How To Motivate In A Safe Working Environment Business Essay Example
How To Motivate In A Safe Working Environment Business Essay Example

How To Motivate In A Safe Working Environment Business Essay Example

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  • Pages: 15 (3898 words)
  • Published: September 10, 2017
  • Type: Case Study
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The term MOTIVATION is a widely clamoured treatment, and regarded an prototype of Spontaneous effectivity in an Organization. Its importance as a major thrust in booming concern organisations has made it an mundane consideration in twenty-four hours to twenty-four hours activities.

This literature reexamine shall expose us to the development of adopted theory theoretical accounts, their procedures and applications. It will expose us to assorted behaviors of persons and how to actuate them in mention to a safe working environment. Technically, one should be able to place what theoretical account to follow at a peculiar case and be able to pull up what reactions might germinate from the acceptance of the theories.

The Purpose of this survey is to compare assorted Motivational theories, preparation procedures, and its applications as to how it affects single behaviors.

'Motivation can impact non mer

...

ely the acquisition of people 's accomplishments and abilities but besides how and to what extent they utilize their accomplishments and abilities ' . e a. Locke and g p. Latham ( 2004 ) . 'What should we make about motive theory? Six recommendations for the 21st century ' Academy of Management Review, 29, ( 3 ) , pp.388-403.

The functions of Directors in bettering productiveness, quality and efficiency can non be undermined. Motivation plays a critical function in recognizing these afore mentioned aims which leads to better public presentation and organisational criterions.

Hence, Researchers have formulated assorted operable theories to pave manner for posteriors/prosperous and motivational environment.

`` In fact, likely no other topic has received more attending in recent diaries and text editions of organisational behavior '' . ( Katzell and Thompson 1990 ) .

And we frequently ask ourselves ``

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why would people be motivated to put high ends? Peoples nevertheless expect practical results from puting certain ends, irrespective of the fact that it is in fact to carry through undertaking that they were employed.

Now this inquiry must be asked ; `` What is the relevancy of these theoretical account theories in Management? '' These theories have evaluated single behaviors and public presentation in day-to-day activities in relation to employer 's satisfaction, and have noticed that at some point in the class of concern, employees public presentation tend to diminish or decrease, assorted variables are responsible for these. The theories have now proposed ways to better this public presentation even greater than it used to taking to improved efficiency and returns.

The early theories of Motivation though likewise and simplistic had led to greater find as research was carried out largely on their defects, and from these evolved Content theories from which in bend evolved the major procedure theories.

Early MOTIVATION THEORIES

Frederick Taylor 1911 generated the traditional theoretical account, theorizing that workers were to accept direction governments in return for high rewards. 'though he did n't intent to be exploitatory in his attack. He believed that the addition in productiveness is responsible for wages shared. 'However, the subsequent rise of an progressively sophisticated work force, coupled with company attempts to maximise productiveness without at the same time increasing employee wagess, finally served to discredit this system. ' ( STEERS, MOWDAY and SHAPIRO 2004 ) . In position of this new development, Researchers began to measure societal influence on workers. Noteworthy among this research works are Elton Mayo ( 1933 ) . Human Relations Theory, which suggest that

if workers are allowed to act upon work determinations, it will actuate workers and better efficiency, failure to make this can take to hapless workmanship and low morale. McGregor Douglas ( 1960 ) developed Theory X and Y Model. He regarded both Traditional and human dealingss theory as Theory X `` autocratic direction manner '' , ( people were persuaded, rewarded and punished, and Theory Y ( people apply self control and self way in chase of organisational aims ) . ( Alan C 2008 ) . Gardner and Moore ( 1955 ) observe, `` To the mean individual, some of the most of import elements in the occupation and work state of affairs are the interpersonal dealingss '' . ( Gardner and Moore 1955 ) .

Harmonizing to ( Halepota ) 2005. As Ten and Y attack is cited in Hobart brothers Company. The company specialized welding stuffs and equipment, like robotic welding, vision and spray surfacing, Employees at Hobart are considered as household and the Management had assurance in its workers such that even insouciant staffs. A fire incident occurred in the company 's works and the fire harm was to an extent that the direction thought it would be out for several months, but the enormous attempts by some of the employees who toiled 12 hours a twenty-four hours and seven yearss a hebdomad in the cleansing operations and in put ining new equipment brought the organisation back to life in Two months. An Extension of this theory is the William Ouchi 's ( 1981 ) Theory Z ( represents a humanistic attack to direction exhibiting strong homogeneous cultural values, beliefs and aims

while retaining some major elements as Authority, public presentation rating and work specialisation ) is structured from cognition gathered from Management Models that had been perfected by Nipponese corporations. ( Ouchi 1981 ) . Harmonizing to Omolaiye and Ogunlana ( 1988 ) , Some building workers work in packs, and entire end product depends on the pack ; Hence sharing same cultural values ; this have proved efficient, either because they have accumulated assurance of working together overtime with the aim of being responsible for each other.

