Applications of Motivation
APPLICATION OF MOTIVATION Application of motivation refers to linking of management theories to real life situations and bringing them into practice for its one thing to be able to regurgitate motivation theories. It's often another to see how, as a manager you could use them. A number of motivation techniques and programs that have gained varying degrees of acceptance in practice. The following are a few of them:-
MANAGEMENT BY OBJECTIVEMANAGEMENT BY
Management by objectives emphasizes participatively set goals that are tangible, Verifiable, and measurable. It's not a new idea. In fact, it was originally proposed 50 years ago as a means of using goals to motivate people rather than to control them. Today, no introduction to basic management concepts would be complete without a discussion of MBO. MBO's appeal undoubtedly lies in its emphasis on converting overall organizational objectives into specific objectives for organizational units and individual members. MBO operationalizes the concept of objectives by devising a process by which objectives cascade down through the organization. The organization's overall objectives are translated into specific objectives for each succeeding level (that is, divisional, departmental, individual) in the organization. But because lower unit managers jointly participate in setting their own goals, MBO works from the "bottom up" as well as from the "top down". The result is a hierarchy that links objectives at one level to those at the next level. And for the individual employee, MBO provides specific personal performance objectives. There are four ingredients common to MBO programs. These are * Goal specificity * Participative decision making * Explicit time period * Performance feedback 1. GOAL SPECIFICITY - The objectives in MBO should be concise statements of expected accomplishments. It's not adequate, for example, to merely state a desire to
MANAGEMENT BY OBJECTIVEMANAGEMENT BY
Management by objectives emphasizes participatively set goals that are tangible, Verifiable, and measurable. It's not a new idea. In fact, it was originally proposed 50 years ago as a means of using goals to motivate people rather than to control them. Today, no introduction to basic management concepts would be complete without a discussion of MBO. MBO's appeal undoubtedly lies in its emphasis on converting overall organizational objectives into specific objectives for organizational units and individual members. MBO operationalizes the concept of objectives by devising a process by which objectives cascade down through the organization. The organization's overall objectives are translated into specific objectives for each succeeding level (that is, divisional, departmental, individual) in the organization. But because lower unit managers jointly participate in setting their own goals, MBO works from the "bottom up" as well as from the "top down". The result is a hierarchy that links objectives at one level to those at the next level. And for the individual employee, MBO provides specific personal performance objectives. There are four ingredients common to MBO programs. These are * Goal specificity * Participative decision making * Explicit time period * Performance feedback 1. GOAL SPECIFICITY - The objectives in MBO should be concise statements of expected accomplishments. It's not adequate, for example, to merely state a desire to