Impact of Psychological Motivation on Organizational Behaviour - Literature review Example

Impact of Psychological Motivation on Organizational behaviour Introduction Psychological motivation given to the employees within an organization isvery important to enhance the employee performance. It is said that motivation creates an interest and dedication among the employees to perform well such that the company can set up its reputation in the international markets (Locke and Latham, 2002). Motivating employees by the organization creates a sense of job satisfaction and the employees are expected to serve the organization for a longer period of time (Turnley, et al., 2003). The researcher carries out the research in order to analyse the various aspects of motivational theories that are followed by an organization. The study would allow the researcher to understand the impacts of the psychological motivation within an organization and the importance of such motivation within an organization. Literature concerning various motivational theories adopted by the organizations Literature suggests that the organization faces the challenges regarding retaining of many talented employees due to the lack of job prospect (Turnley, et al., 2003). Hence the organizations uses various strategies to encourage the employees in order to make them perform better even under pressure. It is the behaviour of the employers towards the employees that plays a key role in the ethical issues related to the organizational culture. The organizational culture is based on the good work ethics maintained within the company that also helps the company in maintaining a reputation in the market (Gagne and Deci, 2005). Motivational strategies used by the managers within the organization are important for the employees to perform better and produce large amount of goods for its customers. If the employees perform well within the organization the company would be able to perform well in the international market and thus would be able to set up its brand position in the market. The managers within the organization are responsible to have a good relationship with the clients as well as the employees in order to understand the desires of the clients and convey the information to the employees (Podsakoff, et al., 2003). The organizations are expected to maintain good team leaders who are capable of handling various teams. They are supposed to motivate the team members in order to make them handle difficult situations. Often the companies are expected to face various challenges related to the clients and the stakeholders as they desire high performance from the organization. The team leaders are also responsible to handle any controversies that arise within the economy that may hinder the employee performance and creates an unhealthy work atmosphere within the economy. The team leaders of some of the organizations are efficient in handling the teams and also the challenging projects for the clients. Psychological motivation plays a key role in improving the employee performance and the organizational performance as a whole (Luthans, 2002). The employees would have a job satisfaction in working with the team leaders of the esteemed organization and would be willing to serve for a longer period of time within the organization. The employees are motivated in order to derive a particular outcome as expected by the managers from the workers. According to a researcher motivation plays a key role in the organization’s performance. Without motivation even a talented employee would find it difficult to overcome the difficult situations. However with a little motivation every employee would find it easier to deliver to the best of their ability within the economy. The employees would alone hold the power to deliver quality service for the organization that would contribute to the all round performance of the employees. It is actually in the hands of the employees and the managers to increase or decrease the profit level earned by the organization. According to a researcher motivation refers to a force that direct or sustain the efforts put in by the person for performing well in the organization. A motivated person will work in order to achieve the performance goals within the organization. With the potentiality to perform better a specific goal can be achieved by the individuals (Turnley, et al., 2003). A good performance by an employee brings in a sort of job satisfaction within the employee and it motivates them to further deliver a good performance. The job satisfaction is considered as the extent to which the workers within the organization like or dislike the job (Turnley, et al., 2003). It is considered as a global feeling that the employee has related to the various aspects of job. It is considered as an employee’s expression to the personal well-being associated with the job assigned to them. However for some people the challenging work atmosphere may have a negative impact on their education as well as prior work experience. Motivation plays a significant role to enhance the work performance of those employees (Crant, 2000). There are times when the people remain happy with their performance probably because they are highly motivated to perform well within the organization. Emotions play an important factor in the success of every organization because the challenging atmosphere creates a lot of pressure within the organization and the employees are to be motivated to perform well (Turnley, et al., 2003). However many managers fail to understand the importance of the psychological feeling that creates pressure on the team members and in turn affects the team’s performance. Since the motivation process can be highly individualised the managers use various techniques to keep the employees happy. Hence it becomes essential for the managers to understand the psychological process involved in the motivation that direct the employees towards the goals of the organization. Theoretical evidence related to psychological motivation