Gardner and Moore characterized these Models which are outlined therefore:

TRADITIONAL Model

Human RELATIONS MODEL

HUMAN RESOURCES MODEL

ASSUMPTIONS.

Work is unsavory to most people.

Few privation and can manage work that requires creativeness.

Peoples want to experience utile and of import.

Peoples want to be recognized as persons.

Work is non inherently unsavory.

Most people can exert more creativeness, than their present occupation demands.

POLICIES.

Directors should closely oversee and command subsidiaries.

He or she must set up elaborate work modus operandis and processs.

Manager should do each worker experience utile and of import.

Manager should let subsidiaries exercise some self way and control on everyday affairs.

Directors should do usage of underutilized human resources.

Directors should make an environment in which all members may lend to the bounds of their abilities.

EXPECTATIONS.

Peoples can digest work if wage is nice and the foreman is just.

If undertakings are simple adequate and people are closely controlled, they will bring forth up to standard.

Sharing information with subsidiaries and affecting them in everyday determinations will fulfill their basic demands to belong and experience of import.

Satisfying these demands will better morale and cut down opposition to formal authorization.

Expanding subsidiary influence, self way and control.

Work satisfaction may better as

`` byproduct '' of

subsidiaries make usage of their resources.

( Adapted from Stoner A.F, and E. Freeman. R ( 1992. ) Management ( 5 ) p. 441 USA Prentice Hall.citing Beginning: Adapted from Richard M Steers. And Lyman W porter, eds. , Motivation and work behavior, 3rd erectile dysfunction. ( New York ; McGraw-Hill, 1983 ) , p.14.

CONTENT THEORIES OF MOTIVATION

By the 1950s, several new theoretical accounts of work motive had emerged and were jointly referred to as 'Content Theories ' . The purpose of the content theories is identify and concentrate on inner Needs that Motivate behavior. Included here is Abraham Maslow 's ( 1943 ) Hierarchy of Needs Theory ( persons develop, and they work their manner up a hierarchy based on fulfillment of a series of prioritized demands ) . ( Steers et al 2010. ) Maslow represented five sets of demand in a Pyramid ; Physiological demands, safety, Belongingness, Esteem and self realization. Schrader ( 1972 ) applied Maslow 's hierarchy theory to building workers. He wanted to place the degree of demands that should be addressed to better the motive of workers and finally their productiveness. Schrader concluded that the lower degree demands ( like physiological and safety demands ) are no longer a motivation factor for building workers. This decision is based on the fact that the building workers make good pay to carry through their physiological demands and through brotherhoods they can keep a comparatively smooth degree of employment, carry throughing their safety demands ( occupation security ) . `` In order to carry through higher demands, Schrader suggested raising employees in treatments about method betterment patterns. He believed the keys are

utilizing a participative determination procedure and squad edifice. Schrader besides suggests that esteem demands and self-actualization demands of building workers can be fulfilled through congratulations, hearing, and engagement '' ( Schrader, 1972 ) ; ( Halepota 2005 ) .

Harmonizing to McGregor, the most important of such wagess ( self realization ) can be direct merchandises of attempt directed towards organisational aims.

An extension on this theory by Argyris ( 1957 ) classified the demands as 'inner ' ( basic and critical ) and 'outer ' ( Clues of public presentation ) . ( Carson 2005 ) . Grant ( 2009 ) argued that the merchandises of work motive and occupation public presentation have a relational constituent every bit good ; that is, what employees do at work has impact and significance for others who use the merchandises produced or benefit in some manner from the employee 's attempts. However Clayton Alderfer ( ERG Theory ) created an extension of Maslow 's theory, interrupting down the demands into three ( 3 ) ; EXISTENCE, RELATEDNESS AND GROWTH ; he argued that lower degree demands do non hold to be wholly satisfied before taking on higher degree demand. ( Stoner and Freeman 1992 ) .

Another content theory 'Motivation Hygiene Theory ' developed by Frederick Herzberg ( 1960 ) . Ignored the Need of Hierarchy construct, He argued that run intoing lower demands of persons would non actuate them ; `` but '' would forestall them from being dissatisfied. He conducted a survey of occupation satisfaction on 200 applied scientists and comptrollers. He examined two key factors which are Satisfaction ( affected by Motivation factors ) and Dissatisfaction (

influenced by hygiene factors ) which included wage, working conditions and company policies. Herzberg noted that when these incentives, such as sense of accomplishment, acknowledgment, the work itself, duty, promotion, and growing are added to employees ' occupations, they are more satisfied with their occupation and more productive.

