Motivation in Organizations
Motivation in Organizations
Introduction
As commonly recognized, motivation is one of the most critical issues in managing employees ' behaviors which has a direct impact on the employee work performance and engagement and in turn affecting the efficiency and effectiveness in achieving the overall organization objectives. Generally, management would assess employees by their engagement, satisfaction, commitment and turnover, which treated as the indicators in workplace. Undoubtedly, the study of motivation is deemed as one of the most fascinating area to explore in management.
"Motivation theory is not synonymous with behavior theory. The motivations are only one class of determinants of behaviors. While behavior, is almost always motivated, it is also almost always biologically, culturally, and situational determined as well" (Matterson & Ivancevich, 1996, 342).
By interpreting this, every individuals got different characters, needs, goals and desires, it is rather easy to just motivate one single person, but what motivates one do not represent they are also effective to another, not to mention there is a team or even a holistic department. This leads to a very complicated reaction in the organization and become a dilemma for managers - how to motivate a group of people whose beliefs, values and perception are different?
The complexity will be further enhanced if we are taking the relationship between the human’s behavior and the national cultures into consideration. Employees as a human 1
being, they have been persistently interacting with the external environment, what their actions or behaviors taken were based on their response and evaluation towards what were the messages that the environment and cultures have been delivering to them. Inner work life theory (Amabile and Kramer, 2007)
That is to say, the employees ' behaviors itself is affected by the cultures and managers should pay extra attention to this when they are applying
Introduction
As commonly recognized, motivation is one of the most critical issues in managing employees ' behaviors which has a direct impact on the employee work performance and engagement and in turn affecting the efficiency and effectiveness in achieving the overall organization objectives. Generally, management would assess employees by their engagement, satisfaction, commitment and turnover, which treated as the indicators in workplace. Undoubtedly, the study of motivation is deemed as one of the most fascinating area to explore in management.
"Motivation theory is not synonymous with behavior theory. The motivations are only one class of determinants of behaviors. While behavior, is almost always motivated, it is also almost always biologically, culturally, and situational determined as well" (Matterson & Ivancevich, 1996, 342).
By interpreting this, every individuals got different characters, needs, goals and desires, it is rather easy to just motivate one single person, but what motivates one do not represent they are also effective to another, not to mention there is a team or even a holistic department. This leads to a very complicated reaction in the organization and become a dilemma for managers - how to motivate a group of people whose beliefs, values and perception are different?
The complexity will be further enhanced if we are taking the relationship between the human’s behavior and the national cultures into consideration. Employees as a human 1
being, they have been persistently interacting with the external environment, what their actions or behaviors taken were based on their response and evaluation towards what were the messages that the environment and cultures have been delivering to them. Inner work life theory (Amabile and Kramer, 2007)
That is to say, the employees ' behaviors itself is affected by the cultures and managers should pay extra attention to this when they are applying
References: J. (1991), (2007) ‘Inner (1985) Strategy, A. (1985, 2010) Organizational (2002) Management (1966) Work F. (1968)