There is a particular theory known as the need theory that is used to identify the internal factors that reflects individual behaviour within the organization. One of the popular need theories is that of the Marslow’s hierarchy of need theory (Turnley, et al., 2003). According to the researcher these needs creates pressure on the individual that in turn influence the person’s behaviour (Shalley and Perry-Smith, 2001). A manager is expected to provide its employees with the psychological needs such as healthy working conditions, reasonable work hours and occasional breaks from a challenging atmosphere. Further the manager’s duty is to provide a safe working atmosphere to the employees within the organization. The manager needs to provide safe working conditions to the employees and the employees need to be provided with the job security so that they opt to serve the organization for a longer period of time (Ryan and Deci, 2000). The team leaders within the organization must make sure that the employees maintain a cooperative environment with the team members of the organization. The managers must ensure a good work life balance to the employees so that they feel secured and happy to perform well even under challenging atmosphere (Turnley, et al., 2003). Rewarding the employees for their goods performance provides a source for motivation among the employees and they develop self-confidence. The employees are to be offered training as well as opportunity to show them that they are considered as valuable assets of the organization. The managers are expected to provide the employees with the challenges by encouraging the employees to participate in the decision making process that would contribute to the overall growth of the organization. The motivation provided to the employees leads to a development of loyalty among the employees for their organization and they actively perform their duties. Motivating the employees may contribute to raise the efficiency of the employees and the employees are expected to perform well as per the requirement of the organization (Shalley and Perry-Smith, 2001). It is said by the researcher that motivation and the employee performance are directed related. Organization adopts motivational strategies in order to improve the work performance of the employees. The motivation program by the managers can be conducted in various ways like offering perks to the employees as well as rewarding them for their performance. The managers are supposed to build up self-confidence within the employees that would in turn prove to be a good result for the organization. The training skills within the managers are also important for the good performance of the employees in the organization (Shalley and Perry-Smith, 2001). Another important aspect that acts as a motivator for the employees is that of the increment in salary as well as the promotion in the workplace (Avey, Wernsing and Luthans, 2008). Promotion of employees in the workplace increases the responsibility of the employees in an organization which indicates the trust that the company has on its employees. Promoting an employee to a higher designation implies that there is a hike in salary of the employee which in turn contributes to a good performance by the employee (Johns, 2006). The employees develop self-confidence and become capable of handling challenges on their own. Even in case of performing within a team a proper training and guidance given by the team members is useful to make the team strong enough to deal with adverse situations. Conclusion The research helps to study the various aspects of psychological motivation that helps to improve the work performance of an employee. Motivating an employee has become an important concept that is carried out by most of the organisations. It is said that the performance of an employee depends on the potentiality of the employee to handle the challenges that the organization faces. In case of the projects that are handled by various teams it is the duty of the team leader to motivate the team members to perform well. The team leaders should be well experienced in handling controversies that arise within the teams and maintaining a healthy work culture should be the motive of every organization. An ethical work culture gives the employees a lot of job satisfaction and they develop self-confidence within themselves. The self-confidence in turn plays a key role in good performance by the employees. A specific theory has been discussed in the research known as the need theory which considers the various basic needs of an employee within an organization. The basic needs comprise of healthy work atmosphere, job security and rewards to the employees for performing better within the organization. The research shows that every individual needs to be motivated in an organization in order to improve their performance objectives. It becomes the responsibility of the managers to conduct motivational skill development and training programs for the employees such that they can utilise their skills and participate in the company’s decision making objective. As the employees and the mangers are considered as important assets of the organization their performance has a serious impact on the overall performance of the organization. The efficiency of the employees as well as the managers contributes to the company’s reputation in the market. Due to the good performance of the employees the company can serve a large number of customers and can expand its business to the other parts of the world. Reference List Avey, J. B., Wernsing, T. S. and Luthans, F., 2008. Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The Journal of Applied Behavioral Science, 44(1), pp. 48-70. Crant, J. M., 2000. Proactive behavior in organizations. Journal of management, 26(3), pp. 435-462. Gagne, M. and Deci, E. L., 2005. Self‐determination theory and work motivation.Journal of Organizational behavior, 26(4), pp. 331-362. Johns, G., 2006. 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