Title: Motivation, Decision Making and Organizational Culture

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Motivation is the will to act. In the workplace, seek to influence work-group to align their motivations with the needs of the organization. To release the full potential of employees, organizations are rapidly moving away from ‘control’ and toward “advise and consent” as a way of motivating. This change of attitude began when employers recognized that rewarding good work is more effective than threatening punitive measures for bad work.

However, Decision-Making is the way an organization decides to make decisions. The leader must think of the best possible style that will allow the organization to come up with the best results. When the leader involves participants, it is shown to improve job satisfaction. Synergy is important in decisions because it is the ability for people to work together and produce results that can exceed decision making made by an individual.

In additions, it comprises the attitudes, experiences, beliefs and values of an organization. The Work-group within the organization have their own behavioral quirks and interactions which, to an extent, affect the whole system.

Organizational culture is the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization. Organizational values are beliefs and ideas about what kinds of goals members of an organization should pursue and ideas about the appropriate kinds or standards of behavior organizational members should use to achieve these goals. From organizational values develop organizational norms, guidelines or expectations, that prescribe appropriate kinds of behavior by employees in particular situations and control the behavior of organizational members towards one another.


Disinterested behavior is an important characteristic of civil services. In academic public administration, public service motivation and similar concepts are becoming increasingly important in explaining this kind of behavior. However, Motivation is the activation of goal-oriented it is occupying an important position within public administration nowadays. Besides that ability, organizational structure, availability of resources and financial incentives all factor in determining whether work get done.

Motivation behavior is equally characteristic of public bureaucracies as it is of private bureaucracies. The concept of public service motivation was developed as a counterweight to the self-interested motivation of rational choice theories. This concept should provide more openings to explain the disinterested behavior often displayed by public servants

There are two motivation concepts which may included intrinsic or extrinsic.

Intrinsic motivation

Intrinsic motivation which is the reward comes from inherent to a task or activity itself which may include system and individual reward such as pay, bonuses and promotion. This form of motivation has been studied by the social and educational psychologists since the early 1970s.Besides that it is help to build the loyalty of the employees in an organization and to ensure a minimum level of satisfaction.

The nature of public service may appeal more people to motivate by the intrinsic rewards. However, it is a motivator that is related to the level of job satisfaction and self esteem.

Extrinsic motivation

Extrinsic motivation comes from outside of the performer. Money is the most obvious example, but coercion and threat of punishment are also common extrinsic motivations. In additions, Trophies are also is an extrinsic incentives. General extrinsic which is include competition, it is important to encourage the performer to win and beat others, not to enjoy the intrinsic rewards of the activity.

Besides that, social psychological research has indicated that extrinsic rewards can lead to over justification and a subsequent...
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