What is Theories of Work Motivation ?

What is Theories of Work Motivation ?

In the above point selection of personnel, many methods for selecting a personnel have been discussed. If right person for the right job is selected then the employee will be able to give enough justice to the organization and organization also gets satisfied with the employee. For the satisfactory performance of the employee, we need to understand some motivational factors. If the employee working in the organization doesn't have job satisfaction or the work environment is unfavourable then employee will come and go frequently means if the employee does not continue the job for the long time, it is known as 'turn over'. Due to the lack of job satisfaction, turn over increases, work ability decreases, frustration and feeling of uselessness is experienced. The motivation of an employee depends on many factors, which are divided into two parts: (1) Physical motivation, (2) Social motivation. According to Guilford, 'motivation is a special internal situation which initiates and maintain the activity'. Many theories have been given to explain human motivation. Some important theories are as under:

(1) Need theory (2) Goal setting theory (3) Reinforcement theory (4) Equity theory (5) Expectancy theory

(1) Need Theory:- At different age needs of the human being change. More the needs of an employee are satisfied more he will be encouraged to work. If we get the idea of the employee's needs and if we are able to satisfy them at the correct time and in the correct way, we can increase the satisfaction of an employee. In 1943 Abhraham Maslow has given the theory of 'Hierarchy of Needs', in which rank is being given from basic physical needs to self actualization according their importance. Starting from the basic needs efforts are made to satisfy the higher order needs, then it is possible to increase the job  satisfaction of the employee.

(2) Goal setting Theory:- Man is an intelligent social animal. None of the behaviour of human is aimless, which means after every behaviour there is a specific goal. When we start an activity to attain certain goals and when we actually accomplish those goals, we feel happy and satisfied. After that individual decide to attain higher goals and try to acquire them. Various goals only provide motivation to the person. First of all one should decide the goals of our life and have to decide the direction and activities to accomplish those goals. In this way a person is gradually given higher goals to attain and accomplishment of the lower level goals will motivate to achieve higher and better goals.

(3) Reinforcement Theory:- Strengtheningthe expected behaviour and weakening unwanted behaviour is known as 'Reinforcement'. Usually the positive reinforcement after any activity motivate to work. In the theories given by Pavlov and Skinner we have seen that, In order to increase and improve workability of an employee, whenever he does any expected, profitable, appropriate activity at that time if we give reinforcement the attitude of doing such activities become firm. If an employee doesn't take leave and gets the cash as a reward for that leave, then this cash reinforcement will motivate the employee not to take leave. Reinforcement can be in the form of financial benefit, honour, praise or promotion in the job.

(4) Equality Theory:- A person can never tolerate injustice and accept the theory of equality. Every individual expect that those who work in equal amount should be given equal rights, any type of discrimination among employees who does the same amount of work, reduces the work motivation. in a company 3 employees are working for eight years and all of them are given 5 percent salary hike every year, then all the employees are happy. But in the ninth year if one employee is given 15% raise and other two are given 5% raise then one person will have positive effect and other two will have negative effect of that decision.

(5) Expectancy Theory:- In Bhagwad Gita Shri Krishna rightly said "Keep on doing the work (Karma), do not expect the result", but for human being it is difficult to implement it. Every individual does any activity or behaviour and as a result of that some outcomes or results are expected. And when as a result of that activity or behaviour whatever expectation they have kept are satisfied then a person will get job satisfaction. When one employee is asked to come to the office on a holiday, he feels that his holiday is being spoiled, but cannot say no to the boss. But after the work when he is going back home in the evening he gets the regular salary plus one day allownce as per his pay extra, then his expectations are completed. So now if he is called again on a holiday he will happily go for the job.

Many administrators of different institutions make use of the theory of motivation in order to understand the motivation of the employee and given satisfaction to them. This may lead to increase job capability, job satisfaction and positive attitude towards the organization. So the employee will work for the organization for a longer period of time, and because of which employee and organization both will be benefitted.

Training and Performance Appraisal:- As seen above we can say that, by using the appropriate objective scientific methods for the selection of personnel, we can appoint right man at the right job. If needs of an employee are satisfied, then it will have a positive effect on the work efficiency of an employee. All employees are not successful always, at that time they should be given special education through training. Sometimes in order to improve the style of working, training is required.

Training is such a process through which the abilities corresponding their job develop. As a result of effective training programme increase in the production, reducion of employee's turnover and increase in the job satisfaction takes place.

Training not only leads to the financial benefits but due to that proper methods of working develops, reduces the wastage of raw materials, ability to make proper use of the instruments increase, and in turn reduces the accidents. Tiffin and Mc.Cormick describes the three aims of training: (1) Develop strength, (2) Giving information, (3) Bringing change in the interest and attitude of an employee. According to Ghiselli and Brown the planning of training the employee should be done by taking into consideration both, the need of an employee and the need of an organization. Usually some methods used for training are lecture, discussion, meeting, conference, role play, movies, direction, games, interview etc. In today's modern competitive era the outcome of the work done is important, same way the measurement of effect of training is also important. By the measurement of work ability we can find out the effect of training on it. Any industrial group keep on evaluating the employee's work ability and job activities and it should be done at regular intervals. On the bases of evaluation and progress report he/she should get appreciation for his good positive qualities. Employee should be appreciated through awards and certificates. Evaluation should be objective, neutral and free from biases, prejudice and mistakes.

Marketing and Advertising:- The main aim of any industry is to earn through selling. Selling is an art and the psychologist should pay attention to it. According to an ancient view through various remedies of selling, we can divert the buyers in the expected direction, which means the stress was put on the inactiveness of the buyer. According to modern view point the vendors or sellers should recognize the necessity, demand and selection of the customer, and should try to satisfy them. Paterson and Right say that selling proficiency is such a process in which the seller decides the requirement and demand of the customer and excite them. According to seagull and lane the sellers of the produced goods are divided into various classes like wholeseller, retailer and the distributors who approach the buyers. For becoming good distributor, following characteristics are required:

(1) Personality, (2) Continuous hardwork, (3) Self-confidence and self control, (4) Honesty (5) Command on Language,(6) Humorous nature, (7) Practical and (8) Siftsoken.

In the view of common man advertisement means propaganda. According to industrial psychology "Advertisement means giving information to the public regarding the use of the produced goods or the services given in such a way that its usage will increase in comparison to other goods". Requirement and interest in the product is produced by an advertisement and then change is brought. Four factors are important for the effectiveness of an advertisement: (1) What to say ? (2) How to say ? (3) When and by whom should be said ? (4) What type and which advertisements are effective ?

In order to make an advertisment effective, the importance of medium of advertisment should be taken care of. The instrument through which advertisements are spread out is known as a medium of advertisement. Usually newspaper, magazines, television, movies, mobile phones, computer, Email, SMS, what's app, Facebook etc. are modern medium of advertisement. For the effectiveness of the advertisement, along with the medium, the selection of the correct time is also important.

We have discussed in detail, that many factors are responsible for the success of industrial organizations. If all above factors are taken care of, then it proves the application aspect of psychology.

Answer the  question by selecting a correct option from below.

1] From the below options which is not a characteristic of an organization ?

a) Common goal

b) Co-ordination of efforts

c) Lack of services 

d) Responsibility and authority

2] Grouping of the work in its approprite unit depending on the nature of the work is known as 

a) Organization 

b) Labour

c) Departmentalization

d) Work Specialization

3] Face to face conversation between two or more person is known as:\

a) Observation

b) Survey

c) Interview

d) Experiment