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Organisational Behavior and Analysis - Essay Example

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Organisational Behaviour and Analysis Table of Contents Table of Contents 2 Introduction 3 Rewards 3 Intrinsic and Extrinsic Motivation 4 4 Financial Motivation 6 Argument against Financial Rewards for Increasing Work Motivation 7 Arguments for Financial Rewards for Increasing Work Motivation 8 Discussion 10 Conclusion 11 References 13 The One Best Way to Increase Work Motivation for an Organisation Is Through Financial Rewards Introduction Motivation is essential for organisations which encourage a particular person towards the direction of some specific activities or behaviours…
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Organisational Behavior and Analysis
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Download file to see previous pages Through motivation, employees strive to perform at their best. Motivating employees is definitely a challenging task for any organisation. Hence, the financial rewards deliver an actual method to inspire and compensate the employees and tap them for better and exciting activities (Kohn, 1999). Rewards According to Janet Spence (1971), rewards tend to have a positive impact on motivation which involves the performance of employees to a large extent. Rewards serve as motivations for employees in an effort to inspire them in various methods such as altering job positions, reorganising job plans, developing working situations, and ranges of other activities (Kohn, 1999). The idea and prerequisite for motivation has been enticing much attention in the continuous change of business situation, altering technologies in the area of business and increasing difficulties. These aspects generate interference on the performance and on the level of proficiency of employees. Therefore, motivation helps to maintain the level of proficiency as well as improve and even develop the performance of the employees to a significant extent. ...
and Extrinsic Motivation Intrinsic motivation is demarcated as conducting an activity for intrinsic fulfilment rather than some distinguishable significance. When the employees are motivated intrinsically, they begin to act for excitement or challenge involved in their assigned tasks rather than due to external reasons, stresses or rewards. According to Hull (1943), a type of employees’ behaviour is the consequence of the motivation that was delivered by emotional forces, and the intrinsically motivated activities were specified to be those activities which offered satisfaction of the intrinsic emotional requirements. Employees have been witnessed to be motivated by satisfying their individual and inner requirements such as requirement for liberation, skill, positive relationship and better working environment in organisation (Ryan & Deci, 2000). Intrinsic motivation is a vital instrument for open-ended intellectual improvement as it is the driver of impulsive assessment and curiosity. Intrinsic form of rewards can be stated as internal procedure of rewards which is experienced by an employee while undertaking a particular task such as new challenges, modification of work or task on the positive achievement of objectives, positive gratitude and sympathetic attitude of the company. To some extent, the financial contemplation or pay benefits does not work well as a motivator after surpassing a certain level of survival. In those conditions, the intrinsic features or elements swap the extrinsic aspect and act as robust and efficient motivators for employees (Ryan & Deci, 2000). On the other hand, extrinsic rewards are denoted to those rewards that appear in the form of material and are recognised as external with respect to task accomplished or implemented. The ...Download file to see next pagesRead More
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