However, Vroom ( 1964 ) argued that the storytelling critical-incident method, in which the interviewee recounts highly hearty and dissatisfying occupation events, histories for the associations found by Herzberg et Al. provinces, `` If you grant the premise about the manner in which biases operate, it follows that the storytelling methods may hold really small bearing on the existent effect of managerial pattern. '' ( Vroom, 1966, p. 10 ) .

Besides Phillipchuk and Whittaker ( 1996 ) continued research on the motivations examined by Herzberg. Using sample of applied scientists as instance Study excessively ; they noticed some incompatibilities between their consequence and Herzberg 's ( 1982 ) . In their consequences, there was no promotion in incentives. `` Additionally, both promotion and acknowledgment had a higher frequence of dissatisfaction than satisfaction. Finally, neither salary nor occupation security was identified by respondents as of import to their satisfaction or dissatisfaction. Although the writers conclude their consequences validate '' Herzberg 's theory. ( John B Miner 2005 ) , Smith and Kendall ( 1963 ) did n't hold. They propose that occupation satisfaction is a map of the sensed feature of a occupation in relation to an person 's frame of mention and that a peculiar occupation status can be a satisfier or dissatisfier.

Furthermore, Friedlander ( 1966a, p.143 ) supposedly faulted the theory indicating out that no Herzberg did

non supply informations to bespeak a direct relationship between incidents affecting intrinsic occupation features and incidents incorporating self-reports of increased occupation public presentation. `` Harmonizing to the Protestant moral principle, it is imaginable that self-reports of increased occupation public presentation may be nil more than moral justification for increased occupation enjoyment '' . ( House and Lawrence 2010 ) . Zakeri et Al ( 1997 ) furthered research on Persian building workers, though Herzberg proposed that money is non a satisfier, the study supports that money is a powerful incentive of building workers. `` whilst adequate working installations can to some extent cut down the demotivating effects of low degrees of wage, hold in payment can non. '' ( Zakeri et al 1997 ) .It can be deduced from Zakeri etal 1997 that building workers are motivated On-time payment, inducements and fiscal rewardsmore by other factors within the industry such as

Socially Acquired Needs Theory is besides a content created by David McClelland. He perceives Motivation to be a strong desire to win or stand out in competitory state of affairss. `` He focused chiefly on motivational authority of an array of distinct and clearly defined demands including Achievement, power, association and Autonomy '' . ( Steers, mowday and Shapiro 2004 ) . His theory emphasized on three demands variables, and if one of these demands is strong in an person, it could actuate behaviors that leads to satisfaction. The demands are viz. :

Need for Achievement ( nAch ) : An single tend to be motivated by disputing undertakings and competitory work state of affairss with a desire for achievement and success.

Need for Affiliation ( nAfll

) : Persons with this demand for association are known to seek warm and friendly relationships. They have a high concern for familiarity and apprehension and can be described as friendly. ( Sloan 2010 ) Human Resource direction p.25.

Need for Power ( nPow ) : here, Persons are believed to seek Control or keep control over others. These persons frequently seek leading places, hence geting leading accomplishments as being outspoken, hard headed and often argumentative. Sloan Human Resource direction p.25.

SHORTCOMINGS OF CONTENT THEORIES:

It is observed that. Though needs might be consistent, behavior is n't, as people may execute good one twenty-four hours and might execute deplorably the following ; moreover alterations have occurred in what Americans want out of occupations and callings and out of their lives in general.

The content theories were basal entirely on Americans ; it does non go good as people have differing civilizations from one state to another.

Peoples 's reaction to fulfillment and non fulfillment varies. Take some persons for illustration with demand for Security, while some who fail to run into up with this demand go defeated and give up, Others put in excess attempt. ( Steers, Mowday and Shapiro 2004 ) .

Major PROCESS THEORIES

These theories focus on witting human determination processes as an account of Motivation ; Need is considered as merely one component in the procedure ; other elements include single 's abilities, functions, perceptual experiences sing an person 's ability to execute undertakings.

Expectancy Theory

This theory is based on the plants of master Vroom ( 1964 ) , Porter and Edward Lawler ( 1968 ) . Vroom believes that persons choose work which they believe leads to results

they value ; this theory stresses on an person 's perceptual experience sing his capableness to make a peculiar occupation and the values he or she places for the occupation. Vroom believes that Motivation is a generation of three concepts: result anticipation, instrumentality, and valency. ( Ambrose and Kulik, 1999 ) .

