess the effects of the incentives to t he individual workers (HR Metrics). The OD consultant from OAKZ pointed out that based on the Maslow model (above), an assumption is made that these staff members will perform better when their first three level needs will be secured and this is done through the following step the company should start to give away additional compensation in the form of increased salary commensurate to the output (quality time, punctuality, initiative, attitude, and participation in meetings and work discussions, etc.) of staff members. Underlying principleThis addresses the satisfaction of biological needs Security call for (can provide for more than food plus how to make the home more safe etc) and Belongingness Needs (more freedom to enjoy friendships because they can now afford, or fiends will appreciate them because they are no longer dependent on other people). The second important feature of the proposed program or scheme is the rotation al-Qaeda (will schedule) for staff members (could eith er be by twos) to attend national and/or international conferences for professional growth according to their specialty or would-be specialty. This addresses their observe and Self-actualization needs.Today, with the monitoring and guidance of the OD from OAKZ consultancy, 4D industries have started to implement the long-term program. There is high morale in the workplace and the rank and file and production people are influenced by the contagious self-confidence of the middle management. There are rumors circulating around that the next plan will soon include their numbers.Reference1. Berry, Lilly M.1997. psychology at Work An introduction to Industrial and Organizational Psychology. 2nd Ed. New York McGraw Hill.2. Morris, Charles G., and Maisto Albert A., 1999. Understanding Psychology 4th Ed. Prentice Hall. New Jersey.