Aims And Objectives For An Organisation

Aims And Objectives For An OrganisationResearcher will fulfill the aim and objectives of the topic by elaborating the topic in depth as the aim and objective of the topic research is to know about the ways in which the employees motivating could be enhanced by implementing plenty of strategies. This research investigates the factors which heart motivation train of employees related to their behaviours particularly in work environment of corporate farming.The investigator aim is to research and explore the significance of certain motivational factors either intrinsic or extrinsic in forgathering and motivating employees in an organic law. At the end the researcher draw some strategies for management discussion section that how these strategies can improve the satisfaction and motivation of workforce.Following argon the objectives of this researchTo explore the factors which can motivate and satisfy the employees of a private and public organization?To explore the critic solely y understanding about the employees motivation in the light of different theories.To explain the factors which affect some employees more motivated than former(a)s to do their line of business social functions efficiently.To discuss the things which make some employees more or less satisfied in their work than others.Literature reviewEach body has his or her the likes ofs and dislike, interests, passions, craves and desires. The primary(prenominal) role of the successful manager is to learn how to identify motivates each employee, and how to influence those motives to simultaneously fulfill the goal of the organization, as well as the goals of each employee. need theoriesThere atomic number 18 many theories at motivation given by the different authors that be elaborated below to catch the research topic in depth. The idea that all people have inner driving forces that motivates the people promptly to do certain activities. This is very old idea, in use dour before the appeara nce of what we now call theories of motivation. There was the Hawthorne Studies (1939) which gave new thinking to the new school of management thinking, the human relations movement. The about ideas about it, are that the people have social ineluctably that are as vital as the economic imperative. There are devil groups of the theories known as plow theory and content theory that are further extended.Content theory assumes that people strives to satisfy of deep rooted needs. era they differ in term of their assumptions about the relative importance of different needs, it is the craves to satisfy them that is said to energize behavior.Maslow needs theoryMaslow work (1954) is based on the assumption that human needs are inexhaustible. As one set of the needs is satisfied the anther set of need come to open in its place which means that needs are arranged in a hierarchy as shown below in the form of pyramid of five levels.Here physiological needs are well-nigh basic of all and a rise from internal physical imbalance such as hunger, thirst, warmth and shelter.Security needs are promoted by the strong and rocky social record, freedom from pain or destruction, emotional security and well being.Affiliation needs are promoted by the strong security nature. As most of the people enjoy feeling of love, like relation and support from others.Maslow theory has a number of highly important assumptions, two of which have significant significance for the motivation. He argues that different level of needs are universally addressed sequentially that mean the needs are one level will not normally play a vital part in motivation.Strong issuesThe idea that the hierarchy is universally applicable no account of cross culture difference.It is patronizing and elitist in term of the values it expresses.Maslow ideas have a mystic, metaphysical quality that is largely the result of armchair theorizing and often contradicted by the research evidence.Alderfer ERG theoryIn 1972, h e also introduced the idea of hierarchical ordering but this has only three levels.ExistenceRelatednessGrowthIn his theory, different levels are viewed more as a continuum than as discrete categories. He does not measure a sequential bettermention up the hierarchy, but permits for more than one level to be open or active at same time. Although he suggested that satisfaction of needs at one level will lead to the someone pursuit satisfaction at the level above.IssueAlderfer theory has got little empirical testing beyond that done by its author. He argues that the theory could be a more powerful but empirical elaboration of the effects of needs than Maslow ideas (Alderfer 1972).Herzberg two factor theoryMotivators link to the factors which are intrinsic in nature like appreciation for a job task done is highly motivating. While hygiene factors referred to extrinsic forces e.g. relationship with colleagues which dont actually relate to the employees actual job. harmonise to Mullins (1993) intrinsic or motivators factors are attach to work content and lack of intrinsic or motivators factors doesnt demonstrate extremely de-motivating or dissatisfying. For that reason, these elements are expressed as motivators or satisfier. The hygiene factors linked to the work conditions. These factors do not direct to the enlarged satisfaction or work participation though, if these factors are not strand or absent then the effects will be de-motivation and dissatisfaction for example low wage rates. Because these factors are essential to the extent of no de-motivation or dissatisfaction these are called the hygiene or dissatisfiers factors (Leopold, 2002).According to Rainey (1999) the hygiene or dissatisfiers are the factors which are not directly concerned in motivation of employees but its interesting that these factors are important to give a sound base to beat the employee dissatisfaction and de-motivation. However, its not essential that if we improve the hygiene or di ssatisfiers factors that result in motivation.Herzberg represented a theory in the light of employees performances and attitudes which is called Herzbergs two factor theory. Herzberg recognized two categories of factors which influenced the work and motivation. First category of sets called hygiene factors and the other set of factors called motivators factors. Hygiene factors hold employment security, pay, organizational policy, status and interpersonal working relationships. Absence of hygiene factors cause dissatisfaction and de-motivation at work place. Motivator factors include success, development, nature of work it-self, respect, reference and responsibility. Absence of motivator factors caused motivation and satisfaction (Leopold, 2002). Figure 1 is the pictorial form of these factors as followings.IssuesThere are some issues allocated by some researcher about Herzbergs theory that the finding gathered from a olive-sized number of samples can be generalized to the whole i ndustry. For instance, the outcomes from the research on a small engineering unit could be applied to other professions or not. Other scholars are not happy with the Herzbergs methodology and procedure followed for conducting the research because that research methodology involved individual to consider the critical incidences from their past which make them either delighted or sad. Some other researcher are also not in his favor that Herzbergs theory was not give any clear justification that why some intrinsic and extrinsic factors motivate or satisfy the individual and why influence their work (Rousseau,1997).Extrinsic and intrinsic motivationEmployee motivation at work can be split up into two kinds on the behalf of classic literature and practical research as one is extrinsic motivation and second is intrinsic motivation (Donovan, 2001). Extrinsic motivation is a form of motivation where employees fulfill its needs and desires through indirect means particularly through the fin ancial compensation, In point of Thomas (2000) view. On the other side, intrinsic motivation come into action when employees behavior is inclined towards the fulfillment of natural psychological desires and needs rather than to attain material incentives (Marks, 2001). In all form of organizations small, medium or even large both extrinsic and intrinsic types of motivation can motivate and satisfy employees to perform their job at work place. However, extrinsic and intrinsic motivations both have very diverse effects on the individual mind-sets, feelings to job performance, passion to complete work and level excellence for performance (Amabile, 1998). Hoar Rebecca (2004) said that even though the extrinsic motivation can effect in opposition direction to the intrinsic motivation but it also have an emphasizing effect on the intrinsic motivation.Top management to bottom line supervisors, all plays a vital role in formulating the factors which have an involvement on motivational forc es (Synder et al, 1997). Administration should have the capabilities to deal efficiently with all kinds and forms of employees motivation if they want to see their organization to progress and growth in future. Employees are extrinsically or intrinsically motivated as a part of their social setup, the form of job and the kind of incentive evasion they are gaining and so on. Gopal (2003) recommended that different people have different capabilities they have to select their career accordingly. Person who have desire for rapid growth and like to use power will most likely be motivated by the kind of jobs that have high ability, job identity, performance impact, independence and feedback. While the other people who are not good in growth and desire strength would not much affected by these feature of their work.