Outcome Anticipation: Persons believe that by seting in excess attempt into work will take to a given degree of public presentation, Take for illustration an employee who has accomplished a hard undertaking expects to be praised.

Valence: This refers to the grade to which expected results are attractive or unattractive.

Instrumentality: persons tend to choose a considerable degree of public presentation that seems the best opportunity of accomplishing an result they value while keeping on to the idea that, the degree of public presentation will ensue in certain results. Further, Porter and Lawler ( 1968 ) , Suggested that 'increased attempts ' lead to 'improved public presentation. ' They established a connexion between employees Motivation and Expectancies ; because persons may miss necessary abilities which they require to accomplish high degree public presentation ; therefore persons without an apprehension of how to direct attempts efficaciously, might make so without matching addition in public presentation. These outlooks might come in two signifiers viz. Intrinsic and extrinsic wagess. While Intrinsic wagess refers to those wagess experienced straight by an person, e.g satisfaction and achievements, Extrinsic wagess are those provided by external agents to the person such as fillips, publicities and congratulations.

Goal Setting Theory

This theory was developed by Lotham and Locke ( 1979 ) . This theory states that an person 's degree of motive and public presentation tends

to lift if they accept specific aims, even with a high degree of trouble and are offered public presentation feedback. `` The employees must take part in procedure of end scene in order to obtain their ( Human Resource Specialists ) blessing when puting higher and high marks '' .Adair, j.2006, p. 325.

`` First, specific hard ends systematically lead to better public presentation than specific easy ends, general ends such as `` make your best '' , or no ends ; Second, goal-setting is most effectual when there is feedback demoing advancement toward the end ( ( Latham & A ; Locke, 1991 ; Locke, 1996 ) . This theory relates public presentation to task complete and is really easy to use in complex undertaking field scenes ; when ends are specific and ambitious, they tend to increase the degree of public presentation either as a squad or an single. Variables noted with this theory ;

Goal Acceptance-Goal Commitment- : Persons must ab initio accept tasks/goals and remain committed to it. `` Therefore, single public presentation consequences from an interaction between end trouble and end committedness, with the highest degree of single public presentation happening when persons are extremely committed to hard ends. '' Ambrose and Kulik 1999 mentioning, ( Tubbs, 1993 ) .

Personal Goal and Self Efficacy- This refers that ego ends are more desirable than assigned ends ; therefore commanding high degree of committedness. Self efficaciousness is subjected to intrinsic motive, when an single believes he can and he 's willing to make. Goal scene has led to high public presentation Cycle ; This high public presentation rhythm shows how increased end has led

to Improved public presentation, which leads to honor, such as acknowledgment and publicity, Thus ensuing in high efficaciousness and satisfaction in position of ability to run into future challenges and puting even higher ends. Locke and Lotham 2002 Constructing a Practically Useful Theory of Goal Setting and Task Motivation: A 35-Year Odyssey.

However, this theory has a major restraint, which is that it is merely applicable to employees who have gotten to cognize their subsidiaries and their single personalities ; for a new trough, this truly takes attempt and clip. In the building industry, application of the this theory might non look executable ; The building squad is temporal and come together to accomplish a undertaking after which they disintegrate, it could be functional within each peculiar group say for case the Architecture house, but as squad where you have the structural applied scientist, the measure surveyors and assorted other professionals, it might look a spot hard to use. `` With increasing size and edifications in building undertakings, it is hard to actuate employees to optimal end products. '' ( D Hemanta 2007 mentioning Parham and Zheng, 2006 ) .

Reinforcement Theory developed by B.F.Skinner ( 1960 ) lay emphasizes on relationship between 'behaviour ' and 'consequences ' . Skinner negotiations about extrinsic wagess ; `` When a individual behaves in a certain manner, they are probably more likely to reiterate such action '' Sloan.

He advised that wagess hence should be erratically given to increase Motivation and excite undertakings. More research has been conducted in this theory. Stajkovic and Luthans ( 1997 ) carried out farther research on this theory by carry oning a meta-analysis of OBMod

surveies published from 1975 to 1995. The analysis indicated that the mean individual in an OBMod control group would exhibit a 17 % betterment in public presentation after an OBMod intercession. However, the meta-analysis besides indicated that betterments were by and large larger for intercessions introduced in fabricating scenes instead than in service scenes. . '' ( Ambrose and Kulik 1999 Journal of Management 1999 ) P.262.

