Expectancy Theory O Types Of Motivation example essay topic

I. Introduction (1 page) The paper is aiming at proving the importance of work motivation in the success of the organization. Work motivation is strongly related to human relations, organizational culture, and organizational behavior. The paper will involve the following issues: a. Main elements of Organizational Behavior b.

Main models of Organizational Behavior c. Main Focus of this paper: Workers' Motivation and the role of motivation in improving Organizational Behavior d. Case Study from Albanian Public Sector II. Main Elements of Organizational Behavior (5 pages) O Historical Background of Organizational Behavior The industrial Revolution that started with the development of steam power and the creation of large factories in the late Eighteenth century lead to great changes in production of textiles and other products. The factories that evolved created big challenges to organization and management that had not been confronted before.

In order to manage these factories and later entities like railroads and in the same time to manage a large flow of material and people it was necessary to establish some methods for dealing with the new issues. o Scientific Management (Taylor ism) o Bureaucratic Structure (Weber's model) The German sociologist max Weber identified the core elements of the new kind of organization that he called bureaucracy. Some of the basic elements of the bureaucratic structure as defined by Weber are: - formal rules and behavior bounded by rules - uniformity of operations continuity despite changes in personnel - o o Human Relations (McGregor, Maslow, Barnard, ) McGregor's ideas (1960) about managerial behavior had a profound effect on management thinking and practice o Schools of Historical Though by Decade O Social Systems, Culture and Organizational Learning o Organizations as Social Systems o Definition of Organization Culture O Organization Development o Schwandt's Theory of Organizational Learning O Quality of Work Life o Job design, Job satisfaction, Individual growth. Main Models of Organizational Behavior There are four major models that organizations operate out of: . Autocratic - The basis of this model is the power with a managerial orientation of authority. The employees in turn are oriented towards obedience and dependence on the boss.

The employee need that is met is subsistence. The performance result is minimal. This model has its roots in the industrial revolution. The managers of this type operate out of McGregor's Theory X... Custodial - The basis of this model is economic resources with a managerial orientation of money. The employees in turn are oriented towards security and benefits and dependence on the organization.

The employee need that is met is security. The performance result is passive cooperation... Supportive - The basis of this model is leadership with a managerial orientation of support. The employees in turn are oriented towards job performance and participation. The employee need that is met is status and recognition.

The performance result is awakened drives... Collegial - The basis of this model is partnership with a managerial orientation of teamwork. The employees in turn are oriented towards responsible behavior and self-discipline. The employee need that is met is self-actualization. The performance result moderate enthusiasm. IV.

Work Motivation and its role in improving Organizational Behavior A. Main theories in motivation Hierarchy of Needs Theory (Maslow) Maslow developed an important theory on human motivation. He designed the Needs -Satisfaction model (1943) as followed: - Physiological: hunger, thirst, bodily comforts, etc - Safety (security, protection from physical and emotional harm) - Social (affection, belonging, acceptance, friendship) - Esteem (also called ego). The internal ones are self-respect, autonomy, achievement and the external ones are status, recognition, and attention. - Self-actualization (doing things). The idea is to find self-fulfillment and realize one's own potential. Maslow points out that the hierarchy is dynamic; the dominant need is always shifting.

The simple descriptive account of human needs suggests that if some needs are not satisfied, this need will drive (motivate) the person's behavior. The model suggests that if a need is functionally absent from a person then has either been gratified or is subordinated. - Theory X and Theory Y (McGregor) - Hygiene Factors Theory (Herzberg) - Three Needs Theory (McClelland) Equity Theory (Adams) This Theory states that employees compare their level of inputs (efforts, experience, education, and competence) and outcomes (salary level, raises, recognition) with those of others to determine whether they are rewarded correctly. If they perceive themselves as being rewarded correctly, equity exists.

- Expectancy Theory (Vroom) o Types of motivation: Extrinsic and Intrinsic o The impact of motivation on organizations V. Case Study: Albanian Ombudsman Institution (AOI) (10 pages) O Background of AOI O Human Relations and Workers Motivation in AOI Intrinsic motivation) O Recommendations VI. Conclusions (2 pages) 1. In the present situation any company that wants to get ahead needs to have motivated workers 2. Intrinsic motivation is needed in order to arouse a person's passion or commitment to the job. 3. Shared vision, leadership, teamwork, training, increased capability, and goal accomplishment are powerful motivators which can be encouraged, embedded or "designed in" to create a high performance culture. 4.