Cognitive Evaluation Theory ; Proposed by Deci E.L and Cascio ( 1980 ) states that touchable wagess, deadlines ( Amabile, DeJong, & A ; Lepper, 1976 ) , surveillance ( Lepper & A ; Greene, 1975 ) , and ratings ( Smith, 1975 ) tend to decrease feelings of liberty. ( Tittmuss 1990 ) cited an illustration stating, that paying for blood undermines cherished societal values and would therefore cut down or wholly extinguish willingness to donate blood ; It is believed that 'Motivation may be negatively affected if a antecedently non pecuniary relationship is transformed into an explicitly pecuniary one ' . ( Frey 2001 mentioning Prendergast 1999, p18 ) . Ambrose and Kulik ( 1999 ) refer to CET as one of seven traditional theories of motive in organisations because it was based on research lab instead than organisational surveies.

LATEST IDEAS ON MOTIVATION THEORY

`` Seo et Al. 2004 propose that nucleus consequence, as reflected in grades of pleasantness and activation Influences fleeting fluctuation in three behavioral results of work motive: productive defensive orientation1, effort2, and continuity. '' ( Seo et al. 2009 ) . This survey lends some support to expectance and command theories and exposed how emotions can act upon work motive. It does so both

straight and indirectly, by act uponing two cognitive opinions addressed by anticipation theory ( expectancy opinion and valency opinion ) and one addressed by control theory ( progress opinion ) . `` .People sing more pleasant consequence focal point more on positive results and have strong anticipation opinion for such results while In contrast, it is believed that people in less pleasant affectional province focal point more on possible negative results with strong anticipation opinion of negative results ( Seo et al. 2009 mentioning Johnson and Tversky 1983 ; Erez and Isen 2002 ) . Hence the application of this thought in the Construction reveals the necessity to make a friendly on the job environment that can bring forth pleasant and activated feelings for workers ; this can be achieved by planing undertakings such that they are animating and interesting.

Further, Bandura ( 1997 ) Self Efficacy Theory ; carried out farther research on the Expectancy theory, stressing on 'Confidence ' as it relates to 'behaviour ' and Self Efficacy. `` Harmonizing to self-efficacy theory, persons with low self-efficacy deficiency the drift to prosecute in sustained attempt in the face of disputing fortunes '' . ( Holloway 2005 mentioning Bandura 1997 ) . Bandura distinguished two types of determiners of behavior ; outcome outlooks, construed as beliefs about the likeliness of accomplishing successful results and personal efficaciousness outlooks, that is, beliefs about possessing the capableness of put to deathing certain actions or behaviors. ( Shea and Bidjerano 2010 ) .He perceived self efficacy as an person 's assurance in his ability to organize and put to death undertakings. This theory is applicable in the building industry,

it is disputing and sort of motivational if one is given a undertaking that he has non independently handled, but has been involved in ; this will make a thrust in willingness to spread out attempts in carry throughing the undertaking. ( Eccles and Wigfield 2005 ) .

Relevance and Application of Motivation theories in Construction:

Harmonizing to Doloi ( 2007 ) , most building processs were based on the traditional theoretical accounts, whereas today 's procedure involves inducements ( paid leave, fillips, overtime payments, punishment strategies e.t.c ) . . 'These factors ( inducements ) if non understood decently may be damaging to the success of future undertakings. ' ( Doloi 2007 mentioning Adrian 2001 ) . Though the building industry has n't rather embraced this attack of Incentives ; It is nevertheless really of import to observe that actuating workers in the building industry for improved undertaking and organisational productiveness is indispensable. Research shows that actuating workers have greater end products in undertakings in the last two decennaries. ( Hanna et al. , 2005 ) .Linking `` Contemporary motivationtheories explain employee motive by acknowledging single differences ; fiting people to occupations ; utilizing ends and guaranting that ends are perceived as come-at-able ; honoring persons ; associating wagess to public presentation, look intoing equity in the system ; and non and disregarding the inducements driven by money ' ( Pheng and Leong 2001 mentioning Moorhead and Griffin, 1995 ) .

I

Decision

This literature demonstrates the importance and application of Motivation. Its Research processes, challenges and accomplishments. However, many of the considered variables in the theories can be regard as series of overlapping systems with each unit being

understudied independently.

Managers/ Construction Managers must equilibrate these variables such that an appropriate theory is applied to its corresponding state of affairs ; as a theory that works for one peculiar state of affairs might non be applicable to another. Hence the theories, if good applied, would take to increase in Motivation and automatically trigger public presentation positively.

However, holding observed that most of these theories are n't practiced efficaciously in the building industry, I would rede that Construction houses should seek and construct solid human resource squads which will be practical and theoretical.

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